Why Posting a Glassdoor Review After an Interview is Important

Why Posting a Glassdoor Review After an Interview is Important

In the aftermath of a job interview, spouses, friends and family tend to be the individuals with whom candidates discuss the details of their question-and-answer sessions with potential employers. Channels that interviewees aren’t pursuing- at least not to the extent that many employers would like – are online destinations like Glassdoor, according to the results of the 2019 MRINetwork Recruitment Trends Study.

Eighty-six percent of candidates who responded to the survey noted they don’t take advantage of the message boards available on Glassdoor, which enable job seekers to provide insight on what it’s like to interview with various companies. These reviews can be invaluable for employers – as well as other applicants – because they provide clarity on how businesses may be coming across. 

Clearly, businesses are aware of the value such reviews can offer, as 45 percent said they actively monitor these online portals to see what candidates are saying about their interview experiences. Not only do they serve as great feedback, but reviews also give employers the ability to improve upon their employer brand reputation by making corrections wherever it’s deemed appropriate. 

How do you encourage interviewees to leverage these sounding boards? Here are some suggestions, along with motivation on why candidates should consider utilizing them more frequently. 


1. Persistence is key 

Frequently, interviewees may not turn to outlets like Glassdoor because they either don’t know about them or don’t immediately think of them for this purpose. Thus, wherever possible, encourage applicants and candidates to go on to these websites, whether that’s by asking them to do so at the end of the interview or when advertising job openings. If nothing else, actively seeking feedback allows the business to showcase how the company wants to improve and genuinely values what others have to say about the interview and application process. 

2. Offer examples
Perhaps the best way to incentivize job candidates to make their opinions known is by providing examples of instances where feedback has changed company policy. Obviously, it’s impossible to implement each and every recommendation, but offering one or two object lessons illustrates that a candidate’s voice is heard and respected. These type of examples essentially demonstrate an employee-centric focus which will be attractive to potential hires. 


1. Put yourself in others’ shoes
Whether it’s Amazon, Yelp or the Better Business Bureau, websites like these are valued largely because they give would-be customers the ability to get a better feel for the products or services being advertise, after scanning some of the reviews. Job seekers appreciate the same candor. By offering your two cents, you’re painting a picture as to what they can expect, key information to which that they might not otherwise be privy.

2. Potentially make a lasting impact
It would be one thing if no one were reading reviews, but as the MRINetwork Study revealed, over half of companies (54 percent) have proactively reputation management. Everyone has his or her opinions as to how things ought to go or what can be done better. This is your opportunity to let your voice be heard. 

Whether you’re someone who is looking for a job or an employer planning to hire, reviews can provide constructive criticism about the impressions a company is giving off, ultimately providing an opportunity for ongoing dialogue between both parties, about the organization’s reputation and commitment to its employees.