6 Key Ingredients to the Ultimate Recruitment Plan

Confidential and Proprietary © Glassdoor, Inc. 2016 Glassdoor is a registered trademark of Glassdoor Inc.
6 Key Ingredients
to the
Ultimate Recruitment Plan

Confidential and Proprietary © Glassdoor, Inc. 2016
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Featured Speakers
Kirsten Davidson
Head of Employer Brand at
Glassdoor
Rachel Bitte
Chief People Officer at
Jobvite

Agenda
• Refining Your Organization Structure
• Planning a Winning Recruiting Event
• Reassessing Where You Post Your Jobs
• Building a Better Employee Referral Program
• Updating Perks and Benefits
• Revamping Your Interview Process
• Q&A

Recruitment in the age of technology
and employer branding requires a
new approach

1. Refining Your
Organization Structure

From 2009 to 2014, companies named to
Glassdoor’s
“Best Places to Work” list
broadly outperformed
the S&P 500

around your mission
Motivate employees

Rewriting or Rebooting Your Company’s Mission
Do employees have a good understanding of
our mission statement and feel motivated by it?
Find ways to infuse the mission into internal communications,
such as announcements and all-hands emails.
Display creatively designed reminders around the office.
Encourage leaders to reinforce the mission at company-wide
and team meetings.

Rewriting or Rebooting Your Company’s Mission
Can candidates easily understand and find our mission statement?
Display the mission statement prominently on your careers page.
Embed the mission into your job descriptions.
Include the mission on your Glassdoor employer profile.
Create a video that demonstrates your mission in action.
Include video and photos on your careers page and Glassdoor.
Reinforce the mission by mentioning it in job descriptions and interviews.

Motivating through feedback and appreciation

Creating a Culture of Feedback and Appreciation
How often do employees connect with managers?
Do employees have short term goals to focus their efforts?
Do employees feel empowered to speak up when difficult issues arise?
Do employees feel empowered to share ideas?
How do we currently reward and give thanks to employees?
Do we incorporate feedback received on sites like Glassdoor into our management process?
How do we recognize those who have written about us?
How do we thank candidates?

2. Planning a Winning
Recruiting Event

6 Steps for Recruiting Event Success
Match events to your
recruiting plan.
1
Find and attend
targeted events.
2
Evaluate the
hard costs.
3
Invite your employees!
4
Promote your event.
5
Measure your success.
6

Step 1: Match Events to Your Recruiting Plan.
Consider your overall hiring goals for the year:
Will you need to make a large number of hires in a specific role,
division or location?
Focus on events that will help you meet specific goals.

Step 2: Find and Attend Targeted Events
Encourage meaningful interactions:
Career fairs.
Campus recruiting events.
Events tied to industry groups or
tradeshows.
Hosting your own event.
Ask event organizers:
How many attendees can be
expected?
What type of people usually
show up?
How do they promote the event?

Step 3: Evaluate the Hard Costs
Overall event or space rental fee.
Booth and/or signage.
Collateral – brochures, printed job descriptions, etc.
Giveaways.
Refreshments/snacks.
Computer or A/V equipment (to show videos and/or collect digital applications).

Step 4: Invite Your Employees!
Will you need recruiting staff only or will the event benefit from
bringing hiring managers, other departmental employees,
company spokespeople or university alumni?
How will you interact with and evaluate candidates?
Consider giving booth staff icebreaker training or specific screening questions.
Will candidates be given a questionnaire or other form to complete?
Will you capture applicant information via computer, tablet or other device?

Step 5: Promote Your Event
PR—send out a press release.
Social media—announce event participation on Twitter, Facebook or
Instagram with a specially created event image.
Community groups—post a notice on Facebook groups or alumni or
community job boards.
Glassdoor—Post Company Updates with information about the event and
available positions at your company.
Advertising—run targeted ads in local newspapers, radio stations or outdoor
venues such as bus stops or billboards.
Email—send emails to qualified candidates in your candidate database.

Step 6: Measure Your Success
During the Event:
Tag paper applications and resumes received; track computer applications if applicable.
After the Event:
Use a special URL or include the event in your self-reporting list of options. If candidates
submitted an application prior to event, be sure to have a field within your ATS to indicate
that you met them at the event.
EVENT ROI =
Total Cost of Event
Number of Hires

Part 3: Reassessing Where
You Post Your Jobs

Glassdoor users report that they
use an average
of 7.6 job sites
during their job search 1
Source: 1 Glassdoor U.S. Site Survey, January 2016

The Foundation: Source Tracking
Cost Efficiency1
2
3
Quantity vs. Quality
Time

1. Cost Efficiency
Hard costs:
Does the job board charge us for each
listing, for a specific time period, by
number of clicks, or is it free?
If it’s free to post, are there other hidden
costs—such as a membership or
subscription fee?
What is the cost-per-applicant (or the
cost of each listing/# of applicants
received) for each board?
Soft costs:
How many people does it take us
to list, monitor and maintain each
job board?
How much time is involved every
month for each board?
Are some more time-consuming
than others? Is it worth the time
investment?

2. Quantity vs. Quality
Audience Applicant-to-hire
ratio
Click-to-apply
ratio

3. Time
Time-to-fill Post time limit Hiring deadlines

Part 4: Building a Better
Employee Referral Program

Reevaluate and Reignite Your Referral Program
Employee
referrals generate
7% of applicants but
39% of hires
78% of recruiters
find their
best quality hires
through referrals
Employee referrals are
hired 55% faster
than people coming
through a career site
Sources: 1Jobvite Index, 2016; 2Jobvite Recruiting Nation Study, 2015
1
2 1

Talend saw a
36% increase
in referrals
after implementing Jobvite.1
1
Referrals
are now Talend’s
#1 source for hires.
Source: 1
Jobvite Case Study Talend, February2016

More Engaging Employee Referral Program
Incentives Leverage
social channels
Management Measurement

Part 5: Updating
Perks and Benefits

Updating Perks and Benefits:
Align With Your Mission
Make sure your perks and benefits support your
organization’s mission
Articulate specifics about what you have to offer so
that candidates can make informed decisions
Be upfront and transparent about what your company
has to offer to attract your ideal candidates

Details on
benefits packages are the
#2 piece of info
(after compensation packages) job seekers
look for as they research where to work1

Updating Perks and Benefits
Evaluate your current policy:
Is it competitive with employers in your
area?
Would UPTO give your company a
competitive advantage?
What administrative procedures does
your current policy entail?
How much accumulated vacation is
there company-wide?
How to communicate change:
Set it in writing and develop a plan
to reinforce it at company
meetings.
Encourage managers to set the
right example by not taking too
much or too little time off.
Provide training to managers so
employees aren’t afraid to ask for
time off when they need it.

Confidential and Proprietary © Glassdoor, Inc. 2016 Source: 1 Boston College Center for Work and Family, 2015.
of American fathers
go back to work
within two weeks
of a baby’s birth1
96%

Updating Perks and Benefits:
Keys to a Successful Parental Leave Policy Change
Decide how far above and beyond the federal and state regulations
you are willing to go.
Decide where will you publicly announce your policy.
• Post policies on your careers site and Glassdoor.
• Consider a press release or PR outreach.
Encourage managers to set the example.
• Mark Zuckerberg created waves by honoring Facebook’s parental leave policy.
• Help managers who request leave create a reporting plan for their absence far in advance.

Part 6: Revamping Your
Interview Process

Confidential and Proprietary © Glassdoor, Inc. 2016 Source: 1 Recruiter Sentiment Study 2015 2nd Half, MRI Network, 2015
of recruiters say the
market is candidate-driven
in 2015, up from 54% in the
second half of 2011
90%

Step 1: Use Technology to Shorten the Process
Video interviewing tools let you rapidly review applicants
without the hassle of prolonged phone screens and
coordinating schedules.
Advanced recruiting tools enable intelligent scheduling
where you can automatically scan interviewers’ calendars to
quickly find the best interview times.
of declined offers in the second half of 2015
were because candidates accepted other jobs1
47%
Source: 1 Recruiter Sentiment Study 2015 2nd Half, MRI Network, 2015

Step 2: Focus Faster
Review your standard list of questions, and make sure you’re
asking only for answers that will accelerate your decision
Coordinate questioning areas across interviewer teams so that
candidates don’t have to repeat the same information over and over,
and interviewers can play to their own evaluative strengths.
For more technical jobs, look into the use of assessments and
programming challenges, such as HackerRank, that let you gauge
a candidate’s specific skill set without eating into interview time.

Step 3: Enable Better Feedback
in Less Time
Implement recruiting technology
that provides tools for submitting
feedback anywhere, anytime.

Step 4: Communicate to Candidates
Use built-in response tools and template emails to notify
candidates of interviewing and hiring decisions.
Monitor interview reviews on Glassdoor to determine where
you might improve your interview process and learn which actions
make event rejected candidates happy.
of Glassdoor users report that they seek company reviews
and ratings before making a decision to apply for a job161%

Did you know difficult
job interviews lead to
more satisfied workers?
Pro Tip

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6 Key Ingredients to the Ultimate Recruitment Plan

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