5 Red Flags When Conducting a Job Interview
Have you ever hired someone only to realize weeks later they weren’t the right fit? If this sounds familiar, you’re not alone. Let’s explore effective interviewing tactics that go beyond the typical list of questions, and emphasize the importance of observation and understanding candidate behavior.
Understanding the Problem
Many small business owners and new managers struggle to conduct interviews that result in long-term successful hires. Despite abundant resources for interview questions and techniques, the challenge persists. The secret lies not in the questions asked but in reading between the lines and understanding the interviewee’s behavior and responses.
The Retail Experience
Before my corporate career, I spent six years in retail, opening 22 physical store locations and hiring around 220 people. This experience honed my ability to assess candidates accurately, teaching me that the key to successful hiring is repetition and observation, not a set of questions.
Five Key Red Flags to Watch For
1. Self-Centered Responses:
Candidates should talk about their achievements in a way that highlights the benefits to the business. A red flag is when they focus solely on themselves, using a lot of “I” statements without connecting their actions to the company’s success. Ask follow-up questions to see if they understand the broader impact of their work.
2. Lack of Team Mentions:
An ideal candidate should naturally reference teamwork and collaboration. If they rarely mention working with others, it might indicate they’re a lone wolf, which can be detrimental if your company culture values collaboration.
3. Negative Talk:
Be wary of candidates who speak negatively about previous employers or colleagues. While some negativity might slip through, it’s important they also show accountability and a solution-oriented mindset. Dig deeper if you notice any negative comments.
4. Unpreparedness:
Candidates should come prepared, having researched your company thoroughly. If they lack basic knowledge about your business, it’s a clear sign they may not be diligent or proactive in their role.
5. No Clarification Requests:
Good candidates ask for clarification when needed. If they don’t, it suggests they might make assumptions and avoid thorough investigation, which can lead to problems down the road.
Bonus Tip:
Name Dropping:
While generally frowned upon, in an interview context, name-dropping reputable companies or mentors shows a well-connected and knowledgeable candidate. It indicates they have a network to draw on, which can be beneficial for your business.
In summary, By focusing on these red flags and paying close attention to candidates' behaviors and responses, you can improve your hiring process significantly. Remember, interviews are performances, and genuine traits can be discerned with careful observation. Share these insights with anyone involved in hiring to help them find the right fit for their team. Trust in your wisdom, strength, and capability to make the best hiring decisions.
Listen here to the full podcast episode for more in-depth insights and practical examples.
