Image by Gerd Altmann from Pixabay

 

Whether you run a small or large company, you will be more successful in recruiting the best talent by studying employer review sites.

Why?

Job seekers use the sites as their centers of influence.

Applicants increasingly check those sites as part of their research into companies. Job seekers want to know what other people have to say about prospective employers.

On those sites, job seekers typically review a multitude of reviews to check on employers’ engagement with their employees and the companies’ integrity.

Note: While it’s important to learn what employees say about the companies, it’s also important to analyze what isn’t said.

So, it’s in your best interest to be aware of those sites.

If you review the sites, you can accomplish two important objectives:

  • You’ll learn more insights about what job seekers want and what they think about you.
  • It’s an opportunity for improvement by looking inward. You might realize your company is deficient in some ways as an employer. Armed with negative information, it’ll be your wake-up call to make improvements.

Here are some of the popular employer review sites:

Indeed.com 

Indeed is the world’s-largest job site. Founded in 2005, it provides applicants with opportunities to review companies in several categories. It also contains numerous comprehensive questions and answers.

GreatPlacetoWork.com

At Great Place to Work job seekers are asked questions but the process for the employers’ profile is different. It differs in that employers are requested to attest to a comparison with other businesses.

Glassdoor.com 

As a site for applicants, it was an innovator in 2008. It was the first site to allow listing of average salaries. Glassdoor is known for its easy navigation.

Comparably.com 

Comparably is unique for its emphasis on workplace culture. Naturally, that’s appealing to job seekers. It’s easy to navigate, too, and has comprehensive data and categories.

Fairygodboss.com 

The Fairygodboss niche is women. This means it provides information about women-focused issues. The issues range from maternity-leave benefits to work-life balance.

From the Coach’s Corner, here are relevant management strategies:

How to Increase Conversion Rates of Online Job Applicants – Your business is not alone when it comes to the high costs incurred in the recruitment of job applicants online. Most job seekers get frustrated and quit in the middle of their online applications.

10 Talent-Recruitment Strategies that Lead to Business Profit – By developing strategic recruiting plans, human resources professionals will make significant contributions to the bottom-line profit goals of their employers. So, it’s imperative to innovate in your recruiting processes and market your strategies to senior management and hiring managers.

HR Management: Think Like a Sales Pro to Recruit the Best Talent – One-size-fits-all approach to recruiting employees is not a strategy. You and your peers in human resources might be enamored with technology, but job candidates want more focus on the personal touch. That necessitates thinking like a sales professional.

Management Strategies for Productive Applicant Interviews – You must be assertive – ask the right questions and listen intently to cut through the morass of canned answers to get the answers you need to make good hiring decisions.

Management/HR Tips: Checking References of Applicants – Even if you believe you’ve found an impeccable candidate, you must conduct precise reference checks. If you don’t, you risk paying a high price later.

 

“I’m the type of employer who will hire based on personality, based on potential. If you put the resume before the personality, you’re going to fail.”

-Jon Taffer
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Author Terry Corbell has written innumerable online business-enhancement articles, and is a business-performance consultant and profit professional. Click here to see his management services. For a complimentary chat about your business situation or to schedule him as a speaker, consultant or author, please contact Terry.