When your digital or offline conversations revert to Glassdoor, are they buoyed by the platform’s benefits, or does skepticism prevail? Does the perceived value span generations, or is it looked upon as a millennial-focused site?
If you are an employer assessing Glassdoor’s value, the following myth-busting points, compiled by the Glassdoor team, will help:
1. Myth: Glassdoor Is a Rant Site
This myth is fed largely by the assumption that only disgruntled employees and past employees are motivated to post reviews. In fact, positive reviews are plentiful, heralding healthy cultures, supportive leadership and meaningful benefits. Two out of three employees posting on Glassdoor profiles report they are “OK” or “Satisfied” with their job and company. And, the average company rating on Glassdoor is 3.3 (on a 1-5 scale).
Moreover, as Glassdoor’s story-building platform continues to expand, it attracts employees who wish to amplify their perspective in their employer’s story through personalized reviews.
2. Myth: Anybody Can Post Whatever They Want on Glassdoor
Every piece of content is moderated through a two-step moderation process: technological and human-eye. Steered by Glassdoor’s community guidelines, our proprietary tech filters and algorithms detect attempted abuse and gaming, as well as multiple other attributes.
Any Glassdoor member can flag a posted review for a second look and review. Human moderators personally inspect content that is flagged for secondary review. Content that is not within the Community Guidelines will be removed, with 5% to 10% of reviews being rejected.
Bottom line: Truthful, constructive reviews are encouraged, but disclosing confidential information or details irrelevant to expounding on workplace culture are not tolerated.
[Related: How to Respond to Negative Glassdoor Reviews]
3. Myth: Glassdoor Is Focused Only on Job Seeker Needs
Quite the contrary. Increasingly, employers have garnered actionable tips and strategies for leadership, human resource and recruiting initiatives while also immersing in day-to-day talent acquisition, using Glassdoor’s tools.
Creating a free Glassdoor profile, employers can share their storied ‘what’ and ‘why,’ extending their value proposition and mission while parlaying culture and benefits offerings. They also can post community (social networking) status updates to maintain a fresh appeal for current and future employees, partners, investors, customers, etc.
Further extending the value of the Glassdoor profile, companies can monitor their reputation as well as visitor demographics and competitors visited.
Moreover, by tapping into additional Glassdoor for Employers offerings, companies can deepen their competitive positioning and visibility in a hypercompetitive world.
4. Myth: Employers Can Manipulate Glassdoor Reviews
Not a chance. Glassdoor’s strictly enforced Community Guidelines enable a trusted, transparent place for today’s candidates to research companies in their hunt for a best place to work. And, this includes depending upon review authenticity and transparency. We never edit or alter the text of reviews or comments submitted on our site, no matter how minor.
We never suppress, filter or delete content simply because it is negative/lower-rated or positive/higher-rated. We apply the same standard of review for all content (whether or not the content involves an employer client of Glassdoor).
[Related: Encouraging Employee Feedback Dos And Don’ts]
5. You Can “Pay to Play” in Glassdoor’s “Best Places to Work” Program
Never. The purity of the Employees’ Choice Awards is founded solely on approved company reviews over at Glassdoor. There is no self-nomination, financial or other influence outside of the published reviews that enters into the qualifications process.
With that said, companies have ample opportunity to ensure they are in the running. This includes establishing a Free Employer Account, enriched with your detailed, branded information and visuals; as well, encouraging your employees to share a review on Glassdoor (You can lead the way by authoring a review yourself!).
To learn more about how to become a Best Places to Work, email us at firstname.lastname@example.org. Also check out Advice from 2018 Best Places to Work Winning Companies.
6. Myth: Glassdoor Can Help Employers Unearth the Source of a Negative Company Review
While we understand the desire to learn who posted unfavorable remarks, Glassdoor member anonymity is vigorously protected. This includes any reviews, ratings and salary data members may choose to share. Employers can (and are encouraged to) respond to reviews; however, they are unable to identify the original source.
7. Myth: Only Gen Z or Millennials Research Companies Using Glassdoor
Actually, nine out of 10 job seekers on Glassdoor surveyed—not just Gen Z or Millennials—report they find the “employer perspective” useful when learning about a job or company. And, 86% of Glassdoor candidates have more than four years’ experience. (2)
8. Myth: Employers Cannot Request Employees to Write Reviews About Their Company
Encouraging employees to unveil their honest, personalized perspective is absolutely alright. Corralling present-day, human reflections on culture, leadership and day-to-day work-life life equips job seekers, colleagues and management with binoculars into the virtual window of your company.
That said, it breaches Glassdoor guidelines to incentive employees for reviews. For tips, visit managing reviews on Glassdoor.
9. Myth: Employers Have No Voice on Glassdoor
Not only can employers address inappropriate content by flagging it, but they also can generate a plethora of proactively positive content. With the Glassdoor Free Employer Account, opportunities abound to infuse the employer voice, marketing their values, missions and overall brand, including visual impressions and awards that invigorate potential talent to apply. Moreover, employers are actively telling their stories, engaging with employee reviews and regularly freshening their company profile.
1. Glassdoor.com U.S. Site Survey, August 2018
2. Glassdoor.com U.S. Site Survey, August 2018