In a follow-up episode of our Red Flag Discussion, we’ll hear from you about what red flags you’ve encountered when making decisions. Hear Shannon Jean and Dave Hamilton discuss these topics and more on episode 451 of Business Brain.
- 00:00:00 Business Brain – Wednesday, May 24, 2023 Entrepreneur Podcast #451
- 00:01:49 Jeff-Red Flags: Avoiding attorney-client with legal “flexibility”
- 00:07:17 Sponsor: Found. Business Banking tracks your expenses, finds depreciation, tracks your income, calculates your taxes, and saves the right amount so you don’t panic come tax time. Sign up for free at Found.com/brain today.
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- 00:10:44 Red flag: Employees who appear to want a “significant” pay cut
- 00:15:14 I sued someone at my previous job.
- 00:17:02 BB 451 Outtro
AI-generated Business Brain articles can provide further background and resources related to this topic.
Surviving hiring red flags: Trust your gut.
In the business world, recruitment is one of the most important functions and is central to an organization’s ultimate success or failure. However, this is full of complexities and potential pitfalls, one of the most significant being red flags during the interview process. Identifying and addressing these red flags is essential to effective recruitment and can save your organization significant effort and wasted resources in the future.
One red flag to look out for is if a prospective employee is willing to take a significant pay cut. This scenario was expertly discussed on an episode of his Business Brain podcast, where the host shared his winter 2021 experience interviewing candidates during the COVID-19 lockdown. While the idea of a highly qualified candidate willing to accept a much lower salary may seem appealing, it may also be indicative of an underlying problem. While prioritizing workplace culture, role adjustments, or remote work opportunities is commendable, a significant pay cut can lead to dissatisfaction and regret in the long run.
Another possible red flag is a candidate who is currently involved in legal proceedings with a former employer. As the podcast points out, this can distract the candidate and portend future legal issues within the organization. Engaging with such a candidate can expose your business to a web of litigation.
It’s essential to trust your intuition when evaluating these red flags. Intuition provides valuable insight into a candidate’s suitability for a role. However, it is equally important to back up your intuition with concrete data and observations. For example, pay attention to how job candidates interact with others during the interview process, especially service staff. This can give you a clue as to their personality and how they will treat their co-workers if hired (source).
Listening to your gut also requires carefully considering potential problems rather than immediately dismissing a candidate. For example, if a prospective employee is willing to take a significant pay cut, consider why and assess whether their passion for the role and the organization may outweigh the potential risks. Similarly, if a candidate is involved in a lawsuit with a former employer, dig deeper into the situation before making a decision. There may be good reasons for their actions.
After all, overcoming hiring red flags requires a delicate balance. It involves evaluating each situation individually, relying on intuition, and making decisions based on intuition, observation, and factual data. The key is to approach each red flag not as a definitive deal-breaker, but as an opportunity for further investigation and understanding.
References:
1. “Trust Your Intuition: How Every Business Manager Can Harness the Power of Instinct” [Link]
2. “Employment Red Flags: Top Managers Reveal Their Biggest Red Flags.” [Link]
3. “Segmentation in Business: The Superpower You Didn’t Know You Needed.” [Link]
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