Thrive and feel valued at work have never been more important than for the current generation. Ended the flexible hours And overtime, micro-management from beyond the grave and objectives unrealizable. Today, it is no longer a question of living to work but of working to live. And if many companies have understood this nuance well, paramount, some are still stuck in a climate of terror And of devaluation. But in this case, how do you spot the red flags that will cause us a lot of anxiety, before embarking on the hiring process ? Here are some tips to recognize them and encourage you to ask yourself the right questions.

😉 Change is on the way

Employee expectations are changing

It will probably not have escaped you but YES, there is change, especially among the youngest. Employee expectations have undergone a metamorphosis significant in recent years. Beyond the simple professional achievement, the balance between the professional life And the personal life Has become a pillar fundamental. Workers now aspire to flexible hours, to the recognition of their personal needs and family, and to work environments favorable to their overall well-being. The quest for a fulfilling professional life has therefore emerged, disrupting traditional patterns to favor a harmonious balance between productivity and quality of life.

From micro-management to collaboration and autonomy

Management practices have also undergone a revolution major. The old models based on strict control and incessant micro-management have given way to approaches that emphasize trust, collaboration and autonomy, especially since the crisis. COVID and the establishment of a lockdown overnight. Employers now understand the importance of delegating, encouraging individual and collective initiative, and fostering an environment conducive to innovation and creativity. This transformation aims to unleash the potential of teams by offering them a work environment where initiative and responsibility are valued, thus contributing to the satisfaction and development of employees.

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In line with this evolution of expectations and practices in the workplace, it is crucial to closely examine the “red flags” in business. How to spot them and the different types...

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Read also: “Employment: How to negotiate your salary?”

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⛳️ Red flags in business: location and types

Identifying the warning signs of a toxic environment requires increased vigilance

Know how to spot Red flags in business requires awareness of the warning signs of a toxic professional environment. Among these indicators, work overload is one of the most revealing and should you Put a chip in your ear. Excessive burdens, unrealistic deadlines, and constant demands to work beyond reasonable abilities, for a single person, can signal an environment where stress and exhaustion are rife. Likewise, a lack of transparency in company policies, decisions, and goals can create a climate of distrust and frustration among employees. Finally, ineffective communication, characterized by contradictory information, unresolved conflicts, and outdated communication channels, can seriously compromise the smooth functioning of the business.

Understand the different types of red flags

Some red flags occur at a more global level and can be identified even before entering the company. A poor company reputation, reflected in recurring negative employee reviews on professional platforms, negative press articles, or unfavorable industry feedback, can be a clear indicator of an unfavourable environment. We therefore recommend that you go for a walk around Glassdoor or Gowork before applying. In addition, a high turnover within the company, with frequent departures (and therefore a large number of job offers) and unexplained, can suggest underlying management or corporate culture problems. Finally, a lack of support or clear career development prospects can signal a stagnation in career development within the organization, limiting the potential for employee growth and satisfaction.

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On social networks, some TikTokers such as Michou Bidoo, whose content mainly revolves around corporate life or our professional rights, has, on several occasions, published videos about red flags to be found directly in job descriptions. Here is what comes out, according to him, and what should remove us from the desire to apply for offers, both on a fixed-term contract, on a permanent contract, on an internship but also on a work-study basis:

• Les recruitment process which involve a series of “cultural” and technical interviews and reference calls, which is also illegal without your consent.
• Businesses that focus on benefits that are not really benefits (transport reimbursement, mutual insurance, etc.).
• The company that includes in its offer “our company is like a big family”.
• Companies that are looking for “Ninja”, “Swiss Army”, “versatile” personalities who probably betray a lack of organization and a future workload that is too large for a single employee.
• Companies that offer as “advantages” aperitifs with colleagues, monthly events or meals in the evening or weekend, and which may reflect a difficulty in setting the limits between professional life and personal life.

By paying attention to warning signs and understanding the various types of “red flags” in business, it is possible to prevent toxic environments and promote a healthy and fulfilling workplace for all.

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💪 Our tips for spotting red flags before sending your applications

Preliminary research on the company

Before applying for a job, conducting careful research on the company can be decisive in detecting possible red flags. Analyzing employee feedback on dedicated platforms, exploring professional social networks to understand past employee experiences, and following company news can provide valuable information about culture, climate, and emerging trends within the organization. This data provides a more holistic and authentic perspective on business life, thus helping to make an informed decision.

We also recommend that you check out the very powerful account.” Balance your agency ” created by Anne Boistard, who singled out numerous companies and agencies deemed toxic or problematic.

Questions to ask during interviews

During job interviews, asking targeted questions can help assess potential red flags. Questioning about corporate culture, management policies in place, work-life balance and professional growth prospects provides an opportunity to explore crucial aspects of business. The answers obtained provide clues about the company's values, its commitment to employee well-being, and its personnel management policies, making it possible to identify potential areas of focus before making a decision.

At the first doubt, do not hesitate to dig a little deeper during your face to face with the recruiter or human resources. For example, ask him why is the position now open? Is it because the previous employee rose through the ranks? Was he fired? Has he changed businesses? And in that case, after how long?

Analyze signals when interacting with the team

‍Beyond prior research and interview questions, carefully observing interactions with team members can reveal potential red flags. The attitude of employees, their level of commitment, their job satisfaction and their relationship with line managers can provide crucial insights into the internal dynamics of the company. If employees seem stressed, disengaged, or unwilling to share information about their work experience, this could be a sign of organizational or cultural issues. Taking the time to interact with different people within the company allows you to obtain a more complete vision of daily reality, thus helping to make an informed decision about the opportunity to join the company.

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Note that all businesses are far from being itinerant red flags and that there are a great many companies that will know how to use your value and your skills with enthusiasm and positivism. Moreover, the label Great Place to Work has already rewarded the companies where it is good to work in 2023. This certification is valid for one year and is obtained following a diagnosis of employee experience. It can be interesting to take a look at it before applying for the job of your dreams;)

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🙋 FAQ

1 ️ ※ How do you define a red flag?

The expression red flag is used in a variety of contexts, but the general idea is that of a “red flag” that should lead to questions and reactions. Literally translated as a “red flag”, the red flag is a warning about toxic behavior by a person. Initially, this expression mainly referred to the couple, but it also applied in professional relationships.

During a job interview, for example, there may be signals that should draw your attention to a person's behavior or how the company operates, and raise concerns about the future in such a work environment.

While some red flags are subjective and may depend on your personality or expectations, others are unanimous and should scare off any candidate (discriminatory remarks, for example). Even if a job looks appealing on paper, maintaining your physical and mental health is still a priority.

2 ️ ※ How to recognize a toxic manager during the job interview?

Once in office, did you ever say to yourself: “I should have guessed it” in the face of clear signs of toxic management? If so, it's because you spotted the red flags during the interview, but you may have ignored them.

Here are some signs that can indicate a toxic type of management right from the recruitment interview:

- The recruiter establishes A balance of power from the start of the interview. For example, if he arrives late without apologising or takes calls during exchanges, these are behaviors aimed at making it clear that he is the one who decides the interview and that the candidate must adapt. A game of dominance is not suitable for a quality exchange and does not bode well for the future.

- The manager Issue criticisms about your professional career, negative opinions about his team or the predecessor in this position: this can reveal an authoritarian attitude that is not constructive.

- The recruiter abuses Trick questions : this is often confused with a recruitment technique aimed at destabilizing the candidate. But if he doesn't really listen to your answers and focuses on problem questions related to difficult work situations (e.g. stress management, attitude in situations of conflict with the team or management, etc.), ask yourself questions about the work environment.

- Recruiters ask intrusive questions about your personal life : unless they are directly related to the job, interview questions should not be personal or intimate. Pay particular attention to discriminatory issues, especially those related to the female gender that persist, such as “Do you plan to have children soon? ”.

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Knowing how to spot red flags is not always easy. But in general, if you're not feeling well, it's important to listen to your instincts. Note: it is still easier to recognize red flags during a face-to-face interview, or in a video interview, than during a telephone interview. Indeed, non-verbal communication, in other words body language, can sometimes give you an ear.

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3 ️ 803 How, on the other hand, can you recognize a green flag during the recruitment process?

Fortunately, there are also a large number of positive signals that can make you want to get an HR interview and get the job. For example:

- One transparent communication on the part of the company: the company has, for example, a “career” page on its website that is clear, honest and provides all the necessary information. This is not only more pleasant for potential candidates, but it is also reassuring about the company's recruitment methods.

- THEIs the job offer clear : if the job offer is detailed and coherent, if it offers a (realistic) salary range and anticipates most of your questions, this is a very good sign. This means that recruitment professionals know how to put themselves in your shoes and this presages effective recruitment.

- The The recruitment process is transparent : if you are contacted for an initial interview and the recruitment process is clear (for example: number of interviews, time between each interview, name and function of the people you are going to meet, etc.), it is also a green flag. If a company is unclear about its procedures with candidates, chances are it will be unclear with its employees as well.

- The job interview is gracious : everyone knows that this exercise can be stressful for candidates. If the recruiter is reassuring and does not try to set “traps” for you during the interview for a position, this is a very good sign.

- The company Take care of your employer brand : it is the set of values and experiences associated with a company. Boosting its employer brand allows a company to attract the best talent, but above all to retain them. If turnover is low, it is usually a sign of a company that takes into account the well-being of its employees.

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📕 Read also:

• Is it advisable to apply for the same job several times?
• How to properly prepare for a job interview?