Who in Your Org Should Own Glassdoor?

There are many reasons people visit Glassdoor. Some are looking for jobs and researching companies while others are comparing salaries and analyzing industry trends. Some come to do all of these. However, the number one reason people visit Glassdoor is to search for a job. As an employer, how is your company attracting candidates searching for jobs on Glassdoor? And who in your organization is getting involved? There are many different internal departments that can add value to your company’s Glassdoor page. Here are a few departments that should have a stake in your company’s Glassdoor profile, and why they’re qualified to take on this responsibility: 1. PR and Marketing Traditionally, PR and Marketing control much of the content produced at any organization. Whether it’s writing blog posts, crafting messages for Twitter feeds or authoring eBooks, these teams should be publicizing your organization’s message loud and clear. They are also typically up-to-date on new messaging, brand guidelines and approved company stats, which can come in handy when managing a Glassdoor profile. Social media (which typically falls under PR or Marketing) can be a valuable asset when updating your Company Updates on Glassdoor, gaining new followers and building an engaged community on your company’s Glassdoor profile. 2. Recruiting Your recruiting team is probably very familiar with recruiting platforms like Glassdoor, tweaking job descriptions and targeting job ads to the correct audience. They also are great at making sure the right people are applying to your jobs – and, if they aren’t, they know what to change to get more applicants. Your recruiting team is a great choice to manage your Glassdoor profile (or at least help out) because they’re probably comfortable with monitoring engagement, analyzing candidate demographics and promoting jobs to the right audiences. All these skills come in handy on Glassdoor. 3. Leadership teams Leadership teams are a smart choice to manage your Glassdoor profile for one very strong reason: they often take the majority of the responsibility for what’s being said about your organization and are involved in determining your employee value proposition and company’s culture. We encourage CEOs, executives and leadership teams to get involved and join the conversation on Glassdoor and monitor what is being said about them to ensure it matches their message. Many leaders at companies around the world personally respond to reviews on behalf of their organizations. The success of your efforts on sites like Glassdoor depends on your leadership team’s willingness to listen to employees and make internal changes to help their organizations grow. 4. C-Level executives For many C-Level execs, your organization is their baby. Whether they’ve been at the helm since day one or are relatively new, they have been given a great responsibility to oversee every aspect of your organization. Many times, the well-being of employees is the most important thing in executives’ minds. Responding to reviews – both positive and negative – at an executive level shows your organization values feedback and transparency. Sixty-nine percent of job seekers say their perception improves when an executive responds to a Glassdoor review. Be sure to check out our 3 Reasons CEOs Should Care About Glassdoor eBook for even more reasons to get your leaders involved on Glassdoor. These are just a few examples of how companies can engage many different internal departments to take control of your company’s employer brand on Glassdoor. The most successful companies truly make this a team effort!