Red flags for hiring managers – Fast Company

Red flags for hiring managers – Fast Company

With the global economy on the move and volatile market dynamics becoming the order of the day, employers need to rethink their hiring strategies. Hiring freezes and layoffs are fairly common responses to high inflation and looming recession fears, but some find themselves in the difficult position of having to withdraw job vacancies while preparing for the impact of an expected downturn.

The technology sector has been disproportionately affected, as has any organization whose finances are tied to outside funding. Whatever the reason, those who lose job offers this way turn to social media. They feel cheated and openly abuse these companies.

Understandable or not, this type of public abuse is extremely damaging to companies and HR departments. Not just from a brand perspective, but also from an employer value proposition that can manifest itself in employee turnover when employees lose confidence in the organization and their chances of success.

Not surprisingly, it also has a detrimental effect on affected job applicants. They experience anxiety and stress not only because of their current predicament, but also because of the general insecurity of finding a job. There is no easy way to recover from such an experience; However, there are steps you can take to reduce the likelihood of a recurrence.

Empathy is the most important leadership skill

Aside from the usual searches to verify a company’s credentials, you can get an idea of ​​what a company’s commitment to its employees is. A really important and often overlooked key indicator of the robustness of a job offer or the professionalism of an organization has to do with a hiring manager’s emotional quotient (EQ), which is often referred to as emotional intelligence. It is a crucial factor in the success of individuals and companies.

A company that is not properly investing in, engaging with, and empowering its people indicates a lower company-wide Management EQ. This is a red flag. Take control and get to the heart of the matter by asking questions of the interviewer:

  • How do they feel about their own employee experience?
  • What were the big issues discussed at the company’s last town hall?
  • How long have you been with the company?

This can often help you estimate the turnover rate. If everyone you talk to has only been there a short time, it can be a sign that the company isn’t people-centric enough.

Answers to culture-related questions such as PTO policy and benefits also provide important insights. Comprehensive benefit packages, for example, show that companies pay attention to their employees and care about their health and well-being.

What job seekers need to do now

A leadership team that lacks EQ will show up early in the interview, so watch out for the warning signs. These include the company forcing you to accept interview times that don’t work for you and canceling meetings at the last minute, along with the interviewers who show up late, are unprepared, and haven’t read your resume.

You should look for companies whose managers have the emotional intelligence not to engage in the above behaviors. Stay tuned to see if the interviewers are confident, empathetic, and polite. Whether you’re looking for a new job or deciding to stay in your current job, an important ingredient is having an EQ executive by your side.

At the same time, companies should recognize the role of management EQ in the overall success of the company. Emotional intelligence not only helps companies maintain a good reputation, but also helps them attract and retain top talent. Leaders set the tone for their organization, and if they lack this important trait, it could have wider implications, which can result in lower employee engagement and a higher turnover rate.

Let’s not forget that most job posting agreements are made in good faith. It feels very different, however, when the recipient of a signed offer letter has the rug pulled out from under him before he has even started work. It raises questions about a company’s ethics and has a devastating impact on candidates and the company’s overall prospects.

For a company to be successful, its employees (or potential employees) must feel well supported, fulfilled and motivated to reach their maximum potential in terms of performance and productivity – even at the interview stage.

Even when managers excel technically, they will quickly fall out of favor and fail if they cannot communicate effectively with teams or collaborate with others. Mastering emotional intelligence not only enables them to further advance their careers, but also renders a great service to the overall success of the organization and its most important asset: its people.

Annie Rosencrans is the Director of People and Culture, USA at HiBob.