{"id":8601,"date":"2018-07-21T13:48:00","date_gmt":"2018-07-21T17:48:00","guid":{"rendered":"https:\/\/ioadvisory.com\/?p=8601"},"modified":"2020-07-07T08:16:52","modified_gmt":"2020-07-07T12:16:52","slug":"red-flags-bad-workplace-hiring-process","status":"publish","type":"post","link":"https:\/\/ioadvisory.com\/blog\/red-flags-bad-workplace-hiring-process\/","title":{"rendered":"Five Ways to Spot a Bad Workplace During the Hiring Process"},"content":{"rendered":"

\"spot<\/a><\/p>\n

Often, when we are looking for a new job we really want to make sure that we\u2019re chosen by the potential employer. We may be motivated by a deep desire to pay off student debt, the need to provide for ourselves and our loved ones, and for the security that comes from a steady paycheck. In reality, however, we should also be evaluating a potential employer for their qualities.<\/span><\/p>\n

Now that I\u2019m approaching the 20-year mark since finishing university, I have the benefit of 20\/20 hindsight from a lot of work experience.<\/span><\/p>\n

 <\/p>\n

Red flags<\/strong> that I\u2019ve seen personally, or indirectly but up-close, include:<\/span><\/h2>\n

1. Noticeably high turnover<\/strong><\/span><\/h2>\n

If a job really is<\/em> terrific then people should not be motivated to leave, repeatedly. If a company is always recruiting yet never growing it\u2019s a bad sign. It could mean that there is poor management, a lack of opportunity for advancement, a bad workplace culture, \u00a0less-than-competitive pay, or something even more sinister like a culture of harassment<\/a> and discrimination<\/a>. If you see this company constantly advertising the same job opening, for example, take note, and apply with caution.<\/span><\/p>\n

2. An endless hiring process<\/strong><\/span><\/h2>\n

This one is tricky. Some organizations recognize that finding the right employee for a specific role may take a while. But in some cases, a long, drawn out, tedious hiring process implies that they don\u2019t really know what they\u2019re looking for. Then, even when they have reams of information about a job candidate, they are scared to make a decision.<\/span><\/p>\n

Working in an organization where the leaders are driven by fear and are reluctant to make decisions can be an incredibly frustrating existence. Fear of taking well-managed calculated risks to the point of paralysis is something that can permeate a workplace. If that\u2019s not your thing, you may have an extremely hard time working in that type of environment.<\/span><\/p>\n

3. No explanation about why the position is open<\/strong><\/span><\/p>\n

When a position becomes available because an organization is growing or pivoting into a new area then the owners\/leaders are normally happy to talk about it. These changes imply a forward momentum and progress.\u00a0 These developments are all easy to explain, and all make sense. When an organization is reluctant to explain why a position is available or they just beat around the bush, it may suggest that there\u2019s a problem. It could be that nobody can stand working with someone who has been in a particular role for a long time. It could even point to a serious problem like workplace bullying<\/a> or harassment<\/a>.<\/span><\/p>\n

\"interview<\/a><\/strong><\/p>\n

 <\/p>\n

4. The interview feels too easy<\/strong><\/span><\/p>\n

If your interview feels too easy, it could be a red flag. A serious interviewer looking to hire a professional candidate will be want to test your mettle with some hard questions. If you walk away thinking \u201cthat was too easy,\u201d it can be a sign of high turnover, and that they\u2019re looking for a warm body and almost any warm body will do.<\/span><\/p>\n

 <\/p>\n

 <\/p>\n

 <\/p>\n

5. The company isn\u2019t \u201cselling itself\u201d to you<\/strong><\/span><\/p>\n

For most organizations, a job interview is still a formal affair. Be wary of a prospective employer who seems a little too casual about your time. Red flags are he or she being late for the interview, or repeatedly checking their email, texting, constant interruptions, and an overall sense that this person is generally not fully focussed on the interview.<\/span><\/p>\n

A client of mine came in for some coaching after wasting her time on one too many interviews that just felt wrong. Was it her imagination, she wanted to know, was she just being too sensitive, or was this the way of things these days?<\/span><\/p>\n

\u201cI went for an interview for a management position that started off absolutely wrong. To begin with, the manager interviewing me had no idea who I was. She started off the interview by saying, \u201cSo I haven\u2019t had a chance to read your resume. You have an HR background, right? \u00a0Why did you leave your last job?\u201d It was an awkward start, because I hadn\u2019t actually left my job, and no, I\u2019d never worked in HR. I felt disrespected right off the bat. I\u2019d put a lot of effort into preparing. I\u2019d sent this company a carefully crafted cover letter and a targeted resume; I\u2019d invested in a new suit, and I\u2019d rehearsed for hours how I would answer the typical interview questions. Twenty minutes in, I was thanking them for their time and heading for the door.\u201d<\/span><\/p>\n

\"red<\/a>I would say no, she was not too sensitive. It is a red flag when a prospective employer doesn\u2019t give you the attention, time, or respect that you deserve.<\/span><\/p>\n

A related red flag is when you don\u2019t get to meet the actual boss to whom you\u2019ll be reporting.<\/span><\/p>\n

First interviews may be general screening interviews with HR, and they are often done by phone. If you go to a second interview and the boss to whom you would be reporting isn\u2019t there, and never shows up to meet you (without any explanation) you may be walking into a hornet\u2019s nest. Either there is a high turnover rate or the position isn\u2019t important enough to warrant his\/her attention. Worst of all, the boss is possibly being left out of the hiring process altogether \u2013 talk about a red flag!<\/span><\/p>\n

 <\/p>\n

 <\/p>\n

Do you need help navigating the world of work?\u00a0<\/strong>Contact Dr. Helen today for a free and confidential initial consultation by\u00a0phone<\/a>,\u00a0email<\/a>,\u00a0or via direct message on\u00a0Twitter<\/a>,\u00a0Facebook<\/a>, or\u00a0LinkedIn<\/a>.\u00a0<\/span>If something\u00a0urgent<\/strong>\u00a0comes up, I\u2019m also available by a voice or video on\u00a0Magnifi<\/a><\/strong>, an expertise-on-demand app.<\/p>\n

\u00a0<\/strong><\/span><\/p>\n

Have you ever wished you could get inside the head of a hiring manager? You can.\u00a0<\/strong>Dr. Helen Ofosu is a Career Coach\/Counsellor with a difference. She has worked for organizations to create hiring and screening tools. She\u2019s created countless pre-screening tests, interviews,\u00a0simulations,\u00a0and role plays for organizations of all kinds.<\/span><\/p>\n

 <\/p>\n

Dr. Helen\u2019s training in Industrial and Organizational\u00a0(I\/O) Psychology<\/a>\u00a0means she is a genuine expert in evaluating work-related behaviours. She uses those skills to help hiring\u00a0managers\u00a0tell\u00a0the difference between\u00a0people who say the right things during interviews and people who actually deliver on the job.\u00a0In other words, Dr. Helen understands first-hand how job candidates are assessed.<\/strong><\/span><\/p>\n

[speaker-mute]<\/p>\n

More than career coaching,\u00a0it\u2019s career psychology<\/em>\u00ae.<\/span><\/p>\n

 <\/p>\n

I\/O Advisory Services<\/a>\u00a0\u2013 Building Resilient Careers and Organizations.\u2122<\/span><\/p>\n

[\/speaker-mute]<\/p>\n","protected":false},"excerpt":{"rendered":"

Often, when we are looking for a new job we really want to make sure that we\u2019re chosen by the potential employer. We may be motivated by a deep desire to pay off student debt, the need to provide for ourselves and our loved ones, and for the security that comes from a steady paycheck. In reality, however, we should also be evaluating a potential employer for their qualities.<\/p>\n","protected":false},"author":3,"featured_media":8629,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[5,7,314],"tags":[317,326,173,243,160,235],"class_list":["post-8601","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","category-career-advice","category-workplace-culture","tag-career-coaching","tag-career-counselling","tag-job-search","tag-organizational-climate","tag-organizational-culture","tag-toxic-workplace"],"yoast_head":"\n5 Red Flags - Spot a Bad Workplace During the Hiring Process<\/title>\n<meta name=\"description\" content=\"During the job search, we really should be evaluating a potential employer for their qualities and looking for the 'red flags' ...\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, 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