Don't Miss The Red Flags When Hiring An Employee
The economic recovery is slower and more sluggish than most expected. While hiring new employees may be on the back burner right now, this is the perfect time to tune up the hiring process at your business in anticipation of better times ahead.
Resources abound to help you develop a sound hiring process which should include creating specific job descriptions, conducting back-ground checks, and reviewing resumes/cover letters. Many businesses today are screening candidates over the phone, and electing to use behavioral interviews to select the best candidate for the job.
What is clear is that your hiring process should have a standardized format so you are able to compare and contrast candidates: apples to apples. When you do begin hiring again, it is important to not overlook obvious red flags.
- 1st Red Flag: If candidates don’t use common sense during the hiring process, there is a really good chance they won’t use common sense on the job. A candidate I interviewed for a paralegal position gave a very good 45 minute interview, and made the first cut. When I left the office, I found the candidate sitting in his car in the parking lot with a dead battery. He had been outside in below freezing temperature for 2 hours, waiting for a friend to jump his car battery. Someone who doesn’t know to come in out of the cold is not the right candidate for a high pressure, deadline oriented position.
- 2nd Red Flag: If candidates don’t use good manners during the interview, they won’t use good manners on the job. Another paralegal candidate answered her cell phone during the interview and carried on a conversation with her spouse over who should pick up the kids. She was cut mid-interview based on the telephone call.
- 3rd Red Flag: If your workplace has a formal business dress code and the candidate shows up for the interview in a polo and khaki pants, pass on the candidate. Everyone knows or should know to dress your best for a job interview. Impressions do count.
- 4th Red Flag: How the candidate speaks to your staff when scheduling the interview, responding to follow-up requests to supply references, or even to the receptionist the day of the interview speaks volumes about how they would fit into your workplace. If a candidate is rude and demeaning during the hiring process, take a pass and look for someone else.
In conjunction with having a standardized hiring process, considering whether or not a candidate raises any obvious red flags will insure you select the right candidate for the job.
