26 COMMON RED FLAGS TO WATCH OUT

FOR WHEN INTERVIEWING JOB CANDIDATES

1. Lack of eye contact - “When candidates can’t maintain eye contact and
consistently look down, it can indicate confidence issues, which could mean they won’t
be able to drive processes or they have something to hide.”

2. Suspicious work history - “The best prediction of future behavior is past behavior.
Employers should always ask candidates to walk through their work history and why
they left each position.”

3. Inconsistent career path - “If candidates’ resumes show multiple career path
changes, it could mean they get bored quickly and will grow tired of the routine aspects
of the job.”

4. Lack of specific work examples - “The inability to use specific examples to answer
technical and behavioral interview questions brings up concerns regarding candidates’
experience. They may not have an example for all questions, but they should have
real world, working answers for most of them.”

5. Leaving jobs due to disagreements - “Candidates who have a history of leaving

companies because they don’t agree with their managers or company directives tend
to carry this behavior into future roles.”

6. Job “hopping” from one location to another - “Constantly relocating for new jobs
never allows candidates to get established in one place or position long enough to
gain seniority or follow through with major projects.”

7. Gaps in employment - “Unexplained employment gaps may imply that your

candidates have trouble obtaining or keeping jobs due to performance or personality
issues.”

8. Gossiping about former managers or employers - “We don’t expect candidates

to like all of their previous companies or managers, but they should keep the
complaints to a minimum and keep it professional while interviewing.”

9. Missing or outdated email addresses - “If candidates don’t provide email

addresses on their resumes or their email address is anything@aol.com, it could
indicate that they lack the technological knowledge or electronic communication skills
necessary for certain roles.”

10. Arriving late - “If candidates are late to the interview, it could mean they have
trouble managing their time and struggle to keep a schedule.”

11. Up-front demands - “Candidates that immediately start laying out demands (e.g.
I can only work this schedule, I need paid parking, cell must be covered, I require X
amount of vacation, etc.) during the first interview will most likely be high-maintenance
employees.”

12. Missing home addresses - “Candidates who fail to include an address on their
resume may currently live out of the area. They’ll omit their address so that hiring
managers don’t immediately rule them out. If hired, their start date could be delayed,
as they probably won’t begin planning their move to the location until the position is
confirmed.”
13. Overqualified - “If candidates are used to making a lot more money or are
overqualified, they may not stay in the position long term.”

14. Poor listening skills - “Candidates who unknowingly ask repetitive questions,
reply with answers that are unrelated to the questions asked or appear lost during
conversations may not have a genuine interest in the role or know how to show respect
for others’ time.”

15. Missing interviews - “Candidates who continually reschedule or miss interviews

may be unreliable and disorganized.”

16. Using “like” too much - “Overusing the word ‘like’ in the interview conversation
sounds very unprofessional and, if hired, could make the individual appear less
credible in conversations with current or potential clients.”

17. Not asking questions - “Candidates who never ask questions may be less
ambitious. They may be unwilling to dig deep to find solutions and take on new tasks.
Or, they may be trying to hide a lack of understanding of the role in general.”

18. Background check issues - “Discovering multiple small issues with candidates’
background checks, such as poor driving records or unsavory comments from former
coworkers, sparks questions of how responsible they are.”

19. Resume errors - “Multiple errors in their resumes and email communications
could imply that candidates lack attention to detail and rush things.”

20. Inappropriate language - “Use of inappropriate language or cursing during the

interview shows a lack of respect for the role, company and the interviewers.”

21. Rambling - “Talking too much or rambling during the interview can indicate that
candidates aren’t good at organizing their thoughts.”

22. Lack of factual support - “When candidates can’t back facts on their resumes or
answer direct questions, they may have something to hide or have over-inflated their
skills to appear more qualified.”

23. Arrives unprepared - “Coming to the interview with no resume or additional

documentation to support their potential as strong candidates may indicate that
candidates are not serious about the job.”

24. Bragging - “Candidates who spend their interview talking all about themselves or
bragging are most likely not team players.”

25. Inconsistent transportation - “It’s important to understand your candidates’

transportation ability. Whether they have a car or take public transportation, their
method for getting to and from work needs to be consistent and reliable.”

26. Unprofessional appearance - “When candidates come to the interview with a

sloppy appearance or dressed unprofessionally, it may mean they are lazy and don’t
care.”