Experienced hiring managers have their antennas fully up when conducting interviews. It is important … [+] to suss out any signs of disinterest, impatience, arrogance or unprofessionalism.
It can be challenging for interviewers to discern which job candidates will succeed and which applicants should be avoided. There is no Magic 8 Ball to foreshadow who will be an impactful hire in the long run. Some hiring managers bet on their gut instincts, while others rely on recommendations from trusted sources. Human resources professionals make job seekers undergo assessments or complete projects to get an understanding of their abilities and knowledge.
To determine if a candidate is right for the position, a manager should focus on asking behavioral and situational questions that relate directly to the job requirements. These questions allow candidates to provide specific examples of how they handled similar situations in the past, which offer insight into their skills, experience and problem-solving abilities. HR may require providing structured interviews with a consistent set of questions for all candidates to ensure fair comparisons.
By paying attention to these signs during the interview process, hiring professionals can better identify potential superstar candidates who are likely to excel in the role and contribute significantly to the organization’s success.
Identifying Red Flags
Experienced hiring managers have their antennas fully up when conducting interviews. They stealthily look out for red flags that may indicate potential issues with an applicant. It is important to suss out any signs of disinterest, impatience, arrogance or unprofessionalism.
Off the bat, if a candidate arrives late to the meeting without offering a simple reason why or—at the very least—an apology, that leaves a poor first impression of the job seeker. This may signal to the hiring manager that this person is unreliable, disorganized and disrespectful of their time.
Hiring professionals should watch out for candidates that speak negatively about their previous employers or colleagues. This behavior shows that the person may not get along with authority figures, cannot play well with co-workers and has an overall negative and argumentative attitude. Hiring managers need to keep in mind, if a job applicant can trash talk their former employer, they can count on the person saying bad things about them when they leave and start at a new job elsewhere.
A lack of preparation for the interview—such as an inability to provide specific examples of past accomplishments or a failure to research the company—may signal that the candidate could not care less about the position. Similarly, even if the interviewer has already received the résumé electronically, having a physical copy demonstrates attention to detail and respect for the interview process. While it may seem inconsequential, failing to bring one can be viewed as unprofessional or lacking in preparedness.
Poor communication skills are also a significant concern. Candidates who struggle to articulate their thoughts, provide vague answers or frequently interrupt may face difficulties in professional settings. Ambiguous or evasive answers to direct questions could indicate a lack of transparency or an attempt to hide potential issues.
Inconsistencies between their résumé and interview responses, or an inability to explain gaps in employment history, may be cause for concern, as it could mean a lack of transparency from the candidate.
Poor listening skills, such as forgetting what has been said or having trouble following the conversation, could be troublesome and suggest that they may struggle with important tasks.
Furthermore, if a candidate places an excessive emphasis on personal benefits, perks or time off rather than focusing on job responsibilities, it could mean a lack of genuine interest in the role.
A lack of engagement, demonstrated by not asking questions about the role, company or team, shows that the candidate may not truly be interested or lacks curiosity.
Watch how the candidate interacts with other staff members that they encounter during the interview process, as this can provide insights into their true character, which they may conceal during the one-on-one interview as they only present the best version of themself.
Superstar: The Ultimate Green Flag
Identifying a superstar candidate often involves looking for signs of exceptional performance, passion and potential—or green flags. These candidates exhibit a track record of going above and beyond in their previous roles, show genuine enthusiasm for the position and the company and articulate a clear vision for how they can contribute to the organization’s success.
Preparation and engagement during the interview process are strong indicators of a superstar. These candidates come well-researched about the company and the role, and are excited about the opportunity. They ask insightful questions during the meeting. These individuals not only meet the job requirements, but also bring fresh ideas and a growth mindset to the table.
When evaluating applicants for a potential superstar role, look for people who demonstrate a drive and hunger for success. These candidates possess a strong desire to achieve and excel in their careers. They typically have a history of seeking high-level tasks and taking on increased responsibilities in previous roles.
Exceptional performance and innovation are hallmarks of rockstar candidates. They are able to quantify and provide specific examples of how they demonstrated value and made a positive impact at their former organizations as an asset to their team.
A diverse outlook and life experiences outside of work can set superstar candidates apart. They may have varied interests, community involvement or even previous careers that bring fresh perspectives to the table. This breadth of experience can be valuable in problem-solving and relating to diverse clients or colleagues.
Accountability and ownership are key traits of high-caliber candidates. They approach their work as if running their own business, taking full responsibility for outcomes regardless of their job title. This level of commitment often translates to exceptional results.
Strong integrity and a positive attitude are essential qualities of superstars. They consistently choose to do the right thing and approach challenges with optimism, viewing obstacles as opportunities to overcome rather than insurmountable barriers.
Rockstar candidates often have a clear vision for their future. When asked about their five-year plan, they provide thoughtful, purpose-driven responses that align with their career trajectory. Their major life and career decisions typically form a coherent narrative leading to the position they’re interviewing for.
