Watch Out For These Red Flags On Your Next Job Search

In wake of the Great Resignation, many organizations are rapidly trying to attract talent. It’s a good time to be a job seeker, as experts believe 2022 is a year favoring employees. But while many companies are hiring and job seekers have a plethora of options, not all of those options are good. Navigating the job market can be like walking through a minefield as you try to avoid questionable organizations.

Thankfully, a well-prepared job seeker can avoid these “mines” by recognizing the red flags these organizations put out. Whether in the job description itself or based on statements you hear in an interview, there are telltale signs you’re heading for an unpleasant role. We’ll cover six of these major red flags to avoid during your next job search.

Vague or problematic language

Before you even interact with someone from the company, the job post alone can tell you a lot about the company’s culture. Just as in dating, there are plenty of words and phrases that should immediately set off warning lights.

Being described as a wizard, ninja, or rockstar might be cool in a video game, but avoid companies seeking these fantastical titles. Dice writes that many tech companies used these titles to jazz up descriptions, but now they are commonly used as a vague, catch-all term to describe someone that checks every single box they want. These terms are also often gendered and can indicate a workplace lacking diversity.

Meanwhile, avoid companies that claim to be “like a family”. Families can often be dysfunctional, and while that may be okay for you and your loved ones, it isn’t how you want a company to run.

“Workplaces that claim to be a family can come with the downsides of family—poor boundaries and guilt trips. No thanks.” –Hcareers

Vague descriptions, or conversely overly long descriptions, can be a bad sign, too. The company may not know exactly what they’re looking for, or they may have unrealistic expectations for the position.

Finally, pay attention to words that imply the position will come with lots of extra work or lead to burnout. If the job description mentions “work hard, play hard”, “fast-paced”, “must be a self-starter”, or “unlimited earning potential”, you could be heading for a bad time, writes Forbes. While these terms don’t need to be immediate deal-breakers, feel free to ask the recruiter what exactly they mean when they use these terms.

Avoiding discussing pay

Even if you’re passionate about your career, you’re still getting paid for your work. Ideally, you’ll make a comfortable living. If a job is vague or dances around the subject of salary, it can be a bad sign.

Some companies may use vague language like “based on experience” or “competitive salary”, but when asked, they should be able to provide a range.

“It’s just basic human choice. We would never accept a job without knowing how much money we’d get in it. We cannot make a decision without that core information.” –Katrina Kibben

Lots of turnover

You may need to do extra research on this tip, but if you see the same position in your search multiple times, it may mean the organization has a high turnover rate. Jennifer Parris suggests you may need to dig deeper to find out why this position is constantly open.

It can be worth asking the hiring manager but don’t be afraid to look outside the current organization. Look at reviews on Glassdoor, check LinkedIn to see how long people remain with the company, and if you know anyone that worked there, get the inside scoop.

Lack of communication

If you’ve started the process of applying and the communication between you and the hiring manager is sporadic, this may be a sign of a dysfunctional organization. While both job seekers and hiring managers can be guilty of ghosting, if you’re having communication issues this early in the process it’s a bad look. We all have bad days, but if you’re consistently being ghosted or the manager feels unprepared, you may wish to look elsewhere.

Long hiring process

Glassdoor’s research team found the average hiring process is 23.8 days, though obviously, this is industry and position-dependent. But the longer the process takes, the more skeptical you should be.

Some organizations may ghost you completely after your interview, but if it takes weeks to hear back even when you’ve got the job, it can be another sign of disfunction, writes Jennifer Parris. The position may not be a priority, meaning you won’t get the support you need once you start the job. Or there could be communication breakdowns between different departments.

Expecting unpaid work

For some positions, you may need to provide some extra examples of your work. If you’re a content creator, for example, a company may want to see writing samples. And while skills assessments are frustrating, they do have value. But if it feels like a prospective employer is asking for too much, it’s a bad sign. This can also apply to the phrase “mandatory overtime”.

If it feels like you’re doing free labor, approach the interviewer. Their response can be telling, believes Fairygodboss. Your time is valuable.

Wrap up

Armed with this knowledge, it should be easier to spot job openings that might not be for you. While you should watch out for these potential red flags, it’s always worth asking the hiring manager about them. Extenuating circumstances happen, and some managers may not know why certain phrases can be problematic. Do your research, ask necessary questions, and ultimately, trust your gut.

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Getting Maximum Value From Your Professional References

When you’re searching for a new career, it’s imperative to have the right people in your corner. Networking is one of the most vital tenets in career advancement, and one of the most obvious places to see the benefits is when your professional references are contacted. When utilized properly, your references can give you the edge over similarly qualified candidates.

But the inverse is also true, and choosing the wrong references can have a dire effect on your chances of getting the job. If you get to the point a potential employer asks for your references, you’re very close to getting the job. Finish strong by choosing the right references and prepare them accordingly by implementing these pieces of advice.

“The currency of real networking is not greed but generosity.” — Keith Ferrazzi

Choosing the right references

You want your references to be people in your corner that will give you glowing recommendations, but not everyone you know is a great option. You want professional references that understand who you are in a working environment, not your neighbors, friends, family members, or drinking buddies.

The Muse’s Jenny Foss lists, in this order, the types of individuals employers want to talk to:

  1. Your current manager or supervisor
  2. Your prior managers or supervisors
  3. Your current peers or clients
  4. Your prior peers or clients
  5. Your personal references or friends who will vouch for you (a very remote fifth)

The opinion of supervisors is key because these people directly monitor your performance, and the more recent their experience with you the better. Peers and clients are helpful depending on the role. In a customer service role, a former client’s opinion will carry much more weight.

If you’re just entering the workforce or have limited experience, you still have options. A professor you’ve worked closely with, especially in a course related to your work, can vouch for your skills and work ethic, as can academic advisors you’ve worked with, says Heather Huhman of Glassdoor.

Linkedin is a great way to keep in touch with your potential references, especially if you haven’t talked to the person in a while.

How to ask for a reference

Choosing your references is just the first step. Even if these individuals know you well, don’t just assume they’ll speak on your behalf. It’s important to actually ask them to be a reference, and do it early enough in your job search that they won’t feel put on the spot. Their availability is an essential factor to consider.

Make sure your message asking for permission feels authentic. This is a person you’re asking for a favor, and you want them to speak highly of you. Be willing to take no for an answer, and keep other options in mind. And remember that just because you’ve asked once doesn’t give you permission to use them for every job.

“You do need to ask them every time.” –Kathy Robinson, founder of TurningPoint

Provide necessary information

Even if the person has nothing but good things to say about your performance, it may sound insincere or meandering without a little focus. At the very least, provide your reference with the job you’re applying for and a copy of your resume, writes Forbes’ Cathy Lanzalaco. This gives them an idea of what aspects of your work history to focus on and what they are most qualified to speak on. It also helps to provide your references with a copy of the job description. This may give them ideas on what to discuss that you may not have considered.

Job-Hunt’s Jeff Lipschultz suggests providing your reference with questions you’d expect the interview to ask, including specific projects, skills, or attributes you think are particularly crucial. And don’t forget to give your references the name of the interviewer and company!

“Not everyone answers the phone these days when a strange name/number shows up on caller ID.  So being able to share this information makes it more likely that the call will be answered and the response provided quickly.” – Jeff Lipschultz

Don’t forget to say thank you

You may not always be informed a reference has been talked to, but the reference might reach out to you and let you know. Make sure to send your reference a personalized thank you message. Be willing to return the favor or help them out in another manner if possible, and if you get the job, be sure to let them know and thank them again. Be willing to be a reference in turn to those in your own network.

Don’t mention references on your resume

The phrase “references available upon request” is completely outdated, and it’s assumed you’ll have references when you apply. Save that valuable resume space for your information. The perk of only giving references when asked is that you’ll be able to go through these steps and prepare beforehand.

Wrap up

Companies usually ask for references towards the end of the hiring process because they are interested in you and want to verify what they’ve found. Your references can give you that final push to get the job, but you’ll want to make sure you’ve chosen the correct people and that they are fully prepared to give the most persuasive testimony possible. You’ve networked for a reason, and be sure to return the favor when you can.

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Perfecting Your Elevator Pitch

You know the thing about the elevator business? It has its ups and downs!

Speaking of elevators and business, whether you’re a job seeker, a salesperson, an entrepreneur with a great idea, or simply trying to get a leg up on your career, it pays to perfect your elevator pitch.

What’s an elevator pitch? Thryv’s Derkia Thomas perfectly summarizes the concept as “a 30-second succinct, compelling summary of your business or product. It should include your successes, unique qualities and your target market.” The term comes from a hypothetical situation where you’re sharing an elevator ride with a CEO or someone equally important and you only have the short elevator ride to introduce yourself and what you can offer.

In a world of 280-character messages, having a clear, concise summary of what you can offer is crucial to garner interest and sell yourself, regardless of what you’re seeking from your audience. The exact time and content of your elevator pitch may vary, but all successful pitches feature the following elements.

Previous research

Before your step foot in the metaphorical elevator, you’ll want to carefully craft your pitch based on relevant research. Understand your industry and your audience. At its core, your pitch should look to examine what your audience needs and how you can uniquely address that need. Business News Daily’s Marisa Sanfilippo uses the example of a gardening company.

“”We’re a gardening company, and we sell pots and plants,” but so do all the other gardening companies. Before crafting your elevator pitch, dig into the details of your products and services. Consider what is unique about your product and what sets your business apart from the competition. Perhaps, for instance, you sell rare heirloom plants and handmade pots from local artists. It is these details that will make your prospects want to know more about your business.” -Marisa Sanfilippo

Being able to find the right niche is the core tenet of how to sell yourself as the answer.

A good introduction

You know what would be devastating? Delivering a successful elevator pitch that garners attention only to be forgotten because the listener didn’t know who you are or how to reach you! Your first impression is the key to starting strong, so open with a polite greeting, your full name, and a summary of what you do.

Nexxt’s Madison Green recommends giving the listener a business card if possible (for an in-person conversation). Not only does this contain all of your relevant information, but a business card can be passed along. Even if the listener doesn’t currently need your services, someone else might, and they can pass the card along.

A clear objective

The timing of your elevator pitch will be concise, roughly 30-60 seconds. In that short amount of time, it would help if your listener knew your objective. MasterClass describes the importance of choosing one goal thusly:

“If you’re trying to sell a product and explain your new small business venture and include your own biography, chances are you’ll end up with a muddled and ineffective pitch. The perfect elevator pitch has a limited scope and is crafted around a single venture or business.”

Whether a quick introduction, one small aspect of your idea you’d like to express, or a quick summary of what you can offer, base your pitch around one idea.

Conciseness

Remember where the term “elevator pitch” derives from. Unless the elevator breaks down, in which case your problems are much bigger than your pitch, you’ll have a short amount of time to deliver your pitch. Thirty seconds is a good base time, but up to a minute isn’t unrealistic. If your pitch is written, it should be a few sentences at most.

A call to action

Any persuasive speech should end with a call to action, and an elevator pitch is no exception. There’s a reason you chose to deliver this pitch instead of talking about the weather or the latest blockbuster sports news. This is the reason we created a clear objective for our pitch—now we can work that into our call to action.

For a short conversation like an elevator pitch, the action may be as simple as setting up a longer follow-up conversation. You’ve said who you are, what you can do, and how you can help their needs. Now it’s time to put the ball in their court.

Lots of practice

Not everyone is comfortable with public speaking or networking, but practice and patience are the keys. The more your practice your pitch, the more natural and comfortable you’ll be, and you’ll get a good sense of timing.

Derkia Thomas points out three elevator pitch delivery “killers”, including speaking too quickly, rambling on, and appearing disinterested. Practice is the key to working these kinks out of your pitch. With a limited time to deliver your pitch, you may speak too quickly to try to overcompensate, but if you focus on the important factors, you’ll set yourself up for success. And don’t be afraid to try timing yourself!

Wrap up

Elevator pitches are versatile and can serve you in many circumstances, and you can have multiple pitches for multiple scenarios. It always pays to be able to provide a clear, concise summary of who you are and what you can do. Being able to describe yourself in this way can build confidence over time, as well. If you follow these tenets, your elevator pitch experience should be filled with far more ups than downs!

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Successfully Showcasing Your Personality In An Interview

The interview process is much more complicated than it was in decades past. The ease of online applications and job boards, the number of emerging industries, and the rise of remote work mean that there are more positions and more competition for them than ever before. An applicant’s journey to the same position may look vastly different, but when hiring managers are down to their last few applicants, the education and experience levels are about equal. How then does a company make its final decision?

While your qualifications and experience are ultimately what a company seeks, at the end of the day, they are hiring a person to fill that role. Your individual personality means more to your interview process than you may think. In fact, CNBC cited a joint study between TopInterview and Resume-Library that found that personality was in the top three factors employers seek in their decision-making process. Personality joined skills and experience as the top trinity of factors, above education and appearance.

It’s a difficult dance showing off what makes you “you” while maintaining composure and professionalism, but the following tips will show you why your personality matters and how you can efficiently showcase your sparkling personality.

Why your personality matters

Organizations are filling a position because they have a need for a particular skill set, but you’re still joining a team of other human beings. You can be the most qualified candidate of all time, but if you don’t fit a company’s culture or are unpleasant to be around, you won’t get the job.

The aforementioned study cited by CNBC highlighted the growing prioritization by employees and employers on work culture and work-life balance. Since the pandemic, these values have further increased, and in the wake of the Great Reshuffling, the right fit for both parties is even more crucial.

“Employers have less talent to choose from than ever before, and this is encouraging them to think outside the box when it comes to assessing candidates’ potential and experience. Indeed, a key part of this is considering how well someone’s personality is going to fit in with their teams, so it’s crucial to stand out for all the right reasons.” Lee Biggins, CEO of Resume-Library

Unsurprisingly, the study found traits such as arrogance, entitlement, and dishonesty to be undesirable, while candidates who are confident, authentic, and reliable are more likely to be hired.

Marija Lazic of LegalJobs cited their own interview research trends, and many of these were related to first impressions and personality. Some highlights included:

71% of employers wouldn’t hire a candidate that doesn’t follow a dress code.

67% of job seekers don’t make eye contact.

39% of candidates are rejected due to confidence level, voice quality, or lack of smile.

Bad handshakes lead to 10% of job seekers being rejected.

Many of these statistics are based on antiquated ways of thinking, but the data shows the person matters just as much as the resume. If the wrong traits can mean missing out on the job, the right traits can help you land it.

How to showcase your personality

With this knowledge, how can you best display what makes you unique while still being professional? Balancing authenticity while pandering to the hiring manager may sound hypocritical, but you can still be “you”.

The first step is to research the company and the role. Researching the company beforehand is always the best practice anyway, but it’s a great way to get a feel for the culture, as well. Many companies will have a mission statement available on their website, which can clue you into what personality traits they desire. Social media makes this even easier, and you can look for reviews from past employees, reminds Glassdoor.

Daniel Bortz of Monster reiterates that choosing the right buzzwords is key. You’re still being honest and authentic but tactful when you describe yourself as adaptable, dependable, or full of integrity. You can show off your traits in a way that makes sense to the position.

“For a customer service job: “I’m a problem-solver by nature. My immediate goal when I speak to a customer is to get their issue resolved as quickly and efficiently as possible.”-Daniel Bortz

Engaging in casual conversation with your interviewer is valuable, too. The employer is hoping not only will you do the job well, but you’ll be a delightful person to work with. Casual, but appropriate, conversation shows authenticity and allows you to build a rapport and establish who you are beyond your qualifications.

Finally, at the end of an interview, a potential employer may ask you about your hobbies or interests. Nexxt’s Jason David believes this is the perfect time to paint the picture of who you are as a person. Treat this question like a first date and show the most interesting part of your personality (while still being work appropriate!). Don’t be afraid to share your uniqueness!

Wrap up

Who you are matters, and employers and employees alike are recognizing this fact more than ever in wake of the pandemic. Data shows that good employers value the right cultural fit just as much as your skills and qualifications. A bit of research and preparation can help you present your unique personality in a professional but authentic manner. You are more than your CV, so don’t be afraid to show off your personality during your job search.

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Understanding And Overcoming Ghosting In Your Job Search

The dating world is scary enough as is, and that’s before considering the potential ‘ghosting’ that can occur. Ghosting, a phenomenon where a prospective partner ceases all communication, is common in dating. Another, more promising option will come along, some circumstances will take up a person’s time, or the person may simply resolve its better to disappear than have a difficult conversation.

While frustrating enough in the dating world, thanks to the sheer amount of potential applicants and the ease of using technology over face-to-face communication, ghosting has become extremely common in the hiring stratosphere as well. You may have a phone screening or even an interview and never hear from the company again. Recruiters may find a promising candidate, help them along their hiring process, and then get left on read.

We’ll examine the data behind ghosting, look at why ghosting happens, and provide job seekers will some ghostbusting strategies.

The data of ghosting

Both employers and job seekers are guilty of ghosting during the ‘courting’ process. A 2019 Indeed study found that 83% of employers had been ghosted by a candidate, and 18% of job seekers admitted to ghosting an employer.

The trend has become even more pronounced since the pandemic, especially for job seekers. Indeed did another study in 2021 that found that 77% of job seekers have been ghosted by a prospective employer. 28% of job seekers admitted to ghosting an employer, a 10% increase in just two years.

SHRM believes that ghosting is most common early in the interview process, though it isn’t out of the question for it to occur even very late in the hiring process.

Note that while you may apply for a job and never get any sort of response, this is not ghosting. With the sheer amount of applicants, especially on job boards and for entry-level jobs, companies simply can’t follow up with everyone. Just like in dating, ghosting occurs where there’s been some dialogue between both parties.

“It’s important to be clear about exactly what ghosting is. Some job seekers might feel that they’ve been ghosted when they send in their resumes and never receive any response. But ghosting is really when an employer severs all contact with a candidate after there has been some kind of real interaction.” –J.T. O’Donnell, founder of WorkItDaily

Why does ghosting happen

Very rarely is a workplace ghosting a reflection on the job seeker. From an employer’s side, ghosting is largely a combination of two factors: a large workload and a communication breakdown.

Job board postings, especially for entry-level jobs, can get hundreds of applications. Even if you’ve heard from the employer, your name may simply be lost with other applicants by the second stage. The lack of communication could be completely unintentional, or an employer may choose to only focus on those moving forward. The company may hire internally and subsequently cut all communication with outside candidates or may close the position altogether, reminds Indeed.

Kimberly Reeves of A Better Way Consulting believes many hiring managers are simply afraid of having that tough conversation of telling a candidate why they weren’t selected. People don’t know how to talk to each other, especially for difficult conversations, so they avoid them altogether.

“When employers can’t give candidates closure, candidates may feel like they are being told that they aren’t even worth a conversation. “Are people important or are people not important? In the staffing business, people are your bread and butter. They’re your client, and they’re also your product.” -Kimberly Reeves

Some companies even fear the backlash that could occur and even believe there could be a legal consequence by outright rejecting someone.

What to do when you’re ghosted

Knowing ghosting is a frequently occurring problem and understanding why companies ghost you doesn’t exactly make up for the frustration of being ghosted. Luckily, if you’ve been ghosted, you have some ghostbusting tools at your disposal.

Before the interview ends, ask your interviewer what sort of timeline to expect a decision, writes Forbes contributor Caroline Castrillon. You can even ask whom to contact if you don’t hear anything back in that timeframe, setting you up for success before a ghosting can occur. Who ya gonna call? That contact!

Castrillon and many others believe in the importance of following up after this interview. This is a good practice in general, writes LinkedIn’s Bob McIntosh. Following up after an interview shows initiative and politeness, and, most importantly to this conversation, keeps your name in the interviewer’s memory.

Business Insider’s Stephen Jones reminds us to be patient with subsequent follow-ups. Waiting an extra day before your make another inquiry is wise, as you don’t know what occurred in their office that could have slowed down your communication. Being ghosted is never fun, but you can’t be pushy with your inquiries.

You can also try another form of contact if you aren’t getting through. If your email isn’t getting traction, try a phone call. But at some point, you’ll have to come to terms with the fact you didn’t get the job. From there, you can try connecting with other individuals in the company to try to get an informational interview, says O’Donnell. You’re past the point of getting the previous job, but it may prepare you for other opportunities.

Wrap up

Being ghosted as a job seeker is becoming unfortunately common, especially since the start of the pandemic. Remember that the factors that led to you being ghosted are mostly out of your control. Understanding the data behind ghosting and the primary reasons organizations engage in ghosting should provide clarity. Armed with this knowledge, you can craft effective follow-up attempts, but learn to recognize when it’s time to move on to other opportunities.

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