WHEN IT COMES TO OUTPLACEMENT, THE MYERS-BRIGGS TYPE INDICATOR IS USED.

For the many years that I have worked in the area of career services, I have guided thousands of people through the process of looking for work and making changes in their careers. In addition, I have experience working as an executive recruiter, doing job placements for corporate customers. Having seen the recruiting process from both sides, I can say that I have witnessed a great deal of “red flags” or warning indications throughout the hiring process. I have seen this from both sides. These are analogous to “red lights” that indicate “stop,” or at the very least, “yellow lights” that provide the message that it is prudent to slow down. A comprehensive examination of the “benefits and drawbacks” of a job vacancy might occasionally reveal these “red flags” when the position is about to be filled. At other instances, “red flags” are sensed as a “gut response” or a strong intuition for the situation. In either scenario, it is essential to pay great attention to these warning indicators since, in most cases, they typically prove to be correct for both the applicants and the employers. There are always professional gaps or shortcomings, and no individual or organization has a flawless job history. Nobody has a perfect career history. In conclusion, it is possible to achieve success and contentment in your professional life even if you identify with any of the “red lights” listed below. To enhance the outcomes of your job search, the things that are mentioned below may, of course, also teach you “what not to do.” During the employment process, the following are some “red flags” that could turn off potential employers: * A history of “job-hopping” * Being out of work for an extended period of time * Changing careers an excessive number of times * A poorly written resume (and other career documents), with typos, poor grammar, and other common errors * Several stints of self-employment on the resume (in between “real jobs”) * Prolonged gaps in the work history * No career advancement or promotions (stuck at the same level “forever”) After graduating from high school or college, there is no opportunity for professional advancement since there are no certificates, further degrees, workshops/seminars, training programs, etc. the same job or company over one’s whole career (this used to be considered a “positive;” today it is considered a negative) * candidate doesn’t take notes during the interview * candidate doesn’t ask any questions during the interview * candidate doesn’t send thank-you notes (or other follow-ups) after the interview * candidate doesn’t follow-up on his/her commitments (i.e., sending the interviewer a document that was promised, etc.) * candidate is late for the interview (in person or via telephone) * candidate demonstrates unusual behavior or emotion during the interview * candidate shows-up at the interview wearing inappropriate attire * candidate demonstrates that s/he hasn’t done any research on the job / company / industry / interviewer (unprepared for the interview) * candidate’s appearance or personal style clearly indicates that s/he is not a good “cultural fit” for the organization * candidate lies (ei * the applicant seems to be too eager or desperate (for example, they show up for the interview two hours early…) * when the position has been filled, the employee does not behave responsible or engaged in the role. * after the position has been filled, the employee does not display the skills and talent that were represented during the interview, and he or she typically exhibits poor performance. * after the position has been filled, the person acts in ways that plainly suggest a poor cultural fit. In the course of the recruiting process, the following are some “red flags” that may drive away potential candidates: * The employer uses salary as the primary “screening mechanism”; they want to talk about money right away, and they won’t go any further into the interview until the candidate reveals his or her salary history or salary needs. * The employer is generally unresponsive and unprofessional, and they do not treat the candidate with the appropriate amount of respect. * The employer has a philosophy of hiring the candidate with the lowest price. * The employer refuses to talk with the candidate or provide any information about the position until the candidate fills out the online application form. * the employer drags out the screening and interviewing process “forever,” with a lot of “starts-and-stops” and extended delays. * the company brings the applicant back for an excessive number of interviews and has a hard time deciding what to do with them. * The company conveys “mixed signals” to the applicant or provides them with feedback and input that is unclear. Additionally, the hiring decision needs approval from a large number of individuals before the offer is actually issued. When it comes to the organization and the position, many interviewers who work there present a variety of responses. No one is “on the same page” as you. * The employer does not provide the candidate with the opportunity to communicate with other employees at the company, regardless of their level. * The employer does not provide a clear indication of who the candidate’s boss will be, or they indicate that the candidate will be reporting to multiple supervisors. * The applicant comes across unfavorable or harmful information about the firm, its finances, its senior executives, and other aspects of the business on the internet or in the press. * The candidate finds out that present workers at the organization seem to be secretive or avoid particular issues. * The company will not negotiate in any way about salary or any other element during the final interviews; and in general, they do not demonstrate any flexibility. The attitude of the company is that “hey, you’d be fortunate simply to obtain this position; we have lots of other people on the list.” It seems like the company is in a hurry to fill the position, and they appear to hire the applicant too quickly. * During the interview, the interviewer displays a lack of interest and attention to detail. When the candidate is at the employer’s office (before, during, and after the interview), they notice things about the company, the people, and the culture that cause them to feel real concern. It becomes apparent that the position does not offer any opportunities for growth, promotion, or career advancement. The interviewer acts all-powerful and intimidating, viewing themselves as big and important while treating the candidate as small and unimportant. After the candidate is hired, the company does not follow through on information, materials, and other things that were promised as part of the on-boarding process. Additionally, the company does not have a solid and structured orientation program after the candidate is hired. On the first day of the applicant’s employment, they scarcely even notice that the candidate has arrived at the location. * After the candidate has been recruited, the firm does not seem to have any operational procedures in place. “Make-up systems from scratch” is something that the applicant has to do since it seems to be chaotic and incompetent. Undoubtedly, there is no employment that can be considered a perfect match for either the applicant or the business. In practically every job search and hiring process, there will be “red flags” that come up. Finding the opportunity that has the fewest potential “red flags” involved is the objective of this search. In spite of the fact that there are evident “red flags,” it is almost impossible for many applicants to reject a job offer while they are in the process of looking for work. In a similar vein, it is difficult for employers to leave a crucial post available when they are confronted with a requirement to recruit, even if they have “red signals” about a specific applicant. Both applicants and employers need to be far more mindful and careful when accepting or providing positions, which is the most essential lesson that can be learnt from this conversation, despite the fact that it may seem to be an obvious one. Both the particular requirements that would constitute “a fantastic match” and the possible “red flags” that would warn them away from the position need to be identified in advance by the organization. When it comes to making the best judgments about employment, all parties involved need to undertake extensive study, do more due diligence, and ultimately “follow their gut.” copyright © 2016 provided by career potential, llc. the author of “obtain the job you want, even when no one’s hiring” is Ford R. Myers, a career advisor who is well-known throughout the country. This article has been reproduced with his permission. http://www.careerbookbonuses.com is where you can get your free career success gifts right now. articles relating to careers, employment, jobs, and achievements Share this story with a friend via email! Articles such as this one will be sent to your inbox directly! Today, you may subscribe for free!