As a human resources professional, conducting research before an interview is crucial, whether you are hiring new employees or looking for a job yourself. By researching in advance, you can design tailored materials and ask relevant questions, thereby increasing your chances of attracting the best candidate or landing a great job.
When you're in charge of the hiring process, researching candidates can help you weed out unsuitable applicants and identify top performers. The easiest way to screen potential new employees is to run Google searches for their names. If candidates have common names, you may need to add additional details, such as their universities, previous employers, or current cities; all search-friendly information should be readily available on the candidate's job application or resume. Look for common red flags, such as negative press mentions, angry online posts, or information that conflicts with application details.
During the process of finding new employees, social media websites can be helpful tools. Run a search for each candidate's name on major social media sites, including Facebook, Twitter, Pinterest, and LinkedIn. Each profile will add to your understanding of the candidate as a person and how that individual will represent your company if hired. Look out for patterns of inappropriate pictures, ranting posts, or unprofessional language—repeated instances of bad online behavior can indicate a problem, but isolated incidents are usually not cause for concern. As you research, pay special attention to the candidate's LinkedIn profile, which may reveal common connections, unexpected skills, or relevant experience that will be beneficial to your company.
If you're on the other side of the hiring table, the research process may feel intimidating. As a human resources professional, however, you can use the information you've gained while hiring employees and use it to your advantage. Consider the topics that new employees frequently ask human resources professionals about when considering a position: corporate culture, vacation policies, office formality, and dress codes, for example. Make it a point to look into each of those areas to form a well-rounded picture of your potential employer.
Many new employees will use traditional methods of searching for information on a company website; as a result, most candidates will have the same information. As an HR professional, you are aware that many businesses publish company materials online, usually buried deeply enough to prevent casual Web users from stumbling across them on a regular basis. Instead of relying on Google, hunt through a company's website to find its employee handbook, internal press releases, employee forums, and other internal information. A recent article from MRINetwork also suggests that you read annual reports and check out industry journals. Armed with that information, you'll be able to ask better questions and make a stronger impression on the person who is responsible for hiring employees at your target company.
Whether you're searching for a new job or looking to hire new employees, research is a crucial part of the process. When you spend adequate time developing a clear picture of a company or candidate, you can enter the interview process with confidence.
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