Warning signs during interviews

Interviews are usually situations in which everyone is on their best behavior. Like a first date, each party tries to impress the other. However, as with everything in life, things often go in ways that deviate from the original plan. Much of this is due to two factors—lack of skill on the part of the interviewer[s] and lack of preparation on the part of the candidate. So, how do you identify the red flags when you’re interviewing in this inherently imperfect setup? Here are a few warning signs for which you should be alert:

The interviewer seems uninterested in you. Did it feel like the interviewer was just going through the motions, or was talking to you merely as a courtesy? This is highly subjective, but your gut is rarely wrong on this. You know when someone wants to hear what you have to say, and you know when the attention being paid to you is gratuitous. 

The interview was cut short. Your interview was scheduled for 30 minutes, but after 15, the interviewer is wrapping up—bad sign.

The interviewer didn’t tell you anything about the role. She talked about herself and her experience and asked you a bunch of questions about your career but didn’t want to discuss the position with you. 

You didn’t ask any thoughtful questions. You may have asked about the recruiting process, the next steps, but you didn’t ask anything that made you shine. Be sure you’re asking something that is insightful and, most importantly, demonstrates that you can bring value to the role.

Your interviewer is not respectful of your time. Maybe he shows up late. Perhaps he goes far past the scheduled time. Does he want you to interview over the weekend? All warning signs of a potentially toxic environment. 

The hiring manager says something that makes your Spidey sense tingle. You know what I mean. The interviewer says something that provokes a reaction from you, somewhere in between concern and alarm. Some of the things I’ve heard from clients include the following:

“Yeah, well, I’m kind of building my own sweatshop here.”

“Tell me how you would go about managing someone out of the company.”

“I set a high standard for the people on my team, and I regularly work more than 70 hours per week.”

The interviewer never cracked a smile or asked me anything about me, who I am, or what I value. It was as if I was nothing more than a skill set. 

The Bottom Line

Trust not only your gut and your instinct but also recognize that identifying potential points of contention at the outset will save you time and trouble in the future. If the company doesn’t value you, your time, and what you bring to the table, it’s best to know that before becoming entangled.