As a recruiter or HR professional within the healthcare industry, you are responsible for finding, attracting, and onboarding top talent to your organization. But not all candidates will be a good fit. And you know how daunting it can be to find the best-fit team member that possesses proven skill sets, great experience, and a complimentary attitude to the rest of the staff.
During your interview process, whether it’s in-person or via video, you do your best to spot indicators that a potential candidate isn’t going to be ideal for the role or your healthcare organization. It’s tough, though, especially these days. While most applicants are honest and forthcoming about their objectives and experience, some will try to paint a picture to impress but lack the ability to follow through in the role. To avoid extending an offer to the wrong healthcare professional, here are some of the red flags to help you separate the mediocre from the great hire prospects.
1. Defining Your Red Flags Prior to the Interview
Before interviewing, establish a set of benchmarks or red flags and definitions for yourself to reference. A red flag for you might not be a red flag for another hiring manager. And before committing to a list of deal-breakers, make sure you’re being fair and in line with the best hiring practices, free of discrimination or bias. Typically, a red flag will represent a lack in core competency or a flaw that cannot be overcome with training or coaching. Some of the best healthcare candidates out there might fall short of your prerequisites for the role but are entirely coachable or available for training to become the top-notch performer you want. As you begin your interviewing process, remember to be mindful of spotting potential red flags but also flexible with those candidates who could still be viable prospects.
2. Introductory Red Flags
There are some basic, more introductory red flags to look for during the interview process that might indicate a candidate does not possess the confidence, knowledge, or skills needed for the job. A lack of eye contact, even in online interview settings, might be an indication the person is uncomfortable or not forthcoming. Candidates who are late to the interview or unorganized to participate in the interview may not be serious about the position and could be just as tardy and unorganized on the job.
3. Red Flags on the Resume or CV
When delving into the resume and work history, there will be some red flags, as well. Gaps in employment may be entirely reasonable, so ask about them. How the candidate responds will dictate whether those gaps are concerning or not. Verify the certifications, education, and training by inquiring directly and even asking for documentation. It’s easy to add credentials to a resume, especially if your ad for the position listed them as prerequisites. But if you have doubts, confirm everything before extending an offer. If anything on the resume looks out of order with the timeline or experience, ask for clarification. Good fit candidates will have justifiable responses while others will not.
4. Red Flags During Interview Discussion
Some of the most significant red flags will present themselves during the interview discussion. Be mindful of how a healthcare applicant responds to your questions about experience, work history, and reasons for leaving. If there is talk of gossip or disagreements with previous employers, the candidate might not be a good fit. You can also gauge whether or not the candidate researched your organization prior to the interview and has a clear reason for wanting the role you’re offering. Beware, too, of the overconfident candidates who describe themselves above their capability. And not having clear career goals can also be a red flag that the individual is more interested in a “job” and not a long-term career fit.
5. Company Culture Red Flags
There are other soft skills you’ll want to look for as they relate to hiring a company culture match for the role. Candidates who have a history of not getting along with managers or subordinates might not be right for your teams. Pay attention to the types of questions the candidate asks of you, as well. You can spot someone who’s more concerned about paid time off and scheduling than working with a team of professionals to improve healthcare services, too. You’ll want to find candidates who are coachable, reliable, and honest. So, look for indicators that might reinforce those strengths.
In today’s healthcare hiring landscape, it’s getting harder and harder to discern the authentic candidates from the inauthentic, the skilled from the unskilled, and the honest from the dishonest. Consider some of these red flags as indicators or at least prompts to ask more probing questions during your process. And when you need additional help with your healthcare hiring and onboarding, let the professionals at InSync Healthcare Recruiters step in to help!