Recruitment isn’t an exact science
Finding the perfect candidate is tough. Getting it wrong costs valuable time and money.
A comprehensive hiring process can help to mitigate the risk of making a bad hire.
It’s also important to pay attention to any red flags along the way.
Some red flags are obvious and crop up early in the process. Others are harder to spot and might not come to light until late in the day.
Whilst starting from scratch might not be your ideal scenario, it’s sometimes best to cut your losses and keep looking.
Recruitment red flags
- Gaps in employment
There’s often a perfectly reasonable explanation for gaps in employment on a CV. The candidate screening stage of the hiring process is a good time to ask questions about work history. Be mindful that the prospect of declaring periods of unemployment can be daunting for some candidates so it’s advisable to take a sensitive approach. Equally, explanations provided should address any concerns you might have. If you’re not satisfied, then either rule the candidate out or make sure to revisit work history again at interview stage. Don’t ignore any niggling doubts!
- Rescheduling interviews
Sometimes the unexpected happens and we need to rearrange our diary commitments. This can mean cancelling an interview. A candidate who’s genuinely excited about your offering will do this in an emergency or as a last resort. If a candidate cancels more than once then it begs the question, are they truly committed to the process?
- Questions at interview
An enthusiastic candidate will be eager to learn all they can about your organisation and the role. They’ll ask insightful questions which demonstrate their interest throughout or at the end of the interview. A candidate who asks about salary might not have the right drivers for your organisation. Someone looking for fast career advancement might use your organisation as a steppingstone. Failing to ask questions could suggest that the candidate hasn’t prepared properly, lacks confidence, is overly confident or isn’t excited by the opportunity. These things may be red flags, or you may view them as areas for development which can be supported. Either way, the questions candidates do or do not ask can prove revealing.
- Slow response
A candidate who wants to work for your organisation will be quick to respond to communications. Having said this, a slow response could be nothing to worry about. Candidates often have busy home and professional lives to juggle alongside looking for a new job. However, if you think there might be more to it then consider setting realistic deadlines for a response. This will help to keep the process moving and cut the wheat from the chaff. Candidates who miss deadlines might be disorganised or weighing up other job opportunities in the background. This kind of approach will draw out the dedicated candidates you’re really looking.
Contact JS Recruitment
Are bad hires costing you time and money?
JS Recruitment can offer expert advice and guidance to help your organisation find the best candidates. For further information contact us on 01977 269069 or firstname.lastname@example.org