Corporate Red Flags — 5 Reasons Why You Shouldn’t Take the Job

Accepting a job may not always be what it seems. Here are 5 warning signs to look for before taking a position at a new company.

When an individual begins to search for a job, they are either operating from a position of strength—currently employed and seeking a new role; or a position of weakness—no longer employed and need to find a new role. Most people would think that the person operating from a position of strength would be in the best frame of mind to begin searching for a new job, but that is not always the case. In fact, I have spoken with countless clients that are seeking jobs from a position of strength or weakness, that fail to recognize various warning signs when applying and interviewing.

A person seeking a job from a position of strength may be more desperate than they seem.

Sometimes, a person who is currently employed and seeking a new position isn’t thinking as clearly as they should. They are disgruntled with their current employer and want to find a way out. The grass, regardless of where it is, looks much greener than where they are, which is why they are ready to jump ship at the next opportunity presented—regardless of what it is. A higher salary and the promise of a great career is all it takes for them to decide that they need to go elsewhere.

A person operating from a position of weakness simply wants to be employed—money may be tight and times may be tough.

Depending on the resources they have on hand, a person who is currently unemployed and seeking a new job may feel it necessary to take any position that comes their way because they need a paycheck. The trouble is, when acting out of a place of desperation, these individuals may latch on to the first position that lands on their lap, without truly looking for or even noticing the warning signs.

Regardless of your situation, there are red flags you should consider before accepting a new position. Here are the five most common:

1.) The company has a plethora of legitimate poor reviews, or a disproportionate amount of positive reviews that have all been posted at the same time.

There are countless employee review websites that you can visit, such as Glassdoor, PayScale or Indeed, in order to see what past and present employees have to say about their time at a specific company. And while these websites serve as an excellent resource for potential new employees, I always advise my clients to read through reviews on an individual basis rather than taking a glance at an overall rating.

Angry employees typically decide to review companies more often than happy employees do, as a means of getting even. As such, I would disregard any posts that have long, rambling stories, are not written well, and appear to be from a “just got fired” type of place. But, if you see recurring messages and themes coming up (long work hours, no work/life balance, benefits cut year after year, etc.), that are concise and articulated properly, you should pay very close attention.

On the other hand, some companies request their employees to provide positive reviews, even offering various incentives (such as gift cards) when they do. If you notice that there are numerous 5-star reviews that were all posted within the same week, they were more than likely completed at the request of a company as a blitz after a conference or training exercise.

Note that several employee-review boards do provide employers with the opportunity to respond to both positive and negative reviews given. So, I recommend that you review their response to any review posted (or their lack of a response) thoroughly as well.

2.) The beliefs, values and culture that permeates the organization does not align with your own.

There are 4 different types of workplace cultures a company adheres to either exclusively or in part: A team-oriented culture, where an organization is people-focused and company-loyal; an innovative culture, in which employees are encouraged to submit new ideas and leaders are viewed as trailblazers; a driven culture, where employees are expected to work hard and leaders are expected to work even harder; and a traditional culture, where process comes before innovation and design.

Before starting the job search process, it is important for you to recognize what your non-negotiables are prior to applying for positions. This could range anywhere from wanting a company that is family friendly—providing flexible work hours—to a company that wants someone driven—in which you’re expected to put in long hours (with high returns). Every person and organization are different, which is why determining what it is you want is vital to your happiness.

An organization’s culture and vision should be clearly articulated on their website, LinkedIn profile and other social media accounts. Read through all materials and press releases thoroughly and make note of how an organization promotes both themselves and their work environment to potential employees and the community at large. If their goals seem to align with your own, move forward. But if not, I urge you to use caution in preceding.

3.) There are inconsistencies between the messaging offered on their website, your experience throughout the interview process, and the information provided directly from employees.

First impressions are important. Has the interview process been anything but communicative? Does the recruiter and/or hiring manager appear to be disorganized? Does the office appear chaotic? Is it difficult to get clear and concise information, as if no one is sure of standard operating processes and procedures? If so, you may want to think twice before accepting a position, as things are not likely to improve once you set your foot in the door.

In addition to gauging the hiring process as a whole, it is also fair to connect with past or present employees online, and ask how their experience has been (or was). One way to do so is by following a specific company on LinkedIn, so that past and present employees become a part of your network. You can also reach out to past/present employees that you know personally. For example:

Hi John:

I see that you had worked for Zig & Zag Electric as a Marketing Manager. I have heard great things about them (specifically pertaining to their workplace culture, overall benefits, etc.). Were you happy working there? Appreciate for your time!

Best Regards,

Jewel K.

If the culture, vision, or overall work environment is unclear and you have moved forward with the interview process, it is perfectly acceptable to ask the recruiter or hiring manager any questions you may have. If they are a reputable employer, they want to ensure you are a great fit for their organization just as much as you want to ensure they are a fit for you. Be honest and direct.

4.) The company appears to be failing.

It is important that the company you are applying to is strong and stable. What is their long-term objective? If they are publicly traded, are they performing well? Have they recently gone through a transition or layoffs? All of this information should be readily available by searching online.

If you are not sure or are concerned, has the recruiter or hiring manager provided you with any information to convey their strength and stability? If they cannot offer you a positive outlook, it may be in your best interest to decline. The last thing you want to do is to accept a new role, only to be left unemployed.

5.) You do not feel at peace with the responsibilities associated with the position, or with the company as a whole.

Sometimes, you need to go with your gut. If you do not feel as if the responsibilities that have been presented to you are consistent with your skillset, as if the salary is par with where it should be, or as if the information you are being given is the whole picture, it is fine to say no. One client I had spoken to said that throughout the interview process, he felt as if everything was rushed. He was never given clear answers to his questions, and it seemed as if they just wanted to fill the role quickly. He chose not to accept the position and did find out several months later that the company had closed. Hindsight, he was glad he didn’t leave his current employer–even though they were offering a much higher base salary.

Plato once said that, “Human behavior flows from three main sources: desire, emotion, and knowledge.” Whether you are currently employed and seeking a new job, or unemployed and searching for employment, it is important that you make the absolute best decision for you. Know what you want and what you don’t, by sorting through reviews, understanding the culture, checking for inconsistencies, knowing the company’s long-term health, and going with your gut. This way—regardless of your situation—you can feel empowered as you move forward with your career.