1. Lateness: Running late shouldn’t automatically disqualify someone from a job offer, but how they handle setbacks is essential. Were they communicative ahead of time? Do they make excuses? How they handle running or arriving late to an interview can tell you a lot about how they’ll handle job stress and communicate under pressure.  
2. Badmouthing: If a candidate has nothing but negative things to say about their past employer, this could be a bad sign. A previous bad boss or experience with a disorganized company can certainly be discussed during an interview – often in the context of how they handled a less-than-ideal workplace scenario – but it shouldn’t be infused with bitterness, name-calling, or a generally unprofessional attitude.   
3. Inconsistency: If there are significant discrepancies between what an applicant says in an interview and what was on their resume, it’s probably a sign that they’re not entirely truthful about their experience, which could be bad news for your business.  
4. Lack of knowledge: If the candidate seems exceedingly unfamiliar with the details of the job they’re interviewing for or the company itself, these are indicators that they might not be all that interested and aren’t looking to stay on board long-term. Candidates don’t need to be experts, but they should have a working knowledge and show enthusiasm for your company.   

If you’re looking to find top technical talent for your organization, our team can help. We have years of industry knowledge, and our expert recruiters know exactly what to look for when screening candidates to ensure that you’re matched with the best potential employees. Give us a call today.   

The post Red Flags You Should Never Ignore in an Interview appeared first on Open Systems Inc..

1. Check for discrepancies: Checking a LinkedIn profile ensures as a “double-check” on the accuracy of candidate experience and qualifications because the past job information on a resume and LinkedIn are usually the same. This gives you an excellent opportunity to check for anything that would be a red flag, such as a different job title, company name, and more. You may also find some “positive” discrepancies, such as additional relevant work experience as a freelancer or contractor that the candidate didn’t add to their resume for the sake of brevity.  
2. See community involvement and engagement: LinkedIn offers access to more than just job history. Profile sections like volunteer experience can showcase a potential employee’s interests and help recruiters better ascertain if candidates are a good fit for the culture and values of your company.
3. Look for relevant endorsements and connections: Another non-resume benefit of LinkedIn is seeing who your candidate has in their network and if they’ve garnered any endorsements from previous connections. While endorsements aren’t a substitute for background and reference checks, they give you a good sense of what your candidate is capable of and the work relationships they’ve established. If there are shared connections between you and the candidate, it might be worth reaching out to them and seeing if they have any feedback.     

Adding LinkedIn to your candidate search process makes a lot of sense when you’ve received many qualified candidates who you’re interested in or as preparation for an already scheduled interview. Additional candidate insight can help you make better, more informed decisions and see past the education and experience history to better determine a cultural fit.   

Do you need additional support in your hiring strategy?

Open Systems is a leader in technical staffing in Alpharetta, GA.  Our team’s expertise and experience can help you succeed in finding the best people and bringing them on board. Hire better candidates, give us a call today.  

The post What to Look for on a LinkedIn Profile That You Can’t Find on a Resume appeared first on Open Systems Inc..