Online Company Reviews Pros and Cons - Your Career Intel

Online Company Reviews Pros and Cons - Your Career IntelIve had candidates turn down job interviews because they read something negative about the companies on job sites like Glassdoor and Vault.What Can You Believe About Online Company ReviewsThese job sites are invaluable tools for job seekers, allowing candidates to be more informed about industries and employers than ever before. But I would caution job hunters against giving too much weight to online company reviews, either positive or negative. Here are a few reasons whyOnline reviews are susceptible to systematic biasStudies have shown that online ratings suffer from a phenomenon called social influence bias. Peoples natural kchenherd instincts cause them to rate things more highly or poorly when they see that others have done so. This effect can skew the resulting ratings by as much as 30% Then theres the well documented negativity bias in consumer reviews people who have negative experiences are likely to share them more wi dely than people whove had positive experiences. In other words, someone with an axe to grind is far more motivated to write an online review. Finally, keep in mind the age of the person writing the review Millennials are more likely to write negative reviews than Gen Xers or Boomers.Reviews can be easily manipulatedAnyone can post a review on Glassdoor and Vault. There are no verifications to ensure that reviewers have actually worked at the company in question, and theres nothing to stop someone from creating multiple accounts. This means that its very easy to create false or misleading reviews that make a company appear better or worse than it really is. Even if the reviews come from real employees, its not unheard of for bosses to force employees to write positive reviews.The sample platzset isnt reliableIn any scientific study, a large sample size is needed for the results to be considered reliable. When it comes to online job reviews, only a tiny fraction of employees at a com pany write reviews. For example Microsoft, which currently has over 120,000 employees globally, only has 18,000 reviews on Glassdoor. Thats only 15% of the workforce, and the percentage would be even smaller if you calculated the total number of employees who have worked at Microsoft over the last ten years, since Glassdoor was launched. A statistician would tell you that just isnt enough reviews to be an accurate representation of what its like for the average employee working there.Another thing to consider is that the most natural time for employees to write reviews is when they are about to leave or have just left. So reviews tend to reflect the views of employees who didnt fit with the company, for whatever reason. The experiences of long-term employees who like their job are less likely to be reflected.The review might not be relevant for your situationEven if the review you are reading is real and unbiased, it totenstill might not be relevant to you for a couple of reasons. T he first is that job satisfaction is actually very dependent on your team, and working conditions vary from team to team. The working conditions described in an online review might only apply to one team and not to the company overall. Another possibility is that a work environment that one person hates might be perfect for someone with a different temperament. A reviewer might complain that a job is grueling, but you might find that you love the companys work-hard, play-hard mentality.Online reviews can be a useful resource, but theyre just one tool in your kit when it comes to evaluating a potential employer. And certainly you should never turn down an interview because of something you read on Glassdoor or Vault. As you advance in the interview process, you may even wish to bring up negative reviews during the interview to give the company a chance to respond. Ultimately, theres no substitute for going into an office and meeting with people face-to-face to get a real feel for the company.Have you considered online company reviews as parte of your decision making process during a job hunt? Id love to hear about your experiences in the comments below

What Leaders at SAP, WPP and William Morris Endeavor Think About the Future of Work

What Leaders at SAP, WPP and William Morris Endeavor Think About the Future of Work Todays workforce is dramatically changing, and with that comes the need to rethink the workplace. The Wall Street Jurnal recently reported that 2019 became the first year that women comprised the majority of the college-educated workforce. With this historic rise, companies are being forced to evaluate their benefits packages to better fit the needs of women.Over 300 diversity leaders gather at Galvanize 2019 in New York CityAt Galvanize 2019, a two-day summit hosted by Fairygodboss, leaders from IBM, Google, Facebook, ATT, Nielsen, Deloitte and Salesforce came together to discuss why we must rethink todays workplaces to better accommodate a changing, more diverse workforce.Daisy Auger-Dominguez, the Founder and CEO of Auger-Dominguez Ventures at GalvanizeWe have employees who are walking into organizations that havent been created with them in mind, said Daisy Auger-Dominguez, the Founder and CEO of Auger-Dominguez Ventures at Galvanize. We need to ask whose voices are missing and redefine what diversity and inclusion means today.Theres no question that todays talent works differently from even a decade ago, and with that comes the need to modernize workplace practices. Today, we have workplaces and infrastructures that were designed for men, said Romy Newman, Co-founder of Fairygodboss, in closing remarks at Galvanize 2019. We must understand that were all coming from different places and experiences and create a new neutral at work.Shuchi Sharma, the Global Head and VP Gender Equality Intelligence at SAPSAP is one great example of a company that understands this and is actively trying to remove bias from the hiring process, interrupt decision points and encourage different behaviors. If were not thinking about processes, systemic institutional issues and the way we think about people, our inclusion efforts will fail, said Shuchi Sharma, the Global Head and VP Gender Equality Intelligence at SAP.Jaqui Canney, the Chief Human Resources Officer at WPP is encouraged about where were headed. Im optimistic about the conversations that are happening, she said. CEOs are engaging and are holding themselves accountable in a way that didnt happen 20 years ago.Jaqui Canney, the Chief Human Resources Officer at WPPCanney believes that a cultural shift towards transparency in the workplace around culture, benefits, hiring practices and more will only help change what the workplace looks like moving forward. She also believes that transparency will ultimately expedite the pace of change and we must continue to expect it from companies across the board.When asked about the future, Bozoma Saint John asserts that changes in the workplace can happen if we change the pipeline. Advancing gender diversity in 2020 means we have to push harder than we are right now, she said. If we dont have women in the pipeline who are going to advance to senior leadership then were not going to find senior leaders who are women or people of color. This means we have to ensure that whats happening in our workplaces today is working towards gender parity in the future.The New York Times Rebecca Blumenstein (left) with Bozoma Saint John, the CMO of William Morris Endeavor (right)How women feel about work.According to annual results from our Fairygodboss anonymous job reviews, we know that although women feel incrementally better about their workplace environment in 2019 than in past years, yet there is still much progress to be made.We asked Do you feel like youre treated fairly at your company? In 2016, 56% said yes. Today, 61% said yes. This means that still close to 40% of women do not feel positive in their current work environments. This needs to change.What managers can do today.Managers today can actively change the way they design their team, work activities and processes to make a difference moving forward, making an effort to understand the needs of women a nd under-represented minorities. Managers can also do a better job understanding the real time needs of the people on their team and personalizing engagement for those individuals.We need to understand how to think about the future of work with a gender lens, reinforced Mekala Krishnan, Senior Fellow at McKinsey Global Institute. Moving forward, we need the trait of resilience to change the workplace.Your 2020 Blueprint for Gender Diversity in the Workplace.To help your company accelerate the path towards gender equality and increase business results, were excited to release our latest resource, Take your diversity investment up a levelBuild your pipeline of qualified female talentEngage male alliesSeek buy-in from the topRethink the future of work

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