The 5 Warning Signs of a Toxic Boss During the Hiring Process

Toxic bosses supervise and lead in a self-promoting, narcissistic, authoritarian, unpredictable, and abusive manner (Schmidt, 2008). Our latest research further characterizes toxic bosses by their ongoing covert or overt behaviours that harm employees’ engagement, productivity, and well-being.  

Unfortunately, toxic bosses are all too common. A 2023 survey revealed that  87 percent of professionals have had at least one toxic boss during their careers, with 30 percent encountering more than one. Another survey found that  24 percent of employees are currently working under the worst boss they’ve ever had.

As I continue to research and spread the word on toxic bosses, I’m often asked the question: How can we identify a toxic boss before accepting a job? Whether you’re applying for a position at a new organization or looking to move within your existing company, you should be vigilant in assessing your potential new boss. Here are the five warning signs to be on the lookout for: 

1. They dominate your interview. Toxic bosses who have massive egos and narcissistic tendencies love the sound of their own voices and tend to talk more than listen. Although they will ask questions, they much prefer talking about how great they are and how lucky you’d be to work for their organization. They will not allow you space to ask your questions and will frequently interrupt you to gain more airtime. Consider this a warning sign and a taste of what’s to come if you take the job.  

2. Turnover has been a trend. Toxic bosses are brutal to report to, and many of their employees don’t last more than 1-2 years before leaving. To find out if an organization has high turnover, you can ask your potential boss about their team and how long people have been there or reach out to current/past employees to inquire about turnover trends. You can also search LinkedIn to see whether people have moved on from their team. If you notice that many people have left, take it as a warning sign of a toxic environment. Toxic bosses are great at making excuses as to why people left (and none of the reasons have anything to do with their leadership). 

3. Medical leaves are prevalent. While medical leaves can occur for a variety of reasons, a pattern of employees taking a leave may signal a toxic atmosphere. It’s not uncommon for people working under a toxic boss to burn out and need to take a medical leave. It’s tough to find out this information, but you can inquire with current or past team members about the team’s history and whether medical leaves have been a recurring issue. 

4. Silence or awkward responses about their leadership. Speak to people who report to, or have reported to your potential boss, asking what they are like as a leader.  You will glean as much from what they say versus what they don’t say. If they respond awkwardly or say very little, it likely suggests a less-than-ideal boss. Silence can indicate an undercurrent of negative traits that they are simply not comfortable sharing. People who like their leader will have no problem sharing positives, such as how they’re supportive, inspiring, fair, etc.  

5. Disrespecting your time and needs. The way you are treated and communicated with during the hiring process is a good indicator of your potential boss’s style. Do they respect your time by only contacting you during business hours or do they contact you in the evening or on the weekend? If you have asked about flexibility and hybrid work options, do they shut that down immediately or do they listen to your preferences and consider them, even if organizational policy may get in the way? Do they start and end the interview on time, respecting that your time is valuable as well as their own?  

Again, these are not sure signs of a toxic boss, but the more of these indicators that are in play, the more you need to be aware of your risks. 

In sum, the hiring process is like dating: be aware of the signs and how you are feeling every step of the way. You should feel heard, respected, and appreciated, even if you’re not the chosen candidate. Treat warning signs as important data in making your decision and be sure to talk to others and do your research to minimize the chances of falling into a toxic boss scenario. 

References:  

Schmidt, A. (2008). Development and Validation of the Toxic Leadership Scale. University of  Maryland, College Park.  

Dr. Laura Hambley Lovett is an Organizational Psychologist, Keynote Speaker, Business Leader, Author, and Podcast Host of the highly acclaimed podcast Where Work Meets LifeTM. She is a sought-after thought leader on workplace psychology, the future of work and career development with 25 years of experience. Dr. Laura is passionate about creating cultures that attract top talent and where people stay and thrive.

Dr. Laura has founded several psychology and consulting practices, including Canada Career Counselling in 2009, where registered psychologists help 1000s of Canadians navigate their career and workplace challenges, and support organizations to develop thriving leaders and cultures. She holds a Ph.D. in Industrial/Organizational Psychology from the University of Calgary, where she is currently an Adjunct Professor. Dr. Laura received a Canadian Women of Inspiration Award as a Global Influencer in 2018.