What are the famous “interview red flags” in recruitment? What is worth paying attention to before, during, and after the recruitment process? How should you act when you see something is wrong? Several unsettling situations can occur during a job interview. By reading this article, you are ready for them!
What are Red Flags in IT recruitment?
Job interview “red flags” are otherwise known as warning signs. These are all actions by the recruiter and others responsible for the recruitment process that seem suspicious or out of place. Unprofessional behavior by a recruiter may occur during a recruitment interview. With this summary, you will know how to act in such a situation.
What should I pay attention to before starting an interview process?
Red flags can be divided into three types. Those that happen before, during, and after a job interview. The pre-phase includes the time between when you speak with the recruiter and when you send your resume, or when you read the job advertisement and send your CV. What else counts as “red flags” before the process begins?
If you cannot figure out what the tasks are while reading the job offer, you are off to a bad start. You should check if the tech stack makes sense if the company is transparent with its remuneration and information about the recruitment process. The lack of benefits for the candidate might also be a potential red flag. It is also common to see an ad without the company’s name listed. What do these factors imply? The company’s lack of transparency and chaos. In such a situation, you can take a chance and ask the recruiter about all your doubts.
You send your CV, and then you wait… and wait… and wait… The recruiter’s lack of response may indicate a lack of a feedback culture. In some cases, it may simply mean that the document has been lost. What should you do in this situation? Contact the recruiter without hesitation. Inquire about the specifics of this information gap.
Information on the Internet
There are numerous websites where you can obtain preliminary information about the recruitment process. Examples of such domains include GoWork, GlassDoor, InterviewMe. It is a good idea to research what current and former employees are saying before starting the process. A little stalking will not harm you. It may also inspire you to ask the recruiter some intriguing questions.
Recruit a recruiter!
What a recruiter tells us or does not tell us about a position/company could reflect poorly on the partnership. Remember that recruitment is not only for them to get to know you but also for you to check them out. Ask lots of questions to reduce the likelihood of disappointment later on.
Knowledge of the IT recruiter
Does the recruiter have a problem answering interview questions asked by you? They did not read your curriculum vitae. Such behavior does not speak well of the company. The recruiter should be able to answer all the questions. If they do not know the answers, does anyone in the organization know them? Will the entire hiring process look like this? This is yet another huge red flag. The recruiter serves as the company’s public face. If you get very irked by their attitude, contact their superior, such as the hiring manager. You will most likely get the information you need this way.
The recruitment process stages
One hour on the phone job interview with the recruiter, one hour with the hiring manager, three hours on technical tasks, and a couple of hours with others. Or maybe the interview process involves inappropriate and illegal interview questions? Demanding and drawn-out interview processes make sense only if they are conducted in the correct order and with the goal of finding the best candidate. During such a lengthy process, you should receive feedback at each stage. After all, you do not want to spend 12 hours on interviews, only to find out that you failed at the very beginning. A hasty recruitment process, on the other hand, may indicate an emergency. If the recruiter does not convince you after one meeting, you can be sure there is something wrong!
End of IT recruitment process
The process should end with feedback that is valuable to you. One that explains why you were not selected for the next stage of the recruitment process. This includes suggestions for how to improve your skills. If the company has informed you that they have rejected your application without providing a reason, or worse, that they have ghosted and cut off contact, you can be confident that you have not lost much. They were not worthy of your time, and they would probably be a bad employer.
Obvious red flag = an immediate escape?
Everything is relative to one’s point of view. You might not waste your time if you see the warning signs and simply resign. Contacting the hiring manager or a developer currently working for that company and inquiring about the issues that are bothering you is a helpful solution for those that do not want to give up at the very beginning.
How to avoid such situations?
Ask questions, conduct research, and make contact with people who are currently employed by the company of interest. As a result, you can even find beloved green flags instead of a major red flag, that can persuade you to participate in the hiring process. It is hard to find a job where you can be 100% sure that this is it. A great solution for this is our Career Agent – Klaudia. The agent carefully reviews job candidate profiles, makes inquiries about values and needs, and searches for the ideal and deserving position. Perhaps you can persuade her to become your agent which will help you fight potential red flags.