Seven green flags to look for in candidates
Criteria, experience, cultural fit – there’s a lot to consider when it comes to hiring. One thing that can help recruiters identify the best applicants for a role is the ability to spot ‘green flags’.
This is an especially useful skill to have when application volumes are high, and when candidates for a role are all similarly qualified and it's harder to tell which truly stand out.
Being able to identify green flags – and be cautious of red ones – is so important. This recruiter “superpower” can help you identify the best candidate for a role quickly and effectively.
Here’s what our experts are saying.
What are green flags in a candidate?
Green flags are a ‘go’ signal, says Matt Bown, Executive Director at Ethos BeathChapman. “They’re what you look out for to show the potential candidates’ quality, commitment, suitability, and cultural fit for the role.”
Focusing on green flags improves hiring outcomes, by finding people who have a strong workplace cultural alignment, as well as the skills needed for the job.
“If they demonstrate that they've got an eagerness to learn and are proactive, then you’ll probably end up with a more loyal employee longer term, and get greater tenure out of them,” says Sam Nutbean, Managing Director of Forum Recruitment.
There are positive signs to look for in each stage of the recruitment process, from assessing resumés to interviewing to reference checks. Here are some green flags to look for.
Green flags in resumés
1. A concise, tidy resumé
The first ‘go’ signal is a concise, well-written and tidy resumé, says Bown. “The quality of the resumé is the first green flag that we look for. If it’s 18 pages, waffly and not very well organised, that’s a red flag.”
From a technical side, it’s also a good sign if the job titles, skills and career progression match up to what you're looking for in the role.
2. Tenure or repeat work
When screening candidates, Bown also looks out for those who have some tenure in a job, rather than jumping between workplaces all the time. This doesn’t mean they have to stay with one employer for their whole career, but rather that they’ve spent a few years in one place at some point.
For contractors, Bown looks for people who have been asked back to the same workplace. “If they've had a couple of stints at the same organisation, that’s often a great sign because people value them and want them back.”
Green flags during interviews
3. First-impression test
How someone treats others during the interview process – especially admin or support staff, like receptionists – can give a clear sign of what they’re like as a person. This is what Bown calls the first-impression test.
“Our receptionists will often say ‘they seem like a good candidate’ or ‘they’re really nice’, then go ‘I don’t think much of this one’,” says Bown. Look out for candidates who treat others with respect and humility.
4. Thoughtful, well-structured responses to questions
Candidates who answer behavioural questions with a clear answer using the STAR method show they’ve done their research and homework ahead of the interview. Nutbean sees this as a green flag and even a competitive edge over others with more working history.
“Recently, I was recruiting for a facilities manager position and had a candidate shortlisted with the least experience,” he says. “She was able to articulate what she had done using the STAR method and, in the end, got the job over people that had four or five years more experience.”
5. Enthusiasm for the role
Beyond their skills, a candidate’s engagement, energy and enthusiasm for the role is a big plus. “They've done a bit of research,” says Bown. “You can tell that they know who you are, who the company is, and they’re asking intelligent questions. It feels like they’re engaged in the process.”
This is a green flag since you’re looking for someone who’s a cultural fit, as well as has the skills for the job.
Green flags in reference checks
6. Fast turnaround for references
Look for candidates who respond quickly and have multiple references available. This is because they’re confident they’ll get good references and have strong relationships with former employers, says Bown.
“The flipside is when people take a long time to come back and say there’s only one referee you can speak to – then a red flag comes up.”
7. If they’d re-hire the candidate
The number one question employers want to know is if a previous employer would re-hire this person. If the answer is yes, that’s an immediate green flag, says Nutbean. Beyond what they say, it’s also how they say it, he says. Listen for enthusiastic responses about a candidate’s work history since these show they made a real impact.
Common red flags in hiring
While green flags can help you identify a good fit, it’s also important to keep an eye out for red flags. These are signs that someone might not be quite right for a particular role.
Common red flags include:
Vague or inconsistent work history on a resumé
Being unprepared for an interview
An apparent lack of enthusiasm for the role
Negative comments about past employers
Overemphasis on salary or benefits
These ‘red flags’ don’t automatically mean someone isn’t a suitable candidate, but they are points you should address before moving a person forward in the recruitment process.
Balancing red and green flags
What happens if a candidate is showing positive signs, but a red flag pops up? Don’t ignore it – but get curious and dig deeper, advises Nutbean. Ask specific questions to get the full story before making a decision.
Shifting your focus from what’s wrong to what’s right can change your hiring process for the better. Keeping an eye out for the green flags – positive signs that identify a good hire – makes it easier to find people with the right skills, enthusiasm and cultural fit for a role.