User-generated reviews are now commonplace in all aspects of life (think Amazon and Yelp) and job hunting is no different. Job seekers regularly turn to Glassdoor for honest reviews of potential employers before making career decisions.
Many companies have a love/hate relationship with employee review sites. Namely, they love the good reviews and hate the not-so-good. The hatred towards negative reviews is not about not wanting to hear bad stuff. To the contrary, the frustration stems from the (perceived) inability to directly address reviewer concerns.
Companies can, however, address reviews directly through comments. Leveraging your company’s leadership team to do the responding not only adds a level of transparency to your employer brand, but also empowers leaders to share their thoughts, address issues head-on and show reviewers that their feedback is heard.
“No place is perfect and candid conversation is crucial to any organization’s success. Since we started responding to Glassdoor reviews, we’ve been able to better understand our team’s concerns and pinpoint themes to work on,” says Mike Brannan, Centric Consulting’s National Practice Leader for Technology Solution Services.
Is your executive team hesitant to participate on platforms such as Glassdoor? Totally understandable – it was a learning process for us too. I’m over at the Glassdoor for Employers blog today discussing tips to get your C-suite onboard with Glassdoor.