In today's hiring market, just posting a job ad isn't enough to snag the best talent. You need a smart way to show off your company culture, what you stand for, and what makes your workplace special.
That's where Glassdoor comes in. More than just a place for reviews, it’s a recruiter’s secret weapon — a virtual Swiss army knife of powerful tools to help you build a strong employer brand, connect with the right candidates, and make smarter hiring choices.
Check out these nine key ways recruiters are using Glassdoor to get ahead in the game.
1. Attract top talent through strategic employer branding
Your employer brand is your competitive advantage in the war for talent. On Glassdoor, your employer profile showcases what makes your workplace distinctive. Through compelling visuals and storytelling, company updates, and comprehensive benefits information, you create a narrative that speaks directly to candidates who share your values.
But what really sets exceptional employer branding apart is authenticity. Glassdoor's platform amplifies genuine employee voices, creating transparent dialogue between your current team and future hires. The result? More best-fit applicants who exemplify your culture. And when employees know what they're signing up for, they're more likely to stay and thrive.
2. Manage your online reputation by responding to Glassdoor reviews
Whether it’s a rave review or a thoughtful critique, responding to employee and candidate feedback is one of the easiest ways to manage your company’s online reputation. A timely response demonstrates that a company listens to its workforce and is committed to continuous improvement. In fact, 71% of job seekers say their perception of a company improves after seeing an employer respond to a review1.
3. Gain the edge with competitor benchmarking
With Glassdoor analytics, you can compare how ratings for your company’s compensation & benefits, career opportunities, worklife balance, and more stack up against your competitors. You can even see how your company measures up to the honorees on Glassdoor’s Best Places to Work and Best-Led Companies lists. Ready to make a case for change? Download polished summaries to share internally and review with leadership.
4. Boost retention by listening to your workforce
It’s hard to stop your staff from leaving if you don’t know what’s wrong in the first place. Encouraging employees to write honest Glassdoor reviews and participate in Company Bowls™ gives you insight into employees’ concerns, and serves as a channel for real-time responses.
In addition, using tools like Review Intelligence™ to analyze feedback helps companies understand employee sentiment. Together with management, you can identify trends and opportunities for improvement — such as reducing burnout or creating more defined career paths — and implement meaningful changes that can help reduce turnover and recruitment costs.
5. Target ideal candidates with customized content
Recruiters seek candidates who not only bring the right skills and experience, but also enrich the company and culture. With Employer Branding Ads (EBA) , you can target top-tier talent across Glassdoor, Indeed, and hundreds of other sites with content that speaks directly to their interests. Plus, you’re meeting them where they are online — and when job seekers see a brand 5 times, they are 5 times more likely to apply2.
EBA can also direct those candidates to Spotlight Pages, where you can curate content around specific teams, divisions, ERGs, and more. From there, they can get a more complete picture of worklife at your company and quickly spot the most relevant roles, making it easier for them — and you — to find that perfect match.
6. Foster trust with more transparency
Glassdoor is built for transparency — the not-so-secret ingredient for managing a candidate’s expectations.
Your Glassdoor employer profile is the perfect place to get real about everything from compensation and benefits to what to expect during the interview process. Sharing your company’s most authentic story from the start helps you build trust with job seekers and lay the groundwork for a smooth interview and onboarding process.
7. Improve hiring through candidate feedback
Job candidates can review their interview experience with your company on Glassdoor, regardless of whether they receive an offer. By monitoring this feedback, you gain valuable insight from all sides — not just from those who made it all the way through — so you can piece together what’s working in your process and what deserves a second look. Remember: your employer brand is shaped by everyone who touches it, including those candidates who didn’t get the job.
8. Create a more informed candidate experience
When you create a comprehensive Glassdoor profile, candidates can really dig in and research your company before they even apply. That means by the time they show up for the interview, they’re already aligned with your company’s culture and policies. You’ll be able to skip the basic questions and dive straight into deeper, more valuable conversations, leading to more impactful outcomes.
9. Make data-powered decisions with employer analytics
You don’t have to resort to gut-checks to assess how your employer branding efforts are going. With Glassdoor, you can track metrics such as brand impressions, job application rates, and engagement with your content on Glassdoor and Indeed. Slice and dice that information to refine your strategy, which, in turn, helps you attract and convert more candidates.
Unlock the power of Glassdoor for recruiters
Glassdoor helps recruiters understand candidate behavior, monitor and manage employer brand perception, and make informed decisions that lead to better hiring outcomes. From finding the perfect fit to showing that leadership listens, Glassdoor provides the tools you need to elevate your recruitment game.
Ready to start? Sign up for your free employer account today, or talk to the sales team about our enhanced branding offerings.
1 Source: Glassdoor.com U.S. Site Survey, Jan–June 2023
2 Source: Glassdoor Internal Data (worldwide), Oct 2022 – Mar 2023. Based on analysis using data of 22 million users viewing 3K Glassdoor customers’ brands