Bringing in the right people to work for your company can be one of the most challenging things a business leader can do. The process can leave a recruiter jaded after a while. However, reviewing a potential employee’s application must be taken seriously, and the process must be thorough. The following list details some of the red flags that you, as the interviewer, should look out for when reading through a candidate’s application or resume.
Spelling and Grammar Mistakes
Everyone makes a few spelling and grammar mistakes here and there, but according to CareerBeacon, when the application is littered with errors, it is wise to take this as a red flag. Although these mistakes may not seem like a big deal, it is an early indication that the applicant lacks an eye for detail. Since most candidates realize the importance of looking good on an application or resume and go above and beyond to create a well-crafted document, encountering one that seems sloppy or indifferent is especially worrisome. Not taking the time to check their work can mean that the candidate simply doesn’t care. The last thing you want is an employee who does not have enough enthusiasm to use spell-check.
According to the Khonsari Law Group, as an employer, you have the right to run a criminal background check on a potential employee. This allows you to see more into their history and whether or not they’ve been convicted of a crime. This is especially important if you are seeking someone who will be handling sensitive information or funds on a routine basis. If you come across a candidate who has been convicted of fraud, they may not be the best person to hire for your accounting team.
Vague Work History
The absence of an employment background is not something to be alarmed about if it’s accounted for by educational experience. People will often go through their educational career without having a job. However, when a work history is present on their application but it’s vague, you should certainly take it as a red flag. According to Ask a Manager, inconsistent employment history can be an indication of termination for poor performance, failure to make progress along a desired career path, or erratic personal behavior. During the interview, make sure to ask about this, and if you keep getting more vague answers, the candidate before you might not be the best person for the job.
Understandably, business leaders want the best people for their company. Through the simple process of questioning everything and carefully performing your due diligence, you can assure yourself that any red flags are caught before the wrong person is brought on board.
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