How can you use Glassdoor to find quality passive candidates?

2 How to create a profile?

Before you start sourcing passive candidates on Glassdoor, you need to create a profile that represents your company and your role. Your profile should include your name, title, photo, and a brief introduction that highlights your expertise and personality. You should also link your profile to your company's page on Glassdoor, where you can showcase your mission, vision, values, benefits, and culture. Your profile and your company's page are the first impression that passive candidates will have of you, so make sure they are accurate, professional, and appealing.

3 How to search for candidates?

Glassdoor offers several tools and features to help you search for passive candidates on its platform. You can use the advanced search function to filter candidates by keywords, location, industry, job title, education, and more. You can also use the browse function to explore candidates by company, job function, or skill. You can also use the employer center to access analytics and insights on your company's ratings, reviews, and traffic, as well as see who is following your company and who has applied to your jobs.

4 How to reach out to candidates?

Once you have found some potential passive candidates on Glassdoor, you need to craft a personalized and compelling message that will catch their attention and interest. You should avoid generic or spammy messages that sound like mass emails. Instead, you should tailor your message to the specific candidate, based on their profile, skills, achievements, and reviews. You should also highlight why you are contacting them, what makes your company and role unique, and what value you can offer them. You should also include a clear call to action, such as asking for their resume, inviting them to a phone call, or directing them to your job posting.

5 How to follow up with candidates?

One of the most important steps in sourcing passive candidates on Glassdoor is following up with them after your initial contact. Passive candidates may not respond right away, or may need more information or time to consider your offer. You should not give up or be pushy, but rather maintain a friendly and professional communication with them. You should follow up with them within a few days, and then every week or two, depending on their level of interest and availability. You should also provide them with relevant updates, feedback, and resources, and try to build a rapport and trust with them.

6 How to measure your success?

To evaluate the effectiveness of your sourcing strategy on Glassdoor, you need to measure your results and adjust your approach accordingly. You should track metrics such as the number of candidates you contacted, the number of responses you received, the number of candidates you screened, the number of candidates you interviewed, and the number of hires you made. You should also monitor the quality and satisfaction of your candidates, as well as the feedback and ratings they leave on Glassdoor. You should also compare your performance with your competitors and industry benchmarks, and identify areas for improvement and best practices.