When conducting an interview with a job candidate, it’s important for HR professionals to be able to pick up on subtle – as well as more obvious – elements of body language, personality, and communication. In other words, it’s necessary for these professionals to be able to look beyond a candidate’s resume and cover letter in order to determine whether he or she might be a good fit within a given role and workplace.
It can be challenging, however, for HR managers to know what to look for in a candidate that goes beyond their professional background and experience. In light of that, this article will outline four qualities that interviewers should be wary of in job candidates.
Four Signs that a Candidate is (Probably) Not a Good Fit
Most HR managers have, at one point or another, found themselves interviewing a candidate who is ostensibly qualified for a particular role but who also exhibits certain qualities that raise some certain flags. In some cases, those qualities are easy to identify. In others, they’re more difficult to pinpoint.
To help you more quickly identify a potential bad hire in the future, here are four warning signs to be on the lookout for during an interview:
- They’re obviously unprepared. If a job candidate demonstrates a lack of understanding around the basic requirements of a position, that’s a reliable indicator that they’re not taking the interview very seriously.
- They aren’t able to tell you how they’ve developed throughout their career. The ideal candidate is someone who has changed throughout the course of their career and who will be able to enthusiastically outline exactly how they’ve grown both personally and professionally. If you find yourself speaking with someone who insists that they haven’t noticeably grown since their first position, proceed with caution.
- They didn’t dress the part. Appearances aren’t everything, but they certainly count for something. If a job candidate enters an interview wearing something that suggests a lack of respect for the workplace or for the basic precepts of professionalism in general, don’t write it off. In all likelihood, they’ll bring that same lack of effort and respect into their work.
- They lack the ability to own and learn from past mistakes. You should always make it a point to ask your interviewees to tell you about a time that they made a mistake in the workplace and how they handled it. A quality, trustworthy candidate will be able to describe at least one occasion in which they made an error at work and were subsequently able to learn from the experience. Less enlightened candidates, on the other hand, will insist that they have never made a mistake at work, or that they’ve only been the victims of others’ mistakes.
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