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Client Training: How to use glassdoor to prep your Q1 hiring
The document outlines a training webinar led by Kelly Payne on how to utilize Glassdoor for hiring in Q1 2016, covering strategies for international recruiting, brand highlighting, and leveraging employer center data. It emphasizes understanding audience demographics and includes tips on enhancing company profiles and analyzing traffic and trends. The session aims to help companies improve their recruiting strategies and brand presence on Glassdoor.
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Client Training: How to use glassdoor to prep your Q1 hiring
- 1. #GDChat Client Training How toUse Glassdoor to Prep for Your Q1 2016 Hiring
- 2. #GDChat Webinar Tips forAttendees • You can connect to audio using your computer’s microphone and speakers. • Or, you may select “Use Telephone” after joining the Webinar. • All lines will be muted to avoid background noise. • You can ask questions at any time by typing them into the Questions Pane.
- 3. #GDChat Featured Speaker Kelly Payne Directorof Client Services at Glassdoor [email protected] @kelly_payne22
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- 5. #GDChat Agenda • Who’s OnGlassdoor • Preparing an International Recruiting Strategy • Ways to Highlight Your Brand • Making the Most of Employer Center Data
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- 7. #GDChat Our Audience IsDiverse and Informed Source: comScore July 2015 Media Metrix and Plan Metrix Key Measures Female Millennials College Educated Diverse Ethnicity 52% 49% 48% 37%
- 8. #GDChat Source: Glassdoor U.S.Site survey, October 2014 4 in 5 users are either actively looking for jobs or open to better opportunities 86%
- 9. #GDChat Our Solutions Job Advertising DisplayAdvertising • Increase Brand Awareness • Target Candidates Researching Competitor Profiles • Diversity & Inclusion Campaigns • Share Your Story • Eliminate Competitors’ Jobs • Feature Your Open Positions • Source Quality Applicants • Demographic Targeting • Recruit across channels and devices • Track overall brand awareness • Analyze employee sentiment • Benchmark against competitors Analytics Enhanced Profile
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- 11. #GDChat Preparing an InternationalRecruiting Strategy • Identify the voice/brand of each country office • What makes each one different from the next?
- 12. #GDChat Preparing an InternationalRecruiting Strategy: Localized Enhanced Profiles Tailor content to reflect your company’s presence in other countries • Work environment • Culture • Benefits • Mission & values
- 13. #GDChat Preparing an InternationalRecruiting Strategy: Localized Enhanced Profiles
- 14. #GDChat Preparing an InternationalRecruiting Strategy
- 15. #GDChat Ways to HighlightYour Brand
- 16. #GDChat Ways to HighlightYour Brand: Homepage Highlight
- 17. #GDChat Ways to HighlightYour Brand: Homepage Highlight
- 18. #GDChat Ways to HighlightYour Brand: Refresh Content • Revamp company description • Add relevant photos & videos • Communicate what you’re looking for • We’re here to help
- 19. #GDChat Making the Mostof Employer Center Data
- 20. #GDChat Understand your brand as youhead into 2016 Employer Center Data: The Big Picture
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- 23. #GDChat Employer Center Data:Profile Traffic • Track peaks and valleys • Gauge brand awareness • Compare against • Last year • Career site traffic • Other channels you’re spending with • Set goals
- 24. #GDChat Employer Center Data: Ratingand Interview Trends • Track evolution of ratings over time • Pinpoint trends
- 25. #GDChat Employer Center Data: CompetitorComparison Report • Benchmark against competitors • Create action items to stay ahead of the curve
- 26. #GDChat Employer Center Data:Key Words
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Editor's Notes
- #2 Sophia
- #3 Mallory
- #4 Mallory
- #5 Mallory Pass it off to Kelly!
- #6 Kelly
- #8 As you can see on this slide, our audience is super diverse as far as experience level and education, so no matter what kind of background you’re looking for, we have it.
- #9 Adam
- #10 Our product line has three main components. The first is display advertising . The purpose of display advertising is to really help you build brand awareness and influence job seekers throughout the site. The second is our enhanced profile which helps companies influence job seekers and tell their story. And the third and fastest growing component is job advertisements, which target our high quality, well researched candidates based on search behavior and profile information.
- #12 The first step in developing this strategy is tapping into the unique voice and brand of each of your international offices. Talk to If your company already has a mission and values statement, think about whether this still rings true for each individual location.
- #13 If your company is global, you have the ability to tailor the content that you feature by country on Glassdoor. Use an LEP to to bring your international brand, your local employees' voices, and your jobs into one place. You may want to consider tweaking the language around things like work environment, culture, and benefits because those will surely differ, and it’s important that you give job seekers an accurate depiction of life there. Are working hours, vacation time, benefits different than your US office? What’s the commute like? Some of these things are really important to people when making a decision on where to work. Add pictures that speak to the culture at that location. Here you see a picture of our UK team on Halloween.
- #14 This is our UK localized page and as you can see, the pictures and content in the “Why Work for Us” section are tailored to our London presence. People in the UK don’t want to know what it’s like working at the US headquarters in Sausalito—that’s not where they’ll be spending 40+ hours a week. This localized profile gives people an accurate read on what it’s like to work at our London office.
- #15 Once you have your localized profiles up and running, the next step is to get employee feedback. You can run a free employee engagement campaign to encourage feedback. An easy way to do this is by posting things around your office. You can start by downloading our free “Let Your Voice Be Heard” poster. Just go to glassdoor.com/employers and click on the “resources” tab, then hit “Templates, Datasheets & Infographics.” Other ideas: incorporate this into your onboarding process (30 or 90 day check in) have leaders in each country add a link to their email signature
- #17 Are you focused on brand? This is for you. Create further awareness of your brand and hiring needs by highlighting your brand on our homepage. This is the first thing jobseekers will see when they log into Glassdoor. It’s a visual, impactful way to show people a real-world peek into what it’s like to work at your company. This example is pretty cool from Eastman Chemical. You can see why this would entice the kind of candidates they’re looking to attract—people who want to get their hands in projects out in the world. It’s a “day in the life” snapshot.
- #18 If you’ve invested a lot of time, money, and energy into making your workplace environment great, this is the place to show that off. Correlates to increased traffic and candidate flow. Client Examples: HomeAway, Southwest, Milwaukee Tool, Uline
- #19 Is your Profile Content Stale? Now is the perfect time to revamp your profile! This is what job seekers are looking at when deciding whether or not to work for you. Really illustrate a day in the life at your company. What makes you unique? We recommend freshening up the content on your page at least once a year – your organization is a living, breathing thing! Take a look at your company description and mission and values. Are they still accurate? If you have an enhanced profile, consider your custom tabs-Why work for us, hiring initiatives, etc. Tell job seekers exactly what you’re looking for! New feature: Cover photo and featured video – use this to speak to job seekers “The Best of the Best” Profiles – CSMs use this as an example for clients who are struggling to come up with compelling content for their profile.
- #20 Did you hit your major hiring goals in 2015 or come up short? Even if you don’t know or cant’ remember what the original goals were, you can still analyze what you were able to achieve int eh past 12 months and use that as your benchmark going into 2016. Use your Employer Center!
- #21 As you wrap up this calendar year and look ahead into 2016, you’re probably trying to understand what has worked and what hasn’t and strategize for the year ahead. You can utilize the data you already have at your fingertips as a partner! Data tells a story about what’s working and what isn’t in your recruiting strategy. What are you trying to change and what data or proof points will show that your change is working? Profile traffic/brand awareness Time to hire Quality of candidates cost per hire based on % of budget allocated # of interview touches candidate experience feedback. If you are leading the charge on decisions that your organization has never considered, data to back it up is critical! Let’s take a look at what kinds of insights could be useful to your company.
- #22 A quick reminder about how to access your Employer Center
- #23 Go to your company’s profile and click the button you see here, outlined in red.
- #24 Profile Traffic Check out your profile traffic for an understanding You’ll see peaks and valleys. Do the peaks make sense based on your hiring initiatives? Understanding the seasonality of job seekers is also important here. Has awareness of your brand increased in general over the past year? Is it where you want it to be? Set goals for 2016. Compare the traffic to your Glassdoor company page with your career site and any other channels you’re using to brand and recruit. How can you use your recruiting dollars smarter next year? Are you investing where people are actually looking for information and jobs?
- #25 Ratings and Trends The NEW Ratings and Trends tab can help you keep you finger on the pulse of how your brand has evolved this past year. You can now measure rating changes over time for categories like culture and values, comp and benefits, and work-life balance with the Ratings Trends Tab You can see these over a 24 month period. These means you can pinpoint things like when Comp and Benefits ratings for your Chicago office dipped in December, but went up significantly in March. What were your goals for 2015? If you were looking to increase employee satisfaction with comp and benefits, provide more opportunities for career growth, or work on improving your company culture, you can gauge those things here and let them guide your strategy for 2016.
- #26 Benchmark your brand against competitors Is your time to fill longer than your competitors? Are you losing talent to other orgs bc your recruiters/HR team aren’t moving fast enough? We can dig into this data and help you stay ahead of the curve. How do you stack up based on: Time to fill Comp &benefits Culture & values Career opportunities Senior leadership Work/life balance Employee endorsement Business outlook CEO approval Use that data to create action items to revamp and revitalize the interview process and employee experience. Is work life balance off? It’s time to address this.
- #27 The “Key Words” tab in the Employer Center can give you snapshot insight into where you’re winning and where you could improve.