- Trust Marketing Platform
Responding to every review is valuable for building trust with your current employees, prospective employees, and search engines alike.
To attract top candidates, improve retention and foster a positive company culture, you have to invest in your employer brand.
The Review-led Talent Acquisitions & Employer Branding Series is designed to guide human resources professionals in thinking about how to capitalize on the power of the employee voice by capturing and distributing their thoughts effectively in forward-thinking recruitment marketing tactics.
In part 4, we will discuss tips for responding to employee reviews on Glassdoor and Indeed. If you missed part 3, check out How to Use Campaigns to Get the Best Employee Reviews.
Let’s say you’ve already done the hard part. You’ve put in the work to create and implement your review generation strategy. You’ve asked your valued employees for reviews, and you’ve got them. Now what?
While review generation undoubtedly takes a lot of time and effort, the next step is to respond to them.
75% of active job seekers are likely to apply for a job if the employer actively manages its employer brand (i.e. actively responds to reviews). But why is response such a critical factor in the hiring process? The answer is simple.
Responding frequently and consistently helps build a positive reputation for your business. It allows you to take control of your company’s public image while establishing trust, in that it shows current and prospective employees you care about their feedback.
Aside from helping you put your best foot forward with potential candidates, responding to reviews on sites like Glassdoor and Indeed has measurable effects on employee retention and your company’s overall success. Out of all companies on the Best Places to Work list, more than half respond regularly to reviews. Further, companies that actively invest in employer branding reduce turnover by as much as 28%.
To help you navigate company reputation management and reach your recruitment marketing objectives, we’ve gathered some tips for responding to employee reviews, both positive and negative.
*Tip: Don’t use your company name more than once. Overuse can be perceived as “keyword stuffing,” which can negatively affect search engine rankings and make your response seem not genuine.
Example: “We care deeply for our employees, and we are sorry to see that this was not better reflected in your experience. We invite you to reach out to our HR department to discuss your concerns further.”
Responding to reviews, both positive and negative, gives you an advantage over other businesses. It serves as a way for you to share your company values and culture with prospective candidates. It also shows your current employees that you value their input and well-being.
Overall, managing employee reviews works to establish trust - which is an essential component of your employer brand. If you are interested in learning more about building your employer brand and how you can use reviews to strengthen your recruitment marketing tactics, feel free to check out our other Talent Acquisition series posts.
Originally from Scarborough, Maine, I moved to Vermont this past summer after graduating from St. Lawrence University, where I received my BA in English and Spanish. I have always been interested in writing and communication, which is what initially drew me to the Review Response Specialist position at Widewail. In my spare time, I can be found reading, playing electric guitar, or strolling/biking around one of Burlington’s many scenic trails. I always welcome the opportunity to talk about my work, and invite anyone with questions or comments to reach out or connect with me on LinkedIn.
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