From The Editor's Desk

On-Site Interviewing Red Flags

We speak generally about the organization interviewing the prospective employee, and the red flags that exist sometimes in what the interviewee answers to the interviewer’s questions. But what about when the tables are turned? No one ever suggests that the organization might not be a place that a good prospective employee wants to work.

Some places are screwed up, but still hiring. Its important to pick up the red flags, especially when evaluating whether you want to join that organization and move across the country.

Don’t be persuaded by the money or title. When “fit” happens, it is a two-way street, and has as much to do with prospective employee fitting into the organization, and the organization fitting with the prospective employee.

When going on-site for a face-to-face interview, the prospective employee should have some time off of the agenda to engage with the organization. That means being able to wander the halls, and being able to meet some of the folks who aren’t a part of the itinerary. This may seem unorthodox, but a lot of times, it will tell you more about the organization on whom they aren’t including during the whirlwind face-to-face tour.

If you see employees who are looking unhappy or aren’t really engaged, that’s a huge red flag, and something that you should address in your interview sessions. It may reveal that there were recent cutbacks, or a deeper-seeded issue that no prospective employee wants to be a part of.

The Skype interviews are great, but they don’t replace a face-to-face sit down, especially if you are moving across the country or two states over.

Another component needs to be asking about the on-boarding process. If the interviewer seems uneasy or unsure, that’s an idea that you might show up, and be left to your own devices when you on-board as a new hire.

All of these examples come back to the notion of being sure about your decision to take a job, prior to leaving your current situation.

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