Cultural Flags in a Recruiter Screen
As an independent recruiter and job search coach, I interact with folks looking for a variety of different jobs across numerous industries. What most have in common is their general desire to avoid toxic work environments.
Job seekers are typically looking for places that are supportive, allow for work-life balance and will treat them with respect. Seems easy enough, but through an interview process where companies are trying to ‘sell’ you on their company, how do you spot the fakes?
Companies drop hints of their culture throughout the interview process. Since, the first stage of any interview process is typically a recruiter screen, let’s start there.
Things That Make You Go Hmmmmm:
They focus on ‘why us.’ Companies that need you to prove to them how much you want to work at their company on the first call tend to not understand the stress and arduous nature of an interview process. Most candidates are interviewing at multiple companies during this stage and it’s okay if you are still figuring out why you would want to work there. As you learn more through the interview process, it’s natural that your desire to work at a company would grow, but on a first call this can be telling of how highly a company thinks of themself.
They want to dig into details about why you are leaving/have left past jobs. In 2021, it’s common knowledge that many people, especially URMs, leave jobs because of toxicity (including, but not limited to, sexual harassment, bullying, mistreatment, underpayment, etc). A company that is more focused on why you left a company instead of what you are looking for in a new role/company, is likely one who hasn’t thought through the repercussions of their questioning.
They won’t talk about salary. In most states it is illegal for companies to ask what your current compensation is, and in many states, they have to post job bands on their listings. A company that is trying to create a fair process will be open to telling you about compensation as they understand it’s a key component in any job search.
They ask questions about how others would rate you. I’ve seen a trend lately where companies ask candidates how other people would rate them (either an old boss, peer and/or friend) and I find it very odd. 1) The company should have an interview process that allows them to adequately ‘rate’ your ability to do the job. That’s literally the point of an interview. 2) They are using this as a mind game. Meaning, ‘will this candidate disclose their failures, or will they say they are perfect’ type of thinking. Either way, it feels like a ‘gotcha’ instead of setting you up for success.
They don’t make time for your questions. It should be noted that sometimes, due to time constraints, there just isn’t time for your questions on the call. But, if a recruiter doesn’t make accommodations to answer your questions via email or set up another call, they aren’t being fair to you or understanding that you need information to help inform your decisions.
They don’t tell you anything about the team/company. The most effective recruiter screens make time to get to know you as well as leave time for you to hear about the organization and team. Lack of making time shows they view the interview as a one way street instead of understanding both parties have say in the process.
They won’t disclose the whole process. Interview processes should be designed to help a candidate shine! Being able to prepare for an interview includes knowing what to expect in the process. Recruiters should openly share the process with you so you know what to expect. If they aren’t trying to set you up for success in the interview, how do you think they treat their employees?
I would consider all of these ‘yellow flags’ in an interview process. Take time as you interview to decide how many flags make a deal-breaker situation for you, everyone is different!