Many recruiters already know what tools to use to research prospective candidates for jobs, such as social media sites and a simple Google search, but what about researching the actual companies you are representing to learn more about them? Many recruiters skip this crucial step of thoroughly evaluating their client, the company, before introducing the organization to potential employees as a prospective employer. Without understanding what you are selling (the position and the company), you may not be fully prepared to answer all of the questions your candidate has for you during the initial interview process. Interviewing is a two-way street: the potential employee is also interviewing you to see if the job is the right fit, and you are interviewing the candidate for the same reason.
So how can recruiters learn more about their clients? Besides the obvious avenues of reading the company’s website, speaking with executives at the firm, using the Google search features to dig up any company news articles and press releases, and visiting their social media sites, here are two great websites that dig even deeper to reveal the character of the companies you represent:
1) www.Glassdoor.com – this free website guarantees you an insider perspective on specific jobs and companies. Anonymous employees, companies, and job seekers reveal over 3 million salaries and company reviews for prospects to make a smarter career choice.
2) www.Careerbliss.com – this free website promises eternal happiness at work through a happiness assessment, a searchable database of 6.5 million salary listings, 600,000 company reviews from real employees, and 3 million open positions.
What better way to research a company than hearing first-hand information from its employers? Armed with internal knowledge of the company, you will be much more equipped at selling the job and company to the candidate. Learn about salary information, job listings, job security, work/life balance, turnover, and company culture.
Recruiters represent clients, but they can also act as coaches for their prospects. I remember one recruiter letting me know before meeting with the hiring manager that she was very direct and business-oriented so she didn’t like small talk. I also remember the recruiter telling me that she thought my resume lacked some core skills, so I made sure to address these areas in my interview with her. And guess what? I landed the job with the recruiters help.
Remember, candidates can be choosy too, and a good candidate is one who asks a lot of questions about the job. Now you can answer anything with these handy websites at your disposal.