Key takeaways

1. Loyalty

Pay attention to how long a candidate has stayed in their roles. A long tenure at a company is a sign of someone who can see things through. Asking your candidate why they left previous roles is a great way to get insight into their work ethic.

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2. Growth mindset

Is the candidate steadily rising in the ranks, or is there evidence of a career plateau? Understanding how a candidate’s career has evolved over a period of time gives a glimpse into their professional trajectory.

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3. Curiosity and motivation

Look for details that show a candidate’s willingness to take initiative on diverse responsibilities and projects that fall outside of their job description. This can demonstrate their inclination to improve the status quo, increase efficiency, and support team goals.

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4. Data-driven and goal-oriented

Inclusion of outcomes and data points in a resume (ex: growth percentages and direct bookings) can signify someone who’s results driven, especially if the candidate has received company recognition for their impact. These stats also point to a candidate who’s aware of their impact on overall business goals and areas to improve.

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5. Versatility

Candidates who have worked in a similar industry or company size may take less time to transition into your company. While this isn’t a hard and fast indicator of success, taking a candidate’s versatility into consideration can help hiring managers who are on a hiring time crunch.

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6. Extracurricular activity

Membership in philanthropic causes or volunteer organizations alludes to a candidate’s greater desire to contribute to the world around them, outside of work.

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CANDIDATE RED FLAG CALLOUTS

1. Job hopping and short tenure

Frequent job hopping between companies and short stints can indicate poor relationships, quick burnout, and a lack of a clear career vision. Job hopping shouldn’t automatically disqualify a strong candidate, but it should be addressed.

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2. Career plateaus and backstep

Is the candidate moving into new roles with additional responsibility, or taking steps backward? Ask about a candidate’s career shifts, since they can be implications of shrinking responsibilities or discrepancies in career trajectory.

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3. Employment gaps

Give candidates a chance to discuss the gap in their resume (ex: raising children, travel). Employment gaps can be the result of extenuating circumstances, but they can also be indicative of an underachiever.

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4. Vague or passive language

Don’t be fooled by candidates who list responsibilities without adding details about the impact of their contributions. Asking for more context when someone uses phrases like “participated in” or “familiar with” helps flag unqualified candidates.

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5. Typos and inconsistencies

Resumes that have typos, inconsistencies, and poor formatting demonstrate a lack of attention to detail. Candidates who take the time to proofread their resumes are cognizant of putting their best self forward and are professionally aware of how they are perceived as serious job seekers.

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6. Irrelevant inclusions

Do you notice fluff on a candidate’s resume? Qualified candidates let their experiences, skill sets, and accomplishments speak for themselves. Keep a look out for inflated, unrelated resume details that don’t add additional value.

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