There are some red flags of interviewee’s personality that you should never miss if you are a recruiter. Know 8 such red flags from this blog.

1. 7 Candidate Red Flags You Should Never Miss
While Recruiting

2. C H A R A C T E R C O M M I T M E N T C O M P E T E N C Ew w w . c f i r s t c o r p . c o mw w w . t a l e n t n o w . c o m R E C R U I T S M A R T E R . F A S T E R .
It is natural for every candidate to want to put in their best effort during a job interview though it means
stretching the truth or holding back some very important piece of information. For recruiters, the mask
that interviewees tend to wear at times can make it complicated to really get to know the candidate and
estimate their ability to perform well in any particular role.
Luckily, there are a number of telltale signs to decide if a candidate is a good or bad hire for your company
and the position for which he is being interviewed. Here are eight candidate red flags to watch for in order
to avoid a bad hire, as told by some of today’s leading hiring professionals:

3. C H A R A C T E R C O M M I T M E N T C O M P E T E N C Ew w w . c f i r s t c o r p . c o mw w w . t a l e n t n o w . c o m R E C R U I T S M A R T E R . F A S T E R .
1. A lack of interest
For every organization with a very niche set of clients and work, it is critical that that wants to build a team
of talented people who care about their mission and future. So if someone does not care about listening to
the company’s thought and feel committed to what the organization is doing, they are not going to care
about the impact they have on their co-workers or the team as a whole. On a team, one person’s ripple
effect can be felt throughout. The difference between someone who believes and someone who’s
indifferent is huge.
Best hires are those who support their co-workers, value their clients, take ownership of their work, take
care of the office, think out of the box ideas to strengthen the team and workplace, and ultimately, feel
responsible for the success of the company.

4. C H A R A C T E R C O M M I T M E N T C O M P E T E N C Ew w w . c f i r s t c o r p . c o mw w w . t a l e n t n o w . c o m R E C R U I T S M A R T E R . F A S T E R .
2. No personal weakness
If a prospective candidate is unable to express an example of a personal weakness it should be considered
as a red flag if you are a hiring manager. Some candidates can dishonestly refuse to admit that they are
weak at something, or sometimes they can just reframe their strength as a weakness in order to create a
“picture perfect” image.
Individuals who are not aware of their own flaws incline to assign blame everywhere else if something goes
wrong with the project. Such people will never take the risk of something they did or they didn’t do. These
people are certainly bad hires because a strong team environment rests on its members boosting each
other’s strengths and balancing weaknesses. So, individuals who do not feel they are weak in any area may
overpower or irritate their colleagues.

5. C H A R A C T E R C O M M I T M E N T C O M P E T E N C Ew w w . c f i r s t c o r p . c o mw w w . t a l e n t n o w . c o m R E C R U I T S M A R T E R . F A S T E R .
3. Showing up late
Industry experts, categorize hiring red flags into three categories: conduct, honesty, and judgment. One of
the conventional red flags is when the person being interviewed does not show up on time.
That one action tells that the person is not very serious about working in the organization of course under
conditions provided. It shows carelessness about performance that is likely to carry all through the
candidate’s stay in the company. Some Recruiters would not even consider hiring someone who showed up
late for the job interview.

6. C H A R A C T E R C O M M I T M E N T C O M P E T E N C Ew w w . c f i r s t c o r p . c o mw w w . t a l e n t n o w . c o m R E C R U I T S M A R T E R . F A S T E R .
4. Candidates doing a lot of Self-Talk
Recruiters often opine that they are irritated by certain interview candidates who always take pride in
themselves. There are some candidates who only talks about themselves and never mention their
colleagues by name. If a recruiter only hears “I” stories and not a single word about the other team
members with warmth, then recruiters generally do not gain confidence that they can work effectively in
coherence with a team.
It is okay for Candidates to know to tell team accomplishment stories and it should be taken as a positive
point when they talk about their team accomplishments and then describe the role they played in making
it happen.

7. C H A R A C T E R C O M M I T M E N T C O M P E T E N C Ew w w . c f i r s t c o r p . c o mw w w . t a l e n t n o w . c o m R E C R U I T S M A R T E R . F A S T E R .
5. Not Enough Self-Talk Is Also A Red Flag
As we discussed in the point above that too much “I” and not enough “we” is a red flag, the vice-versa is
also a bad sign. Though with teamwork being too critical these days it might sound silly it is a true fact. It is
really a huge red flag is when a prospective candidate is incapable of articulating the exact contributions
they made in their position to employer’s success. For example, if the candidate’s company grew sales by
20 percent, don’t let the candidate speak in general terms rather you should push them to pinpoint the
actions that contributed to the success.
This red flag indicates the prospective candidates “drafts” on the success of others or the overall company.
If you are sensing this thing in the candidate’s personality, it is very important to make sure the candidate
has all the skills that are required for the job. Of course, as a recruiter, you will love to know stories in
which people share credit but in an interview, it is very important to understand what an interviewee is
bringing to the table.

8. C H A R A C T E R C O M M I T M E N T C O M P E T E N C Ew w w . c f i r s t c o r p . c o mw w w . t a l e n t n o w . c o m R E C R U I T S M A R T E R . F A S T E R .
6. Long-Winded Explanations during Interview
Long-drawn-out explanations or rambling while giving answers or any negativity explanation for the past
organization should also be considered as a serious red flag. Professionals generally have simply sorted out
reasons for leaving their previous position. So, any long-winded answer should be taken as a sign of a well-
rehearsed explanation.
Best candidates are always confident about their decisions and are very honest in their reasoning.
Irrespective of its culture, every organization always wants someone who can take responsibility for their
own actions, both on positive and negative sides.

9. C H A R A C T E R C O M M I T M E N T C O M P E T E N C Ew w w . c f i r s t c o r p . c o mw w w . t a l e n t n o w . c o m R E C R U I T S M A R T E R . F A S T E R .
7. Any and all phone use
A study recently by The Creative Group has revealed that about three-quarters (77 %) of HR executives said
that they choose to eliminate a candidate from the list of shortlisted candidates if the candidate used a
phone during the interview session.
Using the phone for texting, surfing the internet, taking any kind of notes even if it is interview related, or
answering a call or even switching the silence mode on shows the candidate’s lack of preparation and
respect which are regarded as two most important abilities for every job and company culture. As the
hiring managers assume applicants are putting in their effort during job interviews, any debatable behavior
makes a big impact, no matter how competent a candidate may be for the position.

10. www.talentnow.com +91-07949006666
Thank You