The job sounds great, but how can you be sure the company is right for you? Look for these red flags:
The job posting could have been written for you. The hiring manager raved about your cover letter and resume. In the interview, you nailed every question.
On every level, this job sounds ideal. But the job is only half of what you'll deal with every day. The other half is the company and its culture: the people, mission, ideals, and "how it's done."
Are these as great as your interview process was? Or are they going to turn work you love into a mess of drudgery? Here are some of the biggest signs that this employer is a nightmare:
Eliminate the Guesswork -- Work With a Recruiter
You can search the internet, talk to current and former employees, and go through endless rounds of interviews or job shadowing -- or you can skip right to the source.
Because recruiters work closely with companies in the industries they serve, they get the "inside scoop" on everything from the firm's internal culture to its future hiring plans. And because their reputation depends on recommending candidates who will be productive in the long run, it pays for your recruiter to take a close look at how you will fit into a company's culture.
If you're spotting red flags, weighing job offers from two competing companies, or something just doesn't "feel right," talk to your recruiter for the perspective you need to make the right call.
Dream Employer -- or Your Next Work Nightmare?
To see more than one perspective on your "dream employer," go beyond the first page of Google results. Skip the company's website, social media profiles, and latest press releases. Instead, start reading feedback sites like Glassdoor, as well as reviews on consumer sites like Yelp and Angie's List. Are employees happy with the company? What are the advancement opportunities like? How are customer complaints handled online?
LinkedIn can provide key insights into how the company treats its employees, if you know how to use it. Run keyword searchers to find current and former employees, and ask them about their work. While you're at it, skim the profiles of former employees to find out where they went when they left the company. If you notice a pattern, pay attention. Does every junior programmer leave this company, only to show up as a senior programmer at another company? Chances are good they made the switch because this company didn't offer the advancement opportunity they wanted.
During your interview process (or in job offer negotiations), ask specific questions about how your career goals and objectives fit with the mission and objectives of the company. Pay attention to the answers. The right company has a clear vision for how your growth and the company's align with one another. The wrong company has no vision at all -- and this will show in the (lack of) answers you get in the interview.
One of the best reasons to arrive ten minutes early to an interview is it gives you the opportunity to sit and observe the environment -- and see how it makes you feel. How do employees interact with one another? Do they have a "vibe" that makes you want to work for the company -- or were you getting uncomfortable just listening to them? While you're there, notice the setup as well. Is the lighting harsh or flickering? How old are the computers? Is the office furniture in good repair? Is the space tidy, or are workers picking their way through piles of old files and half-empty boxes?
Did the interviewer show up late? Was the interviewer unprepared for the interview? Did the interviewer bad-mouth or insult the person you'll be replacing, or make assumptions about your work that you weren't given a chance to correct? How many personal questions were you asked -- and did any of them border on illegal? Were you given a blank stare when you asked for details about the role, the team or your opportunities for advancement? Just why did the last person leave this job, anyway?
You work hard to ensure that your end of the interview is polished, professional, courteous and objective. When the interviewer doesn't do the same, it sends up a serious red flag.
