Growth Factorials

Hiring the right person for a role is always a big decision. Sometimes, in the rush to fill a position, it is easy to overlook certain behaviours or patterns. But from my experience, those overlooked red flags can often turn into bigger problems down the road. I have seen it happen firsthand—hiring decisions that felt right at the moment but turned out to be the wrong call. Here are some common red flags I have come across, and why it is important to take them seriously.

1. Commitment and Consistency Issues

When a candidate is not consistent in their behaviour during the hiring process, it is often a sign that they might not be committed to the opportunity. I once had a candidate who seemed perfect. His background, skills, and references checked out. But as soon as we confirmed our intention to hire him, he started changing his demands, what he had agreed on one day was not good enough the next. It was tempting to overlook these shifts, especially since we urgently needed to hire for the role. But experience told me otherwise. I decided to drop this candidate from the process. Candidates who are not decisive during the hiring process often drop out at the last minute even if you make them a job offer. This leads to major heartburn and a waste of time. Commitment and clarity matter in all crucial hiring decisions.

2. Lack of Accountability

Hiring someone who won’t take responsibility for their mistakes can lead to a lot of frustration down the line. I have met candidates who pointed fingers at everyone but themselves when asked about challenges they faced in previous roles. The best employees are those who acknowledge their missteps and are willing to learn from them.

3. Slow and erratic communication

Some candidates are difficult to get in touch with, or worse, who “ghost” you after initial interviews. The lack of communication is a clear indicator of how they may handle important tasks or deadlines once on the job.

Companies with fast-moving hiring processes tend to have higher engagement and retention rates because candidates who communicate promptly are usually better at handling deadlines and responsibilities. Slow or inconsistent communication during the hiring process suggests they might not be fully invested in the role.

4. Cultural Fit and Long-Term Commitment

You want to hire someone who fits in well with your team’s culture and can grow within the company. You will find candidates with impressive resumes who lack enthusiasm for the opportunity. If they don’t seem excited about the role, it is a sign they may not stay long-term.

Candidates who are not sure about their goals or lack passion for the job often leave soon after joining. It is important to look for candidates who are motivated, driven, and ready to align their personal growth with the company’s growth.

Hiring the right candidate means going beyond the required skillsets and experience and finding someone who is committed, accountable, and aligns with your company’s values and culture. If you spot a red flag—whether it’s inconsistency, a lack of accountability, poor communication, or no enthusiasm for the role—take it seriously. No matter how urgent the need to fill the position is, overlooking these behaviours can lead to bigger issues down the road.

The key is to trust your gut. If something does not feel right during the hiring process, it is often worth stepping back and reconsidering. It might be tempting to overlook a red flag, especially when you are in a rush to hire, but in the long run, you will be glad you trusted your experience and avoided making a hire that isn’t the right fit.