What do you do if candidate profiles show potential red flags?

There can be various reasons for red flags in profiles. Instead of being judgmental and dismissing the profile outright, it's important to pick up the phone and have a conversation. Maintain integrity and avoid manipulating the profile to fit certain criteria. If there are genuine concerns regarding any red flags, discuss them with the hiring manager before scheduling further discussions.

Address concerns directly with candidates to gain clarity and context. Seek additional information through reference checks or background screenings if necessary. Evaluate the severity of the red flags and assess their impact on job performance. Make informed decisions based on a thorough assessment of all available information.

It’s always important to have a conversation with the candidate regarding those red flags as opposed to passing judgment. A profile can help you with basic requirements but to dig deeper it’s always vital to have a conversation to get context and further understanding. If these red flags then impact the candidates ability to do the job after speaking to them, then action can be taken, but it is important to take an unbiased approach and focus on the data that displays the capabilities or not.

Until the question is asked, how can we assume? What has worked for me over the years is to have an honest and open conversation before I jump to conclusions, life throws so much at us especially over the last few years, so a gap could be for a number of reasons, leaving a role which isn't for them is sometimes the best decision for them to make, no-one wants to work in a toxic environment or struggle through a job that isn't clearly right for them, so we can't judge or make a decisions on someone's circumstances until we have asked and listened, then we make the call on if it is a real red flag, life getting complicated, or they just haven't found what they are looking in their career.

Give them a chance to explain. If their reasoning is market-specific (layoffs, company bankruptcy, etc.), it can be corroborated, then research it. Reference, reference, and reference again! Take a soft reference from someone they previously worked with. Find someone in your network who knows them and knows their work, and ask them for a reference. You can also ask them the question (tell me about XYZ) in different ways, gauge whether they're good about it, whether they're calm and professional. It's a judgement call. Ask yourself, "If this were my company, would I pay a fee for this person?" If after all homework is done, the answer is no, then tell them why. If it's yes, move them forward and explain to the client/BP everything you know!

Gather more information through interviews and reference checks. Evaluate the severity and relevance of the red flags and consider the candidate's explanations and potential for growth. Balancing risk mitigation with fairness and inclusivity is key in making informed hiring decisions. For significant concerns, prioritize the organization's well-being while remaining fair and empathetic to candidates' circumstances.

Depending on the red flag, I may continue sourcing or have a quick call to verify and dig in to get more information. I always like to give the chance to the candidate for either providing more information in order to stay open minded.

1. Conduct Reference Checks and Speak to past employers and colleagues to verify employment history and gain insights into the candidate's work ethic and fit. 2. Dig Deeper During Interviews. May be Ask targeted questions to understand the reasons behind employment gaps, short stints at companies, or seemingly unrealistic salary expectations. 3. Utilize skills assessments to objectively gauge a candidate's capabilities and supplement information from resumes.

Most would say "Address it honestly with the candidate" or "Don't make assumptions." Those are great, but (overly)simplistic answers. The skill is how you address it, maintaining both your responsibility and the candidate's dignity. I've always found that the first few seconds of this conversation play an outsized role in how the rest of it goes. Beginning with a caveat such as "this part of the conversation is going to suck, but we need to have it" or "I'm not comfortable asking you about this, but I'm not doing my job if we don't talk about it" enables mutual vulnerability, increasing the chance that the red flag gets addressed, and allowing you to make an informed decision on whether/how to proceed.

When you notice something concerning on a candidate’s resume, don't hesitate to address it directly. Keep the conversation casual but professional, and avoid making assumptions. Instead, ask for clarification or more information as needed. Starting off the relationship with honesty is best. Addressing any concerns directly during the interview process fosters transparency and sets a positive tone for future interactions.

The decision depends on the situation in the job market. If we have a lot of highly qualified candidates who are keen to work for our company, why do we need to take a risk? If not, I need to decide whether this risk is worth the possible value.

Do a reference check or background check or ask around. A red flag could even be over exaggerating or lying in a resume. Check for inconsistencies in LinkedIn experience vs. own resume. If a red flag is found we would not proceed with the candidate.

The Recruiters job is to get the full story, provide the "context" in which it unfolded, and make a recommendation as to whether the HM should proceed with the next step. Questions to the Candidate should be in a neutral tone, and focused on verifying work and educational credentials, timelines, achievements and failures. During the course of an hour interview, I may ask the same questions 3 different ways...if the answers match up (more or less), then I move on to the next topic. If they don't, then I dig a little deeper. Your inner ear with tell you whether a response is harmless self-promotion or a misrepresentation. Trust it!