Researching a client or potential future employer is an extremely important part of the business world, as you don't want to end up working with people whose values and vision don't align with yours. Having been in recruitment for a considerable time, I've developed my own formula to ensure a successful collaboration with clients in order to deliver my best service. This formula wasn't born out of thin air but was crafted through numerous experiences, mistakes, and the subsequent solutions they demanded.
Before committing to a collaboration, one of my primary focuses is delving into the business's social presence. I thoroughly explore their websites and scrutinise their social media accounts, including LinkedIn, to assess their employer branding and communication with potential employees. It's surprising how some businesses overlook the importance of investing in employer branding and tailor their communication solely to paying clients. However, this approach often leads to a common complaint: the struggle to find relevant talent, with potential employees showing limited interest. Why? Because if a business fails to effectively communicate its values, vision, and efforts to achieve them, it can raise red flags for potential candidates who might feel uncertain about entering an unknown work environment.
Secondly, a substantial part of my evaluation process involves dedicated efforts to gather feedback from both current and former employees of the potential employer. While I approach platforms like 'Glassdoor' with a degree of scepticism, having experienced the curated nature of some feedback, I still find value in discerning recurring themes. I carefully analyse the communication of the business in response to feedback and pay attention to the timing of submissions. For instance, if a negative review is followed by an influx of positive ones within a short period, it raises questions about the authenticity. Both positive and negative feedback often share common themes, providing a more accurate portrayal of the work environment, leadership, and the overall experience, encompassing aspects like the interview process.
Finally, I scrutinise the longevity of employees within the business. LinkedIn remains one of the most effective tools for this purpose. Navigating to the company's page on LinkedIn, I explore their 'People' section, meticulously reviewing the profiles of the majority, if not all, of the employees. Given my focus on startups and small-scale-ups, the employee count is typically manageable, ranging from a few dozen to a couple of hundred individuals.
I analyse the average tenure within the business, categorising employees by team/area of focus, seniority, and job titles. While prolonged periods of over two years at a company are generally positive, it raises concerns if individuals remain within the business for an extended time without any changes in their job title or responsibilities. Although I consider that not everyone promptly updates their LinkedIn profiles with detailed job descriptions, job titles are usually a swift indicator of changes.
Furthermore, I find it intriguing to examine the discrepancy in longevity between the leadership team and junior staff members. A high turnover in junior or entry-level roles prompts questions about the management and leadership skills within the business. It suggests a need for a closer examination of the business's ability to engage, support, and retain its employees.
While it's undeniable that analysing businesses for potential collaboration is a time-consuming task, my personal experiences have taught me that the investment is well worth it. There have been instances where I found myself in challenging situations simply because I neglected thorough research or entered engagements with the notion that 'I can change that.'
Reflecting on these experiences, I've come to believe that even before delving into the specifics of a business, the crucial first step is to define your personal values. Identify what you're looking for and determine what aspects are important to you individually. Our differences make us unique, and what may appear as a red flag to one person might be viewed as a positive aspect by another. It's essential to embrace these differences.
Moreover, never shy away from asking uncomfortable questions when engaging with a potential client. They are adults in the business world and should be adept at providing explanations or justifications for any potential red flags. Ultimately, it's up to you to decide whether their responses align with your values and expectations. Maintaining an open dialogue ensures that both parties are on the same page, fostering a more transparent and mutually beneficial working relationship.
Until the next time,
V