Contrary to what some may believe, researching candidates and potential employers does not have to be a painful experience, nor does it need to take up hours of valuable time fraught with frustration. Knowing what to look for, how to dig deeper than a résumé or company website to find a candidate’s or employer’s reputation in the industry, and what constitutes a red flag can mean the difference between a successful future endeavor and an impending disaster.
Several resources and tactics can be used when researching a candidate or employer.
Networking
When seriously considering a candidate for a position, talk to fellow managers and other key people within the industry’s professional network. Employers may be surprised what they can learn—especially if the candidate is local.
When considering a potential employer, ask trusted peers what they’ve heard about the company. Often, somebody knows an employee at the firm who can provide valuable insight.
Websites
The Internet has become a powerful investigative tool for managers, recruiters and candidates. Websites such as www.technorati.com, www.digg.com and www.reddit.com are great for investigating employers and employees and gathering industry feedback.
Such information might give a potential employer a better sense of a candidate’s motivation to change employment, or indicate if an unemployed candidate was let go due to issues beyond his control.
The Internet also provides information on how a firm treats its employees, its reputation among both competitors and business partners, and its turnover rate.
LinkedIn and other online social networks can be valuable sources of information about candidates. Career-minded individuals often post their professional accomplishments, projects and résumés in their networking profiles.
Additionally, many firms create user-friendly networking pages to present their projects, revenue and growth potential.
Ask References the Right Questions
While it may be true that no serious candidate would provide a bad reference, employers still can dig deep by asking references the right questions. Questions regarding honesty, performance under pressure and their willingness to rehire the person (if the opportunity existed) can generate subtle indications of red flags, such as unusual hesitation.
Remember, during the interview, a candidate also is interviewing the potential employer. Candidates should conduct research prior to the interview and go into the meeting prepared with pertinent questions.
Verify Credentials
Candidates may be dishonest when reporting degrees or professional certifications. Employers can easily verify these credentials via the Internet.
Candidates also should research specific projects on which a potential employer has worked, and talk to current or past clients if possible. Look for testimonials that merit not only the work, but also the work mentality of the company. Many firms list names of clients as well as client testimonials on their company websites.
Consider Using Offers Contingent Upon References
Candidates often hesitate to provide references from their present employer because it could threaten their current job. In such cases, extending an offer of employment contingent upon verification of current work history and salary from the candidate’s present employer is a great way to protect against dishonesty.
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Friday, September 3, 2010