Hiring is tough work, even for experienced managers. Sorting through candidates gets easier if you know the following interviewee red flags and what warning signs to watch for during the interview.

Below are four interviewee red flags to make note of during your next hiring or recruiting experience.

1. Didn’t Do the Research

A candidate who cares about the job will show up to the interview with knowledge of the position and company. At a minimum, they will have read the job post a few times and they’ll have some questions in mind at the end of the interview.

The best candidates will do more than just read the post; they’ll also look at the company’s website and gather information about the company’s mission, history, customers, stakeholders and operations. One interviewee red flags is a candidate who is either misinformed or uninformed about the company because they could be chronically unprepared, disinterested in the potential job, or both.

2. Concerned about Trivial Matters

When given the chance, a good candidate will have relevant, sharp interview questions that indicate they’ve been paying attention during the interview, thinking about the job before the interview, and imagining themselves doing the job.

A job candidate who is concerned only with trivial matters (for example, they may ask about the parking situation or the lunch room setting) will set off some interviewee red flags and is likely not giving deep thought to the substance of the job. These interviewee red flags could be a sign the candidate is disinterested in the actual work.

3. Lack of Passion for the Work

Passion can be conveyed in many ways. As already mentioned, a candidate who feels passionate about the job will be prepared for the interview and will ask good questions when given the chance. Passion can also be expressed with body language. Smiling, sitting forward and facial animation are all signs that a candidate is interested and engaged.

Lack of passion and employee engagement can show through in a variety of ways and can raise some interviewee red flags. For example:

• Work history is completely unrelated to the current position.
• Attitude in the interview seems sour or distant.
• Candidate makes no eye contact.
• Candidate does not smile at all when discussing the job.

4. Lack of Specific Examples

Job applicants who claim to have experience should be able to back up their claims with specific examples. Vague answers could be a sign that a candidate is exaggerating their experience, or could be a sign that a candidate lacks expertise and should raise some interviewee red flags. Watch for candidates who can give multi-part answers that get into the details of how their work history or education can help them in the job for which they are interviewing.

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Screening Intelligence provides accurate and innovative employment screening to managers and HR professionals hoping to hire the right candidate. Contact us for more information about employment screening the next time you are ready to hire someone.

Disclaimer Statement: All information presented is for information purposes only and is not intended to provide professional or legal advice regarding actions to take in any situation.

Employee turnover is a high expense for businesses of all types and sizes. The costs associated with it are two-fold as first, a business must pay the exit costs for employees who leave and then also pay the costs associated with recruiting and adding the replacement employee. Therefore, it should be a prerogative for all human resource departments to keep turnover low by hiring the right person the first time. But sometimes that’s easier said than done.

Too often, HR recruiters believe they are hiring the right fit and saying no to poor fits when in reality they are letting their unconscious biases steer the recruiting process. The following is a look at some of the more common unconscious hiring biases that HR recruiters have and that can negatively impact the hiring process.

Common Unconscious Biases HR Recruiters Should Recognize

    Halo & Horn Effects. The halo effect is what happens when a hiring employee lets one positive attribute or qualification outweigh all other considerations during an interview or hiring process. For instance, HR recruiters may see only a person’s enthusiasm and ignore their lack of training, availability, etc. The horn effect is the opposite of this, in which an HR recruiter sees only one negative facet about an applicant and lets that negative trait or attribute dominate their opinion of the applicant.

    Similar-to-me Effect. This effect happens when an interviewer recognizes characteristics in the applicant that they themselves have. This is a perfectly normal reaction, after all, if you believe yourself to be good at your job, then you assume that someone who reminds you of yourself will likewise be good at their job. Problems with this bias include a superficial similarity and not one that is true, furthermore, it is important to have diversity in an organization.

    Intuition. While intuition can offer some good insight, it’s also important to note that intuition is often compromised by partiality and irrationality. These are valid emotions but ones that do not belong in what should be an unbiased hiring process.

    Contrast. Contrast happens when HR recruiters compare and contrast applicants to each other instead of evaluating each to the organization’s standard. This can lead to an HR recruiter overlooking an applicant’s unique fitness for a position as they instead focus on how they compared to a previous candidate. A good way to avoid contrast and comparing is to use data-driven hiring approaches that give measurable information.

Learn More About Data-Driven Hiring Approaches

For more information about employee recruitment and how HR recruiters can apply data-based approaches to the hiring process, check out our other blog posts such as The Growing Impact of Big Data on Human Resources.

Disclaimer Statement: All information presented is for information purposes only and is not intended to provide professional or legal advice regarding actions to take in any situation.

With economic conditions, technology and the legal landscape in continual flux, it’s crucial for employers to stay aware of the employment check trends. There are benefits but also potential hazards within the changing face of the human resources industry.

The following are four of the most significant employment check trends to watch in 2019:

1. Talent War Tempts Companies to Cut Corners in Screening Process

The “downside” of a red hot economy with low unemployment is that some of the best companies are having trouble filling jobs. The competition for top talent has never been more fierce. This is causing some companies to consider expediting the screening process or skipping some of the vital steps required. Some are even willing to hire ex-offender applicants with criminal records.

However, poor hiring decisions could impact productivity and workplace morale. It could also result in negligent hiring lawsuits. Employers are advised to talk with their screening company for options on the employment check trends of expediting the process safely while still performing thorough screening.

2. The FCRA Employment Check Trends and Other Lawsuits Related to Compliance On the Rise

Lawsuits related to the Fair Credit and Reporting Act pertaining to proper background check procedures are always a potential concern for employers. The FCRA promotes fairness, accuracy and privacy with the information contained in consumer reporting agency files. It protects workers from negligent/willful inaccuracies in background checks.

Besides FCRA violations, employers and background screeners also have to worry about facing lawsuits related to local and state requirements. “Ban the Box” regulations are one such example. This is the required delay of asking criminal history queries of job applicants until later in the hiring process. Many states also have salary history laws prohibiting employers from asking for earnings information. These laws are in place to try and narrow the gender wage gap. However, along with these employment check trends come potential legal pitfalls if the laws are not properly adhered to.

3. Social Media Screening Still a Key Topic

Issues around the relatively new area of social media screening as part of an employment background and assessment process will continue. There is debate about the use of social media screening as a way to continually evaluate current workers as well as in the pre-employment phase. Background screening companies are still navigating the FCRA and EEOC concerns related to this type of screening. While it can assist with finding the best workers, there are also numerous potential legal pitfalls.

4. AI Enhances Employment Screening, but Human Touch Required to Avoid Discrimination Concerns

The employment check trends of AI are streamlining the background screening industry and its processes, searching databases with lightning speed. However, as it finds its footing, numerous ethical problems could arise. This is especially relevant to AI algorithms that enact a continuous screening process of workers. Finding the ideal balance of automated checks and “the human touch” will be key in maximizing the benefits of AI while avoiding its pitfalls.

The employment screening industry and employment check trends continue to evolve. Employers can navigate the ever-changing landscape by partnering with an experienced, proven professional in the background screening space.

Disclaimer Statement: All information presented is for information purposes only and is not intended to provide professional or legal advice regarding actions to take in any situation.

The interview is a valuable time to determine the characteristics of each candidate considered when trying to find reliable candidates. Trustworthiness is one of the most important qualities to seek in staff members. Trust is the foundation of all great relationships, and finding it in employees can help create a powerful work force that grows stronger and more effective with time.

The following questions can assist with finding out if interviewees are likely to be trustworthy, loyal and reliable candidates:

1. If the workday ended before you completed an important task, what would you do?

The answer to this question can get to the level of dedication and devotion reliable candidates are likely to have in the workplace. Meeting deadlines creatively and effectively despite challenges is the mark of a dependable employee.

2. What has been your most difficult situation in the workplace and how did you handle it?

How an individual rises to meet challenges says a lot about them personally and professionally. This question will also yield insights on what the candidate perceives as challenging so their effectiveness for the open position can be gauged.

3. Talk about a time when personal issues drew your attention away from work and how you handled this.

Family and personal issues can arise in anyone’s life, but it’s how a worker handles it that offers insights into their character. Their answer will indicate their level of dedication to their work and approach to work-life balance even as they navigate the inevitable ups and downs of life.

4. How would your past bosses and supervisors describe you?

If the terms “trustworthy” and “reliable” come up in their answer to this question, this is a good sign. Interview candidates aren’t likely to fabricate these kinds of answers, and it is an indicator that they may be reliable candidates who will demonstrate these qualities going forward at their future assignments.

5. How do your family and close friends describe you?

This question speaks to both how the candidate views themselves as well as the feedback they’ve received from those closest to them. They are likely to value the qualities they share in their answers, and this will yield insights about their personal value system.

6. What is the biggest misconception about you?

The answer here speaks to self-awareness. It also opens the door to the individual correcting this erroneous perception going forward.

7. What is your biggest regret related to your work life?

The answer to this question requires honesty and a touch of humility. This allows reliable candidates to show their vulnerable side; however, depending upon how they handled it, it can also show how they grew stronger through adversity.

Reliable candidates that become trustworthy employees are the engine of successful businesses. These seven interview questions can assist employers in finding the most reliable candidates for each job. Employment screening can check for a criminal history and in some cases trustworthiness with money and finances.

Source: https://smallbusiness.chron.com/role-trust-employeemanager-relationship-11614.html
Source: Hbr.org

Disclaimer Statement: All information presented is for information purposes only and is not intended to provide professional or legal advice regarding actions to take in any situation.

2017 recruitment and hiring trends were marked by a rise in automation and increased focus on both workplace safety and meaningful diversity. 2018 builds on these hiring trends and moves into new realms of innovation, possibility and human evolution.

The following six employer recruitment and hiring trends should be considered by all organizations and HR departments going forward:

1. Interviewing, Assessment and Training Through Video Conferencing

Video conferencing technology is more effective than ever before, with fewer glitches and greater reliability. This hiring trends is influencing how candidates are screened as well as how staff are onboarded. Assessment can take place more efficiently, saving both the employer and the candidate valuable time.

This hiring trend will be particularly valuable for workers who telecommute and/or work remotely. Geographic location is becoming less and less relevant in terms of work and staffing.

2. AI (Artificial Intelligence) For Data Processing

The rise of Google, the search algorithm and advanced computing have influenced all industries in profound ways. Employment recruitment, screening and hiring trends are no exception. Plugging in data about each applicant allows for automated screening based upon experience, skills, history and other parameters to help screen and qualify candidates. This can yield valuable analytics and make the hiring process more efficient and effective, saving organizations both money and time.

3. Outsourcing Background Checks

Technological advances make financial and criminal background screening easier than ever before. This is especially true when enterprises partner with experienced, professional employment screening providers. This allows businesses to stay focused on their areas of expertise while delegating this important area to a trusted partner. An experienced pro can help to ensure thorough and compliant background screening in key areas.

4. Balancing Technology with the Human Touch

While 2018 hiring trends will bring more advanced technologies for recruitment and hiring than ever before, it will be tempered by a realization that the human influence is extremely important to the process. Organizations will recognize this and take steps to balance automation with personal contact during the process.

5. Branding the Workplace

Effective branding is key to success for every enterprise. However, the movement toward branding workplaces as more appealing than competitors’ will also continue this year. From raising awareness about a corporate culture to recruiting on social media, branding the workplace will continue to be a hiring trend in 2018. This will help to organically draw in applicants who resonate with the culture of a business, making them more likely to be a natural fit within the organization.

6. A Focus On the Candidate

Courting and focusing on job candidates has been trending in the past decade and will continue in 2018. Making the process efficient and respectful to the candidate’s time will now be a greater priority. This will be even more possible with the new technologies available and influencing the recruitment, hiring and screening process. Items within benefits packages will reflect a respect for workers and the work-life balance.

The recruiting, hiring, screening and onboarding process for employers is evolving rapidly. Companies should be aware of these hiring trends and stay abreast of the best ways to enhance their own approaches. The result will be a higher quality experience for both applicants and staff going forward.

Disclaimer Statement: All information presented is for information purposes only and is not intended to provide professional or legal advice regarding actions to take in any situation.