It’s 2021, Choose Your Employer!
As a prospective employee, regardless of your role, you have to look out for these 5 red flags 🚩
🚩 No Scope of Work.
When candidates apply for a specific position, they expect a certain level of accuracy and trust throughout the interviewing and hiring process. When the recruiter keeps all job-related activities, responsibilities, and roles vague, it will be hard for candidates to build interest and trust in the position.
🚩 Unprofessional Communication.
Regardless of the role within the hiring process, there must be a recognition that time is as valuable for candidates as the recruiter. When recruiters confirm a call at 9 PM, then the next day, call the candidate 2 hours after the agreed time, this shows disrespect and overstepping the professional boundaries that are still to be built. This will result in a loss of interest in the position and the company.
🚩 Insisting that Salary + Benefits < “Potential Bonuses”.
Probably the most important red flag is when recruiters avoid adressing the benefits and earnings and instead, highlight that potential bonuses will make up in the long-term. If the job relies heavily on commission, ask about stats regarding the bonuses tiers, and how many employees achieve them. Be on the lookout for hiring managers that exaggerate your ability to earn future bonuses and high commissions.
🚩 Speaking Poorly of Previous Employees and Other Candidates.
If the recruiter is talking about candidates in a way that is dismissive and baching their experiences and concerns, that is the “reddest” flag. A candidate cannot be blamed for thinking that the recruiter will be probably talking about them to the next candidate. A culture that doesn’t promote mutual respect is likely to offer you a toxic work environment — and you don’t want any part of it. stay away from those!
🚩 Doing Extensive Work as an “Assessment”.
There is a thin line between assessing the candidate’s competencies and doing free work for the company. Recruiters should not be asking about detailed roadmaps, holistic operations strategy, annual marketing objectives, and more before any interviews. As a candidate, I feel more comfortable with automated talent assessments from reputable providers if needed.
Finally, I’m sure that no company would intend to offend a candidate or make them uncomfortable, but I hope the market grows to appreciate job seekers’ time and energy.
