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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Coexisting With A Coworker You Dislike

Sometimes, having the right coworkers can make a job you dislike more tolerable. But the opposite is also true; a coworker you dislike can make your job unpleasant.

While many workers are able to work remotely, limiting direct face-to-face interactions with these workplace nemeses, those in the office don’t have that luxury. Even remotely, you’ll still have some interactions with these disdained coworkers. Regardless, you need to learn to work with others you may not enjoy.

We’ve previously covered how to successfully navigate workplace conflict and why a positive team culture is so important. We’ll build on that foundation, with assistance from the experts, with strategies on how to coexist with your least favorite coworkers. You likely won’t become best friends, but you’ll find common ground and be able to work together in spite of your differences.

Could it be you?

The first step in finding common ground is asking yourself why this individual irks you. With some soul-searching, you may realize that both of you are at fault.

Forbes’ Nicole Lipkin discusses affirmation bias, the tendency to blame your own shortcomings on external factors while blaming the shortcomings of others on their personal character.

“[L]et’s say you’re late to work. The attribution bias would have you exonerate your own lateness by claiming there was heavy traffic. But if someone else is late to work though, they’re obviously lazy.” –Nicole Lipkin

You may be projecting this bias on your workplace antagonist solely because you dislike them. By always thinking the worst of this person, you build them up as a bigger villain in your mind. You may also be projecting attributes you dislike about yourself onto this person, writes Lolly Daskal. Analyzing your mindset and figuring out why you dislike this person is the first step towards understanding.

Try to get to know them

Easier said than done, right? But finding common ground with someone is the key to resolving conflict. Iris Dorbian spoke to various actors, who must project chemistry with one another to the audience even when they dislike each other, and found multiple strategies you can use to co-exist with your foe.

Start by asking your coworker simple questions to get to know them. It doesn’t have to be deep; small talk about hobbies, interests, and daily routine is enough.

“I’m trying to give this person the impression that I actually give a damn about their day-to-day existence. The funny thing is, you’ll usually find that eventually, you do form chemistry because the person on the receiving end is amazed that anyone asked them questions about their life, work, or hobbies.” -actor Gino Dilorio

“Fake it til you make it” is a popular strategy in many of life’s facets, and it applies here, as well. Be enthusiastic about what your coworker tells you, even if you don’t feel it on the inside. Keeping a positive attitude will not only be good for your relationship with this person but it can be wondrous for your mental health.

Understand their point of view

Once you know this person a little better, it will be easier to understand their perspective and get to the root of why you don’t get along. Take your emotions out of the equation and try to view the person objectively.

Are some of their unpleasant traits a result of outside factors? There may be things doing on in their personal life you aren’t privy to. Are they trying to get along with you but struggling to do so? Or do you just have incompatible values or personalities? These questions are much easier to answer after you’ve made an attempt to get to know the person.

Set boundaries

Maybe you’ve put in the time to get to know your antagonist but still can’t find common ground. It happens. Not all people will get along. But to better coexist, you need to set boundaries with this person.

If the person keeps exhibiting disrespectful behaviors in your direction, sit down with the person and explain these behaviors are unacceptable. Ivy Exec reminds us not to let anger build up and color the interaction. Calmly tell them their behavior is unacceptable and they need to work with you in a professional manner.

Meanwhile, set boundaries on your own behavior. Don’t behave antagonistically towards them, and don’t engage in gossip regarding the other person. Stay professional.

Acknowledge your dislike and minimize contact

If all else fails, up upfront with the person. Lipkin says to have a simple conversation with your coworker: “We’re not getting along that great, what can we do? Let’s try to brainstorm what’s getting in our way.”

If you can find a way to work together, great. If not, you did your part. Continue to work within the boundaries you set, and reduce contact as much as possible. Don’t do anything to fan the flames, and do your best to remain professional. You don’t have to like your colleague, but you do need to work together.

“If volcanoes erupt every time you meet, then it might be best to, instead, keep things professional at a distance.” –Andy Charters

Wrap up

You won’t get along with everyone you meet, but if you’re working with someone you dislike, it’s important to at least make an effort to coexist. Try to find common ground and settle your differences in a professional matter. If all else fails, consider coexistence and acceptance a victory, and do your best to at least work together when needed.

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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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Which Of These Three Workplace Archetypes Are You?

Many of us love “What type are you?” tests, whether it’s what Harry Potter house, what order of Knight Radiant you are, or what The Office character you are.  These tests can lead to a fun sort of tribalism, but there aren’t limited to pop culture, either. There exist many types of categorizations based on real-world archetypes, including popular ones like Myers-Briggs type indicators and the Mensa IQ test.

While often taken for fun, these quizzes can provide insight into your inner workings and how you operate in different scenarios. In the workplace, knowing what type of employee you are can help you find a career that is right for you. Employers can use this knowledge to better target the type of worker they need.

“Knowing your work orientation can help you find ways to motivate yourself and craft a better work situation without having to change jobs. It can also help you know what other careers might be more or equally satisfying to you.” –Katharine Brooks

Yale professor Amy Wrzesniewski found three approaches to work and life, with workers fitting into one of these three categories: job orientation, career orientation, and calling orientation. We’ll analyze the three orientations, look into the importance of knowing your archetype, and offer commentary on what other classifications analysts have found.

Job orientation

Those with a job orientation are your classic workers who work to make a living. They work to have an income and provide for themselves while having many interests and priorities outside the workplace. For those with a job orientation, work is a necessity, and they would prefer to keep their work and home lives separate. They’ll put in good work but won’t take it home with them.

Inc.com’s Jessica Stillman believes that knowing you’re of this orientation allows you to find fulfillment outside the office.

“[Y]ou can emphasize finding fulfillment outside of paid employment with hobbies, community activities, or family.” –Jessica Stillman

Career orientation

Those of the career orientation are more engaged in their work, viewing work as a corporate ladder to be climbed. They are motivated by success and prestige and find fulfillment in respect, status, and paychecks. In their own categorization, HR Resolutions cites Gallup’s three classifications: engaged, not engaged, and actively disengaged. In this classification, career-oriented workers are the engaged workers.

Career-oriented workers are best motivated by a clear corporate ladder, writes career coach Katharine Brooks, who analyzed the three archetypes for Psychology Today.

“This individual will be interested in the ability to move upward in his or her career, to receive raises and new titles, and to achieve the social standing which comes from the career.” –Katharine Brooks

Calling orientation

These individuals are those who find fulfillment and meaning in their career development. Their job is more than a career or a way to make money – it is truly a calling. Forbes’ Luis Romero refers to this type of worker as ‘The Entrepreneur’ is his own classification.

“These are those pursuing a higher purpose. In other words, their main motivation transcends the need for money and their idea of being useful is intrinsically tied to doing something that they love. In short, they have a clear personal mission and vision.” –Luis Romero

Calling-orientated workers get satisfaction from giving themselves to their chosen calling. They value growth diving into their work, and Wrzesniewski found they were generally very satisfied with their careers and personal lives.

Why is this important?

Brooks reiterates that knowing what archetype you fall under will make it easier to find fulfillment inside and outside of your career. If you’re a job-orientated person that thinks they are career-orientated, they may never find the career satisfaction they crave.

Employers can benefit from this knowledge by knowing what types of workers to seek for their open positions. Lila MacLellan wrote that a company’s expectations need to meet their employees’ orientation, and that disconnect is one of the major reasons for the Great Resignation.

“Some may emphasize purpose or a hard-driving culture over pay and work-life balance, which wouldn’t suit those with a job orientation. And other workplaces may promise meaningful work or pathways for advancement but fail to deliver either in practice.” –Lila MacLellan

Remember that these archetypes refer to work styles, not job titles. Many entrepreneurs do fall under the calling category, and most highly-successful industry leaders we picture probably do as well. But anyone who views their work as their purpose falls under this category, regardless of pay grade or title.

Wrzesniewski found that each type is equally represented in most workplaces. Brooks uses this data to show how an administrative assistant could fall under any of the three types as an example. The assistant could accept the job because it’s available and the pay is good. They could accept the position knowing it’s the first step to climbing the corporate ladder. Or the assistant could have a passion for assisting their supervisor and providing unparalleled customer service.

There will also always be overlaps. Job-orientated employees still want to feel valued for their work, and calling-orientated workers still want to be paid well.

Other models

We referenced Gallup’s “engaged, not engaged, actively disengaged” model, and Romero’s ‘Entrepreneur’ is paired against the ‘Freeloader’ and the ‘Worker’. CNBC’s three types of workers include takers, matchers, and givers. Many models have a clear ‘best’ type of worker in juxtaposition to the ‘inferior’ types. These models are often unkind and don’t take outside circumstances, or the employer’s failings, into consideration.

The strength of Wrzesniewski’s archetypes is that there are no ‘good’ or ‘bad’ types. Every organization will be filled with each of the three types, and knowing this can put each type in a position to succeed. Knowing your own style lets you find a sense of satisfaction when you find a position conducive to your style, and employers can better motivate employees once they understand what actually motivates them.

Wrap up

It may feel like declaring a Harry Potter house, but knowing your work archetype has tangible benefits. Wrzesniewski offers a model that encompasses all workers without declaring a type better than others. Being aware of your type will allow you to find the right career for you, and employers armed with this knowledge will know how to better motivate their employees.

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Experts Predict These 2022 Workplace Trends

While a new year is just a calendar change in practice, it’s symbolic of fresh opportunities and new beginnings. Calendar years take on their own form of anthropomorphism and their own identity in the collective social mindset.

2020 was the start of the COVID-19 pandemic and had a massive effect on all aspects of our life. 2021 was a continuation as society started to push back and develop new ways to exist in the face of adversity. 2022 is young, and it doesn’t have a clear identity yet, but based on the last few years, we can predict some trends.

Many experts are optimistic that 2022 will bring a vast array of positive workplace trends after a difficult 2020 and 2021. Visier declared 2022 as the “Age of the Employees” and expects a shift towards quality of life and work-life balance, and they aren’t the only ones thinking this way.

“The massive upheavals of 2020 and 2021 made it clear that the most successful companies are the ones that evolve to retain and grow their most valuable asset: their people.”- Visier

Jeanne Meister covered the top 2022 HR workplace trends for Forbes. We’ll review three common themes shared by these trends.

Prioritizing employee well-being

If 2022 is truly the “Age of the Employees” it’s because worker preference matters more than ever before. 2020 shook up worker stability by forcing company shutdowns and layoffs, causing many workers to take a hard look at what they want from their professional life. This led to the Great Resignation, or the Great Reshuffling, as workers sought new opportunities that better aligned with their wants and needs.

Meister believes this focus means organizations need to not only care about the well-being of their employees at work but increase their overall quality of life as well. She cites a Paychex and Future Workplace study that found 82% of workers polled listed well-being as a key factor when deciding where to apply. We previously found that workers value a culture of value more than a high salary, and this trend will likely magnify going forward. Companies willing to invest in their employees’ quality of life will have an easier time attracting top-tier talent.

Hybrid work becoming the new norm

Flexibility is one of the biggest keys to success during the pandemic, and the switch to remote and hybrid work is a testament to that. Switching away from the traditional 40 hour, in-office workweek has been a breath of fresh air for many, and flexible work models are here to stay. Meister illustrates this with an Accenture survey that found a whopping 83% of workers prefer a hybrid model and that 63% of ‘high-growth’ companies have switched to a productivity anywhere model.

In wake of the high amount of out of office employees, Visier believes companies will value productivity output over hourly input. Without many of the time-wasting distractions an office job can have, employees can finish their work in a fraction of the time. Why should they be punished for doing quality work more quickly?

Because of this, as well as a shortage of quality workers, Harvard Business Review believes companies will switch to a shorter workweek.

“While some companies are able to compete for talent through compensation alone, others don’t have the financial resources to do so. Rather than trying to win the war for talent by increasing compensation, we are seeing some employers reduce the number of hours worked by employees and keeping compensation flat.“ –Brian Kropp and Emily Rose McRae (HBR)

A jump in skills-based hiring

The trajectory of the average worker’s career path looks much different today than it did 20 years ago. Employees aren’t staying at the same company for 40 years anymore. The pandemic exemplified that, thanks to the Great Resignation/Reshuffling. This means that tangible skills are becoming more valuable than set experience.

We recently covered the most in-demand skills employers seek in 2022, including communication, problem-solving, adaptability, and time management skills. Glassdoor covered a list of companies who are now hiring based on these types of skills rather than set degrees, including Google, Costco, and Hilton. Meister believes this trend will benefit both external and internal hires.

“Skills based hiring expands the prospective talent pool but also allows internal employees opportunities greater visibility into their career mobility by providing them with educational pathways for specific industries and job functions.” – Meister

Technological improvements make life easier for workers, and both Meister and HBR discuss the implications automated tasks have on the workplace. Meister discusses that this creates a new space for a new set of skills and new types of positions. HBR covers the management side, believing that with many managers now able to automate mundane tasks they can focus on the human side of their jobs.

Wrap up

The data used by the above experts shows that employee preference matters more now than ever before, and smart organizations are adapting to worker desires. Companies willing to prioritize their employees’ well-being, offer flexible work models, and prioritize employee skills over arbitrary experience levels will do best in the proposed Age of Employees.

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