5 Red Flags That May Affect a Candidate’s Selection

5 Red Flags That May Affect a Candidate’s Selection

The ultimate goal of a recruiter is to source the best talent for an open position in a company. While sometimes things work perfectly well for them in that they come across relevant candidates who match the job requirements. Then again, there are also days on which they walk out of a meeting wondering what made them feel a little ‘off’.

Recruiters feel the need to dig a little deeper into the data of a candidate to find out more about them. This helps them come up with an informed decision at the subsequent stages. Here is a list of things they usually watch out for.

Glaring Typos in A Cover Letter

Most applicants believe it is commonplace to make spelling mistakes. However, recruiters know otherwise. When they come across a cover letter with a number of typos, they tend to associate it with the carelessness of an applicant. Besides, when they come to think of the fact that the applicant has not even bothered to proofread the cover letter prior to sending it, they tag it as both ‘unethical’ and ‘unprofessional’. No recruiter would want such resources to make a way to their organization.

Vague or Suspicious Job History

Hiring managers appreciate those candidates who talk to them freely about their previous work experience. They monitor the level of confidence based on how clearly or confidently a candidate describes their previous job roles in different organisations. Any hesitation or stammering in this connection is an indicator of something suspicious or fishy about the candidate. Of course, there are exceptions: some candidates may stutter due to neurogenic or psychogenic factors. That said, recruiters are adept at figuring out the differences between those who do so naturally and those who do it out of fear or lack of confidence. In the community of recruiters, it is believed that applicants stutter as they run out of ideas regarding the things they should say and the ones they should not.

Excess Gossiping During The Interview

There is a fine line of separation between building a rapport and veering into a slanderous territory. Behaviours such as going off on a tangent and blabbing out the confidential details about an ex-employer show an interviewee in poor light both in terms of their professionalism and work ethics. While not all candidates have a number of positive things to say about their employers, this does not mean complaining about what went wrong in the previous organisation.

Outrageous Up-front Demands

Hiring managers usually anticipate and acknowledge the fact that a potential employee would make certain demands prior to signing the joining letter. But some candidates go overboard with their salary hike and other demands. It goes without saying that this is one of the red flags in the path of getting a new job for them.

Issues With Background Verification

Also known as pre-employment screening, background verification of candidates is a standard practice adopted by employers to authenticate the information provided by candidates on their CVs. Although there are exceptions but a background verification in red is indicative of falsification.

Most human resource professionals of the best recruitment process in the UK use the information of the paper CV, along with their interaction with a candidate, to form a picture of how well a potential employee would fit into the scheme of things post their hiring. So, it is important to pay attention to the red flags as listed above.