CEOs are increasingly alarmed about their reviews on Glassdoor and other employer review sites, and how it affects their business processes and recruiting prospects. We've dubbed this phenomenon Glassdoor angst. And if you're embarrassed by those reviews, it's easy to overreact. Who likes being made profoundly uncomfortable by someone anonymously bashing your organization? No one wants to have their staffing affected because of some disgruntled former or current employees.
So here are a few articles we thought provided some useful perspective and advice about what to do to improve those negative Glassdoor reviews. (Glassdoor also offers an entire category to deal with this exact concern):
5 CEO Responses on Glassdoor Worth Reading - Glassdoor's own Employers blog is actually a great resource, which makes sense - they don't want to be a curse word in executives' mouths. (They also offer a number of products and services, which the regular users don't pay for.) So if you're a little lost on where to begin, here are 5 ways certain CEOs chose to respond to negative reviews, in a way that didn't come across as canned and inauthentic. Also included: basic strategy advice for your company's responses. For example: the higher up the org chart a responder is, the more legitimate the response seems.
5 Tips to Turn Around or Turn Up Your Glassdoor Ratings - Fairly similar advice to the above article. But it also includes some ideas about how to better implement your response system. And if you're in the lucky few companies who have great Glassdoor reviews, you'll find some useful advice on how to leverage that fact.
Glassdoor Outpaces CareerBuilder in U.S. Traffic - To give some perspective on how big Glassdoor actually is at this point - according to ComScore traffic reports, it's now one of the top 4 largest job sites in the US. Not only that, it's the fastest growing among the big 5 career sites (LinkedIn, Indeed, CareerBuilder, and Monster). If you were ignoring it until it was a bigger deal, that ship has sailed.
Finally, remember that many job-seekers will take Glassdoor reviews with a grain of salt. Some people go so far as to say Glassdoor doesn't matter (I don't agree with them). But the numbers can lie - the star rating is a pretty bad indicator of a company's overall quality. The content is still important, and can be very useful for job-seekers - they might use the complaints to ask some probing, smart questions about your company that you might be unprepared for. This is actually the biggest risk factor in the entire hiring process - top performers will probe to see if your reviews are true, or just unsubstantiated bashing by a disgruntled former employees.
The future of your recruiting efforts is now in the hands of anonymous reviewers. And not only is employer reputation management critical to being competitive, it's also important to your own career.
"The Glassdoor Impact: How Employer Review Sites Affect Recruiting Results" will teach you: