Interviewing Red Flags

03/05/07

When you hire for a job, you look for degrees earned, skills obtained, years of experience, demonstrated accomplishments, and more.
But you should also be on the lookout for personality factors and behaviors that signal that the candidate could be troublesome once hired. These include:

Starts asking “What’s in it for me?” too soon. You’re barely seated when you’re asked about salary and benefits. Comp time policy is of more interest than job duties. Danger. Reveals an “entitlement” attitude. Some people believe the world owes them a living-and a good one. They are the first to walk off with software, use the phone for personal long-distance calls, and clamor for more money. Avoid them.

Criticizes former employers. Never hire someone who badmouths former employers. Almost invariably, they are blaming others for their own failures.

Overqualified. Will she be bored in a job beneath her or one without opportunities for growth? Some experts recommend hiring overqualified workers nearing retirement. It can be a bargain.

Instability in jobs. Instability is a character trait, and an undesirable one for most jobs.

Lack of curiosity. The curious learn more and faster than others. People not curious can be plodding, dull, uncommunicative, and a drag on operations.

Short attention span. You’ll see this in an inability to develop an answer to a complicated question and in eyes quickly darting around the office at the wrong time. Usually not good, but take other factors into consideration.

Lack of customer focus. Those with a bureaucratic temperament care more about systems and processes inside a company than customers. That’s deadly these days. Hire those who look outward to those the company serves.

Interrupts you. Not good; this could portend trouble listening or following direction.

Procrastination. Evidence: Projects not completed, little output or results over the years.

Immature. The immature find it hard to see beyond their needs and/or make sacrifices for the good of all.