For a lot of seasoned human resources managers, spotting a poor job candidate during a job interview is a piece of cake based on appearance and job interview answers. However, many small businesses don't have the resources available to hire an HR guru or work with job employment agencies. The owner or manager of the business must find candidates on his or her own.
While choosing between a couple of great applicants may be difficult, there are certain easy ways to spot a bad choice. Obviously, you should be wary of anyone who shows up late to an interview and think twice about hiring somebody who comes in wearing sweatpants and flip flops.
Less apparent interview mistakes include a large gap in a resume. If an applicant appears to have been out of the workforce for a while, make sure you ask why. Is it because of a poor job performance at one of their former jobs? Did the candidate leave the employer off his or her resume in case it was potentially used as a reference?
As you ask the candidate questions, note whether he or she speaks ill of former bosses or coworkers. Chances are, if the applicant is talking about former bosses in that way, you could be the one he or she is referring to in their next interview. Additionally, be on the lookout for evasive answers. If you've been interviewing the candidate for an hour, but still feel like he or she hasn't said much, you may want to think twice about extending a job offer.
It's important to remember that the best way to protect yourself from hiring a poor job candidate is to check all of the references you're provided with. Occasionally, a charismatic candidate can woo his or her way through the interview process, only to have you scratching your head as to how to let them go a few weeks later.
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