[ad_1]
credit:
Getty
Let’s face it, job interviews are all about sales. Candidates are “selling” their skills and talents. Interviewers “sell” their organizations as great places to work, but no place is perfect and more and more candidates are looking for the best cultural fit.
But the challenge is understanding the truth about workplace culture Before Say yes. Powerful review sites like Glassdoor have developed entire business models around helping candidates do just that, but perhaps candidates are more likely to reveal their company’s true cultural identity. For that reason, rather than leaving it purely to external sources or worse, we can play a more active role.
We usually think of interviews as focused on evaluating a candidate, but the process is also a valuable opportunity to evaluate the company, and candidates are desperate to be asked for prom. Like a clumsy high school student, obsessed with simply impressing interviewers. dangerous. To truly assess your own worth and talents, you must take the time to thoroughly scrutinize the organization and its culture. they Runs during the hiring process.
Especially when interviewing with new organizations, pay attention to five key warning signs that corporate culture should avoid.
1. Neglect time
Unfortunately, it is common for recruiters and managers to hold candidates in their personal Zoom rooms (or outside someone’s office) well past the interview start time, or to interview them well past the scheduled end time. It is not uncommon to keep pressing indefinitely. Instead of reflexively brushing off such behavior, notice how the person values your time. Sure, life happens to all of us, but it costs nothing to apologize when they can’t keep to the schedule they set for themselves. If it’s negative, it suggests that your time isn’t being valued, so don’t worry.
2. Need long interviews and free consultations
If a company has to go through endless rounds of interviews to assess your suitability, something is wrong with their decision-making process (which alone should be cause for concern). Perhaps even more troubling is the situation where companies seem to be using interviews as an opportunity to receive free consulting. Yes, it’s perfectly reasonable to ask behavioral interview type questions like, “How do you deal with your direct reports who always show up late to customer meetings and are doing top-notch work?” target. However, it doesn’t make sense to help brainstorm ways to optimize the logistics process, or solicit feedback on proposed rebranding efforts. And if they suggest giving you a competitive analysis spreadsheet to complete as homework “to better assess your level of aptitude for the role,” do it in the opposite direction.
3. Lack of transparency, especially about compensation
Transparency is an area where companies tend to talk good games, but often don’t. Many companies uphold transparency as a core value. The most obvious example is salaries. Is the topic lurking in the room like an elephant in your discussions with them? Are you willing to share payout rates and reasonable ranges by articulating relevant benefits and perks? , or are they completely ignoring the topic? Do they bristle when you pick up the topic, provide non-answered answers, or pivot to other areas?
S. Anne Marie Archer describes herself as a recovering attorney and HR executive who teaches employees how to voluntarily exit a discriminatory and hostile work environment. She warns her candidates “if questions about salaries, promotions or potential bonuses make the interviewer visibly uncomfortable or avoid or evade direct answers.” I am advising you. “If an interviewer or recruiter can’t articulate the promotion and career advancement process in your organization, that’s a red flag,” she warns.
The nature of work is a two-way exchange, talent for reward, and why the interview process only focuses on what they’re getting and completely ignores what they’re giving in exchange No. If they treat your compensation question like a schoolyard game, you can’t expect true transparency after you sign on.
4. Low Energy Conversations and Attitudes
A good barometer of company culture is employee morale. So, whether interviewers, managers, or other people you come into contact with seem upbeat, rested, and excited about the job, or stressed, overwhelmed, and anxious. Please be careful. While you can’t tell how someone honestly feels about their work environment (unless you ask which isn’t a bad idea), you can observe their attitudes, energy levels, and general disposition. Recording provides valuable insight. When talking about company goals, priorities, and initiatives, if they seem totally fun but aren’t truly inspiring, are you content with having the same energy about your work? Admittedly, one person’s demeanor may not accurately represent the tone of the entire organization, so make a note of trends and patterns in how you interact with different people. please give me. We are talking about something that is a real realm of passion and excitement.
Five. Discomfort with DEI
In 2023, we should expect all companies to actively discuss Diversity, Equity and Inclusion (DEI). What does the DEI mean for your organization, how does it translate into your company’s priorities and initiatives, and what are your specific goals? Awkward silence and vague platitudes in response to DEI questions are a cause for serious concern, especially for applicants from historically marginalized communities.
Archer warns candidates to be cautious if questions about the DEI and their active and intentional inclusion in the organization make the interviewer visibly uncomfortable. Or when a recruiter shuns or avoids direct answers about the DEI program and fails to provide concrete metrics to back up their statements about the DEI, that’s a red flag.” It warns candidates to beware of “organizations whose DEI programs are in Human Resources”.
While it’s important to be proactively aware of these potential red flags throughout the interview process, there’s no substitute for directly asking about company culture as well. Interviewers are likely to have the most positive and generous view of company culture, so it’s dangerous to take it at face value. Watch out for red flags that provide more solid insight into potentially dysfunctional and toxic cultures. Remember, in many ways, the interview stage is the honeymoon period.
Follow me please LinkedIn. check out My website or some of my other works can be found here.
[ad_2]
Source link