Red flags — are they really?

As talent professionals, we often hear hiring managers raise concerns about candidates based on the resume alone. But are these genuine red flags or just opportunities in disguise? Typically, a conversation will clear it up. Let’s break down some common concerns and how to identify a true red flag.

Resume gaps

• Gaps explained by education, family care, or personal development

• Candidates who used downtime to learn new skills

• Honest communication about their time away

>>> Red Flags

• Inability or unwillingness to explain gaps

• Inconsistent explanations about time periods

• Gaps with no evidence of personal or professional growth

Job Hopping

• Short tenures due to contract/project work

• Career progression moves to better opportunities

• Industry changes or relocations with clear reasoning

>>> Red Flags

• Pattern of leaving during crucial projects

• Multiple exits without career advancement

• Vague or shifting explanations for departures

Experience

• Adjacent industry experience with transferable skills

• Different tools but similar underlying processes

• Evidence of quick learning in past role transitions

>>> Red Flags

• Unwillingness to learn new approaches

• Rigid insistence on “their way” of doing things

• No examples of adapting to new environments
  

Remember: The best hires often come from seeing potential where others see problems. Focus on patterns and potential rather than perfect matches.

Quick Tip: Before ruling out a candidate for any of these “flags,” ask yourself: “What evidence do I have that this would affect their performance in this specific role?”