Nicola Hawkinson discusses identifying red flags when hiring candidates. Common red flags include short job times, gaps in employment, lack of references, and unwillingness to undergo background checks. Thoroughly checking references, verifying credentials and experience, and conducting background checks can help identify misleading candidates. It is important to design reference questions specific to the role, spend time speaking to references, and look for inconsistencies between a candidate's story and details. Following a strategic recruitment plan that involves identifying qualifications and thoroughly screening candidates can help make better hires.

1. Nicola Hawkinson DNP, RNFA, RN
CEO & Founder of SpineSearch
AASA Webinar
September 13, 2016
Better Talent, Better Business:
Identifying Red Flags When Hiring

2. How to Identify Red Flags
1. Red Flags
2. Identifying Red Flags
3. Identifying Qualified Candidates
- Physicians
- Nurses
- Practice Administrators
4. Background Check
5. References

3. 1. Red Flags
Some red flags are easier to spot than others.
Knowing what to look for is key.
Red flags aren’t always apparent until the
person is sitting right in front of you.

4. 1. Red Flags
Common Red Flags
Short time at jobs.
Gaps in employment.
Candidate does not want to give references.
Candidate does not want to fill out a background
check form.

5. 1. Red Flags
Common Red Flags
The candidate is difficult to get in touch with.
(does not answer phone calls, emails, texts etc.)
The candidate lacks relevant work experience.
The candidate has trouble answering questions
about his/her work experience.

6. 1. Red Flags
Some not so Common Red Flags
Ghost Attendance
- Lying about attending a College or University. Most of time it is a
no name school that might be hard to do a background check on.
- Falsifying a diploma or certificate.
- In this case the candidate not only lies about attendance but
fabricates documents.
- The documents may look and seem authentic.

7. 1. Red Flags
Some not so Common Red Flags
Obtaining Fake References
- There are now websites that offer people fake references for a
price.
- Look up the company or MD’s office before you call and make
sure it is legitimate.
- Look up the phone number that is given.

8. 2. Identifying Red Flags
It can be difficult to pick out every red flag when
examining a resume.
Candidates can manipulate the resume to
reflect something that is not true.
Mark the resume for questions you have prior to
the interview.

9. 2. Identifying Red Flags
During the interview process make sure all
paperwork is filled out upfront.
3-5 references need to be listed on the
application.
Let the candidate do most of the talking.

10. 2. Identifying Red Flags
Ask questions to help steer the conversation:
- What were some of your job responsibilities?
- What were some challenges you had to face? How did you
resolve them?
- Did you work with a lot of people or did you work more
autonomously?
Ask job specific questions

11. 2. Identifying Red Flags
Catching fake references requires some
investigation work on your part.
Pay attention to how the references speak
about the candidate.

12. 2. Identifying Red Flags
How does the reference answer the phone
- Does the reference answer the phone professionally?
- Is the phone number a business phone number or a cell phone?
- Does it sound like the reference is in an office?
- Is the reference able to answer questions about their own job
description and time spent with the candidate?

13. 2. Identifying Red Flags
Take time to talk the reference to gauge if
the reference is credible.
You also want to make sure that the
reference has some type of supervisory role
over the candidate.
Check if the references are co-workers and
not supervisors.

14. 3. Identifying Qualified Candidates
Physicians
 1. Internship/Residency/Fellowship
First, it is essential to confirm the physician completed
both internship and residency in the United States; this
should be listed clearly on the CV.
 Make sure the candidate completed the number of
years of residency/fellowship training required for that
particular specialty. Some red flags to watch for include
multiple residency programs started but not completed,
and/or gaps in the years of training.

15. Physicians
 2. Board Certification
Many organizations now require all medical staff to
obtain board certification in their respective field. If board
certification is not mentioned on a candidate’s CV, you
may verify this information through the Board Certified
Docs website
3. Identifying Qualified Candidates

16. Physicians
3. Licensure
If the candidate you’re considering is out of training,
medical licensure information should be listed on the
CV. Watch for red flags when reviewing a candidate’s
medical licensure, which may include absence of a
medical licensure in the state in which the candidate
resides, gaps in medical licensure, disciplinary actions
on the candidate’s license and/or expired licensure.
3. Identifying Qualified Candidates

17. 3. Identifying Qualified Candidates
Nurses
 1. Use shorthand
It's okay to use shorthand if you’re referring to the
NICU or L&D department you last worked in.
Those abbreviations are easily recognizable to
your healthcare recruiter.
But DON’T write something like, “I resolved a
variety of med probs in the ER” on your resume.
This isn’t a text message. Spell it out.

18. Nurses
 2. Use incorrect acronyms
This is very common as well. Remember: It's HIPAA, not
HIPPA.
 3. List the reasons for leaving your previous jobs.
Sometimes listing the reason for leaving can make a
person sound defensive. You definitely don’t want to
come across in that light when you’re looking for a new
job. Keep it positive and only highlight your experience.
That is what is important.
3. Identifying Qualified Candidates

19. 3. Identifying Qualified Candidates
Practice Administrators
 1. Confusing chronology or formatting
Practice administrators will most likely have a good amount
of experience. If their formatting or chronology seems off it
is a good idea to question it.
 2. Inconsistency
When speaking with candidates, make sure their stories
line up with the details on their CVs. If inconsistencies
exist, be sure to inquire further and document the details of
your discussion.

20. 3. Identifying Qualified Candidates
Resume review
– Clean sharp, without grammatical errors
– Resume paper, crisp not folded or wrinkled
– Appropriate objective summary / cover letter
How does the candidate represent themselves
online? Over the phone? E-mail, In-person?
– Professionalism
– Language

21. 3. Identifying Qualified Candidates
Resume review
– For most of you – you will utilize the resume to
decide who will be selected for a live interview
– Again
• Clearly written
• Chronological order
• Fresh presentation
• Does experience reflect the qualifications you are in
search of

22. 3. Identifying Qualified Candidates
Email
– Written professionally
– Clearly stated subject – reason for search
Call
– Speaks professionally
– Language is clear
Skype
– Dressed Professionally
– Eye contact / enthusiasm
– Without distraction

23. 3. Identifying Qualified Candidates
Matching Resume with Job Description
Ensure skillset
– Do not be distracted by personality compatibility
– Be specific

24. 3. Identifying Qualified Candidates
Have a detailed job description in place so you
know the type of candidate you are looking for
Review resumes carefully
– Short time at jobs
– Gaps in employment
– Reason for job turnover
– Unable to answer questions about previous job
responsibilities

25. 3. Identifying Qualified Candidates
 The selection process should be just as thorough as
the recruitment process
 Does the candidate meet the expectations and fulfill
the job requirements you have in place?
 Does the candidate’s experience match the
qualifications you are looking for?
 Does the candidate seem like a good fit? Will their
personality be a good match with other employees?

26. 4. Background Check
Checks should be made regarding the
following:
- Eligibility to work in the US
- Previous employment and character references
- Criminal Records Bureau checks
- Health screening/questionnaire
- Qualifications

27. 4. Background Check
Always verify references and conduct background checks,
regardless of how trustworthy the candidate appears.
 There are different types of background checks for state or
national criminal activity. A national background check is
recommended since it investigates criminal activity beyond the
borders of the current state of residence.
 If your practice is enlisting the help of a recruitment agency, be
sure to ask what type of background checks they conduct,
what company they use, and do your own due diligence to be
sure they are reputable.

28. 4. Background Check
 A candidate might appear great on paper and present
well in person, but he/she still might not be the best
person for the job. A background check can be very
revealing and is important to protect your practice.
 You might decide through this process to have a zero-
tolerance policy for people who have committed
misdemeanors or felonies.

29. 5. References
 Design reference questions that are tailored
specifically to your business/practice.
 Contact 3-5 references
 Pay attention to how the reference talk about the
candidate.
 Spend as much time on call with them as possible.
You must receive permission from the candidate to call
upon his/her references

30. 5. References
The real importance of references is they help you
to gain a better understanding of who the
candidate is and how the candidate works with
others.
 You are also able to tell which applicants have
given misleading information
about their past, or are giving false information.

31. 5. References
Some experts recommend providing specifics
and asking job candidates for the names and
contact information of former bosses, peers or
subordinates as they may be more likely to
provide unbiased reports of character and job
performance.

32. Conclusion
Recruit smart
Identify a strategic recruitment plan
Be proactive, not reactive
Follow through with your process and be timely
Hire Slow….Fire Fast

33. Conclusion
Know what you are looking for
Take the interview process seriously
Respond to candidates in a timely manner
Pay attention to red flags

34. Conclusion
Use references and background check as an aide
during the selection process.
Plan out the new employees first week prior to the
start date.
Be as organized as possible.
Refine and revise your process with each new hire

35. Questions?

36. Thank You!
Nicola Hawkinson DNP, RNFA, RN
www.Spine-Search.com
1.516.333.5050