The changes are exciting, but they also fill us with doubts. The Spanish proverb says that “better bad known than good to be known”, an affirmation with which I do not agree at all, but the truth is that there are steps that are scary, and those that have to do with sustenance are the ones that plus. What if the new job is not what it seems? Are you really going to get better with the change? Are you making the decision with your head or with your heart?
As we already explained in Xataka, the phenomenon of the Great Resignation in the United States has provoked a reaction in many professionals who have changed jobs known as “change shock”: a part of them regret it and are considering returning to their old company. The Harvard Business Review points out that this may be due to the fact that the managers of the company sold the candidates a reality about the position that was not such just to attract them, and has drawn up a list of warning signs to identify these lies in the selection process.
Vagueness. One of the most important elements that a candidate should pay attention to, according to the university magazine, is the accuracy of the responses of the people who do the interview to questions related to the conditions of the position or the values of the company. If the professional does not receive specific and direct answers, but doubts and stammering, it is a clear alarm signal.
inconsistency. Another recommendation is to check if the responses of the company’s interlocutors are consistent with each other. It is usual that during the selection process several interviews are carried out in which different members of the company participate, from the human resources technician to the head of the department or one of the future colleagues. For this reason, it is a good idea to ask a series of similar questions to each of them in the different meetings, to check if the answers coincide.
Some variation is not abnormal and that’s fine, because it offers different points of view to have a more complete picture of certain aspects. But if the responses of one and the other conflict, or are directly contradictory, you have to be suspicious.
This is not what they told me. Varying the initial functions and working conditions, those that appeared in the offer you applied for, during the selection process is also a sign that something is wrong. It is possible that the managers of the company have exaggerated to attract better candidates and in the interviews they are bringing out what is really expected of them, which may be very different from what the professional thought when he signed up.
Eternal selection process. Very long selection processes are not usually synonymous with good organization, whether they are because an excessive number of interviews are called or what happens is that the final decision takes too long.
The Harvard business magazine points out that these processes should never last longer than a few months, and human resources professionals consulted by Xataka assure that more than four or five interviews is excessive, except in some very exceptional cases.
constant rescheduling. That they change the date of an interview is normal, that they do it three times starts to smell singe. The rescheduling of several of these meetings shows that the organization of the company is anything but good, which can negatively affect the new worker accepting the position. Likewise, it is a lack of respect for the time of the candidates.
Relationship between the interviewers. If the candidate goes through several interviews involving two or more people from different departments, it is interesting to see how they interact with each other and react to each other’s comments. A bad gesture, a veiled criticism or an off-key comment, even joking, can reveal internal tensions that make the company an uncomfortable environment in which to work.
Discrimination. This is perhaps the clearest sign that a candidate can detect. If any of the interviewers asks a discriminatory question or comment based on age, gender, race, religion or any other offensive topic, it is a clear sign that the organization condones misconduct or has not properly addressed unconscious biased behavior. that could occur in other areas beyond the selection processes and make employment uncomfortable for the professional.
Connection. Interviews are nothing more than a conversation between two or more people, in which, through words and gestures, they relate to find out more about each other, in this case for professional purposes. If the candidate doesn’t feel comfortable in the conversation, for whatever reason (sometimes they may not even know what’s causing his discomfort), that’s not a good sign.
Of course, everyone has a bad day, so noticing that lack of connection or discomfort in a single interview does not have to be decisive. Now, if that feeling repeats itself over several meetings, it’s a red flag.
Image | Christina Wocintechchat