Watch for lack of systematic troubleshooting approach, dismissive attitude toward preventative maintenance, poor client communication skills, blame-focused responses to technical failures, and resistance to learning new systems or procedures. These behaviours indicate candidates who may struggle with technical responsibility, client service, and operational integration in professional AV environments.
Common misunderstanding: Worrying about knowledge gaps instead of bad behaviour
Many hiring managers worry about technical knowledge gaps instead of bad professional behaviour. You can teach someone about your equipment, but you can't easily fix someone who blames others or treats clients poorly.
Let's say you are concerned about a candidate's unfamiliarity with your specific equipment brand whilst overlooking their blame-focused responses. Knowledge gaps are trainable, but problematic professional behaviour rarely improves. Focus on red flags like: "They blame previous employers for technical failures" or "They dismiss client concerns as unreasonable." Professional behaviour patterns predict long-term success.
Common misunderstanding: Thinking technical skills make up for poor communication
Some managers ignore communication problems because someone is good with technology. But AV technicians talk to clients constantly during problems, so poor communication skills will cause major issues regardless of technical ability.
Let's say you are impressed by a candidate's technical knowledge but notice they become impatient when explaining solutions or dismiss client concerns. Strong technical skills won't offset communication problems during events. Watch for red flags: Can they explain technical issues clearly? Do they show frustration with non-technical questions? Communication failures create client dissatisfaction regardless of technical competency.
Look for inability to explain technical processes clearly, defensive responses about past mistakes, rigid technical thinking, poor listening skills during scenarios, and showing frustration with non-technical stakeholders or basic questions. These behaviours indicate candidates who may struggle with client interaction, team collaboration, and professional adaptability in venue environments.
Common misunderstanding: Confusing arrogance with confidence
Hiring managers sometimes think overconfident candidates are competent. But people who think your questions are "too easy" or act like they know everything often lack the humility needed to learn and serve clients properly.
Let's say you are impressed by a candidate who seems very confident and dismisses your scenario questions as "too easy." Overconfidence often masks incompetency or poor professional judgement. Watch for red flags: Do they show systematic thinking? Are they receptive to questions? Professional humility enables learning and client service, whilst arrogance creates operational problems.
Common misunderstanding: Missing subtle blame patterns
Some managers don't notice when candidates subtly blame others for problems. People who say things like "The equipment was badly maintained" or "Clients never understood" show they don't take responsibility and will likely cause problems with your team and clients.
Let's say you are interviewing a candidate who says things like "The equipment was poorly maintained" or "Clients never understood what we were trying to accomplish." These subtle blame patterns indicate poor professional responsibility. Listen for red flags: Do they take ownership of technical challenges? Do they speak respectfully about previous situations? Blame-focused thinking creates team and client relationship problems.
Red flags include equipment-focused solutions without client consideration, random troubleshooting without methodology, negative comments about previous clients or venues, unwillingness to follow documentation procedures, and poor time management during assessments. These patterns predict operational problems, client dissatisfaction, and team integration difficulties in professional venue environments.
Common misunderstanding: Ignoring resistance to paperwork
Many hiring managers don't see resistance to documentation as a big problem. But professional AV work needs proper record-keeping for maintenance, tracking problems, and sharing knowledge. People who hate "paperwork" will create operational problems.
Let's say you are interviewing a candidate who dismisses documentation as "paperwork" or says they "prefer to focus on actual technical work." This attitude indicates poor professional standards. Documentation enables systematic maintenance, problem tracking, and team knowledge sharing. Watch for red flags: Do they understand documentation value? Are they willing to follow procedures? Documentation resistance creates operational continuity problems.
Common misunderstanding: Ignoring slow work during interviews
Some managers ignore when candidates take too long during interview tasks, thinking their technical knowledge makes up for it. But AV technicians must handle multiple urgent problems during events. If they're slow during calm interviews, they'll be worse under real pressure.
Let's say you are noticing a candidate struggles to complete assessment tasks within reasonable timeframes but assume their technical knowledge compensates. Time management problems worsen under operational pressure. If they can't manage time during controlled interviews, they'll struggle during actual events. Watch for red flags: Do they work efficiently? Can they prioritise tasks? Poor time management creates event disruption and client dissatisfaction.