Can Reputation Management Help in Your Recruiting Results?

Your candidates are already “on the ball” when it comes to reputation management: they know employers will be Googling them. But is your company keeping its online reputation polished to a shine as well?

Proactive reputation management pays when the goal is to recruit top talent. Here’s how:

Positive content outlives the occasional negative comment.

How long a blog post, news article, or social media profile has been on the Web is one of the factors search engines weigh when they decide how to rank content. By taking an early and proactive approach to reputation management, companies can make sure their positive content stays put, promoting it up the search engine rankings and drowning out any negativity.

To Do: Keep social media channels updated regularly, and make sure the company moves quickly to present a positive, united front if any bad news appears.

Candidate interest rises when your online reputation is solid.

It’s easier than ever for candidates to learn about companies that interest them. When they find a clear, consistent, and positive brand message, their interest may grow into a passion, putting you at the top of their “companies to work for” list.

To Do: Check the company’s social media profiles regularly to ensure the same consistent message about company culture, vision, and brand is broadcast on all channels. Consider making it easier for candidates to ask questions about the company and its job openings and to get quick answers via Facebook, Twitter, or LinkedIn.

Reputation management improves retention.

A solid “brand” message helps candidates gauge whether they will be a good cultural “fit” for an organization. When a candidate meshes well with a company’s processes and vision, he or she is more likely to stick around, and more likely to deliver consistently productive results.

To Do: When “selling” a top candidate on a job opening or offer, align hiring managers’ comments with the brand demonstrated through the company’s online reputation. Encourage hiring managers to focus on the parts of working for the company that they love best. Is the organization dedicated to innovation? Is teamwork the name of the game? Is work-life balance second to none? Make sure it appears both online and in hiring managers’ comments.

At FootBridge Energy Services, our experienced staffing partners help energy industry employers find the top talent they need to thrive. Contact us today to learn more.

7 Soft Skills to Look For When Hiring in the Energy Sector

Working in the energy sector requires a specialized set of skills and knowledge tailored to the job, the company, and the industry. But it also requires strengths in areas that aren’t energy-industry specific. These transferable or “soft” skills enable employees to leverage their technical or “hard’ skills to their fullest, maximizing productivity, motivation, and team cohesion.

During your next round of hiring, seek out candidates who bring these seven essential soft skills to the table:

  1. Communication. Strong communication skills are a must in the energy industry, where teamwork and clear, precise instructions are a daily job requirement. Candidates who can explain technical subjects clearly to non-tech audiences are particularly prized.
  2. Flexibility. The energy industry changes quickly. The best employees for long-term growth are those who can change and adapt as the industry does, or even predict which shifts are on the horizon.
  3. Problem Solving. All energy industry employees need solid problem-solving skills. Related skills like decision making and prioritizing help potential management candidates stand out from the crowd. Ask candidates how they’ve addressed work problems in the past, or give them a sample problem to evaluate.
  4. Teamwork. Few engineering, process, or other problems are solved by an individual. Teamwork, including the ability to juggle different perspectives and to seek help when needed, is essential.
  5. Dedication. A strong work ethic indicates the ability to self-motivate and the willingness to give one’s best every day – both of which are essential traits in any top candidate. In the energy sector, these traits may translate to increased innovation or vision, helping the company as a whole to move forward.
  6. Time Management. The fast pace of the energy industry requires workers at all levels to be able to juggle multiple projects at once and to prioritize their time for maximum results. Incorporate interview questions that examine candidates’ time-management skills.
  7. Enthusiasm. A passion for the energy industry is a must for top candidates, particularly for potential “rising stars.”

At Footbridge Energy Services, our recruiters pursue the best “fit” between candidates’ skills and our clients’ needs. Contact us today to learn more about our energy recruitment solutions.