In the realm of interviewing potential candidates for a job, having a Non-Negotiable List is paramount. This indispensable tool aids in the identification of red flags that indicate a candidate may not align well with your organization or the position at hand. When these warning signs arise, it’s crucial to steer clear of considering the candidate further for the role.
At my previous company, the implementation of a Non-Negotiable List yielded remarkable results, slashing our turnover rate by over 90% within just one year. The genesis of this list stemmed from numerous instances where, following the departure of a newly hired employee, interviewers would reflect on the initial impressions they had during the interview process. Often, they’d remark, “You know, during the interview, I noticed they…”
Here’s a comprehensive rundown of 20 non-negotiable traits and behaviors that should serve as red flags for most job roles and individuals. This list serves as a foundational guide for creating your own, tailored to your company culture and requirements.
Establishing Eye Contact: A Fundamental Indicator
- Avoiding Eye Contact: Inability to maintain eye contact during interactions, except in cases where individuals have conditions like Asperger’s.
Communication Skills: The Bedrock of Interaction
- Incoherent Responses: Failure to provide concise and direct answers, opting instead for vague and meandering replies.
Punctuality and Professionalism: Cornerstones of Reliability
- Tardiness without Valid Justification: Arriving late for the interview without a legitimate excuse signals a lack of respect for time.
Understanding the Role: Demonstrating Awareness
- Ignorance of Organizational Functions: Lack of knowledge regarding the organization’s operations and the role’s responsibilities.
Professional Conduct: Displaying Respect
- Disparaging Previous Employers: Speaking negatively about past or current employers reflects poorly on professionalism.
Emotional Intelligence: Managing Interactions
- Dramatic Behavior: Exhibiting excessive drama when discussing past work experiences is indicative of potential interpersonal issues.
Energy and Engagement: Vital Signs of Enthusiasm
- Lack of Enthusiasm: Displaying low energy levels or lethargy, with exceptions for individuals with disabilities.
Handling Mistakes: Assessing Accountability
- Avoidance of Self-Reflection: Inability to provide honest reflections on past mistakes, a crucial aspect of growth and development.
Professionalism in Presentation: Maintaining Decorum
- Inappropriate Attire or Language: Demonstrating poor judgment in dress or language usage during the interview.
Courtesy and Respect: Observing Etiquette
- Disrespectful Behavior: Failing to exhibit basic manners, such as clearing used items or displaying untidiness.
Consistency and Clarity: Ensuring Transparency
- Contradictory Statements: Providing conflicting information or answers throughout the interview process.
Distractions: Prioritizing Engagement
- Cell Phone Usage: Distracting behaviors like checking phones or responding to messages during the interview.
Curiosity and Interest: Assessing Engagement
- Lack of Inquisitiveness: Showing disinterest by not asking relevant questions about the role or the organization.
Alignment with Role Requirements: Evaluating Fit
- Unsuitable Weaknesses: Expressing weaknesses incompatible with the demands of the position.
Passion for the Role: Gauging Motivation
- Lack of Enthusiasm for the Role: Demonstrating a lack of genuine interest or passion for the specific job opportunity.
Post-Interview Etiquette: Observing Follow-Up
- Neglecting Thank-You Gestures: Failing to send a timely post-interview thank-you message or follow-up communication.
Communication Quality: Assessing Proficiency
- Poorly Crafted Follow-Up Messages: Sending generic, error-ridden, or impersonal post-interview communications.
Responsiveness: Evaluating Engagement
- Delayed Responses to Follow-Up Requests: Ignoring requests for additional information or failing to respond promptly.
Creating Your Non-Negotiable List
Crafting your Non-Negotiable List tailored to your organizational values and requirements is imperative. By adhering strictly to this list during the interview process, you ensure alignment with candidates who embody your desired traits and behaviors. Trust the process; the results speak for themselves.
Kevin Sheridan is a globally recognized Keynote Speaker and Best Selling Author, renowned for his expertise in Employee Engagement. With a track record of transforming organizational cultures, Kevin’s insights are invaluable in navigating the intricacies of human capital management.
