CEO Identifies 3 Subtle Interview Habits That Signal Red Flags for Hiring Managers

CEO Reveals Three Subtle Interview Behaviors That Signal Hiring Risks

Having founded multiple companies and interviewed over 500 candidates, Eli Rubel, CEO of Profit Labs and SurveyGate, shares insights from his extensive hiring experience. Rubel emphasizes that while many candidates appear strong on paper, subtle habits during interviews often forecast challenges if hired.

1. Punctuality Reflects Preparation

Rubel notes that arriving late—even by a minute—raises immediate concerns about a candidate’s time management and prioritization. Though emergencies can happen, habitual lateness often indicates poor planning. In fast-paced environments, failure to respect scheduled interview times can translate into missed deadlines or neglected responsibilities.

Recommended Approach:

• Arrive early, logging in 10 minutes before virtual interviews to test technology.
• If delays are unavoidable, communicate promptly with the interviewer.
• Treat interviews with the same seriousness as client meetings.

2. Substance Over Polished Speech

While confident and articulate candidates may impress initially, Rubel warns that answers lacking concrete examples or measurable outcomes often signal superficial understanding. In the era of AI-generated content, hiring managers seek evidence of problem-solving and tangible achievements rather than rehearsed phrases.

Recommended Approach:

• Replace buzzwords with specific stories illustrating key skills.
• Use the STAR method (Situation, Task, Action, Result) to structure responses.
• Prepare examples demonstrating real challenges faced and solutions implemented.

3. Interview Energy as a Performance Indicator

Rubel highlights that the energy a candidate brings to an interview is a critical indicator of future workplace engagement, especially in client-facing or high-pressure roles. A muted or disengaged demeanor during the interview often correlates with underperformance on the job.

Recommended Approach:

• Channel nerves into enthusiasm and curiosity.
• Show engagement through tone, posture, and insightful questions.
• Be authentic—avoid pretending to be someone else, as authenticity resonates more strongly.

Conclusion

Rubel advises candidates to present the best version of themselves, recognizing that interviews assess not only skills but also how individuals will consistently show up in the workplace. Demonstrating reliability, concrete experience, and genuine enthusiasm can significantly improve hiring prospects.

Eli Rubel is the CEO of Profit Labs and SurveyGate and owns multiple service businesses. He draws on over a decade of entrepreneurial and hiring experience to share these insights.