1. Cancel appointment at “90 minutes”
With the effort and time spent in interviewing by phone, arranging appointments for candidates and related department managers, when being "turned over" by the candidate at the last minute, you will certainly feel very frustrated. To avoid this situation, you should confirm again before the interview to make sure the candidate is still attending the interview and they are still interested in the job. This will reduce their anxiety and let you know if they have accepted a different role or are no longer looking for a job. With just a call or email reminder, you can save yourself and many other candidates a lot of time.
2. No preparation
That's the type of person when you ask them a question, they hesitate or stare blankly at you, not even sure about the role you're applying for.
While it's frustrating about this type of person, you need to give them a chance, especially if they're young and inexperienced. Remember, while you've understood the hiring process inside and out, most candidates feel stressed during an interview. If you think they have potential, invest the time to talk to them during the interview and guide them on how to prepare to stand out. Often, candidates agree to an interview because they want a job, so they're eager to learn. Sometimes it just takes a little patience to "turn" them into successful candidates.
3. Unprofessional
The type of candidate who appears with a lack of "professional impression" demeanor and behavior is also not uncommon with the expression of loud noises, slamming doors or shaking thighs, constantly knocking on the table... Most people don't. must be rude, so if they're a valuable candidate, take the time to figure out why they reacted the way they did. Have you "recruited" them and they feel you need them more than they need you? And it is important that you ever behave in a disrespectful way with them, such as asking personal questions, putting them in a corner or showing ignorance about their industry, ignoring information. that they need to know… However, if you believe they're just a "nasty" person, you should seriously consider whether you're willing to bet the company's reputation on a candidate whose behavior makes a bad impression. or not. If they treat you unprofessionally, they will treat your colleagues badly in the future and this will never be accepted by your clients if they take on customer-facing jobs. frequent.
4. Do not centralize the connection
Paying attention to what employers have to say is the minimum requirement for a job seeker. If this is too difficult for them, how can they focus on work for 8 hours a day. Therefore, candidates should show themselves focused on the interviewer, asking you questions that are inquisitive about the company and engaging in conversation rather than giving answers with just a few simple words. If you notice these signs, warn the candidate in advance that their lack of enthusiasm will make a bad impression. If they don't improve, put them on the "blacklist" - and of course they won't get hired with that attitude.
5. Lies
There's nothing worse than someone completely lying on their CV. You invite them to the interview and they don't know what you're talking about, because they're exaggerating everything about themselves, which is a waste of time for both parties. If in doubt about a candidate's honesty, ask them specific questions about the profession and relevant skills. Skilled liars can make up any story, but with follow-up questions that delve into the matter, they reveal their own loopholes.
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