Ahh, Glassdoor. That website full of glowing reviews, where employers go to have their egos stroked and to see how well they are doing at instilling the greatest company culture since Patagonia with all the perks of Google. Or... not. It can be easy to turn a blind eye to Glassdoor, hoping that if you ignore that one disgruntled worker's review, everyone else will too. But the next generation of workers is using Glassdoor to evaluate every job, which means you could be adding to your recruitment challenges, rather than solving them. Whether you post your job there or not, potential recruits will look your company up to see your reputation in the workplace. What's a conscientious employer to do?
What is this Glassdoor thing anyway?
Not familiar with Glassdoor? It's kind of like a Yelp for workplace ratings or the Angie's List that people consult when they're auditioning new roles instead of plumbers. To put it into an offline context, Glassdoor essentially is a system that provides word-of-mouth assessments and other information on various companies for job seekers to consider during the interview process. When you move to a new town and ask your neighbors what they think of the dentist in your health plan, you get feedback you trust. That's the kind of info that job seekers find on Glassdoor.
Any former employee can post a review of your company on Glassdoor. Reviewers are limited to one review of your company per year, per review type. Reviews can be on different features such as the company overall, the interview process, salaries and benefits. Glassdoor takes great pride in its moderation process, which includes both automated and human-touch monitoring systems designed to ensure that content is both as fair as possible and comes from legitimate employees. Glassdoor also provides employers the ability to respond to any negative comments left on the board.
While it's the review component for which Glassdoor has become known, the site has recently launched an updated recruiting module to complement its offerings. If you think these two functions aren't compatible, think again: Glassdoor plans feature a customized system for employers and tout many bells and whistles.
Why You Should Post to Glassdoor
The new site plays home to features, including the standard posting and advertising of openings, as well as a resource library, chat feature and the ability to get in touch with a rep from the site for assistance. That's all pretty run-of-the-mill fare, though. The notable tweaks to the site include a revised Applicant Management System that helps shorten the time to hire in this increasingly competitive job environment, as well as significant employer branding tools that enable companies to make this site an attractive outpost - including things such as embedded video and "company updates."
Another plus regarding Glassdoor: When on this site, you can rest assured that a user is actively seeking job opportunities, as opposed to idly surfing or just contemplating a move. The entire rationale for the site essentially shepherds traffic into a self-selected audience of job shoppers, which cuts down on dilettantes while also contributing to the shortened time to hire.
What's the final plus? Our cloud-based talent acquisition software integrates fully with Glassdoor.
The Cost of a Glassdoor Appeal
Glassdoor isn't for every company. If your company has problematic reviews on Glassdoor, then you'll need to roll up your sleeves and address those issues before considering posting jobs to the site. However, if you have lots of positive reviews on the site - especially if you operate in multiple locations or a major market - posting jobs to Glassdoor is a must.
While it can be one of the more expensive sites for job postings, the cost is not prohibitive. First off, you'll find that Glassdoor offers a seven-day free trial, as do several of its rival sites. Once you get into the thick of things, it operates on tiered pricing in the following manner:
- Employers in high-interest markets, including San Francisco and New York, pay the highest prices - $349 per month to post up to three jobs and $599 per month to post up to 10 jobs.
- Those in second-tier markets, including Chicago and Los Angeles, pay a little less - $299 per month for up to three jobs and $599 per month for up to 10 jobs.
- Those in third-tier markets, including Atlanta and Boston, pay the lowest rates - $249 per month for up to three jobs and $599 per month for up to 10 jobs.
Meanwhile, here's how that compares to other online options:
- Monster, the behemoth of the category, charges $119 to post one job, but that fee includes advertising that job.
- Indeed, probably the second most well-known site, provides free job posting, and charges for advertising on a pay-per-click (PPC) model ranging from $0.25 to $1.50.
- Ladders is also free to post one job and charges $6.25 per day to advertise a job.
- CareerBuilder charges $219 to post one job and includes advertising in that fee.
Step-by-Step Guide to Posting Your Job to Glassdoor
If you're ready to take advantage of the enhanced job posting environment Glassdoor has to offer, here's how to go about getting the word out about your opportunity:
- Either create a Glassdoor account or log in to your company's existing account.
- Under "My Employer Center," select "Post A Job."
- When prompted, enter your job title and revise your company name and location as needed. Click "Next."
- Create your job description. Make sure you're using compliant, inclusive language and that you include all of the necessary responsibilities and details. Choose whether you'd like to receive applications via email, the recommended option, or direct candidates to your careers site. Click "Next."
- Select your pricing plan from the options shown for your tier. There are one-time and subscription options.
- Enter your company information and check out.
While posting a job to Glassdoor may not be right for every company, it's a reliable talent source for many employers. Are you overlooking Glassdoor as a recruiting resource? Download our white paper to see other costly mistakes you could be making in your hiring process.