12 Red Flags to Watch Out for in a Job Candidate

Hiring can be a daunting task, but the damage caused by an inappropriate choice of candidate can cripple an organization. While we would hope that the candidates we interview are all on board with our mission and purpose, this is not the case. Take note of these 12 job candidate red flags to watch out for when you are interviewing potential hires. If the person that you are considering does any of these things, you will want to dig in more before extending an offer.

12. The Job Candidate’s Resume Contains Errors

Let’s start with a job candidate red flag some might overlook: mistakes in resumes. Resumes can come in many forms and styles, but I would advise against even interviewing someone with a resume that contains errors. If the person has not taken the attention to provide you with a perfect resume, how will you be able to trust them to do the job at hand?

11.  The Candidate Does Not Arrive on Time for the Interview

Never hire someone late to an interview, unless you want them to be late every day, and on every task and project, they undertake.

10. The Candidate Is Not Dressed Professionally

Whatever the standard of dress for your organization, the candidate should take care to dress nicely for the interview. If your church is formal, so should the candidate be. If your church is casual, the candidate should still dress nicely. Certain articles of clothing should never be worn for a job interview.  I have interviewed candidates for a position in a casual company, wearing jeans myself, but I was surprised that the candidate saw it fit to wear jeans or flip-flops. A candidate who comes off this casual in an interview communicates that they do not need to make the extra effort. What will they communicate after receiving a job offer?

9. The Candidate Is Not Prepared for the Interview

Once you have contacted a candidate and set up an interview, they will generally have at least a day to research the position and your church to get a feel for your culture and expectations before showing up for the interview. If you get the feeling during the interview that they have not done this, it is better to move on. Someone who does not take a little time to educate themselves about your organization before getting the position will be much slower growing into your church’s values and mission, and they may never fully grasp it.

8. The Candidate’s Work History Is Vague or Suspicious

If the applicant does not speak of employers and situations in detail, it could be that they are not being forthright. Ask questions until you get a full grasp of experience and education, when applicable.

7. The Candidate Speaks Negatively About Former Employers, Colleagues – or Really, Anyone

An interview is the candidate’s opportunity to make a first impression. A big red flag is when an applicant speaks negatively of others. If they are willing to do so in an interview, they will also speak negatively about you and your team. We have all endured situations of conflict and even injustice in the workplace, but a candidate who places blame and is not able to see their role and the call to lead upward is going to put a strain on your church and team.

6. The Candidate Does Not Ask Questions

The interviewee should be curious and engaged. Do they ask questions to better understand your organization, mission, and what you are seeking in the person to fill the role? If the applicant is not inquisitive, they likely are looking for just a paycheck, not a job with purpose.

5. The Candidate Seems Willing to Do Anything and Everything

Desperation can cause people to be willing to take on a role that is not the right fit. This is a trap, as they will probably either leave after a short time employed or be frustrated in the role. Finding a candidate who is dedicated to the mission but knows how to set healthy boundaries is a delicate balance but in the long run, it is worth the effort taken.

4. The Candidate Is Overly Focused on Compensation and Benefits

While it is understandable that a candidate should be interested in compensation, this should not be their central point of interest. Once compensation and benefits have been made clear, a candidate should be willing to move on. A candidate that is overly concerned and keeps returning to the subject is a red flag.

3. The Candidate Appears Over-Confident; Admits No Weakness, Lack of Skill, or Failure

While no candidate needs to point out their faults in an interview, bragging can be a red flag. An over-confident candidate may be an insecure employee or unable to receive feedback. Being humble and teachable are two qualities that show competence. Hiring an employee who is unable to see their shortcomings can make for a difficult work environment.

2. The Candidate Is Unable to Provide References

Never hire someone without doing the due diligence of contacting their references. A potential hire can say anything about themselves on a resume and in an interview. However, taking the time to contact references is essential to making a sound decision. And finally, job candidate red flag number one:

1. The Candidate Presents Themselves Online in an Inappropriate Manner

While most candidates have social media profiles, these should be free of scandal and anything controversial. Chances are, a person who does not know how to manage their image online will not be able to do so within the workplace either. While this list of job candidate red flags is certainly not exhaustive, it’s a good start to avoid making a bad hire. The truth is that identifying these red flags is only part of the process. A great candidate is someone who will shine. A job interview should be an enjoyable and lively conversation, with chemistry and connection between the interviewer and the candidate.

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