Even the best talent sourcing strategies and processes aren’t perfect. There’s always the possibility that the person behind a resume isn’t actually a good fit for the organization, regardless of how good they look on paper. One of the ways to tell if a candidate is truly a fit or not is to look for common interview red flags.
In this article, we’re going deep on the topic of interview red flags. We’ll cover what they are, how to watch for them, and share 35 example sources from recruiters and hiring managers like you.
But first, let’s back up so that we’re on the same page.
What is an interview red flag?
An interview red flag is any behavior, response, or pattern that an interviewer observes during an interaction with a candidate that signals a potential issue with their suitability for the role.
Interview red flags come in many forms, and may be subjective to the interviewer. They might raise concerns about communication skills, a lack of preparation, dishonestly, negative attitudes, inconsistencies in their skills or qualifications, or fit with the company culture and team dynamic.
In short, an interview red flag is a signal that indicates a candidate may not be suitable for the role. Hiring teams need to look out for these signals to help them make informed hiring decisions.
Why you need to look out for interview red flags
The role of an interview is to learn more about a candidate, ask them questions to validate claims on their resume, and to establish a genuine fit for the position. Red flags, by definition, help interviewers pinpoint specific problem areas that might indicate that the candidate is not the best fit for the job.
The point of actively looking for job interview red flags points directly to the need to avoid costly hiring mistakes. Red flags are crucial indicators that a candidate may not perform well or align with your team.
By proactively identifying interview red flags and incorporating them into hiring decisions, recruiters can:
- Avoid poor performance
- Reduce employee turnover rates
- Protect team morale
- Maintain company and team culture
- Improve hiring collaboration and decision-making
- Improve the overall quality of hire
Nobody wants to go into an interview expecting to find red flags. That’s a cynical way to look at the interviewing process. But, doing your due diligence and looking at both positives and negatives in job interviews is an integral part of the job for hiring managers and recruiters.
Tips for spotting interview red flags
Interview red flags can be so obvious that they’re impossible to ignore. Or, they can be subtle and easily missed. Knowing how to spot these common red flags, therefore, is critical.
Here are some tips and tools to help.
- Make it a conversation: Create a relaxed environment and encourage candidates to open up about themselves. When candidates feel at ease, their true personality is more likely to emerge, making it easier to identify both positive traits and potential red flags. Use conversational prompts and active listening to keep the flow natural.
- Ask targeted questions: Craft questions that align with your company’s values and the specific demands of the role. Ask about their motivations, interest in your company, and past experiences. Pay attention to how they speak about former employers and colleagues—negative or vague responses can indicate potential issues.
- Encourage collaborative feedback: Gather feedback from others on your hiring team members to get a diverse perspective on each candidate. Structured feedback forms can help capture consistent evaluations from all interviewers, ensuring that no red flag is overlooked due to differing individual biases. Be careful, though, that your feedback doesn’t result in groupthink and biased decision-making in favor or against certain candidates. To avoid this, Recruitee by Tellent offers a feature called “Fair Evaluations” that hides feedback about candidates until after a hiring team member adds their own feedback. This ensures that all feedback is given without influence or bias from existing comments.
- Document observations with team notes: Keep detailed notes during the interview and share them with your hiring team. This documentation allows you to track patterns, highlight concerns, and discuss any recurring red flags as a group, ensuring comprehensive decision-making.
- Use structured evaluation forms: Structured evaluation forms ensure that every candidate is assessed on the same criteria. These forms help standardize feedback, making red flags more apparent when multiple evaluators contribute their input.
- Automate screening processes: Set up automatic disqualification criteria to filter out candidates who fail to meet basic requirements or display clear red flags in their initial interactions. This helps maintain consistency and efficiency in the early stages of hiring.
- Analyze non-verbal cues: Video interviewing tools can provide insights into a candidate’s body language, speech patterns, and engagement levels. Use these insights to identify candidates who may struggle with communication or show signs of disinterest, which could be potential red flags.
- Get a second opinion: Whenever in doubt, ask colleagues to review the interview notes or watch the recorded interview. Collaborative feedback helps validate your instincts and ensures a balanced decision-making process.
Alright. We’ve covered what interview red flags are, why they’re important, and how to spot them. Let’s dig into some examples.
35 interview red flags to watch for
Interview red flags can come in virtually unlimited forms. They can be so overt that the recruiter would be hard pressed to continue the interview, or they can be so subtle that they may be overlooked. We can’t list them all, and we encourage you to create your own list of red flags that are important to your organization.
To get you started, we’ve compiled a list of insights from recruiters and hiring managers like you. Here’s what they shared with us.
Behavioral red flags
1. Negative talk about past employers
Openly criticizing former employers or colleagues during an interview may be an indicator of unsolved conflicts or a lack of accountability. This attitude can disrupt team dynamics and reflect poorly on the candidate's conflict resolution skills.
"When someone talks badly about their old employer, it makes you wonder how well they can handle business conflict," says Eliot Vancil, CEO of Fuel Logic LLC.
To spot this red flag, listen for blame, negativity, or reluctance to discuss past experiences professionally.
2. Lack of enthusiasm
Disinterest or flat responses during an interview can signal low motivation or engagement, which can lead to poor job performance and low retention. Candidates who show little enthusiasm for the role may not be fully invested in the opportunity.
"A lack of genuine interest in the role shows right away when the candidate barely asks any questions or seems disengaged. It’s a big red flag for us," says Jess Munday, Co-Founder/People & Culture Manager at Custom Neon.
To spot this red flag, look for uninspired answers, a lack of questions about the role, and disengaged body language.
3. Defensiveness or blaming others
Candidates who deflect responsibility often lack self-awareness and may struggle with accepting feedback, a critical trait for growth and collaboration within a team. This behavior suggests a potential unwillingness to learn from mistakes or take ownership of problems.
"Candidates who always have excuses and blame others for their failures worry me. Accountability is key, and if they don’t have it, they won’t last," says Megan Hill, HR Director at Brightside Ventures.
To identify this red flag, watch for defensive body language, such as crossed arms, and listen to how they handle questions about past mistakes.
4. Rudeness or disrespect
Poor behavior toward interviewers or staff is a major red flag that can indicate potential problems with team interactions and client relations. Disrespectful candidates often have trouble integrating into a positive work environment.
"Once, a candidate was dismissive toward our receptionist, and that told us everything we needed to know about their fit for our team," says David Thompson, Senior Recruiter at Omega Tech.
To spot this, observe how the candidate treats receptionists, security, and other support staff during their visit.
5. Overconfidence or arrogance
While confidence is a positive trait, overconfidence or arrogance can signal an inability to work well with others, accept feedback, or admit mistakes. Arrogant candidates may create a toxic work environment.
"Arrogance is usually a mask for insecurity. I look for candidates who are confident yet humble because those are the team players we need," says Sandra Lopez, Talent Acquisition Manager at Horizon Global.
Watch for dismissive behavior, overly boastful claims, or interrupting the interviewer to identify this red flag.
Preparation and professionalism red flags
6. Unprepared for the interview
Candidates who are not prepared for the interview show a lack of seriousness or respect for the opportunity, suggesting they might bring the same attitude to the job. Preparation is a key indicator of a candidate's commitment.
"If a candidate hasn't even glanced at our website, it tells me they're not serious about the role. Preparation shows respect for our time," says Karen Lee, Senior HR Manager at Nexis Consulting.
Spot this red flag by asking questions about your company and role, and keep an ear out for shallow or generic questions.
7. Inconsistent or vague answers
Discrepancies in a candidate’s responses or vague descriptions of their experience can indicate dishonesty or poor attention to detail. Consistency is crucial for trustworthiness.
"When candidates give conflicting answers, it’s usually a sign that they’re not being truthful or they’re not clear about their own story," says Michael Davidson, Talent Lead at Vector Dynamics.
To spot this, rephrase questions or ask for clarification to check for consistency in their responses.
8. Inappropriate attire
Dressing inappropriately for an interview shows a lack of respect and understanding of the company culture, which may reflect poorly on their professional behavior in other areas.
"I once interviewed someone who showed up in casual clothes for a senior-level role. It showed a lack of respect for the company and the position," says Rachel Summers, Director of People at Eco Solutions.
Notice whether their attire aligns with what’s appropriate for your company and industry to identify this red flag.
9. Tardiness without a valid reason
Being late to an interview without proper communication signals poor time management and a lack of respect for others’ time, which could extend into their job performance.
"Punctuality is the first sign of professionalism. If they can't show up on time for an interview, how can we trust them to manage work deadlines?" says Laura King, HR Specialist at MedEx Global.
Check if they provide a valid excuse and whether they notify you ahead of time. If they do, then this may not be considered a red flag. Repeated tardiness, however, even with an excuse might be something to pay closer attention to.
10. Lack of questions about the role
It’s important that candidates show a genuine interest in the role, and an eagerness to solve key problems and make an impact. Asking questions is a critical indicator that the candidate is engaged, interested, and matching their expertise to the issues you’re trying to solve. If they don’t ask any questions, then this shows either a lack of interest, a lack of critical thinking, or a lack of competency for the role (or all three).
"Candidates who don’t ask about the role often lack curiosity or drive, which are critical for success in any position," says Tom Garcia, Recruitment Manager at Skylight Software.
Observe if the candidate engages in meaningful questions about job responsibilities or team dynamics.
Communication red flags
11. Poor communication skills
Candidates who struggle to express their thoughts clearly may face difficulties in roles that require regular interaction with colleagues or clients, which can hinder their effectiveness.
"Good communication is non-negotiable. If a candidate can’t clearly articulate their thoughts, it’s a struggle to envision them in a client-facing role," says Sara Patel, HR Coordinator at TrueNorth Digital.
Look for rambling answers, frequent misunderstandings, or difficulty articulating ideas to identify this red flag.
12. Interrupting the interviews
Candidates who frequently interrupt show a lack of respect and poor listening skills, which are critical in teamwork and client-facing roles.
"Candidates who interrupt often don’t listen well, which is a big problem in team environments where collaboration is key," says James Roberts, Senior Recruiter at Delta Systems.
Notice if the candidate frequently cuts you off or answers before you finish asking a question.
13. Overly vague or detailed answers
If a candidate struggles to stay on topic or provide relevant information, they may lack focus or have difficulty with prioritization. Likewise, if they provide vague answers to questions that require specific answers, then this may indicate a lack of knowledge, or that they’re simply phoning it in to get through the interview.
"I prefer concise and relevant answers. When someone rambles or avoids specifics, it makes me question their focus and expertise," says Emma Collins, Hiring Manager at Vertex Innovations.
Pay attention to whether they answer questions directly or get lost in unnecessary details to fill air time.
14. Inappropriate language or jokes
Using unprofessional language or humor during an interview can indicate a lack of judgment and awareness, which may not align with your company’s culture.
"One candidate made an off-color joke, which was a major turn-off. It made me question their judgment and professionalism," says Olivia White, Talent Acquisition Specialist at GreenLeaf Group.
Listen for off-color jokes, slang, or comments that feel out of place in a professional setting. Again, use your discretion here. Your reaction to these incidents should be inline with your day-to-day company culture.
15. Avoiding eye contact
If a candidate avoids eye contact or doesn’t engage with you directly during interviews, it is a sign of a personality trait that you want to investigate further.
"Avoiding eye contact can indicate discomfort or dishonesty. It’s important for roles that require confidence, like sales or leadership," says Nathan Clark, Recruitment Consultant at Aspire Talent.
Culture fit red flags
16. Misalignment with company values
Candidates who express values that conflict with your company’s mission may struggle to integrate into the team and contribute positively. Value alignment is crucial for long-term success and cultural fit.
"Values alignment is crucial. I look for clues in how candidates talk about their past work and what they value in a workplace," says Lydia Grant, Chief People Officer at Urban Nest.
To spot this red flag, ask value-based questions and gauge if their responses align with your company’s mission.
17. Dishonesty during the interview
Detecting lies or exaggerated claims about their skills can signal deeper integrity issues. Dishonesty in the interview process often predicts future issues with trust and performance.
"I caught a candidate exaggerating their role on a past project. If they’re not honest in the interview, it’s a huge risk to hire them," says Alex Martinez, Lead Recruiter at Nova Industries.
Use behavioral questions and verify their claims with references to spot this red flag.
18. Dodging questions about weaknesses
Candidates who avoid discussing their flaws or past mistakes may lack self-awareness or honesty. Acknowledging weaknesses is crucial for personal growth and team compatibility.
"When someone can’t admit their weaknesses, it shows a lack of self-awareness. No one is perfect, and honesty is a must," says Chloe Turner, HR Business Partner at Crestwave Solutions.
19. Disregarding company policies or culture
Candidates who express resistance to basic company policies may struggle to respect workplace boundaries and adapt to your corporate culture.
"A candidate who dismisses our work-from-home policy as inconvenient didn’t last long in the process. Respect for company culture is key," says Mark Stevens, Recruitment Director at Digital Solutions.
Mention key policies and observe their reactions or comments to identify this red flag.
Motivation and career goals red flags
20. Lack of career direction
"If a candidate can’t articulate their career goals, it’s a sign they might not be invested in their growth or longevity with us," says Victoria Young, People Lead at BuildBright Technologies.
Ask about their career goals and assess the clarity and relevance of their response to identify to see if it aligns with the opportunities available in the role and at your organization.
22. Overly focussed on salary and benefits
Candidates who focus primarily on compensation rather than the role itself may lack intrinsic motivation and could be less engaged once hired.
"A candidate who’s primarily focused on the paycheck often lacks passion for the work itself. It’s a red flag for engagement," says Steven Moore, HR Consultant at ClearPoint Strategies.
Gauge their interest by how often they bring up perks versus job responsibilities.
That being said, nobody takes a job for the fun of it. Salary and benefits are a key piece of anyone’s decision making when exploring new job opportunities. It’s good practice, therefore, to broach this topic early in the screening process—such as during the preliminary screening call—to ensure that both parties are at least partially aligned on salary expectations. This will ensure that both sides don’t waste their time going through the selection process, only to discover later that there’s a major disconnect.
23. Frequent job changes without clear reason
While job mobility can be a sign of growth, too many short stints without clear progression may indicate instability and a lack of commitment.
"Job hopping without growth or clear reasons can indicate instability. We need team members who are committed," says Hannah Lewis, Director of Talent at Global Insights.
Ask about the reasons for each job change and look for patterns of dissatisfaction or lack of growth.
24. Appearing more interested in the company’s perks
Over-focusing on perks like remote work or office amenities can signal a candidate is not motivated by the role itself but by external benefits.
"We’ve had candidates who asked more about remote work than the role itself. It showed a lack of engagement with the job," says Liam Parker, Senior HR Consultant at FlexiHire Solutions.
25. Unclear or unconvincing reasons for wanting
If a candidate struggles to articulate why they want to work for your company, it could be a sign they’re applying indiscriminately and lack genuine interest.
"When a candidate can’t give a compelling reason for wanting the job, it’s usually because they don’t have one," says Grace Watson, Recruiting Lead at FutureTech.
Ask direct questions about what attracted them to the role and listen for specific, genuine responses.
Other noteworthy red flags
26. Disrespect for confidentiality
Candidates who share confidential information from previous employers can signal a lack of discretion, raising concerns about how they might handle sensitive company data.
"Candidates who casually mention confidential information from previous jobs worry me. It’s a trust issue," says Derek Miller, Head of Recruitment at Axis Communications.
Take note if the candidate willingly divulges sensitive information during the interview to spot this red flag.
27. Lack of curiosity about company goals
"I look for candidates who are curious about our mission and strategy. A lack of interest shows they’re not invested," says Natalie Ross, Talent Acquisition Director at Apex Growth.
Ask them about what they know of your company’s goals and look for insightful responses.
28. Disorganized for unprofessional resume presentation
While not part of the interview process itself, a poorly formatted or incomplete resume is one red flag to note during the screening process. This may show a lack of attention to detail or effort, both of which may be concerning traits in any professional role.
"A sloppy resume is often the first red flag. If they can’t present themselves well on paper, it reflects poorly on their attention to detail," says Matthew Scott, HR Advisor at Prime Tech Partners.
Check for inconsistencies, typos, or overly generic job descriptions to spot this red flag.
29. Non-verbal cues of disengagement
Body language such as slouching, fidgeting, or avoiding eye contact can indicate disinterest or anxiety, potentially affecting their job performance.
"Body language speaks volumes. Slouching or checking their watch frequently shows they’re not mentally present," says Laura Adams, Hiring Specialist at NeoEdge Networks.
Observe their posture, hand movements, and overall demeanor during the interview to spot this red flag.
30. Excessive nervousness without improvement
While nerves are normal, candidates who cannot compose themselves might struggle in high-pressure roles, impacting their performance and team dynamics.
"Nerves are fine, but excessive anxiety that persists signals a potential struggle with high-pressure roles," says Rachel Fisher, HR Manager at Helix Ventures.
Notice if their anxiety persists throughout or if they relax as the conversation progresses. Again, use your discretion with this one. There are many reasons why a candidate might be noticeably nervous that may not impact their performance on the job.
31. Over-focus on job security
Candidates overly concerned with job stability might be overly risk-averse, which can be problematic in dynamic or innovative environments.
"Candidates who are overly fixated on job security might not handle change well, which is concerning in a fast-paced environment," says Eric Johnson, Senior Talent Scout at EverForward.
32. Unable to provide specific examples of past success
Vague or broad responses to questions about achievements may suggest exaggeration or a lack of real experience, which are major concerns for roles requiring expertise.
"Vague responses make me question their actual experience. Specific achievements speak louder than buzzwords," says Michelle Edwards, Lead Talent Partner at Ascend Corp.
Ask for specific details and follow up on their examples to see how they respond.
33. Lack of follow-up questions post-interview
A lack of follow-up questions or expressions of gratitude can suggest disinterest or complacency about the role, affecting their potential engagement.
"A candidate who doesn’t follow up shows a lack of enthusiasm. It’s a basic professional courtesy that goes a long way," says Danielle Carter, Recruitment Lead at Zenith Solutions.
Pay attention to whether they reach out or follow up after the interview. Again, this one is somewhat subjective. Some companies and recruitment teams might not expect this, while others value candidates who go the extra mile.
34. Contradictory statements
Candidates whose statements contradict earlier responses might be embellishing or forgetting their own narrative, raising concerns about their reliability.
"Candidates who contradict themselves either haven’t prepared or are not being truthful. Both are major concerns," says Brian Torres, HR Director at Summit Industries.
To test this, rephrase questions throughout the interview to check for consistency in their answers.
35. Appearing overly rehearsed
Candidates who sound scripted might lack authenticity, which can be problematic in roles requiring spontaneity and quick thinking. Genuine responses are a must for dynamic work environments.
"Rehearsed responses can indicate a lack of authenticity. We value candidates who think on their feet and are genuine," says Olivia Bennett, Senior People Manager at Skybridge Consulting.
Challenge them with unexpected questions or ask them to elaborate on certain points spontaneously to spot this red flag.
How to move past interview red flags (if warranted)
Identifying red flags during an interview is crucial, but it’s equally important to handle them thoughtfully. Not all red flags are deal-breakers—some may be minor concerns that can be addressed, while others might require deeper evaluation before making a final decision.
Here are some strategies for moving past red flags when it’s appropriate:
Evaluate the severity of the red flag
Not all red flags are created equal. Some, like minor nervousness or a lack of eye contact, could be due to interview stress rather than deeper issues. It’s essential to differentiate between minor quirks and serious concerns that conflict with your company’s core values.
Before disqualifying a candidate, consider whether the red flag directly impacts the candidate’s ability to perform the role.
Dig deeper before jumping to conclusions
Red flags can often be a sign to probe further rather than make an immediate decision.
If a candidate appears unprepared, asking follow-up questions about their understanding of the role can provide additional context. Digging deeper can help you determine whether the red flag is a one-time lapse or a pattern of behavior.
Seek input from your hiring team
Red flags can be subjective, and different team members may perceive the same behavior in varying ways. Collaborate with your hiring team to get diverse opinions and perspectives, which can provide a more balanced view. Use your team’s insights to determine whether a red flag is a genuine concern or a minor issue.
Consider additional testing or interviews
If you’re unsure about a candidate, consider additional assessments such as skills tests, personality evaluations, or a follow-up interview. These tools can help validate concerns or alleviate doubts, providing a clearer picture of the candidate’s potential.
Align red flags with your company’s values and role requirements
Every company and role is unique, and not all red flags will be relevant in every context. Consider your company culture, the specific demands of the role, and the expectations of your team when evaluating red flags. A behavior that’s problematic in one environment might be manageable or even irrelevant in another.
Spot, address, and solve red flags with Recruitee
Recruitee empowers collaborative hiring teams to spot, address, and resolve interview red flags with ease.
Features like team notes, structured evaluation forms, and fair evaluations enable team members to independently assess candidates and communicate with one another to come to a consensus about how to move forward. This helps to reduce bias and ensures comprehensive feedback for all candidates.
With Recruitee, recruitment teams can dig deeper into potential issues, share insights, and make informed decisions, ensuring that no red flag goes unnoticed and every candidate is evaluated fairly and thoroughly.
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