Whether your company is a large corporation with offices around the world or a small business of 10 people with an office in a converted house, people are going to have an opinion on you. We’re here to guide you and ensure that everyone’s opinion of your business is a good one.
When you’re looking to hire potential candidates, the first thing they look at will be your website, socials platforms and reviews. It’s important that across the board, these things are showing you off in the most positive light possible. Let’s face it, would you want to work for a business that has an outdated website and bad reviews? Generally, the answer would be a “no”.
We’re here to give you some advice on how to ensure you’re giving off the best vibes to anyone potentially looking at your business as their next career move.
Website - Your website is the first thing people will click on, and 85% of the time, it will be on a mobile device. Our suggestion would be to make sure your webpage is compatible for mobiles.
Facts - Make it easier for candidates to find out information and facts about your business by adding an “about us” page. Websites that are difficult to navigate is a guaranteed way to make sure no one spends more than 30 seconds on your site.
Vacancies - Keep your vacancies up-to-date and relevant. There’s nothing worse than a potential candidate looking at your website and seeing an exciting job opportunity that was filled 3 months ago and it works the other way too. If you’re not posting your jobs, no one will ever apply as they won’t know there are roles live to begin with!
LinkedIn - Ensure your company have a LinkedIn page and that you’re keeping it updated with blogs, posts and photos. Twitter is also a great social platform for businesses. You should be posting photos and insights into what it is like working at your company too, not just business/industry updates.
Testimonials - Ask your clients and customers to write you testimonials for the service they have received. It’s a great thing for candidates to read, and it gives them an insight in to the types of businesses you work with and the service you deliver.
Reviews - This one can be slightly tricky, so be tactful, but asking ex-employees to write you Google and Glassdoor reviews is a great way to tell future candidates what it’s like to work for the company.
Competitors - Keep a track of your competitors’ online presence. If they’re writing blogs and sharing industry-relevant news, then you should be too.
Staff - How you treat your staff is so important. Candidates will get a vibe when they come into the office and meet employees so if you’re treating existing staff well, this will help your reputation.
Communications - Keeping an open and clear channel of communication when interviewing and speaking to candidates is crucial. When candidates don’t hear back from potential employers, it does not bode well for the business.
Feedback - After you have interviewed prospective candidates, always give feedback; good or bad.
Time - Avoid dragging your feet; if you like the prospective candidate, move quickly; either by arranging a second interview or by making an offer. If you take 2 or 3 weeks to go back to that candidate, we can almost guarantee that your competitor has already put an offer on the table.