A hiring manager is about to trust you with a shift that starts Monday. Before they call anyone, they read reviews. They look at the count, the stars, how recent they are, and whether the agency replied like a human. Then they call the one that feels safest.
Here is what makes staffing different. Half the reviews on your listing were not written by employers. They were written by workers, some of whom did not get the job they wanted. Your listing is two reputations at once, and you have to manage both.
Get the employer reviews on purpose
Employer reviews are the ones that win new accounts, and they almost never happen on their own. Build a routine:
- The right moment. The day after a hard fill goes well. The shift started, the worker showed up, the manager is relieved. That is when you ask.
- The ask. One sentence, from the recruiter who handled it: “Would you mind leaving us a quick review? It is how the next company finds us.”
- The link. Go into your Google Business Profile, the free listing that shows on the map, and copy the “ask for reviews” link. Put it in an email template every recruiter uses.
- The words. Ask them to mention the role and the city. “Staffed our second shift in Plant City on short notice” helps a lot more than “great agency,” because Google reads the words.
Welcome the worker reviews too
Workers who got placed and paid on time are happy to say so, and employers reading those reviews see an agency that treats people well. After a worker's first paycheck clears, a short text with the link is all it takes. “Glad the first week went well. If you have a minute, a quick review helps other people find us.”
Reply to every one
A short reply under each review, using the person's name and the role or city if they gave it, shows a real person runs the agency. Two sentences is plenty. It also gives Google more staffing words tied to your listing.
The angry candidate review
You will get these. Someone who applied and never heard back. Someone who felt the pay was lower than promised. Reply the same day, calmly, without sharing private details, and with a direct way to reach you. Never argue and never say the person is wrong in public. Employers reading it are not judging the complaint. They are judging how you treat workers, because those are the workers you will send them.
Fix what the reviews tell you
If three reviews say “nobody called me back,” that is not a review problem. That is a process problem, and fixing it stops the next three. The reviews are free feedback. Use them.
Put them on your website too
Pull your best employer reviews onto your website, with the industry and the city. Put them next to the page they match: a warehouse client's review on the warehouse staffing page, a clerical client's review on the office staffing page. The specialty pages guide covers how those pages are built. Employers read reviews more than anything you write yourself.
Where else reviews count
Google is the big one, because it runs the map box. But workers review agencies on Indeed and Glassdoor, and managers read those too, because they want to know how you treat the people you will send them. You do not have to chase every site. Keep Google first. Then, once a quarter, read your Indeed and Glassdoor pages, reply to what is there, and fix what they keep saying.
Ask for the review by role and city
The best employer reviews double as proof for your specialty and city pages. When you ask, say which page it will help: “We are building out our Lakeland warehouse page. A line about the crew we sent you would really help.” Managers like helping with something specific, and the review comes back with the words you need.
Want this done for you?
Reviews are the biggest lever in the map box, and the routine above is what I set up for every staffing client. If you want to see where your listing stands, the audit is free.