Monster Strategic Talent Solutions’ Post

The best employers brands are always built from the inside-out. Here's a quick read on ways to bring your brand to life through the voices of employees.

Who hasn't gotten sucked down the Glassdoor rabbit hole, giggling at the wild office antics and silently judging the reviews section? Let's face it, some reviews are pure entertainment. But beyond the laughs (and sometimes tears), Glassdoor plays a huge role in the hiring process. That's why we put together the ultimate guide to navigating the platform. This guide is your Glassdoor Redemption Tour: Uncover the secrets to building a stellar employer brand that makes candidates ditch the popcorn and say, "Wow, I want to work there!" Craft responses to negative reviews Empower your happy employees to share their glowing experiences and attract top talent like moths to a flame. Get your FREE guide today and watch your company's reputation soar. P.S. Share any entertaining Glassdoor snippets in the comments! We'd love to hear the funniest ones you've seen. #GlassdoorGuru #EmployerBranding #HiringTips

How Much Damage Can a Low Glassdoor Score Inflict on Your Brand? Last month, I spoke with a CEO of a company located in Texas.  I was probing him for information about their requirements for a remote Sales Development role.  During the conversation, we somehow got on the topic of his company’s profile on Glassdoor. He spoke of frustration over the negative comments including: "Management is disconnected," "No work-life balance," "low pay," "lack of growth opportunities." Yet, for some reasons, he had only recently discovered their poor Glassdoor ranking.  He was petrified. How could he miss this? I myself had a hard time understanding how leadership hadn’t seen this.  So I started doing some research on other companies.   And what I found was, there’s a ton of companies rated below 3 stars.  No bueno! According to Glassdoor, the average company rating is 3.5 stars.  And shockingly many companies are far below this average. They seem oblivious to this. I mean after all, if you continue to see the same negative pattern over and over again, isn't that saying something? It's like going to a restaurant and a large % of the Yelp reviews are saying the enchiladas are bland. And yet crickets from management. Sure, I understand some people just love to complain. On the other hand, if a significant amount of comments share a commonality, isn't it time to listen? I would think so. Although, at the same time, I wonder whether this is just inevitable as a company grows.  Is it just impossible to avoid?  I dunno.  Because there are plenty of examples of companies with 4+ stars.   And they come in all shapes and sizes. So clearly, they're on the right track. One survey from Glassdoor indicated 86% of candidates check their prospective employer reviews.    And if your company doesn’t rank well, many top candidates may move on.  Perhaps it’s time for a reality check and try to resolve the issues. Afterall the people that work for your company are the lifeblood and without them, you have no business.

I used to work for an agency that lost 4-5 deals weekly (the reason will surprise you). ↳ Bad reviews on Glassdoor. Surely not? Prospects pulled the plug on the agency for one reason. Negative reviews on Glassdoor and clearly unhappy employees.  (They chose the competition instead). In their minds - When employees are unhappy, the quality of work will likely be poor too. Which makes a lot of sense. And was a big wake up call for me. The takeaway? Work on your employer branding. It’s not just for attracting employees. It massively helps you close more deals as well. Since then, I ask all the agency founders I work with to prioritise Glassdoor. (and Google My Business & Clutch too of course) So - If you’re wondering how to get more positive reviews on Glassdoor. Here’s a guide that’ll help. —— 👋 → Hey, I’m Wasif, an agency mentor & coach. → Want to add another $1.5M ARR to your agency in a year? → Book a free 1:1 consultation on my profile. ♻️ Repost to inspire your network

Employers can attract top talent by using content marketing to showcase their brand. By creating engaging blogs, videos, and case studies that highlight company culture, employee success stories, and industry leadership, organizations can build a strong employer brand. Targeted content that addresses the interests of passive candidates, such as career growth opportunities and work-life balance, can further enhance recruitment efforts and position the company as an employer of choice. Visit www.nextonestaffing.com for more Executive Search tips! #NextOneStaffing #ExecutiveSearch #EmployerBrand

What’s it like to work there? According to LinkedIn research, this is the top obstacle for jobseekers looking for an employer: not knowing what it'll be like to work for them. The best way of letting them know? Your employer brand. LinkedIn says a positive employer brand can reduce staff turnover by 28%. It helps you attract and retain talent. To compete for the employees you need to grow your business, look to your brand first. Want to know more? Take our "Is Your Brand Working" questionnaire below: https://lnkd.in/et_ZDDBt

Ever asked your employees to share on LinkedIn only to be met by silence? They might be thinking? Why should I share for them? It’s only going to backfire. What’s in it for me? Don’t have time. Encourage authentic employee generated content by: 🔹Leading by example - share first 🔹Provide guidelines on what it can look like and where to start with writing 🔹Acknowledge their work and support it 🔹Highlight their stories and voices Micro-recognition boosts self-esteem, encourages creativity, and shows that it’s ok to share. Your employees networks combined is 10x bigger than your company network. Leverage their voices and showcase your authentic employer brand.

Think about the worst company you've ever worked for. If a good friend shows you a job posting from that company and asks, "Do you think I should apply?" What would you say? A strong employer brand helps attract higher-quality candidates and plays a crucial role in retaining them. Your employer branding strategy must align your internal culture with external perceptions, and (as you might know) that’s not an easy feat. Whether you're already working on developing your strategy or want to start soon, these tools will supercharge your brand: https://lnkd.in/daBETeum #EmployerBrand #WorkExperience

Is your employer brand helping or hurting your quest for top talent? Every business has a reputation, but how does yours measure up? A strong employer brand attracts top talent and drives success. Learn how to assess and improve your company’s reputation and boost your ability to attract high-performing candidates. Click the link to dive in and discover actionable tips to elevate your employer brand! https://hubs.ly/Q02GD27b0

Final post on the true value of an EVP: the Blade! This week, I've been waffling about how a great Employee Value Proposition can be a magnet (to attract and retain talent who can thrive with you) and a compass (to guide your employee experience an culture strategies). I also use a third metaphor, and this one's simple but too often forgotten: your EVP is a very sharp blade that you can cut yourselves on. And you know what? That's super healthy and useful, if you embrace it. There are many, many employers out there talking about themselves A LOT, and generating hype about being 'a great place to work' - often on posts, ads or web pages full of stock images, forced photos of their staff, or careers videos that look and feel like hostage videos. Two points to make here. 1. Obviously, do not oversell. It's wrong and it's stupid. The louder you shout about all the 'good' things and the more you hide the 'bad', the greater the risk - of new hires leaving quickly or, worse still, sticking around, failing or struggling, and resenting you. A great hire for your business is someone who joins you for the right reasons (including the problems they can help you solve) and who have their eyes wide open to what they're getting themselves into. Tell the truth. 2. Understand your audiences and your angles. Who do you want and why should they choose you? Got one of those 'Employer of choice' badges on your ads? Hmmm. Hear me out. I absolutely see the value of real, evidence-based recognition of your investment in your people, and the results that can follow. But I see a lot of medals and badges being given out based on little more than a marketing submission (and a paid fee) to panels or companies with an agenda. For organisations with more style than substance, this can cause significant attraction and retention issues. (Key question: when you announce your 'South West Tasmania Stapler Manufacturing Employer of the Year 2024' award at the all-staff conference, how do they react? If it's more eye-rolling and smirks than fist bumps, you've gone backwards on what matters most). As always, you have to bring it back to your audiences. You're an employer of choice? For whom? And based on what? Who do you want and need in your organisation? And why should they choose you? When you can answer those questions concisely and consistently, and when you can deliver on the promise more often than not, you're well-placed to attract talent who stay and help you win. If you're selling a dream that will never come true, prepare to bleed. #employerbranding #employeevalueproposition #tasmanianmanufacturingawards .... Want some help? I'm terrible at assembling furniture. I'll never get you home without a sat nav. But I'm really, really good at EVP and employer branding. And so are my team. Message me.