5 Red Flags That You Might Actually Not Want That Job

Getting into the interview phase is often such a struggle that you may feel like you need to take any job offer that comes your way. In practice, though, a bad job can prove even more disastrous than waiting a little longer for another option.

Keep reading to learn some red flags to watch for when interviewing.

Your Duties Are Vague

You need clear information about a job and the expectations attached to it before you can make a good decision. If the interviewer can’t give you a clear set of duties, it means they haven’t thought the job through. It may also mean they haven’t thought through how you’ll be evaluated in the job. That’s a recipe for an unhappy work life.

Terrible Reviews

No employer will get stellar reviews from every former employee. That being said, most ex-employees won’t take the time and effort involved to craft a negative employer review unless their experience was truly awful. Multiple negative employer reviews are a clear sign of a toxic workplace. Steer clear.

They Dodge Your Questions

Every candidate should have at least two or three questions to ask during the interview. If nothing else, ask about where you’ll be working specifically or who you report to day to day. These kinds of basic questions should get answered immediately. If not, it could be a sign of trouble.

Expect You to Take the Job on the Spot

Unless you’re interviewing with a dream company for a dream position and a dream salary, no employer should expect you to take a job on the spot. This is especially true if the job includes relocating. An employer should be willing to give you a little time to think it over and discuss things with your spouse or partner.

They Actively Lie

It’s one thing for a hiring manager to overlook telling you something. It happens. It’s almost always an innocent mistake. It’s something else entirely if they tell you something that proves false.

You Might Not Want That Job

Getting an interview is a big step, but it’s not the only thing you should consider. You can run into situations where getting a job offer isn’t a good thing. Keep your eyes open for the red flags listed above. You could save yourself some serious frustration and a bad work situation.

How to Make Potential Employees Feel Welcome

How to Make Potential Employees Feel Welcome

One of the biggest mistakes that employers and recruiters make is by simply putting off potential candidates by making them feel like an intruder. An uncomfortable interviewing or hiring process is a sure way to lose the best talent to competitors. If you’re part of the recruitment process for a company, you are likely to make the first impression they will have of what it will be like to work there. Here are some tips for putting candidates at ease during the interviewing process.

Don’t waste anyone’s time

The initial screening process for candidates should include not only questions about what they can bring to the company, but what the company has to offer them as well. While final salary negotiations are usually done towards the end of the whole process, asking an experienced professional to go through an interview process and candidacy, only to learn at the end that it’s an entry-level salary, is insulting. Make sure that the candidate knows whether it is a contract or full-time position, a general idea of what the position pays, and any benefits that they may be eligible for before scheduling any serious interviews.

Communicate clearly

Once you’ve screened a potential applicant and they’ve accepted an interview, be sure to explain the process in detail. Give clear directions and instructions for locating your office and who to ask for when they arrive. Just saying “be here Thursday at 2:00” is simply not enough info. They need to know the location of the building, if there are other suites they will need to navigate past, and what to expect when they arrive.

Help them prepare

If an applicant thinks they’re coming in to meet with you to go over their resume, and you march them to a conference room where they’re met by the department head and three other team members for a technical interview, you’ve just set them up for failure. Not only will this intimidate your candidate, but they won’t be able to adequately demonstrate their skills if they aren’t prepared. Let them know who they will be meeting with, the purpose of the interview, and what kinds of things they will need to be ready to discuss.

Greet them and treat them as guests

Leaving candidates waiting in the lobby for an extended period of time is never a good idea. Interviews are stressful situations, even when they go well. Being blatantly rude and leaving applicants alone or unattended will build anxiety, which can lead to a negative performance during the interview. Invite them in, thank them for coming, and if you are running behind schedule, find someone who can take a few moments and give them a tour of the facility. If you’ve gone through the trouble of setting up an interview, there must be something in them that you desire. Don’t throw it away by being inattentive and distant.

Try to show them the real face of the business

Remember that an interview is a meeting between two parties, to see how well the arrangement will work. If your office is normally a chaotic and high-energy collaborative environment, don’t stifle your other employees for an hour because you’re trying to make a good impression. On the other hand, if your office is quiet and compartmentalized, don’t try to make it appear to be a fast-paced and fun atmosphere. Trying to be something you’re not will create a tension in the workspace that candidates will be able to feel when walking around.

Let them also interview you

Whether a candidate will fit into a position well has implications for both sides. While they are selling themselves to you, you’re also selling a company to them. Leave space at the end of the interview for the candidate to ask any potential questions, or discuss possible deal-breakers. Both sides need to be comfortable with the relationship if you’re going to avoid turnover.

Interviewing candidates for a position shouldn’t be a question of seeing who will jump through the most hoops. Welcoming potential employees and putting them at ease will help to ensure the best fit, not just for them, but also for your company.

Do You Have Any Questions for Me?

Do You Have Any Questions for Me?


“Do you have any questions for me?”  Don’t get stumped by this common interview question! Answer “no”, and you might as well start looking for another job. So why do interviewers ask if you have any questions? They want to find out three important things:

  1. Did you do your homework about the position and the company?
  2. Are you really interested in the job?
  3. How are your conversational skills and thought processes?

And, since you could possibly be working at this company, it’s in your best interest to ask as many questions as possible so that you know exactly what to expect. Here are some examples of what you might want to ask…

To find out more about the company:

  • Where do you see the company headed?
  • What will the company be like five years from now?
  • Can you describe the company culture?
  • How do you stay ahead of the competition?
  • Where do you see this industry headed?
  • What is turnover like?

Interviewer questions:

  • What do you like about working here?
  • How long have you been working here?
  • If you could change or improve anything, what would it be?

To find out more about your position:

  • Is this a new position? If so, why was this position created?
  • Describe a typical work week/day in this position.
  • How many people work in this department?
  • Can you show me an organizational structure chart or give me an idea about the chain of command?
  • How will my performance be measured? By whom?
  • Will I be given periodic reviews?
  • How would you describe the responsibilities of this position?
  • What is the management style like?
  • What are the opportunities for advancement?
  • What is the company’s policy on providing seminars, workshops, and training so employees can keep up their skills or acquire new ones?

Work-life balance and other expectations:

  • How much travel is expected?
  • What are the typical hours like?
  • Is overtime expected?
  • Is relocation a possibility?

Follow-up questions:

  • If I am offered a position, when would I be expected to start?
  • What are the next steps in the hiring process?
  • When should I expect that you’d be making your decision?
  • Is there anything else that you’d like to know?

And NEVER ask these questions:

  • Questions that can easily be answered by checking the employer’s website or any other literature that has been provided to you before the interview.
  • Salary and benefit information, unless the employer brings up the topic.

References:

Doyle, Alison. “Your Guide to Job Searching: Interview Questions and Answers.” http://jobsearch.about.com/od/interviewquestionsanswers/a/interviewquest2.htm