2018-02-13 00:00:00 Managing People English Discover some of the key "do not hire" red flag warning signs to look out for in employee interviews. https://quickbooks.intuit.com/ca/resources/ca_qrc/uploads/2018/03/An-employee-on-an-interview-shakes-hands-with-hiring-manager.jpg https://quickbooks.intuit.com/ca/resources/managing-people/small-business-employee-interviews/ Not for Hire: 3 Red Flags to Look Out for in Employee Interviews

Not for Hire: 3 Red Flags to Look Out for in Employee Interviews

2 min read

Small businesses typically have a correspondingly small roster of employees, requiring each hire to be thoughtfully and carefully considered. It is vital that in the interviewing process, you weed out anyone who could be a detraction to your company as the effects of a bad employee are magnified exponentially in a small business setting. There are any number of obvious or typical warning signs that can indicate an employee won’t be an asset. Regardless of what type of interview you conduct, traditional, behavioural, or a combination of the two, here are three key red flags to look for when seeking out prospective employees.

Lack of Respect

Not all small businesses are structured the same. As the small business owner, you may greet the interviewee and conduct the interview all on your own. If, however, you utilize another employee to welcome new candidates, one significant red flag can be caught before you even begin the interview process. Use this employee for getting a first impression of the interviewee. Any candidate who is dismissive or disrespectful toward your staff is giving out a strong sign of character. Such a show indicates an individual who probably doesn’t work well with others, and therefore may be a major problem in your close-knit circle of employees. Hiring this type of candidate may be a major mistake, particularly when filling a managerial position. With limited employees and likely close working conditions, an individual who is not respectful to co-workers, even before being hired, will likely continue to exhibit such behaviour if hired, especially when in a position of power.

Lack of Examples

During the interview process, you will probably pose some questions, whether professional or personal, that require the candidate to respond with examples. Carefully reviewing candidates’ resumes should give you an idea of their work history. While gaps may make you suspicious, they are not necessarily a red flag that carries a great deal of weight. However, if the interviewee struggles to communicate relevant examples, warning bells should go off. If you ask candidates to relate a time when they had to overcome an obstacle, even if limited experience makes it difficult to recall a work-related example, they should at least be able to provide an example from their personal life. Being unable or unwilling to offer examples often indicates a candidate who is untruthful or sorely lacking in experience, or someone who fails to overcome obstacles. In any case, hiring such a candidate is probably an unnecessary risk for your small business.

Lack of Questions

Your small business should be on the hunt for competent and self-motivated individuals who aren’t satisfied until the job is done right. Candidates with these traits almost always ask the interviewer their own questions about your business. Interviewees who don’t ask questions, or don’t ask competent and relevant questions, should probably best be left off your limited employee roster space. Candidates exhibiting such a lack of curiosity are likely unmotivated, unconcerned with thoroughness, or simply not very interested in your business.

Information may be abridged and therefore incomplete. This document/information does not constitute, and should not be considered a substitute for, legal or financial advice. Each financial situation is different, the advice provided is intended to be general. Please contact your financial or legal advisors for information specific to your situation.

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