Understanding The Importance Of Employer Reviews

Consider this: 88% of job seekers now evaluate a company’s employer brand before applying, according to LinkedIn. That’s not just a trend—it’s a shift in how candidates make decisions. With 76% of candidates researching company culture and reputation (Glassdoor), and 48% turning to social media for insights (CareerBuilder), your brand’s perception can make or break your hiring pipeline. The payoff? Companies with strong employer brands are 3x more likely to make quality hires (LinkedIn) and can reduce time to hire by up to 50% while cutting cost-per-hire by the same margin. But it doesn’t stop at attraction. Employer branding also drives retention, with data showing a 28% increase in retention rates for organizations that prioritize it (LinkedIn). Why? Because 82% of employees believe culture is a competitive advantage (Deloitte), and when your brand aligns with their values, they’re more likely to stay and thrive. In 2025, this isn’t optional. With 89% of HR leaders agreeing that a strong employer brand gives them a competitive edge (Randstad), and 72% of recruiting leaders worldwide acknowledging its impact on hiring (TalentLyft), the message is clear: your employer brand is your biggest asset in attracting, engaging, and retaining talent.

💭 Job Seekers-Let’s talk about Glassdoor reviews! As a recruiter, I’ve seen so many candidates pull themselves out of the running for incredible roles with amazing companies… all because of a deep dive into Glassdoor gone sideways. 😬 Let me be clear....I 100% support doing your research and encourage all candidates to do so. Know the company. Know the role. Ask the right questions. But also know this: reviews need context! So here are a few things to keep in mind when evaluating company reviews online: 👉 Look at WHO is leaving the reviews. Often, negative reviews come from staff that is in an entirely different department or team, and sometimes those grievances don’t reflect the experience of the team that you are interviewing with. Also, a lot of companies bring in third party contractors who aren't fully integrated into the company's culture, but they can leave reviews too. It’s not about discounting their feedback, but putting it in context. 👉 Humans are naturally more likely to leave a review when they’re upset Just like restaurants, if the food is cold or the service is terrible, you’ll hear about it. If the meal was solid but nothing flashy, most people don’t leave a review. The same goes for workplaces. 👉 Balance it with Linkedin. Look at the company’s current employees. Are people in your target department staying long term? That’s a huge green flag, especially in a job market where switching every 2-3 years is becoming the norm. Longevity and tenure speaks volumes in 2025! 👉Check for patterns. Are the complaints specific or broad? Do the same themes come up again and again? Of course, not all bad reviews are baseless, but one sided research can close the door on what could be a game or life changing opportunity. I just had a candidate walk away from an exciting opportunity with an amazing company after going down a Glassdoor rabbit hole and it reminded me how important this conversation really is! ✨ My best Glassdoor advice: Let reviews inform you, but don’t let them define your decision! I hope this helps someone out there in this crazy market! If you are currently searching and need guidance, check us out over at LotusLynx. We are always happy to be a resource! #jobsearchtips #careercoaching #recruitingtips #Glassdoor #careeradvice #jobseekers #talentstrategy #LotusLynx #share #like #comment #letsconnect