Candidate's Red Flags During The Interview, How To Spot It?

As a recruiter, it is crucial to be aware of the candidate’s red flags from the beginning of the recruitment process.

Hiring unqualified candidates can genuinely impact your company. A failed hiring process can lead to a loss of productivity. It includes the expanse of hiring replacements.

For this reason, you can mitigate some issues by understanding the candidate’s red flags.

In this article, we have rounded up some candidate’s red flags during an interview that you need to know!


Lack of excitement

Recruiters have a responsibility to hire people that are passionate about their job. For this reason, finding candidates genuinely interested in the roles is like finding a gem!

A passionate employee is more likely to attract employers and does that job better. 

If a candidate is serious about the position, they will usually research the company, the roles, and the product. In addition, they can explain enthusiastically during interviews.

On the other hand, a lack of enthusiasm or limited knowledge of the job roles could be a sign that your company is not their first choice.


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Inadequate Communication Skills

Communication is an inseparable attribute of any job placement. What would it be if a candidate is hard to reach? 

In this case, Communication skills failure will lead to issues for themselves, the business, and others. 

Hence, recruiting employees who have strong communication is essential. To find qualified candidates, a recruiter should understand that communication is not only language. 

It includes other aspects such as active listening, non-verbal cues, assertiveness, and empathy. 

Moreover, candidates who are fluent in communicating through digital platforms, social media, and emails are more likely to be hired in today’s digital era.

Good communication skills will help candidates succeed in any interview, even if they don’t get the job.


Attitude toward Former Employers

Having good skills is not enough. Candidate must also possess a positive attitude.

Often during the interview session, candidates negatively testimony their former employers or colleagues. It is a red flag!

In this case, your candidate might share many negative things about how their previous boss run the business.

The candidate might openly speak negative things about their former employer and colleagues. If they openly complain or gossip about their former colleagues, they may also say negative things about your company.

With this in mind, a recruiter must consider the candidate’s feedback toward their previous company. 


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Only Focused On Pay And Benefits

Every candidate has the right to ask about the benefits.

However, it could be red flags if the candidates frequently ask about the salary, the number of days off, and when they can expect a pay adjustment.

Asking about benefits is not the main focus during the interview. In this case, as a recruiter, you should be wary if they ask more profound before being given the job.

As an employer, you’d be able to tell who’s asking to know the rules and who’s asking because they only care about the perks.

If this question comes up, you can use some crafty interview questions to dig deeper. 

Take notice of how many times they asked about the benefits, and you will know whether it’s a red flag.


Fewer Questions Regarding the position

A job interview goes two ways. For this reason, both the recruiter and the candidates need to be engaged. 

In this case, it’s not just the recruiter asking questions; the candidate should do the same. The best candidates will ask questions because they want to learn more about the role.

They usually request good questions about the position, work culture, etc. Asking questions shows that the candidate has an interest in the company. 

It will become a sign for the recruiters if they don’t have any questions.


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In conclusion, spotting red flags can be challenging. You need to take some time to understand and see if these red flags apply to them.

If you spot any of these red flags during the hiring process, make a note and reassess that candidate with extra caution.

Please don’t wait until you hire them to address an issue. Your job is all about picking the right candidate.

Even after spotting red flags and rejecting the candidate, treat them respectfully and give them constructive feedback.

It will open the door for candidates who could apply to your organisation in the future. 

Are you looking for a staffing solution? Elabram is here to help! With over 20 years under our belts, our team has been assisting clients with their businesses in Southeast Asia.

Get in touch with our team today for further information!

AUTHOR: Sibil Aina
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