This document discusses how Glassdoor can be used for recruitment and employer branding. It provides information on free and enhanced employer profiles on Glassdoor, different types of reviews, and recruitment solutions. It also addresses common myths about Glassdoor, such as employers being able to manipulate reviews or pay to improve their Glassdoor rating. Tips are provided for employers on how to effectively engage on Glassdoor, including claiming their company profile, encouraging current and past employees to write reviews, and focusing on improving the actual employee experience rather than just the Glassdoor presence.

1. GLASSDOOR FOR
RECRUITMENT &
EMPLOYER BRANDING
Sarang Brahme

2. PLEASE SEARCH IN GOOGLE WITH <COMPANY
NAME> REVIEW

4. Quiz Time!
◦What % of Glassdoor users are men?
◦What % of people on Glassdoor says they are OK or Satisfied
with the company?
◦% of Glassdoor visitors are millennials?
◦% of people visit Glassdoor from Mobile?

5. Why Glassdoor Matters?

6. What are we learning today?
EMPLOYER PROFILE
(FREE VS ENHANCED
PROFILE)
TYPES OF REVIEWS RECRUITMENT
SOLUTIONS
SALARY TOOL MYTH BUSTERS

7. ◦ It’s a rant site.
◦ Anybody Can Post Whatever They Want on Glassdoor.
◦ Glassdoor Is Focused Only on Job Seeker Needs
◦ Employer can manipulate reviews.
◦ You Can “Pay to Play” in Glassdoor’s “Best Places to
Work” Program.
◦ Glassdoor Can Help Employers Unearth the Source of a
Negative Company Review
◦ Only Gen Z or Millennials Research Companies Using
Glassdoor.
◦ Employers Cannot Request Employees to Write Reviews
About Their Company.
◦ Employers Have No Voice on Glassdoor.
◦ It’s a “review” site which contains both pros and cons.
◦ Truthful, constructive reviews are encouraged, but disclosing confidential
information or details irrelevant to expounding on workplace culture are not
tolerated.
◦ It’s for both employers to showcase what. Employees for why. Candidates for
how.
◦ Employers can not delete reviews if they are under GD guidelines.
◦ Best Places to work program is only based on employee reviews.
◦ Glassdoor member anonymity is vigorously protected.
◦ 86% of Glassdoor candidates have more than four years’ experience.
◦ Encouraging employees to unveil their honest, personalized perspective is
absolutely alright.
◦ Not only can employers address inappropriate content by flagging it, but they
also can generate a plethora of proactively positive content

8. Starter pack for
HR
◦ Take a stock of current content, reviews & profile.
◦ Claim your company account for free and integrate your careers page jobs.
◦ Encourage your candidates to write reviews about interviews.
◦ Proactively “listen” to your employees and respond to few reviews to build
trust.
◦ Place Glassdoor URL in your email signature, careers website, recruiting
campaigns etc.
◦ Identify brand ambassadors inside company who can share their experiences.
◦ NEVER EVER fabricate pseudo reviews.
◦ Remember, Glassdoor will not correct your cultural issues and make your
company look good. Focus on employee experience!
◦ Leverage moments-that-matter in candidate & employee journey to seed
Glassdoor touch-points.
◦ Track your traffic & hires from Glassdoor before exploring paid solutions.
◦ Encourage your employees to share photos on Glassdoor.
◦ Introduce Glassdoor to your business / HR / Marketing leadership. Get them
involved.