Episode 328: Interview Warning Signs: 6 Red Flags to Watch Out for During the Hiring Process

Just like dating, hiring can be a beautiful thing. You fall in love, get married and have children. For a while there's nothing but bliss in your marriage — then it all falls apart. You're devastated and heartbroken over the loss of something so great. But what if there was a way to avoid all of that devastation? The problem is, most people don't pay attention to the red flags until they've already lost everything. In this latest episode of Bella In Your Business: Pet Industry Business Podcast, we take a closer look at six key red flags that should be on your radar during the hiring process. This episode provides useful insights and a new perspective on the hiring process, whether you're a seasoned HR expert or a job seeker searching for your next career move. By tuning in, you'll gain valuable advice on how to identify red flags and avoid costly mistakes in the hiring process. Enjoy! Topics Discussed and Key Points: The six red flags Red flags that you see in real life also happen when hiring The hiring process and marketing are just like the dating process It's important to hire employees who are dedicated, knowledgeable and passionate. What have we normalized that we shouldn't have? Why it is important to be professional during the interviewing process Timestamps: [00:04] Introducing today’s topic [03:30] Why hiring process and marketing are like a dating process [03:24] The six red flags [07:31] Lack of preparation [10:26] Poor communication skills [13:13] A negative attitude [15:03] Dishonesty [16:41] Lack of enthusiasm [17:58] Inappropriate behavior [19:33] Recap Notable Quotes: [00:03:29] “Not only is hiring the wrong person going to hurt your company culture, the person would basically be a bad apple, but it'll also cost you money and put them through hours of onboarding and training that you'll have to do.” [00:03:49] [00:04:20] “If you pick the right people, you should be happy to train them because you're investing in your biggest asset, which is your personnel.” [00:04:30] [00:04:57] “When you're dating, you're looking for someone who shares your values, your interests and your vision for the future. Right? You want someone who's going to make you feel comfortable, who you can trust, and who you can see building a life with. This is a.k.a building your business with. When you're interviewing a candidate for the job, you're looking for many of the same things.” [00:05:18] [00:07:33] “If an interviewee has not taken the time to research the company or the role, it might be a sign that they're not fully committed to the position.” [00:07:40] [00:17:47] “You want someone enthusiastic about the job just like you want someone enthusiastic to take you out on a date.” [00:17:54] Links: Resources Podcast: Bella in Your Business: Pet Industry Business Podcast  Pet Care Team Training Connect with Bella Website Facebook Instagram YouTube Call to Action: Kindly consider leaving a five-star rating and writing a review for us on iTunes as it helps to expand and enhance our community. Your feedback can assist other listeners who may also benefit from our content. Additionally, don't forget to subscribe as it will greatly support us. If you find our podcast helpful and know someone who could benefit from it, please share it with them. This gesture will be greatly appreciated and will help us reach a wider audience. Always remember when life gets down, always keep jumping. Transcript: Welcome back to another episode of Bella in your business. My name is Bella vasta. And today we're going to talk all about red flags. Yes, sir, really, those red flags that you might see in real life also happen when hiring, we are on a big hiring, stretch of topics. Last time, we talked all about benefits, and you guys seem to really like that, I got a lot of feedback saying that you hadn't thought about the benefits that you could offer. And realize now that you know, in this day and age, you do need to be addressing what kind of benefits there are to working for your company. And also, it does seem that we were able to, you know, kind of get you thinking that benefits do not need to sound like a really big expensive benefit package that you might get at a big corporation and that you too as a small business owner do have benefits. And you do need to market them to attract new people. So if you guys did not hear our last episode, go ahead and go back to that episode. And I also want, to ask you, I haven't asked, I'm giving you all this information. And this is a teaching podcast. But I would love for you to hit subscribe, please hit subscribe, it would help us tremendously. And if you like what you hear and you feel like it might help people that you know, maybe your local networking pet sitting or dog walking group, maybe a local group that you have online, you're part of a Facebook group, I would love it, if you would share the episode in there, I would be eternally grateful. And that would be the biggest thing that you could do to say thank you if you are enjoying these episodes, so do not forget to like and subscribe to the episodes. Now today is going to be fun. Because if you have been on this journey with me or if you have already known me, you're not just getting to know me, you know that I consider the hiring process, much like the dating process. And because it is. But it also is marketing, which is why in better marketing with Bella, the doors are gonna be opening in about a month. So I've been waiting to get in there. Good news. It's, it's coming soon. So stay tuned. But, you know, even in better marketing with Bella, it's why, you know, most people think of marketing as marketing for clients. But marketing is also marketing for employees, right? It's how are we attracting them. And so nothing different than a bumble Tinder match.com hinge profile, or just good old fashioned being out at the bar, or, you know, out at coffee or somewhere where you meet somebody, you want to, like put your best foot forward, right? You want to appear attractive in all the ways that that word can be used. And, while we're doing that, we also need to be aware. And while we're being aware, we need to know what what what flags to look for. So like, Have you ever been on an interview, and you're just not sure if they're the right person for the job? But you're so desperate and you didn't really have many other qualified applicants, that you just decided to take a chance. That's like the worst thing you could do. Because what happens is, then you're in the Facebook groups complaining and saying that hiring doesn't work. Because really, the system was broken, you didn't see the red flags, you hired the wrong person. And we just need to tweak it. Like, that's all you got to do. You got to make sure you have a ton of applicants. And then you need to know what you're looking for. So I want you to reframe your thoughts on this today, not only is hiring the wrong person going to hurt your company culture, which we also talked about a few episodes ago, by the person would be a bad apple. But it will also cost you money and put them through hours of onboarding and training that you'll have to do. And that's another objection I hear too. They go oh, well, Bella, I'm gonna wait to make sure that they work out 30 or 60 days, and then I'll invest in pet care team training or whatever other training you guys do that, you know, cost money. And I'm like, wait a minute. So what you're saying is to prove yourself to me. I don't believe in you yet. And you have to be a show circus monkey proving yourself to me. Yeah, training does cost money. That is a fact of running a business. Guess what, it's also an expense, which is good. And if you pick the right people, you should be happy to train them because you're investing in your biggest asset, which is your personnel. So I want you I want you to think about you know, this whole thing is dating. They don't open the door red flag. They don't ask you about yourself a red flag. They don't react nicely to you disagreeing with them or saying no red flag. Well, it's like literally the same thing in interviewing, interviewing is dating. And the likability process throughout is double-sided. And it's marketing like I was saying. So think about it. Like when you're dating. You're looking for someone who shares your values, your interests, and your vision for the future, right? You want someone who's going to make you feel comfortable, who you can trust, and who you can see building a life with. This is aka building your business. When you're interviewing a candidate for the job, you're looking for many of the same things you want someone who shares your company's values, who has the skills and the experience that you need, and who you can see yourself working with long term who you're you're proud to give them a t-shirt with your logo, which represents your blood, sweat, and tears, and be like, Go represent me, you want someone who's going to fit in with your team, and who's going to be reliable and trustworthy, and who you can see yourself bit building a business with. And just like dating, the interview process can be nerve-wracking and depressing even, if you want to make a good impression on the candidate, just like you want to make a good impression on a potential partner. You might worry about saying the wrong thing, or whether or not they like you. But just like dating, it's important to take the time to get to know the person you're interviewing. That's the biggest mistake I see. So many business owners making. They just like after the first date, they're like, Okay, great, fill out this application, let's get married. It's like what? You know nothing about this person. So if you're one of those people that you know, ask them a couple of questions and have them fill out an application, talk to them on the phone, trust your gut,