What are some common red flags in interviews? What should candidates and interviewers be on the lookout for during an interview?<\/p>\n\n\n\n
Interviews can be intimidating to sit down for. Candidates might be interviewing for a company they\u2019ll spend years working at, and interviewers are making a major change by hiring a new employee<\/a>. If either spots a red flag that seems concerning, they should take note and possibly take action.<\/p>\n\n\n\n Below are major red flags in interviews that both candidates and interviewers shouldn\u2019t ignore during the process.<\/p>\n\n\n\n\n\n\n\n The interview is the perfect opportunity to get to know the company you\u2019re applying to better. You can research the company for hours and hours, but it\u2019s wise to pay attention to what you can pick up from the interviewer, who has first-hand experience of what it\u2019s like working there.<\/p>\n\n\n\n Oftentimes, employees miss red flags in interviews because they need a job. But, the following red flags should make you think twice.<\/p>\n\n\n\n Crunch culture is a term used by critics of toxic working environments in the video game industry, but crunch culture can be found in any type of work environment. Hustle culture<\/a> is another term to describe this toxic environment. Blood, Sweat, and Pixels<\/em><\/a> by Jason Schreier warns against mandatory overtime because it could create burnout, physical strain, and mental health problems down the line.<\/p>\n\n\n\n As Schreier says, delays and setbacks are almost inevitable during the production of any type of project, due in large part to development challenges<\/a>. <\/em>However, many managers don\u2019t know how to lead a team to overcome these setbacks and how long certain tasks will take.<\/p>\n\n\n\n Schreier adds that a common reason for delays is that some managers believe what they\u2019re doing is art, and it\u2019s hard to know when a work of art is finished. This is especially true for those in any creative industry. <\/strong>Even if a game or a phone is fully functional, it\u2019s hard to say that it\u2019s \u201cdone.\u201d For example, perhaps the graphics could be improved or a new feature added to make the product even better. <\/p>\n\n\n\n Schreier explains that, because product cycles sometimes take much longer than expected, your interviewer might encourage overtime by offering \u201cpotential for promotions\u201d or even bonuses. However, if they\u2019re not solid about the rewards and can\u2019t accept that you work only the standard hours per week, then the working environment is a \u201ccrunch culture.\u201d<\/p>\n\n\n\n Such grueling schedules take a heavy toll on employees\u2019 personal lives and mental health. Keeping up with the work requires a workaholic mindset; even then, exhaustion and burnout are common problems in various industries. If the company you\u2019re applying for sounds like this, then you might want to get out before it\u2019s too late.<\/p>\n\n\n\n Another red flag in interviews to look out for is that the interviewer doesn\u2019t give recognition to the employees. Perhaps you ask about whom you\u2019ll be working with and what your responsibilities will be. This is an opportunity for the interviewer (and, in most cases, the manager) to gloat about their current employees\u2019 hard work and perseverance to help the company succeed. But, if the manager talks only about themself, then it\u2019s not a good sign. It almost always means that your efforts will go unnoticed in the workplace.<\/p>\n\n\n\n We all desire to feel like our efforts are important. Recognition from people, especially your managers, is a very direct way of achieving this. Carrots and Sticks Don\u2019t Work<\/em><\/a> by Paul Marciano argues that positive feedback can <\/strong>lead to hours of increased productivity. Positive feedback is reinforcement that makes the behavior more likely to happen again, unprompted. <\/p>\n\n\n\n Managers tend to overestimate how much they give recognition and underestimate how important it is to employees. Some people keep a positive sticky note from their boss for months\u2014it means that much to them.<\/p>\n\n\n\n Failure to reinforce through recognition actually suppresses behavior. If a manager assigns a project and doesn’t reward hard work to meet its deadline, the worker is less likely to meet the deadline next time. If a manager admonishes a worker for poor behavior, and the worker corrects it but doesn\u2019t receive positive feedback, she\u2019ll fall back to the bad behavior because there\u2019s less reason to correct it.<\/p>\n\n\n\n You\u2019ll likely be much happier and fulfilled if you join a company where everyone feels appreciated for their contributions. Even if your work seems meaningless to you, it\u2019s your manager\u2019s job to reassure you that it means something to the company\u2019s purpose.<\/p>\n\n\n\n Managers often recall red flags in interviews sometime later, and they regret ignoring them or not exploring them more fully. If you have a hunch that a candidate isn\u2019t humble or hungry, keep digging until you resolve your doubt. Let\u2019s look at how you can hone your hunches about this sort of information.<\/p>\n\n\n\n One of the first things you should look for in a candidate is whether they\u2019re motivated to do the job, says Patrick M. Lencioni in The Ideal Team Player<\/em><\/a>. If they\u2019re not, then hiring them will not serve the company\u2019s goals. It\u2019s a major red flag in an interview when a candidate doesn\u2019t appear hungry to get the job done.<\/p>\n\n\n\n As an interviewer, here are some questions you can use to screen candidates for their hunger for success: <\/p>\n\n\n\n If you are unsatisfied with any of the answers you get to these questions, then this person might not be right for the job. Even if you hired them in the hopes that you could help spark that motivation, hunger is harder to develop because it involves attitude<\/strong>. Lack of motivation is obvious and measurable\u2014people who lack hunger typically do less or produce less. But, pointing out the need to do more isn\u2019t enough.<\/p>\n\n\n\n Unmotivated people often choose to be this way because it\u2019s to their benefit<\/strong>\u2014not being the one who offers to do more means less pressure and responsibility and more time to do what they prefer doing. Some people prefer a predictable routine at work so they can focus their energy on outside interests.<\/p>\n\n\n\n Another red flag in interviews to look out for is when candidates lack humility. Similar to managers not giving recognition<\/a> to employees, some people lack true interest in helping colleagues<\/a> or the team. Companies that emphasize teamwork don\u2019t need selfish people weighing them down. It all comes down to spotting the type of ambition the candidate has.<\/p>\n\n\n\nRed Flags That Candidates Should Pay Attention To<\/strong><\/h2>\n\n\n\n
The Manager Expects Mandatory Overtime<\/strong><\/h3>\n\n\n\n
The Manager Doesn\u2019t Give Recognition<\/strong><\/h3>\n\n\n\n
Red Flags That Interviewers Should Pay Attention To<\/strong><\/h2>\n\n\n\n
The Candidate Lacks Motivation<\/strong><\/h3>\n\n\n\n
The Candidate Lacks Humility<\/strong><\/h3>\n\n\n\n