The 7 Biggest Red Flags During Job Interviews According To North Carolinians

I've heard numerous horror stories about the job market these days. Everywhere says they are hiring, but in reality, people are applying to 100s of jobs and barely getting interviews. For positions they are qualified for. Even getting an interview is rare and should be celebrated. So you landed that interview and maybe this is it. Your way out of a toxic situation, your dream role, or that salary increase you so desperately want/need. Not so fast. If it seems like it may be too good to be true, then it probably is. Anytime you are looking to start a new career you need to be on the lookout for red flags in the job interviews you go on.

I saw that meme yesterday and it resonated with me enough to reshare it on Instagram. But when I sat down to write this, it seemed to sum up this study as well. The data comes to us from our friends at VoiceNation. They recently conducted a survey that revealed the red flags that job hunters report being interviewed for a role. Through that research, they also determined that 46% of North Carolina residents believe they have experienced a negative job interview. I'm shocked that number isn't higher. Directly out of college, I interviewed for a couple of "marketing" roles that seemed to be from reputable companies. One was essentially a call center and the other- door-to-door sales for AT&T U-Verse under the guise of a different company. Thankfully I recognized the red flags in these companies immediately and declined the second round of job interviews both asked for. 

Your biggest red flag is not disclosing the salary and I couldn't agree more. A few years ago I interviewed for a position that I was approached about. It took me two interviews and multiple email conversations to get an answer to what the job would pay. This was certainly a red flag as I was pressured to commit before even knowing the salary range.

I ultimately declined as it was a lateral salary move and I suspect the lowball number is why they were so hesitant to tell me. Not to mention I'd already proved and could back up the value I would have brought to that role. And it could be monetized for 10-20x what they wanted to compensate me. If a company is at the stage of interviewing for a position they should at least have a concise salary range they can give you at the time of the interview. Or if not within 24 hours. Anything else? Major red flag.

Other things like the interviewer sounding unprepared, disrespecting coworkers, and not answering your questions. These are also big red flags that provide you with an insight into the office culture. And that culture doesn't seem positive to me. If you don't want to tell me something there has to be a why. And if you're openly disrespecting co-workers I can safely assume I would not garner your respect either. Hard pass.

Another one that is important to focus on-  the job role sounds different from what was initially advertised. If the role is already changing in the interview process you have zero reason to believe it won't once you're hired. I know it's tough out there between the job market and the economy. But make sure you're on the lookout for red flags in your job interviews. Your worth waiting for the right role with the right company. Thanks to our friends at VoiceNation for sharing their research with us. You can read the full nationwide study here.

What do your employees actually want from their employer? I'm so glad you asked! And no it's not pizza or donuts or a Yeti tumbler with the company logo. Those are nice but so far down the totem pole when it comes to keeping your employees happy. There must have been something in the air yesterday. I was sent an email regarding tips for employee happiness and also came across some Instagram posts that got me thinking.

Take one more moment and read that again. The more I think about it, the more true I find it. The disconnect between employees and employers. I don't doubt that many employers are not intentionally making their employees feel undervalued and unimportant. But that doesn't mean that those employees don't feel that way. Nor does it invalidate their feelings. You don't need negative intent to make people feel bad. I've worked for some incredible bosses in my life who honestly made me want to run through a brick wall do to anything and everything help them. And I've worked for some not-so-great ones as well. I've also worked for some who I thought were incredible but eventually the "act" ended and the truth was revealed. But that's not what I'm here to talk about. Instead, I'm here to help. To spell out the problem and offer ideas as to how to overcome it.

This brings me to an email that included research shared with me by our friends at Deputy and Voice Nation. According to data 1 in 6 Americans reported that they would be happier with their job if they had a different manager. For anyone who runs a business, there is no question that the goal is for it to be successful and profitable. And the best (and in my opinion ONLY) way to achieve this is through happy and productive employees. When employees feel valued you have less turnover and they are willing to work harder for you. It's the people on the bottom that keep businesses afloat- Amazon couldn't function without delivery drivers and warehouse workers. But I bet it would survive without Jeff Bezos.

So I promised you ways to keep your employees happy, engaged, and productive. Here you go:

This is such a big one. Everyone wants to feel heard, and when employers are making decisions with no regards to the people who have to execute those decisions? Well, it's not going to be as successful as it could potentially be. You don't have to take every suggestion. But letting people know they have a right to an opinion, and that they are heard- it can do wonders for morale. The last thing employees want is to feel like a worker bee whom no one in ownership or management respects. Who better to help figure out how to make things run smoother and more productive than those doing the actual work? And you can't solve a problem that you don't know exists.

Check-in with your employees. Performance reviews done correctly can have an immense benefit to both employers and employees. It can increase morale by giving you an easy platform to praise what an employee is contributing. And also identify areas that need improvement and how to best implement strategies to help the employee with that.  Plus when employees see that they are valued it can go a long way in increasing productivity and long-term success. Frequent reviews can also allow employers to identify any issues within a team and take action to correct those issues. 

Most employees don't want to feel stagnant in a role. If there is no room for growth and development tasks become mundane and in turn, good employees can and will look elsewhere. Training can benefit the employer as well. Think of it as an investment. You have to spend money to make money. It's also another way to show your employees that you value them and care about them and their careers.
 

 This is such a big one. I know for me personally I will go go go, but I will also burn out fast. I need that time to recharge. And especially after covid workers are demanding a work-life balance. Like it or not in order to maintain a valuable workforce, employers are going to have to comply. Whether it’s a flexible work schedule, days off, or encouraging physical fitness or mental health. A good work-life balance ensures productive and motivated employees. What employer does not want their employees to be less stressed? 

I've worked hard to make my office an oasis. Mood lighting, a stand-up desk, a walking pad treadmill, and decor that is "me". Many people will still be more in favor of working from home (not a topic I want to get into at this point) or at least a hybrid work situation. A welcoming environment can make employees feel at home positively impacting and company culture. 

And in this economy the one thing your employees want? It's money. It's not pizza or a pullover with your logo on it. It's to be paid a living wage. It's yearly raises that outpace inflation. It's the best way to show your employees their value. The people who pull the most weight in any given company are almost always the lowest compensated. Mangers have an important job no question. But when you neglect to fairly compensate the others? You cannot and will not be successful long term. So invest in your people. You want them to work hard for you? Pay your employees their worth.

If you aren't willing to work hard, why would your employees? Be visible and don't let any job be beneath you. Spend time working directly with your employees, or perhaps offer to help with something. Being willing to help speaks volumes. And noticing when that help may be needed. It makes your employees feel seen. If all you are doing is delegating, there is a good chance that will be noticed. And it's hard to respect a manager who has no problem throwing work at people but refuses to do the work themselves.

Culture starts from the top down. So be the change, and implement a culture of encouragement, productivity, and pride in your job. Thanks to Voice Nation for sharing some of these tips with us!