The Association Blog

Today’s tip digs into the #1 most important content for most job seekers when researching an employer. How do your online reviews rate?

Have you reviewed your online reviews on Google, Yelp, Indeed, Glassdoor and Facebook? “That’s where potential candidates go to check you out,” says staffing and retention expert Tom Erb. “We see people turn down jobs—and even interviews—because of unfavorable reviews.” Research shows that 1 in 3 workers has declined an offer due to online reviews, and almost half of millennial and Gen Z applicants.

How can you optimize your organization’s online reviews? Erb shares the following info and tips:

• Aim for at least a 4.0 out of 5. “I recommend shooting for 4.5 or higher, to be most appealing to candidates looking for data on your company,” adds Erb.

• If you do receive a negative review, respond quickly and positively—something like, “Sorry to hear that.” Notes Erb, “It could be a disgruntled former employee who was very rightfully let go, but you still want to take the high road.”

• Comment on positive reviews, too—“We loved having you as part of the team,” etc.

• Ask your most engaged current employees to write reviews. “People sometimes feel funny about asking,” says Erb, “but think of it this way—you’re trying to attract their co-workers. If you’re short-staffed and they have had to fill in the gaps, you’re trying to ease their workload by hiring new staff.” Note, however, if you have employees who you know are unhappy in their roles, don’t pressure them—but those who love their job and are purpose-driven may jump at the chance to help attract their future colleagues.

Enjoyed this tip? There are 9 more where that came from, as part of Tom Erb’s session, 10 Ways to Attract and Retain Talent in a Crazy Labor Market, at The Solutions Summit. You can access all of the conference recordings here (free for members of The Association and Solutions Summit registrants).

More from Tom Erb

Tip of the Week: Right on the Button
5 Top HR Tips
Recording: Maximizing Employee Retention in a Highly Competitive Labor Market