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Building a Transparent Workplace:
About Glassdoor 
• With six million ratings and reviews on more 
than 300,000 companies worldwide, 
Glassdoor is a trusted...
Helping People Find Jobs & Companies They Love 
48% 
of job seekers 
use Glassdoor 
Member growth over 5 yrs 
6M 
content ...
Glassdoor &Your Employer Brand 
• Employer branding is the foundation of a successful recruiting strategy. 
• Successful c...
Glassdoor &Your Employer Brand 
• Organizations that prioritize employer brand are 250% more 
likely to rate their overall...
How to Become an 
OpenCompany on Glassdoor
7 
Glassdoor – OpenCompany (free)
8 
Glassdoor – OpenCompany
9 
OpenCompany – Strategy and Results 
• Engage employees 
• Improve branding for hard to fill positions 
• Use your bigge...
Promote Your OpenCompany Status 
Promote Your Open Company Status with badges. Embed badges on your career site and other ...
Getting Started with Glassdoor 
• Claim Your Free Account: http://employers.glassdoor.com/free-employer-account/ 
• Employ...
About Glassdoor Reviews 
• 74% of job seekers indicated that are very likely to read reviews about a company 
before accep...
Asking Current Employees For Reviews 
How should I ask for more reviews? 
• Send an email to your employees asking them to...
Asking Current Employees For Reviews Do 
• Be open and straightforward: Let employees know why you are asking for reviews....
Asking Current Employees For Reviews Don’t 
• Don’t offer incentives in exchange for reviews: Good, bad or balanced – any ...
Responding to Reviews 
• Respond promptly (within your pre-determined time table). Glassdoor allows you to set up 
company...
Sample Project Plan 
and Survey Overview
SAMPLE Internal Project Plan 
Item Details Timeline 
Build business plan around the “why” 
Identify and obtain an executiv...
SAMPLE Outreach Email 
(Simply copy and paste the email template below and send to all all/select employees.) 
Hello, 
We’...
Survey Section 1
Survey Section 2
Survey Section 3
Survey Section 5
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Recruit like a marketer how to become a top employer on glassdoor - fistful of talent

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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!

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Recruit like a marketer how to become a top employer on glassdoor - fistful of talent

  1. 1. Building a Transparent Workplace:
  2. 2. About Glassdoor • 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 research companies. • 78% of job seekers say ratings [on Glassdoor] and reviews are influential when deciding where to work.
  3. 3. Helping People Find Jobs & Companies They Love 48% of job seekers use Glassdoor Member growth over 5 yrs 6M content transparent place for today’s 300K companies is the most trusted and candidates to search for jobs and research companies 15M jobs 190 countries 23M members (Source: Software Advice, Jan 2014)
  4. 4. 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.
  5. 5. Glassdoor &Your Employer Brand • Organizations that prioritize employer brand are 250% more likely to rate their overall talent acquisition efforts as highly effective. • Organizations that prioritize employer brand are 185% more likely to have at least a high-level talent acquisition strategy in place. • Organizations that prioritize employer brand are 130% more likely to see increases in employee engagement. Source: The Brandon Hall Group; http://b2b-assets.glassdoor.com/understanding-the-impact- of-employer-brand.pdf
  6. 6. How to Become an OpenCompany on Glassdoor
  7. 7. 7 Glassdoor – OpenCompany (free)
  8. 8. 8 Glassdoor – OpenCompany
  9. 9. 9 OpenCompany – Strategy and Results • Engage employees • Improve branding for hard to fill positions • Use your biggest advocates to support initiative Results: • 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 further
  10. 10. 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.
  11. 11. 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 onboarding
  12. 12. 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 services team. • You cannot delete a review or remove a company from Glassdoor. But if you see a review that you feel is inconsistent with Glassdoor’s Terms of Use or Community Guidelines and should be removed, simply click the “Problem with this review?” link below the review.
  13. 13. 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 company/enterprise. • 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 improvement. • Employees will see that the company as one who asks for feedback and listens.
  14. 14. 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 new review. • 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.
  15. 15. 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.
  16. 16. 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 non-defensive way. • 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.
  17. 17. Sample Project Plan and Survey Overview
  18. 18. 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 review completion. Article series on intranet Drip Email Campaign via company newsletters Display ads on company intranet and public information sources Home mailer Campus/0ffice on-site activations to Partner with Human Resources, incorporate survey prompts in Onboarding (Day 1, 30, 60, 90) Track progress on Glassdoor.
  19. 19. SAMPLE Outreach Email (Simply copy and paste the email template below and send to all all/select employees.) Hello, 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: http://www.glassdoor.com/survey/start_input.htm?showSurvey=REVIEWS Thank you, The [company name] Talent Acquisition Team
  20. 20. Survey Section 1
  21. 21. Survey Section 2
  22. 22. Survey Section 3
  23. 23. Survey Section 5

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