Why Glassdoor can help employers attract, manage talent
Published April 25, 2014 8:01 AM
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Updated April 25, 2014 8:35 AM
1 Min Read
1. Employers should update all information available on Glassdoor
You should also make sure your company information is up-to-date, and guarantee that your profile has reviews that are less than six months old, says Erin Osterhaus, HR analyst at Software Advice.
[Images: Shutterstock].
[Images: Shutterstock].
2. Ask current employees to offer feedback and reviews of your company
Given that the majority of job seekers highly value good compensation and benefits, when you ask your employees for feedback, encourage them to comment on these subjects, says Osterhaus. If current employees think your compensation and benefits are fair, your company will be much more likely to catch the eye of job seekers.
3. Align companys online profile with current job demands
Given that nearly 60% of Glassdoor users make between $25,000 and $49,999 a year, Software Advice recommends that HR recruitment departments create Glassdoor profiles when companies have open positions in this pay grade.
4. HR and C-suite should acknowledge Glassdoor benefits
By encouraging current employees to post reviews, not only can Glassdoor serve as a free forum where they can voice their comments and concerns about their company, the employer can then use them to (hopefully) improve working conditions for those same employees, explains Osterhaus.
