7 Warning Signs to Watch Out for When Recruiting Employees

Categories: Advice for HR Professionals, Recruitment Advice, Trends and Learning


When looking for new employees or performing executive search, you only want the best people for your company, which is why you make sure that they are perfect for the role and your company’s culture.

Bad hires can result in huge financial losses and even account for as much as 80% of employee turnover.  Thus, determining the finest applicants during the recruitment process is a must.

So to avoid making poor hiring decisions, here are 7 warning signs to look out for when recruiting new talents.

Arriving Late for the Interview

Executive Director of The Creative Group Diane Domeyer once said, “Job seekers should play it safe and build in extra travel time, or call if they are running behind.

Job applicants should arrive as early as 10-15 minutes before the interview. Turning up late means they do not value the job or have time management issues. Reasons like heavy traffic or waking up late are common explanations you should never tolerate.

Lack of Knowledge about the Company

Expect your candidate to know the basic information about your company like your mission, services, products, and history to portray his preparedness and interest.

Travertine Spa Aterlier’s PR Specialist Jennifer Main believes that, “If a candidate doesn’t know anything about the company and shows up without a resume or paper and pen, then he/she is probably going to be unprepared in a workplace as well.”

Typos, Wrong Grammar, and Lies on Their Resume

While typos can be easily overlooked, 58% of resumes still contain a typo of some form, as well as poor grammar. Although these may be excusable at times, especially if the candidate is not fluent in English, these errors can become deciding factors for his application.

Including incorrect data on the resume should also be grounds for automatic dismissal, as 58% of employers have already caught applicants who lied on their resumes. These dishonesties include inflation of salaries (40%), modification of job titles (30%), and adjustment of employment date (30%).

Arrogance and Failure to Discourse Weaknesses

There is a difference between confidence and arrogance. A confident applicant talks about his achievements and explains his weaknesses throughout the course of his success while the latter talks about being the best among everyone else.

JoAnn Corley, CEO of The Human Sphere, believes that the ability of sharing mishaps and mistakes, and sharing them with a sense of humility, framed as “lessons learned” increases the applicant’s probability of being more coachable, collaborative, comfortable with making mistakes or taking risks, and being able to receive feedback than those who do not.

They Don’t Give Reliable References

When an applicant leaves the references area blank or includes people who are not their former managers, you should wonder and ask your candidate why.

Chantal Bechervaise of Take It Personel-ly said that “The biggest red flag for me is when I ask a candidate for references, and they are not able to provide any supervisor for a reference, or if they do provide a supervisor it is from a position that was over five years ago.”

Asking About the Salary Immediately

During a job interview, salary concerns usually arrive last. An applicant who only cares about compensation will treat your company as a stepping-stone to his next pay increase.

Watch out for this kind of candidates, and make sure that they are passionate about the job and stoked on helping your company progress to the next level.

Badmouthing Past Employers and Colleagues

In a survey conducted by The Creative Group, 62% of hiring managers said that speaking poorly of a former employer or job is an immediate turnoff.

Badmouthing previous employers or bosses is an unprofessional act. This shows that the applicant is incapable of dealing with challenges and resorts to blaming others instead. No matter how poorly he was treated in his previous company, doing such displays conflict and dishonorable office acts.

Your employees are your greatest asset, so do everything to hire only the best talents there is. Not only would this help you achieve your business objectives, but this will also help your company get ahead in recruitment.




Manila Recruitment is recognized as the leading recruitment firm in the Philippines for headhunting, executive search, expert, technical and IT recruitment. We share an unrivalled passion to help your business succeed by understanding your goals, then sourcing and providing you with your number one asset – driven, dedicated and exceptional people!

Experience the Manila Recruitment difference, and give your business in the Philippines a competitive advantage by contacting us today. Whether you are exploring an offshore solution, or are an established entrepreneur, SME or Multinational in the Philippines, our team has the experience and a tailored recruitment solution to introduce you to the top talent in the Philippines.

Contact our Manila Recruitment team at hello@manilarecruitment.com.