What Makes a Candidate a Deal Breaker in the Job Interview

As a hiring manager, there are certain aspects of a candidate's behavior and responses during a job interview that can make them a deal breaker. Beyond the obvious red flags like lying or being rude, attitude and behavior are significant factors to consider.

Speaking Negatively About Previous Employers or Colleagues

One of the most significant deal breakers for me as a hiring manager is when candidates speak negatively about their previous employers or colleagues. This can indicate a lack of professionalism, poor attitude, or an inability to work well in a team. Such responses raise concerns about how they might handle conflicts or challenges within our organization. Instead, candidates should focus on what they learned from past experiences and how they can contribute positively to the new role.

Attitude and Approach Matter

Attitude and approach matter a great deal in determining whether a candidate is a good fit. If there is a lack of professionalism or personal accountability, it signals that they may not be a good collaboration. When answering questions like “Why should we pick you,” if candidates focus on why they need the job, how hard their life has been, or what they didn’t like about their previous roles, rather than what they can offer us as a value add or good team member, it is an immediate pass. Similarly, if in a review situation, the focus is on what they want in terms of a raise, title change, etc., instead of highlighting how they have earned these things, it's also a significant red flag.

Bear in mind that you are interviewing a company in the same way they are interviewing you. Focus less on the “right” answer and more on what is right for you. Many people that wouldn’t be good fits on my teams would be amazing elsewhere. Look for shared goals and aligned mindsets.

Lack of Interest in the Company or the Job

I always ask questions like “What is it about role X that interests you?” and “What have you found out about this company? Why do you want to work for us?” If the candidate doesn’t show genuine interest in and knowledge of the role, I don’t want them working for me. Similarly, if they have no interest in the company, they wouldn't have any investment in the job. It’s crucial that their enthusiasm matches the company's values and goals.

Dealing with Deal-Breakers

If I were a hiring manager, I would have two deal breakers:

Lying on your resume or in the interview. I have no trouble with it if you embellish a bit on your abilities, but if you flat out lie that you went to such-and-such university, followed a course, or did a job you never even saw up close, you have automatically disqualified yourself. Being a jerk. As a hiring manager, I would ask for the opinion of other employees about the potential hire after meeting them. If you act like a pervert to female employees, refuse to shake everyone’s hand (outside of COVID times), or make mean remarks to the people you work with, you are not a good candidate. You treat your co-workers with respect, or they won’t be your co-workers to begin with.

Ultimately, hiring the right candidate is about finding someone who not only has the skills and experience but also fits the company culture. Ensuring that the candidates you bring on board will be a positive addition to the team is crucial for the organization's success.