A company’s online reputation has never been more important when it comes to attracting talent, according to new research from the world’s largest job site, Indeed.
A whopping 70% of jobseekers say they won’t apply for a role until they’ve researched the employer’s reputation online, while more than half (56%) say they wouldn’t even apply for a role at a company with no online presence.
While reputation has always been important for any employer, in the digital age it is increasingly vital for companies to be transparent as they bid to attract the best talent in a highly competitive landscape, with vacancies in the UK at a record high and unemployment now at its joint-lowest level since 1975.*
The research even found that companies with no online profile risk being dismissed out of hand by jobseekers, with 57% saying they would automatically distrust a company with no internet presence.
Information about employee satisfaction and how companies treat their staff is a key factor in a typical jobseeker’s decision on whether to apply for – and then accept – a job.
Despite the huge amount of information available online, and the ease with which it can be accessed, a strong brand name remains a vital asset for a company seeking to recruit. Just one in nine jobseekers (11%) classes a recognisable name as unimportant when deciding whether to apply for a role.
The internet is also replacing straightforward word of mouth as a trusted source of information about a potential employer, with only 23% of jobseekers willing to overlook a negative online reputation when searching for a new role.
Bill Richards, UK Managing Director at the global job site, Indeed, comments:
“Deciding who you work for is one of life’s greatest freedoms – and one of its most important choices. No wonder jobseekers will want to find out as much as possible about a prospective employer before deciding to apply.
“Word of mouth is great, but for most potential candidates the internet remains their primary source of information. While we’ve all heard stories about companies checking out candidates’ social media profiles as a way to assess their suitability for a job, this process now goes both ways.
“Employers need to win the trust of potential recruits, and transparency is one of the most effective ways to achieve this. Our research suggests the smartest companies are embracing the connective power of the internet to ensure they attract the best possible candidates, and that they inform them as well as possible.”
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