Glassdoor is a platform that gathers user-generated reviews about different companies and company-life. The best part is the reviews are anonymous. It is much like a Trip Advisor to the HR.
Glassdoor has hugely changed our prospective towards recruitment marketing and company culture. The Google backing makes the platform more authentic and reliable. It has become one of the ultimate job sites for candidate sourcing.
Though the platform started as the employee share feedback to employers, it has transformed into the fastest growing career community online. Employees use it as a trustworthy platform that provides honest information about a certain company and employees.
The smart platform for both employees and employers, Glassdoor has a network of about 24m members and 300, 000 companies in 190 countries. The smart place has emerged as an opportunity for employers to set up their brand. It is a space to gather competitive intelligence and source candidates.
As a recruiter you should know about the best platform to find quality candidates. The well-prepared and qualified candidates make the process of hiring easier as they stick around and tend to thrive.
The candidates at Glassdoor are known as informed ones. They put in their time and efforts into research before entering into the process of recruiting and their chances of being hired are 2x more than the candidates from other sources.
Posting a job at Glassdoor is not enough to initiate the process of hiring. Job seekers look for adequate information about why they are ideal for the position.
We have enlisted 5 ways that will help you to source the right candidate from this platform.
Respond to reviews: The most powerful way to attract the uninformed candidates towards your recruitment is responding to their reviews. A total of 61% of employees admit that their perception towards a company changes after reading the employer’s response towards the company and their policies. Companies that respond to the reviews of their current or x-employees are known to be responsible and caring towards them. It creates a positive image of your company and your chances of getting response increases.
Advertise your job: On Glassdoor, your first attempt decides your way. You should put on ads to precisely target the candidates you need. Your ads will help you to specify the location, industry and role. Glassdoor also enables you to monitor the performance of your ads so that you can make data-driven adjustments. These ads attract candidates the same way a magnet attracts metal. It increases the chances of applications you get and in turn you a get a pool of employees and you can select the right candidate from.
Build a diverse and inclusive work force: Two-third of the job seeking employees admit that they evaluate companies on the basis of diverse workforce. They consider it as an important factor while going through the job offers. Glassdoor allows you to demonstrate the inclusive culture of your company that you foster.
Learn from our best places to work winners: Recruiting the informed candidates is an art. Winning companies use Glassdoor efficiently to attract top talent. These are the real-world examples you can learn from. You can take advice from them or can simply trace their path.
Screen for role fit: You should have a strategy in order to screen the applications. You need to know what exactly you should look for in these applications. The knowledge will help you to quickly surface the most informed candidates in time.
Optimize job titles and descriptions: Job titles are the most appealing part of posting a job. Eye-catchy job titles catch the attention of job seekers immediately. You can take help from Glassdoor account to calculate which the most searched job description is.
Let candidates learn about you: Glassdoor is a platform that gives opportunities to the informed candidates to know more about your company. That means you need smarter work but not harder. Target your audience in such a way that you can provide a personal view of your enhanced profile for up to 4 audiences depending on their industry.
Industry benchmarking: You need to set goals and decide your benchmarks to measure and track your success. You must analyze which channel brings you the maximum candidates so that you can lower your cost per hire.
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