Navigating the selection process to find the next strong addition to your team can feel like maneuvering through an obstacle course. Along this path, the direction that seems like a safe bet may be riddled with hidden traps that aren’t immediately visible. These obstacles can include inconsistencies in a candidate’s experience, unverifiable references, or even skills that are overstated on a résumé.
However, the direction that triggers your internal “red flags” could be just as risky. These warning signs—whether from a poor first impression or vague responses during the interview—could lead you to dismiss a candidate who, with a bit more research, might prove to be a valuable asset to your team. The key is knowing how to correctly interpret these signals and not be swayed solely by superficial impressions or biases.
How do you know which decision is the right one? The answer lies in a careful and balanced analysis of all available information. This includes not just objective, quantifiable data but also the intangible, subjective qualities each candidate brings to the table.
Let’s examine some of the most common “red flags” and “green lights” that hiring managers encounter when evaluating candidates. Among the red flags are a lack of preparation for the interview, inconsistent responses, or a defensive attitude. On the other hand, green lights might include a strong understanding of the role, specific examples of past achievements, and a proactive, collaborative mindset.
However, things aren’t always what they seem. Some negative signals could be misinterpretations of nervousness or a lack of interview experience, while some positive signals might be rehearsed presentations that don’t reflect the candidate’s true potential. That’s why a thoughtful, in-depth approach is essential, considering both technical skills and soft skills, as well as the candidate’s cultural fit within the company.
Red Flags
It’s easy to overlook warning signs if your instincts aren’t tuned in to catch the right signals!
Lack of preparation or research – If a candidate shows up without even basic knowledge of your company or the role they’re applying for, it demonstrates a lack of interest and commitment. This is a clear warning sign that they may also attend meetings with potential clients unprepared!
Inconsistent or vague responses – Integrity is key. If a candidate is unsure how to answer a question, they should ask for clarification. A candidate who values honesty might also say, “I’m not sure how to answer that.” Transparency is preferable to dishonesty.
Poor face-to-face communication – If someone struggles to connect with you through body language, follow-up questions, and reading the room, this won’t improve over time. Contrary to popular belief, emotional intelligence is a skill instilled from an early age. Don’t overlook this red flag, assuming it’s something that can be developed later.
Lack of enthusiasm – The interview is your first opportunity to assess someone’s ability to influence others. A sales candidate’s talent should shine during this process. By the end, you should be completely convinced by them. If you’re not, don’t make the mistake of attributing it to nerves. Do you really want a salesperson who can’t even sell themselves?
Unstable job history – This one is obvious but often overlooked. Be cautious if a candidate has a pattern of job-hopping. This could indicate someone who is uncomfortable with stability and always looking for the next best thing. How long will they stay committed before moving on to something newer and more appealing?
Pro Tip: The first impression you get of a candidate will almost always be the same impression your clients and prospects will have. That initial perception is crucial and shapes how the candidate will be received in a professional setting. Avoid justifying negative behaviors or attitudes, thinking they’ll improve under pressure. Instead, focus on the genuine impression they give you from the start—it’s often a reliable indicator of how they’ll interact with future clients and represent your company in the market. Pay close attention to your instincts and the signals you receive during your first interactions, as they can be highly revealing of the candidate’s true character and professionalism.
Green Lights
Now that we’ve highlighted warning signs, let’s focus on the positives! Keep an eye out for these green lights.
Talks about personal goals – Someone with a clear understanding of their personal goals and how to achieve them will naturally set ambitious targets. Look for candidates who demonstrate self-motivation and a proactive mindset—those are sales talents that can’t be taught!
Asks well-thought-out questions – A candidate who asks insightful questions has clearly given deep thought to the role and your company. Their questions will also reveal what they prioritize in their next position.
Provides specific examples – Talk is cheap, but actions speak louder. A candidate who can back up their claims with concrete examples of past successes is someone with a proven track record. If you don’t receive specific examples during the interview, try responding with, “Tell me more...” A strong candidate will always have detailed responses!
Follows up after the interview – A follow-up interaction is a solid green light. You expect your sales team to follow up with prospects and clients, so a strong candidate should always follow up with you. Bonus points if they try to set a timeline for your hiring process—that means they’re eager to join your team!
Pro Tip: During an interview, your goal is to bring out the best in each candidate—it’s their moment to impress and showcase their skills and qualities. If, in this idealized and carefully prepared setting, you feel like you’re getting less than their best, it’s crucial to consider what that might mean for their real performance once they start working for you.
An interview is a situation where candidates are usually at their peak, displaying their best attitude and skills. If, under these ideal conditions, the candidate fails to stand out, it’s likely their day-to-day performance will fall below your expectations. Keep in mind that after hiring, work pressures, stress, and routine can amplify any weaknesses observed during the interview.
That’s why it’s essential to critically evaluate the signals you receive. Observe how the candidate handles tough questions, responds under pressure, and expresses enthusiasm and commitment. These insights are strong indicators of their true potential and future performance.
Best Practices
Now that we’ve reviewed some common red flags and green lights, here are a few best practices for candidate selection:
Take notes – During the interview, jot down both red flags and green lights. You might think you’ll remember, but when conducting multiple interviews, details can blur together. Notes will help you compare candidates later and make more informed decisions.
Use behavioral-based questions – Ask candidates about past experiences and use behavioral questions to uncover their problem-solving abilities, adaptability, and decision-making skills.
Conduct thorough reference checks – Never skip reference checks! Any red flags that didn’t surface during the interview process often emerge when checking references. The best reference checks go beyond those provided by the candidate—dig into your network to see if you share mutual connections who can provide additional insights.
Conclusion
By recognizing both red flags and green lights during the interview process, you’ll make more informed and strategic hiring decisions. Every hire you make has the potential to enhance or detract from your team, directly impacting your organization’s dynamics and performance.
This means not only identifying the necessary technical skills but also evaluating the personal and professional attributes that will contribute positively to your company’s culture and long-term goals. Warning signs—such as a lack of preparation, inconsistencies in work history, or a negative attitude—should be taken seriously, as they may indicate future problems.
Conversely, green lights—like problem-solving abilities, a proactive attitude, and strong alignment with company values—suggest a candidate has the potential to excel and make a meaningful contribution.
Ultimately, your goal is to build a cohesive, high-performing team that’s well-equipped to tackle market challenges and drive sustained success. By implementing a thoughtful and meticulous selection process, you’ll make hiring decisions that not only address immediate business needs but also strengthen your company’s future.
Best regards,
Dionisio Melo
📧 Email: dionisio.melo@dionisiomelo.com
📞 Phone: +54 9 1157962394
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