You can gather significant information about a candidate by reading their resume. You can learn even more by interviewing the candidate.
Talking with candidates helps determine whether they fit the qualifications for a role. It also can indicate whether they were completely honest about the information in their application.
Uncovering a red flag when reviewing resumes or interviewing candidates may indicate a hidden issue that could be cause for concern. You might want to learn additional information before deciding how to move forward.
If you uncover any of these red flags when hiring, you may want to reconsider hiring the candidate.
A candidate regularly looking for work in different industries may be a red flag. The candidate might easily get bored and not remain engaged once they adapt to their new job. Or, they might be a poor performer who does not properly contribute to organizations.
You might want to pass over this candidate when scheduling interviews. They likely would not remain with your company long-term. You probably would need to restart the hiring process once the new hire leaves.
If a candidate has lengthy gaps between jobs on their resume, there may be cause for concern. The candidate may have trouble getting along with their managers or following company policies. This can indicate the inability to properly handle conflict, show empathy, or display other important traits for success in a work environment.
Talk with the candidate about their employment gaps. Perhaps the candidate had to take a break from the workforce to handle family or personal matters. Maybe they were downsized after a merger or laid off during the coronavirus pandemic.
Find out what the candidate did during their time away from the workforce. Perhaps they picked up valuable skills by taking a class, volunteering, or engaging in other professional development. These skills could benefit the candidate’s next employer.
Lack of Work Examples
Take note if a candidate cannot answer technical or behavioral interview questions with specific examples. They might lack the education, skills, or experience required for the role.
Ask follow-up questions to gather more information. Perhaps the candidate would need to develop certain skills to carry out the job duties and responsibilities.
Consider whether the candidate could undergo additional training to reach the desired level of performance in a reasonable amount of time. If not, you may want to move on to other candidates.
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