hire better talent faster: how to optimize your employer brand and candidate apply process

Confidential and Proprietary © Glassdoor, Inc. 2016 © Glassdoor, Inc. 2016

Hire Better Talent Faster: How to Optimize Your Employer Brand and

Candidate Apply Process


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Featured Speakers

Rebecca Ahmed Manager, Talent Acquisition &

Employment Services, Allegiant Travel Company

Bjorn Eriksson Chief Marketing Officer,

SmartRecruiters

Kira Federer Product Marketing Manager,

Glassdoor


Why Glassdoor?


Experience of Glassdoor users have 10+ years experience 61%

of Glassdoor users are in early career stages (0-3) 20%

Glassdoor Site Survey, 2016

companies on Glassdoor 580,000+

countries 190+

monthly UUs 31M

Glassdoor Internal Data, 2016

With more than 30 million unique monthly visitors, Glassdoor is one of the fastest-growing job sites in the U.S., compared to LinkedIn, Indeed, Monster and CareerBuilder

Gender

54%

46%

75%

Education

of Glassdoor users are college educated

34%

Age of Glassdoor users are between 18-24 24%

of Glassdoor users are between 25-34


Source: Glassdoor U.S. Site survey, October 2014


Why SmartRecruiters?


INTUITIVE POWERFUL

COMPLETE EASY TO IMPLEMENT


MEDIA

RETAIL / CPG

TECHNOLOGY/ MANUFACTURING

TRANSPORTATION

FINANCE


agenda

examining the new normal

authenticating your employer brand

using data to improve candidate experience + overcome counter offers


Inavero, 2015 Retailing Today, 2013


Source: Edelman Global Trust Barometer Survey, 2015


•  Real time information and feedback

•  Launched Glassdoor campaign in 2015 for Team Members to provide feedback about working at Allegiant

•  Culture!

•  Compensation

•  Growth and learning & development opportunities


Networker 1 Innovator 2 Data Scientist 3


Glassdoor Research, 2015


(Workforce Panel, Gallup, November 2015)

51% of employees are considering a new job.

47% of declined offers in the second half of 2015 were due to candidates accepting other jobs, up 10 points from the first half of 2015.

(Recruiter Sentiment Study 2015 2nd Half, MRI Network, December 2015)


agenda





what makes it an attractive place to work

compensation

benefits

mission, vision, values

basic company info

Glassdoor Member Survey, 2014

1

2

3

4

5


•  Marketing jargon

•  Stock photos

•  A real view into your organization

•  Employee stories and perspective

They DON’T want to see: They DO want to see:


•  A fantastic apply experience — 1-click apply using social profiles

•  Consistency in employer brand across recruiting channels

•  Applying to jobs quick and easy — applying on the go through mobile

•  A view of where they are in the application process

They WANT:


SmartRecruiters Social Apply


SmartRecruiters Career Site Builder


SmartRecruiters Mobile Apply


•  Started to define our Employer Brand

•  Leveraged social media with free pages

•  Educated team members on how to be brand ambassadors

We DON’T HAVE all of the fancy tools yet:


•  Defined each recruitment process and updated accordingly based on candidate feedback

•  Decreased our time-to-fill with mass hiring by moving to event/information sessions

•  Provided feedback on every application

Identified where to ADD VALUE and how to differentiate:


agenda





Who are they? Where are they located?

Understanding Your Candidates

Which talent competitors are they also interested in?

Top Job Titles

1.  Software Engineer

2.  Account Executive

3.  Sales Representative

4.  Business Development Representative

5.  Senior Software Engineer

Top Locations

1.  San Francisco, CA

2.  Chicago, IL

3.  San Jose, CA

4.  New York, NY

5.  Toronto, Canada

Top Companies

1.  Company A 13,147,361 page views

2.  Company B 6,131,969 page views

3.  Company C 3,299,561 page views

4.  Company D 15,499,172 page views

5.  Company E 1,195,493 page views


SmartRecruiters Sourcing Analytics

Know WHERE your candidates are coming FROM


Know How Much You Spend On Paid Channels Optimize!


Which channels produce most candidates LAST year and THIS year?

Understanding Your Candidates— Where are they coming from?

0

500

1000

1500

2000

2500

3000

2014 2015 Direct/Organic Referred

1542 organic candidates 209 referred

candidates

2777 organic candidates

289 referred candidates


Quality of Candidate

Quantity does NOT necessarily equal quality. Drill DEEPER.


How Your Interview Process Compares

What are they saying about your interview experience?

Who are the candidates you’re winning & losing?

Interview Review Highlights

Acceptance Rate

Job Title


How Your Application Process Compares

What do the candidates FEEL about their application experience?

•  Are you getting a high number of inbound candidates?

•  Is there a high candidate drop-off rate?

•  What is the candidate quality like?


Use Glassdoor

Partner with Hiring Managers

Survey New Hires to get a pulse of what their thoughts were from the application through orientation

ATS COMES IN! DATA ANALYTICS! Assessments Reference Checks

Video Interviews


Candidate Experience and Time-to-Hire Comparison A B C D


Stay on Top of Your Hiring Plan


Understand How Your Company Compares to Others A B C D


We use Glassdoor and LinkedIn Allow us to compare how we are doing within the industry and those companies we primarily recruit from.

Focus on the brand—own who we are! At the end of the day, it is important for candidates to understand what it means to have a career at Allegiant. It’s got to be a fit and match!


Research your company and competitors


Walk through your candidate experience


Identify departments, locations or hiring managers who create great candidate experiences

Educate and train peers on best practices


Find a platform that allows you to showcase your employer brand — make candidates want to work for you

Give candidates a chance to apply with one click using Social Apply

Give candidates a means to apply on the go — Mobile Apply

Track candidate quality across all channels


Partner with Marketing and start defining your Employer Brand

Use free sites to evaluate who you want to partner with in the future to promote information about your culture, job opportunities, videos, etc.

Create processes that focus on the candidate experience and reduce time-to-fill

Optimize your application process and career website

Use data to drive decisions to move forward


Benefits of a Glassdoor Free Employer Account


Please contact [email protected] and join today!

Find and engage with great candidates to build the talent pipeline. Represent your brand beautifully.

Make great hiring decisions by enabling a hiring process that pulls in the right perspectives.

Continue to increase impact by understanding agency and job board spend as well as pipeline progress.


Questions?

Rebecca Ahmed Manager, Talent Acquisition &

Employment Services, Allegiant Travel Company

Bjorn Eriksson Chief Marketing Officer,

SmartRecruiters

Kira Federer Product Marketing Manager,

Glassdoor

hire better talent faster: how to optimize your employer brand and candidate apply process

Recruiting & HR