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How to effectively use Glassdoor to attract top talent


Glassdoor is a popular website that allows job seekers to research companies and read reviews from current and former employees. Here are some strategies for effectively using Glassdoor to attract top talent:

  1. Monitor and respond to reviews: Keep an eye on the reviews of your company on Glassdoor and respond to them, whether they are positive or negative. Responding to reviews shows that your company is engaged with its employees and values their feedback. This can help to create a positive employer brand and attract top talent.

  2. Complete your company profile: Ensure that your company profile on Glassdoor is complete and up-to-date. This includes providing information about your company culture, values, mission, and benefits. A complete profile can help to create a positive impression of your company and attract top talent.

  3. Encourage employees to leave reviews: Encourage your employees to leave reviews on Glassdoor, especially those who have had positive experiences with your company. Positive reviews can help to create a positive employer brand and attract top talent.

  4. Highlight employee testimonials: Highlight positive employee testimonials on your company's website, social media channels, and job postings. This can help to showcase your company culture and attract top talent who are a good cultural fit.

  5. Use Glassdoor job postings: Use Glassdoor job postings to reach top talent who are actively looking for jobs. This can help to attract candidates who are already interested in your company and are familiar with your employer brand.

  6. Advertise on Glassdoor: Consider advertising your job openings on Glassdoor to reach a larger audience of potential candidates. This can help to attract top talent who are actively looking for jobs and are interested in your company.

By effectively using Glassdoor, you can create a positive employer brand, attract top talent, and build a strong reputation as a desirable employer in your industry.

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