HomeHome SearchSearch MenuMenu Our productsOur products

Spot recruitment red flags and take note of these points during interviews

by , 07 May 2013
As an employer, it's important to be able to proactively identify and probe any areas of concern you may pick up during an interview. Failure to do so could end up costing your company money, time and resources. Not to mention the labour problems you could be sitting with afterwards. Read on to discover specific details you need to confirms o you can spot recruitment red flags a mile away..

If you think it's only your potential employee candidate who has to prepare for an interview you're wrong.

'It's always a good idea to prepare well before any interview to pick up any red flags or warning signs beforehand,' says the Practical Guide to Human Resources Management.

By doing this, you avoid wasting time interviewing an unscrupulous candidate who may be a potential risk in your company. In addition, and once you've spotted a red flag, you can also probe these through a thorough interview if you're still keen to meet the applicant.

Use this checklist to spot red flags during the recruitment process

  1. Verify all institutions of learning regarding the dates of completing the qualification, the full name of the institution and the exact name of the qualification.
  2. Confirm notice periods and the exact details regarding the candidate's salary. Doing this could prevent you from selecting a candidate who doesn't meet your budget.
  3. Prepare a set of questions around any area on the CV where a red flag exists. For example, where dates don't follow on sequentially you may ask: 'Can you please clarify why your CV reflects your current commencement of employment as 1 February 2013 when your previous employment ended on 31 January 2012? Why haven't you indicated your activity during this period?
  4. Confirm all contact details. It's always advisable to make use of a full application form to confirm all the details not contained on the CV.
  5. Don't ask leading questions. This allows candidates to give answers that reflect what you want to hear. For example, 'this company has been successful with young and vibrant employees. How would you describe yourself?'

Remember, if you discover a candidate's CV is fraudulent during the recruitment process, disregard the CV. If you discover this once you're already employed the candidate, institute a full disciplinary investigation right away.

Related articles

Related articles

Watch And Learn

Related Products


Recommended for You 

  Quick Tax Solutions for Busy Taxpayers – 35 tax answers at a glance

Here are all the most interesting, thought-provoking and common tax questions
asked by our subscribers over the last tax year – everything from A to Z!

To download Quick Tax Solutions for Busy Taxpayers – 35 tax answers at a glance click here now >>>
  Employees always sick? How to stop it today

Make sure you develop a leave policy to regulate sick leave in your company.

BONUS! You'll find an example of the leave policy and procedure in this report.

To download Employees always sick? How to stop it today click here now >>>
  Absenteeism: Little known ways to reduce absenteeism

This FREE e-report will tell you how you can reduce absenteeism in your workplace while avoiding the CCMA and without infringing your employees' labour rights.

To download Absenteeism: Little known ways to reduce absenteeism click here now >>>
  7 Health & safety strategies to save you thousands

Don't let a health and safety incident cost you one more cent. Implement these seven
strategies in your company today.

To download 7 Health & safety strategies to save you thousands click here now >>>