As a small business owner, you’re only as successful as the talent you bring on board. So when it comes time to expand your business and hire new team members, you want to make sure you get it right. 

Whether you’re just looking over someone’s resume or things have already progressed to the interview stage, you’re going to encounter signs that a candidate might not be a good fit. Some are instant dealbreakers, while others might be an opportunity to probe a little further. Below, we’ve compiled a few things to watch out for.

Suspicious gaps in their resume

Are there large employment gaps in a candidate’s resume? A month or two is nothing to worry about, but a year or more can raise some pretty big questions, like whether their skillset is still up to date.

Of course, there might be legitimate reasons — like taking time off to study or raise children — and you can’t rule out external factors given how shaky the economy has been in the last few years. When screening or interviewing, give the candidate the chance to address the gap and prove that they have what it takes to succeed in the role.

A history of job hopping

Another thing that might raise eyebrows is an erratic employment history. It takes time and resources to train up new hires, and as a small business owner you want some assurance that they won’t get itchy feet just a few months in.

If a candidate has bounced from job to job with no clear trajectory, this might be a sign they have commitment issues. But keep in mind that people job hop for logical reasons too. So long as your candidate can explain how each move has helped them grow and accumulate new skills, you might find they’re a great fit.

Acting unprofessional during the interview

Most people know to put their best foot forward during an interview, but occasionally you’ll get a candidate who behaves in ways that don’t exactly inspire confidence. That might mean:

Showing up late without a reasonable explanation
Not dressing the part
Not knowing anything about your company
Being noticeably unprepared for the interview
Asking inappropriate questions
Constantly interrupting
Making unreasonable demands

If a candidate isn’t putting in any effort or is being outright rude, you don’t have to tolerate it. But if the interview has gotten off to a bumpy start and you suspect it’s because they’re nervous, look for ways to put them at ease. 

You might have more luck drawing out the best in someone by using a more conversational approach, as opposed to rattling off a series of prepared questions (which can make them feel like they’re being interrogated). Start with some small talk, do your best to be reassuring, and give the candidate plenty of opportunities to wow you throughout the interview.

Answers don’t match their resume

These days, you’ll often be able to cross-check the information listed on someone’s resume with other sources, like LinkedIn, Facebook and even employee profiles on company websites. 

If you come across a candidate who seems great but their job history, responsibilities or education don’t exactly match what they’ve advertised, it might be worth probing a little bit to make sure you have all the right information. 

Badmouthing past employers

Complaining or gossiping about previous bosses during an interview is another big no-no. Not everyone has the luxury of leaving a job on good terms, but being able to find something positive to talk about shows maturity and bodes well for future team dynamics. 

Look for candidates who can tell you about what they learned and how they grew in their past roles, even if things didn’t end exactly the way they would’ve liked.

The bottom line

Being able to spot red flags in a candidate can help streamline the hiring process, but it’s important to know the difference between a minor slip-up and a dealbreaker. Is it a good idea to pass up on a strong applicant just because they misspelt a single word in their cover letter? Probably not.

When it comes time to decide, you’ll have to weigh up any shortcomings against the skills and experience a candidate brings to the table. Remember that no candidate will be 100% perfect, but a well-rounded individual that complements your team can be just what your company needs to take things to the next level.