David Royce has employed numerous individuals throughout his twenty-year professional journey. serial entrepreneur Has established or co-established three firms within the pest management sector, including his latest venture, Aptive Environmental, launched in 2015, which currently operates across over 5,000 municipalities. according to LinkedIn In 2024, a private equity firm obtained a significant shareholding in the company, and Royce has taken a break for a year to contemplate his future endeavors.
Royce believes that when evaluating potential employees during interviews, qualities such as being captivating should be considered. He explains, "Does the candidate show passion? Can they convey their enthusiasm in a way that inspires me to desire spending time with them?"
There are also a few red flags He keeps an eye on certain aspects. Below are the factors that make him doubt a candidate's feasibility.
'The issue arises when each employment stint lasts merely six to twelve months.'
Many individuals may depart from their jobs within a year due to various factors such as receiving a more attractive job proposal or encountering an unpleasant workplace atmosphere. Over recent years, fluctuations in the employment sector and widespread layoffs across sectors like technology have also forced numerous employees back into the job hunt without warning.
However, there's only so much that can be done. short stints a candidate can exhibit.
He mentions that if all of their previous jobs lasted just six to twelve months each, it raises concerns for him. This makes him question whether the individual gets restless quickly or if they consistently fail to build rapport with colleagues. Additionally, it causes him to ponder how long such a person would remain employed at his firm.
He suggests you might anticipate similar durability for your own company, implying that you'll likely have to repeat the interview process shortly after.
I want to ensure that someone has an overall positive attitude.
Royce likewise keeps an eye on how candidates talk about their previous employers.
"He mentions it’s perfectly fine to share both good and bad points” regarding an employer. However, if the applicant strongly focuses only on the unfavorable parts of their past employment, “the issue probably lies with the employee,” he explains.
These individuals have the potential to decrease the overall morale of the entire team. As he points out, they might "ruin your company culture and could lead to the departure of top performers."
"When recruiting, I aim to ensure someone has an overall optimistic attitude,” he explains, “and seeks chances or methods to enhance processes.” Such staff members have the potential to thrive and propel the organization ahead.
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