Decoding Obvious and Subtle Job Posting Red Flags

Pay attention to what is written in a job posting. There are many clues in the words chosen in the job posting that can tell you much about the expectations for the role and the type of work environment you may encounter.

It is important that you pick up on the clues offered to decide if the role and organization will be right for you. If you dismiss them, you may end up in a role that is a terrible fit and where you won’t be able to thrive.

Red flag on blue background

Red Flags in Job Posting 

Keep an eye out for these words, phrases, or a lack of specificity in the job posting.

Vague Responsibilities

While some job postings will give you a laundry list of job duties, others have minimal details. This should be a red flag about the role.

Example: The candidate will be responsible for various tasks related to program management.

• What is the role about? What are the expectations? 

• How do you know you would be a fit for the role?

• Does the role fit your needs for a new position?

It is hard to determine any of this without a thorough accounting of the requirements of the role. A vague job description could be that the manager/organization doesn’t know what they want, does not want to tell you what they want in fear of driving candidates away, or is trying to collect applications, perhaps to see the level of talent out there.

If you pursue these roles, ensure you ask many questions through the process, so you have a good idea of what you would do and expect.

Ambiguous Language

Those writing job postings often include words and phrases that do not have a specific, well-defined meaning. Therefore, what the organization wants can be open to interpretation. 

Examples: Seeking a dynamic team player with a can-do attitude to contribute to our success.

• The terms “dynamic” and “can-do attitude” were used in this example. What exactly do they mean?

• Dynamic could mean being adaptable, energetic, or even an extrovert. Having a can-do attitude could mean being a problem-solver, taking initiative, or even being collaborative. You want to know, specifically, what those terms mean in the context of the job and organization. You don’t want to assume dynamic, for example, means adaptable when they want the hire to be an extrovert, and you are not.

Unrealistic Expectations 

The first example is one you have likely seen where the job posting requires education that doesn’t align with the job requirements. An example from my experience was requiring multi-site management in the restaurant industry to have an MBA. While an MBA might be useful, it certainly was not a requirement to do the job. We also see some employers wanting certifications in technical areas that are out of the scope of the job but thinking it would be nice, “just in case.”

The second example is having experience requirements that are unreasonable for the position. We now see what were previously entry-level roles now requiring three, four, or even five years of experience. This experience creep has also moved into mid and even senior roles.

None or Minimal Company Information

Every organization, even those that are well-known, should tell the reader what they do, what is important to the organization about how they do it, and the type of person that would be a cultural fit. This doesn’t have to be long, but it should give an indication of the company's mission, values, and why it would be a good place to work.

If this is missing or minimized, it usually means it is unimportant to the organization. They only tell you what they need; they don’t care to provide the information to let you know if the organization would fit you. If this is their attitude, focusing on the employees is likely not a priority.

Buzzwords

We’ve all seen them in job descriptions. Terms like "team player" or "innovative."  I tell those writing their resume not to use these overused and cliched terms because their ubiquitousness gives them little meaning, but we often see this lazy writing in job postings. As discussed above, some of these terms can be open to interpretation. If they are going to be used, there should be an explanation of what they mean for this role and organization.

Culture Clues

Look out for the following phrases. It says a lot about the culture of the organization and, as Maya Angelou famously said, “When people show you who they are, believe them the first time.”

Ability to work long hours: What is considered long? Is this rarely, sometimes, or often? Is there any flexibility around this? This may be a non-starter if you want to work to live instead of live to work. Also, a concern is if “occasional weekend work” is in the job posting. How often is it occasional, and can you commit to this?

Fast-paced environment: Does this mean that you are working so quickly that quality is overlooked, or does it refer to decisions being made quickly? Could this mean that deadlines are tight and it is a high-stress environment, or is there a culture of always being ahead of the competition? This term could mean many different things. Make sure it is defined for you.

Requires flexibility: Does it simply mean they do not want someone rigid in their ways or that changes are frequent and unexpected, and the person has to be constantly adaptable to different directions given to them?

Self-starter: Does this mean they want someone who has the confidence to dive right into a situation, or does it mean minimal guidance and support are to be expected?

Results-driven: Is the performance expectation only tied to tangible results, and therefore, there will be a lot of scrutiny on metrics, or are they looking for people whose strength is being achievement-oriented?

Entrepreneurial spirit: This could mean they want someone who thinks like a business owner, or it could be the organization has a lack of structure, and many different responsibilities may fall on the person in this role, even outside the normal scope of the job.

Handles ambiguity well: Does the person in the role have to maneuver through unclear or confusing situations? What is the level of ambiguity? Smaller aspects of the role or major strategy decisions?

Family-like atmosphere: Your employer is not your family unless it is a family business and you are part of that family. Smaller businesses often like to say this about themself, but it can also mean drama (cause what family doesn’t have that?) and blurred lines between professional and personal boundaries.

When You See “Competitive Compensation”

Many localities and states in the US now require a salary range to be posted. If the area does not require an actual range given, then you may see the employer refer to their compensation as “competitive.” This may not seem like a red flag, but it could be.

“Competitive” can be used by an organization that pays less than the market, but if at least one competitor pays even less, they can still call themselves competitive. They also may use this term when paying what is considered market rate in a community, even if the job is at a higher level, responsibility, or difficulty. Remember, if a company pays well, they will say so.

Wide Salary Ranges

For employers in localities that require compensation information, you may see really wide, unrealistic ranges. There have been examples of ranges that were so broad to be worthless. If you see that, ask yourself why the employer is doing that. Why is there a lack of true transparency that the laws were intended to address? If the employer seems to be playing a game to skirt the intent of the law, what does it say about the organization and the respect they have for their staff?

How to Navigate Job Postings Effectively

Whether you find red flags in a job posting or not, you should always do additional due diligence to ensure the role aligns with what you need to thrive.

To do this, here are three “musts” that will help you make better career decisions.

• Research the company beyond the job description. What does the website say? What else can you find out through an internet search?

• Asking targeted questions during the interview process. Know what is important to you in a job and ask specifically about those things. Do not assume anything.

• Seek additional information through your network. Talk to people who know of the organization, especially those currently working there or have in the past.

Mastering the art of decoding job postings is crucial in securing a role that aligns with your career goals and work preferences. Paying attention to subtle red flags, such as vague responsibilities, ambiguous language, unrealistic expectations, minimal company information, buzzwords, and culture clues, can guide you in making informed decisions about potential employers.

Don’t ignore job posting red flags. Instead, question what you read and decide if this is a role still worth pursuing. If yes, then absolutely make sure you know what to expect.

Shelley Piedmont is a Career Coach who focuses on understanding your unique skills, interests, and aspirations and provides personalized coaching to guide you toward roles where you can truly thrive. Whether you are stuck as to what your next career move should be or need help with resumes, LinkedIn profiles, or interview preparation, Shelley is here to help you. Please set up an exploratory call to find out how she can help you reach your career goals.