Presenting the Best You – How Job Seekers See You

It’s true – a great number of candidates don’t read a thing beyond the job posting. It’s super easy to discover this just by asking, “So, what do you know about our company?” and watching them swallow a little harder than normal as they try to figure out what they’re going to say next. A-Players, however, have generally found out a few things.

Let’s take a look at the obvious and not-so-obvious places candidates learn information about you. The goal in reviewing this is to give you a checklist of places for you to go review in order to see how you’re presenting yourself – intentionally or unintentionally – to your candidates (and others!). Make it your goal to present yourself intentionally, and excellently!

1. Your website
   This one is table steaks. For smaller companies, or teams within larger companies, your website is a natural stop in order to find out more information. Candidates are looking for general information about the company and its history, the team that might be interviewing them, and any public information about past projects or the sort of work they might be doing.
   
2. Google Search
   To find your company website or the best spot within it, Google search (or any other search engine) is a natural stop. Be sure to Google your company as well as key people to see what shows up.
   
3. Google Reviews on Google Maps
   This one isn’t obvious to most. It often comes up when the candidate is simply researching how to get to your office for the interview, or imagining what their commute would be like if they’re hired. Once the map loads, if you’re the kind of business that attracts reviews, they pop up, too. Handy, right? It sure is for the candidate. Do you know what your reviews say?
   
4. LinkedIn
   Regardless of industry, management team members are usually on LinkedIn and A-Players not only know this but expect it. It’s very common for them to browse profiles to learn more. Make sure your profiles are up-to-date. This is a key opportunity to highlight both the people and projects your candidates will have the opportunity to work with.
   
5. Glassdoor
   If you’re not already familiar with Glassdoor, you need to be. Most small businesses won’t appear here, but as your business grows, you might. Employees use Glassdoor to share everything including salary, opinions about their benefits, and ratings of their management team. Candidates share not only their recruiting experience but sometimes even the actual questions they were asked.
   
   Because of the Glassdoor effect, a) never believe your hiring process is confidential, and b) know that Glassdoor is a tool to “spy” on your larger competitors’ processes.
   
6. Facebook/Instagram
   Have a presence on Facebook, Instagram, or other social media sites? Make sure it’s up-to-date, informative, and puts your best foot forward.
   
7. Yelp
   Yelp isn’t just for restaurant reviews anymore, and it hasn’t been for a long time. An increasing range of businesses show up on Yelp with reviews. Be sure to check for yours.
   
8. Industry-Specific Sites
   Some industries have industry-specific review sites. For example, if you’re a law firm, you’ve got ratings on https://www.avvo.com/ and your candidates know that. The residential remodeling and home care market has https://www.angi.com/ (formerly Angie’s List). Many other industries have similar resources.

So, What Do You Look Like?

What’s the verdict? What do you look like to your candidates? If you found your company, would you come to work for you? Did you find your company anywhere else? Drop me a line and let me know.