8 Candidate Red Flags You Need to Watch For - Spark Hire

8 Candidate Red Flags You Need to Watch For - Spark HireIts only natural for candidates to want to put their best foot forward during a job interview even if that means stretching the truth or holding back potentially game-changing information. For hiring professionals, the mask that job interviewees tend to wear can make it tricky to really get to know the candidate and evaluate their ability to perform well in any given role.Fortunately, there are a number of signs to tell if a candidate is a good (or bad) fit for your company and the punkt at hand. Here are eight candidatered flags to watch for in order to avoid a bad hire, as told by some of todays leading hiring professionals1. A lack of interest.As a small digital marketing agency with a very niche set of clients and work, its critical that we build a kollektiv of talented people who care about our mission and future.If someone doesnt care about us as their partners and feel committed to what were doing, they arent going to ca re about the impact they have on their coworkers or the team as a whole. On a small team, one persons ripple effect will be felt throughout. The difference between someone who believes and someone whos indifferent is huge.Believers support their coworkers, value clients, take ownership for their work, take care of the office, think of ideas to strengthen the team and work, and ultimately, feel responsible for the success of the company.Carla Sandine, President Founder, Highway TwentyThe difference between someone who believes and someone whos indifferent is huge CarlaSandineClick To Tweet2. No personal weakness. When a job candidate cant articulate an example of a personal weakness, thats a red flag. Some candidates disingenuously refuse to acknowledge that they are weak at anything, or they take a strength and reframe it as a weakness in order to appear perfect.Individuals who arent in touch with their own flaws tend to assign blame elsewhere when something goes wrong with a proj ect its never something they did or didnt do. behauptung people are poor cultural fits because a strong team environment depends on its members leveraging each others strengths and weaknesses. Individuals who dont feel they are weak in any area may overwhelm or annoy their colleagues.Lynda Spiegel, Founder, Rising Star ResumesEveryone has personal weaknesses stop appearing to be perfect in interviews RisingStarResClick To Tweet3. Showing up late.For me, red flags fall into three categories demeanor, honesty and judgment. My number one red flag is when the person being interviewed doesnt show up on time.That one action tells me that the person isnt really serious about working for me. It shows a lack of caring about performance that is likely to carry all through this persons tenure with the company. I would not even consider hiring someone who doesnt show up on time for the job interview.Barney Cohen, President, Business 360 NorthwestBeing late to an interview can (and will) cost you the job business360nw InterviewRedFlagsClick To Tweet4. Too much self-talk.The candidate interview behavior that worries me the most is the person who only talks about him/herself and/or never refers to their colleagues by name. If I only hear I stories or never hear them mention their colleagues with warmth, then I dont gain confidence that they can work effectively as a member of a team.Candidates need to know that its okay to tell team accomplishment stories. I like it when they talk about what their team accomplished and then describe the role they played in making it happen.Donna Svei, Executive Resume LinkedIn Profile Writer, AvidCareeristWhy you should mention team accomplishment stories in an interview via AvidCareerist InterviewTipsClick To Tweet5. Or not enough self-talk.Too much we and not enough I can also be a bad sign. It may sound silly since teamwork is so critical these days. However, a huge red flag is when a candidate is unable to articulate the exact contri butions they made to their role and employers success. For example, if the company grew sales 20 percent, dont let the candidate speak in general terms. Encourage them to pinpoint the actions they took that contributed to the success.This red flag may indicate that the employee drafts on the success of others. If you are getting this sense, its very important to make sure the candidate has the skills required for the job. Of course, we all enjoy when people share credit. However, in an interview, its key to understand what that employee brings to the table.Todd Horton, Founder CEO, KangoGiftCan you pinpoint the actions you took to contribute to success? InterviewTips from kangogiftClick To Tweet6. Long-winded explanations.Long-winded explanations and/or any negativity in reference to leaving a position can be a serious red flag. Most professionals have simple reasons for moving on from a position, and any long-winded answer can be a sign of a well-rehearsed explanation.The best can didates are confident about their decisions and sincere in their reasoning. Regardless of a companys culture, every organization wants someone who can take ownership of their own actions, both positive and negative.Aaron Straughan, Market Development Manager, West Coast CareersNever ever express negativity toward your past experiences in a job interview AaronStraughanClick To Tweet7. Any and all phone useMore than three-quarters (77 percent) of executives recently surveyed by The Creative Group said its likely theyd remove a candidate from consideration for a job if the person used his or her phone during the interview.Using your phone to text, surf the Web, take notes, answer a call or even silence it shows a lack of preparation and respect, two important qualities for any job and company culture. Because many hiring managers assume applicants are putting their best foot forward during job interviews, any questionable behavior makes a big impact, no matter how qualified they may be for a position.Diane Domeyer, Executive Director, The Creative GroupPUT THE PHONE DOWN Be aware of your mobile devices during an interview DianeDomeyerClick To Tweet8. No (or poor) referencesWhen a candidate refuses to provide a list of references, or when they provide references that dont call back or offer half-hearted endorsements, we see red flags.Poor or non-existent reference checks suggest that a candidate is unable to build rapport with colleagues, succeed in their assigned role, or positively contribute to the company. Most of all, withholding references breaks trust between a candidate and a prospective employer, because it means a candidate is hiding critical information a poor way to begin any working relationship.Sarah Dabby, Head of Talent, ClickTimeHow effective are your references and endorsements? Tips from sarahdabby CandidateRedFlagsClick To TweetWhat are some other candidate warning signs that interviewers should keep an eye out for? Let us know in the comm ents below

5 Ways to Deal With Weve Always Done it That Way at Work - The Muse

5 Ways to Deal With Weve Always Done it That Way at Work - The Muse5 Ways to Deal With Weve Always Done it That Way at WorkMany people say that the phrase This is how weve always done it contains the seven most expensive words in business. And, in many cases, thats true. We know that past success is no guarantee for the future, especially when the only constant is change.But, that doesnt stop many workplaces from being completely resistant to new ideas. And, if youre currently stuck in this sort of culture, you know how frustrating it can be. Whether your office is full of people who have worked there for 30 years or youre managed by a teamberaterin who firmly believes theres no better way to do things, your brilliant suggestions for improvement and change are constantly shut down- or worse, completely ignored. It doesnt matter if you want to restructure an entire department or simply swap out the brand of coffee in the break room. In your companys eyes, all change is bad. So, what e xactly can you do if your employer immediately scoffs at the idea of tweaking anything- aside from just complaining about it? Well, here are a few steps that can help you effectively present your thoughts and (hopefully) get the gears in motion.1. Set an AppointmentIf youre working in an office thats already hesitant about switching things up, you definitely dont want to spring your ideas on your superiors without warning. Instead, set an appointment with your supervisor or management team to talk over your thoughts. This gives your boss a heads up that theres something important you want to discuss and also prevents the likelihood of your idea being dismissed as something unimportant you just said in passing. Also, remember to give timing some consideration before requesting a sit-down. If your managers already swamped, its probably not a great time to add more to his or her plate. But, if he or she is currently working on the next annual budget and your proposal involves a need fo r funding, youll probably want to get your idea out on the table before the financial plan is completely finalized. 2. Come PreparedIn order to have even the slightest chance of your idea being considered, you should take extra care to ensure youve dotted all of your Is and crossed your Ts before sitting down to chat with your manager.Of course, you need to be ready to explain the benefits of your new method, as well as why its a better alternative than the process your employers currently using. In addition, you should also be armed and ready with all of the nitty-gritty details of your genius idea. What will the implementation of this new approach look like? Will it require additional dollars from the budget? What departments are involved?Eloquently presenting a plan thats obviously well thought out and researched will show your boss that this is something youve put a lot of time and energy into- not just an off-the-cuff idea that youre hoping will make your job easier. 3. Be Read y to Be Met With ResistanceYou already know how your office feels about change, so you should be mentally prepared to meet some resistance from your superiors.First, understand that their hesitancy to try something new isnt necessarily irrational. After all, many people subscribe to the If its not broke, dont fix it philosophy. So, its important to explain that while youre aware the current method works, there are a few ways in which you think you could improve it. Emphasizing the benefits of your idea- rather than just simply venting about the shortfalls of the existing procedure- will hopefully start to show your superiors the light.Keep in mind that while you want to highlight the pros of your suggestion, that doesnt mean you should completely glaze over any potential cons. After all, your audience will likely be more than willing to point them out for you. 4. Follow UpSo, youve made it through the tough part of explaining your entire suggestion for improvement. While youd love t o be met with an enthusiastic, What a great idea Lets do it response, you know better. If youre lucky enough to not have your proposal shot down immediately, youll likely be asked to let your superiors have some time to think and talk it over.Yes, you should definitely give upper management a chance to chew on your ideas without you constantly pestering them for an answer. But, dont hesitate to follow up with your supervisor after a week or two. Theres a big difference between having your idea considered and having it fall completely off the radar. Even if your ideas eventually rejected, follow up is still key. So, if your boss informs you that the teams decided not to move forward, dont be afraid to ask for any feedback or an explanation. That valuable input could help you better present your ideas in the future.5. Stay PositivePerhaps you did an amazing job outlining your new idea- but, it was still shot down. I know thats incredibly exasperating and disheartening, and youre allow ed to feel a little glum for a minute. But, if youre going to attempt to thrive in this stagnate work culture, you need to bounce back and stay positive.Easier said than done, right? After all, working in an environment where you dont feel heard or appreciated is a surefire morale deflator. However, make an effort to focus on the parts of your position that you really do like. If necessary, you can also find alternative outlets where you can channel your innovative energy. Perhaps you can volunteer your time with a local nonprofit or take on a freelance project that challenges and inspires you. No, it wont change your companys stubborn attitude. But, it will grant you a place where you can give your inventive muscles some exercise- at least until you can find a new job. Yes, being a part of a work culture that is intolerant or defiant against change presents some definite challenges. So, its important to be adequately prepared when presenting your new ideas- and using these steps sh ould help you do just that Even if your suggestion is still turned down in the long run, you can rest easy with the knowledge that you tried your absolute hardest to get the green light. Photo of old-fashioned man courtesy of Shutterstock.