We’re always looking at ways a candidate should try and brand themselves, writing the perfect CV, how to behave in an interview, what to do when you are offered the job, that at times we neglect what employers should be doing to sell themselves to potential employees.
Many employers these days will turn to social media to check out their short listed candidates, potential employees will do the same. Does your company have a Twitter, Facebook page, can they be found on LinkedIn?
There are websites such as glassdoor.co.uk where past and present employees of a company can leave reviews about their experience. Depending on the number of reviews these can be taken with a pinch of salt but can also raise a few questions.
Candidates have to write a CV highlighting their knowledge and experience, employers should be doing the same when advertising a poistion by including important information such;
- Clear job description
- Qualifications and requirements required to do the job
There are many poorly written job adverts where companies have not taken the time to create something informative and appealing to prospective employees.
As with a CV the employers should be honest with what they are offering. If the job doesn’t include the luxury of being able to work from home then don’t put it in the job description. This also applies to interviews, don’t make false promises that the potential employee will expect you to follow through with should they accept your job offer. Many people may be desperate for a job but there are also many people who will happily walk away if the job is not what they expected it to be based on the information provided. Wasting both the employer and the employee’s time and money.
As the interviewer you may think the interview begins once both you and the candidate are seated and you are ready to begin the interview. Wrong. Interviews are an opportunity for the candidate to also interview the interviewer and the company, this begins the minute they walk through the door.They will already be taking in their surroundings, the location of the building, how they were treated when they arrived.
Don’t keep an interviewee waiting, if you are likely to be delayed keep them informed. If an interviewee arrived late with no fore warning it would be a strike against them.
Be prepared! Do your research, make sure you have read the interviewees CV and decided on some relevant questions.
Have information about the position, the team they could be working in to hand. The purpose of the interview is not only for you to gauge if the interviewee is the right person for the job but also for the interviewee to gauge if this is the right job and company for them.
Don’t answer your mobile phone or have members of your team coming in and out asking you questions. This shows a lack of interest and professionalism.
If you are looking for a replacement, no bad mouthing the current / previous person doing that job. This reflects badly on you, your department and the company.
Respect is a two way street, treat your interviewee as you would like to be treated.