English 
Vietnamese The recruitment process is like a romantic relationship; the connection between recruiters and job seekers can be colour-coded as a metaphorical signal. But are green flags always indicative of fit?
Table of contents:
1. Define the colour of the flag
3. Spot the candidate's flag colour
4. Are red flags truly harmful, and are green flags genuinely good?
Taken by Harshal Desai
1. Define the colour of the flag
Building a good candidate-recruiter relationship is important because it places the candidate's best interest at the forefront, ensuring their personal values align with the company, and leading to successful recruitment. For those who are unaware of these new terms, here are brief definitions for each.
Green flags
Image by Edward Lich from Pixabay
- Meaning: Positive indicators or qualities potentially contribute to a good result.
- For candidates: Have strong, relevant experience, good culture fit, timely communication, enthusiasm for the role, and positive references.
- For employers: Provide work-life balance culture, flexible working hours, insurance coverage, and clear career development.
Red flags
Image by Manfred Richter from Pixabay
- Meaning: Warning signs or negative indicators that suggest potential issues.
- For candidates: Suspicious behaviour in interviews, vague answers, and negative references are defined as red flags.
- For employers: Bad reputation on review platforms, illegal activities, fines, and a toxic working environment.
Yellow flags
Image from Pixabay
- Meaning: Cautionary signs that may require further investigation or consideration, but are not immediately disqualifying.
- For candidates: Constant job change, and discrepancies in their resumes but able to justify their reasonings with comprehensive and honest explanations for the inconsistencies.
- For employers: Bad reputation but still showing a genuine effort for change and a desire to hire top talents.
Read more: Easing The Silent Treatment, Fostering Open Communication In The Workplace
2. Green flags in employers
What qualities do job seekers seek in their next potential employers? The following are a few signs that employers portray that could scream "green flags".
Clear and complete details about the position
This translates into a work environment that is more trustworthy and reliable. In a world with diverse setups, SOPs (Standards of Operation) or step-by-step procedures will help avoid miscommunication and conflicts.
To prevent mismatches and to show respect for the applicant's time, it is crucial to list skills and responsibilities as specific roles.
Read more: The Blueprint for Building a Successful Recruitment Plan
Consistent, organised, public recruitment process
The lack of information about the hiring process can cause unwanted confusion. For instance, candidates may want to know: How many rounds of interviews do they have to participate in? When will the results be announced?
Let's also not forget about the post-interview. Regardless of the outcomes, candidates do want to hear from employers, not be ghosted.
Career development opportunities
No one wants to stay stagnant in the same position forever, risking being laid off in today's volatile and uncertain economy. Therefore, having proper career development plans in place is a vital factor that candidates seek out in employers.
Work-life balance
The young generation, who will soon dominate the workforce, is paying more attention to their mental health. Therefore, a company that promotes work-life balance will definitely be their top priority.
Read more: Maximising Talent Outcomes with Pre-Hire Assessments
3. Spot the candidate's flag colour
On the flip side, how could recruiters identify whether a candidate is a green or red flag?
Jack Kelly, a senior contributor for Forbes since 2018, highlighted several hints in his recently published article “The Ultimate Guide To Spotting Red And Green Flags In Job Candidates.” Look out for the telltale signs below.
Photo by Cottonbro Studio
Red flags
- Arrive late without offering a simple reason or an apology: Create a bad impression, as this individual may be considered unreliable, disorganised, and lacking in professionalism.
- Speak negatively about the previous employer: This might be interpreted as the candidate is not an easygoing person nor a team player, does not get along with authority figures, and has an overall negative and argumentative attitude. These characteristics can be detrimental to team dynamics.
- Lack of preparation for the interview: They show no interest in the position or do not take it seriously. This raises questions about their commitment to the position as well as their contribution to the organisation.
- Inconsistencies between their resume and interview response: This can signal dishonesty or a lack of transparency and can lead to mistrust.
Green flags
- Exhibit a track record of their previous roles: It shows that the jobseeker demonstrates not only competence but also a passion for their work. The ability to articulate specific examples of past successes shows clarity of purpose and suggests they will bring a similar level of engagement to the new role.
- Prepare and engage during the interview process: They show excitement for the opportunity. Their questions and insights demonstrate a genuine interest in the role and an understanding of the company's values and goals, indicating they could be a proactive and valuable addition to the team.
- Clear vision of their future: A candidate who articulates specific career goals and expresses a desire for personal and professional growth demonstrates self-awareness and motivation. This clarity suggests they are goal-oriented and have reflected on their path and are ready to take steps to reach their objectives.
Yellow flags
- Low engagement: Interaction with other colleagues from previous companies or potential teammates will provide insights into their true characters. But who knows if low engagement is bad or good? The individual might be a bit reserved and shy in getting to know others.
- Vague answers: If the candidates give vague or evasive responses to questions about growth opportunities, performance evaluation, personal achievements, and previous job details, it can indicate a lack of transparency. However, the candidate might be adhering to a confidential agreement, which prohibits them from disclosing any information about their previous company.
- Having a diverse outlook and extensive life experience beyond work: These individuals will undoubtedly bring fresh perspective to the table. However, they often thrive in settings that foster flexibility and adaptability, without being constrained by rigid protocols. Integrating them into a company with a deeply ingrained culture with strict, step-by-step procedures can be challenging.
Read more: How Quiet Managing Nurtures Greatness from the Shadows
4. Are red flags truly harmful, and are green flags genuinely good?
Looking from certain perspectives, many argue that green flags privileged, extroverted, neurotypical individuals, while those who fall in the 'others' category will be automatically categorised as bad hires/ red flags. However, the statement oversimplifies the complex process of hiring.
Biased hiring practices are detrimental. Who knows when red turns green or vice versa? It is vital to spend more time analysing before making any important decision.
