How to decode a job posting and find potential red flags

From sending an application to the interview process, searching for a new job takes time. Unfortunately, job ads can be misleading. Before you waste your time, it’s possible to glean some insights from the wording of the job post, says Neil Costa, founder and CEO of HireClix, a creative recruitment marketing agency.

“With the economy turning a little bit, it’s a little more ‘buyer beware,’” he says. “Jobs are slightly more scarce than they used to be just a few months ago. There are red flags on the job-seeker side to watch out for if you’re applying for jobs.”

As you read the ads, look for these five types of posts that could indicate potential problems later on:

The ‘copy and paste’ ad

The biggest red flag is what Costa calls the “Frankenstein job posting.” This is a post that is missing the rest of a sentence or has a job skill listed as a requirement doesn’t seem to fit.

“Some organizations that are doing a lot of recruiting will take a job description they’ve written before and just copy and paste it,” he says. “It happens a lot because recruiters may be stressed out or stretched too thin.”

Frankenstein posts tell job seekers that the hiring team may not be taking a thoughtful approach to bringing talent on board. It can also be an early indicator of not having enough resources.

“Things have changed in the workforce, and everybody’s trying to create a better candidate and employee experience,” says Costa. “If someone doesn’t have the idea of curating that experience, then maybe they’re just not a good place to work. Retention starts with the first touch.”

The ‘too good to be true’ post

High starting salaries and sign-on bonuses can be exciting, especially if you are looking for an entry-level position, but if the numbers don’t match standard rates, Costa says it’s a red flag.

“The ‘too good to be true’ job description happens quite a bit and is often an indicator of a high turnover type job,” he says. “Sometimes, you’ll discover the high rate is commission only. Maybe there is an opportunity there, but the company is trying to get in as many interested applicants as possible.”

Costa suggests that job seekers look at other resources for confirmation, such as reading Glassdoor reviews. “Verify whether it’s a good opportunity or whether it’s a high-turnover environment,” he says.

The ‘vague about flexibility’ ad

Whether it’s a fully remote position or hybrid arrangement, today’s job seeker usually knows what they want when it comes to flexibility. However, a lot of today’s companies are wanting to get people back in the office. Costa says it’s important that job seekers look for the flexibility they need in the job ad. If it’s missing, it could be a sign that the company isn’t offering it.

“If it’s not in the job description and you have certain expectations, make them explicit in the interview process or an email exchange with the recruiting team,” says Costa.

Even if companies say they offer flexible work from home, Costa says job seekers should ask for clarification, so expectations match. “That policy might be undefined,” he says. “There’s an opportunity for a job seeker to say, ‘Is this policy new? Is it finalized? Do you think it will change?’ You don’t want to take something that says 100% remote possibility and then be told they want people in the office, even three days a week. That’s a big lifestyle change.”

The ‘strictly business’ post

A lot of companies jump right into the skills and requirements they want from a candidate without sharing information about what they have to offer an employee. Costa says this can be a red flag.

“In the past, people looked at companies and big brands and said, ‘Well, it must be a great place to work,’” he says. “There’s a little bit more skepticism on the job-seeker side today.”

Today’s employees want to see the human side of companies. “What are their social missions? What are their diversity programs? Some of that should be in a job description,” says Costa. “If they see a complete absence of that in the job description, that could be a red flag.”

If the job sounds interesting, Costa says you can apply, but he recommends that job seekers research the company’s position on items that are important to them. For example, reviews can be found on sites like Glassdoor, Indeed, and CareerBliss. Costa also recommends looking at a company’s LinkedIn, Facebook, and Instagram pages.

“There’s a lot of content there, whether it’s corporate content, news, and social awareness,” he says. “You can almost add a third dimension to the to the job description by looking at all these resources.”

The ‘wide salary range’ ad

With several states now requiring salary transparency on job posts, companies are starting to post ranges on all posts to get ahead of legislation. While this information can be a game changer for candidates, it can also create confusion on what someone could realistically expect to make.

“Everybody’s an optimistic job seeker,” says Costa. “They all want to be at the high end of the range. That’s where companies have some hesitation. They want to be compliant, but since they’ve always held the cards on salaries, it can create some expectations from applicants.”

Companies can clear up this issue by adding the skills and requirements that correlate to the range. For example, an inside sales position that pays $45,000 to $70,000 could also look for people with three to five years of experience, helping set job seekers’ expectations on where they may fall within the range. If the requirement information is missing, candidates should objectively consider whether their own experience would command the highest salary.

When it comes to applying to jobs, it helps to read between the lines to understand what it might be like to work for a company. Companies should also do their part, creating good posts. “Write authentic job descriptions that are realistic and match what the candidate would expect,” says Costa. Otherwise, you’re just feeding the turnover engine.”