During the interview process there are some red flags that are immediately recognizable to an employer. Unfortunately, there are also some of them that can go unnoticed and it is only after the hiring works that the company realizes that they may have made a mistake.
Those post-hire red flags aren’t the end of the world, however. By proactively approaching the problem and finding the best way to mitigate any potential harm it can cause, this type of situation can usually be easily remedied. To help, eight members of the Young Entrepreneur Council are discussing some of the red flags companies may only later notice and how business leaders can respond appropriately to them.
Young Entrepreneur Council members are discussing some red flags to look out for recruitment.
Photos courtesy of each member.
1. Bad communication
A small but significant red flag is when a candidate is communicating poorly, e.g. B. if he does not react in time, gives short and unhelpful answers or does not give relevant information when asked. Working with someone who is not open and communicative can stall work and lead to frustration – more than ever since much of the world is working from home. You need to have a live conversation and address these issues. Give examples of what you think are appropriate communication and let them know that you will be looking for improvements in the week to come. Some people are reluctant and may need to be more comfortable. If you think they do and that they are competent, give them time and try to be kinder so that they open up. – Syed Balkhi, WP beginner
2. Lack of enthusiasm for the position
If a candidate lacks enthusiasm or curiosity for the position, it may not be as important to them as they allow it to be. It’s okay not to worry about every single aspect of your job, but it’s important to stay curious so you don’t experience burnout. If candidates don’t ask questions or don’t have the right attitude, this could be a problem later. If you notice a lack of enthusiasm or curiosity after hiring, it may be helpful to have a separate meeting where you can break down the issues and find a solution. – Stephanie Wells, impressive shapes
3. A habit of clapping
Gossip and the spread of rumors are usually the first red flags I come across after a new hire. If your new hires are starting to start talking negatively about other team members within weeks of being hired, think twice about whether they’re worth keeping. Chances are, their habits will deteriorate over time, unless you have a strict conversation about gossip early on. If you don’t address the problem early on, there is a risk of creating a very toxic work environment. – Tyler Gallagher, Regal Assets
4. Bad culture adaptation
The most difficult thing to judge is how a candidate fits into the corporate culture. During an interview, they may be nervous or focused on making a good impression that you are not getting an accurate picture of who they are as a person. It takes time to see how they adapt and integrate into the company. Unfortunately, there is no easy solution to this and you may have to make a tough decision to let someone go if, over time, they don’t seem to be pulling in the same direction as the rest of the team. – Justin Lefkovitch, mirrored media
Disorganization can be difficult to spot during the hiring process. With sufficient preparation, a candidate may appear organized during several interviews. It is only after they start the job that their real lack of organizational skills becomes apparent. Disorganized team members not only affect group productivity, but can also affect morale. When communications are constantly being cut and deadlines are missed, people get frustrated. That is why it is important to monitor the workflow and office habits. When you see a team member’s office full of papers, it may be time to have a chat. Encourage your team to stay organized on a regular basis and give them resources to do so. We use different apps to organize our schedules and tasks. This goes a long way towards uniting everyone. – Shaun Conrad, guitar repair bank
6. Lack of technical knowledge
A lack of technical knowledge is always a hidden red flag that causes big problems later. As an internet marketing company, we expect an understanding of computers in general, but of course that is not part of the conversation. When a new employee is struggling with basic computing problems, training can solve the problem and keep browsers and desktops minimalist. However, it is better to request a technology test before hiring a candidate to avoid getting into a situation where you are teaching basic technical skills. Ask the top candidates to record their screen and do a series of tasks so you can be sure that they are savvy and fast on the computer. Bonus: Don’t tell them how to record their screen – it’s like a test within a test. – Peter Boyd, PaperStreet Web Design
7. Bad time management
Anyone can be on time for an interview and provide the required information when asked. However, being on time at work and managing your time well is not something you can look at on a resume. Checking a candidate’s references can help with this, but it is possible that a new hire may lack deadlines from the start and lack the required on-time attitude. The best way to deal with this situation is to approach them gently. In a semi-casual conversation, let them know that you’ve noticed that they may not meet departmental standards, and then give them an opportunity to correct their behavior. It is possible that their previous work environment had different attitudes towards punctuality and that new hires usually try to make the right impression. – Ismael Wrixen, FE International
You may find after a week or two that your new hiring is behind schedule in their duties. This could be a sign that you are dealing with a procrastinator. Instead of letting the problem worsen, make a personal appointment with the employee and get to the bottom of the problem. If it turns out they’ve had a bad week, you can adjust their schedule and help them get on the right track. Even if you find yourself up against a procrastinator, you can work with them and hold them accountable and they may have the potential to become a superstar employee. – Chris Christoff, MonsterInsights