You want to give your candidates the benefit of the doubt throughout the interview process, digging for context, following up with unlisted references, and otherwise trying to paint a full picture of who they are as a professional. There are however a few red flags that should do more than raise your eyebrows. Here’s a few deal breakers that should make you consider pulling the rip cord on the entire process.
Ill-Prepared
One of the absolute first checkboxes a candidate must tick is having done their research about your company. Beyond having been to your website, have they read other press mentions? Looked at company details on a database like crunchbase or glassdoor? If they’re expecting you to invest several hours into vetting them, the least they can do is invest 40 minutes to get a basic level understanding of what your organization is about. Short of a basic understanding, or at best in addition to it, they should have a slew of questions loaded up in the chamber, preferably of varying complexity based on every member of the interview squad.
The reason a lack of preparation is such a cardinal sin is that it suggests a total lack of interest in your organization. If someone truly wants the role and is picturing themselves spending 5 days a week in your office, you’d think they’d take the time to do some research to figure out if it’s something worth pursuing. To reveal this, it’s something we at Entelo often target early in the process.
No Call No Show
Life is hectic for everyone, and our routines are frequently interrupted by unpredictable chaos. Missing or being late for an interview can be forgiven, provided the candidate is open and forthcoming about all extenuating circumstances. What’s a bit harder to get over, though, is a no call no show. People ought to have the consideration to call or email once it becomes clear that they’re going to miss their interview, and if they don’t, all they’re proving is how little they respect your time. After all, if someone can’t plan and communicate for their first point of contact, how are they going to be when you’re relying on them to show up to an important meeting or meet a crucial deadline?
Shots Fired
It’s a great idea to ask candidates why they’re looking for a new role, and any respectable professional ought to be able to diplomatically explain their hunt for their next opportunity. This is an area, however, where some may be tempted to blast current team members. While inter-office issues can be an understandable reason to look for a move, bad mouthing your associate employee contemporaries is never a good sign. What’s to say they won’t go spouting off about team members in your own organization? Something like this is toxic for culture and makes the company look bad externally, as well. If someone jumps to trash talking their teammates, you have to question what kind of teammate they themselves are.
What are some reasons why you'd pull the emergency brake on an interview? See you in the comments!
