A RECENT POST on Monster.com asked: how can you spot a bad boss? Let’s just hope these job candidates weren’t talking about you.
Do any of these qualities hit home?
More than 100 people weighed in with their responses and competing horror stories. But the resounding response was this — future hires make their decisions based on their “gut instinct.”
Here’s a few ways not to make them queasy:
Gut Instincts 101.
When a job candidate makes a gut instinct, they pay more attention to how they ‘feel’ than what they saw or heard. After an interview, a job candidate might ask themselves: do I feel upbeat and warm after speaking or meeting the boss? Or do I have nagging doubts and irritations?
“Picking up on the feelings or impressions is a great sign of things to come,” one respondent said.“Most people love to talk about the bad stuff, so being able to get exposure to see what the ‘feel’ of the atmosphere is in a particular working environment has helped me.”
Bottom line, says one participant: listen to what your gut says. It speaks the truth. And when you’re thinking about hiring someone, this technique works for you, too.
One job candidate warned candidates of this in the office: seeing copies of the SERENITY PRAYER posted on cubicles. Not to mention, “Everyone deserves to be treated with respect,” “Treat people as you want to be treated,” and “This too shall pass” throughout the office.
Not great signs. New hires will pick up on this and on the atmosphere of the office.
“Pay attention to the way the place feels and looks,” one participant said.“Is there an undercurrent of coldness, heaviness, or frenetic overwhelm? Do people look tired and closed off? Is the place sloppy, or too perfect?”
Candidates will want to make sure they’re walking into a healthy, friendly and relaxed environment. And if they can hear your employees laugh amongst themselves, that’s the most inviting sound of all.
Be on time.
This kept popping up on the discussion board: Don’t waste a candidate’s time. Plus, it’s your first impression — they’ve got nothing else to do except wonder why you aren’t there. And if you are running late, be apologetic.
Watch your mouth
Sure, your company culture might be similar to a Rod Blagojevich conversation, but don’t curse out an employee during an interview.
“On a recent interview, the person I would have been reporting to kept cursing,” a responder said.“And pretty harsh language, too. I am not a prude, but he really didn’t know me like that. What if I was very religious or something? I got the sense he was a line-crosser and didn’t know or care to know about social norms and etiquette.”
Don’t badmouth your candidate’s current or former companies. At an interview with a law partner, one candidate shared this story:
“During the interview, this partner badmouthed my then-current firm’s shareholder,” the respondent said.“He had used the firm on a case. He beefed about the firm’s treatment of his case. As someone who was on the inside, I appreciated and agreed with his points. But I thought his beefing about my firm to me, whom he just met — and during a job interview — was out of line. It gave me a bad vibe.”
Here’s a quick list of what an employee might be watching for during your interview:
- There is no clear job description or expectations;
- The interviewer is abrupt or rude;
- No eye contact or their eyes are focused on a specific body part;
- The interviewer is bored, with little to no interaction;
- They don’t bother to read your CV or refuse a copy when offered;
- Your resume/education/experience is roughly questioned without relevance;
- The interviewer or recruiter has no regard for appropriate notice to your former employer;
- They want an answer now or offer you the job after a few minutes of a one-sided conversation;
- Illegal or irrelevant questions abound;
- They talk down to you;
- No one can answer simple job or company related questions;
- Hostile vibes;
- Unrealistic expectations. Expecting miracles without acknowledging core problems.
Adapted from an article by Jessica Levco