Glassdoor Recruiting

Austin Morgan

Table of Contents

Glassdoor is a powerful tool that can either help or hurt your recruiting efforts. Read on to see why.

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What is Glassdoor Recruiting?

Glassdoor is a career site. It describes itself as “the worldwide leader on insights about jobs and companies. Built on the foundation of increasing workplace transparency, Glassdoor offers insights into the employee experience powered by millions of company ratings and reviews, CEO approval ratings, salary reports, interview reviews and questions, benefits reviews, office photos, and more, combined with the latest jobs.”

Glassdoor is different from other career sites because they use employee-provided information to build profiles on employers. Company profiles have ratings, salary insights, CEO ratings and current and former employee reviews. Employers can use this website to their advantage by posting detailed reviews regarding the employee experience, how change is implemented, and the variety of positives working for the company.

Why is Glassdoor Recruiting Important?

In the modern age of digital transparency, companies can either lead or be passive about what is shared about their place of employment.

  • Transparency. According to Glassdoor, 84% of candidates are likely to research company reviews and ratings before applying. Ask yourself, “Do I know what is being said about my company online?” “Do I know where these reviews are so I can monitor and address them?” and “Are reviews accurate to the current status of my company?” Employers should know the answers to these questions as they affect how many applicants submit their resumes or commit to a job offer.
  • Accurate information. What if you spent months and many resources creating competitive wages just for your reviews to indicate otherwise? Glassdoor Recruiting enables you to maintain the positive employer brand you desire. Having up-to-date and accurate information regarding employee conditions and salaries will help your company create and maintain a competitive edge in the industry.
  • Higher quality candidates. With several job boards gaining in popularity, employers must work to maintain visibility among job seekers. Having accurate Glassdoor details about your company leads to quality candidates applying for open positions. If new employees enter their first day on the job with accurate expectations, retention rates increase.

Best Practices for Glassdoor Recruiting

With all the features of Glassdoor, there are a few elements to focus on that make the greatest difference.

Ask Satisfied Employees to Write Reviews

Reviews directly impact the company rating feature of Glassdoor. It is natural for some employees not to like their job, but if they are the only reviewers, it will create an inaccurate representation of the employer. Identify employees who are satisfied with their jobs and the company and ask them to leave a Glassdoor review. Their positive reviews will help maintain a high company rate and balance out any disgruntled employees venting online.

Respond to Reviews

After an employee leaves a review, the company can respond. Glassdoor has tips for employer responses including being courteous and professional, not including the name of the reviewer, and not threatening anyone with a negative review. Employers can thank employees for positive reviews and address any concerns brought up. When done correctly, responses can help jobseekers overcome hesitations.

Provide Accurate Details About the Company

The Glassdoor employer profile contains the company website, total employers, sector, industry, company type, year founded, headquarters, affiliated companies, and annual revenue. Some employees prefer large companies. Some want to join a startup. Some are drawn to a specific industry. Building out this profile allows job seekers to learn about the company and become interested in working there.

How To Recruit Through Glassdoor

Recruiting on Glassdoor is more active than putting information on the website. Here’s how to begin.

Step 1: Set Up an Account

The free employer center is the first step to setting up a Glassdoor account using an email address and some basic information. Glassdoor approves individuals in HR, marketing, operations, and executive positions for a free employer account. Branch offices and franchise locations must have corporate approval.

Step 2: Detail Your Company Story

After verifying basic company information, the company story section of the employer profile allows a company to inspire and attract potential employees. Jobseekers are often drawn to the “why” rather than the “what” of a company. Use this feature to sell your company to anyone that might read it!

Step 3: Enhance the Profile

Additional elements such as photos, videos, logos, and reviews create substance to your Glassdoor profile. Stay active in asking for positive reviews and address concerns that are raised about the company. As mentioned, transparency is important as more information is available about companies than ever before.

Step 4: Use Glassdoor Analytics

Glassdoor collects several elements of data from company reviews, such as how many reviewers recommend the employer to a friend, brand impressions, page views, and more. This data can help your company learn what to do differently going forward to address concerns, where to devote more effort, and how spent resources are helping the company grow.

Questions You’ve Asked Us About Glassdoor Recruiting

Yes! Creating an employer center and using most of the features is free. There are options to sponsor or upgrade some services for a fee.
With over 54 million unique monthly visitors, Glassdoor is rising in popularity and use. Employers should put effort into maintaining a positive employer brand on this site to attract jobseekers. Over 2 million employers across the world have created profiles!
Reviewers are anonymous while company responses can include the company name and title of the person responding. Anonymous reviews may enable people to be more critical than if their name was attached. As employers respond to reviews, it is important not to identify the reviewer in any way.
Austin Morgan

Austin became the HR Director at Discovery Connections in 2021. Before that he worked as an Account Manager for a Section 125 benefits and COBRA administrator. He graduated from Brigham Young University with a Bachelor of Science (BS) in Exercise Science in 2019 and from Southern Utah University with a Masters of Business Administration (MBA) with an emphasis in Organizational Leadership in 2021. At end of 2021, he became certified with SHRM-CP.

Originally from Oklahoma, Austin enjoys trying new foods in new places he travels to, watching college football, and snowboarding the local resorts in Utah. He has been married to his wife since 2019 and owns a cockapoo named Hershey.

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