With the right internal marketing campaign, your company can also land a spot on Glassdoor’s list. That’s right! Since Glassdoor Employees' Choice Award rankings are based on annual review submissions and not cumulative contributions, you too have a chance to earn a spot year-after-year!
Recruit like a marketer how to become a top employer on glassdoor - fistful of talent
Building a Transparent Workplace:
• With six million ratings and reviews on more
than 300,000 companies worldwide,
Glassdoor is a trusted and transparent place
for today’s candidates to search for jobs and
• 78% of job seekers say ratings [on Glassdoor]
and reviews are influential when deciding
where to work.
Helping People Find Jobs & Companies They Love
of job seekers
Member growth over 5 yrs
transparent place for today’s
is the most trusted and
candidates to search for
jobs and research
(Source: Software Advice, Jan 2014)
Glassdoor &Your Employer Brand
• Employer branding is the foundation of a successful recruiting strategy.
• Successful companies take the time to communicate their EVP (employer
value proposition) – the complete package of reason for job seekers to
work for your organization.
• Organizational transparency top to bottom increases employee retention.
• 70% of employees say they are “OK” or “Satisfied” with their job and
company [on Glassdoor]. The average company rating [on Glassdoor] is 3.2
out of 5.
Glassdoor &Your Employer Brand
• Organizations that prioritize employer brand are 250% more
likely to rate their overall talent acquisition efforts as highly
• Organizations that prioritize employer brand are 185% more
likely to have at least a high-level talent acquisition strategy in
• Organizations that prioritize employer brand are 130% more
likely to see increases in employee engagement.
Source: The Brandon Hall Group;
OpenCompany – Strategy and Results
• Engage employees
• Improve branding for hard to fill positions
• Use your biggest advocates to support
• Transparency breeds loyalty
• All BPTW lists are compiled at random so a constant
stream of content is advised
• More content = stronger SEO and brand recognition
• Featured on GD home page, more pv’s
• Better researched candidates improves quality even
Promote Your OpenCompany Status
Promote Your Open Company Status with badges. Embed badges on your career site and other
applicable destinations that are visible by both current and prospective employees.
Getting Started with Glassdoor
• Claim Your Free Account: http://employers.glassdoor.com/free-employer-account/
• Employers can respond to their company’s reviews as an official representative,
update basic company information (i.e. # of employees), flag content as
inappropriate, as well as post awards and workplace photos.
• Determine who will manage your account and the frequency at which the
account should be managed. Suggested time table:
– Review and respond to reviews monthly
– Review site content quarterly
– Review and share relevant metrics quarterly
– Invite current employees to leave a review annually
– Invite new hires to leave a review about their interview experience during
About Glassdoor Reviews
• 74% of job seekers indicated that are very likely to read reviews about a company
before accepting a job offer.
• One in four Glassdoor users have less than 5 years’ experience, 20% report to have 6-10
years’ experience and 55% have 10 or more years’ experience
• Glassdoor’s Community Guidelines set parameters on what is acceptable and what
constitutes activity that may cause a contribution to be removed. The guidelines
encourage members to provide reviews that are constructive and balanced, keep
company confidential information confidential, and are respectful of others. All reviews
go through a multi-tier review process that includes both a technology-based review as
well as human review. Approximately 15% of reviews are rejected by our content
• You cannot delete a review or remove a company from Glassdoor. But if you see a
Guidelines and should be removed, simply click the “Problem with this review?” link
below the review.
Asking Current Employees For Reviews
How should I ask for more reviews?
• Send an email to your employees asking them to write a review.
• Include a link and explanation on your company intranet to Glassdoor.
• Include a link and explanation in your employee newsletter.
• Encourage job candidates to review what it’s like to interview at your company.
• Note: Glassdoor allows only one company review per current employee a year.
What value will I receive if more employees leave reviews?
• Job seekers will see recent reviews and know what it is like to work there right now.
• Job seekers want to see reviews that relate to the specific job they are interested in.
• Getting more reviews across departments and locations will help ensure coverage across the
• Job seekers will see what it is really like to work at your company and come into the company
with the right expectations.
• Actionable insights into what makes employees satisfied and where they see room for
• Employees will see that the company as one who asks for feedback and listens.
Asking Current Employees For Reviews Do
• Be open and straightforward: Let employees know why you are asking for reviews. Let
employees know the motivation behind the request and how it connects with the company’s
employer branding, recruiting and talent acquisition strategies.
• Keep it fresh: Job seekers want to learn about what it’s like to work at the company today.
They want to read reviews that were written recently. If an employee has never left a review,
encourage them to. If an employee left a review over a year ago, encourage them to leave a
• Let employees know reviews are anonymous: Anonymous reviews help give an authentic
look into the workplace. Employees leaving reviews are not required to give us their job title
or location (i.e., a review can be from “anonymous”). And any personal information they do
provide in their account settings will only be accessible to them.
• Remind employees it’s ok to share balanced reviews: Communicate to current employees
that every review on Glassdoor requires both pros and cons. To get actionable insights, allow
employees to feel comfortable sharing their honest opinion.
Asking Current Employees For Reviews Don’t
• Don’t offer incentives in exchange for reviews: Good, bad or balanced – any
reviews that are incentivized will be suspended from Glassdoor. Job seekers want
to read authentic reviews to make a good career decision and have the proper
expectations going into a new job. Thus, employers are not allowed to offer any
kind of reward in return for a company review.
• Don’t introduce bias in other ways: If outreach program to encourage reviews
requires employees to show you their submitted review, it is likely that their
review will contain content that was biased and inauthentic. Reviews that have
been biased by the employer will be suspended from Glassdoor.
• Don’t cherry pick: Job seekers on Glassdoor want to read authentic reviews. When
you encourage employees to write reviews, ask ALL of them to write a review, not
just the ones who are known to have high satisfaction.
Responding to Reviews
• Respond promptly (within your pre-determined time table). Glassdoor allows you to set up
company alerts that e-mail you when new reviews post.
• Welcome all feedback. Whether comments are positive or negative, acknowledge them in a
• Address specific issues. By being receptive to concerns, you give reviewers a sense of
satisfaction that they contributed to positive change within the company. A nice touch is
giving reviewers a confidential e-mail address or phone number they can use to contact you
about specific concerns.
• Be considerate. Whether the topic is compensation, career growth, or management
reputation, a considerate response builds candidate trust.
• Promote the positive. Responding to positive reviews about the company or adding
employee testimonials to your career page enhances your employer brand, not just for job
seekers, but for current employees as well.
SAMPLE Internal Project Plan
Item Details Timeline
Build business plan around the “why”
Identify and obtain an executive sponsor
Set campaign timeline; back into Glassdoor’s survey dates.
Communication to Leadership on intent to become a “Top
Employer” on Glassdoor – request for cascade of
information; provide guidelines and scripts.
Claim Open Company status on Glassdoor; work with
relevant business units to promote Open Company status.
Work with Corporate Communications to determine
employee-facing outlets to build awareness of desire for
Article series on intranet
Drip Email Campaign via company newsletters
Display ads on company intranet and public
Campus/0ffice on-site activations to
Partner with Human Resources, incorporate survey
prompts in Onboarding (Day 1, 30, 60, 90)
Track progress on Glassdoor.
SAMPLE Outreach Email
(Simply copy and paste the email template below and send to all all/select employees.)
We’d like to invite you to take a company survey sharing your experiences about what it’s like to work at
[company name] – all responses will remain completely anonymous. We’d like to get your constructive
feedback on some of the best reasons about working here and some of the areas that you feel need
improvement. The survey results will help us to improve our workplace and culture, as well as continue to
attract other great employees.
Glassdoor, a career community and third party, is providing the survey. Again, responses are anonymous and
we will not have access to any personal information related to your contributions. The survey should take no
more than 5-10 minutes to complete and we appreciate any feedback you provide. All reviews submitted will
be displayed on the [company name] Glassdoor page, visible to both current and prospective employees.
Again, these reviews are completely anonymous.
Link to Survey:
The [company name] Talent Acquisition Team