In our Red Flag Discussion follow-up episode, we hear from you about what red flags you encounter when making decisions.please ask as Shannon Jean and Dave Hamilton These topics and details are covered in Episode 451 of Business Brain.
- 00:00:00 Business Brain – Entrepreneur Podcast #451, Wednesday May 24, 2023
- 00:01:49 Jeff-Red Flags: Legal ‘Flexibility’ Avoids Lawyers and Clients
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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 Outro
Our AI-generated Business Brain article can provide more background and resources related to this topic.
Navigating the hiring red flags: Trust your intuition
In the world of business, recruitment is one of the most important functions and a cornerstone of an organization’s ultimate success or failure. However, it is fraught with complications and potential pitfalls, one of the most significant being red flags during the interview process. Identifying and addressing these red flags is critical to effective adoption and can help organizations save a lot of effort and wasted resources down the road.
One red flag to look out for is if a prospective employee is willing to take a significant pay cut. This scenario has been expertly discussed on an episode of his Business Brain podcast, where the host recounted his experience interviewing candidates during the winter 2021 COVID-19 lockdown. The idea of a highly capable candidate willing to accept a much lower salary sounds appealing, but it could also indicate a fundamental problem. Prioritizing work culture, role alignment, or remote work opportunities is admirable, but a drastic pay cut can lead to frustration and regret in the long run.
Another possible red flag is a candidate who is currently in legal proceedings with a former employer. As the podcast points out, this can be a distraction to the candidate and portend future legal troubles within the organization. Engaging with such a candidate could get your business caught in a web of lawsuits.
Trusting your intuition is essential when evaluating these red flags. Intuition provides valuable insight into a candidate’s role fit. But it’s equally important to back up your intuition with concrete data and observations. For example, pay attention to how a hiring candidate interacts with others during the interview process, especially service staff. This can give clues about their personality and how they would treat their colleagues if hired (sauce).
Listening to your intuition also requires carefully considering potential problems rather than dismissing candidates right away. For example, if a prospective employee is willing to take a significant pay cut, consider the reasons and assess whether their passion for the role and the organization might outweigh the potential risk. Similarly, if the candidate is involved in a lawsuit with a previous employer, dig deeper into the situation before passing judgment. Their actions may have good reasons.
Ultimately, getting past the red flags of hiring requires a delicate balance. It involves assessing each situation individually, relying on intuition, and making decisions based on intuition, observation, and factual data. The key is to approach each red flag as an opportunity for further investigation and understanding, rather than as a definitive deal break.
1. “Trust your intuition: How every manager can harness the power of instinct.” [Link]
2. “Employment red flags: Top managers reveal the biggest red flags.” [Link]
3. “Business Fragmentation: The Superpower You Didn’t Know You Needed” [Link]