The official blog of Abacus Group — a place to share our knowledge and thoughts on trends in recruiting

September 19, 2017

How to best manage your Company’s Glassdoor

Job search engine and review website, Glassdoor, plays a very large role in company branding. When handled correctly, a company’s Glassdoor account can work to successfully market a firm and in turn conjure up desirability for advertised vacancies within a company. Like many platforms to leave reviews, however, Glassdoor is more likely to play host to negative feedback over words of encouragement and confidence. Because of this, Glassdoor accounts require monitoring to best engage with Glassdoor contributors and other users.

People know the effectiveness of Glassdoor as a resource but it’s important that your employees use the site as a last resort to leave criticism or negativity. Encourage an in-house culture of open conversation. Anonymous surveys, an open-door policy, and routine check-ins are just a few ways to ensure not only that your employees don’t use Glassdoor as a platform to vent, but also that you as a manager are doing your part to keep company morale high and increase productivity. More likely than not, a two-way conversation about your management downfalls will reach more effective conclusions than a 100-word rant on Glassdoor that leads with “poor management”.

Employees do not lose anything by leaving an anonymous negative review on Glassdoor however they also have less to gain, assuming their sole reason for reviewing wasn’t to defame you and your business. Knowing this, it is important to highlight to your employees that change is more likely to come about by addressing issues head-on rather than taking to a keyboard and hiding behind a screen. Ex-employees are more likely to leave negative reviews on Glassdoor and by that point, there is nothing you can do to appease this person however for current employees, you have the chance to create positive change. It’s best to seize that opportunity without advertising your growing pains on the Internet and for the world to see.

Readers of Glassdoor use the site to seek negative reviews and as such, HR teams are prohibited from editing or deleting content; they may merely flag content giving Glassdoor the final say before taking down a post. To eliminate the opportunity for argument, Glassdoor have limited communication to one response per post but from a managerial standpoint, this is ample opportunity to address concerns. Ensure you are getting notified when there is new activity on your company’s Glassdoor and be sure to respond promptly in an effort to quell the issue.

Marketing teams should be responsible for monitoring and responding to Glassdoor activity. A company’s online presence can be tracked with alerts to ensure that you are aware of what is being said of your brand online. Actively manage and create content fit for this social media space. Posting press releases, company news, and even blog posts creates content that engages readers and enables Glassdoor users to gain a well-rounded view of your brand that will translate to increased interest from job-seekers.

Marketing and Communications Manager, Samantha Garcia: “Glassdoor is truly an incredible resource for job-seekers but for employers it can be quite daunting trying to be in control of the content it hosts. The fact of the matter is that you can’t fully be in control of reviews left but there is a lot you can do before reviews are left, and indeed after to ensure that your brand is not being tarnished online and job-seekers are not being disheartened by your company branding.”

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