“RED FLAGS” ARE WARNING SIGNS THAT SHOULD BE KEPT IN MIND WHILE LOOKING FOR A JOB.

Throughout the many years that I have worked in the area of career services, I have guided hundreds of individuals who are looking for work through their job searches and transitions in their careers. In addition, I have experience working as an executive recruiter, which entails filling roles for employers. I am familiar with the recruiting process from the point of view of both parties, and throughout the hiring process, I have seen a great deal of “red flags” or warning indications from both sides. In this context, they are analogous to “red lights” that indicate “stop,” or at the very least, “yellow lights” that indicate that it would be prudent to slow down. During the process of filling a job position, it is very uncommon for these “red flags” to become apparent after doing a comprehensive study of the “pros and drawbacks.” There are additional instances in which “red flags” are seen as a “gut response” or a strong personal intuition. Regardless of the circumstances, it is essential to pay special attention to these warning signals since, in most cases, they are true for both the applicants and the employers. There is no such thing as a flawless job history, and there are always professional gaps or inadequacies. This is true for both individuals and organizations. Therefore, even if you identify with some of the “red flags” listed below, it is still possible for you to achieve success and contentment in your professional life. The elements that are mentioned below may, of course, also teach you “what not to do,” which can also help you enhance the outcomes of your job hunt. During the recruiting process, the following are some “red flags” that may cause employers to have second thoughts: * 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 errors * several stints of self-employment on the resume (in between “real jobs”) * long gaps in the work history * no career progression or promotions (stuck at the same level “forever”) * a lack of professional development opportunities after graduation from high school or college, including but not limited to certificates, further degrees, workshops/seminars, training programs, and so on * not changing jobs or employers during one’s whole career (this used to be considered a “positive,” but today it’s 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 After the position has been filled, the employee does not show any signs of responsibility or engagement in the work. * The applicant seems to be too eager or desperate (for example, they arrive for the interview two hours early). * after the position has been filled, the person does not display the skills and abilities that were represented during the interview, and he or she typically underperforms. * after the position has been filled, the employee 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 cause applicants to be rejected: * the employer uses salary as the primary “screening mechanism” – they want to talk about money right from the beginning, 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, not treating the candidate with the appropriate 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 company drags out the screening and interviewing process “forever,” with a lot of “starts-and-stops” and extended delays. * The employer brings the applicant back for an excessive number of interviews, and they are unable to come to a conclusion. • the hiring decision needs approval from an excessive number of individuals before the offer is actually made. * the company delivers “mixed signals” to the applicant or provides feedback and input that is unclear. There are a variety of interviewers at the organization, and each one gives a unique response about the company and the position. (there is no one who is “on the same page”) * The employer does not seem to be clear about who the applicant’s boss will be, or they imply that the candidate will be reporting to a number of different supervisors. * The business does not let the candidate to communicate with other workers at the organization, regardless of their level. * The candidate comes across unfavorable or damaging information about the company, its finances, its senior leaders, and other aspects of the business on the internet or in the news. * The candidate finds out that current employees at the company appear to be secretive or avoid discussing certain topics. When it comes to the final interviews, the employer will not discuss anything at all on wages or any other aspects, and they will typically show no flexibility. * The company has the mentality that “hey, you’d be fortunate simply to acquire this job; we have lots of other people looking for this position.” * The company seems to be in a hurry to fill the position, and it appears that they are hiring the applicant too quickly. * The interviewer displays a lack of attention and seems inattentive throughout the interview. * During the time that the candidate is at the employer’s office (before, during, and after the interview), the candidate notices 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. * After the candidate is hired, the company does not have a solid and structured orientation program. They rarely even notice that the applicant has arrived at the location on his or her first day. * After the candidate has been employed, the firm does not seem to have any set processes in place. In addition to the fact that it seems to be disorganized and inexperienced, the applicant has to “build up systems from scratch.” Needless to say, there is no such thing as a job that is a perfect match for either the applicant or the company. In almost every job search and hiring process, there will be “red flags” that should be avoided. The objective is to identify the opportunity that has the fewest amount of unfavorable indicators as feasible. Although it is tough for many applicants to decline a job offer when they are facing unemployment, it is much more difficult for them to do so when there are evident “red flags.” When confronted with a mandate to recruit, it is difficult for employers to leave a crucial post available, even if they have “red flags” about a specific applicant. This is because it is difficult for businesses to leave a position unfilled. When it comes to accepting or giving positions, applicants and employers alike need to be much more mindful and thoughtful. This is the most essential lesson that can be learnt from this conversation, despite the fact that it may seem to be an obvious one. Therefore, it is necessary for them to determine in advance the particular criteria that would constitute “a fantastic match” as well as the possible “red lights” that would warn them away from the position. All parties involved need to engage in extensive study, carry out more due diligence, and ultimately “trust their gut” in order to arrive at the most effective conclusions about employment. Career potential, LLC is the owner of copyright for the year 2016. Ford R. Myers, a well-known career advisor who is also the author of the book “obtain the job you want, even when no one’s recruiting,” has granted permission for this article to be reproduced here. 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