Job Breakers.... That question is "giant".
While there are many specific and measurable reasons to pass on an applicant, the ultimate for me is the lie.
I understand, and will often practice the art of amnesty.
When a person is unemployed, it is a stressful ordeal. I want the applicant to sell his or her strengths. I look to hire people. I'll always be fair, square, and legal. But when I catch an applicant on a lie... Game Over! They're just "practice" for the remainder of the interview.
I usually continue the interview and will not reveal the "capture". I tend to then ask very difficult procedural questions with the intention to stump the applicant. I usually preface each "tough" question as being important. The applicant thinks they know now why they are not getting hired. The real reason is the lie. If an applicant lies on the interview, either on the application in in their verbal communication, they will steal from you.

A few of my common no-no's:

1) Bringing up salary in the initial interview (for an otherwise great interview, I'll excuse this if it happens during the Q&A at the end).

2) Speaking about scheduling limitations or prospective reasons to leave the position right off the bat.

3) Acting impolitely or speaking down to any person in our office (receptionists or secretaries included).

4) Telling me that dealing with people is your biggest challenge/weakness or least favorite thing. Very few jobs let you work without other people.

5) Consistently answering questions other than those I asked.

In general, it's often the little things that distinguish a good candidate from a bad candidate, so keeping all of those little things in mind is very important!

3 things that have happened in the past week:

1) The candidate told us that he wouldn't be available for an in person interview all next week, but should be back the following Monday. We hadn't even tried to schedule yet.

2) Completely filling a CV page to the point of having no white space for eyes to rest.

3) Putting early 90's style graphics on a resume. I can't take that seriously.

Job Breakers.... That question is "giant".
While there are many specific and measurable reasons to pass on an applicant, the ultimate for me is the lie.
I understand, and will often practice the art of amnesty.
When a person is unemployed, it is a stressful ordeal. I want the applicant to sell his or her strengths. I look to hire people. I'll always be fair, square, and legal. But when I catch an applicant on a lie... Game Over! They're just "practice" for the remainder of the interview.
I usually continue the interview and will not reveal the "capture". I tend to then ask very difficult procedural questions with the intention to stump the applicant. I usually preface each "tough" question as being important. The applicant thinks they know now why they are not getting hired. The real reason is the lie. If an applicant lies on the interview, either on the application in in their verbal communication, they will steal from you.

A few of my common no-no's:

1) Bringing up salary in the initial interview (for an otherwise great interview, I'll excuse this if it happens during the Q&A at the end).

2) Speaking about scheduling limitations or prospective reasons to leave the position right off the bat.

3) Acting impolitely or speaking down to any person in our office (receptionists or secretaries included).

4) Telling me that dealing with people is your biggest challenge/weakness or least favorite thing. Very few jobs let you work without other people.

5) Consistently answering questions other than those I asked.

In general, it's often the little things that distinguish a good candidate from a bad candidate, so keeping all of those little things in mind is very important!

3 things that have happened in the past week:

1) The candidate told us that he wouldn't be available for an in person interview all next week, but should be back the following Monday. We hadn't even tried to schedule yet.

2) Completely filling a CV page to the point of having no white space for eyes to rest.

3) Putting early 90's style graphics on a resume. I can't take that seriously.