General Hiring Red Flags

Key red flags to watch for when interviewing a candidate fall into several categories: lack of preparation, questionable work history, poor attitude and communication, inconsistencies, and excessive focus on personal demands. Paying attention to these warning signs can help you avoid a poor hiring decision and a potential culture mismatch. 

Preparation and research

• Unpreparedness about the company or role. A candidate who has not done basic research on your company, its products, or the specific job requirements likely lacks genuine interest and motivation.
• Lack of thoughtful questions. An engaged and curious candidate should have their own questions about the role, team, or company goals. A lack of questions can signal disinterest or a lack of forward-thinking.
• No specific work examples. If a candidate struggles to provide specific, concrete examples of past achievements and instead uses vague buzzwords, their experience may be exaggerated or shallow. 

Work history and background

• Inconsistent information. Contradictions between what a candidate says in the interview and what is on their resume can signal dishonesty. Pay close attention to discrepancies in dates, job titles, or past responsibilities.
• Frequent job-hopping. While not an automatic dealbreaker, a pattern of very short stints at multiple companies can indicate a candidate gets bored quickly or struggles with long-term commitment.
• Unexplained employment gaps. If a candidate dodges or provides vague answers about significant gaps in their resume, they may be hiding relevant information. 

Attitude and communication

• Negative talk about previous employers. A candidate who badmouths former bosses or colleagues often lacks accountability and can be a sign of a negative attitude or interpersonal issues.
• Lack of accountability. In behavioral questions about failure, watch for candidates who constantly place blame on others. An inability to own their mistakes indicates they may be difficult to manage and resistant to constructive criticism.
• Arrogant or entitled behavior. While confidence is a positive trait, excessive bragging or a condescending attitude is a major red flag that indicates a poor team player.
• Poor communication and listening skills. Rambling, ignoring questions, or repeatedly using filler words can indicate a lack of clarity in thought or an unwillingness to listen effectively.
• “Excessive” focus on salary and benefits. While pay is important, a candidate who leads with or disproportionately focuses on compensation early in the process may be more motivated by money than by the work itself. 

Professionalism and engagement

• Being late without communication. While lateness can happen, an unexplained or unexcused late arrival demonstrates a lack of respect for your time and the opportunity.
• Disinterested or distracted body language. Watch for signs of disengagement like a lack of eye contact, slouching, or being distracted by a phone.
• Ignoring feedback. Observe how a candidate handles mild feedback during the interview. A defensive reaction to constructive criticism can signal issues with adaptability and growth. 

Pro Tip: Great hires show accountability, curiosity, and self-awareness. They don’t just talk about what they’ve done, they explain how and why it worked.