Realizing an employee is not an ideal fit for your company or doesn’t perform up to specific standards after being hired is frustrating for any hiring manager. After all, the interview process can be long, often challenging and provides added cost for your company. Short of predicting the future with a crystal ball, the process of screening resumes and interviewing is crucial. While hiring managers or HR professionals can learn only so much from a candidate’s resume and a series of interviews, there are certain indicators to recognize well before the interview is over. Let’s delve into the three red flags for screening resumes.
A candidate’s character goes a long way. For instance, before the screening and interview process begins, the balance careers suggest some key examples to follow to ensure not all is lost after a hire.
1. Red Flags for Screening Resumes: Make Sure Candidates are Familiar with Your Company
Enthusiasm is essential in the eyes of hiring managers. So, the more a candidate understands a company’s service or product, the more it says about their preparedness, research skills, and enthusiasm for the position. Conversely, if a candidate doesn’t demonstrate all that much knowledge, it simply reflects a lack of enthusiasm, and in turn, little interest in the goals a company wants to achieve.
2. Request Proof of Experience When Screening Resumes
This may seem like a no-brainer, but according to the balance careers, “nothing is more telling than a candidate who can’t provide a detailed answer” of a previous role or accomplishments. A portfolio of work, documented success, specific procedures and responsibilities of a position should be presented and credible. Red flags for screening resumes include watching for vagueness, evasiveness or not providing a plausible answer at all.
3. They Don’t Take Responsibility for Past Actions or Mistakes
Not every candidate is perfect. Hiring managers know this. According to the balance careers, a sure-fire red flag for screening resumes is when a candidate repeatedly blames coworkers and managers, limited resources or team members for past mistakes (if requested by the hiring manager).
It can demonstrate how poorly they are at accepting responsibility or can’t effectively solve their own problems. In the event a candidate was fired in a past role, listen to their reasons. If they are blameless, couldn’t admit to errors or seem like they are evading the truth, it may be wise to pass on the candidate altogether. It’s always best to ask for the truth. The right candidate will admit to errors and explain how they resolved them.
It’s never easy to find an ideal employee. However, by following some simple guidelines and using common sense and screening, interviewing an employee will become easier and more efficient.
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