6 Mistakes that Lose Candidates in the Interview Process

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In today’s job market, candidate experience is everything. In order to find and acquire the best of the best talent, companies must learn how to market themselves as employers. Unfortunately, many don’t know where to begin. With this shift from employers having their pick, to being a candidate-driven market, mistakes are being made that are costing employers good candidates.  

With the power in their hands, candidates are prioritizing their wants and needs. Flexibility is now a necessity – in both working hours and working models, whether that’s remote options or 4-day work weeks. Candidates crave independence – they want to be given tasks and trusted to carry them out with minimal oversight. Last and certainly not least, benefits, perks, and compensation are paramount. 401K matching, covered healthcare for dependents, and unlimited PTO are becoming essentials in employee offerings.  

Today’s candidates are well-informed. They know what employers are capable of offering their employees, and won’t settle for less than what they want. This makes the interview process crucial. It’s a company’s first impression, and can make or break a new hire depending on how it’s handled. To arm yourself and your company with knowledge, it’s important to know where the process breaks down and how to fix it. Based on Blue Signal’s own research, here are the top six interviewing mistakes, and how to avoid them.  

 

#1 – Lengthy or Overly Intensive Application Process  

61% of poll respondents said that the top reason they dropped out of the interview process was because it was needlessly long and/or intensive. This is an all-too-common mistake. Sometimes employers have a candidate attach a resume, then route them to their in-house applicant tracking system that has them manually fill in all of the same information. Others send applicants through rigorous rounds of interviews, where candidates find themselves repeating the same answers to interview questions, just to different hiring authorities.  

The solution is simple. To avoid the mistake of losing candidates at the application stage, keep the process short and sweet. Invest in software or platforms that can parse and auto fill forms from a resume’s upload. Leverage more intuitive ATS systems. Weed out underqualified applicants on the front end by adding qualifying questions that allow you to skip over those that don’t meet the minimum requirements. Finally, make sure to organize and structure your interview process. Give your hiring managers the right questions to ask, make sure they are sharing their notes with the next round of interviewers, and give them the authority to cut people out of the process without wasting anyone’s time.  

 

#2 – Not Getting True Insights From Interviews  

21% of respondents cited that the interviews themselves were the problem. Many people felt as though the interviews lacked true insight into the role; that the process just went through the motions rather than forming a connection. Interviewers were using cliché questions that didn’t help qualify or disqualify candidates, and the candidates could tell. It seemed as though the information these queries provided were unhelpful to inform a hiring decision, since these candidates would leave only to be called back and repeat the process all over again.  

To avoid these common mistakes, the interview process should always be tailored to the role. Streamline by cutting out the fluff. For instance, if it’s a technical role, consider making an early stage of the interview process some sort of comprehension test. You don’t need to ask how they work on a team if the role isn’t collaborative. And unless the role will be reporting in through HR, it’s okay to wait to have the candidate meet with the HR Director till after they are extended an offer of employment. This method saves time, and gets right to the point!  

Also, be sure to arm your interviewers with strong interview questions that help provide true insights into the candidate’s capabilities. Oftentimes, leadership isn’t trained on interviewing best practices and are left to guess at it. Once they are given the proper tools, assign teams of 2-3 people to be decision makers and empower them to make the final call. This way, there won’t be too many cooks in the kitchen when it comes to picking who to hire.  

 

#3 – Inaccurate or Incomprehensive Job Descriptions 

Next, we found that 13% of our LinkedIn audience stated that inaccurate or incomprehensive job descriptions made them bow out of the interview process. Your job description is an applicant’s first insight into your company culture, the job’s responsibilities, and is a huge tell for how you will perform as an employer. Worse yet, candidates that are in the interview pipeline may later find that the job description they read online has little to do with the role their interviewers are describing – causing deep distrust and almost certainly a candidate falloff.  

To sidestep these job description related mistakes, make sure that whoever creates the job posting is working closely with the hiring manager. The understanding of the role, the department, its leadership, and its main goals should be one and the same. The job description should accurately represent the needs of the job so that a candidate can make an informed decision when applying, interviewing, and accepting a job offer. The more comprehensive these main points, the better prepared and aligned the applicant pipeline will be.  

Actually, job descriptions should be seen as an opportunity for employers. They give you a chance to brag about your company and teams, and should make a candidate eager to join. Not to mention, the last thing you want is to start back at square one when it comes to a hire. Nothing could be worse than a candidate showing up on their first day – after all that time, money, and resources put into their acquisition, onboarding, and training – only to be surprised at the actual job in front of them. Reduce your turnover; improve your job descriptions.  

Flow chart including 6 questions and solutions of mistakes

#4 – Impersonal Communication  

Many respondents also noted that the impersonal communication surrounding the interview process turned them off to prospects. Copied and pasted scheduling invites come across lackluster, and don’t compare to a thoughtfully written note. Especially in larger organizations, hiring messaging can treat people like numbers, and come off almost robotic in tone. As talent acquisition teams communicate with their large applicant pool, a lot of heart can be lost in translation, and can leave a candidate wondering, is this how it would feel like working for you, too?  

By tailoring communications to the candidate, you can avoid these common mistakes. Use their names every chance you get. When passing them along to someone else in the process, make sure to give warm introductions. If possible, reference things that may have come up in conversation or things that stood out to you in their profile. A simple, “Hey – how was that kayaking trip you said you had planned for the weekend?” or, “wouldn’t you know it, my spouse went to the same college as you!” can go a long way. By giving them the same courtesy as you expect in follow up and thank you notes, personalizing communications can strengthen your interview process.  

 

#5 – Lack of Transparency  

Unfortunately, several candidates feel that there is lack of transparency in the interview process. Leftover sentiment from the employer-driven job market has affected candidate management into today, where employers feel the need to safeguard their offerings. Leaving compensation, benefits, and policies out of job postings leaves too much room for speculation, and results in a lack of trust in a potential employer.  

As it stands, employers must start adding these elements to their job postings to remain competitive in the hiring market. Not only is pay transparency legally required in many states, it will also give companies better aligned candidates whose pay expectations are met by the job at hand. If your compensation range is out of the candidate’s target, it’s unlikely they’d make it past the compensation conversation anyway.  

Additionally, it’s important to destigmatize candidates asking questions surrounding benefits during an interview. It’s typically seen as taboo or bad form when a candidate asks about benefits, time off, workplace policies, and perks during an interview. However, it doesn’t all need to be a test. This could be a deciding factor for many potential hires. At any given time, active candidates may be entertaining more than one opportunity. Many people have strong must-haves in these areas – especially those with families, differing healthcare needs, and those looking to retire. By being transparent with benefits, employers can make sure their offerings align with a candidate’s needs early on in the process. It will attract those who fit the bill, and cut out those who don’t. In essence, this is just good time savings. 

 

#6 – Putting Too Much Emphasis on Culture Fit  

Finally, it’s important to avoid mistakes made in the name of “culture fit.” Our audience cited several instances where in an interview, they got the sense that if they didn’t fit into the culture, they wouldn’t get the job. Because it seemed as though the role would be awarded due to popularity, and not on merit, it made these candidates shy away from the company altogether. Essentially, hiring managers may lose out on excellent hiring opportunities just because they are looking for someone who fits their team’s mold.  

 Many employers probably don’t even realize they are making hiring decisions based on unconscious biases, but unfortunately the idea of “culture fit” has perpetuated this bias time and time again. To avoid these types of mistakes, it’s good for hiring authorities to instead look for opportunities to “culture add.” Hiring people just like you, with identical backgrounds to those already on the team, will result in stale and recycled ideas. This can unwittingly result in a sounding board rather than a diverse-thinking team. To ensure your company continues to innovate, make sure to hire for culture add. Instead of mirroring the existing culture, these candidates will bring diversified experiences, which can lead to fresh new ideas! 

 

Learning and Growing from Common Interviewing Mistakes 

All in all, the overall lesson here is to treat prospective hires as though they were already on board. Respect their time, get on their level, and cut to the chase. Candidates are assets! Treat them well and they will bring success. Don’t, and you may lose out on your next great hire.  

 Competing in today’s candidate-driven market can be tricky. Invest in your employer branding, and that value will return 10-fold in the clients you’ll attract. Not sure where to start? Recruiters are the best marketers when it comes to the candidate audience. Working with a recruiter is a great way to boost your employer branding, break into the marketplace, and expand your reach. Contact Blue Signal today to see how we can help you navigate the interview process.  

Why Do Bad Interviews Happen to Good Candidates?

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In the recruiting and staffing space, we’ve all seen perfect-on-paper candidates deliver bad interviews. Despite having the ideal qualifications and experience, their interview performance ranged anywhere from lackluster to downright terrible. However, interviews are not the tell-all of how candidates will perform in the role. It’s important to not judge a book by its cover – good candidates can give bad interviews, and bad candidates can give good interviews. Taking into consideration that the average cost of a bad hire is up to 30% of the employee’s first year compensation, it’s important to hire the right people – not just the ones that interview well. As a hiring manager, it’s crucial to recognize the signs of good candidates having bad interviews, and vice versa. Consider the following factors to understand why bad interviews happen to good candidates.

Bad Interviews Can Happen Because They’re Nervous

Interview nerves are common, whether it’s from public speaking anxiety or even pure excitement about the opportunity. Regardless of preparation, interview anxiety can make a candidate appear less confident – they may stumble over their words, speak too fast, fidget with their hands/hair, or appear disorganized. These things can lead to cause for concern from an interviewer’s perspective and result in a bad interview overall.

What To Do as the Interviewer

Ease the candidate’s nerves in the very beginning by assuring the interview will be more of an open conversation than a test. The more relaxed a candidate feels, the more likely they will give honest and clear answers. You can alleviate tension in the beginning of the interview by asking open-ended questions that make the candidate feel more comfortable, such as asking about themselves, how they heard about the role, or their interests outside of work. Breaking the ice with these questions will ease the candidates’ nerves and encourage them to be their authentic selves. Lastly, don’t make a snap judgement. Allow the interview to run its course and give the candidate time to open up and relax. Judge the interview holistically, rather than passing judgement based on the first three minutes.

Questions To Ask Candidates To Ease Nerves:

  • How would you describe yourself?
  • How did you hear about our company?
  • What do you like to do outside of work?
Graphic displaying questions to ask candidates to ease nerves in bad interviews

Their Interview Skills are Rusty

A stable job history is an important factor to consider during the hiring process to weed out job-hoppers. Committed job candidates can go anywhere between 2-10 years between interviews, almost guaranteeing rusty interviewing skills. Passive candidates may also be out of practice because they aren’t actively looking for a new role. Interviewing skills are like learning a new language, it takes practice and consistent refinement. Thus, those who haven’t interviewed in a while may find themselves re-learning the ropes.

What To Do as the Interviewer

Look at their employment history and recognize the time that has passed between the last time they interviewed; this could be their first time interviewing – virtually or in-person – since the pandemic. To gauge their interviewing hiatus, you could ask how their job search is going so far, how their 5-year plan has changed since the last time they interviewed, or how the scope of their current role has changed since they were hired.

Remember that interview nerves are expected, and may be amplified if they haven’t interviewed in a while. Interview nerves and out-of-practice interview skills are a lethal combination for bad interviews, even if the candidate is highly qualified for the role. On the same note, be wary of overly confident candidates – memorized responses that include fluff and exaggerated buzzwords may be an indicator of a serial interviewer. Be sure to dive deep into candidates’ answers and ask about specific accomplishments or tasks in their previous roles.

Questions To Ask Candidates To Gauge Their Interview Hiatus:

  • How long have you been at your current company?
  • What experiences have helped you prepare for this role?
  • How have your goals changed since the last time you were job searching?
Graphic displaying text that reads questions to ask candidates to guage their interview hiatus during bad interviews

Their Job Skillset Doesn’t Translate to Interviewing

The skillset required for interviewing can sometimes be very different than the skillset needed for the job. A standard interview process judges a candidate’s ability to sell themselves for the role, which requires excellent communication and people-facing skills. This could easily be exemplified for someone in management or sales roles. However, depending on the candidate’s field, this may not be their expertise. Those who are in engineering or IT roles may possess the technical skills for the role, but could have a hard time translating it during an interview since they may not interface with people regularly.

What To Do as the Interviewer

It’s important to recognize the difference between an interviewing skillset and the skillset required for the role. Take into consideration the candidate’s field and how communication skills are involved. Focus on the job requirement and tailor questions to highlight the candidate’s skills and experience in that area. For example, pose questions about the candidate’s background, relevant certifications or degrees, how they’ve utilized their skillet in previous roles, or specific projects they’ve worked on. Let the candidate sell themselves through explanation of skills, rather than their delivery of answers.

Questions To Ask Candidates To Understand Their Skillset:

  • What educational training have you had that has helped your career?
  • How have you used (X skill) in previous roles?
  • Do you prefer working independently or within a team?
Graphic displaying an interview with text overlaying reading questions to ask candidates to understand their skillset

They’re Being Asked the Wrong Questions

As the interviewer, you’re responsible for determining if the candidate is the right fit for the role by asking questions that speak to both their technical skills and personality. If the candidate isn’t engaged in the interview or is answering unclearly (and it can’t be attributed to the things mentioned above), it might be worth looking introspectively. Are the questions you’re asking the cause of these bad interviews?

What You Can Do as the Interviewer

If applicable, set up a pre-interview call with the candidate’s recruiter. This will allow you to gather details about the candidate you can specifically ask about during your interview. Next, review your interview questions. Do they specifically target the skills needed for the role? Are they relevant to this candidate’s experience? How do they assess the candidate’s cultural fit? Are they open-ended, allowing for a natural flow of conversation?

That being said, it’s always better to ditch the script once the interview is off and running. Allow the conversation to naturally spark new questions that’ll give you a deeper understanding of the candidate’s experience and skills. This will also give the candidate a better opportunity to showcase their achievements, work ethic, and personality the way they want to.

Questions To Ask Candidates To Encourage Thoughtful Responses

  • Instead of “Where do you see yourself in 5 years?” ask “What career goals are you hoping this job will fulfill for you?”
  • Instead of “What is a difficult situation you’ve overcome?” ask “What strategies do you use to diffuse difficult situations?”
  • Instead of “What is your greatest strength?” ask “Which attribute best qualifies you for this role and why?”
Graphic showing two forms of questions, with a background image of people shaking hands

Red Flags in Bad Interviews

If you notice any of the red flags below during an interview, it may be a sign that your candidate is a wolf in sheep’s clothing. Be wary of these signs and utilize them to determine if a candidate gave a bad interview from the reasons mentioned above, or if they truly aren’t the right fit.

Vague examples: If the candidate uses examples without quantifiable achievements, they may be all talk and no action.

Highlighting the negative: Highlighting the negative in previous roles or employers could be a warning sign that they are likely going to continue that behavior at your company.

Lack of goals: Having a lack of goals signifies a lack of motivation. If a candidate doesn’t have career or personal aspirations, they’re less likely to contribute to your company’s goals.

Defensive response and body language: Candidates that have defensive responses and body language during interviews are likely to have a problem with authority and criticism. Make sure that their work ethic will mesh well with your management style.

Self-centric answers: This is particularly important for candidates that will be working on teams. If a candidate only focuses on self-accomplishments and successes, their ego may become a problem. Recognize the difference between confidence and arrogance.

What You Can Do as a Hiring Manager to Mitigate Bad Interviews

The hiring process can reveal a lot about future employees, but it’s important to consider that great candidates can be shadowed by bad interviews. As a hiring authority, it’s vital to take into consideration the potential factors driving bad interviews – nerves, out-of-practice interview skills, non-transferable skillets, or monotonous interview questions. If you feel like the candidate could still be a fit after the first interview, set up another time to meet with them. As the hiring process progresses with a well-suited candidate, the factors listed above should vanish. However, if the bad interviews can’t be attributed to those factors, you need to be wary of the interview red flags that may indicate an avid job hopper. Set your potential candidates up for success by acknowledging these components and tailoring your interview process for optimal results.

If you need guidance on the interview process or additional resources for effective interviewing, reach out to Blue Signal. As your partner in the hiring process, our recruiting team is positioned to support both hiring managers and candidates through the process. With our help, quality candidates are guaranteed to shine through, without the headache of enduring bad interviews.

Blue Signal Success Stories, Client Testimonials

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Over the last nine years, Blue Signal has worked with hundreds of clients in various industries, successfully executing over 2,250 searches. With over 200 years of combined recruiting experience, we have found that supporting others in fulfilling their goals is the most rewarding part of the job. We love the opportunity to help others in any way we can, whether it be supporting our community, finding the perfect candidate for a role, or providing insights on a recruitment strategy. While our numbers speak for themselves, hearing those success stories and getting positive feedback from our clients is what truly makes our job worth it. Blue Signal is humbled by these testimonials we’ve received, and we appreciate each and every review.

TESTIMONIAL:

“My company has been working with Blue Signal for several years. Since that time, Blue Signal has changed our company for the better in so many positive ways, but especially from a cultural and performance perspective.  Most of our leadership team and middle management have been permanent placements from Blue Signal.  As a result of their incredible initiative on our behalf, we’ve earned numerous awards for culture (e.g., Best Place to Work, Certified Great Place to Work), performance (e.g., Inc lists, NC Fast 40 mid-market companies, Financial Times Fast 500 in the Americas, Fast 50, etc.), and have been recognized as one of the leaders in our industry in innovation (e.g., Telecom Tech, Inside Towers, etc.).  We wouldn’t be anywhere close to where we are today without Blue Signal.

The recruiting industry has a bad reputation.  Many recruiters simply inundate clients with resumes having little to no knowledge of the position, candidate, or company and with little or no concern for either the candidate or the company.  Blue Signal is completely different.  They elevate long-term relationships over short-term profits for both candidates and clients, trusting that profits will eventually come.  Blue Signal is disrupting an industry that is desperately in need of disruption by leading with values.

Blue Signal exhibits all the types of trust necessary to build and maintain positive relationships, which creates a virtuous ecosystem for both recruits and clients.  They keep their word.  They do what they say they are going to do.  They have a willingness to be candid and transparent.  If they make a mistake (which is rare), they will admit their mistake.  They are a master of their trade.  I can count on their professionalism and excellence.  They don’t follow the industry crowd – they do things their own way.  They are insightful, knowledgeable, and take the time to demonstrate their knowledge and desire for a positive candidate and company match.  They demonstrate a genuine concern for the well-being of others.  And finally, they are reliable.  I can trust that they will uphold the same habits and norms of behavior repeatedly and over a long period of time.

Blue Signal is a standard-bearer for their industry.  I’m confident they would be an outstanding representation for this Award for Ethics.  I give them my highest recommendation."

— CEO & Founder, Top Telecommunications Company

TESTIMONIAL:

“Matt Walsh and his team at Blue Signal did a great job helping us find a specialized engineer for a position that had been open for over a year. We had been working with other recruiters for several months before I received a referral for Matt. Although I was hesitant to work with another recruiter, he really set himself apart with his professionalism and industry knowledge. I really appreciated the fact that Matt took the time to understand what we were looking for instead of simply throwing a bunch of resumes at us. I never felt pressured to move forward with a candidate that I didn’t feel was a good fit for the role. You can tell he genuinely cares about matching the needs of both his candidate and his client. I highly recommend partnering with Matt and his team at Blue Signal for your hiring needs.”

— Engineering Manager, Electrical & Electronic Manufacturing

Testimonials from client

Blue Signal’s search process is unlike any other, using a highly targeted 12-step interview process to match the right candidate to the right opportunity. We take the time to understand the needs of the client and find candidates that exemplify those characteristics and qualifications they’re seeking. If hiring managers wanted to review hundreds of resumes, they’d just post the open role themselves. That’s why Blue Signal does so much more than collect CVs. We alleviate the burdens in our clients’ searches by presenting top talent who are vetted through our 12-step process before they reach our clients’ desks - saving them time, and money.

TESTIMONIAL:

“Blue Signal has exceeded my every expectation in a search team. I will not introduce them to competitors, as I'm hoping they focus on new markets to fill their time and remain my secret weapon in the war for my specific unicorn talent.”

— General Manager, Chemical Manufacturer

Testimonials from Client

When working with Blue Signal, clients gain access to passive talent that they may not find otherwise. Chances are, the best talent on the market is employed today - but hopefully not by your competitor. While partnering with a recruiting firm has various benefits, this access to passive job seekers is our clients’ secret weapon in finding their specific “unicorn” talent. Blue Signal recruiters have thorough training, niche industry knowledge, and strong expertise that allow them to curate a candidate pool of otherwise inaccessible talent.

TESTIMONIAL:

“Blue Signal is a tenacious, committed partner in the recruiting process. Their drive to ensure successful, win-win placements for both clients and candidates helped accelerate our recruiting process, eased many of the burdens typically associated with recruiting efforts, and resulted in our making exceptional hires.” 

— VP of HR, National Wireless Integrator

Testimonials 3

Blue Signal’s streamlined recruiting process allows clients to save time while increasing productivity and efficiency. We understand time is money, so we provide a fast turnaround — guaranteeing candidate resumes fast, usually within 24 hours of the initial intake call. Most of our searches are filled in under 30 days, saving our clients’ valuable time while providing them with exceptional hires.

TESTIMONIAL:

“Blue Signal is an exceptional recruiting partner  – they start strong, they stay strong, and they finish even stronger!”

 — Chief Channel Officer, Wireless OEM

Testimonials 4

With over 245 years of combined experience, our recruiting team knows what it takes to connect leaders with top talent. Our recruiters consistently deliver success to our clients and their teams, finding top candidates hand-picked for specialized positions within the industry. Once we’ve found the perfect candidate, we keep that momentum going by offering retention support — including background checks, reference checks, offer letter preparation, and paperwork support — to ensure our client’s new hire’s onboarding is smooth sailing. From start to finish, Blue Signal has our clients covered.

TESTIMONIAL:

“Blue Signal is a true partner in the recruiting process – their job wasn’t done, until our job was done!”  

— VP of Sales, Wireless Company

Testimonials 5

Our job goes beyond a signed offer letter. We invest in your company’s success by guaranteeing results. Unlike other recruiting firms, Blue Signal’s unique search agreements come with a 12-month guarantee for new hires. If our client’s new hire leaves within their first year, we will credit them the difference to find a replacement.

TESTIMONIAL:

“Matt and the team at Blue Signal use an incredible process to deliver outstanding results: the people they’ve helped us recruit have created tens of millions in enterprise value for our organization.  I’m always on the lookout for the extremely rare opportunity to create an actual competitive advantage.  I consider Matt and his team at Blue Signal one of those very infrequent differentiators. I give them my highest recommendation.”

— CEO, Telecommunications Company

Testimonials 6

At Blue Signal, we believe hiring the right people is the best way to transform a business. In fact, 63% of Blue Signal candidates are promoted within 18 months. This top talent is destined to make an impact, with an average tenure of 56 months. Blue Signal is passionate about finding candidates that produce results, adding value to our client’s company and bottom line.

TESTIMONIAL:

“I have used Matt and Blue Signal over and over specifically because they don’t compare to other recruiters I’ve used – they are better, faster, more accurate, more effective. I have used other recruiters who seem to think that if they throw enough candidates at you, one is bound to ‘stick.’ Blue Signal filters down to truly qualified individuals BEFORE they get to me – key for my schedule and the business.”

— Senior Sales Director, Wireless Company

Testimonial 7

In such a competitive talent market, companies cannot afford to waste time looking at subpar candidates. All of our recruiters pre-screen, cross reference, and conduct initial interviews with each candidate before presenting to our client, so they know that time spent on their search is not wasted. We strive to find extraordinary candidates while taking our client’s timeline and budget into consideration, matching their urgency every time.

TESTIMONIAL:

“I had an opportunity to work closely with Blue Signal on two different occasions. The first time, when I was going through the interviewing/hiring process with their client. The second time, when I was one of the interviewers for their client, seeking the proper candidate for the job opening. On both occasions, Blue Signal provided very close and professional assistance during the entire hiring/interviewing process.”

— Sr. Field Application Engineer, Wireless Company

Testimonials 8

One of the best parts about recruiting is seeing candidates become clients. Regardless of your role in the interview process, Blue Signal provides support and resources every step of the way to guarantee the best results. You can rest assured that whichever side of the business you fall on, we will work to protect your best interests.

TESTIMONIAL:

“Blue Signal, and Art Reed specifically, provide very professional recruiting services. I would not hesitate to recommend Blue Signal to any employer looking for the right candidates, and to any professional seeking the proper career opportunity.” 

— Sr. Field Application Engineer, Wireless Company

Testimonials 9

Over the last nine years, Blue Signal has established itself as the premier executive search firm within wireless/telecom, IoT, medical & healthcare, finance & accounting, emerging technology, cloud & managed services, manufacturing & industrial, logistics & supply chain, human resources, and related industry niches. Working with both candidates and hiring managers, our targeted, specialized searches deliver highly qualified professionals to meet every hiring need. With recruiters located all across the country, we’re able to find and place exemplary candidates from coast to coast. 

TESTIMONIAL:

“Blue Signal has done a great job providing multiple qualified candidates for each of my three recruiting engagements. Despite working together multiple times, they still follow their process and make no assumptions about the goals for the position. As a busy hiring manager, they’re also great at gently managing me through the process – something I find helpful when multiple priorities begin to conflict. I enjoy the communication and collaboration with Blue Signal and would definitely use them again.”

— Global Director, Wireless Company

Testimonials 10

At Blue Signal, we invest in the search process - whether it’s our clients’ 1st or 50th search with us. We use a highly targeted 10-step candidate search process to source, recruit, screen, interview, and place the best candidates in our client’s industry. This search process consistently results in excellent hires for our talent seekers, leaving no detail overlooked.

TESTIMONIAL:
“Reflecting on the last year, I’ve truly appreciated working with you. Having worked with many recruiting firms over the years, I can honestly say Blue Signal is top notch. Your professionalism, thoroughness, and overall friendliness is truly appreciated.”

— Head of Engineering, Wireless Company

Quote of a testimonial overlaid on a photo of an office with a blue tint

As a relationship-based recruiting firm, Blue Signal strives to cultivate deep business relationships with our clients. By establishing an understanding of the client’s organization, their team, and both their hiring and business goals, we’re able to bring an unmatched level of thoroughness to the search. As a result, our long-term relationships and genuine interest in our client’s success set us apart from the rest.

CONCLUSION:

The recruiting space is a competitive one, filled with many different approaches and styles. We encourage all clients and candidates to employ whichever strategy works best for them, even if that means consulting them to turn down the wrong offer or walk away from a subpar hire. The proof is in the results. Our incredible clients’ testimonials help Blue Signal stand out from the rest. If you have reviewed our processes and feedback and believe Blue Signal to be the right recruiting firm for your business, contact us today and set up a consultation to partner with us on your next search.

5 Ways to Recognize a Toxic Work Culture During an Interview

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Today’s job market has pulled a complete 180 on how we envision the hiring process. Candidates, especially in more specialized fields, have their pick of opportunities - with the focus shifting on applicants and cultural fit, rather than just job openings and necessity. The silver lining to this shrinking talent pool is the sense of accountability for companies to create better work environments for employees, including better benefits and fun perks. However, in-office perks like table tennis and early-out Fridays don’t always make up for bad work environments. In fact, a study by Jobvite found that over 15% of candidates turned down job offers due to perceived toxic company culture. When interviewing, it’s important to consider if a company is the right fit for you by learning about the culture, not just the benefits. During this process, here are 5 ways you can recognize a toxic work culture - and avoid it - before accepting an offer. 

5 Ways to Recognize a Toxic Work Culture Blog Graphic 1

 

1. Ask About Feedback

If you want to give a good interview it’s recommended that you are prepared to ask questions, not just answer them. To get better insight into the company’s leadership, you should ask about how feedback is given within the team. If you are interviewing with management, ask for an example of a time when they approached an employee with feedback and how that feedback was received. Then, critically listen to their response. When joining a new business, no matter your prior experience, there will always be hurdles in learning their preferred processes. You’ll want to make sure that the learning curve isn’t stacked against you, and that the leadership within the company is prepared to help you along the way. Asking this question can help give you an idea of how your potential new employer will either set you up for success, or otherwise. 

 

2. Examine their Core Values 

Every company will have their own set of established core values. The trick here is to look past the catchy taglines and make sure that they are embracing their code. Before your interview, try to look for the company mission statement on their website. Assess it, then bring it up in the interview. They will be impressed by your initiative and, more importantly, you will be setting yourself up for an authentic response. Some interviewers might have their own tactics for selling their company’s culture down to a script. To cut around the sales pitch, ask for more examples. “I read that a core value of your company is perseverance - can you give me an example of how you have displayed that in your own role?” You want to work for a company that is true to their word, and one that supports values that truly align with your own. 

And do your research! If there is bad press about the company that you think misaligns with their core values, ask about it. Don’t come across as attacking, just say, “I read something concerning about your brand online, and rather than believe everything I read on the internet, I decided it’d be better to get the answers from the source. Can we talk about it?” Conversations like those that happen in interviews are the perfect place to voice your concerns, and can help clear the air in a constructive way. 

 

3. Get a Lay of the Land - or the Office 

A person’s definition of toxic can differ depending on their preferred job structure, so it’s important to know your preference before starting the process. If you’re doing an in-person interview, ask to see the work space. Pay attention to how employees are interacting on the floor - are they engaged in their work? Are they collaborating? Are they distracted? Are they tense? Think about the kind of work environment you thrive in - everyone works differently! If you find side conversations with coworkers too distracting, and you see that behavior happening in abundance, maybe consider if this work environment would set you up for success. Or, on the other hand, you could thrive better in a workplace that encourages socialization and teamwork. It’s up to your preference! One person's hindrance could be another’s motivation. 

 

4. Ask an Employee Their Opinion 

Try to take advantage of all opportunities. If you have the chance to speak to someone within the department you are looking to join - better yet, someone in the same role - ask them about their experiences. Discuss what they like about working there, and ask about the team dynamic. With some larger companies, the issues on the ground floor aren’t always known by higher ups, and can cause misalignment in the understanding of the team’s collaboration. As always, if you have a question you should try to get the answers from those closest to the issue. You never know, they might tell you new, exciting information too! 

 

5. Gauge the Pace of the Process 

One of the biggest red flags in the interview process is speed. If you are rushed through from interview to offer, odds are the company could just be looking for a warm body to fill the role. While flattering, speed can signify high turnover and deeper issues within the position. Be wary of processes that feel forced. 

On the flip side, interview processes that drag on for weeks could signify complications in corporate structure. This usually means that there is quite a bit of red tape within the company, and that there may be too many voices at the table concerning things like hiring. Of course, different types of roles can have different types of interview processes. If the role is especially technical, for instance, there might be more rounds to cover knowledge and testing. It’s one thing to be thorough, but know the difference. 

5 Ways to Recognize a Toxic Work Culture Blog Graphic 2

Toxic work environments aren’t a hiring manager’s favorite topic to cover during an interview - but are quickly discovered by those who accept the position without doing their due diligence. Jobvite found that over 32% of new hires who quit within the first 90 days cite a toxic company culture as a reason for leaving. Don’t make the mistake of accepting a job offer without diving into company culture first. Listen to your gut, and pay attention to what’s not being said through these preliminary stages to avoid landing yourself in a less than ideal work culture. 

HOW TO SCORE YOUR NEXT GIG WITH A THANK YOU NOTE

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The interview process can be extensive, with multiple interview sessions, required personality and skill assessments, and delayed response times. Several candidates never hear back from interviewers, leaving many to wonder what they could have done differently to set them apart. While not required, thank you notes are a guaranteed way to leave a lasting impression on your interviewer and put you ahead of the rest. 

According to CareerBuilder, 57% of job seekers don’t send a thank you message after an interview. A thank you email is one of the biggest closers in the interview process, allowing you to review discussed items and show your excitement. This is also another opportunity to emphasize your qualifications, mention anything you forgot, and keep your name at the top of the list throughout the decision process. 

 

Be Prepared

Sending a thank you note should be your first step after any interview. A quick email is a great way to show appreciation for the interviewer's time and consideration, plus it’s just polite. Just as you would prepare for an interview, you should be ready to send a follow up memo as soon as you’re able. In order to make your message relevant, it’s helpful to take notes during your interview so that you don’t have to worry about forgetting something. Make sure to mention that you are taking notes, as that shows you are focused and genuinely interested in retaining the information they are providing. Make your notes quick and short so that you are still engaged in the conversation and not falling behind. If you feel that they are supplying a lot of important information or you’re confused, ask them to reiterate in your thank you email or find your own answers by doing some research on their website. The more engaged you appear in the interview, the more prepared you can be in your follow up. 

 

Timing Matters

Hiring managers come across hundreds of resumes in the interview process, making it difficult to remember every single person they speak to. This means that timing is everything. Thank you messages should be sent within 24 hours of the initial conversation, keeping your name higher up in their inbox and at top of mind. Ask interviewers for a business card or way to connect with them at the end of the meeting, and ensure you have the correct spelling and contact information. If you forget to do this, don’t stress! Reach out to your recruiter or do some digging online.

 

Customize it

Just as they receive hundreds of resumes, interviewers and hiring managers see their fair share of thank you emails. Customize your message to help set yourself apart, expressing your authentic interest over the role by citing specific examples from your notes that were discussed during the interview. This is also a great time to introduce new material that further validates your qualifications and experience. Use small details you have in common with the interviewer, such as a shared hobby or schooling, to personalize the note to each interviewer and demonstrate your attention to detail. Consider including a link to an online portfolio or shared folder for more work examples.

Source: CareerBuilder
Source: CareerBuilder

Keep It Professional

Some interviewers are more casual than others, but it’s important to maintain a professional demeanor throughout the process. Always, always, always follow up. Though rare in today’s digital age, some hiring managers may be more old-fashioned and would prefer a mailed thank you letter. If you feel this is the case, still send a thank you message and make it clear that their personalized letter is en route. If you’ve met multiple people during the interview stage, be sure to send thank you notes to all parties involved. This way, you are able to gain more connections in the company you’re applying for, and possibly discover more opportunities in the future. This is a great opportunity to show that you will be able to represent them professionally. Before sending, read over your note several times to eliminate any chances for grammatical issues and spelling errors. 

Thank you notes should be thought of as a required step in the interview process. There is really no downside to sending a follow-up email. At worst, you’ve wasted 5-10 minutes on advocating for yourself and being polite; at best, it could be the factor that pushes you to the top of the list. Even if you’re not a good fit for the role you are applying for, hiring managers and interviewers may remember you for your professionalism and respect when another opportunity opens up. In order to set yourself apart, you must be prepared, respond in a timely manner, customize your message, and stay professional.