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
