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Employee Testimonial Best Practices

Attracting and retaining the best talent in your organization is challenging. It’s not easy to find talent in today’s economy when employees have a lot of options available to choose from. When as much as 61% of Americans prefer freelancing and more than 56 million Americans are actively freelancing, you got to have something special to attract talent.

When you have to recruit top talent, you have to show that your organization has a lot to offer them. This is where employee testimonials play a significant role. Statistics show that candidates trust employees 3x more than the organization (or employer) when deciding to work in a company.

Your best bet?

Use employee testimonials to bring top talent on board.

The following employee testimonial best practices are sure to make the most from each employee testimonial you’ll create. Also, in addition to employee testimonials, it is good practice to measure your current employee satisfaction. Try Trustmary for free!

1. Use Video Employee Testimonials
2. Don’t Use a Script
3. Focus on Benefits
4. Have an Objective
5. Address Reservations

6. Embed Ratings

1. Use Video Employee Testimonials

Video content is the future of the internet. Wyzwol asked consumers how they prefer to learn about new products, 68% of respondents said they like to see short videos.

Candidates are no different.

A video testimonial by an employee that’s a minute long will potentially have much more impact than a two-page text testimonial. Videos are easy-to-understand and have more impact than other forms of content.

Additionally, a video review where an employee shares his views about his current job seems more legit as compared to a text review. Video employee testimonials are perceived as real and legit. Even if a candidate doesn’t agree to the review, he can’t deny the video itself.

Video testimonials should be your first preference. Here are a few actionable tips to make video employee testimonials better:

  1. Use quality equipment for video recording. Videos created from a smartphone aren’t recommended. Use a quality camera, mic, lightning, background, etc.
  2. Use video editing software. Make video employee testimonials professional (as much as you can).
  3. Keep video short preferably under 30 seconds. Long testimonials aren’t appreciated.

2. Don’t Use a Script

Whether you go with a video or text or any other form of employee testimonial, don’t use scripts. A script will ruin the testimonial and its credibility.

Let’s admit it, your candidates are smart enough to spot a scripted testimonial. If they aren’t smart enough to spot it, you don’t need such a candidate in your organization, right?

Instead of using a script, let an employee use their own words. Ask questions and let the employee answer those questions in any way they like. This is a perfect technique to make testimonials follow a pattern without making them similar.

Scripts make testimonials identical and the only way to make them unique is to avoid scripting. However, you should still plan the questions you’re going to ask. That way, you’ll be able to cover all the necessary topics and get a great story.

Here are 15 important questions to ask from customers, but they can easily be modified to fit employee testimonials.

3. Focus on Benefits

A new candidate is interested in one thing: What’s in it for me?

Make sure the employee testimonials highlight benefits. Benefits including everything ranging from the peace of mind, flexible work hours, salary, work benefits, empowerment, and more. When such benefits are shared by an existing employee who is already enjoying all those benefits, it always works.

But remember, to highlight benefits you don’t need to script the interviews, just ask good questions on the subject.

It’d be best to link benefits to the job so as to make them meaningful and relevant. For instance, if you have an open vacancy for a creative designer, the testimonial should come from one of the existing creative designers instead of an employee from another department.

So in the long run you should create testimonials from all different positions you are looking to fill in the future.

4. Have an Objective

Creating employee testimonials without an objective will lead you nowhere. Every testimonial that you create should have an objective. You don’t have to create several objectives, a single objective is enough but it has to be there.

For instance, your objective could be to drive top talent. It could be to target a specific candidate. It could be to appear one of the top paying companies in the industry. And so on.

Most businesses use employee testimonials to attract new candidates. If this is the case, you should design the testimonial questionnaire accordingly. This is something that also comes trough repetition. As we have worked with over 1000 clients, asking the right questions is already quite easy for our professionals, but for the first video you ever make, it can be quite difficult.

5. Address Reservations

Most candidates have reservations and objections about certain companies and job posts. For instance, Uber lost a case regarding driver employment rights. This case could have created several reservations about Uber.

If you ever face this kind of situation, you need to use employee testimonials to address objectives that new recruits might have. Even if you haven’t had a case or an event, you still have to address general reservations about the vacancy and/or your organization.

You can identify issues and objections by conducting exit interviews. When an employee leaves your organization, you should get feedback. That’s the most honest feedback you’ll ever receive from your employees. Such exit interviews reveal employee objections and reservations that you need to address in testimonials.

6. Embed Ratings

There are several third-party sites and job portals that candidates use to hunt jobs. Think of Glassdoor, Indeed, and CareerBliss. These are a few employer review and rating sites. If you have decent ratings on these or any other sites, you can incorporate those in employee testimonial pages in your site.


Because it matters a lot. Candidates consider third-party reviews and ratings more credible than reviews posted by the employer itself. You can embed reviews from these sites easily on your website. Here is an example of how BMC does it:

If you don’t have reviews and ratings on third-party sites, don’t fake it. Don’t use bogus ratings. It isn’t something that’s necessary. If you don’t have any ratings, that’s absolutely fine.

You’re good to go without it.

But if you have them, don’t forget to embed them.


It’s not easy to find the right employees. Your competitors are hunting for top talent so don’t let them take the lead. Employee testimonials help you target the right candidates. These testimonials will help you build a team of employees who will make your business stand out from the crowd.

The first step is getting started. Here are 5 employee testimonial templates you can copy that’ll help you recruit more.

If you haven’t created employee testimonials in the past, book a meeting with our professional and we will help you figure out how to get started as easily as possible.

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