Beware of These Hiring Red Flags
Hiring scams are on the rise. Spot these red flags to filter out fake or desperate job offers.
Expert Opinion By Carol Schultz, Founder and CEO, Vertical Elevation
Amid widespread layoffs and a turbulent job market, scammers have taken to popular career sites to prey on vulnerable job seekers. Utilizing virtual interviews and communication, their job listings are sometimes so convincing that even a savvy candidate may waste hours or days only to discover that one's not real.
As a former recruiter with three decades of experience, I want to share the hiring red flags to watch out for when it comes to scams. If you're interested in attracting top talent, definitely don't do these.
1. A vague job description
An employer who is genuinely searching for a quality candidate will take the time to craft a position description that is specific, honest, and thorough. Reading one will leave you feeling like you can see how the role fits into the bigger picture as well as what the organization is about.
To identify a poorly written description, look for grammar errors, mistakes, or brief or general information. Ambiguous statements like, "Things move quickly, and you get to wear many hats" and "A creative, solutions-oriented go-getter with excellent written and oral communication skills who juggles multiple projects" signal a lack of awareness in writing a proper description.
2. A one-way interview with an AI or a chatroom interview
Bottom line: If the company chooses not to take the time to interview candidates itself, how serious do you think it is about the role? Whether in person or over video, interviews are much more effective face to face. It demonstrates that a company respects your time.
Scammers will commonly use chatrooms to simulate realistic interviews, allowing them to hide behind a keyboard.
3. An offer after only one interview
Talent-centric organizations will not rush to find someone.
The key stakeholders must get a chance to meet a candidate before a decision is made. Scammers, on the other hand, will simply conduct the interview to appear legitimate and therefore have no intention of waiting.
Even if the offer is real and not a hoax, a premature offer can indicate desperation on the part of the company. It may be a situation with high turnover rates and low employee engagement. Ask questions and take your time.
4. A screening by a member of HR
The ineffective "post and pray" strategy leads to so many irrelevant applicants that the company must weed through them. If a company employs a proper talent strategy, it won't need to screen candidates.
HR should not be handling hiring in any organization. A person with expertise in recruiting and knowledge of the role should be interviewing, not screening, candidates. This person would be either a recruiter or the manager they will report to.
Although HR functions as a support for employees, it is not involved in the executive team and decision-making at a macro level. Therefore, screening prospects should not be necessary if the process is done properly.
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