Inconsistent Work History or Vague Answers About Past Jobs
A candidate’s job history can reveal a lot about their reliability and work ethic. If someone has had multiple jobs within a short period-especially in different industries or different areas-it may indicate a pattern of job-hopping rather than career growth.
Signs to watch for:
- Frequent job changes (every 3-6 months) without a clear career path.
- Inconsistent job types (e.g., bouncing between retail, office work, and warehouse jobs).
- Vague or unclear answers when describing past job duties.
- Large gaps in employment with no reasonable explanation.
If a candidate struggles to explain their past roles, it could mean they weren’t at the job long enough to gain experience or weren’t fully engaged while working there. To determine if a job gap or frequent changes are concerning, ask:
- ‘Can you walk me through your last few roles and what you did in each?’
- ‘What was the reason for leaving [specific job]?’
- ‘I noticed a gap between jobs-was there something specific happening during that time?’
Not all gaps or job changes are red flags. Life events such as illness, family responsibilities, or education can be valid reasons. The key is to look for patterns. If a candidate’s explanation is reasonable and they otherwise seem like a strong fit, it’s worth moving forward in the hiring process.
Negative Attitude Toward Past Employers
It’s not uncommon for candidates to have had bad experiences with past employers, but how they talk about those experiences matters. The way a candidate describes previous workplaces can reveal their level of professionalism, adaptability, and attitude toward authority.
What to watch for:
- Professional responses: ‘We didn’t see eye to eye on some leadership policies, so I decided to move in a different direction.’
- Unprofessional responses: ‘My boss was a jerk, my coworkers were lazy, and the company was terrible.’
To determine if a candidate had genuine issues with workplace policies or struggled with authority, ask:
- ‘How did you handle performance reviews at your last job?’
- ‘Have you ever been asked to follow a Performance Improvement Plan? How did you respond?’
- ‘If you made mistakes at work and had to check in regularly with a supervisor, how would that feel to you?’
One bad experience with an employer isn’t necessarily a red flag, but a pattern of blaming leadership, refusing feedback, or having ongoing conflicts could indicate future problems.
Lack of Preparation for the Interview
It can be frustrating to interview a candidate who doesn’t seem genuinely interested in your company. A lack of preparation often signals that they are just looking for any job-not necessarily your job.
Why this matters:
A well-prepared candidate should at least know basic details about your company, such as:
- Who founded it and how long it’s been in business.
- The general size of the company and team structure.
- Any unique perks, values, or partnerships.
- The company’s location and nearby amenities.
A nervous but prepared candidate will still put in effort-they may stumble over words but will have done research and try their best. An unprepared candidate will lack engagement, struggle with even basic questions, and show minimal effort.
Evasive or Dishonest Answers
When a candidate gives vague or inconsistent answers, it often means one of two things:
- They don’t actually know the answer and are trying to cover it up.
- They aren’t being truthful and struggle to keep their story straight.
A dishonest candidate will often contradict themselves over the course of a 45-minute or hour-long interview. While occasional misspeaking is normal for a nervous candidate, someone who is making things up will often:
- Struggle to recall what they previously said and have to correct themselves multiple times.
- Over-exaggerate their abilities, claiming to be the best at everything without specifics.
- Avoid direct answers by shifting the conversation or being overly vague.
Follow-up questions to verify inconsistencies:
- ‘Can you walk me through that project again in more detail?’
- ‘What was the biggest challenge you faced in that role?’
- ‘Who else was involved in that project, and what was your role specifically?’
By digging deeper, you can see if their answers remain consistent or if they struggle to keep their story straight.
Poor Communication Skills
Unless a candidate will be working entirely alone with zero human interaction, strong communication skills are essential. Employees need to be able to express themselves clearly, professionally, and effectively.
Why communication matters:
- Misunderstandings and mistakes due to unclear instructions.
- Workplace conflicts from misinterpretations or inability to express concerns.
- Negative customer interactions that harm the company’s reputation.
Ways to assess communication skills in an interview:
- Observe their body language and engagement.
- Take them on a short tour of the office and introduce them to employees and vendors-do they acknowledge others or avoid interactions?
- Watch how they respond to unexpected questions-can they articulate their thoughts clearly, or do they seem lost?
A candidate doesn’t need to be overly outgoing, but they should be able to communicate effectively when necessary. If someone struggles with even basic interactions, they may not be a good fit for a role that requires teamwork, customer service, or collaboration.