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3 Steps to Attracting Diverse Talent By Improving Your Company’s Employee Review Boards

3 Steps to Attracting Diverse Talent By Improving Your Company’s Employee Review Boards

Many companies are not aware of negative reviews they are receiving on employee review boards, such as Glassdoor, Indeed, or Comparably. Negative reviews cast a poor light on a company’s employer brand, even if the assertions are only partially true or false altogether. Companies are losing out on talented, diverse employees who search employee review boards and find subpar reviews and ratings for the company.

Read on to learn how to improve your company brand through the use of employee review boards.

Maintaining an excellent employer brand is possible despite some negative feedback on employee review boards. By monitoring and responding to negative reviews, employers can remain in a positive light to job-seekers.

But there is something you can do.

Being proactive on employee review boards can reduce the number of poor company reviews, mitigate the effect of negative reviews that do appear, and inspire diverse candidates to apply.

Best Practices for attracting more diverse talent through your company’s employee review boards:

1. Be proactive. Decrease the opportunity for negative reviews. When it comes to negative feedback on employee review boards, prevention is the best course of action. Make sure current employees are provided with proper outlets to share their frustrations with management so they do not feel the need to vent their grievances online. Encourage employees to speak up by providing safe, confidential environments to share about problems in their roles. For job-seekers, provide a friendly atmosphere to communicate and apply. If their personal experience is positive, job-seekers will be more likely to overlook a few negative reviews.

2. Frequently check job boards and respond to reviews promptly. One negative review will not destroy your positive employer brand, but neglecting to address the review might. It is so important to check popular employee review boards frequently and respond, because 75% of job-seekers are more likely to apply to a company at which the employer responds to reviews.

If you do find negative reviews while searching job boards, stay calm and collected while reading them. Resist the urge to defend yourself and your company by arguing with the reviewer; instead, choose your words carefully and respond with reconciliation in mind. Stay professional, and invite the conversation to move offline if necessary.

In many companies, it may be beneficial to assign just one person the task of researching and responding on employee review boards. This will give your brand a consistent voice, and it will prevent rushed or defensive responses by other employees.

Please note, if a negative review makes serious accusations against the company, fully investigate the claim and involve the necessary legal parties. Don’t dismiss it without digging. However, if the review is obviously written by an internet troll or can easily be proven untrue, you can try appealing to the host site to remove the review.

3. Take steps to improve your reviews and ratings. While it’s impossible to erase all negative reviews, it is possible to improve your rating and employer brand! First, take a look at any negative reviews you’ve already received. Do they have anything in common? Are there any complaints that merit change? Be honest with yourself and your company, and use past negative reviews as a chance to grow as an employer. This will go far in helping you avoid negative reviews in the future.

Second, ask your satisfied employees to leave a review on employee review boards. Disgruntled employees are much more likely to leave reviews than content employees, so requesting a positive review can help create a much more accurate picture of your employer brand in the eyes of job-seekers. Seeing the positive reviews of other talented, diverse employees will help inspire more diverse candidates to apply.

So what can you do to make sure your company’s employee reviews attract top talent? Check out our latest guide, “Attracting Diverse Talent: Employee Review Boards” for tips on how to make your employee reviews stand out. The guide covers the essential first steps toward making your company’s reviews and brand more inclusive. Click here to download the guide today and start making a positive impression on potential customers, partners, and employees!

3 Keys to Making Your Job Description More Inclusive

3 Keys to Making Your Job Description More Inclusive

Many companies post generic or poorly-worded job descriptions that immediately turn away talented, diverse candidates. When reviewing job descriptions, candidates need to be able to imagine themselves in the role, and exclusive language or corporate jargon can cause job-seekers to feel that they would not fit in a given position. Job descriptions ought to be inclusive, reader-friendly, and demonstrative of a company’s values and employer brand.

Read on to learn the 3 keys to making your company’s job descriptions more inclusive and therefore attractive to diverse candidates!

Why Creating Inclusive Job Descriptions is Beneficial for Your Organization

An inclusive job description allows a wider range of applicants to feel that they would fit in the open job position, which increases the overall number of candidates who apply. Inclusivity in particular is often what diverse job-seekers are looking for in a company, so highlighting inclusive language in job descriptions can motivate diverse candidates to submit applications. In addition, well-executed job descriptions can help position a company’s employer brand as diverse and inclusive.

Best Practices to Solving the Problem

Key #1 Choose words and phrases that are inclusive.

Your words matter! When writing a job description, choose language that allows the maximum number of applicants to see themselves in the role. For example, by listing the job title “hostess,” you might accidentally be excluding a huge pool of applicants. If you simply change the title to “greeter,” your candidate reach will dramatically increase.

Another frequent mistake in writing job descriptions is listing too many items as “required.” For example, requiring a bachelor’s degree could disqualify a self-taught applicant with 20 years of experience in a field, which is often more beneficial than formal schooling.

When creating descriptions, remember: you want to describe the tasks or characteristics of the job itself, not of the person you imagine in the job. By doing this, you’ll immediately broaden your reach to more diverse job-seekers. For example, instead of vague terms like “strong,” use specific descriptions such as “able to move 25 pounds.” Or, instead of “compassionate” or “aggressive,” try phrases like “customer-oriented” or “able to generate sales.” Fewer image-provoking words will help your job descriptions fit more candidates.

Key #2 Be transparent about your company and what you offer employees.

Don’t shy away from specifically stating in your job descriptions that you welcome diversity. Transparency about your company’s values, benefits, and – in some cases – even salary ranges can encourage candidates to apply. It might be helpful to highlight specific items such as parental leave or flexible schedules, too, since these benefits also help job-seekers understand what your company values.

Remember, job descriptions are an extension of your employer brand, so be up front and honest about who you are as a company as you craft the wording.

Key #3 Ditch corporate language or technical jargon.

If your goal is to create job descriptions that entice talented, diverse candidates, technical jargon and corporate language can immediately negate your efforts. “Corporate speak” is often seen as a way to separate “insiders” – people who already understand the company and industry – from “outsiders.” However, many diverse candidates outside of the company with no industry experience would still make fantastic employees.

To remedy your descriptions, try swapping out industry-specific words with more generic terms. Job-seekers are more likely to submit applications when the job description is clear, straightforward, and inclusive.

In order to create an inclusive and diverse workplace, it’s essential that you create opportunities with inclusive job descriptions. Regularly editing your job descriptions will help you attract the top diverse talent that you seek. Our guide, “Attracting Diverse Talent: Job Descriptions Guide”, will walk you through the process of how to do just that. It’s easy to do, and you can get started today! So what are you waiting for? Download our Guide today! Happy recruiting!

4 Steps to Attracting Diverse Talent By Improving Your Company’s Social Media

4 Steps to Attracting Diverse Talent By Improving Your Company’s Social Media

There’s no question that social media is a powerful tool for communicating with potential customers and clients. But what about using social media to attract diverse talent? In this step-by-step blog post, we’ll show you how to use social media to reach a wider range of talented candidates. By following these tips, you can connect with top talent from all walks of life. 

Read on to learn how to improve your social media to attract more diverse talent and actually get them to apply for your open jobs.

Social media is an underutilized resource for showcasing companies’ DEI programs and initiatives. If potential candidates do not see themselves reflected in social media campaigns, they are less likely to apply. Many companies are losing out on talented, diverse employees because of a generic social media presence that lacks transparency and diversity.

But there is something you can do.

If used intentionally, social media has the capability to attract diverse, talented professionals from a wide pool of applicants. The majority of today’s job-seekers use social media to research companies they’re interested in, so online presence is a unique opportunity to display what it’s like to work for a company. Employer branding, which is a company’s perceived reputation by customers and potential employees, has the power to make a business desirable to job-seekers. Strategic employer branding via social media can position a brand as authentic, genuine, and diverse, which attracts diverse talent organically.

Best Practices for attracting more diverse talent through your company’s social media.

1. Showcase day-to-day operations in a creative way. Social media offers a unique approach to showing off day-to-day happenings at your company. Don’t be afraid to share typical office tasks, and don’t shy away from funny break room moments. Daily moments are what job-seekers are curious about, and seeing the office in action often is the “push” candidates need to apply. Aim to share genuine content without curating too much, but be intentional about showcasing daily events that highlight what your company is really about. Purposeful posts will strengthen your employer brand in the eyes of viewers.

2. Schedule employee account takeovers. Let one employee be the star of your social media account for a day! Your employee can share details about their role in the company, their personal daily tasks, and what it’s like to work for your company. The benefit of an employee account takeover is twofold: first, it allows potential candidates to see your company’s internal workings from an employee’s point of view, which is statistically more compelling than an executive’s viewpoint. Second, it allows you to showcase diversity in a real, authentic way. Your current diverse employees who love what they do are your best assets to attracting new diverse talent.

3. Share exciting news, statistics, and interesting facts. Using social media as a way to communicate exciting wins for your company, share statistics about how your company makes an impact, and promote fun facts about your company and employees is a simple way to connect with potential candidates. If done in a fun and engaging way, sharing about your company’s wins and impacts via social media can elevate your employer brand. Potential employees can see and connect with what the company is doing to make a difference.

4. Engage with your audience as well as other companies and brands you align with. One crucial element of social media is the “social” aspect! If you have a beautiful, diverse social media page but never interact with your audience, you’re missing out on an opportunity to help job-seekers feel that they’re already connected to your company. Responding to comments and questions gives your social media page a dynamic “voice,” which further shapes your employer brand.

Another way to shape your brand on social media is to like, follow, comment on, or share material from brands whose mission and values align with yours. When done intentionally and genuinely, this is an excellent way to highlight your commitment to diversity. Companies who are already known for their DEI initiatives are constantly putting out content promoting diversity. Comment or share to visually align yourself with their mission. Job-seekers will notice and take note!

So what can you do to make sure your company’s social media is set up for success? Check out our latest guide, “Attracting Diverse Talent: Social Media Guide” for tips on how to make your social media is more welcoming and inclusive for everyone. The guide covers the essential first steps toward making your company’s social media more inclusive. Click here to download the guide today and start making a positive impression on potential customers, partners, and employees!

4 Steps to Improving Your Company Website To Attract Diverse Talent

4 Steps to Improving Your Company Website To Attract Diverse Talent

Websites are the first impression for companies; they’re often the first thing potential customers, partners, and employees see. And just like with people, first impressions matter. A lot. In fact, studies show that it only takes 50 milliseconds (that’s 0.05 seconds!) for users to form an opinion about your website. So if your website is outdated, difficult to navigate, or not inclusive, you could be inadvertently turning away diverse talented individuals who might be a great fit for your company.

Read on to learn how to improve your website to attract more diverse talent and actually get them to apply for your open jobs.

Often, diverse candidates are not represented on company websites. Most companies don’t provide information about their diversity initiatives, community impact, or human-centered aspects of the company, such as commitment to equity and inclusion. The lack of diverse website imagery and information creates a barrier that deters talented, diverse candidates from applying.


But there is something you can do.

High-quality, informative company websites that are designed with diversity in mind help job-seekers envision their potential role within the company. When diverse candidates can see themselves as a fit for the company, they are exponentially more likely to apply. Below you’ll find some best practices to get you and your team going in the right direction.


Best Practices for attracting more diverse talent through your company website/career page.

  1. Instead of selecting stock images, use photos, videos, and testimonials from your current diverse employees on your website. Allow your diverse team to share what it’s like to work for your company. There’s no more genuine cheerleader for your brand than your own team! Ask your diverse team members why they love working for your company, and then share those experiences on your website. Display your team’s racial and gender diversity in your imagery and videos.
  2. Emphasize your company’s culture, including ERGs, and development programs. If you have excellent Employee Resource Groups, put them on your website! If you’re in the process of creating ERGs or development programs, write about your commitment to diversity and equality on your career page. No matter where you are in building your DEI initiatives, it’s worth sharing that diversity and inclusion are non-negotiable attributes of your company.
  3. Display the community impact of your company. Explain why diverse candidates would want to participate in your initiatives and be a part of your team. From volunteer work to offering classes to providing scholarships, if your business makes a community impact – particularly related to diversity – share it on your website! Knowing that community is important to your company will inspire more diverse candidates to apply and join you in making a difference.
  4. Make your career page and open positions easy to locate on your website. Job-seekers shouldn’t have to dig to find information about your company’s values and initiatives. Easy-to-find information will enhance your user experience, which keeps applicants on your site. Once a candidate is inspired to apply, your open positions ought to be located in a convenient, easily-identifiable position on your site. Poor website experiences can discourage or prevent candidates from applying altogether, so don’t let your website be the reason you lose out on talented, diverse applicants – design your career page and open positions with job-seekers in mind.

So what can you do to make sure your website is sending the right message? Check out our latest guide, “Attracting Diverse Talent: Website Guide” for tips on how to make your website is more welcoming and inclusive for everyone. The guide covers the essential first steps toward making your website more inclusive. Click here to download the guide today and start making a positive impression on potential customers, partners, and employees!