The hiring process can be stressful, especially if you are looking for someone to head executive positions in your company. When it comes to finding the perfect fit, there is a checklist of skills and expertise the ideal candidate has. But, you should also be sure to be on the lookout for these red flags when hiring a defense executive.

Employment Gaps

This is a good rule of thumb when you are hiring anyone. Look out for large gaps in employment. These can sometimes be identified by only the year on the resume, rather than the exact start and end dates, or a resume that avoids listing dates at all.

If there are significant gaps in their employment, it is a red flag but it isn’t always a deal-breaker. Inquire about the reason why they were out of work (i.e. did they start a family or travel). You should also ask whether or not they continued their education in the field or otherwise stay plugged-in to the industry through that time.

Lack of Resume Customization

Another red flag for employers looking to hire a defense executive is a resume that lacks customization. This typically means they do not have the skills necessary to get the job at hand, so they don’t waste time customizing a cover letter or resume. When an application is more customized, you can truly tell they took the time to research the company and have a good idea of what you are looking for in the position.

No Concrete Information

When interviewing the incoming staff member, ask them about specific instances in their career in which they produced results. For instance, if they were able to establish a company-wide cybersecurity defense policy and implement it, it would be a notable accomplishment. If the interviewee does not have any examples or references to real-life work experience in the field, it is a red flag.

Overqualified Background or Unusual Employment History

Hiring an overqualified candidate can be a positive experience for your staff in the short-term, but they are likely to be seeking better employment opportunities. This means they may be leaving the company quickly. For many companies, taking the time to onboard and train a new employee costs a fair amount of money, so overqualified candidates can be a red flag. It may be worth weighing what their experience would bring to the company against their short stay, however.

Using Their Current Employer for Advantage

If the individual sends you correspondence from their current employer’s email address, printed on their stationery, or using their address, it is a red flag. You should also be wary of any currently employed applicants sending out resumes during working hours. This shows you they are willing to take advantage of their current employer’s time and they will likely do the same within your company.

Working with a recruitment agency can help you avoid red flags and find employees who fit in well with your business. Employing the assistance of Staffing Resource Group can help you identify which candidates may be the best fit for your needs.