How Glassdoor Reviews Affect Recruitment

15 November 2019

“Open, honest communication is the best foundation for any relationship, but remember that at the end of the day it’s not what you say or what you do, but how you make people feel that matters the most.” – Tony Hsieh, CEO of Zappos – from the Book:Delivering Happiness

Regrets always happen in the end, and it’s always easy to blame others and circumstances. But then again, when you come to think of it, if you’re ajobseeker or anemployer searching for new employees, how can you avoid having work-related regrets and failures? Being jobless and being shorthanded on manpower, are just two things that can be a real nightmare, both for job hunters and employers. But for any reason, it is always important to make sure that both parties will benefit from one another. So, in this type of situation, before job seekers should apply for a job post, doing a background check about the company will help avoid any future regrets. Similarly, a recruiter will also need to do a background check about its applicants and at the same time, find out why there is always a need for manpower or find the reasons why there is a fast turnover of employees within the company.

Who and What is Glassdoor All About?

Glassdoor is a recruitment website that helps future employees to do a background and cultural check about the company that they’re applying to. Glassdoor features a review portal wherein different companies are reviewed either by past or present employees regarding salary, work-life balance, workplace environment, company culture, etc. Anonymous reviews are also welcome, should the reviewer prefers not to be revealed. Apart from these popular features, job hunters can also look for jobs on Glassdoor website. Employers can also use this website for seeking potential job candidates, and check company reviews, including their own.

Glassdoor, as compared to other recruitment sites, has been known for its candid reviews and postings. At some point, there were even reviews that have gone way below the belt especially for terminated employees who left their previous companies with a lot of grudges. Oral defamation is discouraged by Glassdoor because according to the U.S. Law, Glassdoor will be required to produce the data information of the anonymous reviewer, should this happen. However, laws that apply will depend on the country where the review has been posted.

Effects of Glassdoor Reviews on Recruitment

Job seekers go through a lot when searching for companies to apply to. Apart from checking job postings and positions that they can qualify to, they also have to consider location, workplace environment, company background, growth opportunities, among other things.

Glassdoor reviews can either create a negative or positive impression on a company and just like any other reviews, it affects the perception of any candidate seeking for a position. Both good and bad reviews spread like wildfire especially when there are instances that a company director or someone with a high position is involved. Positive reviews given either by past or present employees will always give the impression that the company offers a lot of good benefits, and this is enough to encourage job candidates. Thus, making it easier for recruiters to hire exceptional and qualified candidates.

On the other hand, it becomes a recruiter’s dilemma when multiple negative reviews are being shared on Glassdoor about a company, its executives, and its organisation as a whole. The most damaging form of reviews come from unmet expectations, poor management and biased managers, and bad company culture. A company who becomes trapped in this type of situation, for whatever reason, must always learn to address the root causes of these problems. Instead of just putting their head on the sand, it is important to directly tackle the issues. If these things are continuously ignored, then no suitable candidate would want to work for the company and high turnover rates will happen, which can lead to business losses, unhappy customers, and in worst cases, business closure.

Human resources are just as important as any other resources in order to achieve growth and development in a company. As Sir Richard Branson once said, “Train people well enough so they can leave… Treat them well enough so they don’t want to,” and “Loyal employees in any company create loyal customers, who in turn create happy shareholders.”

Reputation problems often arise when a company fails to keep up with the current job market trends and company executives ignore and fail to realise their own actions and how employees interpret them. Recruiters who represent companies with a bad reputation must keep in mind that addressing the natural concerns of suitable candidates will allow them to better assess their personal judgment, to think better and change their mind, chalking the bad reviews. Company old habits must be rid of as new hires can become happy people who will be able post good and better reviews, making old reviews outdated and redundant.

For individuals, their character makes them unique people. For a company, it is core values that ultimately defines its character and brand. In order to preserve a company’s character and brand for long-term success, there must be “culture.”

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