As one of the top staffing agencies in Charlottesville, Adams & Garth knows making a bad hire is expensive. Worse, it also means you likely missed out on hiring someone great. So how can filter out those candidates who perform well during the hiring process, but will fall apart once on the job? Here’s a look at a few traits to be on the lookout for:
They’re too vague.
In the business world, generalizations simply don’t cut it. It’s important for you to know facts, figures and details when it comes to hiring the right person for the job. If you continually probe a candidate for these specifics – and come up empty handed – then move onto another candidate with a proven track record they can talk about.
Sure, rambling might be a sign of nervousness in an interview. But it’s also a sign that a candidate might not really understand what you’re asking them. Not being able to provide a concise answer could also mean they’re ill-prepared or have weak communication skills.
They’re too casual.
Whether they show up to the job interview dressed inappropriately, or they seem to have a lack of regard for you or your staff, then it’s a sign of what’s to come if you hire this person. Ditto if they seem overly tense and stressed out.
They don’t know much about your company.
Once you start asking questions, it quickly becomes clear a candidate knows next to nothing about your company. The best candidates will not only know the basics, but also the unique value they can offer you. If a candidate isn’t going to spend any time learning about your company before the interview, then it shows a lack of attention to detail and professionalism.
A candidate who is critical or openly bashes a former boss, co-worker or employer may carry that resentment over to their new position. In addition, making negative comments shows a lack of tact, as well as poor judgment.
They don’t ask questions.
Candidates can’t find out if they’re a good fit for you if they don’t ask questions. So be wary of those who don’t. It’s an indication they’re unenthusiastic about the job, not prepared, or lazy.
They focus on the perks.
An initial interview should be about a candidate learning more about the company, the role and your needs. If it seems like they’re asking too many questions about vacation time and salary, then it’s a sign “the perks” are the priority, not the work.
When a candidate shows the signs above, then filter them out of the running and move onto other, stronger individuals. And if you need help with the candidate sourcing process, call Adams & Garth. As one of the top staffing agencies in Charlottesville, we have the knowledge and expert team in place to help you find and hire top talent, the first time.