Hiring can feel a little like a soccer match. There is strategy. There is pressure. There are a lot of moving parts. And sometimes, one bad move can completely change the outcome.
In today’s job market, employers cannot afford to treat hiring like a casual pickup game.
That is where red cards and yellow cards come in.
A red card is a hiring mistake that needs to stop immediately. It can damage your employer brand, create legal risk, or cause qualified candidates to walk away.
A yellow card is not always a disaster, but it is a warning. It means your process may need a closer look before it costs you the right hire.
Let's break it down.
RED CARD
Asking the Wrong Interview Questions
Some interview questions are not just awkward. They can create serious problems.
Questions about marital status, children, childcare plans, pregnancy, or family responsibilities can be viewed as discriminatory, especially if they are used to limit someone’s employment opportunity. The EEOC specifically warns that questions about marital status or number of children may violate Title VII when used improperly.
Questions about disability can also cross the line. Before making a job offer, employers generally cannot ask about the nature or severity of a disability. They may only ask limited accommodation-related questions in specific situations, such as when an applicant voluntarily discloses a need for accommodation or when the need is obvious.
Better Play
Keep interview questions tied directly to the job.
Instead of asking, “Do you have kids?” ask, “This role requires occasional evening coverage. Are you able to meet that schedule?”
Instead of asking, “Do you have any health issues?” ask, “Are you able to perform the essential functions of this role, with or without reasonable accommodation?”
YELLOW CARD
A Job Description That Sounds Good But Says Nothing
Every employer wants a “team player,” a “self-starter,” and someone who can “wear many hats.”
The problem? So does every other employer.
A vague job description may seem harmless, but it often attracts the wrong candidates and pushes strong candidates away. If the role does not clearly explain responsibilities, schedule, pay range, required skills, and expectations, job seekers are left guessing.
And when candidates have to guess, many will simply move on.
Better Play
Be specific. Tell candidates what the role actually does, what success looks like, what skills are needed, and what makes the opportunity worth considering.
RED CARD
Hiding Pay Information or Asking About Salary History
Pay transparency is no longer just a “nice to have.” In many places, it is becoming an expectation, and in some cases, a legal requirement.
For Rhode Island employers, the state’s Department of Labor and Training says employers are prohibited from asking job applicants to disclose wage history or relying on wage history when considering someone’s candidacy. Employers must also disclose the wage range at the time of hire, internal transfer, or whenever requested by an employee.
Even when pay transparency is not legally required in the exact same way for every employer or location, hiding compensation can still hurt your hiring process.
A salary range that is too vague, too wide, or missing altogether can make candidates question whether the role is worth their time.
Better Play
Share a realistic pay range and be prepared to explain what determines where someone falls within that range.
YELLOW CARD
Moving Too Slowly
A slow hiring process does not always mean a bad hiring process. Some roles require multiple steps, careful review, and internal approvals.
But if candidates are waiting weeks with no updates, that yellow card can turn red quickly.
A 2025 LiveCareer survey found that 57% of job seekers abandoned an application mid-process because the requirements were too complicated or time-consuming. The same survey found that not hearing back from employers was the top job search frustration.
Candidates notice when a process feels disorganized. Long delays, unclear next steps, and poor communication can make them wonder how the company operates internally.
Better Play
Set expectations early. Tell candidates what the process looks like, when they can expect updates, and what the next step will be.
Even a short update is better than silence.
RED CARD
Hiring Based on "Gut Feeling" Alone
There is nothing wrong with liking a candidate.
The issue is when “I just have a good feeling” becomes the entire hiring strategy.
Gut feelings can be influenced by unconscious bias, personal similarities, or assumptions that have little to do with whether someone can perform the job. This can lead employers to overlook strong candidates or advance the wrong ones.
SHRM has noted that skills-based hiring and structured evaluations can help employers focus more clearly on whether candidates have the experience, skills, and abilities needed for the role.
Better Play
Use consistent interview questions, scorecards, and job-related evaluation criteria. Compare candidates against the role, not against each other’s personalities.
YELLOW CARD
Requiring a Degree When the Job Does Not Truly Need One
Degrees matter for some positions. For certain roles, they are required.
But for many jobs, requiring a degree by default can shrink your talent pool before the search even begins.
SHRM’s 2025 research found that HR professionals and supervisors ranked relevant work experience and demonstrated skills as the top factors in hiring decisions. It also found that 62% of organizations have seen success by prioritizing candidate skills.
If a degree is not truly necessary, making it mandatory could cause you to miss experienced, capable candidates.
Better Play
Separate “must-have” requirements from “nice-to-have” qualifications. Focus on what the person actually needs to do the job well.
RED CARD
Ghosting Candidates
No response is still a response.
When candidates interview and never hear back, it reflects poorly on the company. Even if someone is not the right fit today, they may be a future applicant, customer, referral source, or connection.
Ghosting candidates may save a few minutes in the short term, but it can hurt your reputation in the long term.
Better Play
Close the loop. A simple, professional rejection message is enough. Candidates do not need a novel. They just need clarity.
YELLOW CARD
Treating Hiring Like an Administrative Task
Hiring is not just about filling a seat.
It affects productivity, morale, customer service, and long-term growth. When companies treat hiring as something to “get through,” they often rush the process, miss warning signs, or settle for candidates who are not aligned with the role.
Better Play
Treat hiring like a business strategy. Before posting the job, define what success looks like, what skills matter most, what training is available, and how quickly you need someone in place.
Final Whistle
The best hiring processes are clear, fair, and intentional.
A red card means something needs to stop immediately. A yellow card means it is time to slow down, ask better questions, and make adjustments before the process gets off track.
When employers communicate clearly, move with purpose, and focus on job-related skills, they create a better experience for everyone involved.
And in a competitive hiring market, that can be the difference between losing a great candidate and making the right hire.
Need help finding qualified candidates?
Avoid the hiring headaches. City Personnel can help you simplify the process, screen candidates, and connect with talent that fits your needs.
