Article
September 2023
On the surface, the interview is going well. The candidate hasn’t triggered any obvious red flags—no swearing, no badmouthing past employers. But one or two things have caught your attention, and you feel the need to take a closer look.
Hiring is nuanced. While glaring warning signs are easy to spot, the challenging part is interpreting the soft signals—the yellow flags—and deciding if they point to a deeper concern. Here are four yellow flags to look out for in candidates and what to do if they arise in interviews.
Yellow Flag #1: The “I Can Do Everything” Candidate
Why it might raise concern:
When a candidate claims that they can do everything, it may signal a lack of self-awareness and understanding of personal blind spots.
Why it might be okay:
The candidate may be used to a smaller team environment where everyone is expected to “wear lots of hats.” This distinction between big vs. small hiring could explain the difference.
Advice for interviewers:
Consider whether this role needs greater specialization or versatility. Candidates from large organizations often thrive in well-defined roles with focused responsibilities. In contrast, candidates who come from smaller organizations may be comfortable managing a broader scope of work. If a candidate says they can “do everything,” ask follow-up questions to confirm that the role’s structure aligns with the candidate’s background.
Yellow Flag #2: Candidate’s Experience is a 100% Match
Why it might raise concern:
If a candidate’s experience is a 100% match for a role, it may not provide enough challenge or growth opportunities to keep the candidate engaged long-term.
Why it might be okay:
If the organization has a strong employer brand or value proposition, candidates may be interested in a lateral move.
Advice for interviewers:
Retention may be a higher risk in this scenario; therefore, it’s important to understand what’s motivating the candidate to make the switch. Don’t rely solely on a candidate’s answer to “What’s motivating you to explore this opportunity?” Listen throughout the interview for signs of intrinsic motivation—their internal sense of purpose and fulfillment at work. What is their attitude about their work? Have they proactively learned new skills, even when there was no immediate reward? Being perceptive to these smaller signals will help you determine if a candidate can stay engaged in the long run.
Yellow Flag #3: Job Hopping “Because I Wasn’t Being Challenged”
Why it might raise concern:
If paired with frequent job changes, it may indicate a short attention span or lack of follow-through.
Why it might be okay:
The candidate may be highly ambitious and can thrive in a fast-paced, evolving role.
Advice for interviewers:
Ambition is valuable, but it must be balanced with accountability and follow-through. Has the candidate demonstrated their ability to stay motivated and deliver during slower-moving phases of their prior roles? When they were no longer feeling challenged, did they take steps to remedy the situation internally before leaving?
Yellow Flag #4: Untimely Questions About Work-Life Balance
Why it might raise concern:
It’s reasonable for candidates to inquire about boundaries, but asking about work-life balance early in the process may raise questions about their motivation.
Why it might be okay:
Discussing work-life balance is about timing and intent. When candidates bring it up after the technical aspects, company goals, and career path aspirations, it often shows thoughtful consideration of cultural fit.
Advice for interviewers:
After the candidate is aligned on deliverables, be transparent about the day-to-day expectations around flexibility and workload. If a role occasionally exceeds 40 hours per week, clarify how often and why. For example, if hours spike during month-end close but stay steady otherwise, say, “This role averages 40 hours for 40 weeks of the year”.
Deciphering the Yellow Flags
Learning to spot and address these yellow flags in candidates will result in better hiring outcomes for you and your team. Keep them in mind next time you interview!
Want to improve your hiring outcomes? Check out these six common recruiting mistakes in hiring.
Impactful Resources: Execution. Redefined.
Locally owned and managed since 2012, Impactful Resources is a leading provider of accounting, finance, and IT resources based in Southern California. As a full-service human capital firm focused on supporting emerging growth and middle market companies, we help firms scale to meet the needs of rapidly changing market conditions. Whether the solution is a special project, interim backfill, or a permanent placement, Impactful Resources can satisfy a wide range of client needs.