Run like hell from these interview red danger flags

Knowing the interview danger flags to run from will save you a whole lot of angst and time. And it will free you up to focus on better opportunities.

The more things change the more they stay the same in the hiring eco-system for executives and experienced professionals.?

The last few years has been rather strange and unique to say the least. The hype and expectations around the great resignation (sic), quiet quitting nonsense and the roller coaster of the economy, cost of living pressures and global supply issues are all impacting the job market candidate competition.

Truth is stranger than fiction and interviews are still the same strange imbalance of power and ego posturing. In this newsletter I will dive into the main 11 interview danger flags you should be aware of (with your joggers on please).?

But before I do, let’s take a? look at why identifying red flags and career mistakes are easy to pin point at the front end.

Some of the strangest red flags

I owned a media recruitment agency between 2004 and 2015 and? recall with much chagrin the feedback I received post interviews from many of my highly polished skilled candidates.? It's worth sharing a few disturbing ones from those archives to show how easy they are to spot.

a/ I sent a senior high flying candidate to meet a director of a major newspaper group. The client kept chomping on his bowl of Chinese noodles throughout the whole interview.

b/ And then talent manager who told a female candidate she was the hottest person he had ever interviewed and was too pretty for the role but could he take her out for dinner.? WTF!

c/ And then the agency director who kept a candidate waiting for 70 minutes without any apology or the front staff offering a water or coffee.?

And there were a whole swag of other company interview red flags during my recruitment days and now. But not everyone will run like Forest Gump did. Hindsight is cool when it doesn't cost your self esteem, sanity, job security and career hopes.

Impressions matter

We all know that first impressions?really matter.? That first greeting, smile, handshake, conversation, Zoom call, meeting and interview?will give?away much insight ?to inform and a fair?appraisal of a situation, company or person.

How people behave and treat us the first time around is a good indicator of what is to come.?Listen and watch it closely.

'When someone shows you who they are, believe them the first time'....... Maya Angelou, American Author

In a hiring situation your?initial gut instincts are key and must be honoured and listened to.?Don’t try and justify and rationalise your feelings, they are your inner watchdog.?

When meeting with a prospective employer the way they treat you will be pretty much be the best they will be and a solid indicator of what you are in for if you join that company and manager.?

Trust me, it rarely if ever gets better.?What you observe and feel about?the people who interview you and the vibe of the workplace are your internal red flags. They are alerting you to whether the company and role is right for you or not.??

Head ~ Heart ~ Gut

We process information in?3 ways. We think with our head, feel with our heart and know in our gut what the truth of situations are.

It?is?the gut that is our compass to listen to during the interview process stages.

Searching for a new job is?fraught with?many dips and frustrations and never more so than when someone is unemployed or facing sexism, racism or ageism.

Economic realities will often override logic and?people will?be tempted to accept a job that they?know is not a great choice.?

Learn more about your motivators and choices in Avoid making career decisions for the wrong reasons

Holding ground

Over the many years in recruitment and job search marketing and strategy work with clients I am too often disappointed to hear of totally inappropriate interview behaviours.

Directors who don’t show their face on zoom interviews.?HR managers who fire shot gun questions at a rate of knots without any warning preamble.?

I am constantly disappointed at the conduct of hiring managers towards candidates who are experienced, well prepared and indeed excited to be interviewed. ?

That ‘oh the interview didn’t quite go as I had hoped’, or the ‘manager was rushed etc’ are often shared.??That is polite code for the interview being crappy form indeed.

What saddens is that in the hiring and interview ecosystem the most accomplished and senior candidates (even up to $800K) often just accept the behaviour and are not willing to hold their ground.

Fear of rocking a already rickety hiring boat wont sharpen your self worth.? Hold your ground!

Read my article Do you feel like a hiring puppet on a string for insights on how power is lost in the hiring ecosystem

An interview is where both parties and I repeat, both parties must impress each other.?That does not relate to being disingenuous.??

It means treating each other as valuable colleagues and potential partners.? It’s OK to bail on a disrespectful interview on the spot or not to proceed further.

?? 11 Interview red flags??

For executives and senior professionals interviewing, there are 11 key?red flags to watch for. They can appear at any stage the hiring process from initial contact to offer stage.

1/???Observe the way the interview is being arranged at the front end ?Are the stakeholders giving good and clear information upfront and?promptly communicate?

?2/???The?job responsibilities and KPIs are different?to what has been?communicated on the job advertisement or discussed/briefed previously. This alerts to potential internal political issues &/or the company has no idea of what they need.

3/???The interviewer runs down the person/s currently or previously in the role. It’s the?‘blame everyone else’ rhetoric vs responsible EQ?frame.

4/???Disrespect by?keeping you waiting without any apology?or contrition (zoom, phone, in person).?

5/???Lengthy?time delays between interviews and follow-up?is a big flag that?a company?can’t get their act together &/or just doesn’t?value people and candidates as human beings. Run

6/???A?low vibe/quiet office?where you just feel the darkness of a culture of fear and lack of enthusiasm.??OR?you hear?loud aggressive and angry office conversations as you wait in the reception or meeting room. Arrgh

7/???If the hiring managers?poorly treat their staff, suppliers, receptionists (aka anyone that comes across their path) poorly. Observe this and take notice.

8/???The interviewer/s clearly?haven’t thoroughly read your resume?&/or?are not prepared at all for the interview.

9/???You don’t get?satisfactory answers to relevant and thoughtful questions?you?have asked.??Candidates have every right to ask important?questions and any?evasiveness or refusal to answer?thoroughly is a bad omen.

10/? Reputation for?high turnover/poor culture?and reviews. There is so many avenues available to reference check?employers and get the word on the ground from past and existing employees.?

You will get a really good indicator of turnover on?LinkedIn and reviews on sites like Glassdoor.???

And don’t think bad treatment won’t happen to you – it WILL.?Just like a bad history of abuse, it happens to everyone eventually.

11/?The salary,?terms and package markedly changes in the offer/negotiation stage?and the company refuses to redress despite all efforts.

Hiding and evasive communications at any part of the process is a warning of other issues.

Read my interview in HR Leader 'How to approach the awkward salary question'

Summing up

If you are willing to work with?robots? and uncaring management and in?an?unpleasant and disrespectful workplace by all means ignore your gut instincts and any interview red flags..?

But I’m tipping that you are seeking?a workplace that will show you respect, a great future career path and a company culture you will be proud to contribute to and be?a part of.?

So run like hell if your gut is telling you this company or manager is a bit, or a lot ‘off’ as hiring and job search is a?2-way street of equal alignment and exploration.

And make sure you are ticking all the good manners and respectful preparation?boxes too.? You have to also impress with genuine intent.

Hold your nerve and your value and expect to be treated well.

Need help with interview preparation?

I offer a 90 minute stand alone coaching session which will make a significant impact on confidence and outcomes. More information on this session and other job search coaching programs HERE .

Until next time

About

Sue Parker is the owner of DARE Group Australia.??She is a communications, profile marketing and career coach and job search specialist

Sue works with executives and mid-career professionals in both private and public sectors. She also works with knowledge based small businesses and consultants.

A well regarded media contributor she writes for many publications and has been on TV and radio segments with bold and witty opinions Portfolio here

Contact Sue sparker@daregroupaustralia / www.daregroupaustralia.com.au