When you’ve been in staffing as long as I have, you start to notice certain patterns in interviews. Sometimes, a candidate looks great on paper but gives off signals in conversation that suggest they’re not the right fit. These signals, or red flags, aren’t always glaring. But if you know what to look for, they can save you from a costly hiring mistake. Here are five interview red flags hiring managers should watch out for, along with how to identify them before extending an offer.

1. They Show Up Unprepared

It’s a basic expectation that a candidate should arrive at the interview with some knowledge of your company and the role. Yet, it’s surprisingly common for applicants to show up without doing any research.

What to Ask: What do you know about our company and this position?

What to Watch For: If the candidate struggles to answer or flips the question back on you, that’s a concern. It may suggest they didn’t take the time to prepare or that they’re not all that interested in the opportunity.

What it Tells You: A candidate who doesn’t prepare, take initiative, or show genuine interest is displaying traits that may carry over into their performance on the job.

2. Their Answers Are Vague or Inconsistent

Strong candidates should be able to speak clearly and confidently about their experience. If their responses are unclear or conflict with the information on their resume, that’s worth digging into.

What to Ask: Tell me about a time you used [specific software/technology]?

What to Watch For: Listen for vague or shallow answers. If they contradict details from their resume or can’t explain how they used a tool they listed, that’s a red flag.

What it Tells You: This could suggest the candidate exaggerated their experience or has a difficulty articulating their expertise in a detailed way.

3. They Speak Negatively About Others

The way someone talks about former colleagues or employers reveals a lot about how they handle accountability and conflict.

What to Ask: Describe a challenge you faced at work and how you handled it?

What to Watch For: If the candidate blames others for every issue or avoids taking responsibility, that’s a sign to pause.

What it Tells You: They may struggle to own their role in tough situations or work effectively as part of a team.

4. They Display Unprofessional Behavior

Some red flags aren’t verbal at all. Unprofessional behavior during the interview itself can be just as telling as any answer they give.

What to Ask: Tell me about a time you worked with a difficult colleague or customer?

What to Watch For: Be alert to defensive or inappropriate responses. Also, take note of whether they arrived late, dressed inappropriately, or treated others disrespectfully during the process.

What it Tells You: Professionalism and emotional intelligence are key workplace skills. A candidate who lacks these qualities during an interview likely won’t demonstrate them once hired.

5. They Lack Enthusiasm for the Role

You want someone who is genuinely excited about the position, not just someone going through the motions.

What to Ask: What excites you most about this role? or Do you have any questions for us?

What to Watch For: Candidates who don’t ask questions, give flat answers, or seem disengaged might not be invested in the opportunity.

What it Tells You: A lack of enthusiasm could mean they’re not motivated and may not see this role as the right long-term fit.

How to Spot These Red Flags?

Even experienced hiring managers can miss subtle warning signs. When interviews are rushed or you’re trying to fill a role quickly, it's easier for red flags to slip by unnoticed. These strategies can help you catch them earlier:

1. Use a Structured Interview Format

Ask the same core questions in every interview. This makes it easier to compare candidates fairly and spot inconsistencies.

2. Incorporate Behavioral Interviewing

Ask questions that prompt candidates to describe real experiences instead of hypothetical situations. This gives you more insight into how they think and work.

3. Take Detailed Notes

Write down both what was said and how it was said. Reviewing your notes later can help you see patterns you might have missed in the moment. If interviews are remote, consider recording them with permission to review afterward.

4. Get Multiple Perspectives

Bring in other team members for the interview process. Different perspectives often uncover things a single interviewer might overlook. Panel interviews can be especially useful here and help avoid dragging out the hiring timeline.

5. Always Check References

Contact previous employers and confirm the candidate’s work history. Reference checks can provide context that either confirms or challenges your impression from the interview.

Spot the Signals, Hire with Confidence

The cost of a bad hire can be high. It can lead to lost productivity, strained teams, and wasted resources. The good news is that most warning signs are visible if you know what to look for. Interviewers who are well-trained and follow a structured approach are better equipped to spot those signals and make more confident decisions. Still, building a consistent and effective interview process takes time and effort. If you're looking for support navigating interviews or identifying the right talent for your team, we're here to help you get it right.