The recruitment process can be lengthy and tiresome since employers may have to go through numerous applications until they find the right fit for their company. The time it takes to recruit can distract them from other business dynamics, thus reducing business productivity.
For that reason, your business can consider utilizing hiring apps such as Hirect to save time and resources. It can provide a database of quality candidates that may meet your requirements. Should you, however, decide to tackle the process, here are a few red flags to watch out for from applicants to pick the right candidate and speed up your recruitment process:
- A Trace Of Job Hopping
Job hopping is when the candidate has worked at numerous places intermittently and for short periods. Candidates change jobs after some time for different reasons such as moving cities, career elevation, and better job opportunities. However, if you notice that a candidate has worked for more than three companies in a year, it would mean that they can hardly complete the probation period.
Questions you can’t help but ask yourself include why can’t they keep a job for long periods? Is it because they get bored quickly? Are they so incompetent that employers let them go immediately? Are they just generally unreliable and are absent for long periods? Regardless of the facts, an applicant with a track history of job-hopping is a red flag.
- Lack Of Quality References
You may decide to reach out to the references listed if any are given. Some candidates prefer to list them upon request, and these dynamics depend on your job advertorial. However, if you do reach out to character references, and they can’t articulate any information provided in the application, you may want to consider that a red flag.
Some candidates list their friends as references even though they may have never worked together. They do so knowing that their friends and family will portray them in a positive light. You can tell during the conversation whether a reference listed is authentic or not based on their knowledge of the candidate about their career history.
Quality references are usually people who have worked directly with the candidate and know their strengths, weaknesses, and character. The vaguer the responses, the more unsure you should be about the candidate.
- Inconsistent Career Path
Generally speaking, a candidate worth hiring shows a sense of career direction. When a candidate moves from one industry to another, it shows a sense of indecisiveness and indirection. You may wonder what specific skill sets the candidate may have and whether the qualifications are legit.
A consistent career path usually is within the same industry or market but having held varying roles. For example, the candidate may have started as an assistant marketing officer and moved to another company where they became a marketing officer and later a director. There has to be some connection between the different jobs and roles that the candidate would have had.
- Lack Of Research
If your application requires a motivational letter, research your company, the role, and the requirements needed for a quality motivational letter by your candidate. If the candidate doesn’t include any information about the position they are applying for in the motivational letter, consider it a red flag. Researching shows a desire to be fully knowledgeable about your company, values, and expectations and an ability to show that they could potentially meet these. Research also gives an impression that the candidate isn’t simply chancing and spraying applications, hoping to get picked by at least one company.
- No Portfolio Provided
Depending on the roles advertised, you may need to see a candidate’s portfolio. For instance, if you’re looking for a graphic designer, fashion designer, or chef, the candidate must attach examples of work they have done before. In such instances, it’s one dynamic to mention the different companies or clients that they may have worked with but not provide context to support this. Work examples or portfolios prove the kind of work that the candidate may produce for you should you hire them.
- Questionable Digital Presence
Nowadays, digital presence speaks volumes about candidates’ interests, abilities, skills, behaviour, and character. By simply looking a candidate up on different social media pages, you can pick up red flags depending on your company’s values and expectations. Suppose profanity, nudity, and gambling are against your business values, and the candidate’s digital presence shows that these are a part of their lifestyle. In that case, these can be red flags based on personal business preference.
Identifying red flags from job candidates can be exhausting, so consider using recruitment agencies that use artificial intelligence for the hiring process. Should you carry out the process, consider checking whether the candidate has a history of job-hopping and an inconsistent career path.
If the references provided seem unsure of the candidate’s career path, so should you. If there isn’t any proof of research done in the application and no proof of work, those too can be red flags. Depending on your preference of candidate, social media presence will also show whether there are red flags or not.