 |
By the time a client comes to paNASH, they’re usually fed up with two things: their current employment situation, and today’s job search process.
I hear them lament about the things making them seek greener pastures, such as burnout, lack of appreciation or support in their current roles, and more. I also hear the horror stories of the job search process, which includes vague or even fake job ads, cumbersome and lengthy hiring processes, and ghosting.
A company’s brand is at high risk when they’re sending red flags such as these, and not just among potential talent. Word spreads to employees’ and job seekers’ friends and family, who could also be the company’s target market.
As both a career coach and a former image consultant, I can truly say this is NOT a good look for a company.
If you’re a company struggling to attract and retain the right talent, you may be inadvertently sending some red flags, even if you tout a good company culture. Knowing what those red flags are can help you start to make positive changes in your hiring process, and thus in your brand and reputation.
And if you’re a job seeker, pay attention to the red flags mentioned below. Use them as intel when evaluating job offers so you don’t end up stuck in a job with a company that doesn’t appreciate you as an employee.
Stop sending these red flags
Job seekers are experiencing unnecessarily long hiring timelines. In fact, by the end of 2025, the average hiring timeline from submission of first job application to receipt of first offer was 83 days.
This is often due to several factors, including vague job descriptions, too many rounds of interviews, long bouts of no communication between interviews, and work assignments as part of the test, which can be legally risky for the company. This is not an exhaustive list, but these are some of the biggest red flags out there!
Companies understandably have to make well-informed hiring decisions, but the process could be more streamlined by using simple common courtesy in regards to response times, avoiding the use of personality assessments (which should only be used during the onboarding process and not as a hiring tool), and having realistic requirements.
For job seekers, beware of the above. If you notice any of these red flags, don’t be afraid to ask about them. You’re there to interview the company, just as much as they’re there to interview you. Ask good questions, which include questions about how the company plans to use the results of any personality tests they want to require of you.
How to give green flags and improve your company brand and talent
To attract and retain competitive talent, you’ll need to enhance your employee experience, from introduction and hiring, through the entire life cycle of onboarding, tenure, and exit. This is especially necessary if your wages aren’t growing or keeping up with inflation.
paNASH can help you enhance your employee experience.
As a career coach, I hear directly from employees who are considering leaving their current company for greener pastures. They’re telling me what their current company needs to do to keep them, or what a new company must have for them to accept an offer.
I can share this valuable information with you and help you create an experience employees won’t want to leave!
Also, in the event of an unfortunate layoff, paNASH can provide your employees a soft place to land with our award-winning outplacement counseling and career coaching services.
Including this safety net in their severance package improves your brand reputation, reduces your risk of litigation and work-place violence, and builds trust with your remaining employees.
It’s not goodbye and good luck. It’s good business.
For more information about our corporate services, click here.
