Like a chef who burned his food or the painter wondering how on Earth his acrylics got mixed up with his oils, mistakes are inevitable in any line of work (some more costly or life-threatening than others…we’re looking at you, surgeons). The field of HR is no exception, though.
Nobody wants to make a bad hire. But it happens, right? The good news is that these mistakes, for the most part, can often be avoided, especially if you know what to look out for.
There are several common red flags in job interviews that every hiring manager should be aware of to help you avoid making a costly mistake, and we’re about to walk you through what those are, how to spot them, and hopefully, how to save your hiring team some trouble!
TL;DR — Key Takeaways
Red flags when interviewing a candidate are warning signs that suggest the applicant may have a problem. They can even help foretell whether the hire will work out.
There are many examples of recruitment red flags to look out for, ranging from the more obvious, like unprofessional behavior and disrespect, to more discreet warning signs, like microaggressions and changing the subject.
Some people just interview poorly, and you shouldn’t give up on them too easily. Hiring managers have to judge for themselves which red flags suggest a bad hire or just nerves. And there are different ways to help you do so.
For example, try guiding the interview to help the candidate better answer your questions, assign homework, use an interview scorecard, or use skills tests to explore their abilities and personality.
What are ‘red flags’ in the recruitment context, anyway?
The term ‘red flags’ in recruitment refers to the warning signs or indicators that, if picked up on, should alert you to a potential problem or issue with a candidate during the hiring process.
As a hiring manager, you’ve probably come across a few of these throughout your career, from candidates showing up late to job interviews to strange excuses, unnecessary bragging, or even not knowing what job they’re applying for.
But what are some of the less obvious red flags in an interview to watch out for? Ahha, let’s keep going.
The 28 most common red flags in interviews to look out for
Now that you know what red flags are, let’s take a look at the various ones to look out for. We’ve split them into different scenarios to help you identify where they may arise.
Do any of these sound familiar?
Section I: How job candidates present themselves
1. Rambles
Rambling endlessly when asked a question by the hiring manager or constantly changing the subject is a bad sign. Candidates should make their best impression in an interview and use the limited time accordingly.
2. Contradicts themselves
Constantly contradicting themselves when answering questions is like a bad liar who can’t keep his story straight.
3. Bragging
Everyone should be proud of their accomplishments, but bragging is a big red flag no-no because it suggests a lack of humility and a desire to take all the credit, and. While they might just be nervous or proud, this could suggest the candidate isn’t a (good) team player.
4. Lack of eye contact
Avoiding making eye contact during the interview can suggest a lack of confidence or honesty.
Top tip:
While this is an important interview red flag to consider, don’t jump to conclusions. Remember, non neurotypical individuals may struggle with eye contact, and it doesn’t necessarily reflect their skills or suitability for the role. Focus on other communication cues like coherence, enthusiasm, and qualifications.
5. Unkempt
We all have our bad days (or laundry days!), but an unkept job seeker shows that the person might not care about how they present themselves or represent your company.
6. Rescheduling
It’s okay to reschedule interviews. Life happens. But constantly rescheduling the same interview shows a lack of time management and respect for your organization. This will lead to a drawn-out interview process and stop hiring managers from finding their perfect candidate.
7. Late
If the candidate is extremely late and doesn’t have a good reason as to why, it’s an interview red flag. After all, the first interview is all about making a good impression.
8. Inappropriate humor
Having a sense of humor and telling jokes is an excellent way for a candidate to break the ice and reveal more of their personality, but inappropriate humor in a job interview is a big red flag and a potential HR violation!
Top tip:
Inappropriate humor can vary—what’s off-limits in one company might be acceptable in another. Consider how their sense of humor might impact team dynamics before moving forward.
9. Slang
Using slang or overly casual language during the interview process can indicate that the interviewee cannot conduct themselves professionally in a work environment. Note that this is becoming less and less of a ‘big deal’ in the workplace, but it’s still something to be mindful of.
10. Swearing
Swearing is a major red flag during a job interview, as it shows a lack of professionalism and disrespect for the interviewer and the company. While your company’s culture may be relaxed, cursing during an interview is almost always inappropriate.
Section II: How the candidate acts in the interview
11. Lack of enthusiasm
A candidate who lacks enthusiasm may not be the best fit for the role, as they may not bring the required energy and motivation to the job. This makes this one of the most important interview red flags for employers to consider. After all, nobody wants an unenthusiastic employee on their team.
12. Doesn’t ask questions
During the interview process, candidates who don’t ask any questions about the job description, role, or company may indicate that they’re not truly interested in the opportunity. This could also suggest that they haven’t done their research and may not be fully prepared for the position—another huge red flag.
13. Doesn’t know about your company
Candidates who don’t understand the company or job description well may also be a red flag, as this could indicate a lack of interest or preparation.
14. Asking inappropriate questions
Asking inappropriate or off-topic questions of the potential employer during the interview, such as questions that are personal or unrelated to the job, suggests that the candidate hasn’t done their research or isn’t serious about the opportunity.
15. Doesn’t understand what’s being asked
Candidates who don’t understand or repeatedly misinterpret the questions being asked could suggest a lack of attention to detail, poor listening skills, or a lack of preparation for the interview.
16. Microaggressions
Candidates can display these subtle forms of discrimination during the interview process. This could include comments or actions that are offensive or insensitive towards a particular group of people.
Top tip:
If a candidate exhibits microaggressions, take it seriously. Politely but firmly address the behavior in the moment by asking for clarification or expressing how the comment may be perceived negatively. This not only gives the candidate a chance to correct themselves but also provides insight into their ability to handle feedback.
Section III: How the candidate explains their past experience
17. Can’t provide examples from previous roles
This could suggest that they didn’t have significant responsibilities or accomplishments in their previous roles or are unprepared to discuss their experience in detail.
18. Vague answers about previous employment
This possibly suggests the candidate isn’t disclosing all relevant information or didn’t enjoy their past job roles.
Top tip:
If a candidate gives vague answers about their previous employment, dig deeper if it’s important to the role. Politely ask follow-up questions like, “Can you provide more specifics on your role there?” or “What were some key achievements or challenges you faced?” This helps clarify their experience and gauge their transparency.
19. Answers and CV don’t match
If the candidate’s employment dates, manager names, responsibilities, or even a run-down of their roles differ from their CV, it might suggest that some of the information was fabricated.
20. Handling feedback
The way a candidate handles feedback is important to assess how they are likely to work with others and grow professionally within your organization.
21. Exaggerating or lying
Exaggerating past experience or lying about qualifications are big warning signs. Integrity and honesty are must-have traits in any employee, so confirm a candidate’s claims carefully before proceeding with the hiring process.
Section IV: How the candidate views their past employers
22. Speaks badly of them
Candidates who speak badly of their past employers may have a negative attitude toward authority or difficulty working in a team environment.
23. Shows disrespect
Showing disrespect towards the interviewer or hiring managers is a major red flag in job interviews. This could include making derogatory comments or using inappropriate language to describe their past work environment or colleagues.
24. Gossip
You don’t need to know what Gail said in that one meeting or what Geoff did behind closed doors, right? So why is the candidate telling you all of this?
Top tip:
It’s not common a candidate will gossip during their interview. Instead, it’s more likely you’ll notice this after they’re already hired. However, if a candidate starts gossiping about previous employers or others they’ve already met with at your company, politely steer the conversation back to their professional experiences by asking, “Can you tell me more about your specific contributions or projects?”
Section V: How the candidate made you feel
25. Sexist/racist/homophobic
This is an obvious red flag. If a candidate makes comments about the interviewer’s race, religion, sexual orientation, appearance, or anything else, it’s grounds for immediate removal from the hiring pool.
26. Condescending
A condescending attitude from a candidate during an interview not only creates an uncomfortable situation for the interviewer but also a negative one. Just because you don’t know much about MySQL, sales, or user research, doesn’t give the candidate the right to talk down to you.
27. Dismissive
A dismissive attitude towards the hiring manager will negatively affect an interviewer’s impression of a job candidate and the overall interview experience. It’s a big job interview red flag that your hiring team shouldn’t overlook.
Top tip:
With dismissive candidates, it’s best to ask open-ended questions like, “Can you elaborate on that point?” or “I’d love to hear more about your perspective.” This encourages them to provide fuller responses and shows you value detailed engagement. Assess if their dismissiveness is a one-off due to nerves or a consistent attitude.
28. Body language
Someone who slouches during the interview process, let alone the first interview, is showing disrespect and isn’t taking the process seriously. Similarly, an overly aggressive or assertive stance can leave the interviewer feeling uneasy.
Albert Mehrabian, a pioneer researcher of body language in the 1950’s, found that the total impact of a message is about 7 percent verbal (words only) and 38 percent vocal (including tone of voice, inflection, and other sounds) and 55 percent nonverbal.
The New York Times
Course correct with these tips
Now that we’ve seen some of the most common red flags, how should you react to them?
Obviously, red flags like discrimination or disrespect make it easy to identify who to eliminate from the recruiting funnel. However, with less obvious warning signs, sometimes it’s worth prodding a little further to be sure if it’s a red flag or misunderstanding.
For example, if a potential candidate starts to ramble or goes off track, there might be a problem with your line of questioning. Stop, think of another way to ask about the information you are looking for, and ask them the new question. If they are still struggling, you will have found your answer.
Here are a few more tips and strategies when dealing with red flags.
#1. Talk it out
Suspect a red flag? Talk it out.
Calling a candidate out on their behavior is a great way to keep the interview on track and separate the nervous candidates from the actual bad hires.
Another way to assess a candidate’s fit is to talk about their interests outside of work to get an idea of their personality, values, and how well they might fit in with your team.
#2. Consider a skills test or trial period
If you’re not entirely sure about a candidate’s fit, you might consider administering a skills test or having them complete a trial period.
This can give you a sense of their capabilities in a hands-on environment and how well they work with others.
#3. Trust your gut
Mind you, this tip is only useful if you have evidence to back up your ‘gut feeling.’ Be careful not to let your unconscious biases reign supreme!
However, it’s still important to listen to your instincts. If something seems off about a candidate, it probably is. Use other tools in your arsenal—like conducting a peer interview, referring back to their assessment performance, doing a social media screen, or checking references.
Don’t be afraid to decline a candidate if you don’t feel like they would be a good fit for the role or the company culture. It’s better to take the time to find the right candidate than to hire someone who could be a red flag down the road.
Top tip:
Remember to keep these red flags in mind during the hiring process, trust your judgement, and you’ll find the right candidate for the job!
Spot these red flags with Toggl Hire
You don’t have to wait for the interview to spot red flags. Hiring software with built-in pre-employment testing, like Toggl Hire, can help you spot potential red flags earlier in the hiring process.
And with Toggl Hire, you can also create customized tests to evaluate your candidates’ skills, knowledge, and abilities, so you can be confident you are hiring the best candidate for the job.
Some of the common red flags Toggl Hire can help you identify include:
Lack of attention to detail
Poor communication skills
Inability to think critically
Limited problem-solving skills
Dishonesty or exaggeration
Lack of motivation or enthusiasm
By using Toggl Hire’s skills tests as part of your full-cycle recruiting process, you can save time, streamline your hiring process, and make more informed decisions about your candidates. So like…what’s not to love?
Don’t let red flags go unnoticed. Create a free Toggl Hire account today and start building your organization’s best team.
Juste loves investigating through writing. A copywriter by trade, she spent the last ten years in startups, telling stories and building marketing teams. She works at Toggl Hire and writes about how businesses can recruit really great people.
