Employee reviews also help in promoting the site.

• Firstly, the number and quality of applicants depends on your reputation - self-respecting specialists will not come to work for a company in principle, having learned that there is something wrong with its personnel policy or salary payment.
• The quality also depends on the speed of recruitment and staff turnover - the buyer understands this, especially when it comes to strategic purchases, for example, new buildings. The future client needs not only an advertising article about quality on the developer's website, but also first-hand information. Dissatisfied employees may specifically violate the rules of construction or customer service in order to annoy the employer.
• Through such reviews, insider information is often anonymously distributed, which is interesting to both applicants and clients - and of course competitors will want to use it for their own purposes.

So if your company still has a separate marketing policy and HR policy, it is worth reconsidering your position rather. In matters of reputation and brand formation - and we hope that you set ambitious goals for bringing the company into the brand - you can not be naive.

By solving the issues of your representation on the Internet, you also solve the tasks of quickly closing a vacancy. A good specialist wants to work in a decent company, which is natural. It's cool if you celebrate any holidays, for example, on how we celebrate the Birthday of PRSTAR. Before appearing at the interview, the applicant will quickly "Google" what they say about the company on the Internet - even if he does not find you on the black lists of employers, but sees a stream of negativity from buyers - he will not want to spoil his professional history with cooperation. And vice versa - after seeing that the company's products are wanted and recommended, a person will want to participate in your business and make a career in a successful company.