How to spot job recruitment traps — and unlock key information during an interview

Professional job recruiters have a tough task in finding the right candidate for the job, and doing so on a timely and efficient basis.

In pursuing that task, they may plant — intentionally or inadvertently — “trap doors” in the job recruitment process that the candidate didn’t see coming. That scenario could impact the future employee’s professional mindset if that candidate accepts a position on terms that change or vanish after the contract is signed. Below, we discuss five scenarios that will help you decide when to say yes or no to a job offer.

Why recruiters might fudge some of the details

“I’ve personally fallen victim to a bait-and-switch scenario where the job details changed drastically from the interview stage to the actual work that’s required on the job,” said Chelsey Opare-Addo, founder of Not Your Mother’s Resume, a professional resume services company in Chicago, Il. “In that situation, the employer was intentionally untruthful in order to fill the position before the two employees doing the job fulfilled their two-week’s notice, which occurred at the same time.”

Opare-Addo said there were red flags along the way, which she ignored. “The biggest sign was how eager the manager was to hire me. He wanted me to start the following Monday, as opposed to the normal two-weeks’ notice. He quickly initiated a 30% salary increase when I hesitated and asked for a night to think about the offer.”

It’s important to remember that recruiters are incentivized to fill roles. For agency recruiters this normally means hefty commission payments. 

“Even corporate recruiters are incentivized through bonus structures or KPIs that are based on metrics such as time to fill or number of hires,” said Cheryl Czach, founder at Cheryl Czach Coaching and Consulting, LLC, in Detroit, Mi. “This means recruiters are highly motivated to quickly fill open requisitions. That pressure can certainly lead to overselling a role, or at the very least, downplaying a position’s drawbacks.”

Navigating the job recruitment process

According to Glassdoor, 96% of job seekers say that it’s important to work for a company that embraces transparency. Make no mistake, transparency starts with the job recruitment process.

The following recruitment “trap door” scenarios can lead to undesirable job outcomes, so keep your radar on throughout your conversations.

You’re not asking the right questions

According to Denise Bitler, founder of Tampa, Fla.-based Resume-Interview Success, LLC and a 30-year human resources professional, job recruiters aren’t going to tell you that the company has a toxic work environment, that an executive is a terrible manager who can’t keep people, that employees are expected to work ridiculous hours, or that they never want to pay an employee what they’re worth. 

“However, a recruitment trap can only be a trap if you haven’t done your research and you’re unprepared with necessary and appropriate questions,” Bitler said. “Many potential candidates are afraid to ask certain questions or push for clarification for fear that an offer will be withheld, or if the offer has already been made, rescinded. Candidates need to realize that if an employer would withhold or rescind an offer because you asked valid questions respectfully, that employer should be avoided.”

Your questions don’t get answered

“I don’t believe that recruiters intentionally omit important job information but you have to remember that recruiters, especially with large employers, are recruiting for multiple positions at one time,” Bitler said.

“Recruiters aren’t experts on every responsibility for every job in every department within a company. They should, however, be able to get the correct information to answer any questions or address any concerns a candidate may have. If you get push back when you ask questions or ask for clarification, that’s a problem.”

The job offer is incomplete

One of the biggest traps to be wary of is an incomplete job offer.

“When an organization extends a job offer it should also include information on all legal aspects of the role including the employee handbook, any employment agreement, benefit information including costs, a detailed PTO policy and any other policy that will affect your employment,” Czach said. “Not providing this essential information is a red flag.”

They’re fudging on job responsibilities

One of the biggest recruitment traps is highlighting the monthly salary, without specifying the responsibilities.

“Some recruiters may cite a substantial monthly salary but only describe the responsibilities after the screening process was over,” said Marques Thomas, chief executive officer at Query Sprout, an online customer service platform in Sandy, UT. “If an unsuspecting applicant signs a binding contract beforehand, it’s too late.”

Thomas recommends that potential employees be direct-to-the-point with recruiters from the start. “Yes, the salary must be good, but if that salary requires 12-hour workdays, then that is likely not acceptable,” Thomas said. “Consequently, make sure to ask about daily deliverables and ask about perks and benefits. Also, are there leave-amenities? What’s the work environment like and who will you be dealing with on the job?”

“These are questions that matter and may determine whether you can stay in the job for a long time or not,” Thomas said. “More importantly, they can affect your physical and mental integrity in the long run if left unaddressed.”

There’s no clarity on travel

Most companies want good job candidates onboard and they don’t want you miserable.

One issue that’s hard to predict, however, is travel. “This is particularly at the partner or C-suite level when you’re accountable for driving and delivering revenue,” said Amy Feind Reeves, founder of Boston-based Job Coach Amy and a former corporate hiring manager. “You need to go where money can be made, and as much as everyone hopes that can be done within an hour or so from home – where remote-meet alternatives are not practical – it doesn’t always work out that way.”

“Consequently, if you’re putting yourself into a situation where clients can be anywhere and you need to deal with them in person, don’t expect that you are going to be home if travel is part of your job equation.”

Above all, do your due diligence

Once you have a written offer from a new employer, it’s time to start doing your real job recruitment homework. That means treating your new job offer like a company research project and kicking every tire you can.

“Start by asking your recruiter and/or hiring manager questions related to the job,” Feind Reeves said. “You’ll want to know specifics like the duration of the typical workday, whether people really take vacation, and how often bonuses are paid and by how much, on a peer-to-peer basis.”

Also, be realistic about the company’s goals and your team’s normal everyday experience. “If, for example, a company wants to grow 100% in a year, don’t expect to be signing up for a 9-to-5 position,” Feind Reeves said. “If everyone else on your team travels internationally, don’t expect that you’ll be the only one to travel domestically. Remember that if the CEO works late into the night, then you may be doing the same.”

Go beyond general questions, too. “Maybe working through lunch is your thing,” Feind Reeves adds. “Do you like to take a walk for 20 minutes every afternoon? Do you have a “can’t miss” week of vacation coming up for a family wedding?”

“If that’s the case, don’t just ask questions about the company,” she said. “Tell the employer about your own specifics upfront. That should help clarify your job responsibilities before it’s too late.”