I bet this sounds familiar: You're in an interview and you ask a candidate to tell you about his previous employment.
He tells you his former boss was a nightmare.
But he doesn't stop there. He goes on about his previous company and how bad it was to work there.
As a potential employer, you need to think carefully about hiring this type of applicant.
Read on to find out why so you won't make a hiring decision you might regret later on.
Be careful about selecting a candidate who bad mouths his former employer
Writer, Kelly Kranz from HubSpot
calls an interview where candidates bad mouth their past employer, 'burning bridges interviews.'
She says hearing that a previous boss was horrible isn't something you want to hear from a job candidate. And you can't afford to overlook any negativity that comes from the interviewee, especially since you don't know the full story.
If you select this candidate, he could bring this negativity into your business.
'If he's speaking negatively in an interview he will indeed be negative in the workplace as well,' warns Kranz.
And as Human Resources Expert,
Susan M. Heathfield explains, 'a negative employee can infect a work group or team with negativity faster than you can imagine.'
Before you know it, employee productivity will take a knock and you'll have a hard time managing your employees.
But this isn't the only type of candidate you need to think twice about recruiting…
Make sure your recruitment process is legal!
*********** Recommended Product ************
Did you know there are 11 legal requirements for recruitment?
Do you know how the Employment Equity Act affects your job advertisement?
Do you know what checks you can legally conduct on an applicant?
Are you sure your employment contract includes the 16 clauses the law says you must have?
If you don't have all of these aspects correct, you'll be on the wrong side of the law when it comes to your recruitment process.
Click here to find out how you can ensure your recruitment process is legal so you don't face penalties from the DoL.
Be careful about selecting the following candidates too
1. Candidates who don't know much about your company
Your company has a website. What's more, in your job ad, you put the web address for candidates to find more information. But, during the interview, the candidate asks 'what does your company do?' This indicates he didn't do his homework.
The last thing you want is an employee who doesn't go the extra mile to do simple things like this, says the Practical Guide to Human Resources Management.
2. Candidates who change jobs often
This could indicate that the candidate isn't stable and might ditch you three months down the line. When he does, you'll have to start the recruitment process again. And this isn't cheap.
3. Candidates who blame others
According to Kranz, when you discuss past work experiences and the candidate says something like, 'I've never failed at a project, if the project failed it was always Joe's fault,' cue the alarm.
She says 'people who speak this way tend to have a firm belief that they aren't responsible for any of the failures.'
'Look for someone who is humble and takes responsibility, someone who has made mistakes and learned from them,' she adds.
You must always be careful when recruiting
these interviewees. It's the only way to avoid wasting time on candidates who may be a potential risk to your company.
PS: Recommended Product: 57 tests to hire the best people.
It will help you select employees who are 100% right for the job.
To make sure new every step of your recruitment is legal and effective, check out Recruitment: The Complete Guide.