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Doug
Student
Atlantic, Iowa
3
Questions
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what traits makes you not want to hire someone?
When you are in the process of hiring someone what are some of the traits that make you not want to hire them?
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6 answers
Paul Goetzinger MPA
Academic and Career Consultant and Freelance Writer, TRIO Program Administrator
1009
Answers
Tacoma, Washington
Updated
Paul’s Answer
I have been a part of many interviews and choices, as far as personnel and employees. As a result, I have developed a dislike of certain observable behaviors, these include:
Any behavior that I viewed as selfish, flamboyant, or contrary to the fundamental principles of the organization and personal discipline.
This might seem somewhat strict, or an old-school approach, but the fact is individual success is basically centered on the idea that organizational success is a product of character, industriousness, and teamwork. These can include characteristics like:
Selfishness: Any behavior that draws attention to themselves at the expense of the organization. Individual credit dismisses the effort of the entire team, and thus the organization.
Criticizing: Anyone who is into criticizing provokes others. It undermines morale and takes away from the shared goal of self-improvement and success.
Profanity: If you lose control of your emotions, then you will eventually make a serious mistake. This a symptom of frustration and a lack of self-control.
Being late: Punctuality is essential. I once had a job interview, with an employer, and the interviewer (who was to interview me), was 20 minutes late (something, I will always remember). Being late for a meeting or interview (and it does not matter if you are the interviewer or are being interviewed). This is a breach of team discipline. Consistency in small things leads to control in larger matters.
Boasting and complaining: Do not complain, or make excuses. Focus on effort rather than outcome. If you give a total effort you will never be a loser, and a person who gives less will never be a be a winner.
Arguing: Individuals need to maintain their composure.
These are some of the things that disqualify people from being hired. And in the case of the late interviewer, prevented me from working for him.
Any behavior that I viewed as selfish, flamboyant, or contrary to the fundamental principles of the organization and personal discipline.
This might seem somewhat strict, or an old-school approach, but the fact is individual success is basically centered on the idea that organizational success is a product of character, industriousness, and teamwork. These can include characteristics like:
Selfishness: Any behavior that draws attention to themselves at the expense of the organization. Individual credit dismisses the effort of the entire team, and thus the organization.
Criticizing: Anyone who is into criticizing provokes others. It undermines morale and takes away from the shared goal of self-improvement and success.
Profanity: If you lose control of your emotions, then you will eventually make a serious mistake. This a symptom of frustration and a lack of self-control.
Being late: Punctuality is essential. I once had a job interview, with an employer, and the interviewer (who was to interview me), was 20 minutes late (something, I will always remember). Being late for a meeting or interview (and it does not matter if you are the interviewer or are being interviewed). This is a breach of team discipline. Consistency in small things leads to control in larger matters.
Boasting and complaining: Do not complain, or make excuses. Focus on effort rather than outcome. If you give a total effort you will never be a loser, and a person who gives less will never be a be a winner.
Arguing: Individuals need to maintain their composure.
These are some of the things that disqualify people from being hired. And in the case of the late interviewer, prevented me from working for him.
Alexandros Koronakis
Government, Policy and Regulatory Affairs
1
Answer
Belgium
Updated
Alexandros’s Answer
As an individual who has several years experience in hiring people, going through processes of building job specs, reviewing CVs and motivation letters, and going through the recruitment processes from different jobs/roles/contexts, I would say this is a very important question to be thinking about.
The question of where you are in your career is a significant factor in answering your question. As you go through your career progression, these traits will differ, and can go from negative to positive or vice-versa.
Early-career traits to avoid
- There are many legitimate reasons to pursue a job because of financial conditions, however, displaying a lack of interest in the job and/or company, and leaning on financial motivations in your communication with the hiring-manager can be counterproductive.
- Confidence is important and a sought-after trait, but make sure not to go too far in trying to project confidence, that it is perceived as arrogance.
- Especially early in ones career, managers look for team members that are open and eager to learn and understand. Being perceived as uncoachable is something you'd want to avoid. In this sense, humility is an important trait.
- When hiring managers speak with candidates, they have to imagine what it would be like to work with this person day-in, day-out. Bringing positivity, and ensuring that you are not perceived as being negative is important.
When practicing interviews, ask your mock interviewers if you displayed any of the above traits.
Research the company your interviewing for and it's products/services. Knowing this information can help you better-communicate your interest, and also better-understand what you would be getting into.
The question of where you are in your career is a significant factor in answering your question. As you go through your career progression, these traits will differ, and can go from negative to positive or vice-versa.
Early-career traits to avoid
- There are many legitimate reasons to pursue a job because of financial conditions, however, displaying a lack of interest in the job and/or company, and leaning on financial motivations in your communication with the hiring-manager can be counterproductive.
- Confidence is important and a sought-after trait, but make sure not to go too far in trying to project confidence, that it is perceived as arrogance.
- Especially early in ones career, managers look for team members that are open and eager to learn and understand. Being perceived as uncoachable is something you'd want to avoid. In this sense, humility is an important trait.
- When hiring managers speak with candidates, they have to imagine what it would be like to work with this person day-in, day-out. Bringing positivity, and ensuring that you are not perceived as being negative is important.
Alexandros recommends the following next steps:
Wes Nash
Project Manager
3
Answers
New Orleans, Louisiana
Updated
Wes’s Answer
As someone who has sat through many interviews, the things that are the most "turn off" for me are as follows:
-Overly confident - if you don't know the answer to a question, it is better to be honest about it. In the real world if you "fake it til you make it", you will be exposed quickly. Remember, the person asking you the question already knows the answer, so if you make something up and it's wrong, you'll be shooting yourself in the foot. Being upfront and willing to learn is a very important trait that a new hire can possess. Your brain has to be a sponge that soaks up as much information as possible in your beginning years. Your employer should not expect you to be perfect right out of the gate.
-Unpreparedness - if someone asks what's your biggest strengths or weaknesses, have a good answer. Be honest, and forthcoming, and it will take you down the right direction. If you are unprepared, unable to recognize what you do well at, and what you might need help with, it's a red flag. A response of "I have no weakness" is... your weakness lol. In sharing your information, you might find out that an employer is not right for you based on this, or conversely you may find that an employer is willing to work with you to navigate personal obstacles.
-Lack of interest - when you have finally made it to the interview, know the company, role, and be genuinely interested. If you come in to a job to do x, but you really want to do y, it will show quickly. Additionally, quick burnout will occur and resentment will build up if you get hired. It's important to genuinely be excited for your role. Being scared, timid, or shy is ok, but not interested in the day-to-day operations of your occupation is a serious red flag.
I'm sure there are tons more things to look for, and to avoid, but these are good starter points that will get you past the sniff test of an employer.
-Overly confident - if you don't know the answer to a question, it is better to be honest about it. In the real world if you "fake it til you make it", you will be exposed quickly. Remember, the person asking you the question already knows the answer, so if you make something up and it's wrong, you'll be shooting yourself in the foot. Being upfront and willing to learn is a very important trait that a new hire can possess. Your brain has to be a sponge that soaks up as much information as possible in your beginning years. Your employer should not expect you to be perfect right out of the gate.
-Unpreparedness - if someone asks what's your biggest strengths or weaknesses, have a good answer. Be honest, and forthcoming, and it will take you down the right direction. If you are unprepared, unable to recognize what you do well at, and what you might need help with, it's a red flag. A response of "I have no weakness" is... your weakness lol. In sharing your information, you might find out that an employer is not right for you based on this, or conversely you may find that an employer is willing to work with you to navigate personal obstacles.
-Lack of interest - when you have finally made it to the interview, know the company, role, and be genuinely interested. If you come in to a job to do x, but you really want to do y, it will show quickly. Additionally, quick burnout will occur and resentment will build up if you get hired. It's important to genuinely be excited for your role. Being scared, timid, or shy is ok, but not interested in the day-to-day operations of your occupation is a serious red flag.
I'm sure there are tons more things to look for, and to avoid, but these are good starter points that will get you past the sniff test of an employer.
L D
Manager
36
Answers
Killona, LA
Updated
L’s Answer
Hiring managers often look for red flags just as much as they look for strengths.. Here are some traits that make me hesitant to hire someone.
The first major warning sign is a lack of genuine interest in the job or company. If an applicant only asks about salary or benefits and not about the role or company mission, it shows they are more self-centered and less interested in helping the company succeed. This type of person might also leave quickly, sometimes without notice, for slightly better pay or benefits, without giving the company a chance to discuss if they can match or make a better offer.
Another red flag is a poor attitude. During interviews, we ask behavioral questions to gauge attitude and teamwork. We look for negativity, complaining, boasting, or arrogance in their responses. One of my go-to questions is to ask the person how they would rate their previous employers, to see if the job applicant will be overly critical of their past employers. This will tell me how their work relationship ended, whether on bad or good terms.
Unprofessional behavior is also concerning. Being late to an interview or slow to respond to emails or calls (more than three days) is something i take into consideration. While this is not a dealbreaker, it helps when choosing between two equally qualified candidates. Other unprofessional behaviors include using profanity, showing frustration, or lacking self-control.
Being uncoachable or closed-minded is another issue. If an applicant acts like they know everything instead of admitting gaps in their knowledge, it's a red flag. I also look for a willingness to learn, which a candidate can show by asking questions or asking what things they can improve on.
Overall, employers want candidates who are prepared, positive, professional, and eager to learn. Arrogance, negativity, lack of preparation, or disrespect are quick ways to be disqualified.
The first major warning sign is a lack of genuine interest in the job or company. If an applicant only asks about salary or benefits and not about the role or company mission, it shows they are more self-centered and less interested in helping the company succeed. This type of person might also leave quickly, sometimes without notice, for slightly better pay or benefits, without giving the company a chance to discuss if they can match or make a better offer.
Another red flag is a poor attitude. During interviews, we ask behavioral questions to gauge attitude and teamwork. We look for negativity, complaining, boasting, or arrogance in their responses. One of my go-to questions is to ask the person how they would rate their previous employers, to see if the job applicant will be overly critical of their past employers. This will tell me how their work relationship ended, whether on bad or good terms.
Unprofessional behavior is also concerning. Being late to an interview or slow to respond to emails or calls (more than three days) is something i take into consideration. While this is not a dealbreaker, it helps when choosing between two equally qualified candidates. Other unprofessional behaviors include using profanity, showing frustration, or lacking self-control.
Being uncoachable or closed-minded is another issue. If an applicant acts like they know everything instead of admitting gaps in their knowledge, it's a red flag. I also look for a willingness to learn, which a candidate can show by asking questions or asking what things they can improve on.
Overall, employers want candidates who are prepared, positive, professional, and eager to learn. Arrogance, negativity, lack of preparation, or disrespect are quick ways to be disqualified.
Juanita Garofalo
Quality manager/Project manager
2
Answers
Bethlehem, Pennsylvania
Updated
Juanita’s Answer
I always look for honesty in a candidate. Sometimes, a resume may not match the person's real skills or experience. It's important to hire someone you can trust, who will openly share both successes and problems without hiding anything.
Jill Ventura
Talent Attraction Business Partner (Recruiter)
2
Answers
London, Ontario, Canada
Updated
Jill’s Answer
I want to preface this by saying: some things are always going to be a grey area. We all have off days, and most of the time I will err on the side of caution and give a person the benefit of the doubt if an interview doesn't go 100% smoothly. Getting nervous or fumbling a question, being slightly late (with a legitimate reason, while being genuinely apologetic), having something in your teeth you didn't notice in your last mirror check - these are all things that people worry about in a job interview, but I can assure you most hiring managers/recruiters will not consider these things dealbreakers in and of themselves. We are all human!
What gives me pause in considering a candidate is a lack of professionalism, which is absolutely a choice and not just something you can attribute to human error. This can encompass a number of things, including:
- Presentation of oneself during the interview: is your hair washed and combed? Are you wearing an outfit that is appropriate? Casual can be fine, depending on the opportunity - a wrinkled shirt or something revealing is not. Are you being attentive to the interviewer, or are you checking your phone/multitasking/refusing to turn on your camera during a virtual meeting? (Note: there is flexibility in certain situations, such as a single parent attending a virtual interview while holding an upset baby, or a person in difficult circumstances who may not have access to business attire and needs to wear the clothing they have available).
- Attitude: are you curious, enthusiastic, and able to acknowledge potential areas of self-improvement, or do you spend most of the interview boasting and claiming to know everything there is to know about the position? Do you ask questions about the position and company to ensure it is the right fit for you, or do you show zero interest? Are you the type of person who would be receptive to training and feedback, or do you come across as arrogant? Did you prepare for the interview by researching the company and opportunity, or did you walk into it assuming you could "wing it"? Can you speak about mistakes you've made and how you went about fixing them, or do you blame past colleagues or supervisors for things that have gone wrong?
- Knowledge of the position: are you able to effectively communicate your abilities that qualify you for the position? Can you answer questions related to the work that you will be doing, or that you have experience with? Are you able to provide examples of situations you've handled or tasks you've done that relate to the position you're applying to? It's okay if you get stuck on a question or two, but repeatedly giving one-word responses or "I don't knows" generally indicates that there is a lack of fit. If you are qualified for a position, you should be able to speak with some confidence about how your skills and experience align with the job description.
- Online presence: this is a delicate subject, but I feel it should be addressed anyway. While it is important for anyone in a hiring/interviewing position to remain as unbiased as possible with regard to political, religious, or other divisive matters, there is always the chance that *unconscious bias* can affect how others (prospective supervisors, clients, industry contacts, etc) perceive you and - by extension - the company you are employed with. For this reason, I would highly recommend keeping political/religious discussions (or images of you engaging in the use of alcohol, cannabis, etc) restricted to private or anonymous social media, rather than on a professional networking platform such as LinkedIn, and I would absolutely not recommend bringing these topics up in an interview under any circumstances.
These are the main things I look out for. Again: we are all human, and none of us are perfect, but attitude and professionalism count for a lot when you are trying to market yourself as a worthy addition to someone's team.
What gives me pause in considering a candidate is a lack of professionalism, which is absolutely a choice and not just something you can attribute to human error. This can encompass a number of things, including:
- Presentation of oneself during the interview: is your hair washed and combed? Are you wearing an outfit that is appropriate? Casual can be fine, depending on the opportunity - a wrinkled shirt or something revealing is not. Are you being attentive to the interviewer, or are you checking your phone/multitasking/refusing to turn on your camera during a virtual meeting? (Note: there is flexibility in certain situations, such as a single parent attending a virtual interview while holding an upset baby, or a person in difficult circumstances who may not have access to business attire and needs to wear the clothing they have available).
- Attitude: are you curious, enthusiastic, and able to acknowledge potential areas of self-improvement, or do you spend most of the interview boasting and claiming to know everything there is to know about the position? Do you ask questions about the position and company to ensure it is the right fit for you, or do you show zero interest? Are you the type of person who would be receptive to training and feedback, or do you come across as arrogant? Did you prepare for the interview by researching the company and opportunity, or did you walk into it assuming you could "wing it"? Can you speak about mistakes you've made and how you went about fixing them, or do you blame past colleagues or supervisors for things that have gone wrong?
- Knowledge of the position: are you able to effectively communicate your abilities that qualify you for the position? Can you answer questions related to the work that you will be doing, or that you have experience with? Are you able to provide examples of situations you've handled or tasks you've done that relate to the position you're applying to? It's okay if you get stuck on a question or two, but repeatedly giving one-word responses or "I don't knows" generally indicates that there is a lack of fit. If you are qualified for a position, you should be able to speak with some confidence about how your skills and experience align with the job description.
- Online presence: this is a delicate subject, but I feel it should be addressed anyway. While it is important for anyone in a hiring/interviewing position to remain as unbiased as possible with regard to political, religious, or other divisive matters, there is always the chance that *unconscious bias* can affect how others (prospective supervisors, clients, industry contacts, etc) perceive you and - by extension - the company you are employed with. For this reason, I would highly recommend keeping political/religious discussions (or images of you engaging in the use of alcohol, cannabis, etc) restricted to private or anonymous social media, rather than on a professional networking platform such as LinkedIn, and I would absolutely not recommend bringing these topics up in an interview under any circumstances.
These are the main things I look out for. Again: we are all human, and none of us are perfect, but attitude and professionalism count for a lot when you are trying to market yourself as a worthy addition to someone's team.