Recruiting Trends Interviews Tim Besse, Co-Founder and SVP of Marketing, Glassdoor

Tim Besse, Co-Founder and SVP of Marketing, Glassdoor

Glassdoor, which provides an insider look at jobs and companies, has become a popular job-seeking tool. But, as with other social sites, the information available raises questions for employers.

RT: Let’s talk about the social Web, of which Glassdoor is certainly a part. How has the social Web changed the dynamic between employers and job seekers?

TB: The social Web has improved the way we communicate. A few years ago, an employer would provide information about who they are, what they have to offer job candidates, and what jobs they had available; the problem was it was one-way communication. Today, with social media, the discussion around employment has become a two-way conversation that allows employers to better reach targeted job candidates and helps job candidates find the right employment fit for them.

RT: How has the proliferation of social media impacted Glassdoor’s offerings and its reach?

TB: As social media plays an ever increasing role in how companies recruit and how job seekers find their next employer, Glassdoor’s relevance and influence increase exponentially, benefiting all those in the employment space. Today on Glassdoor, there are more than 10 million registered users, up from one million in June 2011 – underscoring the impact and influence social media has on today’s job market. The job search is inherently social and Glassdoor helps companies turn social media into quality hires by tapping into collective insights and job related activity and data from a highly engaged community. Glassdoor can then work with employers to target relevant candidates based on interaction with user generated content and social networks.

RT: Glassdoor features reviews by current and former employees, and not everyone has good things to say about the organizations for which they work or have worked. How can an employer use negative feedback to its advantage?

TB: On Glassdoor, employees are invited to share their opinions about some of the best reasons to work for their employer as well as some of the downsides. It’s important to note that every company review on Glassdoor requires that employees provide a constructive and balanced look inside their company. As a result, we have found that 67% of employees say they are “ok” or “satisfied” with their job and company.

As an employer, when you read the feedback from employees about some of the downsides, it should be seen as a call to action to understand the concern being expressed.

Once you have identified and understand the concern, you have a forum on Glassdoor, or through other internal channels, to address the issue with your employee base. Negative feedback can be as powerful a conversation starter as positive and Glassdoor provides a great platform to communicate with employees about the steps you are taking to improve and maintain your company’s culture. Plus, Glassdoor is a platform that invites employers to get involved in the conversation – this is an opportunity to promote the great facets of your company’s work environment.

RT: Reviews at Glassdoor can impact an organization’s employer branding efforts. Everything is available at Glassdoor: the good, bad, and ugly. How can an organization mitigate any potential damage to its brand as the result of negative comments? Conversely, how can an organization leverage positive comments?

TB: The most important piece of advice I can offer is to not be afraid to get involved in the conversation. Employers across a range of industries from accounting and healthcare to IT and retail are turning to Glassdoor to raise their employment brand profile and highlight what makes them stand out from the competition. It’s important to keep in mind that job candidates are hungry for information about what it’s like to work at a specific company and they want to hear from those who know best – the employees, the employers, and other recent job candidates. In a recent Glassdoor survey, 94% of job seekers say that when it comes to learning about jobs and companies the employer’s perspective is useful.

RT: Some of the information at Glassdoor seems to almost challenge employers to become more competitive; for example, the salary and bonus information that’s front and center on your homepage. Does easy availability of this kind of information create a more competitive recruiting environment?

TB: Workplace transparency creates a natural leveling force which allows companies of various sizes to compete for talent. At Glassdoor, we believe that every company has a unique story to tell and while compensation is an important factor when it comes to attracting talent, it’s not the only tool employers have in their recruiting toolkit.