Your candidate may smile brightly and dress well for the interview, but these superficial signs of engagement can conceal traits that might lead to trouble ahead. Job candidates almost always have two layers: the shiny exterior and the substance beneath. And shining up the surface layer comes more easily to some candidates than others. As a hiring manager, you’ll factor both into your decision; after all, excellent candidates don’t usually come packaged in inappropriate clothing or a slouching, mumbling demeanor during an interview. But you’ll also need to look closely at what lies behind a sparkling smile. Here are a few things to keep in mind.
Second-degree anger or resentment
Most candidates won’t behave in a directly angry or resentful way to an interviewer (if they do, end the candidacy immediately). But they may reveal signs of anger in the way they speak about past jobs, coworkers, clients, or former bosses. It’s okay to explain why a previous job didn’t work out (“The company and I had differing visions of success”). But watch out for a candidate who engages in heated or personal venting.
Almost all well-adjusted human beings feel torn between their jobs and their families, and it’s actually a promising sign if your candidate places family first and work second in this eternal and universal conflict. But if something else comes first—like a hobby or a dream career that isn’t this one—pay attention. This may be a sign of a complex and well-rounded person, or it may be a sign of a competing goal that will pull the candidate out the door eventually.
Competence in some areas can be easy to prove. For example, fluency in a foreign language, artistic competence, or a straightforward technical skill can all be easily proven, sometimes right there in the interview setting. But other competencies (IT, marketing, accounting) can be much harder to demonstrate. You’ll have to take your candidate at his or her word, but recognize that many people are experts at throwing smoke and fluffing their feathers in ways that conceal huge knowledge gaps. Don’t be afraid to ask follow-up questions or request proof of ability before you make a commitment.
Does your candidate try a little too hard to steer the direction of the interview? If he smoothly avoids answering certain questions, glosses over things he doesn’t want to talk about, or keeps grabbing the wheel and bringing the conversation back to topics he’d like to emphasize, make note of this behavior. Note of the subject of these swerves, both the sore spots and the points of personal pride.
For more on how to look past the polished surface and examine the true capability and personality of your candidate, turn to the staffing and hiring pros at PSU.