Job interviews can be a bit nerve-wracking for candidates. And sometimes, that means they’ll make mistakes that paint them in a bad light. If they get a bit of on-the-spot maths wrong, or don’t sit on the right chair, you can probably let it go – but other things could be a worrying sign of what the candidate is really like. Here are a few candidate mistakes recruiters see during interviews that are in fact red flags.

1. 7 red flags to look for when you’re
interviewing job candidates
Jobinterviewscanbe a bitnerve-wrackingforcandidates.Andsometimes,thatmeansthey’llmake
mistakesthatpaintthemina bad light.If theygeta bitof on-the-spotmathswrong,ordon’tsiton
the right chair,youcan probablyletitgo – but otherthingscouldbe a worrying signof what the
candidate isreallylike.Here are afewcandidate mistakesrecruitersseeduringinterviewsthatare in
fact redflags.
1. Theyhaven’t researchedthe company
The last thingyouwant isan employee whodoesn’tknow whatyourcompanyisabout.Anditonly
takesa fewsecondstodo an online search,sothere’sreallynoexcuse.If yourcandidate hasn’tdone
thisbasicpiece of preparation,youcan’tguarantee they’ll do decentpreparationfortheirworkon
the job as well. Andhowcanthey knowwhethertheirskillsmatchyourneeds,orevenyour
product?Instead,gofor someone who’sdone theirresearchandknowsexactlywhattheycandofor
your company.
2. Theyact differentlytopeople ofdifferentlevels
So yourcandidate seemsfriendlyandprofessional toyou – but are theythe same toeveryone?Too
often,acandidate will be charmingtothe top executivesbutrude tothe administrationstaff,and
that’snot someone youwantinyourcompany.The ideal teammemberissomeonewhogetsalong
withthe entire team,notjustthe onestheywantto impress.Choose someone withgreatpeople
skillsinstead.
3. Theycan’t take responsibilityfortheirmistakes
Everyone makesmistakes,eventhe bestof employees,andapast mistake couldwell come upinan
interview.Butwhatsetsthe greatcandidatesapart isan abilitytoownup to whatthey’ve done
wrong,fix things,andlearnfromit.Some will simplyblame others –andthat’s a redflag.It’s a
behaviourwhichislikelytocontinue whiletheyworkforyou.Wouldyouratherhave an employee
whoneveradmitstobeingwrong,or one whoseesmistakesasanopportunitytogrow?
4. Theyarrive late
If someone can’tbe on time foran importantinterview,itmakesyouwonderwhetherthey’llbe on
time forwork everyday.A lotof recruiterssee latenessasdisrespectfulof the interviewer’stime –
thoughit’salsoimportantto lookat how theyhandle beinglate.Whenadelaycomesupwhichis
trulybeyondtheircontrol,agoodcandidate will phone toletyouknow well inadvance of the
interview,andwill admittoanyresponsibilitytheytookinthatdelay.A badcandidate,onthe other
hand,may justmake excuses.
5. Theycan’t provide proof or examples

2. Your intervieweesaysthey’ve gotexperience andqualifications,butwhere’sthe evidence? If they
can’t provide specificproof orexamplesof whatthey’ve done,there’ssomethingfunnygoingon.
They may have somethingtohide,suchasbeingfired,havingacriminal record,ora poor work
history.Those thingsaren’t alwaysredflagsthemselves –buta candidate lyingthroughtheirteeth
definitelyis.Plus,withnoproof, howdoyouknow if they’re qualifiedforthe role?
6. Theycomplain about their oldjob
An interviewee insultingtheiroldcompany,boss,orcolleaguesisahuge red flag.Althoughtheymay
have verylegitimatereasonsfordisliking the job,aninterview isn’tthe time orplace todiscussit –
and professionalsshouldknowthat.They’re showing thatthey’re anegative person,and if theyget
the job there’sagoodchance that they’ll complainaboutyourcompany too.Picksomeone more
positive instead.
7. TheirCV has typos or spellingerrors
A typois sucha small error,butit can say so much.Recruitersare knownforrejectinganyCV witha
spellingorgrammarmistake,andit’seasytosee why.Someone whodoesn’tgetsomethingas
importantas a CV checkedovershowspoorcommunication,alackof attentiontodetail,andan
unwillingnesstoaskforhelpfromothers.They’ve alreadyproventhatthey’re more likelytomake a
mistake thanaskfor helpto getit right,justfromtheirCV alone – and that can be a redflag.
Still lookingforthe perfectcandidate?Postyourjobadon HolyMoleyJobs andtake alookat your
applicants’CMe profiles.
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