Today’s recruitment strategies vary, with every organization finding a different approach. Some focus on compensation packages to make a role look more appealing. While others let company culture shine to attract candidates. Both are missing a key aspect of convincing potential candidates to apply. Employee testimonials and reviews are the gateway in which potential candidates can judge if your organization is the right fit for them.
Current and former employees of an organization will often leave reviews. Some of the most common places to see these reviews are Google and Facebook. Making sure your business profile has the review function set up on both of these platforms is a great public relations tool which will ultimately help drive recruitment.
Having these reviews available on easily accessible platforms provides a snapshot of a company culture, giving a candidate the ability to decide if they would like to move forward with applying.
Now that we know we need employee testimonials and reviews when advertising new roles—how do we use them effectively?
To begin, there are some great best practices for creating these compelling and genuine recruiting tools.
Before asking your current employees to begin working on testimonials or leave reviews, make sure your goals for this initiative are clear. This way no time is wasted during the creation process.
Clear instructions should be accessible to your employees in order for them to complete this request. This will also ensure that their regular work day is not interrupted by this initiative.
When reading employee testimonials and reviews, candidates want to feel that it was actually written by the employee. Allow your employees to use their own words and really let their personalities shine through in their work.
The hiring process is not an easy undertaking, but there are ways to make it less intimidating. Partnering with an employment agency like Staff Force, takes all of the anxiety out of the mix. Allow Staff Force to be your partner in growing your organization and reach out to us today for more ways to improve your recruiting pipeline.