Glassdoor & Review Management Checklist for HRs

Glassdoor & Review Management Checklist

This Glassdoor & Review Management Checklist provides a practical, step-by-step framework to monitor employer reviews, respond appropriately, reduce operational risk, and protect employer reputation.

Who this is for: HR teams, hiring managers, employer brand leads, and compliance officers responsible for public reviews and candidate experience.

Practical value and outcomes: Use this checklist to organize review tasks, ensure consistent and compliant responses, maintain clear records, and measure improvement in reputation and candidate experience.

1. Monitoring and Detection

1. Assign a single owner to monitor Glassdoor and review activity.
2. Schedule review checks at least three times per week.
3. Track review volume and overall sentiment weekly.
4. Flag reviews that mention safety, legal, or compliance concerns.
5. Log reviewer role, date, rating, and key topics in a central record.

2. Response and Engagement

1. Create and maintain a library of approved response templates.
2. Respond to negative reviews within 72 hours with a professional tone.
3. Acknowledge positive reviews within seven calendar days and thank the reviewer.
4. Escalate complex or potentially litigious reviews to legal or HR leadership within 24 hours.
5. Invite offline contact in responses to resolve individual issues privately.

3. Compliance and Policy

1. Document a written review response policy that defines roles and approval steps.
2. Ensure all public responses avoid disclosing personal employee information.
3. Train managers and approvers on legal and privacy boundaries quarterly.
4. Review policy compliance after any major employment law update or audit.
5. Define retention periods for review and response records consistent with company policy.

4. Documentation and Records

1. Record each review, the public response, and any escalation in a central log.
2. Store template, approval, and timestamp records for every public reply.
3. Maintain anonymized examples for training and audit purposes.
4. Export a monthly summary of reviews and responses for leadership review.
5. Archive resolved cases and outcomes for at least two years unless policy requires longer retention.

5. Review, Measurement and Follow Up

1. Conduct monthly audits to assess response quality and policy adherence.
2. Analyze sentiment trends and identify the top three recurring issues quarterly.
3. Update templates and policy based on audit findings and stakeholder feedback.
4. Assign owners to follow up on unresolved complaints within seven calendar days.
5. Measure impact on candidate experience and retention metrics every six months.