Candidates often worry about making a good impression during the hiring process, but they should pay just as much attention to how the company presents itself.
Amanda Augustine, career coach and resident career expert at Resume.ai, says if something doesn’t feel right during a job interview, don’t ignore your gut.
“A candidate’s experience is often a reflection of how they treat and respect employees,” Augustine says.
No matter how great a job looks on paper, “if it’s not a great experience interviewing and going through the vetting process, chances are it won’t be a great experience on the job,” she says.
According to Augustine, these are the top three red flags from employers that job seekers should look out for during interviews.
Hiring team doesn’t have a clear understanding of what the role requires
A big red flag, Augustine says, is if each person you talk to during the interview process “appears to have a different idea in mind about what they expect from you” in the role.
From a company’s perspective, everyone involved in the hiring process should have similar answers to questions such as “What does success look like in this role?” or “What are the top three qualifications needed to do this job?”
If the hiring team isn’t clear about your exact job description, the team members you’ll be working with, and your role within the company, you’re likely to face unrealistic or unclear expectations as an employee, says Augustine.
She says these inconsistencies could also be indicative of a larger problem in the company’s culture.
That could indicate “conflict within the organization” about what they want, Augustine said. “If I accept the job, I will be caught in the middle.”
they avoid answering difficult questions
Job interviews are a two-way street, Augustine said, and just as the employer is evaluating whether to hire the candidate, the candidate is also evaluating whether they want to work for the company.
If there are concerns, candidates can and should ask probing questions like, “I see there were some major layoffs last year. How did your team bounce back from that? How has that changed your goals?”
Pay attention to your interviewer’s reaction, says Augustine.
“If they avoid it, refuse to answer it, or don’t want to get into it, it’s because they either don’t know the answer or think the answer will scare them away,” she says. That’s alarming.
It can also be a red flag if the interviewer is reluctant to talk to current team members, she says. They may be trying to hide a toxic work environment.
The work environment seems tense
If you’re visiting a company for an in-person interview, it’s important to “be aware of your surroundings,” says Augustine.
“Keep your eyes and ears open to what’s going on around you,” she says.
She recommends taking note of details such as “Where are people waiting? What’s the atmosphere around them? Are people stressed? Are they quiet? Are they happy?”
Even something as simple as what employees keep on their desks can provide valuable insight into a company’s culture, she says. “Do you have plants, family photos, things like that, or is it very sterile?”
Another clue to look out for is whether other employees seem cooperative or keep quiet about themselves.
These factors don’t necessarily indicate a toxic workplace, but they can help candidates determine whether the company culture is a good fit, Augustine says. If not, “you’ll want to run for the door,” she says.
How candidates can respond
If you decide you are no longer interested in continuing in the role, it’s best to let the company know right away.
While it can be awkward to tell a company you’re withdrawing your candidacy, Augustine recommends sending a simple scripted follow-up email.
“Thank you very much for your time today. I have really enjoyed learning more about your organization. After further consideration, I do not believe this role is suitable for me. I wish you all the best in your search.”
No matter how the interview goes, “you’re always going to maintain your dignity, honor, and professionalism,” Augustine says.
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