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The red flags to look out for when hunting for a new job
New data has shown the number of new job postings has fallen to the lowest level since the pandemic—but as more and more people seek new employment opportunities, how can we tell which ones are legitimate?
It’s definitely starting to feel like autumn—the weather is wetter and colder, the nights are drawing in, and Christmas party plans are starting to come together.
While finding a new job during this often-hectic season may be the furthest thing from your mind, experts advise that now actually may be the best time to start looking. A recent survey found that more than half of recruiters (51%) want new hires to start in January. For that reason, autumn is the optimum period to search and apply for new roles.
As with most things in life, this is easier said than done. A report from the Recruitment and Employment Confederation found that the number of new job postings has fallen to the lowest level since the pandemic, with the number of active advertisements for vacancies having declined by 10 per cent month-on-month.
While you should stay open-minded, this doesn't mean that a scattergun approach is the best one: don't apply for anything and everything in a panic. Be discerning. It's also important to stay mindful of job listings that may not be what they seem.
Below, LinkedIn careers expert Charlotte Davies, and Petra Tagg, director of the recruitment agency ManpowerGroup, have tips for those looking to boost their chance of employment, while also highlighting the red flags to avoid.
1/ Do your research about the company you’re applying to, particularly if its new
This might sound like an obvious point, but with more than 800,000 new businesses launching every year, it can sometimes be hard to tell the exciting new start-ups from the ones that should be avoided.
“If a recruiter or potential employer approaches you, typically, they’ll have a link to an official company,” Davies explains. “When you’re searching for your next job or opportunity, look out for verification; this can help you make more informed decisions about which businesses and professionals to connect with.”
LinkedIn job boards have verification badges, which means information about the company, or the job poster, has been verified by LinkedIn or a trusted third party. It’s also important to do a quick search yourself to learn more about the company’s history, as it will only strengthen your application in the long-run.
2/ Exercise caution if an advert is vague
Tagg warns against companies that rely on clichéd phrases to describe a job description.
“Phrases like ‘wear many hats’ or ‘fast-paced environment’ often means the role isn’t clearly defined, and you might find yourself juggling more than you signed up for,” she says. “Similarly, if a role demands years of experience or technical skills but offers low pay, it’s a sign that the company’s expectations might be out-of-touch with reality.
“When a company knows exactly what they want, they write clear job descriptions that are easy to fill. Vague job postings are a red flag that can lead to confusion and misaligned expectations once you start the role. This can spill over into feeling like you’re in over your head, dissatisfaction from both employee and employer, and often burnout from trying to be everything to everyone.
“For example, a vague job description or mixed roles like ‘Marketing/Sales/Admin’ can mean you’re pulled in too many directions without clear priorities. It’s not a balanced or sustainable way to work.”
Tagg also warns against other choice phrases, which may betray a company's true goals.
“Requirements like ‘no drama’ or ‘must have a positive attitude’ are also concerning to me,” she continues. “These might hint at a company where feedback or concerns aren’t welcome, which can lead to a toxic work culture—and we’ve all seen ‘work hard, play hard’ which can be code for long hours with little regard for your personal time.”
3/ Be wary of too many follow-up questions
It’s not wildly unusual for recruiters to ask you a few additional questions, but Davies warns that it may be a red flag if constant follow-ups are required, as this could put jobseekers at danger from phishing scams or data farming.
“While often viewed as common practice in some jobs, you should be vigilant whenever any company asks for follow-up information,” Davies explains. “If this is face-to-face via an interview process, the risk is reduced, but if they ask you to click a link and answer additional questions, it could be an attempt to gather your information.”
As the graduates in Industry discovered, a higher salary does not equal happiness
4/ Look for more than just money—though don't ignore salary completely
Understandably, for many looking for a new role, the salary is one of the most important components to establish before applying. However, Davies urges jobseekers to see beyond the figures offered.
“Salaries can be used by fake recruiters or fake companies looking to scam eager job seekers,” she says. “If a job posting focuses almost solely on the compensation you’ll receive for a role without much information on the role or skills needed, or company information, it could be too good to be true.
“If that person reaching out to you has minimal connections at the company they represent, it’s worth having your guard up.”
However, not posting a salary, or simply describing it as "competitive" can also have its problems, Tagg adds.
“Lack of transparency around pay can be frustrating,” she explains. “When the requirements are broad and compensation is unclear, it’s hard to know if the role is right for you. We all know the importance of fair compensation for hard work, so it’s crucial to know where you stand from day one—not least because a great application to a potential role is a significant time commitment and not something you want to invest in if the role is never going to be a good fit.
“The same goes for terms like ‘we’re always hiring!’. This can be a telltale sign of high turnover.”
5/ Enquire how flexible a hybrid-working policy really is
According to the Chartered Institute of Personnel and Development, only three in 10 jobs (31%) are being advertised with options to work flexibly as an employee benefit. However, double that proportion of employees (six in 10) already work flexibly in some way, while nine in 10 people want to do so.
“I'd be wary of adverts that claim to offer ‘flexible working’ or ‘remote opportunities’ but then go on to specify just one day working from home,” Tagg says. “Of course, every business can choose what they’re offering in terms of flexibility, but I would always suggest employers are up-front about what the offer is when it comes to remote work, as it’s become such a crucial part of negotiations.
“If an organisation is promoting flexibility as a perk, it should encompass not only remote working, but scheduling flexibility.
“True flexibility means accommodating different life situations, whether that be working parents, people with caregiving responsibilities, or anyone looking for a more adaptable schedule. It can be disappointing if you enter a job expecting real work-life balance, only to find that it's limited.”
6/ Let recruiters come to you
Sometimes, your dream job really can fall into your lap. LinkedIn offers an ‘open to work’ feature, which doubles the likelihood of having a recruiter message you with new opportunities.
Otherwise, the personal touch can go a long way.
“Consider reaching out to the hiring manager before applying for a role to make an introduction,” says Davies. “It signals to the recruiter you have a strong interest in the role you posted.”
7/ Look for opportunities for progression
Companies that offer further progression and training opportunities beyond the role you're applying for are certainly beneficial; it shows a company is keen on retaining talent (and means you're less likely to find yourselves looking for another job in the future when you feel you are hitting a glass ceiling).
“I’ll always tell people to look for a job advert that talks openly about career progression and training opportunities—it shows the employer is committed to helping you grow,” Tagg argues. “Places that offer training programmes and support for employees to develop in their roles is a great sign of investment in your future.”
8/ Make sure that the benefits are clear from the outset
If you're interested in two similar roles at different companies, sometimes it's the benefits package that can make it easier to decide which one you want to apply for. Having benefits listed on a job advertisement can also avoid any awkwardness early on during the interview process.
“Annual leave, maternity and paternity leave, menopause support, mental health days—these should be clear,” Tagg says. “This shows that a business genuinely believes in its offering to employees.
“It can be really hard as a jobseeker to have to ask about certain policies early-on in the interview process. Being up-front in the job description means everyone is starting conversations from a level playing field.”
9/ Look for a company with values that align with your own
This goes beyond buzzwords and jargon; companies that are able to demonstrate they truly stand by the ethos they push is a clear green flag.
“Companies should be able to prove their commitments to sustainability, ethical practices, and social responsibility with concrete examples—whether that’s an accredited Net Zero target or a verified collaboration with a charity,” says Tagg. “Companies that live their values are demonstrating that their commitments are more than just words on a page.
10/ Finally, don't forget that mutual respect is paramount...
... and you should feel that respect during the interview process. “A healthy workplace culture shines through when a company clearly defines roles and doesn’t overload you with unrealistic expectations,” says Tagg. “Mutual respect is absolutely pivotal—work is ultimately a contract between you and your employer where both sides benefit. It shouldn’t exclusively be a case of maximising your contribution to the business’ bottom-line.”
Lead image credit: BBC
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