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What do job seekers see as the biggest red flag in an interview?
To find out, data analysts at the HR community People Managing People analyzed 5,172 comments in a Reddit thread titled “Red flags in interviews that reveal your job is toxic.”
Experts say interviewers should set positive expectations, be transparent about roles and organisations, and avoid saying things like:
“You are part of the family too”
No. 1 approval ratings for a candidate are surprising and may turn what is generally considered a positive notion into an unfortunate concern.
According to a Reddit review, the biggest red flag is using the term “family” to describe a company.
“It’s meant to represent an organization that is collaborative, team-oriented, trustworthy and respectful,” said Anna Cowell, a talent acquisition consultant at Helios HR, a Washington, D.C.-based human resources consulting firm. maybe,” he says. “But it may be a way of expressing an environment in which eternal loyalty is expected, or commitments beyond normal duties and working hours are called for.”
Career coach JT O’Donnell, founder and CEO of Portsmouth, New Hampshire career coaching site Work It Daily, talks about dysfunctional and toxic family life rather than warm and ambivalent attitudes. Said it could remind people.
O’Donnell urged employers to communicate family ties through example instead of using clichéd metaphors. “What is the story behind that claim?” she asked. “People want to help you visualize what it’s like to work there. ‘Please say.'”
Recruiters and hiring managers should find ways to articulate the workplace culture to candidates and find thoughtful ways, Cowell agrees.
“I would like you to say yes.”
Another red flag is when a candidate feels that a recruiter is trying to fill the role, or hears that the role has a history of frequent turnover.
“Recruiting is a high-profile activity, and recruiters can forget what their jobs look like from the outside,” said Cowell. “Managers can get so engrossed in outreach that they send multiple follow-up emails to reluctant candidates who seem uninterested. If so, it can be difficult to get the candidate to quit, and you may be fined.” The line between enthusiasm and desperation. “
That’s why it’s important for recruiters to be honest with managers about a candidate’s interest in the role, she said, to soften the look of despair.
“It feels like hype to say, ‘This job needs to be filled yesterday’ or ‘This job needs to be filled ASAP,'” O’Donnell said. “Job seekers would rather hear concrete stories to understand the need for open positions.”
Transparency is the best option when a candidate asks why the position is open and for how long. “Be prepared,” Cowell said. “If the role is challenging in any way, be upfront about the limitations or challenges and give the candidate an informed choice to continue or move forward in the process.”
“It’s long hours, but it’s worth it.”
Mentioning long hours or demanding workloads, even in exchange for high pay, is also a red flag for some candidates.
“There’s been a change, and employees expect a decent work-life balance,” Cowell said. “You need to be aware that your culture reflects your values, and if certain hours involve working outside traditional hours, it’s best to be upfront about it. People want to be successful if they believe in what they’re doing and know what’s right.” That’s what they want. ”
Experts agree that being honest about the less glamorous parts of your job is your best bet.
“If you can’t afford to work long hours, think about who enjoys working that way,” says O’Donnell. “Ask employees who are happy with the environment what they like about the culture, and bring that message into the interview. It would be better to say, ‘It’s very expensive, and the benefits are enormous. ”
Cowell said an important part of the interview process is giving job seekers the opportunity to self-select. “You don’t want to hire someone who isn’t successful or happy in the role.”
‘So you’re married? ‘
Inappropriate or offensive questions definitely stand out as red flags in an interview. In a recent SHRM survey of more than 1,000 recruiters, 24 said it was somewhat or very common for recruiters to ask inappropriate questions in interviews during the hiring process. %was.
“You don’t want to suggest that you’re trying to intrude on someone’s private life or personal tastes,” O’Donnell said.
Cowell said questions to avoid include potentially discriminatory questions such as “What are your plans to start a family?” He also advises avoiding quirky, unconventional questions like, “What superpower would you like to have?”
“Ask questions carefully and purposefully, and make sure it’s work-related,” she said.
“Interviewers should focus more on what drives the person and why they want to work for you,” says O’Donnell. “Ask, ‘What makes you want to come to work every day?’ ‘Why did you want to work in this job?’ The questions are framed so that the person can answer them in the context of their work and also select personal aspects to share. ”
Ultimately, Cowell said job seekers should be open-minded about what they perceive as red flags in an interview. “A red flag may simply be a lack of communication. Instead of quitting and thinking this must be a difficult place to work, ask ‘What does that mean’ or ‘Tell me more’. It’s worth digging into and clarifying.”
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