Indeed Company Pages When it comes to Employee Review sites, Glassdoor seems to get all the press coverage and name recognitionamongst candidates. However, if you are about to set out on this journey to develop or update your Glassdoorstrategy, we would strongly advise having a strategy for your Indeed page as well. In all likelihood, the strategyyou deploy for both will be identical. Launched worldwide in October 2013, there are now thousands of organisations with an indeed company pagethat is gathering anonymous employee reviews, but many of these organisations are not even aware of itsexistence. Please note: Glassdoor was acquired in May 2018 by Recruit Holdings Co., Ltd. This is the same company thatowns Indeed and many in the industry are speculating whether these two services might be integrated in thefuture. How Indeed Company pages differ from Glassdoor

There are a few subtle differences from Indeed to Glassdoor. For example, they ask employees torate an organisation using slightly different categories. See below:

Indeed company pages did not used to offer a paid-for company page. However, in 2018 theyreleased a new paid for product which you can read about here:https://www.krtmarketing.com/blog/indeed-company-pages/

As it stands, several of the enhancements you will pay to add to your Glassdoor page, such as aheader image and social media feeds (see below), are available for all Indeed company pageadministrators to update for free.

Header Image

Social Media Feed

Finding & Claiming your Company Page This section will detail whether we were able to locate an Indeed and/or Glassdoor company page for yourorganisation. We will also provide you some advice on how to claim your page.

Do you have an Indeed company page?

No We could not locate an Indeed company page for you. If you want to request Indeed to set up a company pagefor your organisation we recommend you contacting their support team.

Have you claimed your Indeed company page?

NoYour page is not claimed. If you sign up for an account (use your work email address) you should be able tobecome an administrator of this page. This will allow you to update the content and reply to reviews.

To claim the page, you will need to go to your company page and click the link to “Claim this company page”. Seebelow for an example:

Do you have a Glassdoor company page?

No

We could not locate a company page for your organisation on Glassdoor. If you would like Glassdoor to add apage for you then you can contact them via this link. If you are more comfortable with not having a Glassdoorpage then we would suggest you check back every 2-3 months as there is a good chance that a page will beadded at some point in the future.

NOTE: It is possible that your company page is listed under a different name that is perhaps not the mostcommon name your company is referred to. When you locate your company page or if you have to request a newcompany page to be built, you might also want to ask Glassdoor to add any other names that your is known by asalternative searchable names. For instance, we have the following associated with our EasyWeb Group companypage; EasyWeb Training, EasyWeb Recruitment, EasyWeb Engagement, EasyWeb ATS, EasyWeb NFP,EasyWeb Agency. organisation

Has someone claimed your Glassdoor page?

NoYou need to claim your page. There are many reasons why you should do this. The short answer is it’s free andwill allow you to update the page and be alerted when reviews are added. For a more detailed answer, we woulddirect you to this blog post.

NOTE: HOW TO CLAIM YOUR GLASSDOOR PAGE

To claim your page, you need to sign up for an employer account which is free and you can do here.

This process will take a few days for them to verify that you are a relevant contact to take ownership of this page.You will need to use your work email address and ideally be working in either , HR, marketing or executiveposition in order for them to grant you admin rights to the page. a recruitment

Updating your Glassdoor and Indeed Company Page This next section will focus on the options available for you to update your company page on Glassdoor andIndeed. To save time and avoid duplication, I have focused the examples around Glassdoor but will also mentionat the end of each question what the status of your Indeed company page is in relation to this question.

Have you added a clear description to your Glassdoor page?

No You don’t appear to have a company description. This is a really important part of your Glassdoor company page.Bear in mind the vast majority of visitors to your Glassdoor page are going to be jobseekers. So you should lookto write some content that focuses on:

Who your organisation is?What you do?What type of people you employ?What makes you a good employer? Ideally, you would support this with evidence such as stats, awardsetc.

You should look to this content every 6-12 months to keep your page fresh. Below is a good example fromCountrywide plc, which we like as it talks about their size, the range of opportunities available and has a “call toaction”.

Here is the link to Countrywide’s page: https://www.glassdoor.co.uk/Overview/Working-at-Countrywide-plc-EI_IE8604.11,26.htm Here are some more links to organisations with good employee focused descriptions:

GAME Digital: https://www.glassdoor.co.uk/Overview/Working-at-GAME-Digital-EI_IE547654.11,23.htm Opus:https://www.glassdoor.co.uk/Overview/Working-at-Opus-Professional-Services-Group-EI_IE540720.11,43.htmHargreaves London: https://www.glassdoor.co.uk/Overview/Working-at-Hargreaves-Lansdown-EI_IE100339.11,30.htm

Do you have a company description on your Indeed page?

No You do not appear to have a company description on your Indeed company page. This is important andsomething we would encourage you to update. Remember, it is important that the content you add here is aimedat prospective employees, rather than a simple pitch on what your organisation sells/does.

Have you added a mission statement on Glassdoor?

No You don’t appear to have a mission statement listed. Okay, don’t panic, lots of people don’t add one. We wouldadvise you to check with your marketing department to see if they have an approved mission statement that youcan use. If you are from marketing and you do not have one then see below for some examples that might getyour creative juices flowing: Yell“Yell's mission is to help businesses find and connect with customers”https://www.glassdoor.co.uk/Overview/Working-at-Yell-EI_IE14549.11,15.htm Wiltshire Council“To create stronger and more resilient communities”https://www.glassdoor.co.uk/Overview/Working-at-Wiltshire-Council-EI_IE582103.11,28.htm Hargreaves Lansdown“Our aim is simple; to be the UK’s number one place for people’s savings and investments.”https://www.glassdoor.co.uk/Overview/Working-at-Hargreaves-Lansdown-EI_IE100339.11,30.htm Crafting a good mission statement Most people on Glassdoor are confused about Mission Statements. Ultimately, these should focus on the overallsingle goal of the organisation. They should be one or at an absolute maximum two sentences. This allows for animpactful and focused mission statement. In part, I blame Tom Cruise, or to be more precise Jerry Maguire forthis confusion. A film full of memorable quotes but they also slipped in this pearl of wisdom: “And then it happened. It was the oddest, most unexpected thing. I began writing what they call a missionstatement. Not a memo, a mission statement. You know, a suggestion for the future of our company. A night likethis doesn't come along very often. I seized it. What started out as one page became twenty-five. Suddenly, I wasmy father's son again. I was remembering the simple pleasures of this job, how I ended up here…” Sorry Tom/Jerry but I am not excited to read your 25-page mission statement. No wonder he was fired shortlyafter circulating this! Please note: Indeed Company Pages do not ask you to provide a mission statement.

Have you added pictures to your Glassdoor page?

No Ok don’t panic, most company pages do not have pictures added to them. However, we would highly recommendadding pictures as they help jobseekers to visualise what a career with your organisation might look like. Checkwith your marketing department to see if there are approved photos you can use. You can also check yourorganisation’s social media pages for what should be marketing approved photos. Remember, you are trying toshow to prospective employees what it might be like to work at your business, so make sure these pictures tellyour organisation’s story. You should look to update your page with new pictures every few months. Here are some examples oforganisations who are using pictures really well on their page. University of West England:https://www.glassdoor.co.uk/Photos/University-of-the-West-of-England-Office-Photos-E353364.htm

Great collection of photos showing off their campus.

Nisbetshttps://www.glassdoor.co.uk/Photos/Nisbets-Office-Photos-E789109.htm

Good example of office and happy staff photos.

Willis Towers Watsonhttps://www.glassdoor.co.uk/Photos/Willis-Towers-Watson-Office-Photos-E1122768.htm

Lots of photos of all their offices, corporate social responsibility events and general happy staff photos.

Do you have photos on your Indeed company page?

No You do not appear to have any pictures published to your Indeed company page.

Have you added a header image to your Indeed company page?

Unfortunately, you have not uploaded a header image to your company page. This is easy to do, onceyou are confirmed as an administrator for the page.

To upload a header image:

1. Click "Edit Page" on the right side of your Company Page.2. Select "Choose Image" under the "Header Image" section.3. Select your header image file and select "Open".

Header images must be at least 980x200 pixels and may be resized to fit.

Please note: You cannot add a header image to your Glassdoor page unless you choose to upgrade to anenhanced profile.

Have you added any awards? (employer awards or general awards)

NoYou don’t appear to have any awards listed. Don’t worry, most organisations have not updated this section. Notevery organisation has the time and resources to enter and compete for awards. Jobseekers don’t expect to seethem but they certainly help.

Whilst awards that highlight your organisation’s amazing products/services are great, awards and certificationsthat confirm you as a great employer are even better. Here is a list of UK based Employer Award Events andother certifications that might be worth looking into:

http://www.easywebtraining.com/2017/11/17/list-of-uk-employer-awards/

Please note: Indeed does not provide the option for you to add details of your awards. Although you could decideto list them in the general company description section.

Your Ratings on Glassdoor and Indeed

Do you have an above average Glassdoor rating?

No, it’s less than 2.4The average overall rating on Glassdoor is 3.3 so your score of 0 is a little worrying. Don’t be too downheartedthough, with a bit of effort you should be able to get this rating up.

Do you have a good rating on Indeed

Less than 2.0You have a very low Indeed rating of 0. This is concerning and is likely to be having a negative effect on yourEmployer Brand. If Indeed has historically been a strong source of applicants for you, this score will likely beaffecting the number of applicants applying, as your rating sits next to all job adverts.

If you want some ideas on how to cultivate some more positive reviews, check out some of the ideas listed in theGlassdoor section. They will work just as easily with Indeed.

Gathering more reviews (especially positive reviews)We’re not sure how much attention you have paid to Glassdoor & Indeed so far and whether you have a strategyin place to encourage additional positive reviews, so below are some ideas which will hopefully help you gathermore reviews (especially positive reviews).

1. Ask staff who have a positive exit interview to leave a review.2. Make a reminder to reach out to staff who have passed their probation period and ask them to

leave a review of their experience so far.3. Congratulate each staff member when they pass each anniversary with the company (your HR

system might be able to report to you on this) and ask them if they want to share their experienceso far by posting an anonymous review.

4. Complete an employee engagement survey with your staff (we have a free service you can use forthis, see www.easywebengagement.com). When you share the results with your staff, if they arepositive, ask them to post anonymous reviews to help encourage future employees to apply.

5. Ask the management team and your colleagues in HR/Recruitment to post reviews. Be carefulthough not to inspire your entire management team and HR to all post a review in quicksuccession. Although these will be genuine reviews, it will look like management have taken overyour Glassdoor page.

Please note: Just to be clear, I am not suggesting you post fake reviews. I am reminding you that youand your colleagues in the management team are employees too and you should be posting your ownreview. These reviews will always work better if they are genuine, authentic reviews that highlight the Prosand Cons of your organisation. They should not be all 5 star reviews!

Our founder, Adrian McDonagh, wrote his own review of EasyWeb. He works in the organisation so there isnothing wrong with this, it just makes sense to ensure you’re clear about the potential bias. If you do it right it is agood chance to show the owner/founder’s personality and commitment to transparency.

Reviews

Have you responded to all your reviews on Glassdoor?

NoneOkay, this is important. Whether you have a page of awesome or terrible reviews you should respond to all ofthem. Over the coming years your Glassdoor page is only going to increase the number of reviews and views itgathers from prospective applicants.

Still not convinced? You will be when you read this blog post.

Have you responded to all your reviews on Indeed?

NoneYou don’t appear to have replied to your reviews on Indeed. Not to worry, lots of people have not completed thisstep. However, it is really easy to do. Once you sign up and claim your page you will be able to reply to all yourreviews.

What we thought of your approach to replying toreviews

Short/Lack of detailIn our opinion, your replies to reviews were a little short and could have contained a more detailed response tothe reviewer.

You should look to reply to the specific Pros and Cons that the reviewer mentions and try to reference them inyour reply. You do not need to refer to each one, particularly if the review is lengthy. A good test for your reply isto think about how you would feel if you wrote the review as a letter or email to the customer services department.Perhaps this is a complaint or endorsement. Regardless of the level of positivity, you would probably expect areply that referenced your queries rather than a templated email. As these reviews sit on the web forever, there isan ever greater need to post a solid reply that helps present your organisation in a positive light.

Review Sign Off

No nameThis is only a small issue but your replies typically don’t mention the name of the person who responded. Some ofthe best replies will finish by adding the name of the person who is replying. If you prefer, you might decide to justadd your first name, either way we think this is a nice personal touch to finish your review. See below for anexample:

General feedback for replying to reviews on Glassdoor & IndeedMake your case, but avoid arguingWe wanted to include some general advice in all the reports we produce to encourage organisations replying toreviews to tackle what they deem as unfair criticism, without falling into the trap of arguing.

It is very easy to take negative feedback personally. Particularly, if you feel attached to your organisation.Owners/MDs are naturally the most prone to this type of behaviour. The good news is that it is possible in mostreplies to present a solid counter position to the reviewer, whilst maintaining a friendly demeanour in your reply.Here are some key tips/examples:

1. Replying to infuriatingly short negative reviews

It can be difficult to reply to a review that makes several negative statements but does not provide any detail. It’sbest not to get frustrated by this. If you highlight that it is difficult to properly address these concerns without moredetail then most readers will appreciate the impossible position you are in, and will disregard the claims madewith little or no evidence.

Here is a good example of how to highlight this and stay open and positive:

2. Replying to former employees – using the “that was in the past” approach

Most organisations have reviews from former employees that include some negative feedback. In many cases,the feedback that they have provided might have been fair, in the past, but not now. Neither Glassdoor or Indeedprovide confirmation as to what time period the reviewer is referring to. They only highlight the date the reviewwas posted and if the reviewer at the time of posting is a current or former employee. As you therefore cannotknow what time period the reviewer is referring to, there is the potential this feedback is relevant anymore. Youcan explain this in your reply. Below is an example[AMD1] how to do this.

Here is the review:

Here is the reply. We like this as it is very open about their past flaws whilst also stressing the changes that theyare now delivering.

3. Acknowledge you are not perfect…but you are working hard to be better

Visitors to Glassdoor are not looking for perfection. They are likely to be far more attracted to a company who ismodest and acknowledges that it might have some issues, but is open to hearing feedback about where they canimprove.

Here is a great example. Here is the review:

Here is the reply:

4. Avoid aggression

The old adage that “you cannot lose the argument if you don’t lose your cool” definitely applies to employeereview sites, as well as the reverse “you have definitely lost the argument if you lose your cool”. Jobseekersreviewing these sites are used to seeing some whacky/insane reviews. See below for one of my favourites:

However, it is reasonable to expect a company replying to be held to higher standards and not “get down in thegutter” with the insane keyboard warriors. To quote Obama (Michelle not Barack) “when they go low, we go high”.

We have a small collection of negative reviews on our Glassdoor page (about 10%). Here is an example of onethat we have to admit to finding uncomfortable to read.

Here is our reply, in which I am trying to present a measured and reasoned reply. Note that this approach stillallows me to make a counter argument to some of the points made by the reviewer, but without soundingargumentative.

Here is how not to do it……

One of the most argumentative replies that I have seen. Which is a shame as within this reply he makes somestrong points, but the style (and length) means that few people will remember this when they see the response.

……..Mad.

100% GUARANTEED TO WORK TIP ON WRITING A REPLY

Don’t post immediately. Sleep on it and re-read what you have written in the morning. Whilst it’s important to posta prompt reply, an extra day will not matter. This tip is especially important for replying to negative reviews.

InterviewsAfter general reviews of organisations, interviews are the most popular area for Glassdoor’s users to contributeinformation. For many candidates, the interview process can be stressful. The time taken to make a decision canbe very frustrating, especially if the decision is not to hire. Glassdoor will offer these candidates a venting groundto critique your interview process and your whole candidate experience. It is therefore more important than ever that the candidate experience you deliver is first class. Here are somegeneral tips to help you tighten things up:

1. Provide honest feedback

This is easily the most common complaint from candidates. They either do not hear back at all or they get a“canned response”. Whilst we think it is unlikely for recruiters to be able to provide individual feedback to eachapplicant, they should at least get an email update to let them know the initial decision on their application. For candidates who get to interview stage, they should expect to have open and honest feedback if they arerejected. Ideally, this feedback would come in the form of a phone call rather than an email.

2. Have a clear recruitment process and make it available for all candidates

Although the recruitment process might change for different jobs, it is a good idea to list your general recruitmentprocess on your website, including the assessment tools you use and why you use them. Below is a good example from: https://www.npowerjobs.com/our-recruitment-process

3. Make an effort where you automate

If you have an ATS (Applicant Tracking System) then you’re probably benefiting from being able to automatelarge parts of your recruitment process, with emails automatically sending to candidates when they hit key stepsin the recruitment process. All too often these automatic emails are stale and boring. When you are crafting these emails see if you canprovide extra content such as links to blog posts and other information about your organisation. The aim shouldbe to start getting your candidates excited about working for you, before they even step into your building tointerview.

4. Have a clearly communicated timeline

Be clear about when you plan to feedback to candidates. I would also suggest you artificially extend the deadlinesyou give yourselves to provide feedback. No candidate is going to be upset if you feedback earlier then youintended and more often than not gathering feedback after interview takes longer than expected.

5. Office tour

Make the effort to show every interview candidate around the office and give them a chance to meet and talk withkey staff. This is often one of the main ways that candidates start to get a feeling for the culture and values of theorganisation they are considering joining.

6. Ask for feedback

For some organisations, it might be too risky to encourage all candidates to provide you feedback on yourinterview process via Glassdoor. More confident organisations who might have made a commitment to deliver agreat candidate experience, might be keen to hear and act upon all interview feedback. Whether you are prepared to take this leap or not, it seems crazy not to seek the opinions of the candidates youare seeking to hire. At the very least, you should setup a simple 4-5 question anonymous online survey for allinterviewees to complete. Ideally, you would send this survey out within 24 hours of the candidate completingtheir first interview.

Have you replied to each interview review on Glassdoor?

NoneOh dear, you don’t appear to have replied to any of your interview reviews. You should really reply to all of them.Replying gives you a chance to show that you care and also an opportunity to present your perspective. Justmake sure you don’t do this in an argumentative style, like the example below:

Here is a good example that we like from Auto Trader as they were able to present a reasoned response andseemed genuinely sorry that the interviewee did not have a positive experience.

Please note: Some organisations have set interview questions they use to determine an applicant’s suitability.These same questions are often repeated in every interview and might be used to assess an applicant’s criticalthinking, commercial knowledge, etc. Glassdoor is starting to gather a database of these questions and the well-prepared interviewee might be able toanticipate some of your toughest interview questions. If you suspect this to have happened, then you might needto have a broader selection of questions to ask and vary the questions asked in each interview. Tips on gathering more positive interview reviews As interviewees who have a positive experience are less likely to be motivated to post a review of your interviewprocess, you might want to do some or all of the following:

Send a post interview email within 24hrs of the interview to all candidates to gather their anonymousfeedbackSend an email after an offer has been agreed to the new hire to gather their anonymous feedbackEmail all hires currently working in the business who were hired in the past 6 months, to ask them to postan anonymous review of your interview process

Please note: Indeed company pages do not currently offer their users the option to post reviews of their interviewexperiences.

Salaries From our experience, the salary information on Glassdoor & Indeed is interesting, but for the clear majority ofcompanies does not provide solid benchmarks that candidates can rely on. For example, as a recruitmentcompany we hear candidates discussing Glassdoor, and to a lesser extent Indeed reviews and ratings with us,but we have never heard a candidate refer to the salary information listed on Glassdoor or Indeed.

Aside from contributing your own salary information to help make averages more accurate, there is not much youcan do if you are concerned about the accuracy of the salary information listed on your page.

In our experience neither, Glassdoor or Indeed are likely to edit/remove inaccurate salary information, as this hasbeen submitted by one of their users and it is hard for them to confirm the accuracy of this. However, there is a chance that they would remove irrelevant information, so you should be monitoring salaryinformation. Irrelevant information could for example, be information listed against a job title that your companyclearly does not have. If you have concerns about the salary information listed on your page we would encourageyou to contact the relevant support team:

Glassdoor support: http://help.glassdoor.com/ContactUs/en_USIndeed support: https://www.indeed.com/hire/contact-us?hl=en-gb

Benefits The benefits you provide to your employees can be added to your Glassdoor page either by employees reviewingthem, or by you updating your page to highlight which benefits you offer. If you decide to confirm your benefitsthey will appear with a green tick next to them to say, “Employer Verified”, see below image for an example:

In addition to listing your benefits, employees (past and current) can choose to review any of the benefits andgive their opinion on them. As with all reviews on Glassdoor the organisation being reviewed has the option toreply back and give their thoughts. See below for an example:

Have you confirmed your benefits on your Glassdoor Page?

NoYou do not have your benefits verified. Don’t panic, this is easy to do once you have claimed your page. Yousimply log in to the employer centre and go to the Employer Branding section, then select benefits and tick thebenefits that your organisation offers (see below image):

Have you replied to all of your employee reviews of your benefits?

NoOh dear, you have not replied to any of your employee benefit reviews. Not to worry, most organisations have notreplied to these reviews. However, we would strongly advise you take the time to reply to each and every review.

Remember to avoid the temptation to just put a canned statement after each review. You should be looking toreply to the positive and/or negative reviews the person has added.

JobsAre your jobs listed on Glassdoor?

NoOh dear. Your jobs are not appearing on your Glassdoor page. Glassdoor is looking to have all jobs in the UK(and beyond) on their website. Working to a similar model to Indeed they are keen to have as many jobs aspossible as the jobs will drive traffic to their site and improve the visitor experience.

There are two ways to get your jobs on Glassdoor:

1. Contact Glassdoor Help

If you reach out to Glassdoor via their help contact page, you will need to sign up to a Glassdooremployer account and have already claimed your page. Below is an example email template you cansend to invite them to add your jobs page: Hi, I have been updating my Glassdoor page see: INSERT LINK I am keen to get our organisation’s jobs listed on our page and I was hoping you could add them to yourlist of web pages that you index/scrap from. Here is the link to where are jobs can be found: INSERT LINK Thanks in advance,

2. Ask your Applicant Tracking System (ATS) provider to enable you to post to Glassdoor:

Most ATS providers offer the ability to post to free sites like Indeed and Glassdoor. Posting to these sitesshould be as simple as ticking a checkbox. See below for a screenshot of how we do this with EasyWebATS:

Are your jobs listed on Indeed?

NoWe could not locate any of your jobs when we searched Indeed. This means that either, you are not activelyrecruiting at the moment, or Indeed is not listing your jobs. We would encourage you to ensure that all your livejobs are listed on Indeed as it is a prominent job board and will provide you a reasonable amount of applicants forfree.

There are several ways of getting your jobs listed on Indeed:

1. ATS option

If you have an ATS (Applicant Tracking System) provider you can ask them if they have an integration withIndeed that will allow you to post jobs to Indeed as easy as posting them to your own website. This is the cleanestand most efficient of all three options listed here.

2. Scraping

You can ask Indeed to add your jobs page to the list of web pages that they “scrape” jobs from. This will meanthat within a day or two of you adding a new job to your jobs page, it will be listed on Indeed. Just contact Indeedsupport (click here) and provide them a link to your jobs page.

3. Manually post

Once you have an account, you can log in and post jobs manually to Indeed. Whilst this is easy to set up, itrequires you to take the time to post your vacancy manually to Indeed, whereas both the above options areautomated.

Contact InformationTo find out more about your report, or to speak to our team about our free training on Employer Branding, pleasecontact your dedicated auditor.

Name: Amelia MuldowneyContact Number: 01933429061Email Address: amelia.muldowney@easywebgroup.co.uk