The tech industry is highly competitive, and finding the next top mind can be the difference between excelling in the market or being left behind. However, this push to hire good candidates quickly can backfire when the ideal applicant becomes a bad choice, forcing you to start the hiring process all over again.
Fortunately, some telltale signs a candidate gives can be red flags that they’re unsuitable for your company or the position. Consider these responses as you sort through applicants, and use this knowledge to avoid hiring the wrong candidate for your tech job.
1. Obvious Dishonest Areas
We all have aspects of our backgrounds we’d prefer to forget. Yet, when these issues may affect the job, it’s best for your candidate to be honest about them. For example, in the tech industry, criminal background checks are a standard part of the job application process.
Security clearances can determine how detailed a team member can work on a certain project. When you ask about their record, they should be honest. A misdemeanor that shows up on a background check but was already shared by the applicant can be addressed individually, but an unexpected flag shows dishonesty.
From reference checks and experience to criminal histories, honesty is always the best policy.
2. Inability to Admit Mistakes
Piggybacking off the dishonesty red flag is an inability to take ownership of mistakes. During the interview, ask the candidate about how they’ve handled tech mistakes in the past. Listen for answers that include accountability and learning. Candidates who claim they’ve never made a mistake or whose response raises questions about their work ethic (or ethics in general) are probable red flags.
3. Workplace Culture Conflicts
Diversity, equity, and inclusion (DEI) workplaces are government-mandated. More than that, though, in the tech field, they are strong indicators of a successful company. If your business has worked hard to establish and nurture an atmosphere of inclusivity, any new hires must easily assimilate into that positive culture. With strategic interview questioning, reading a candidate’s responses and watching for workplace culture conflicts is possible. Obsidi® explains more about integrating diversity hiring into your interviews here.
4. Perfect Answers
Practicing for the interview is a good sign. It shows that the candidate cared enough to research potential questions and prepare their responses. But overly rehearsed answers that seem to be scripted and inauthentic are red flags. You want your candidate’s response to come from their knowledge and experience, not the internet’s opinion of what the “right answer” should be. Look for candidates who admit they don’t know everything but are willing to learn.
5. Doesn’t Play Well With Others
Is the open role in your company a team position? If so, watch for signs that the candidate doesn’t work well with others. Red flags include obvious answers that they’d rather complete jobs alone instead of collaborating with others or applicants who seem cocky. Confidence isn’t a negative thing on its own but paired with arrogance, it can be a dangerous addition to any team.
6. Missing Necessary Skills
What are the essential hard and soft skills you’re looking for in the perfect candidate? While no one is likely to check every box on your list, your next hire should tick the non-negotiables. Review your list of job requirements, and decide which aspects are flexible and which aren’t. For instance, tech workers must pay attention to detail. If someone’s responses or written communication lacks this vital component, it shows they’ll be sloppy with their work, which can be disastrous on the job. No matter how much you like a candidate’s personality and passion, they’re a red flag if they are missing any skills on your must-have list.
7. Lack of Stability
Experience with multiple jobs is one way to learn, and it’s to be expected with older candidates. However, having many previous employers could indicate a lack of stability. A good rule of thumb is to look for applicants with more past employers than years of experience. This doesn’t instantly negate them, but it should be delved into with further questioning. If the candidate has a reasonable response, they’re not necessarily a red flag. Yet, if they have moved a lot (and your job isn’t remote) or blame others for their frequent job hopping, you can avoid being next on their resume list.
Conclusion
Recruiting, interviewing, and onboarding new hires is expensive and time-consuming. Make sure your next applicant is a healthy addition to your team by using these tips to prevent hiring people with red flags.
