"Red Flags You’re Missing in Candidate Interviews"

You’re in an interview. The candidate is polished, prepared, and saying all the right things. But something feels slightly off.

Trust that instinct—and know what specific red flags to look for.

The Credit Thief

Listen to how they talk about achievements. Is it always “I” or occasionally “we”?

Constant “I accomplished,” “I decided,” “I led” language, without any acknowledgment of team contribution, suggests someone who claims sole credit for collective work.

Follow up: “Who else was involved in that success, and what were their contributions?”

Healthy candidates readily share credit. Problematic ones struggle or dismiss others’ contributions.

The Blame Shifter

When discussing failures or challenges, where does responsibility land?

“The project failed because the timeline was unrealistic.” “My manager wasn’t supportive.” “The team didn’t execute well.”

Everyone faces genuine external obstacles. But candidates who consistently locate failure outside themselves are likely to continue that pattern in your organisation.

Contrast with: “I underestimated the complexity, and here’s what I learned…”

The Vague Responder

Specific questions should get specific answers. When candidates consistently respond in generalities:

“Tell me about a time you dealt with conflict.” “Oh, I’ve handled lots of conflicts. I usually try to understand both sides and find common ground.”

They’re either hiding something or lack the experience they claim. Push for specifics: “Give me a concrete example. What exactly was said? What exactly did you do?”

Genuine experience produces detailed stories. Fabricated or inflated experience produces vague summaries.

The Trash Talker

Pay attention to how they discuss previous employers. Brief, professional mentions of “not the right fit” are fine. Extended criticism, mockery, or leaked confidential information is a red flag.

If they’re willing to trash talk previous employers to you—a stranger—what will they say about you to their next interviewer?

The Excuse Pre-Loader

Some candidates start making excuses before they’ve even begun the job:

“I should mention, I’m not really a morning person.” “I’ll probably need a lot of ramp-up time.” “My last company had terrible processes, so I’ve developed some bad habits.”

These candidates are setting up future failure explanations. Believe them when they tell you what won’t work.

The Compensation Fixator

Candidates should care about compensation—it’s legitimate and reasonable. But when every question they ask is about money, bonuses, perks, and benefits, with zero curiosity about the work itself, question their motivation.

People fixated solely on compensation often disengage once they’ve negotiated their package.

The Overqualified Anxiety

When someone seems significantly overqualified, ask directly why they want the role. Listen carefully.

Good answers acknowledge the step down while explaining genuine motivation: different industry, better work-life balance, specific interest in your company’s mission.

Concerning answers are vague or unconvincing. These candidates often leave quickly when something “appropriate” to their level appears.

The Perfect Surface

The most dangerous red flag is no red flags at all.

Candidates who are too perfect—every answer polished, no weaknesses acknowledged, no failures to discuss—are either hiding problems or lack self-awareness.

Real humans have rough edges. Candidates who present as flawless have often just prepared better than your questions can penetrate.

Trust Your Gut—Then Verify

If something feels wrong, it probably is. Don’t dismiss discomfort just because you can’t articulate it immediately.

That said, don’t rely solely on gut feel either. When you sense a red flag, probe deeper. Ask more questions in that area. Check references with that concern in mind.

Your intuition notices patterns your conscious mind hasn’t fully processed. Use it as a signal to investigate, not as a final verdict.