Red Flags to watch out for when interviewing

I often tell candidates to go with their gut.

It is sometimes difficult to remember, but it is usually the voice of reason.

The following are my red flags for you while interviewing. If you experience any of these while you are interviewing, proceed with caution.

The office is quiet and it feels foreign or strange.

This is usually a bad sign, as an environment should talk to you.

Often our senses will kick in and tell us that something feels like it could be home or that you can feel yourself working there.

The interviewer spends too much time selling the company rather than learning about you.

They may go on about the company's aspirations and how they expect to grow significantly in the next few years.

Reflect on their story and ask yourself, does this story make sense?

Why do they see so much growth potential for an old category or why do they seem to think their new product is revolutionary?

Don

’

t be afraid to ask them the tough questions, even if you might sound blunt.

They are more likely to become further engaged if they see your due diligence first hand.

Also ask yourself, is what they are saying in line with what I know about the industry.

Just because they work in the industry, does not necessarily mean that they know more than you.

Beware of the

“

we are going to invest heavily in this business.

”

It is one thing if they have been acquired or they are now private equity backed with strategic growth plans, but if they are planning to invest heavily in a business that is, or seems stagnant or not growing significantly, it is unlikely any ownership is anxiously awaiting to pour more money into the business.

Also, be weary of this story if you are not hearing it from multiple executives at the senior level.

The head of sales may want to bend the truth in order to get you to sign on the dotted line, but the head of supply chain or the head of finance is not likely to be part of the lie.

It is more common than you think, that “funding cuts

”

occur shortly after someone starts at a new company.

Beware of the interviewer that keeps you waiting for more than 15 minutes.

I used to work for someone like this, and the excuses like “it is crazy here today, we just cut a large deal, I keep getting pulled into meetings etc..

”

tends to happen frequently.

It is more likely that the interviewer believes that their time is more important than yours, and that this behaviour will likely continue for you if you become an employee.

Beware of the interviewer that talks about needing to

“

clean house

”

and change the culture while speaking ill of current employees.

If everything needs to be torn down, A. it might not be the best place to be successful and to make a difference, B. there might be a reason for the culture and it probably comes from the top.

There are a number of companies that I know that repeatedly give the same sales pitch to senior executives about how they want to change and that they will empower the new candidate, but old habits die hard and ownership and senior management usually revert to how they have always run the business.(especially if sales are soft)

Beware of high turnover in private companies.

This is usually a habitual frustration.

Sometimes it happens in companies that you think would be reputable firms.

The company says one thing to get top talent, but then does not allow them to implement the necessary change.

I have never understood how some private companies with such high turnover do not even realize that it is abnormal and not healthy.

Follow up is key.

If the interviewer makes a commitment to get back to you on something and does not follow up.

That is a concern.

If this is the treatment that they give you when they are trying to court you and charm you, it will likely only get worse once they have you registered as an employee.

They ask you to make all the sacrifices but do not seem to be doing enough on their side to keep you engaged.

I knew one company that asked candidates to fly in to meet them but then were in no hurry to reimburse the candidates for their expenses.

It made for an awkward conversation with the client.

It is bad enough if the candidate is not working, but you should really think twice about leaving your current position if the company or hiring manager does not seem to be making enough effort.

Farewell,

Mike

Mike KingOctober 13, 2017Toronto Headhunter, Recruiter, Headhunters, Recruitment FirmComment