I'm not going to lie: I've had some rough experiences lately with people I've brought on board with my growing public relations strong. I've been disappointed by performance results, misinformed about qualifications, and even felt betrayed by sudden outbursts of infidelity.

All this has made me be much more careful about myself employment processes now, not with the unrealistic goal of a “guaranteed” ideal choice (I've learned myself that there are no guarantees), but with a more informed and objective perspective that will hopefully lead to really good fits, met expectations, and, in turn, the strongest team I can muster.

Related: Gen Z talent will leave – if you don't try these 6 strategies

Don't let the same mistakes that held me back hold you back. Here are some flags to watch out for.

Pink flags in the hiring process

1. Weird social media (or none at all). In my industry, social media takes center stage, so it's important to me to find out if job applicants seem to know how to present themselves professionally online, how to be knowledgeable and intentional about doing so, and how to leverage influence. and their extent. selected platforms.

I'm not saying hire someone who isn't a social media professional; I'm saying that if you don't find it any online presence these days, it may indicate that this individual is not very tech-savvy or current. And if what you find is pretty stupid, slow, or inappropriate, it's a good bet that this person won't know how to properly represent you either.

2. Too many “experiences”. Today's workforce has different priorities than decades past. They are looking for flexibility, autonomy, reward-based productionand remote work opportunities. This is all well and good… up to a point.

When a candidate appears to have all kinds of life, travel, and cultural experiences, but a lack of actual work experience in their portfolio, it can signal that they really won't be a “nose-to-the-stone” type of employee. “. can stay focused and stay focused for a while. Significant gaps in employment and inconsistencies of details during the interview it is a given to me that one may seek more experience than work.

3. Delayed response time. If the candidate does not respond within 24 hours of receiving notification from my firm that we are interested in learning more about them based on what they submitted for consideration, we are sorry, but they have already taken a hit against them. I understand that people have lives, families, and commitments, so if it's a weekend or the applicant is on vacation or adequately explains their delay when responding, I allow some space here. But when someone is serious about a job, they rush to the door that just opened for them. I am looking for serious candidates only.

4. Created by AI resume. This is a fairly new flag on my list because, of course, it is a new addition to the world of work. And although HE isn't going anywhere, there is a time and a place for it. I am concerned about whether or not a resume is that time and place.

A beautiful template, pre-labeled headings, strategically placed icons — online resume builders can certainly be a boon to non-desktop designers. But when it comes to the actual personal profile contained in the resume, I seem to be able to tell AI generated text from a mile away. It is rigid, it is too formal, it lacks personality at all and therefore, it does not contain the applicant's personal stamp at all. So if I suspect that AI created the applicant's calling card, that won't necessarily eliminate them from the race, but it will prompt me to test their writing and information-organizing skills in a different way (see next flag) .

Related: Watch out for this big red flag when hiring

Red flags in the hiring process

1. AI-generated writing samples. If the position you are filling requires any type of writing, it would be wise to assess the candidate's ability ahead their employment. As mentioned above, AI is simply a reality of the workplace now (and an often useful one at that), but when you're applying for a job? When will writing—especially promotional or creative writing—be part of that job? This is not the time to turn to AI because it does not reflect human capabilities.

So I've started running submitted writing samples through an AI and plagiarism check, and I suggest you do the same; the results are not iron clad, but if the percentages are high enough, the candidate falls to the bottom of my list.

2. Being late or dressing inappropriately to the interview. I work from home, you work from home, we all work from home! But you know what? Even when you're attending a job interview from home, you still need to wear the part. If you come to our Zoom meeting in a t-shirt with a jacket or sweatshirt, I have to assume that's how you'll come to my client meetings as well. That's just a no-no in my book.

And if I'm sitting in the meeting room waiting for the interviewee to join after the appointed meeting time? No, nuh-uh, I won't fly. Digital nomads living in converted buses may be all the rage, but accuracy and professionalism will never go out of style.

3. No experience in your industry. I kind of hate to say this because I really enjoy giving people a chance and kickstarting their careers, but when there's a specific role I need to fill instead of a generalized entry-level position, I really need that role occupied by someone who has played it before. They don't have to be at the top of their field, but they do need to understand the jargon, the mechanics of how it works, and the results it aims for.

A resume—especially a computer-generated one—can be deceiving; can exaggerate, can make simple and mundane things sound complex and lofty (eg, “managing company communications” can mean “sorting company mail”). So now, instead of just hiring people on the subjective basis of “I like them!” or “They're so awesome!” (which I've done in the past more than I'd like to admit), I've run several “performance checksFor the tasks the applicant would actually perform, and I have a bank of “What would you do?” case study questions prepared to test the applicant's knowledge. Measures like these will reveal whether or not they have experience in your industry.

Related: You're in trouble if you ignore these 5 applicant red flags

4. Lots of crunch work. We no longer live in a business culture that values ​​40 years in the same job, followed by a golden hour, a severance lunch and a lifetime pension, it's true. Although multiple jobs in a few years are often touted by HR personnel as evidence of “fitness,” “openness to learning,” and even “ambition,” these days, changing jobs frequently doesn't exactly inspire confidence in business owners looking for reliability and stability.

Does the candidate have a justified reason for leaving the last job and the one before it? Do they blame or mistreat employers instead of explaining why they chose to move forward? Were they fired? In a “job hopper” situation, dig for answers—dig pretty deep—because it's much better to learn that someone runs out on the check before you sit them down at the table.

The employment market has changed dramatically since the pandemic. Not so long ago, employers could choose from so many qualified candidates that it could make you dizzy. Now? Not so much. Now, employees are in very high demand and thus hold the upper hand.

But that doesn't mean you're still not fully responsible for who you want to be hired for YOUR business. So notice the flags, heed their warnings and trust your entrepreneurial instincts. It's worth the investment of time and effort to manage the table with your next great team member, not just a seat filler.