Candidates Are Researching Your Company

April 22nd, 2016

When the job market is tight, companies feel like they’re in a position of power. Candidates want the job; they may not have that many options. It’s the opposite when the job market is hot. Candidates can pick and choose from potential employers. While salary is important, it’s not necessarily the deciding factor. Candidates want to work for a company which has a good reputation in the industry and where they’ll fit in comfortably. They don’t rely solely on the recruiter and interviewers to tell them about the company; they search for information online.

Corporate Profiles

The first place any candidate will find information about your business is your company’s official sites. These include the company website, plus its Facebook and LinkedIn pages. These pages share the company’s official positions and the mission and values it claims to hold. Candidates will look to other sites to see if they confirm these official positions or if the reality is different. 

Job Ads

Ads from the company help candidates form an impression of what the company wants from its employees and what experience it hopes to offer to them. From competitors’ ads, job seekers learn how a potential employer compares to its peers.

Unofficial Sites

Glassdoor, Indeed and LinkedIn are just a few sites where candidates can go to learn about a company. These sites present unfiltered opinions from current and previous employees about what the work experience is truly like.

Candidates will also look for news stories about your company in industry press. For startups, stories about venture capital interest and funding can help give them confidence in a firm that hasn’t yet established itself. For all companies, stories about executive-level infighting or legal issues can make joining the company feel risky.

Manage Your Reputation

Just as candidates clean up their Facebook pages to make a better impression, you should review your company’s entire online presence to make sure it will appeal to potential employees.

Working with a staffing firm like InReach IT Solutions is another way to help manage your reputation. We work with our clients to understand their business and workplace and match them to candidates who are looking for that environment. Contact our experienced Dallas IT recruiters to learn how we can help you make a positive impression on the candidates you want to hire.

Evaluating an IT Candidate’s Personality

March 4th, 2016

Sometime in the future, robots may replace all workers, even IT workers. When that time comes, employee personality won’t matter. If a robot worker doesn’t fit in, you’ll just have them reprogrammed. Until that time comes, though, employees are people, not robots. Personalities can’t simply be reprogrammed, and an employee whose personality doesn’t fit in can have a surprisingly large impact on the rest of the team.

Conflict With Employees and Job Responsibilities

There can be a personality conflict between employees and their bosses, between employees and their co-workers, and even between employees and their customers. All of these conflicts make it difficult to work together to achieve the goal of a project. Conflicts with customers can even result in a company’s losing business.

Even if an employee’s personality doesn’t cause conflict with others in the workplace, it can get in the way of performing the job. For example, a very introverted worker wouldn’t be a suitable fit for a position that requires lots of public interaction, even if they are experts in every technical skill the job needs.

Assess Personality Before Hiring the Candidate

To ensure the candidate has the right personality for the job, make sure your hiring process doesn’t focus only on technical skills. Certainly, keywords on a resume may suggest you should bring in the candidate for an interview, and the interview should prove the candidate’s expertise in those skills. But the interview is also a time to evaluate the candidate’s soft skills and interpersonal capabilities.

Personality tests can rate candidates on measures including intro- or extroversion and ability to lead or propensity to follow, and behavioral interview questions can help you understand how the employee would react in specific situations they’re likely to encounter at work. You can also learn about the candidate’s personality by finding out how they spend their free time away from work.

Because the candidate will likely work as part of a team, have more than one person interview them. Getting multiple perspectives from different members of the team will give you a sense of how well they’ll fit in to your organization.

Work With a Staffing Agency

Staffing agencies like InReach IT Solutions understand both the formal qualifications needed for a job as well as the personal characteristics needed to succeed. With our 20 years of experience and a deep pool of potential hires, we can help you find a candidate who will excel both technically and personally. Contact the Dallas IT staffing professionals at InReach IT Solutions to learn more about our services.