I'm gonna give you an Andy-like answer here because you guys deserve this
so when you are job searching and you are looking at the digitally
available and i've ever said that before is that even is even an expression
the digitally available information meaning
i go to a corporate website or i go to linkedin or wherever and i see a jobs
open now on the red flags you're never
truly gonna know okay you're never truly gonna know unless you get in there
and you start interviewing and you start asking the right questions
and you start looking at and understanding who the boss is
and if that if he's a nice guy or she's a great
uh lady are they warm and welcoming are they tough to work with
has there been a lot of turnover and all that good stuff and so
you can get in there and you can start looking at red flags now red flags
when you get into the interviewing process can come in different forms
right there's the oh my goodness look at what a difficult person this would be to
work with right you know totally a dictator and
all this other stuff not very friendly you know about as warm as a wet mop you
know that kind of stuff where you can see it
or why is the position open somebody just quit why'd they quit
um the boss fired them what happened to the person before that the boss fired
him what happened the person before that they left because the boss is a nut job
that kind of stuff right that's like bang square right in the
face you can also have red flags because maybe
you don't feel that their product is great or their service is great
or they got a lot of customer service complaints or whatever
right so there's indirect flags those are observable as well
okay so there's some that are a little more immediate there's some that are a
little more observable or from a research standpoint
you know these things start to raise red flags
i i i almost i'm not even sure i want to say this but i'm gonna say it anyway
you know when you start looking at glass door reviews now i'm not big on glass
door reviews right i think you know male contents go out there and
they write a lot of that stuff but if you got a lot of that and you're
noticing that uh oh this is consistent with what
i was reading you know those start sending off red
flags okay but you haven't talked to the company
yet so daniel's asking me about why i'm looking to apply for a job
what are the red flags now the first thing that i would say to
you is number one when you're applying for a job if it's a job that you feel
you want ignore everything and go and apply now i
would prefer that you go through somebody
you try to network you boss hunt you recruit or hunt
you get a referral or whatever go that route let's say you can't go that route
then you go in through the applicant tracking system that's fine go ahead
i want you to put faith in yourself that you will figure out whether it's the
right environment for you just because somebody else complained on glassdoor
doesn't mean that you're not going to have a great time or
that you won't connect with the boss or whoever
okay but when i start to look at the stuff online if i'm a job seeker
i'm not just looking at the open position
i start looking at everything on the website
what's the website look like does it look like they put effort into it
because they want to attract the right people
are there management team profiles employee profiles are there
testimonials from employees customers right are those advertisables there
in this day and age i don't care how private you are you got to have this
kind of stuff okay it's the game you got to play if
you want to attract the right talent so is that there right start to look at
that does it look like they're investing time
in their recruitment now on the one hand i do like it when companies say
if you are interested in working for our organization please submit a
your resume and a cover letter to careers milewalk.com
right that's cool but i would much rather say we
welcome any inquiries to our organization please email us bla bla you
can see a list of our opportunities or a list of whatever's
on the you know on the on the portal now if you
go to the job descriptions don't just look at yours first thing look at the
ones you like then look at the way the job is
advertised does the employer spend a lot of time making demands about everything
that they want soup to know is it a five page is it a
five page job description no job description should be longer than
one page okay because you're just you're nuts if you
think you're gonna write all this stuff everybody's going to read all this stuff
and everybody's going to adhere to everything that you would like and
the kitchen sink and all that other good stuff okay
so you got this you got this job description do they spend
a portion of that job description like 50
advertising how awesome it will be for you
not just what we want but here's what we offer when you start
seeing things like this here's what we offer here's why it's a great place to
work here's this awesome boss you're gonna
get to work with and so on when you see all that
additional benefit that's a good sign when you don't see any of that
yellow flag right so okay so now you're looking at the job description you're
just looking for some trying to get a feel right you're just
trying to get the vibe now does it look like there's a career
path you know junior analyst analyst senior
analyst grand senior analyst so on and so forth
and like okay are they hiring a lot of sales
people doesn't matter what you do are they
hiring a lot of salespeople why do you want to know that who hires
sales people two kinds of companies the kind that are growing or the kind that
are losing sales people all the time so if they're hiring a lot of sales
people you want you want to be able to walk into a job
interview and say ah i noticed you're hiring a lot of sales people
selling a lot of stuff kind of thing right
that's great tell me about that well well actually
how many sales people do you have now 10 how many sales people do you have last
year at this time 10 what happened well we lost five so we
had a higher five right there's that kind of company too
these are kind of things you want to notice right this is detective work
right this is the difference between somebody who's
actually like listening to what they're seeing versus just hearing noise
right there's a job description there's where i apply there's where i say like
are you actually looking at what is there and
and listening to what you're seeing so to speak you know i'm right being
metaphoric here but like that's what i'm talking about when you
start looking at things like that it's not so much uh oh that's a red flag
i don't really care i want you to get in there and talk to him
what i want you to know is oh that looks like something i ought to investigate
a lot of sales people it's going to be a good thing or it's going to be a bad
thing right are they climbing the market is
their market share growing right all this other stuff if they're
hiring a lot of engineers that's probably a good thing too unless
they're burning them out but same kind of thing
right product engineers development engine those kind of things
that's how i look when i'm assessing an organization
and when i it's not a matter of will i apply so all y'all you want to go for it
you go for it just apply right well preferably try to
work your way into the network but my point is i would rather you say
this is the information i need to check out okay
this is where my questions are going to come from in addition to
what i need and generally evaluating them as a good company
but these are things i need to check these are things that i can't ignore
that's what i want you to do daniel and that's that's how you're going to be
successful that's how you're going to make a good decision because it's going
to be informed because you poked around you observed and you asked questions so
that's that's how i'd go about that man i mean it's uh
that digital footprint tells you a lot you