Top things job seekers see as red flags

The last thing you want to do as an employer is throw up red flags for job seekers. However, you may not know you're sending them the wrong signals. The fact is, your actions can directly contribute to receiving fewer applications and acceptances.

Are you ready to recognize more hiring success? Let's get you to green-flag employer status.

Not being transparent

You might not be trying to be cagey, but if you're sidestepping something, it will be more obvious than you might think. Maybe something happened at your company that you aren't comfortable addressing yet. For example, layoffs, turnover and bad fits happen, but the most important part is how you respond to those things.

People want to know as many details as possible. Hiding relevant elements from candidates is not only bad form, it's also easy for job seekers to suss out.

An unclear path forward

So, the interview went well, but now you've come to the end, and there is no obvious next step for your candidate. Even when they probe, timelines aren't concrete. This will never fail to send job seekers running for the door, or at minimum, to a competitor.

Why? Because it tells them you're still open to other options and only minimally impressed with the person in front of them. This may be an incorrect feeling, but it is the one they'll leave with.

The solution? Simple! Tell them exactly what they can expect from you.

You're attacking them unintentionally

What might seem like an authoritative stance to some can come off as one-sided or aggressive to others. Make sure your attitude is conversational, not confrontational. Set them at ease and let them reveal their full breadth of talent.

Not listening

“When people talk, listen completely. Most people never listen.” –Ernest Hemingway

We know you have the hiring power, but an interview is a two-way street. Make sure to listen as much, if not more, than you speak so that you can learn about potential hires and show them that you care and genuinely want them to join your team.

When “just a sample” becomes too much

We've covered this in a previous piece. Sometimes asking for sample work is normal, but when it becomes burdensome, candidates take note. You can review the line here.

Low offers

Have you ever tried to save a buck even when you have a top candidate on the line? Did you lose or insult that candidate with the salary? This is typical. Don't miss the chance to hire the right person to keep some pocket change. Offer strong initially and get paid back with a great worker.

Nebulous job descriptions

Jobs are unique. Your descriptions should be too. It should be clear what each potential hire will do in your open role. Cloudy descriptions make room for bad fits and no one wants those.

A very short or extremely lengthy hiring process

A general guideline is that it takes 2-3 interviews to earn a position.

Short hiring can project desperation, a lack of care or even the impression that you don't mind making bad hires as long as you get big groups, but long hiring cycles tax candidates. It can be hard to strike a balance.

"Data from our candidate survey earlier this year suggests that candidates can become fatigued from interviews pretty quickly. 32% of candidates said that 2-3 interview rounds was too many, while 52% said 4-5 was too many." –JobScore

Track your individual efficacy and adjust accordingly to do what works best.

Different takes from stakeholders in the same company

If different people from the same company are telling vastly different stories to candidates, it will be a red flag for sure. It shows that there are silos present and that the working conditions aren't ideal.

The vibe is off

If you act in any way superior or rude to a potential candidate, it will ruin any goodwill you may have garnered initially. This could mean getting too personal or informal, being aggressive (as noted above), making assumptions or anything else. Try to put yourself in their shoes. Would you like you if you were being interviewed by you?
 

"Familial"

Speaking of the vibe being off, don't use the word "family" to describe a workplace. It once held a nice association, but these days, nothing turns candidates off faster.

Bad word of mouth

In the digital age, candidates are checking receipts. If you have bad reviews online, try to clear them up or, at minimum, have explanations prepared when candidates ask. Differences of opinion regarding jobs are common, but silence isn't appreciated.

Buzzwords & jargon

Now that the candidate market is mostly Millennial and younger, senior hiring managers need to note that many can't understand jargon from the past because they didn't grow up with it.

"Hiring managers should also tread with caution when using buzzwords on their website, social media platforms, or job postings. Aside from the fact that numerous Gen Z and millennial employees have no clue what many traditional business sayings and acronyms even mean—they’re make or break for job seekers." –Fortune

Beyond that, though, certain buzzwords just annoy people. "Unicorn," "Guru" and "Rockstar" are among the ones that have come to mean "Multi-Tool That Can Be Exploited." That's what job descriptions that include said words sound like to talent.

Now that you know how to stay in the green, do you need help filling your talent pipeline? Partner with us! We're Experts at Work.

Sources and inspiration

• Looking for a new job? Watch out for these red flags
• Job seekers are calling out the biggest red flags in hiring—and hustle culture, stingy vacation policies and smelly interviewees top the list
• Top toxic hiring trends to watch out for
• Bosses: Your Gen Z and millennial workers are cringing when you use these corporate buzzwords
• How To Spot Job Search and Interview Red Flags
• 5 Red Flags To Watch Out For During Your Job Search
• How Many Rounds of Interviews Should You Really Conduct?
• Job Interview Statistics You Should Know in 2025
   

Partner Up