Sometimes, when looking for a job, you find the perfect vacancy, but during the interview, the manager asks about your personal life or speaks badly of clients. In such a case, it is not always clear what to do: ignore it or run as far away as possible. We asked HR specialist Margarita Alekseeva what red flags you should not miss when going through a job interview.
Red Flag 1: The employer makes derogatory comments about clients and employees.
If you hear unflattering epithets about clients or former employees during an interview, most likely, such an attitude is normal in the company. And it will probably only get worse: during interviews, the employer usually restrains himself, because he wants to hire the candidate. If the manager behaves like this in such conditions, it may indicate an unhealthy and toxic atmosphere in the team .
Most likely, the lack of respect extends to employees, contractors, partners. And most likely, to you, too.
Red flag 2: The employer reschedules the meeting several times, is late, or does not warn that the interview is a group interview.
This is worth paying attention to. It is considered good form to warn the applicant about the interview format – whether it will be a group interview with other applicants or an individual interview. It is also customary to indicate who will be at the interview from the company’s side. How long it will last and what stages it will consist of. Companies that care about their HR brand warn candidates in advance about the postponement and delay of the interview.
Of course, it can be different, and the human factor is also possible. For example, a meeting in the calendar has been missed or there was a mix-up in days of the week and time zones. It is important how the employer behaves in such a case. For example, did he apologize to the candidate? Such a difficult situation is an opportunity to see how the company or the manager behaves when they make a mistake or when the planned plan has failed.
Red flag 3. During the interview, they ask about your marital status, children, political or religious views without reason
Personal questions are not desirable during an interview. They are not related to the work tasks. However, some HR specialists may still ask them. Usually, such questions are caused by two factors:
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Stereotypes. For example, the belief that single women with children and mortgages are more motivated. There is no point in arguing about stereotypes at an interview. You can immediately answer the question of whether you are ready to accept them for the sake of a work contract. If not, you should not get a job at this company.
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Work moments. Some companies include gifts for employees’ children in the compensation package and, in order to “sell” bonuses to the candidate, find out whether he has children.
If the offer involves relocation, they may also ask about family composition or who you plan to move with – this will influence the final offer.
Don’t be shy about asking why the employer is asking such questions. Remember that you have the right to politely decline an answer. For example: “I’d rather not answer a question about my political views, as I’m not sure that’s relevant to the topic of our meeting.”
When to be wary
Employer warns that you will have to “live at work”
It’s great that the employer is upfront and honest about their expectations. You’ll be able to think about whether you’re ready for a stressful work format or not. Some employees support this approach or share it at a certain stage in their career.
People who strive for work-life balance, or those for whom work is not a priority, will not be able to work in harsh conditions. The employee will not change the company’s cultural code and will most likely simply burn out or quit quickly.
If you hear such a message during an interview, evaluate how much you share it. If not, it is better to decline the offer.
The employer says “we are family” when talking about the team
Sometimes the employer tries to use this phrase to show that the company has a supportive atmosphere. The manager is involved in the lives of employees, tries to make it better, and builds a comfortable working environment.
If you’re worried that the phrase “we’re family” suggests shifting boundaries, ask what the employer means. You can ask clarifying questions:
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Who makes decisions in the company or department and who can participate in making them?
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How are tasks set?
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How will the work be assessed?
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What are the company’s values and goals?
The questions will help you better understand work processes, how decisions are made, and what the company’s corporate culture is based on.
If it turns out that “we are family” means that most of the processes are based on friendship, and the “old guys” have more weight in decision-making, this is probably a red flag. In such a company, it is difficult to implement new things, grow your career, and make decisions.
How to understand that you are not on the same page with your employer
Analyze your expectations
To understand whether the company is right for you or not, answer the following questions before the interview:
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What is absolutely unacceptable to you?
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How do you know if this is an offer you are not ready to accept?
Each question must be answered in three points.
Don’t be shy about asking about salary
Ask if there are any delays, if taxes are covered, what additional social packages there are. These are standard questions that employees usually forget to ask. If the company is fine with payments, then they calmly answer such questions during the interview.
Don’t forget to check the reviews of employees and clients
Often candidates focus only on employee reviews, forgetting that customers also evaluate the quality of services and the attitude towards them. This will help to form an idea of how some services work and whether the company cares about its customers.
Assess how comfortable you are during the interview
Are you being treated as an equal or not? Are you interrupted or allowed to speak? Are agreements on feedback deadlines being followed? All of this helps you make an informed decision.