Red Flags

Recruiters frequently mention “red flags” when discussing candidates. Among the many concerns they raise, the most questionable include “the candidate did not research the company” and “the candidate did not prepare their answers.”

Let’s examine the “red flags” as they should be from a professional’s viewpoint.

“The candidate had not spent time studying the company“.
Do you really expect the candidate to conduct extensive research on the company? Why? Are they going to become partners? For example, an IT professional can carry out their duties regardless of their knowledge about the company. Having some knowledge about the company is beneficial, but it’s not essential beyond that.

“The candidate had not practised their answers.“
The candidate will not practice any pre-prepared answers. The professional you are speaking with will look to understand the company just as thoroughly as the company seeks to understand them. The professional does not take an exam during the interview, and interviewers are often not experts in the field. If you’re seeking rehearsed responses, plenty of TikTok and YouTube videos are available for that purpose.

Technical Questions During the Interview
Do you really expect candidates to answer technical questions during the interview? And on top of that, do you believe this is how to identify the right person for the job? The best you will find is someone who manages stress better than others, but not necessarily the best person for the job. My free advice is that the best way to identify the right person for the job is through casual conversation. When someone feels relaxed, they will be more at ease and show much more than someone who is only called upon to answer technical questions.

Not all professionals can put their careers into boxes.
You expect candidates to neatly categorize and present all of their experiences to you. Not everyone can do that, but it doesn’t mean they’re not right for the job. In fact, this candidate might be the best person for the job.

“Why do you want to work for us?“
I noticed that you have a job opening, and I am currently looking for employment. Do you think I had any prior knowledge of your company, or do you believe I have any motives other than the genuine need for work in applying for this position?

“Why should we hire you?“
You tell me. Because you are looking for someone who does what I do, and I happen to be looking for the job you have posted, maybe?

We’ve arrived at the peak of absurdity and audacity where geologists from Sheldon Cooper’s world (assuming the reference is clear) dub themselves experts, and account managers (the so-called recruitment experts) assess a professional’s suitability for a role they do not understand or know about.

Decision-makers have ceased to think for themselves, blindly adhering to recruiters’ nonsensical directives. Hiring managers and companies now prize hypocrisy, while authenticity is deemed a flaw.

Indeed, good luck with that.