If you have undergone multiple interviews without a job offer (or the acceptance of a job offer), you’re likely emitting red flags. A ‘red flag’ is an occurrence or sign that indicates to the interviewer or interviewee that you may not be a great fit for that role or company. It could be anything from arriving late to the scheduled interview to speaking negatively of a previous employer or employee. It’s a major turnoff and will divert the offer or acceptance of a position. If you’re a repeat offender of one or more of the following, adjustments should be made accordingly.
CANDIDATE RED FLAGS
Arriving to the interview late and/or unprepared. This is unfortunately very common and very unprofessional. If you’re going to be late, you should call the interviewer to ensure they will still have sufficient time to complete the interview. A reschedule may be necessary. Additionally, arriving unprepared is a red flag that will lead your interviewer to believe you are unreliable.
Not having any questions for the interviewer when the time is allotted. We highly recommend coming prepared to the interview with 3 questions that you can ask your interviewer at the end of the interview. This will show you came prepared for the interview and are serious about the role. If your questions have already been answered during the interview, you can reiterate the information given which will not only ensure your full understanding but will also let the interviewer know you were fully engaged in the interview.
Not knowing enough about the company, you are applying to. Studies show that close to 50% of candidates have failed a job interview due to a lack of information about the company applied to. Whether you’re applying to work at a Dunkin Donuts or a multi-million-dollar company you need to do your research. Most places will have an “about” section included on their website, where you can read about the origination of the company. You will also likely find a team members section where you may be able to learn a bit more about your interviewer. Proving your ability to research the company will show motivation and proactiveness.
Using unprofessional language. Think about an interview as being on stage and profanity will not be tolerated. If you’re comfortable enough to cuss in an interview you will be comfortable enough to cuss on the job, and hopefully not toward a paying customer. Practice how you would play.
Asking about salary at the beginning of the interview. Ultimately you should not be accepting a position solely based on the salary. Eventually, the paycheck will not outweigh the lack of interest in the job you are performing. It is recommended to discuss salary in the latter half of the interview if you are previously unaware.
EMPLOYER RED FLAGS
Reading off a list of interview questions. If you are simply reading through a list of close-ended questions and not allowing for additional conversation, why bother? Your job in the interview is to get to know the candidate both personally and professionally. Your lack of interest will steer the candidate in the opposite direction. Today more than ever, candidates are leaving their options open when it comes to new employment, so you need to show them your commitment.
Not disclosing salary, even when asked. If you have come to the point in the hiring process that you are interviewing a candidate, salary is a need-to-know fact. If you perform an interview and are asked about the salary you should feel comfortable disclosing the information to refrain from wasting anybody’s time.
Not being upfront about a start date. More commonly, employers are seeking to fill roles, that they may not feasibly be able to fill right away. Unless otherwise stated, the candidate assumes if you are at the point of the interview, you are ready to hire them ASAP. It is extremely misleading if you do not disclose that you may not seek to hire for let’s say, 3 months. Most candidates are more than willing to hold out for the right role, but you need to let them know how long they should expect to do so.
Speaking badly about a current or previous employee. You surely mean no harm, but just like you wouldn’t want the candidate speaking badly about a previous employer, they do not want you speaking badly about an employee. This will lead the candidate to believe that you lack professionalism, and you may likely speak badly about them when they aren’t around as well.
If you are currently in a job search or a search for qualified candidates to fill your open roles, please contact us at (518) 275-4816.
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