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Why your candidates hate you

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Your Candidates Hate You. 

Well, they might not, they might absolutely love you. The point is, do you know? Do you know what the candidates who interview with you think about your company?

Think of it this way, let’s pretend you are a serial Tinder dater ????

You go on many dates, some go well but let’s face it, you’re no Casanova and some don’t end up going so swimmingly. 

Wouldn’t you freak out if all your Tinder dates could talk to each other and share their experiences dating you online?  Imagine if you could click on “Tinder Glassdoor” and see:

Pro’s:

He chose to go Nando’s and didn’t order Lemon and Herb.

Cons:

He was rude. He didn’t call me back the next day and he didn’t even offer to split the bill.

You would be monitoring it like a hawk, changing your dating tactics and probably replying to these comments. What if your potential future Tinder dates see this?! You’ll be a definite swipe left  (If you are happily in love and don’t know what this means, it means they aren’t interested).

Well, this is exactly what happens with hiring ????

Our research at Knowit found that after a negative interview experience 66% of candidates tell their friends and colleagues, and 30% of candidates leave a review online. Also 89% of candidates are checking out a company’s Glassdoor before applying for a role, so let’s face it, in today’s market candidates are hyper connected. 

Just one candidate having a negative experience with your company can lead to negative review online seen by tons of potential candidates.

So, what should you do? Here are the 5 steps to follow.

1. Check your Glassdoor like a Hawk ????

It’s not just employees that use Glassdoor. Candidates use Glassdoor as a tool to voice their opinions and experiences of your company. As much as it can be painful to read negative reviews, it’s a great way to get honest and useful feedback on your application process. Use this feedback to implement and change processes at your business and create an awesome candidate experience.

2. Reply to Reviews

Have you ever had a conversation with a brick wall? They don’t tend to make you feel valued or heard and they definitely can’t change your opinions on any matters. 

Leaving Glassdoor as a one-sided conversation can make your candidates feel like you just don’t care. Replying to reviews helps people feel heard, gives you some control over what is being said online and can actually help change candidates opinions. 62% of Glassdoor users agree their perception of a company improves after seeing an employer respond to a review. (Glassdoor).

3.  Have your Employees leave Reviews

When candidates are checking out your Glassdoor, they won't only be checking your interview reviews but also your employee reviews.  Candidates will trust what your employees are saying about what it’s like to work at your company more than what you’re saying on your career page and job adverts. It takes on average a total of 6 reviews for a candidate to form an opinion on your company so having processes in place for employees to leave genuine reviews is a great way to attract talent to your organisation (** This only applies if you are providing a great employee experience, but that's a whole other blog post ????**)

Our key tips for employee reviews: Do not get all employees to leave reviews at once, filter them! Nothing screams insincerity than 20 employee reviews all left on one day. 

Take action on the points your employees are leaving. Glassdoor acts as a great way for employees to voice their opinions and feelings working at your business. Take their points seriously and address them in the workplace.

4. Utilise Glassdoor to its full potential

We live in an age of ratings, whether it is reviews on Amazon, Trip Advisor, GoodReads or Glassdoor.  People are increasingly using ratings and reviews in their decision making process, whether it is which restaurant to go to, what product to buy and indeed which jobs to take. Using Glassdoor to its fullest potentials helps you have some control over the perception of your business on Glassdoor. Ultimately, you don’t own your employer brand, the market does. But you can help yourself...using the feed function on Glassdoor to post company pictures, achievements and posts helps you have some control over the narrative about what it’s like to work at your company.

5. But ultimately the key to all of this is providing a great candidate experience in the first place.

Your interviews are the closest interaction anyone outside your business can have with you, therefore it’s one of the biggest affecters of your employer brand. So it’s absolutely critical to provide an exceptional candidate experience. 

If you’d like to know more about how to create a second to none candidate experience, get in touch with our Talent Strategy Team.

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