Like a chef who burned his food or the painter wondering how his acrylics got mixed up with his oils, mistakes are inevitable in any line of work. But some are more costly or life-threatening than others…(we’re looking at you, surgeons). And the field of recruitment is no exception.
Nobody wants to make a bad hire. But it happens, right? The good news is you can avoid these mistakes if you know what to look out for.
Every hiring manager should be aware of several common interview red flags to avoid making a costly mistake. This guide walks you through how to spot each of them 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 recruitment, anyway?
Red flags aren’t reserved for the dating world. In recruitment, they’re the subtle warning signs that something’s off, whether with a candidate or employer. Those gut-check moments make you sit up and take a little extra notice during the hiring process.
For hiring managers, red flags might be candidates who show up late, give strange excuses, or don’t know basic details about the job they’re interviewing for. But it’s not a one-way street — candidates are on the lookout, too.
Interviewers who seem checked out, give conflicting answers, or can’t explain what success looks like in the role? Yup, all red flags. And according to Harvard Business Review, job seekers should pay close attention to how interviewers act and what current employees say (or don’t say) about their current work life.
Because here’s the kicker: 19% of workers say their workplace is very or somewhat toxic. One in five is a pretty big gamble. So, spotting red flags early, whether you’re hiring or job hunting, can help you avoid costly mistakes and unhealthy work environments.
Job interview red flags to look out for as a candidate
If you, as a candidate, start noticing any waving red flags during a job interview, it could be a telltale sign that the workplace is toxic. That said, it’s worth remembering that not every hiccup needs to be a dealbreaker.
Interviews aren’t always perfect. A last-minute schedule change or vague answer might be more about internal misalignment than a blazing red flag. Sometimes (often embarrassingly), the hiring process is where teams realize they don’t fully understand what the role requires.
While it’s important to be vigilant, don’t jump to conclusions too quickly — give the company a fair chance to show off its true colors (red or green). So, what should you actually be looking out for?
1. Disorganized interview process
All hiring managers should be trained to conduct proper interviews. If the interview feels disorganized, gets pushed back, or doesn’t have a clear structure or agenda, it might reveal a lack of professionalism. Everyone has off days, but if the entire process feels like an afterthought, the role might be, too.
2. Negative talk about current or former employees
When interviewers speak negatively about current or former employees, it’s a clear red flag that the company suffers from a toxic work environment or its managers don’t handle conflicts well. A healthy work culture should foster respect and positivity, not encourage gossiping or bad-mouthing.
3. Lack of transparency
Pay attention to how different team members speak about their job responsibilities, company culture, work-life balance, or even future plans. Vague or inconsistent answers indicate a lack of internal alignment and poor communication, which can lead to a whole lot of confusion and dissatisfaction down the line.
4. Aggressive sales tactics
A job offer shouldn’t feel like a carton of milk that’s about to spoil if you don’t drink it right away. If the company pressures you with a super-soon expiration date, it shows they’re more focused on filling the position than finding the right fit.
5. Unprofessional questions
You shouldn’t be asked about things related to your age, marital status, race, or anything else that feels personal and inappropriate. Trained recruiters should have an interview guide or playbook to follow and know these questions are off-limits.
If a hiring manager is so bold as to ask them, you can assume the company tolerates this kind of inappropriate behavior. They might even have some unconscious biases embedded in their recruitment processes.
6. Lack of connection
Sometimes, it’s not what’s said — it’s how it feels. If you just don’t gel with the interviewers or the company, it could be a sign that the company’s values or culture don’t align with your own. When the conversation feels forced or one-sided, it’s tough to bring your best self forward, and it may signal that the team dynamics or values don’t align with your own.
7. Too many interviews
Thorough is good — to a point. But if you’re being shuffled through 10+ interviews, that’s a bad sign. Odds are, if the role is this challenging to fill, there might be some deeper issues within the organization. Unless you’re applying for a senior executive role, an overly long process could point to deeper issues, like unclear expectations or a lack of trust in decision-makers.
8. Discrepancies between interviews
Conflicting information about job responsibilities, company culture, or expectations between interviews suggests a lack of communication and alignment within the organization. The company might have unclear roles or a dysfunctional team, signaling the job could be super challenging (not in a good way!) and unsatisfying.
9. Bait and switch
Not all conflicting information comes from disorganization — sometimes, it’s intentional. A classic bait-and-switch move might look like this: the job posting highlights flexible hours and remote work, but once you’re in the final stages, the team casually mentions it’s actually an in-office role with rigid hours.
If the role seems to shift dramatically from what was advertised, the company may be trying to reel candidates in under false pretenses — and that’s a major red flag.
10. Lack of preparation
Interviews are a two-way street. Hiring managers expect candidates to present their best selves and do their homework before an interview, so why shouldn’t you expect the same? Watch out for hiring managers who clearly haven’t reviewed your resume, prepared any specific questions about your career goals, or done their due diligence for the interview. Are they interested in you at all?
The most common red flags to look out for as a hiring manager
Hiring managers need to be just as alert in spotting potential issues during their interactions with candidates. Many of the warning signs that signal a bad employer can also point to a problematic candidate: poor communication, lack of preparation, or disrespect for others, to name a few.
To spot potential problems and avoid a pesky high turnover rate, we’ve created a list of 19 red flags hiring managers should watch out for when interviewing candidates. We’ve grouped them into five categories so you can easily spot them and make informed decisions during your hiring process.
Do any of these sound familiar?
Section I: How job candidates present themselves
1. Subject changes or ramblings
It’s a bad sign when the candidate in front of you starts rambling when you ask them a question. Candidates should focus on making their best impression in an interview and use their limited time wisely.
2. Not-so-humble brags
It’s great if your candidates are proud of their accomplishments…..buuuut excessive bragging as a response to a behavioral interview question is a big red flag. It suggests a lack of humility and a desire to take all the credit. While they might just be nervous or proud, this could also indicate the candidate isn’t a (good) team player.
3. Unkempt appearance
We all have our bad days (or laundry days!), but a scruffy job seeker suggests the person might not care about how they present themselves or represent your company.
4. Reschedules
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. It also leads to a drawn-out interview process and prevents hiring managers from filling the role with the right candidate.
5. Late
The first interview is all about making a good impression. Of course, we’ve all suffered from traffic jams and broken down trains, but if the candidate is extremely late and doesn’t have a good reason why, it’s an interview red flag. After all, what if they were late to visit one of your customers?
6. Unprofessional 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 glaring red flag and a potential HR violation!
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.
7. Inappropriate or casual language
Using slang, overly casual language, or even accidental swearing during the interview can signal a lack of respect and professionalism. This red flag might be less worrying in a very casual company culture — but it’s still important to ensure the candidate can maintain a level of professionalism when needed.
Section II: How the candidate acts in the interview
8. Poor enthusiasm
A candidate who lacks enthusiasm in the interview might not bring the right energy or motivation to the job. That’s why this is one of the most important interview red flags for employers to consider. After all, nobody wants an unenthusiastic employee on their team as it can dampen the overall morale.
9. Lack of questions
A quality interviewer won’t just interrogate — they’ll also make space for the candidate to grill them. When candidates don’t ask any questions about the job description, role, or company, it’s a sign they might not be truly interested in the opportunity. This omission could also suggest that they haven’t done their research and may not be fully prepared for the position — another huge red flag.
10. Inappropriate questions
Asking inappropriate or off-topic questions to the potential employer during the interview suggests the candidate hasn’t done their research or isn’t serious about the opportunity.
11. Microaggressions
Microaggressions are subtle forms of bias or discrimination that may show up during the interview process. For example, a candidate may make inappropriate remarks like “You speak really good English — what’s your background?” or “You don’t look like a developer.” These kinds of remarks may seem minor on the surface, but can point to deeper issues with respect, inclusion, and cultural awareness.
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 gives the candidate a chance to correct themselves and also provides insight into their ability to handle feedback.
Section III: How the candidate explains their past experience
12. Vague or inconsistent answers
If the candidate’s employment dates, manager names, responsibilities, or even a rundown of their roles differ from their CV, it might suggest that some of the information was fabricated. An unwillingness to talk about their previous experience might also suggest that they didn’t have significant responsibilities or accomplishments in their previous roles. Or maybe they’re unprepared to discuss their experience in detail.
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.
13. Lies and exaggerations
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
14. Speaks badly of them
If a candidate badmouths their previous boss, coworkers, or company, take note. Even if their complaints are valid, the way they talk about their past employers matters. Candidates who speak badly of their past employers may have a negative attitude toward authority or difficulty working in a team environment.
Exception: If a candidate brings up past challenges in a constructive, balanced way, focusing on what they learned or how they grew, that can actually be a green flag. The key is in the tone: Are they blaming, venting, or reflecting?
15. Gossips
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?
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
16. 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.
17. Condescending
A condescending attitude from a candidate during an interview creates an uncomfortable and negative situation for the interviewer. 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.
18. Dismissive
A dismissive attitude toward 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.
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 fuller responses and shows you value detailed engagement. Assess if their dismissiveness is a one-off due to nerves or a consistent attitude.
19. Poor body language
Someone who slouches during the interview process, let alone the first interview, may not be taking the process seriously. Albert Mehrabian, a pioneer researcher of body language in the 1950s, found that the total impact of a message is 7 percent verbal (words only), 38 percent vocal (including tone of voice, inflection, and other sounds), and 55 percent nonverbal.
While body language is something to consider, don’t jump to conclusions. Remember, non-neurotypical individuals may struggle with eye contact and other social cues, which don’t necessarily reflect their skills or suitability for the role. Focus on other communication cues like coherence, enthusiasm, and qualifications.
Should one red flag kill the interview process? Nope!
No, one red flag shouldn’t auto-kill the interview process, but it does warrant a closer look.
Obviously, red flags like discrimination or disrespect are non-negotiable and justify cutting the interview process short and eliminating them from the recruiting funnel altogether.
But other warning signs might stem from nerves, poor questioning, or a simple misunderstanding. It would be a shame to lose a top-caliber candidate in these scenarios, wouldn’t it? Before you make a final call, take a moment to assess the severity and context of what you’re seeing.
Here are a few practical ways to course-correct when red flags appear, whether you’re the interviewer or the candidate.
#1. Talk it out
Calling a candidate out on their behavior keeps the interview on track and separates 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.
Equally, candidates should also be brave enough to pause the interview and clarify any potential red flags in front of them.
#2. Consider a skills test or a trial period
If you’re unsure about a candidate’s fit, consider using skills tests or have 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. Likewise, for candidates, a trial period also delivers valuable insights into the company’s organization, timely payments, and the overall happiness of other employees.
#3. Seek a second opinion
If you’re the only person who’s noticed a red flag, don’t make the call in isolation. Instead, bring in another team member for a second interview. If they agree with your evaluation, you were probably on to something. But if they see things differently, it could have just been a bad day or an overreaction. Another perspective is always invaluable.
#4. Consider the context
Before reaching a final decision, think about the context of the red flag. Every role is unique, so the red flag you’ve spotted might not apply to the job they’re interviewing for.
Maybe you’re hiring for a software developer, and they struggle with small talk. Communication skills are important, but they’re not the primary focus for a technical role, so you can overlook it.
#5. Trust your gut
Your instincts matter, but they’re only useful when paired with evidence. If something feels off, dig deeper. Use tools like peer interviews, skills assessments, reference checks, or even a social media screen to validate your concerns.
Just be mindful of your unconscious biases. A “bad feeling” shouldn’t be the only reason to pass on a candidate, but it can be the reason to ask more questions.
Hiring managers: Spot red flags with Toggl Hire
Skills-first hiring software, like Toggl Hire, helps recruiters and hiring teams spot red flags before candidates reach the interview phase.
Evaluating candidates on their true capabilities through skills-based assessments and automated candidate filtering ensures that only the most qualified and engaged candidates move forward.
Candidates enjoy the experience, too — four out of five candidates love Toggl Hire! So you can feel confident knowing that you’re not waving any red flags of your own during this part of the hiring process.
You should always treat every candidate fairly and equally. If you want to spot red flags early and provide candidates with an equitable hiring journey, sign up for a free Toggl Hire account.
Michelle is an experienced freelance writer who loves applying research and creative storytelling to the content she creates. She writes about B2B SaaS software while also participating in conversations about other industries, such as the digital publishing landscape, sports, and travel.
