Big Potential, Broken Promises
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4 Candidates You Shouldn't Fall For
n an ultra-tight job market, the competition for talent is fierce. Candidates with strong credentials and enviable experience know they have options. To get their attention, recruiters find themselves plying promising candidates with bonuses, extra vacation days, and perks ranging from free cappuccinos to pet pods.
but something is always holding them back. Whether it's a poorly run company or bad blood with their former boss, this can- Sofia Hernandez didate always has a reason to explain why However, as they rush to hire top talent before they haven't reached their full potential just yet. their competitors can, some recruiters are led astray. In an effort to find a plum candidate to fill Talent may be scarce, but your company doesn't the void and make a real impact, some pros are have to take a chance on these candidates in the getting distracted by "promise." hope that this time will be different. Here are four kinds of candidates who look like they could be great, but are probably worth passing on. These candidates could be great performers —
1. The Chatty Cathys Camaraderie is great. In fact, Gallup has found that having a best friend at work significantly increases an employee's engagement. Employees who've found kindred spirits at the office are more likely to stick around and dig in for tough work because they feel supported and seen.
meant to hint they've talked too long without letting anyone else speak? Do they have to stop at each person's desk to say goodbye on their way out? These are signs a candidate may have issues with boundaries.
2. The Hole Dwellers
Every company needs detail-oriented people on staff. On an episode of the Freakonomics Radio podcast, Stanford economics professor Nicholas Bloom even called attention to detail the most On the flip side, workers who spend "critically important" trait of every successful too much time socializing not only hamper their CEO. An organization needs a big-picture view of own productivity, but everyone else's, too. Brain- what it can accomplish, but it also needs people storming sessions and problem-solving huddles with an eye for detail to carry can quickly become lengthy, tangent-filled meetout that grand plan successfulings that result in no action steps when these emly. These eagle eyes figure out ployees are around. They're also prone to gossip, loopholes, catch overlaps, and which can really hurt morale. Do you want to lose streamline processes. They're top-tier employees thanks to office talk? the reason you avoid billing errors and embarrassing typos. How to spot them: During interviews, note whether a candidate lingers too long on their own expeBut there's another type of riences or viewpoints. Do they miss social cues detail-fixated person who can 16
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