In the world of branding, rebranding, public relations, social media and consumer marketing; what your brand portrays about your business is extremely influential, and is therefore very important to monitor. Similarly, the reputation and portrayal of your company’s brand can heavily influence job seekers. As an employer, you know the value of finding and attracting the right kind of people to your company. So, being able to identify the relationship between your brand and prospective employees is paramount.

Perception is Reality

How are you perceived by prospects who are interested in your company? This is an important question to consider when managing your brand. You want to ensure that both customers and potential employees know who you are and what you stand for. Your current employees play a huge role in both developing and representing your company’s culture, brand and reputation.

Consider your current employers as brand advocates for your company. In the business scheme of things your employees serve three main purposes – (1) to work with your customers properly, professionally and efficiently; (2) to see that your company acquires and retains customers; and (3) to help your business grow and succeed. To do all of this effectively, your employees need to be fully immersed in your brand. So, it would be beneficial to meet with them once in a while and provide them with tips on best practices, and strategies for handling their day-to-day responsibilities properly. Ensure that your employees have a firm grasp and thorough understanding of who you are as a company and why.

Careers Page

Make sure to keep your Jobs/Careers page on your company website updated regularly. Maintain job descriptions and utilize your social media pages to share current job opportunities. Along with keeping this page current, check all links regularly to ensure they are working properly. This simple maintenance will show prospective candidates and recruiters the kind of company you are, representing your brand in a reputable way.

LinkedIn

As of this SmartRecruiters Blog post, there are more than 260 million LinkedIn profiles. Do your employees have professional LinkedIn pages? What does your company’s LinkedIn profile say about the company?  A professional LinkedIn page for employees should include their education, work experience, skills and current job positions. Your company’s LinkedIn page can be a great online marketing tool; it is a great place to showcase information about your company (products/services), and feature promotions to specific followers and LinkedIn group members. It will allow you to connect with qualified individuals in the job market and locate ideal candidates for your company.

Social Marketing

In addition to LinkedIn, your company could utilize several other social media capacities to build the online presence that you want. Facebook, Google+, Twitter, Klout, Youtube and Slideshare are all networks that when used correctly, could hugely benefit your company. Through your voice on these networks you can find prospects to connect with, and enable them to see the kind of company culture that they could potential be a part of.

There are plenty of resources for job seekers to utilize to discover nearly everything they need to know before they express interest in your company. People want to be a part of a company with a mission; make sure you and your staff know what you stand for, and how you represent that through the way you conduct business. This will work to attract people with the qualities and attributes that you want to represent your brand.

Claim and Monitor Your Glassdoor Profile

Glassdoor is a free jobs and career review site that provides inside access to jobs and companies. Monitor the reviews, add photos and create posts of your own – offering helpful and unique information about your company to users. [You can also post free and sponsored jobs to Glassdoor through SmartRecruiters].

Set Yourself Apart.

Determine what distinguishes your company from other companies in the same industry. Define who you are as a brand – once this is established you can ensure that all of your employees have a mutual understanding of your company’s identity. Who you claim to be as a company is the cornerstone of your brand; it is linked to every product or service you provide.

Consider your company’s recruiter(s) to be the spokespeople for your organization. They represent your company’s brand each and every time they conduct business on its behalf. Is their recruiter brand portraying the company culture in a positive light? Do they make a point to uphold interview and appointment times? Do they go out of their way to find the perfect fit for a position and prepare them ahead of time? Individuals committed to excellence in their professional interactions will not only make lasting impressions but also build and sustain your brand reputation.

There are many aspects that play a role, no matter how significant, in creating your employer branding. It requires persistent dedication over time, from each and every part, to build the brand that you want to be known for. In turn, this will continue to draw the quality of individuals you want to contribute to your business.

This article was written exclusively for SmartRecruiters by small business loan provider, Balboa Capital. Check out Balboa Capital’s previous articles: “How to Hire the Best IT Professionals” & “How Balboa Capital Interviews Sales Managers.” 

SmartRecruiters is the hiring platform with everything businesses need to source talent. engage candidates, and make great hires.

Information technology is the backbone of every business, utilizing computer hardware and software, as well as cloud-based applications. The multitude of technologies that encompass a company’s IT department need to run efficiently and without interruption at all times, and they need to be periodically updated when newer, more advanced versions become available. In addition, all business information and files need to be kept secure and have no risk of being compromised. As you can see, the importance of IT cannot be underestimated. Because of this, you need to hire a knowledgeable, capable and forward-thinking IT specialist.

Understand how Information Technology has Evolved

In years past, an IT department consisted of one individual who worked at a computer all day, and made sure everyone’s computers, software and email systems were working properly. Today, IT has become one of the most sophisticated and demanding fields in the business world. Information is more valuable, media channels have evolved, and companies of all sizes are relying on software and applications that can be accessed from desktop computers, laptops, tablets and smartphones. In short, IT specialists have more responsibilities than ever before, and they are often called upon after hours – and on weekends – to manage specific tasks and fix technology-related problems.

Define What you Need in an IT Specialist

Clearly define your company’s specific IT needs for today and what they will be in the near future. For example, you might be experiencing growth and need to add new employees or another office location. Or, you might be planning to launch a new website or a mobile version of your existing website. Each of these “big picture” business strategies is large in scope and requires expert IT knowledge, so you will want someone who has above-average experience in these areas. Of course, you will want your IT specialist to be well-versed in database management, information security, system administration, and programming languages, to name a few. An IT expert who has a full understanding of Unix, Linux, Java, C++, Perl, MySQL and XML will be a huge benefit for your company.

Look for Candidates in the Right Places

There are several jobs that fall under the IT umbrella, and some of them have tasks that overlap each other. Be specific in your job ads so candidates know exactly what is expected of them. You have access to many online employment sites and niche job boards, some of which specialize in the IT industry. You may also want to consult with your peers to get professional referrals. Use your social networks to share the job and test your hand at social recruiting.

The Bureau of Labor Statistics reported that Information Technology is one of the fastest-growing fields in the United States. The increasing number of computer technology and computer engineering graduates, means there is no shortage of employment prospects for your company. IT professionals are in high demand and command premium salaries nationwide.

Interviewing IT candidates

As you begin receiving resumes for your IT specialist position, set aside those that meet all of your requirements and schedule personal interviews with each. Along with education, training and experience, the ideal IT specialist has enthusiasm and good interpersonal communication skills. An IT professional works in their office throughout the day, but there will be times when they need to interact with you and your employees, as well as your computer hardware and software vendors. So, make a note of the candidates who are approachable and appear to have outgoing personalities.

Having a talented IT expert on staff will support your company’s myriad technologies, reduce the risk of sensitive information being compromised, and help you and your employees work more efficiently and effectively. Ultimately, the right IT employee can help take your company to the next level and enable you to look at new business initiatives.

This blog entry was written exclusively for SmartRecruiters by Balboa Capital, a leading independent provider of small business loan products and equipment leasing programs since 1988. Balboa Capital has a growing IT department and is often looking to add new employees to its team. You can see if there are any current openings in Balboa Capital’s IT department by visiting the company’s equipment financing careers page.

SmartRecruiters is everything you need to source talent, manage candidates, and make the right hires.

The best sales managers have more than average drive; they enjoy working in a highly competitive environment and having to meet or exceed established sales goals. Of course, they are also good communicators who can easily connect with prospects and turn them into long-term customers. If your company has an outstanding team of sales managers that deliver, it will be poised for short- and long-term success. So, how do you go about finding the right sales manager for your business – that rare individual who can help drive revenue and improve your bottom-line? There are no set rules for interviewing prospects, but these five questions will assist you in determining who is the right sales manager for the job.

1. What do you know about our company?

A sales manager who is serious about your job opening will take the time to learn about your company before the interview takes place. Viewing your company’s website and various social networks is a great way for prospects to learn more about your company’s brand and the products or services you offer. If a prospect knows nothing about your business, or its industry for that matter, consider this a red flag. You want a sales manager who fully prepares for your interview and has an understanding of what your company is all about. This is a sign of commitment and forward-thinking, two traits of successful sales managers.

2. How do you define “success” for your career?

This is a question that will result in a wide variety of answers. Some sales managers define success as making a lot of money, while others view it as working at a company that has a great corporate culture and positive work environment. Obviously, you will want to hear an answer like this: “I view success as meeting my sales goals each month because it helps the company scale and helps me maintain a good income.” You might also hear “success” being defined in other ways, such as “I closed a very difficult deal after many months of hard work,” or “I was able to land a new account that was with a competitor of ours for five years.” Remember who gives you the most interesting and compelling answers to this question, because this person might stand above the rest when it comes time to hire.

3. Describe your perfect work environment.

Sales managers thrive in a fast-paced and team-oriented environment. Traditionally, a sales manager’s compensation is directly tied to how much the sales team makes, so working with highly capable and talented team members allows for greater productivity and a positive work environment. Be wary of prospects who tell you the perfect work environment is one “with a large office and window view,” “work-at-home days,” or “office hours that work around my schedule.” How your sales manager prospects answer this question can determine how well they will fit into your company.

4. What are your strengths?

Every sales manager has their own unique strengths, such as a track record of sales success, the ability to land new business, or the willingness to train and mentor new sales associates. You know exactly what you want in a sales manager, so don’t consider anyone who doesn’t meet your requirements, particularly when it comes to personal strengths. It goes without saying that you want a sales manager who can sell – and sell a lot – but you also want honesty, loyalty, professionalism, and the willingness to work. These are the attributes of a model sales manager… one that can help take your business to the next level.

5. What is one thing you would like to do better?

If you want to find out how your sales manager candidates view themselves and their capabilities, this is the question to ask. Every sales professional has strengths and weaknesses, and being able to recognize the latter is a sign of humility. If your prospects convey things they would like to improve upon, such as their selling techniques or industry-specific knowledge, they are most likely forward-thinking individuals who strive to be their best. Stay clear from prospects who claim they are doing everything perfectly and have no areas that need improvement.

This blog entry was written exclusively for SmartRecruiters.com by Balboa Capital, a leading independent provider of small business loan products and equipment leasing programs since 1988. Balboa Capital has assembled a team of some of the most qualified, reliable and forward-thinking sales managers around. The company’s team of recruiting professionals is expert when it comes to screening applicants’ cover letters and resumes, and conducting personal interviews with candidates for their sales manager positions. If you are a sales manager looking for an exciting and rewarding career, visit Balboa Capital’s equipment leasing careers page today.

SmartRecruiters is everything you need to source talent, manage candidates, and make the right hires.