You're the type with a gregarious personality who's always open to team building and constantly encourages transparent communication at the workplace. After an hour-long interview with your potential employer, you realize that perhaps that work environment doesn't quite meet your expectations: the store or office is quiet and seems like a mismatch with your outgoing personality.

Although the interview may not have gone as planned, we think it's beneficial that you can catch the red flags before saying yes to the offer. We look at how to spot the bad and the good as an applicant, ways to learn from it, and how some of Canada's top retailers are executing their hiring processes.

The red flags

Communication is key, whether it's verbal or displayed on the backroom or office bulletin. According to Paul J. Bailo, CEO and chief digital officer of Phone Interview Pro, he says job seekers should have an idea of company communication from the initial phone screening. Look at the words they're using and the feeling you're getting from the emails inviting you to come into the office for a face-to-face. These are very indicative signs of a culture and a behavior that'll be exhibited when you're actually physically there.

Upon arrival for your interview, watch for human cues and take your time to observe, says Bailo. Look and listen to see if people are talking to each other. When you're walking and looking around, most times there will be employee communications or information on a bulletin board. Holiday parties, birthday celebrations, and team contests are often signs of an upbeat, non-mechanical workspace.

Bailo, who is also the author of The Essential Digital Interview Handbook, says job seekers should use their spidey sense and just be aware of their surroundings. You have to get a sense, and it's nothing physical; it's more psychological that's going to say either ÔÇÿI fit' or ÔÇÿI don't fit.'

The bounce back

Don't be discouraged if an interview doesn't go as you originally planned. Jackie Ross, principal and lead recruiter of JRoss Retail Recruiters, says to assess the situation instead. If you don't have a great initial first experience, you have to decide whether that is a reflection of the individual you're dealing with or the overall nature of the organization.

Bailo adds that a candidate should avoid dismissing the situation simply because it was a negative experience, but instead to use it as a tool to learn from. Don't forget, if it didn't go well it just means there's a better opportunity for you out there.

Refining the hiring process

As the retail industry continues to expand in Canada, hiring managers are strongly focused on the talent acquisition process. These pressures have really created a competitive landscape for talent, says Ross. Companies really want to make their candidate's experience positive, and it starts by treating every candidate as if they're the perfect hire for your organization and really romancing them through a process.

Retailers are also aware of their competitors and are continuously striving to attract the best and brightest candidates, says Ross. The companies that are doing really well at it are those with really simple, comprehensive, and really branded-focused [processes]. Remember that the candidate experience ultimately starts with a click.

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