Recruitment is as much about recognising potential as it is about identifying risks. While most candidates present themselves in the best possible light, there are often subtle signals—red flags—that can indicate potential issues down the line. Spotting these during an interview is crucial to making informed hiring decisions and avoiding costly mistakes.
The Cost of a Bad Hire
Before going into what red flags to look out for, it’s important to understand the stakes. According to a recent study by the Recruitment & Employment Confederation (REC), a bad hire at a mid-manager level can cost a UK business upwards of £132,000. This figure includes wasted salary, lost productivity, training costs, and the impact on team morale. Identifying red flags early in the interview process can help mitigate these risks.
1. Inconsistencies in CV and Interview Responses
One of the most common red flags is inconsistency. A candidate’s CV might list impressive achievements, but if their responses during the interview don’t align with their written claims, it’s time to dig deeper. For example, if a candidate claims to have led a major project but struggles to provide details when questioned, it may indicate embellishment.
Tip: Always ask for specific examples and details. If a candidate is vague or evasive, consider it a warning sign.
2. Negative Talk About Previous Employers
While it’s natural for candidates to have had challenging experiences in past roles, a pattern of negativity can be concerning. If a candidate frequently blames previous employers, colleagues, or situations without acknowledging their own role or what they learned, it might suggest they could bring a similar attitude to your organisation.
Tip: Look for candidates who discuss challenges in a constructive way, focusing on how they overcame difficulties and what they learned from the experience.
3. Lack of Preparation
A candidate who comes to an interview unprepared may not be taking the opportunity seriously. This could manifest as a lack of knowledge about your company, vague answers to role-specific questions, or no questions for the interviewer. Lack of preparation might indicate a lack of interest, poor time management, or a lack of respect for the interview process.
Tip: Ask questions that require candidates to demonstrate their understanding of your business and the role. A well-prepared candidate will have thoughtful responses and relevant questions.
4. Overconfidence or Evasion
Confidence is a great trait to look out for, but overconfidence can be a red flag. Candidates who come across as arrogant or who overstate their abilities might struggle with teamwork or be resistant to feedback. Similarly, evasion—dodging questions or giving non-answers—can indicate a lack of honesty or transparency.
Tip: Balance your assessment by asking both competency-based and behavioural questions. Pay attention to how candidates handle feedback or critique during the interview.
5. Job-Hopping Without Clear Reasons
Frequent job changes can indicate a lack of commitment or an inability to thrive in one place. While some industries and roles naturally have shorter tenures, candidates who jump from job to job without clear, logical reasons may be a risky hire.
Tip: Ask about the reasons behind each job change and look for patterns. Are they chasing quick wins, or do they have a valid reason for each move?
6. Poor Communication Skills
Effective communication is essential in nearly every role. If a candidate struggles to articulate their thoughts clearly or fails to engage during the interview, it might be a sign of poor communication skills. This can lead to misunderstandings and inefficiencies within your team.
Tip: Evaluate not just what the candidate says, but how they say it. Are they concise, clear, and confident? Do they actively listen and engage with your questions?
7. Vague References or Reluctance to Provide Them
References are a crucial part of the hiring process, providing insight into a candidate’s past performance and behaviour. If a candidate is hesitant to provide references or offers vague or outdated contacts, it could be a red flag.
Tip: Ensure that references are relevant to the role being applied for and are recent. A candidate who has performed well in the past should have no trouble providing strong, relevant references.
How Mase Consulting Can Help
Spotting red flags is essential, but it’s just one part of ensuring you make the right hire. At Mase Consulting, we go beyond the interview room. Our comprehensive behavioural assessments are designed to identify potential red flags before they become costly mistakes. These assessments are included with our recruitment service and provide a deeper understanding of a candidate’s suitability for a role, ensuring they align with your company’s culture and values.
By partnering with Mase Consulting, you’re not just filling a vacancy—you’re building a team with the right people who are positioned to succeed.
Our expert recruiters work closely with you to understand your specific needs and deliver candidates who align with your organisation.
If you’re ready to minimise the risks of a bad hire and improve your recruitment process, get in touch with us today.
Give us a call on 0161 870 5000 or email us at info@mase-consulting.com. For more information on the cost of a bad hire and to see how much you could be saving, head over to our cost calculator here.
