"What do you know about the company?" This is one of the basic questions any job seeker should anticipate. Many can ace this form of question because it's simply a question based on data. Others, unfortunately, fail to answer and losses the chance of being considered.
But aside from being a trivia-based question, this question can have a deeper meaning for the interview. What the candidate is about to say is not just what they have read but their perception with the company. The composition and presentation of information can tell so much if the person is really serious in getting hired for the job.
Since there is more to just simple presentation on what the candidate know about the company, it is imperative for the candidate to exert a little extra effort on research. This research will deal mostly on the company profile so tat the right information will be given to the interviewer.
Searching for Numbers:
Very important aspects on what every candidate should know about the company are the date and numbers. The year or exact date it was established, its recent performance in the market and even the number of current employees should be part of your research. This is a very challenging data to be found especially when the company is relatively small. For that reason, candidates should focus on the data they can find. Adding numbers date and percentage will provide an impression that you have extensively searched for their information.
Research on Name:
After the numbers, dates and percentages, look for the head or CEO of the company. If you can be very exact up to the branch head, your presentation will be well appreciated. If the information you find online or in other resources is limited, get what you can. Candidates just sure to be familiar on how they pronounce the head's last name.
But aside from memorizing the names of the important people in the business, extend your research a little bit by the endeavors of the company heads. Know how they have helped the industry or their activities that you find worth mentioning.
Research on Goals:
Candidates should also know the goals and company objectives. This may not be remembered "in verbatim" but the gist of their goal and objective should be remembered. This will show that the candidate is aware on what the company asks from their possible employees.
The information from the objective and goal can be used as a segue way on for another fact: that the candidate has the skills, education and experience that can fulfill the goals and objectives. At this point, the candidate has to prepare for the exact words to say in order to properly connect what they know with the company objective.
Unfortunately, the information the candidate researched may not be used when the question is not asked. But the information can still be useful especially the names and objects as the candidate can identify their skills and possible similarities to the leader.