It’s a recruiter’s job to vet unsuitable candidates.
They’re the gatekeepers to a company’s most valuable asset.
Which is why those with a trained eye for the early warning signs are incredibly valuable.
More of a pink flag than a red one, as job hopping can show a broad skill set and a retention risk.
Do they have itchy feet or are they someone that has simply seized the opportunities before them?
Is it ambition that pushed them faster up the career ladder or are they just unable to hold down a job?
It falls to recruiters to unravel the motives and piece together how the candidate could fit into the role in question.
An evasive answer
Those that avoid a question or provide a limited answer may be hiding something.
That, or they may just be succumbing to the pressure.
Pressing a candidate will uncover what they’re concealing, or flag areas to improve for when they do meet your clients.
It’s far better to unravel in front of you than falter in front of your client.
The desperate job searcher
There’s a fine line between a proactive job searcher and one that’s omnipresent on social media and won’t stop hounding you.
Shamelessly advertising your availability over LinkedIn and persistently chasing on a decision are not only irritating but a real red flag for recruiters.
The over qualified
Only a red flag in certain situations as an overqualified hire can raise the whole team’s performance, and the reason behind their interest may be because they see something in the role outside of the conventional attractions.
The biggest red flag of all are the mistakes found all too commonly in candidate’s CVs.
Spelling mistakes, incorrect use of grammar and purposely omitting the information that’s needed.
Social media faux pas
While avoiding the murky grey area of discrimination over personal use of social media influencing hiring, candidates that have an outspoken or controversial online footprint are an immediate red flag.
A hire becomes an extension of the company and how they behave publicly reflects on the business.