Have you ever been scammed by a scammer or taken by a taker? Yes, we all have at some point in our lives. When this happens in business, it’s extremely upsetting because it takes up so much time and wastes thousands of dollars.
Knowing that someone is not a fit for your company is as valuable, if not more valuable, as finding your match. Hiring the “wrong person” costs a lot of money, creates a lot of drama, and is a major headache.
Here are some tell tale, RED FLAGS that might show up in your first interview. If and when any of these red flags appear in the interview process—end the meeting and press the next button. As well, there’s a great list of REAL WINNERS that will give you a strong foundation in the interview process.
- They show up late for the interview. And through the interview process, they illustrate places where they don’t follow through, break their promises, or cannot deliver.(This is a clear indication of the lack of a relationship with the word—integrity.)
- They are “over the top” excited about you and what you have done, rather than about revealing their own specific skills that are important requirements for the job. They don’t answer the questions straight up, and they redirect the conversation to focus on you or on your organization/company (a sign of dishonesty and also a diversionary tactic).
- They lack empathy because they are incapable of being in another person’s shoes.They have no feelings that they are delusional. This often shows through as an arrogance and an air of inferiority.
- Ask potential employees if they have ever failed at work or made a mistake. If they have never made any mistakes or if they take no responsibility for past failures or mistakes, it’s time to say good-bye. (This shows that they have no ability to take responsibility for outcomes or to see their part in it.)
- The body talks so watch and listen. They answer “I don’t know,” or they never answer directly, or they start to yawn or seem drained of energy when you ask them a specific and direct question relating to their experience.
- They complain a lot, gossip, or are negative in the interview. Pay special attention if they are upset at their former employers, or if they have sued a previous employer (watch out, you’ll most likely be next). As well, check out how they communicate about their past competition. Do they put down the competition? If so, this is always a sign of an inferiority complex and is the opposite of confidence.
Once you are certain that there are no red flags showing up in the first interview, it’s on to looking for the qualities and competence that fit with your corporate culture.
- Would you like to be around this person? Can you work with them day in and day out? Are they interesting? Do they capture your curiosity and have a curiosity for life? Are they positive, forward thinking, and creative? Your job applicants should always leave you curious and excited to know more about them.
- Is this person insatiably passionate? Do they have the energy to move projects forward, influence others, and inspire clients and team members along the way? It’s your job to find out what they are emotionally connected to, and that must correspond “DIRECTLY” to the position you are hiring them for. Ensure that there’s a match.
- Is this person upfront, honest, and willing to acknowledge their mistakes. People who are sincere, competent, and reliable automatically gain your trust. When someone is open enough to take responsibility for things when they don’t work, and lead by taking responsibility for all, you have a winner.
- Is your applicant a holistic thinker? Can they see the big picture and look at things from a macro perspective rather than from their own little worlds? Do they understand the cause and effect of their actions on the entire organization?
- Is this person a leader? Today’s era of business requires that everyone take responsibility and be leaders in their own lives. “No blame” cultures are becoming the norm, and creativity is the foundation for overcoming challenges and architecting new systems. Does your applicant have an interest in all departments in the organization, see things from many perspectives, and have the ability to be in a team member’s shoes? If so, you have a winner!
When designing your interview questions, ensure that you get a range of experience, competency, skills, and personality traits that allow you to discover the depth of your applicant. Use your creativity to design questions that reveal the truth of who people actually are, quickly and easily.
Use your intuition and the guide above during the interview to reveal the red flags and real winners in the FIRST interview, saving you time and money.
Tina Olivero is a mother of three amazing kids, and the owner of two companies, The OGM (23 years) and Transform with Tina (10 years). She works as a publisher, author and communications specialist as well as a corporate motivator and coach. Her most recent works include publishing The OGM and the book, The Language of Life. Check out The OGM online at www.theogm.com and on Facebook, Twitter, and LinkedIn. Check out Transform with Tina at transformwithtina.com and on Facebook. You can also follow Tina on Twitter and connect with her on LinkedIn.