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Here is a list of red flags to look out for, as well as advice on how to deal with each:

Commitment to the Process

When a candidate’s commitment to work with you is in question, you may wish to ask, ‘I am sensing that you are not 100% committed to making a career change at this time, and that is 100% acceptable.  Am I reading this correctly?’

–Candidate doesn’t do research on the practice.

• Ask how committed the candidate is to making a job change.

–Candidate coughs, clears throat, acts nervous.

• Don’t be afraid to ask the candidate to explain his/her nervousness.

–Candidate does not reply promptly to calls or emails.

• Don’t be afraid to ask the candidate how important the opportunity is to him/her, how serious or interested he/she is in the position.

 –Candidate resigns from current job before accepting an offer.

• Ask them directly for their reason for resigning ‘early.’

— Candidate does not respond to your requests.  Returns calls at odd hours or doesn’t return calls at all.

• State that ‘this is my last phone call to you’ to force a response.

 –Candidate nit-picks parts of an offer, deflecting your attention.

• Ask how committed the candidate is to making a job change.

Willingness/Availability to Relocate

• Talk with significant other, recruit him/her and confirm that relocation is acceptable.

 –Candidate has shared custody of children.

• Ask how this will affect a candidate’s decision to move forward on an offer.

 –Candidate has high school age children.

• Ask if the candidate has discussed the potential of a move with the entire family.

 –Candidate has recently purchased a house.

• Ask candidates how long they have owned their homes or how much equity they have in their homes.  Ask candidate if they have checked with their accountant regarding their state’s capital gains tax laws.  (Some states require you to own a home for a specified number of years.)

Qualifications

• Reference check to assess candidate’s accomplishments. 

 –Candidate provides unusually larger production figures

• Verify their payment structure and ask them what their W2 income was last year. Simple math will verify if the production number was more or less accurate. Ask for a copy of the W2 if you feel it is necessary

 –Candidate’s resume states an accomplishment as ‘number 5 producer in the region.’

• Ask for specifics.  There might only be 6 in the region.

Unrealistic Expectations

–Candidate is unwilling to lower his/her expectations about compensation or is inconsistent about their desired salary.

• Ask the candidate why he/she deserves a certain level of compensation and explain what level is realistic. 

 –Candidate insists that his/her travel expenses for interviewing be paid up front by the company

• Question the candidate’s commitment to making a change.

References 

–Candidate can’t provide references; says they won’t compromise their current situation.

• Explain the importance of good references.  Make an offer contingent upon satisfactory reference checks. 

–References are all peers, subordinates, patients, suppliers.

• Be proactive by outlining what kinds of references are acceptable.