As a leader, one of the most important things you’ll do is hire great people. With the right team, your business will not only thrive, but your job will be a lot easier, too. But finding the right fit isn't always straightforward. There are certain red flags during the hiring process that should make you pause before extending an offer.
I spoke with Inés Temple, the president of LHH DBM Peru and LHH Chile, about some key warning signs that pop up in interviews. Here are seven to keep an eye on:
1. Badmouthing a Previous Employer
If a candidate starts criticizing their old boss or company when you ask why they’re looking for a new job, that’s a big red flag. It’s unprofessional and shows a lack of loyalty. Plus, if they’re talking poorly about someone else, they could easily do the same to you. Patterns like this rarely change.
2. Dishonesty and Inaccuracy
Honesty is crucial. If a candidate exaggerates their experience or lies about their qualifications, that’s a deal-breaker. Whether it’s small inaccuracies or outright fabrications, dishonesty in an interview says a lot about their character—and not in a good way.
3. Lack of Research
If the candidate doesn’t know anything about your company—like your mission, values, or recent projects—that’s a huge red flag. It shows they didn’t take the time to research before the interview. If they’re not willing to put in the effort to learn about you, they likely don’t see the opportunity as a priority.
4. Weak Ethics
Ask the candidate about an ethical dilemma, and pay attention to their response. If it’s vague or unsure, that’s a sign that their ethics might not be as solid as you’d like. You want people on your team who can make the right decision, even in tough situations.
5. Unclear Career Goals
When you ask, "Why do you want to work here?" you want more than just a generic answer. The candidate should be able to explain why your company excites them and how their skills align with the role. A lack of clarity here might mean they’re just looking for any job, not necessarily the right job.
6. Avoiding Accountability
Everyone makes mistakes, but a candidate who can’t own up to their past missteps is a red flag. If they shift blame or avoid taking responsibility, it’s a sign they may not be accountable in your organization either. Look for candidates who can admit when they’re wrong and learn from it.
7. Inability to Quantify Achievements
You want candidates who can show you real results. If they simply say, “I made more sales,” that’s not enough. They should be able to quantify their impact—something like, “I increased sales by 20% through a targeted marketing campaign.” Look for specific examples that prove their value.
If you notice one of these red flags, don’t be afraid to dig a little deeper with more open-ended questions. Get a better sense of who they are and how they’ll fit in with your team. If you notice more than one of these red flags, it’s probably time to move on to the next candidate.