How to Write a Review for Your Work on Glassdoor
Company Reviews on Glassdoor: 5 Rules for Success
Hither's a first hint on why company reviews matter:
84% of job seekers would consider leaving their current employers for a company with an fantabulous reputation. If y'all're working on effective ways to get the attention of passive candidates, then polishing your company'south reputation is not a bad utilize of time.
An employer'southward epitome is a compilation of many elements: All recruitment marketing campaigns, of course, indirectly contribute to building the employer brand with their tone, their visuals, or the values they communicate. Other things influence that image more than directly, similar rankings, expert PR in the printing, or branding events and content.
But outside of those activities, you tin can aspect a big chunk of your reputation as an employer to visitor reviews. Nosotros're a generation brought up on the power of a skilful review; ask the forty% of U.S. adults who say they almost always read online reviews before buying something for the first time.
Having a program to manage these reviews is an inevitable office of your employer brand strategy. We've condensed all our best practices on the subject into the following v rules.
Have a program
Don't be tempted to curt-modify this first rule. You need to accept a well-defined plan to monitor and manage company reviews; doing information technology ad-hoc, only when you remember information technology or have some extra time on your hands, is not a programme.
First, list all the places where your visitor is -or should be- listed as an employer. Glassdoor is the nigh obvious place to start, but there are other websites that post visitor reviews.
Here's a list put together past Jobverse- notice that certain regions and countries use their own company review sites. It'due south worth making sure your company is nowadays and well-documented in all the relevant places.
[epitome-caption][the top 5 sites for employer reviews & ratings](https://blog.ongig.com/employer-branding/the-top-5-sites-for-employer-reviews-ratings)[image-explanation-end]
Practice some research on your current pages, on Glassdoor or elsewhere, to decide what your goals should exist: What is missing from your existing pages? Is your rating beneath the competition? What image do the reviews project, and how close is information technology to the employer brand you want?
Yous will take a better idea of how much piece of work needs to be done and then, and it will exist easier to appoint the right person to own the task.
Constitute accountability
And yes, someone in the recruitment marketing team needs to be accountable for company reviews. This person will make sure the job is washed correctly, past setting objectives and timelines, for example, and dedicating fourth dimension to reading and responding to reviews when necessary.
Having one person responsible for this also ensures you'll have consistency in the way reviews are managed. It's also useful to align with this person on some general guidelines: how volition the employer brand translate in the way reviews are handled? What language or tone of voice is more than appropriate? How much time can you allow to pass before responding to a negative comment?
Guidelines are likewise relevant in the fashion your company will ask for reviews. And yes, yous do need to ask for them.
Inquire for company reviews
A profile that is blank of comments, reviews, or ratings is not very helpful for candidates -or for y'all. If you're just starting to pay attending to your reviews, and demand that Glassdoor page to look a bit more lively, then you need to actively encourage people to provide them.
Ship emails to the company's employees, or share templates with managers and asking that they send them to their teams. Make it very clear that this is in no way mandatory, but that information technology would help build and define the visitor's employer brand, besides equally bring forward potential issues that matter to employees. You can find more guidance on the subject here.
You might be shy about asking for reviews from employees because you're worried about potential negative comments. If that's the instance, keep in listen that truly honest feedback is a rare opportunity, and it will help you hone in on issues that matter.
[tweetery]"There's non many sources of rich data and feedback from your employees that is accurate and raw and real — we take (Glassdoor feedback) very seriously." Pierce Marchant,Global Employer Brand & Marketing at Uber [tweetery-end]
Another valuable source of reviews is interviewees. Detect an appropriate time in their journey with you to ask them to spare the time to go out a review on Glassdoor.
This should exist about both the candidate and the company, and not just unilateral badgering. You want the candidates to know that you value their voice. Yous want them to share what they appreciated and want to see more of, and what would brand the experience better for their peers.
Never get in an argument
Information technology'southward of import to be role of the public conversation going on about your make: 65% of Glassdoor users agree that their perception of a company improves afterwards seeing an employer respond to a review.
However, there is an fine art to it. Responding to negative reviews in particular is tricky, considering you have to address the comments, but you lot can never, ever, actively argue with your detractors.
About of the time, this is how the review dynamic looks similar to the public: You lot're a big bad business, and whoever left a review is only an employee or a hopeful interviewee. And guess what? the only institutions the public trusts less than large businesses are the media and the government.. That puts you backside everybody, from financial analysts to academics to the annoying neighbours on the second floor.
No matter how unfair, misleading, or just plain malicious a review was, there is no way you lot volition sway the public opinion to your side by calling the reviewer out. If information technology is reassuring at all, know that you can usually flag reviews if they are inappropriate. Glassdoor has an exhaustive FAQ on how to reply to negative reviews, if y'all'd similar more than detailed pointers.
Mensurate everything
Y'all won't go very far with your Company Reviews management programme if you don't measure out it.
To know whether you're making progress in the right direction, brand sure that you have at all times at least 1 measurable objective that you lot are working towards, and that you are able to measure progress on that objective. An obvious one is your company rating.
Another one is your ratio of good reviews to bad reviews. This article used an interesting methodology to identify an "ideal" good to bad ratio of forty to 1; information technology's not a bad identify to start.
Try to also measure other dimensions of your online reputation, equally they can provide more context to the visitor reviews on your Glassdoor contour. Set up Google Alerts, for instance, or use social media monitoring tools to keep track of what is being said about the company. At that place are some expert free options out there for you to try.
Take the fourth dimension to dive deeper into granular information nearly your salaries or ratings, and don't look at overall averages only. The Glassdoor word deject characteristic, for instance, is a proficient place to get ideas for qualitative research on your Employer Brand.
Think of what tools can assistance you manage this aspect of the job more efficiently. Review websites like Glassdoor have a number of monitoring and analytics tools bachelor for employers, and employer brand monitoring tools like ReviewTracker can assist with managing reviews at a high book.
There is a lot of well-documented research on the subject area of online reviews in customers' buying decisions, and increasing interest in their touch on employer brands. Managing company reviews, be it on Glassdoor or on some other reviews website, can't just be an afterthought.
Online reviews are an extremely important function of the candidate journey, ane that should be planned every bit meticulously as events or nurture campaigns. Fortunately, it's not difficult to get started one time you've decided to commit.
Source: https://beamery.com/resources/blogs/company-reviews-on-glassdoor-5-rules-for-success
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