woman-214788_640Most people have either managed them or worked with them – the know-it-all. They are often a cause of employee conflicts and discontent in workgroups. Employers need to be aware of how to avoid hiring this type of employee to eliminate any possibility of in-house disruption created by their hiring. Here are some guidelines to help you detect these difficult to manage types of candidates.

General Signs You Are Dealing With A Know-it-All

Arrogance does not always rear its head when dealing with a know-it-all. Oftentimes they can appear to be very knowledgeable about their job and present themselves appropriately. Underlying the façade is a fear of not knowing everything, usually visible when asking a question about something that is not readily known outside of the company.

One question that often appears on practice interviews is, “What is the biggest mistake you made at the job, and how did you fix it?” Even a prepared response will reveal a defensive posture if the person is a know-it-all, often pointing the finger at someone else to blame. In admitting they made a mistake they deep down know it really had to do with the incompetence of someone who knew less than they did, and that is the reason for their failure.

Specific Indicators

A low self-esteem and know-it-all attitude usually go hand-in-hand. Some people often seek assurances of their self worth and value outside of themselves. For the know-it-all, their perception of themselves is based on how they perceive others who work around them as well. Always ready to take the credit for the group effort and rarely, if ever, acknowledging the contributions of others. For interviewers and managers, create questions that directly address the issues of leadership, teamwork, and coordination.

An examination of the candidate’s resume will often clearly reveal the know-it-all person. A resume that goes into great detail about personal accomplishments or academic achievements is someone who is doing more than presenting their qualifications and credentials. Job accomplishments that have an excessive use of the word “I” should be closely examined for other indications of a need for personal recognition.

During the Interview

Listening is one of the most important interviewing skills for the employer and employee. The tendency of know-it-alls is to be certain the interviewer understand and hears everything about their career goals and accomplishments, even if the questions are not directly asking for such information. The fine line to decipher is whether the conversation is drawing attention to the candidate or the accomplishments. Also, an interviewee who asks that questions be repeated or who is giving responses not directly related to the question is often a sign of a candidate who is not listening.

In general, the know-it-all candidate will make sure the focus of attention is turned toward themselves rather than on their benefit to the company or former co-workers. In the mind of the know-it-all, others exist only to emphasize their importance rather than the other way around. That is an unhealthy attitude for a candidate to have since their new company will exist solely to serve their purpose and benefit themselves. The possibility of hiring such a person can be eliminated by paying attention to a candidate’s responses and hearing who really is the priority in their business life.