The first step in establishing an employer brand plan for review sites is to establish who in your organization will own the initiative. Companies looking to manage their employer brand better online should look no further than their marketing team for guidance. Chances are they’ll say it begins with social listening – the formalized process of monitoring, analyzing, and reacting to what ‘customers’ are saying about the company online and using these insights to improve the experience. When it comes to employer brand, the ‘customers’ are job candidates and employees. Manage and improve your employer brand across review platforms by showing current and potential employees that you value employee feedback. Respond to employee reviews on sites like Glassdoor and Indeed from a single dashboard. Set up alerts to facilitate quick service recovery on negative reviews and improve perception of your brand.

  • It’s up to companies to keep up with the hashtags and address the “haters” when they can.
  • So, how can organizations take control of their employer brand and overall online reputation?
  • Another cost-saving system is a professional employer organization like Insperity or ADP Workforce Now.
  • Jobeehive also offers a “Layoff Tracker” functionality that displays the number of employees made redundant in a given month.
  • So, ask new hires to leave a review on their hiring experience when they first start, and encourage them to update it after their first 90 days.

Responding to reviews is perhaps the most important method in creating a strong brand presence on employer review sites. And, while both types of reviews can be easy to view and dismiss, leaving thoughtful replies is a guaranteed way to show candidates and employees that you care – regardless of whether the feedback is positive or negative. In fact, 80% of job-seekers who read reviews on Glassdoor say their perception of a company improves after seeing an employer respond to a review.

And if they’re not, that also says something about devaluing their employees’ voices. But in an era where social media dominates the attention of the Snapchat generation, you better believe candidates armed with smartphones are savvier than that. It’s up to companies to keep up with the hashtags and address the “haters” when they can. Because there are a variety of employer review sites out there, it can be hard to keep track of them all. So, we compiled this list of the top 10 you should monitor to improve your employer brand for long-term success. If your organization recognizes employees for outstanding work with awards or honors, these workers can also be an excellent source of positive reviews. A good practice is to establish a system that reaches out to these employees with a congratulatory message alongside a call to action to post online about their experience working at your company.

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By using employer review sites to your advantage, you can strengthen your employer brand and make the right hires. While organizations have little control over who will leave reviews – especially reviews with primarily negative feedback – they can proactively build up a strong body of positive reviews by leveraging employee brand advocates. These are employees who advocate for an organization and generate a positive image of the brand via online and offline channels. It’s important to note here that, when encouraging employees to leave reviews, you should emphasize the value of honest, candid reviews; employees should not feel pressured to paint a certain image of your organization. However, it can also be beneficial to form partnerships across departments to holistically manage your organization’s employer brand.

Though they may not need as much guidance as other employees, these individuals could lose their passion or motivation if they are not occasionally recognized. After addressing the key areas of assessment, you’ll need to evaluate and weigh each to get a picture of the employee’s overall performance. The way you format and organize this information is up to you as well as your company’s needs. Some organizations use a grading system of A through F, numerical scoring or percentages, or written descriptions uss express working time (e.g., “most of the time,” “some of the time”). Whichever system you use, make sure that it is objective and easy to understand. Performance reviews have value for employees and employers alike, highlighting what is and isn’t working, and keeping everyone on the same page. You can also make comments during the interview to let the interviewer know you’ve done your homework and have your eyes on them—a strategy I have always highly recommended, as this proves to employers that you are on top of your game.

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As with other review sites, all submission are anonymous with all companies ranked against similar organisations in its sector. To reduce the financial burden on your small business, you might consider integrating performance management software into your annual review process. Companies such as Insperity, Namely and ADP Workforce Now are HR platforms that help small and midsize businesses provide effective employee feedback.

You’d be hard pressed to find any business, small or large, without some type of social media presence. And you can learn a lot about a business by looking at its social media pages to see what leaders in the organization post and share.

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If you’re reviewing remote workers, schedule a video chat so you’re still having a live conversation. This approach leaves room for discussion and feedback on their end and prevents miscommunication. Without clarity, Rbibo said, nothing you discuss during the evaluation will help the situation, and you’ll find yourself discussing the same topics at the next performance review. So be clear, be honest, and remember that nothing will change if it is not addressed. If you’re only addressing issues or focusing on the employees who aren’t performing as well as others, you’re missing an opportunity to express gratitude to those who shape the innovation, creativity and culture within your company.

For Job Seekers For Job Seekers

Encouraging your employees and expressing your appreciation gives an added boost to a primarily good review or lifts your employee’s spirits after a somewhat negative evaluation. Positive reinforcement and constructive feedback can go a long way in giving workers the confidence and drive they need to perform better. Once you finish the grading process, set up a time to discuss your findings with each employee. It can be helpful to have a written copy of the evaluation to reference and keep your meeting on track. uss express employment Be sure to deliver transparent feedback, with examples where appropriate, and allot enough time for the employee to ask questions or deliver feedback. JobSage DOES NOT charge employers for these basic profiles because all jobseekers deserve this level of transparency without the worry that these reviews have been paid for. These companies value transparency and let JobSage directly survey their employee base so that you can hear from those that know best, current employees, exactly what’s it’s like to work here.

What Is A Trusted Employer?

Some organizations have fully eliminated the formal performance review process, replacing it with regular, casual one-on-one check-ins with management. Employees typically have the opportunity to ask questions and share feedback with their manager as well. They may also fill out a self-evaluation as part of the performance review process. Employer branding is the first line of defense when it comes to attracting the types of job seekers you want for your company. By learning more about where conversations about your company — and your industry — are happening in real-time, you can better gauge how to appeal to candidates in ways that are not only relatable, but actionable. Beyond responding to feedback, if you receive positive candidate and employee reviews in person or via email, make sure to encourage sharing this feedback on Glassdoor or on your careers page as a testimonial. The CareerArc study highlighted above also found that 55 percent of employers don’t monitor or address negative feedback on review sites or social media.

Cox advised against terminating the employee until a fair evaluation was given. The employee was terminated uss express employment anyway and wound up suing for wrongful termination, leading to a costly settlement for the business.

And remember, like former first lady Michele Obama said, “When they go low, we go high.” Potential employees will consider the company’s response as they decide whether to pursue employment with the organization or not. 57% of job seekers won’t even apply to a company that has overwhelmingly negative reviews.