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A great place to work!? Understanding crowdsourced employer branding

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  • Dabirian, Amir
  • Kietzmann, Jan
  • Diba, Hoda

Abstract

The benefits provided by employment and identified with a specific employing company are referred to as employer branding. We argue that when employees use IT to share and access work-related experiences openly across organizations, their expectations and assessments of workplaces change. We collected 38,000 reviews of the highest and lowest ranked employers on Glassdoor, an online crowdsourced employer branding platform. Using IBM Watson to analyze the data, we identify seven employer branding value propositions that current, former, and potential employees care about when they collectively evaluate employers. These propositions include (1) social elements of work, (2) interesting and challenging work tasks, (3) the extent to which skills can be applied in meaningful ways, (4) opportunities for professional development, (5) economic issues tied to compensation, (6) the role of management, and (7) work/life balance. We clarify that these value propositions do not all matter to the same extent and demonstrate how their relative valences and weights differ across organizations, especially if institutions are considered particularly good or bad places to work. Based on these findings, we show how employers can use crowdsourced employer branding intelligence to become great places to work that attract highly qualified employees.

Suggested Citation

  • Dabirian, Amir & Kietzmann, Jan & Diba, Hoda, 2017. "A great place to work!? Understanding crowdsourced employer branding," Business Horizons, Elsevier, vol. 60(2), pages 197-205.
    • Handle: RePEc:eee:bushor:v:60:y:2017:i:2:p:197-205
    DOI: 10.1016/j.bushor.2016.11.005
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    References listed on IDEAS

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    1. Kietzmann, Jan H. & Hermkens, Kristopher & McCarthy, Ian P. & Silvestre, Bruno S., 2011. "Social media? Get serious! Understanding the functional building blocks of social media," Business Horizons, Elsevier, vol. 54(3), pages 241-251, May.
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