4 job description red flags you should know
Digital transformation is set to change 79% of jobs in Hong Kong by 2021, according to a study by Microsoft and IDC Asia/Pacific. As a result, over 23% new jobs requiring a variety of skill sets are expected to be created. Working professionals will eventually be redeployed to higher value roles, and many will also equip themselves with skills to remain competitive in the digital age. This shift in priority also means that more people in the workforce will begin to search for better job opportunities.
To help candidates take that first step into their search, here are four job description red flags that should be kept top of mind:
Resurfacing of the same job over long periods of time
If you’re observing a role that has been taken off the job portal periodically resurfacing every month or two, something might be up. Staggered job posting patterns of the same job may very well suggest a high turnover, with successful applicants not sticking around with the company for long. Legitimate reasons such as companies – especially multinational companies having multiple openings of a similar role, seasonal jobs that experience a naturally higher turnover (as with many jobs in the service industry), or if an employer was simply waiting for the perfect fit could all be contributing factors, too.
Vague job descriptions
The choice of tone and verbiage used by an employer in a job advertisement may raise some red flags, but sometimes the lack thereof can be equally as problematic. A poorly written job description either fails to convey the criteria expected of an ideal candidate like skills and qualifications, or is ambiguous in what constitutes the job’s responsibilities. This may suggest a lack of corporate structure and direction within the company. As expectations and requirements are not effectively conveyed, jobseekers could potentially walk into an interview only to realise that the role is not a good fit.
Gimmicky job titles
While gimmicky job titles like “Superstar Ninja Engineer” or “Master IT Analyst” may sound fun or edgy, they do not always work in the favour of the jobseekers. These job titles often include its function but can be challenging for candidates to determine the seniority level and the required experience at first glance. This may be a sign that employers are overcompensating for the lack of career prospects or an interesting job scope. When pursuing such positions, make sure that the job descriptions provide greater clarity on qualities and skills that the ideal candidate should possess before investing in the time and energy. Otherwise you might commit to a job that you have already outgrown.
Extended periods of unpaid training
While conditions to pursue further education may vary, any required training or induction required for new employees should compensated with a salary. Which is why it speaks volumes of an employer’s commitment towards their talent if it is indicated that the successful candidate will have to go through extended period of unpaid trainings. The cost for training and development is an investment that many companies would gladly incur as they not only help their employees with upskilling to perform their jobs better, they can also empower employees with a greater sense of purpose.