Interview Red Flags We Can't Ignore, Even If We're Getting Old(er)
Feb 11, 2026The candidate looks great on paper. They arrive for the interview wearing... a hoodie. Not ratty, mind you—a nice Nike hoodie, clean and in good shape. But still. A hoodie. To a job interview. Is this a legitimate concern or are you just showing your age?
Anna and Kendall dive into this uncomfortable territory with characteristic honesty, examining their hiring deal breakers and genuinely questioning whether they're maintaining reasonable standards or clinging to outdated expectations. The result is a conversation that will resonate with anyone who's felt this tension in recent hiring.
The hoodie discussion launches the episode, with Kendall explaining her concern: "What it says most about how people dress in an interview is simply how we can expect them to dress at work." She describes it as "a sign of respect" and notes that she dresses professionally when conducting interviews. But she's also questioning herself: "Are we just living in the wrong generation or should we stick to these boundaries?"
Anna pushes back gently, asking whether they should explicitly state dress expectations in job postings. Kendall's response captures the generational divide: "Have we given up as a society? If we have to... that is a social construct agreement in our society that job interviews are a time to dress professionally."
The conversation moves through a catalog of once-standard practices that have largely disappeared: cover letters, thank-you notes, arriving five to ten minutes early. As Anna notes about thank-you notes: "I'd given up on that one. They had no idea, honestly no idea." The hosts acknowledge that when these things do happen now, candidates immediately stand out—sometimes enough to practically secure the job just through basic professional courtesy.
AI enters the discussion as both solution and complication. Kendall describes a candidate who was perfectly prepared—perhaps too perfectly: "They were reading, they're like referring back to their prompts... the follow up just felt very contrived and forced... that sounds like ChatGPT to me." Anna offers important nuance about AI use for candidates whose first language isn't English, showing where flexibility matters.
Some deal breakers elicit strong agreement from both hosts. The limp handshake prompts visceral reactions, with Anna admitting: "I almost stopped the interview... I had to be talked back from the brink." Same-morning interview cancellations with no explanation? Both hosts have experienced it recently and both refuse to reschedule without compelling reason.
The oversharing candidate emerges as perhaps the most serious red flag. As Kendall explains from hard-won experience: "I've learned this the hard way... it's easy to get caught in that trap if someone's sharing too much about their life and story... those people that will share that level of detail in an interview, they'll be difficult to have on the team."
Throughout the conversation, both hosts demonstrate awareness of when standards should flex. English as a second language, dyslexia, neurodivergence—these receive grace and understanding. But indicators of respect, attention to detail, and future reliability? Those still matter.
The episode concludes with an invitation for pushback. As Kendall says: "I would love to hear from our audience on this one and see if anyone has a different opinion, maybe from a younger generation." Anna adds: "Tell us, 'Completely out of touch, you two.'"
This self-awareness—the willingness to question their own standards while still defending most of them—makes the conversation valuable rather than simply curmudgeonly. These aren't arbitrary preferences but observations about behaviors that predict success or struggle in team environments.
If you've questioned whether you're being too picky in hiring, or if you've felt out of step with how candidates present themselves now, this episode offers both validation and honest examination of which standards truly matter.
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About Anna Rudel
Anna Rudel, L. Ac is the owner and founder of Lokahi Acupuncture Clinic in San Jose California, founded in 2003. Anna is a master organizer and clinician, and as a Coach she specializes in working with Clinic Owners in the state of California, and Acupuncturists and Acupuncture Clinic Owners, or groups wanting to add Acupuncture worldwide, as well as teams that need support with employee retention and satisfaction. Born in the UK, Anna has traveled extensively in Asia and now has a thriving multi-practitioner clinic in the US!
Anna's Website and Links
- Website: https://lokahiacupuncture.com/
- Learn Group Coaching: https://www.wellnesscentercreators.com/group-coaching
- For info about Individual Coaching: https://www.wellnesscentercreators.com/individual-coaching
About Kendall Hagensen
Kendall is a Somatic Mental Health Therapist, Multidisciplinary Clinic Owner and Business Coach. She specializes in, and is passionate about, working with healthcare professionals to create the businesses of their dreams. Big goals always have a psychological component beneath the surface, so Kendall uses her background in Somatic Psychotherapy and EMDR Therapy mixed with Business Coaching tools to help clients develop a healthy relationship with their business and their strength as a leader.
As someone who lives with a chronic illness herself, Kendall feels that health happens best within community, which is why she takes a holistic, integrative, and collaborative wellness approach to her personal and professional life.
Kendall’s Web/Social Links