1. No common courtesy: Observe how they treat other staff, from the building maintenance person to the president. How they treat people with no level of authority will show you how they will treat your customers.
2. Blame others for their failures: Candidates who won’t take responsibility for their mistakes or lack of success will likely continue this pattern. We’ve all heard employees complain about their co-workers, bosses, or lack of resources—but rarely do we hear an employee complain about themselves!
3. Poor communication skills: Pay attention to VM and emails you exchange with each candidate. Are the candidates understanding your questions? Are you understanding theirs? Watch for signs of sloppiness, such as texting lingo or spelling errors.
4. Work experience that can’t be verified or a lack of credible references: Just because you are not hiring an in-house, full-time employee for your company, doesn’t mean you shouldn’t do your homework. Be smart. Ask for references (and check them!). Look closely to see if the candidate’s resume reflects the skills you are looking for.
5. Disinterest in your company or organization: A candidate who doesn’t ask questions or seek dialogue with you about your business and goals may not be interested in either one — and that’s a bad sign. Remember, it’s not just about what the applicant can do, it’s about what the applicant can do for you.
6. Disorganized: Was he on time? Does she have her resume ready to hand you in case you don’t have a copy handy? Are they well put-together? Matching shoes are always a good sign! During the interview, listen for thorough answers to your questions. Candidates who avoid questions, answer questions other than the ones you ask, or offer incomplete answers reveal their lack of preparation.
7. Lack of respect for commitments already in place: Pay close attention to how your candidate speaks or writes of current (and past) employers. If your applicant is ready to bail abruptly on a previous contract commitment in order to work with you, consider yourself playing with fire. Look for candidates who are tactful when discussing previous employers and who display loyalty, integrity and an overall desire to do the right thing.
Sources: www.employmentscreeningblog.com, www.businessinsider.com
