How to Spot Red Flags on a Candidate’s CV (And How to Approach Them)

CV screening is where good hiring decisions begin – and where costly mistakes often take root. A well-crafted CV can disguise significant problems, while genuine quality candidates sometimes present themselves poorly on paper. Knowing what to look for beyond the obvious qualifications can save months of frustration and prevent expensive hiring errors.

After reviewing thousands of CVs across every level of the payroll profession, we at The Portfolio Group have been able to identify certain patterns that consistently signal potential issues. These red flags don’t automatically disqualify candidates, but they warrant deeper investigation during the interview process. Let’s take a look. 

Employment Gaps That Don’t Add Up

Career breaks happen for legitimate reasons – family responsibilities, health issues, redundancy, or pursuing education. The red flag isn’t the gap itself, but how it’s handled or explained. 

That being said, payroll can be a stressful role – if a candidate says they were travelling, taking a career break or off for personal reasons, it doesn’t need to be seen as negative. For example, follow up with questions such as:

“Describe what you learnt about yourself during that time.”
“Why do you now feel ready to return to work?”

Inconsistent Career Progression

Career paths rarely follow straight lines, but certain patterns suggest underlying issues. Frequent lateral moves without salary progression, repeated demotions disguised as “new opportunities,” or significant step-backs without clear explanation all warrant investigation.

Pay attention to job titles that don’t align with stated responsibilities. A “Senior Manager” handling administrative tasks, or an “Administrator” with strategic responsibilities, suggests either inflated titles or misrepresented duties. These discrepancies often indicate workplace politics, performance issues, or simple dishonesty.

Duration patterns also matter. While job-hopping has become more common, candidates who consistently leave within 12-18 months may not be ideal if you want someone that you can invest in and nurture professionally long-term. That being said, if you’re looking for someone to come into your organisation with fresh ideas or with a specific skillset to challenge the status quo, a job-hopper can make for an interesting addition to your team.

Vague Achievements and Responsibilities

Strong candidates can articulate their contributions clearly and specifically. CVs filled with generic statements like “responsible for various tasks” or “contributed to team success” without measurable outcomes suggest either limited impact or poor self-awareness.

Watch for achievements that sound impressive but lack substance. “Improved efficiency by 30%” means nothing without context about timescales, measurement methods, or baseline figures. Similarly, “managed large teams” without specifying size, scope, or outcomes raises questions about actual leadership experience.

Technical skills listed without context or evidence of application often indicate superficial knowledge rather than practical expertise. This becomes particularly important in specialised fields where claiming proficiency in systems or processes you don’t understand can have serious consequences.

Formatting and Presentation Issues

While content matters most, presentation is what recruiters notice first. Inconsistent formatting, spelling errors, or poor grammar could suggest either carelessness or lack of basic professional skills.

Be wary of overly complex designs that prioritise style over substance. Candidates using elaborate graphics, multiple fonts, or convoluted layouts may be compensating for weak content. Similarly, extremely brief CVs that omit important details often hide rather than highlight relevant experience.

Contact information errors, outdated email addresses, or unprofessional usernames indicate poor attention to detail or lack of awareness about professional presentation.

Timeline Discrepancies

Carefully check dates for consistency and logic. Overlapping employment periods, impossible timelines, or missing months often indicate attempts to hide problems. Some candidates try to obscure short tenures by listing only years rather than specific months.

Educational timelines that don’t align with career progression may signal degree mills, unfinished qualifications, or misrepresented credentials. Be particularly suspicious of advanced qualifications completed while working demanding full-time roles without explanation of how this was achieved.

Overqualification Without Explanation

Candidates who appear significantly overqualified for the role they’re seeking may have underlying issues that aren’t immediately apparent. This might include performance problems in previous senior roles, difficulties working at their qualified level, or unrealistic salary expectations.

Look for patterns where candidates have stepped down repeatedly or taken roles significantly below their stated experience level. While legitimate reasons exist – lifestyle changes, career pivots, or market conditions – the absence of clear explanation suggests potential problems.

Reference and Recommendation Concerns

CVs that include no references, only personal contacts, or references from many years ago raise questions about recent performance or relationships with former managers. Similarly, LinkedIn profiles with no recommendations or endorsements from colleagues could suggest networking or relationship issues.

Be suspicious of references that seem inappropriate for the roles held – junior colleagues providing references for senior positions, or personal friends described as professional contacts.

Industry Knowledge Gaps

For specialist roles, CVs that demonstrate poor understanding of industry terminology, current regulations, or standard practices indicate either inexperience or outdated knowledge. This becomes particularly important in compliance-heavy functions where regulatory awareness is essential.

Watch for candidates who claim extensive experience but use incorrect terminology or describe outdated processes as current practice. These gaps often become apparent during technical discussions.

Making Informed Decisions

Red flags require investigation, not automatic rejection. Many can be explained during interviews, and some candidates with concerning CVs turn out to be excellent hires who simply present themselves poorly on paper.

The key is using these warning signs to inform your interview questions and reference checks. Focus on understanding the context behind concerning patterns rather than making assumptions based solely on CV presentation.

When you need reliable hiring help for payroll needs, working with specialists like us – who understand both the technical requirements and common pitfalls in the profession – becomes invaluable. We’ve got 37 years of specialist payroll expertise – and we’re the UK’s #1 Trustpilot recruitment agency, offering genuine expertise and comprehensive hiring support.

Remember that the best candidates often have complex career stories that don’t fit neat templates. The goal isn’t finding perfect CVs, but identifying candidates whose experience, skills, and motivations align with your requirements. Sometimes the candidate with the most polished presentation isn’t the one who’ll deliver the best results.

Your CV screening process should filter for potential rather than perfection, while ensuring you don’t overlook genuine concerns that could lead to expensive hiring mistakes.

How to Spot Red Flags on a Candidate’s CV (And How to Approach Them) |

CV screening is where good hiring decisions begin - and where costly mistakes often take root. A well-crafted CV can disguise significant problems, while genuine quality candidates sometimes present themselves poorly on paper. Knowing what to look for beyond the obvious qualifications can save months of frustration and prevent expensive hiring errors. After reviewing thousands of CVs across every level of the payroll profession, we at The Portfolio Group have been able to identify certain patterns that consistently signal potential issues. These red flags don't automatically disqualify candidates, but they warrant deeper investigation during the interview process. Let’s take a look. 

Employment Gaps That Don't Add Up

Career breaks happen for legitimate reasons - family responsibilities, health issues, redundancy, or pursuing education. The red flag isn't the gap itself, but how it's handled or explained.  That being said, payroll can be a stressful role - if a candidate says they were travelling, taking a career break or off for personal reasons, it doesn’t need to be seen as negative. For example, follow up with questions such as: “Describe what you learnt about yourself during that time.” “Why do you now feel ready to return to work?”

Inconsistent Career Progression

Career paths rarely follow straight lines, but certain patterns suggest underlying issues. Frequent lateral moves without salary progression, repeated demotions disguised as "new opportunities," or significant step-backs without clear explanation all warrant investigation. Pay attention to job titles that don't align with stated responsibilities. A "Senior Manager" handling administrative tasks, or an "Administrator" with strategic responsibilities, suggests either inflated titles or misrepresented duties. These discrepancies often indicate workplace politics, performance issues, or simple dishonesty. Duration patterns also matter. While job-hopping has become more common, candidates who consistently leave within 12-18 months may not be ideal if you want someone that you can invest in and nurture professionally long-term. That being said, if you’re looking for someone to come into your organisation with fresh ideas or with a specific skillset to challenge the status quo, a job-hopper can make for an interesting addition to your team.

Vague Achievements and Responsibilities

Strong candidates can articulate their contributions clearly and specifically. CVs filled with generic statements like "responsible for various tasks" or "contributed to team success" without measurable outcomes suggest either limited impact or poor self-awareness. Watch for achievements that sound impressive but lack substance. "Improved efficiency by 30%" means nothing without context about timescales, measurement methods, or baseline figures. Similarly, "managed large teams" without specifying size, scope, or outcomes raises questions about actual leadership experience. Technical skills listed without context or evidence of application often indicate superficial knowledge rather than practical expertise. This becomes particularly important in specialised fields where claiming proficiency in systems or processes you don't understand can have serious consequences.

Formatting and Presentation Issues

While content matters most, presentation is what recruiters notice first. Inconsistent formatting, spelling errors, or poor grammar could suggest either carelessness or lack of basic professional skills. Be wary of overly complex designs that prioritise style over substance. Candidates using elaborate graphics, multiple fonts, or convoluted layouts may be compensating for weak content. Similarly, extremely brief CVs that omit important details often hide rather than highlight relevant experience. Contact information errors, outdated email addresses, or unprofessional usernames indicate poor attention to detail or lack of awareness about professional presentation.

Timeline Discrepancies

Carefully check dates for consistency and logic. Overlapping employment periods, impossible timelines, or missing months often indicate attempts to hide problems. Some candidates try to obscure short tenures by listing only years rather than specific months. Educational timelines that don't align with career progression may signal degree mills, unfinished qualifications, or misrepresented credentials. Be particularly suspicious of advanced qualifications completed while working demanding full-time roles without explanation of how this was achieved.

Overqualification Without Explanation

Candidates who appear significantly overqualified for the role they're seeking may have underlying issues that aren't immediately apparent. This might include performance problems in previous senior roles, difficulties working at their qualified level, or unrealistic salary expectations. Look for patterns where candidates have stepped down repeatedly or taken roles significantly below their stated experience level. While legitimate reasons exist - lifestyle changes, career pivots, or market conditions - the absence of clear explanation suggests potential problems.

Reference and Recommendation Concerns

CVs that include no references, only personal contacts, or references from many years ago raise questions about recent performance or relationships with former managers. Similarly, LinkedIn profiles with no recommendations or endorsements from colleagues could suggest networking or relationship issues. Be suspicious of references that seem inappropriate for the roles held - junior colleagues providing references for senior positions, or personal friends described as professional contacts.

Industry Knowledge Gaps

For specialist roles, CVs that demonstrate poor understanding of industry terminology, current regulations, or standard practices indicate either inexperience or outdated knowledge. This becomes particularly important in compliance-heavy functions where regulatory awareness is essential. Watch for candidates who claim extensive experience but use incorrect terminology or describe outdated processes as current practice. These gaps often become apparent during technical discussions.

Making Informed Decisions

Red flags require investigation, not automatic rejection. Many can be explained during interviews, and some candidates with concerning CVs turn out to be excellent hires who simply present themselves poorly on paper. The key is using these warning signs to inform your interview questions and reference checks. Focus on understanding the context behind concerning patterns rather than making assumptions based solely on CV presentation. When you need reliable hiring help for payroll needs, working with specialists like us - who understand both the technical requirements and common pitfalls in the profession - becomes invaluable. We’ve got 37 years of specialist payroll expertise - and we’re the UK’s #1 Trustpilot recruitment agency, offering genuine expertise and comprehensive hiring support. Remember that the best candidates often have complex career stories that don't fit neat templates. The goal isn't finding perfect CVs, but identifying candidates whose experience, skills, and motivations align with your requirements. Sometimes the candidate with the most polished presentation isn't the one who'll deliver the best results. Your CV screening process should filter for potential rather than perfection, while ensuring you don't overlook genuine concerns that could lead to expensive hiring mistakes.