5 Types of People You Shouldn’t Hire
Product or Company Ignorance
It is unrealistic to expect a candidate to know the company product or service if they have never used it. If they have never used the product, how well could they know the company? Probably not very well. Recruiters expect, however, that a candidate would at least know the company name and perused the website. Thirty-four percent of candidates are not able to provide company information during an interview. If the candidate doesn’t take time to browse the company website, it shows not only a lack of motivation but also a lack of interest.
Sloppy Resumes
The individuals who don’t have the attention to detail when adding information to their resumes aren’t ready for employment. Candidates who don’t edit their resumes or applications are simply lazy. Typos are a clear-cut way to thin the candidate pool. It is a good opportunity to remove the ones that fail to pay attention to detail. Thirty-three percent of resumes have typo-errors. That’s a talent pool that is one-third smaller, making the hiring process a little easier.
Outdated LinkedIn Profiles
The United States alone has 84 million LinkedIn users. Candidates who post pictures of their children or inspiring quotes are not serious about their LinkedIn profiles or their job search. Did they really put any effort into their connections? LinkedIn is a professional social media outlet, complete with a resume. If a candidate chooses not to keep it updated, they shouldn’t be a candidate. Diana Freedman at Hubspot says, “Describe your role at your current and previous companies and provide links to your website and any relevant profiles.”
Inappropriate on Social Media
Recruiters reject one out of three candidates for inappropriate comments through their personal social media. Posting inappropriate things socially is a red flag. It raises questions of ethical behavior both in and out of the workplace. Would you hire someone who represents themselves in such an uncouth fashion? No. It gives reason to believe they would represent the company in the same way. Employees who represent the organization negatively have no room in the corporate world.
Unmotivated
Unmotivated candidates simply will not be hired. Nor are they going to hire someone who never asks for more to do. If candidates can’t answer questions such as, “Why do you want this job?” or “Where do you see yourself in 10 years?” it is a clear indicator they are less than motivated. The inability to answer these simple questions shows they did not take time to prepare for the interview.
With the sometimes hundreds of resumes recruiters receive for job openings, the good ones stand out… but so do the bad ones. It can be evident through the cover letter or the interview if the candidate knows anything about the company. Typos show a lack of attention to detail, so does an outdated LinkedIn profile. A candidate who chooses to be inappropriate on his or her own social media outlets will most likely continue to be so after employment, reflecting on the company—a short list of candidates to remove from the talent pool, and certainly a list of people you should never hire.