Review employer: How to Use Employer Review Sites to Build Your Employer Brand

Опубликовано: July 19, 2023 в 9:07 am

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How to Use Employer Review Sites to Build Your Employer Brand

Resources How to Use Employer Review Sites to Build Your Employer Brand

How to Use Employer Review Sites to Build Your Employer Brand

Any business knows how important reviews are for their brand. Reviews give customers a clearer idea of the products or services they’re purchasing and help them decide whether or not they’re worth the money. Chances are, you’ve probably even checked out a review — or a few dozen — before swiping your card to make a purchase. 

But product ratings aren’t the only type of review that should matter to companies. Employer reviews — or what employees have to say about what it’s like to work at your company — are just as important.

Employees in today’s workforce value far more than compensation, and they’re turning to third-party employer review websites to get the information they need to make informed decisions in their job search. In turn, these sites have become increasingly important to companies’ employer branding strategies.  

Not sure how to manage your image online? We’ve rounded up some of our best tips on how you can use employer review sites to build your employer brand. 

Why is employer branding so important?

Employer branding — a.k.a. your company’s reputation as an employer — affects your company’s ability to attract and hire the best employees. A strong employer brand translates to reduced recruitment costs, better employee retention rates, a great candidate experience, and more. 

It’s actually pretty simple: 

  • Being a place people want to work = numerous benefits for your company.
  • Being a company that people steer clear of due to a poor employer reputation = bad news for your business.

What role do employer review sites play in branding?

Employer branding doesn’t just happen in one place. It is conveyed in person through your candidate experience and workplace culture. It is shared online through your careers page and your social media pages. It’s amplified when publications write about the workplace you’ve created. But, perhaps most of all, it is built on third-party employer review sites.

Any company can say that they are a great place to work. But what really matters is what current and former employees have to say about their experience. Consider these stats: 

  • Over 85% of employees and job seekers research company reviews and ratings to decide where to apply to a job. 
  • 57% of job seekers won’t even apply to a company that has overwhelmingly negative reviews. 

How to use employer review sites to build your brand

Approximately one-third of a person’s life will be spent at work. People want to know that their time is going to be spent wisely. Here’s how companies can use review sites to highlight their unique culture and attract top talent.

1. Develop a strategy

Employer branding isn’t something that just happens. If your organization hasn’t done so already, you’ll need to map out a branding strategy that accounts for your organization’s needs and goals.  

During the strategy phase, you will work together to:

  • Set goals: Determine the main objective of your branding efforts. Do you want to attract highly qualified candidates? Get more applicants? Reduce the overall time to hire?
  • Define your employee value proposition: Think about the unique things that you offer your employees. Is it a stellar compensation package? A sense of purpose in the work that your employees do? A laid-back work environment?
  • Identify candidate touchpoints: Decide what channels (such as review sites, social media, your company careers page, etc.) you’ll use to promote your employer brand. 

This is also a good time to get down to the nitty-gritty and nail down specifics, such as the overall wording and messaging you want to use to describe your workplace.

2. Create a profile or claim ownership of your company on review sites

Once you have a roadmap, you can set out to implement your strategy.  

The first step is to create profiles or claim ownership of existing profiles on employer review sites. After you are able to edit or submit information, go over the profile to make sure all provided company data on review sites is correct and accurately portrays your company. If something is wrong, correct it. 

Don’t leave anything on your company’s profile blank. The purpose of these profiles is to give your candidates all the information they’re seeking. Use every opportunity to share details about benefits, your mission and values, short bios of key people, photos, and videos. Stick to your messaging and showcase areas that make your company stand out among employers.

3. Empower your employees to provide honest feedback

The best feedback is honest feedback — even if it’s not exactly what you want to hear. It’s important that employers empower their employees to provide truthful feedback. 

You can encourage honest feedback by showing employees that what they have to say matters, whether it’s on a review site, in person, or elsewhere. Ask for feedback often and show genuine interest in what they have to say. Emphasize that there will be no negative repercussions for complaints and avoid getting defensive if you don’t like what an employee has to share. Remember: You’re working to improve your chances of attracting high-quality applicants in the future.

By creating a culture where employees’ voices are heard and valued, you can expect to receive better, more impactful evaluations.

4. Respond to reviews, both positive and negative

If an employee takes the time to leave a review, show your appreciation by responding if the site allows you to. 

If you get a negative review, don’t panic — and don’t ignore it. Instead, take this as an opportunity to listen and learn. According to one survey, 62% of job seekers say that their perception of a company improves after seeing an employer respond to a review. It shows potential candidates that you care about the employee experience and are committed to improvement.

When responding to a critique, be professional. Thank the employee for taking the time to leave a review, and address the specific issues that they present. Let them know how you plan on fixing the issue if it hasn’t been resolved already. 

5. Take advantage of opportunities to be transparent

Some review sites give employers extra opportunities to be transparent. For example, at JobSage, we encourage companies to become Trusted Employers. To earn this recognition, a company lets JobSage directly survey 100% of their employee base so that job seekers can hear from those that know best — current employees — exactly what it’s like to work there.

Most job seekers know that no company is going to be perfect. They do, however, want to know which ones can be honest. 

6. Use information from employer review sites to make actionable change

Perhaps the best way to use an employer review site is to use the data that you receive to make actionable changes in your organization. For instance, if a number of employees say that they are dissatisfied with the lack of growth opportunities, it’s probably time to take a look at how your organization promotes employees and how you can contribute to professional development. 

When you make changes based on the feedback you receive, be sure to highlight these actions. This will show employees — former, current, and future — that their voice matters and will encourage more transparent feedback in the future. 

Conclusion

If you want to attract the best employees, you need to be an employer that job seekers are eager to work for. Employer review sites can be a helpful tool that allows you to showcase what makes your company unique and learn from employees about the pain points of their experience. By using employer review sites to your advantage, you can strengthen your employer brand and make the right hires.

About the Author

Katie Duncan is the Content Manager at JobSage, an employer review site centered around inclusion, growth, purpose, feedback, and flexibility. She is passionate about creating content that educates, entertains, and inspires audiences. When not writing, you can probably find her exploring new places in Austin, hanging out with friends, or playing with her dog, Poe.

Completing Section 2, Employer Review and Attestation

Employers must complete and sign Section 2 of Form I-9, Employment Eligibility Verification, within 3 business days of the date of hire of their employee (the hire date means the first day of work for pay). For example, if your employee began work for pay on Monday, you must complete Section 2 by Thursday of that week. If the job lasts less than 3 days, you must complete Section 2 no later than the first day of work for pay.

Employee Responsibilities for Section 2

Employees must present unexpired original documentation that shows the employer their identity and employment authorization. Your employees choose which documentation to present.

Employees must present:

  • One document from List A; or
  • One document from List B in combination with one document from List C

Note:

  • List A contains documents that show both identity and employment authorization
  • List B documents only show identity only
  • List C documents only show employment authorization only

In certain circumstances, your employee may present an acceptable receipt in place of a List A, B, or C document. Receipts only temporarily satisfy the document presentation requirement for Section 2. If you participate in E-Verify, you may only accept List B documents that contain a photo.

Employer Responsibilities for Section 2

An employer or an authorized representative of the employer completes Section 2. Employers or their authorized representatives must physically examine the documentation presented by the employee and sign the form.

The employer or authorized representative must:

  • Enter the employee’s last name, first name, middle initial and select the correct citizenship/immigration number in the “Employee Info from Section 1” area at the top of Section 2.
  • Ensure that any document your employee presents is original and on the Lists of Acceptable Documents or is an acceptable receipt.
  • Physically examine each document to determine if it reasonably appears to be genuine and to relate to your employee presenting it. If you determine the document does not reasonably appear to be genuine and relate to your employee, allow your employee to present other documentation from the Lists of Acceptable Documents.
  • Enter your employee’s Last Name, First Name and Middle Initial (if provided) from Section 1.
  • Enter the document title, issuing authority, number(s) and expiration date (if any) from the original document(s) your employee presented.
  • Enter the date your employee began or will begin work for pay.
  • Enter the first and last name, signature and title of the person completing Section 2, as well as the date he or she completed Section 2.
  • Enter the employer’s business name and address. If your company has multiple locations, use the most appropriate address that identifies the location of the employer with respect to the employee and his or her Form I-9 completion (for example, the address where Form I-9 is completed).
  • Return the documentation presented back to your employee.

Entering Dates in Section 2

Section 2 includes two spaces that require dates. These spaces are for:

  • Your employee’s first day of employment ( “date of hire” which means the commencement of employment of an employee for wages or other remuneration).
  • The date you examined the documentation your employee presented to show identity and employment authorization.

The Date the Employee Began Employment

The date your employee began employment may be a current, past or future date. You should enter:

A current date

  • If Section 2 is completed the same day your employee begins employment for wages or other remuneration.

A past date

  • If Section 2 is completed after your employee began employment for wages or other remuneration. Enter the actual date your employee began employment for wages or other remuneration.

A future date

  • If Section 2 is completed after the employee accepts the job offer but before he or she will begin employment for wages or other remuneration, enter the date the employee expects to begin such employment. If the employee begins employment on a different date, cross out the expected start date and write in the correct start date. Date and initial the correction.

Federal contractors completing Form I-9 for existing employees as a result of an award of a federal contract with the FAR E-Verify clause (PDF):

  • Enter the date their employees first began employment for wages or other remuneration from Section 2 of their previously completed Form I-9.

The Date the Employer Examined the Employee’s Documents

This date is the actual date you complete Section 2 by examining the documentation your employee presents and signing the certification.

If your employee is a minor (under age 18), has a disability (special placement), or presents documents with which you are not familiar, please see Special Categories on how to complete Form I-9. If you still need help, please contact please contact Form I-9 Contact Center

Using Authorized Representatives 

An authorized representative can be any person you designate, hire, or contract with to complete, update, or make corrections to Section 2 (or 3) on your behalf.  An authorized representative can be any member of the general public (see exception regarding employees below), personnel officer, foreman, agent, or notary public where permissible. Your authorized representative must perform all of your duties, including reviewing the employee’s completed Section 1, either physically or electronically. You are liable for any violations in connection with the form or the verification process, including any violations of the employer sanctions laws, committed by the authorized representative you designate.

You are not required to have a contract or other specific agreement with your authorized representative for Form I-9 purposes. If you choose to use a notary public as an authorized representative, that person is not acting in the capacity of a notary. This person must perform the same required actions to complete the verification process on your behalf as any other authorized representative, including signatures. When acting as an authorized representative, a notary public should not provide a notary seal on Form I-9.

Employees cannot act as authorized representatives for their own Form I-9. Therefore, employees cannot complete, update, or make corrections to Section 2 (or 3) for themselves or attest to the authenticity of the documentation they present.   See the M-274, Handbook for Employers for additional information.

  • Handbook for Employers M-274, Guidance for Completing Form I-9, Employment Eligibility Verification Form
  • Take a Free Webinar
  • Who Needs the Form I-9

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How to check the employer – Tatcentr.

ru

Avito Rabota development manager Dmitry Puchkov gave a checklist of eight rules – how not to run into a fraudulent employer.

Employers cheat job seekers. Most often this happens during interviews and probationary periods. Three-quarters of candidates have encountered unscrupulous employers at least once in their lives.

Most often, in job descriptions, companies are cunning about the level of salary, duties and working conditions. But it also happens that candidates are required to pay for some services and they try to involve them in illegal activities. Let’s figure out how to protect yourself from such surprises.

Dmitry Puchkov emphasizes that less than half of Kazan residents are aware of the possibility of self-checking the employer’s reliability using open sources of the year. On the one hand, an increase in the number of vacancies is good, because there are plenty to choose from. On the other hand, the risk of meeting an unscrupulous employer and losing time, nerves, and possibly money also increases: according to statistics, a quarter of job seekers understand that something is wrong only after employment.

At the same time, the results of a recent study by Avito Rabota showed that less than half of the residents of Kazan (47%) are aware of the possibility of self-checking the reliability of an employer using open Internet sources. This checklist will help you quickly check the company to save time.

Check the registration of the employer

To do this, look at the Unified State Register of Legal Entities or EGRIP on the website of the Federal Tax Service of Russia. This way you can make sure that the employer is registered as a legal entity or individual entrepreneur and really conducts business and pays taxes. You can also use the service of the Federal Tax Service “Transparent Business”.

Read testimonials from former employees

This will help you form an opinion about the employer and understand if a job in this company suits you. But you should always remember that negative reviews can be written by offended employees who themselves did not work well, or even competitors. Take this information critically.

Read documents carefully before signing them

It happens that an employer offers to conclude a civil law contract instead of an employment contract. In this case, there will be no labor relations between you, which are regulated by the Labor Code. If this option does not suit you, it is better not to waste time and continue the search.

Also, be sure to read the job description – more than a third of job seekers (36%) are faced with the fact that the list of real duties does not match what is indicated in the job description.

Visit the place of work before registration

To avoid at the last moment that your workplace is simply not heated or equipped with a toilet, it makes sense to spend time and go to the place where you have to work in advance. If something does not suit you, you simply refuse to sign the contract.

Don’t pay for anything

When applying for a job, you should always remember that the employer should pay you, and not vice versa. Asking to pay some amount for training, instruction, paperwork, or something else? Most likely they are trying to scam you.

Do not send photographs of documents to the employer

If a fraudster is hiding under the guise of an employer, a microloan can be issued in your name.

Do not enter bank card details anywhere

Again, if the job description is not the work of a real company, but of scammers, an invitation to an interview may be accompanied by an offer to compensate for travel expenses to the office. If you agree, you will receive a link with a form for entering bank card details. In no case do this, otherwise you will lose your money. Remember that only the card number is required to send a money transfer.

Find out the average salary level

This refers to the position you are interested in in the region of employment. You can do this by looking at the salary in other similar vacancies in the search results. Such a simple step will allow you to immediately filter out offers with unbelievably high salaries. They are not always associated with deception – it happens that in the job description the employer indicates the maximum amount of income, taking into account bonuses. But then you should focus on the size of a fixed salary, because bonuses can be very difficult to get.

But vacancies, along with a high salary containing a vague job description, should seriously alert: there is a possibility that the company is engaged in illegal activities.

development manager Avito Jobs
Dmitry Puchkov
specially for TatCenter

Check the Employer online – official sources.

Check the Employer online – official sources.

Online verification of employers

Enter name, TIN or address

When applying for a job it is recommended to find out whether pays taxes enterprise, as well as view contributions to the pension fund and the FSS. The service offers to check the employer online according to official databases with a guarantee of the reliability and accuracy of the information provided. You can break through the company on the Internet by TIN 9 0067 or OGRN, and you can find out the TIN of the employer on name.

Everyone who is looking for a job wants it to bring a decent income, so that the working atmosphere is comfortable, and the management is loyal.

Therefore, in the process of searching for a vacancy that matches your wishes, first of all, it is worth collecting information about the employer. This will reduce the risk of working in unreliable organizations.

How to check the employer when applying for a job? The answer to this question is in the article.

What information about the employer you need to know before applying for a job

If an employee is invited for an interview or to work in a company, then from the very beginning he should check the employer by TIN or PSRN.

This will make it possible to obtain the following data:

  • whether the company is registered as a legal entity and whether it has been deregistered;
  • when it was created;
  • whether the legal address matches the actual one;
  • who is the leader;
  • whether the types of activities indicated on the job search portal correspond to those presented on the company’s website and more.

Why check the employer

Checking the employer by TIN will make sure that the vacancy is posted by a real employer, and not a non-existent fraudulent company.

If, for example, a company was founded quite recently, but at the same time promises a very high salary, then it is worth considering. Since it is unlikely that such a “young” company has enough financial resources.

During the verification process, it may turn out that the actual and legal addresses do not match. For such a violation, the company will face a fine from the tax service and, most likely, banks will not agree to open an account.

All this will negatively affect the financial condition and, accordingly, the wages of employees. As you can see, there are more than enough reasons to check.

How to check the employer when applying for a job

To obtain the necessary data, you should use the service of the company “Extract-Tax”.

When you contact us, you will receive an extract, the information of which is taken from the Unified State Register of Legal Entities.

By leaving a request on the site Vypiska-Nalog.Com, you can immediately get the necessary information.

Sources of information about legal entities and individual entrepreneurs

Federal Tax Service

ROSSTAT

9 0067 FSSP

ARBITRATION COURTS

CENTROBANK RF

901 76 PROSECUTION OF THE RF

CHAMBER OF COMMERCE OF THE RF

STATE PROCUREMENTS

ARCHIVE OF COURT DECISIONS

FEDERAL NOTARY CHAMBER FNP

ROS PATENT

FEDERAL BANKRUPTCY REGISTER

A sample of a full report on the company

Banking operations

Information on current amounts, quantity and date of receipt / withdrawal of funds. Risk assessment

Financial statements

Information about licenses, type of activity. Consolidated plans for inspections of the Prosecutor General’s Office.

Availability of state. contracts

Contract numbers, amounts and deadlines. Information about participation in the state. purchases, a register of published orders.

Information about the founders

Addresses, phone numbers, names of shareholders register holders. Also, info about established organizations and leadership.

Changes to be made in the Register

List of arbitration managers and arbitration practice.

Availability of debts

payment, arrears in payments to the budget, black list of employers.

Frequently Asked Questions

What information will you receive about the counterparty?

How long does it take for a report to be ready?

What databases do you use and how accurate is the information?

Why do you need to check yourself and your counterparty?

Will a third party know about our request to you for information about it?

Thanks to the UNS, the number of erroneous payments decreased by 11.

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2023-07-03 09:48:00

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The form of the declaration on excise taxes on ethyl alcohol, alcoholic and (or) excisable alcohol-containing products has been changed…

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Money is returned on the basis of a detailed and substantiated claim.

If you want to return, you will need to do the following:

  • Write an application in free form and send it to: [email protected]
  • In the application, be sure to indicate the reason why you think that the service was not provided in full
  • Also indicate in the application the desired method of refund, indicating all the details necessary for making a payment.

The application is considered within 1-2 business days. The funds will be returned to you within 1 to 3 business days.

Cost of services:

  • Extract from the Unified State Register of Legal Entities / EGRIP (without EDS) 100₽
  • Extract from the register of SMEs 100₽
  • Certificate of absence of individual entrepreneur 150₽
  • Extract from the Unified State Register of Legal Entities / EGRIP with an electronic digital signature (EDS) 200 rubles
  • Comprehensive report on the organization 400₽

The service was developed in accordance with paragraph 1 of Article 7 of the Federal Law of August 8, 2001 No. 129-FZ “On State Registration of Legal Entities and Individual Entrepreneurs”, which provides for the provision of information contained in the Unified State Register of Legal Entities / Unified State Register of Individual Entrepreneurs about a specific legal entity / individual entrepreneur in the form electronic document.

The service provides an opportunity for interested parties to obtain information from the Unified State Register of Legal Entities / EGRIP about a specific legal entity / individual entrepreneur in the form of an extract from the relevant register / certificate in the form of an electronic document signed with an enhanced qualified electronic signature.

To obtain an extract/certificate, the certificate of the electronic signature key (ESK) of the applicant is not required. An extract/certificate is provided no later than the day following the day of registration of the request. The generated statement/certificate can be downloaded within five days. Statement/certificate is generated in PDF 9 format0003

Attention! Based on the provisions of paragraphs 1 and 3 of Article 6 of the Federal Law of April 6, 2011 No. 63-FZ “On Electronic Signature”, an extract/certificate of the requested information in electronic form, signed with an enhanced qualified electronic signature, is equivalent to an extract/certificate of the requested information on paper , signed by the handwritten signature of an official of the tax authority and certified by the seal of the tax authority.

The Privacy Policy (hereinafter referred to as the Policy) was developed in accordance with the Federal Law of July 27, 2006. No. 152-FZ “On Personal Data” (hereinafter – FZ-152). This Policy defines the procedure for processing personal data and measures to ensure the security of personal data in the vipiska-nalog.com service (hereinafter referred to as the Operator) in order to protect the rights and freedoms of a person and citizen in the processing of his personal data, including the protection of privacy rights , personal and family secrets. In accordance with the law, the vipiska-nalog.com service is for informational purposes and does not oblige the visitor to make payments and other actions without his consent. The collection of data is necessary solely to contact the visitor at his request and inform about the services of the vipiska-nalog.com service.

The main provisions of our privacy policy can be formulated as follows:

We do not share your personal information with third parties. We do not share your contact information with the sales department without your consent. You determine the amount of personal information disclosed.

Information Collected

We collect personal information that you have knowingly agreed to disclose to us in order to receive detailed information about the company’s services. Personal information comes to us by filling out a questionnaire on the vipiska-nalog.com website. In order to receive detailed information about services, costs and types of payments, you need to provide us with your e-mail address, name (real or fictitious) and phone number. This information is provided by you voluntarily and we do not check its accuracy in any way.

Use of the information received

The information you provide when filling out the questionnaire is processed only at the time of the request and is not stored. We use this information only to send you the information you subscribed to.

Sharing information with third parties

We take your privacy very seriously.