Forget about witches or creepy dolls. This Halloween, you need to be worried about the scariest thing of all—
Ghoulish candidates!
They might be hard to spot from the get-go, but they will surely haunt you in your nightmares.
Not to worry, though.
Don’t worry, though—we’re here to help you identify these frightening candidates before they wreak havoc on your business.
Follow this guide to ensure your recruitment process remains free from these spooky surprises.
6 scary candidates you must AVOID
1. The ghost
These are the candidates who leave you hanging. They don’t respond to calls or emails and leave you wondering.
If this feels familiar, then you have a ghost in your hands.
You must have encountered this before, where you contact the applicant only to find out that they are a no-show.
Nobody likes being ghosted, so what’s the solution? Call the exorcist (not literally, though!)
To avoid this, you can create a safe space for the candidates. Understand why they’re behaving the way they are. This will also help you provide a solid applicant experience!
Another thing you can do is keep in touch with them through emails and calls. Give ample opportunities for communication so they don’t feel left out and drift off.
If nothing works, you can always call an exorcist to chase away that ghost from your company 😛
2. The zombie
On the surface, a zombie would seem like the perfect candidate. They have an ideal resume with all the experience and required skills.
But there’s something sus going on here. Below all that perfection, they just seem empty.
When answering questions in an interview, they will give basic, uncreative answers.
If that’s the case, you need to ring in code zombie.
Hit them right in the head.
Embrace the candidate’s weakness by conducting skills-based interviews. This will spark their creative nerve.
3. The skeleton
Like a skeleton, they are just not strong enough and struggle (A LOT). These are candidates who need a little help.
They could do it with a bit more “meat” in their resume.
Lacking the required experience, their applications feel dull, giving the impression of confusion and being a bit lost.
Selling themselves is challenging, and their personality often comes across as lifeless.
How can we fix this? Simply resurrect them back.
A little help with their resume and some mentorship go a long way with these candidates.
They will take your advice to heart and make the necessary changes to become better candidates in the future.
Help them figure out what they can do better or what changes they need to make so these skeletons can morph into the perfect candidate.
4. The killer clown
These people seem too good to be true at first. But beneath the friendly facade, they are not who they seem.
If you’re not careful, these tricksters can take away all your treats.
They put on a perfect show to make you believe they are the purple squirrel for your company while hiding their true selves.
Always outsmart the clown.
Try testing them out with behavioral interviews, which will allow you to assess them on a deeper level.
This will put them in an entirely new situation where they are not the ones in power.
5. The Vampire
Vampires are perfect mythical creatures. They are beautiful, resourceful, and amazing at whatever they do.
Similarly, these candidates always seem so put together. They are the perfect fit for your company and would make a great addition to your team.
But, just like the vampires, these candidates can be draining to deal with.
They would ask a lot, and we mean A LOT of questions. They would negotiate everything starting from salary to lunch breaks.
Remember, vampires can’t get inside unless they have permission. Set boundaries with your resident vampire and they will be just fine.
Giving them sources to refer to for their doubts will ease some of the pressure on others.
6. The mummy
These are people who are stuck in the past. Just like a mummy they belong to the old times.
They struggle to adapt to technology and can’t deal with new challenges.
Getting them familiar with recent ways might be very difficult and time-consuming.
Let them know early in the interview process what technology the company uses. This will give them time to get used to it.
Finding someone to guide them through new things can help them.
So, that’s it from our side. Stay sharp, stay proactive, and keep your recruitment process free from spooky surprises. Happy hiring—and Happy Halloween!
