5 Interview Green Flags That You’ll Want To See From Job Candidates
We’ve explored the interview red flags, and now we’re onto the interview green flags. Millennium Omaha is here to help your business run smoothly, one step at a time. Below, you’ll find 5 interview green flags that’ll make you fall in love with a job candidate from the get-go.
An Interview That Flows
An interview that feels more like a conversation and less like an interrogation is always a green flag. It shows that the candidate has the people-skills to get along with the team, and will communicate well under high-stress situations.
An interviewer is also more-or-less a representation of a business’s overall atmosphere and values. If there’s an instant click between an interviewer and a candidate, then it’s a good sign that the candidate fits into that overall business landscape.
Specificity Is Good
Vague answers are bad. Specific answers and real examples are a candidate green flag. If you have a candidate that keeps talking in circles and another that is able to give complete responses and provide relevant examples – which one would you pick? The second, of course.
Candidates that are specific are able to back up the skills and qualfications they have on their resume.
They Ask Thoughtful Questions
Every interview resource will encourage candidates to ask questions. But, don’t be fooled. Asking questions should be the bare minimum for candidates.
Candidates shouldn’t be asking questions for the sake of asking questions. Instead, a green flag is a candidate that asks thoughtful questions that show genuine interest in the interviewer and the business as a whole.
Respect and Professionalism
If a candidate can show respect and professionalism during an interview, these traits carry over to their day-to-day work. Of course, the biggest sign of respect and professionalism is arriving at an interview on time – if not earlier. Candidates should also come in interview-appropriate dress, present themselves well through body language, and maintain eye contact.
Taking Ownership of Their Past
Each person has their own story to tell, and not all of it may be positive. Missing gaps in their resume? Extra time to complete schooling? Late to the interview? These aren’t desirable qualtiies, but a candidate’s ability to be honest and to take ownership for their past mistakes or circumstances speaks volumes.
Taking ownership of their past shows a high level of responsibility, self-awareness, and a willingness to learn.