Glassdoor for Employers http://employers.glassdoor.com Wed, 29 Jul 2015 16:35:52 +0000 en-US hourly 1 Managing Love in the Workplace http://employers.glassdoor.com/blog/managing-love-in-the-workplace/ http://employers.glassdoor.com/blog/managing-love-in-the-workplace/#comments Wed, 29 Jul 2015 14:00:30 +0000 http://employers.glassdoor.com/?p=12044 Face it, love and sex are going to happen at work, whether or not office romances have been historically frowned upon. As an HR professional, you’re often faced with the responsibility of dealing with office romances once the flame has …Read More

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Face it, love and sex are going to happen at work, whether or not office romances have been historically frowned upon. As an HR professional, you’re often faced with the responsibility of dealing with office romances once the flame has fizzled and issues start to creep up. We explore a new study that shows some interesting insights about love in the workplace, and we offer tips on how to get a handle on office romances before you’re stuck dealing with any negative repercussions.

How popular is workplace love?

Glassdoor analyzed hundreds of thousands of company reviews posted anonymously by employees on Glassdoor between 2008 and 2015. Using search analysis of keywords in reviews, Glassdoor singled out examples of employees using phrases related to workplace romance, such as “met my husband/wife,” “found my soul mate” and “dated my co-worker.”

Across more than 200 companies where these key phrases appeared, some interesting patterns emerged from the data:

  • Love is (gender) blind: Women (52%) report finding love slightly more than men (48%).
  • Youth and romance: Nearly two-thirds (63%) are younger than 40, 30% are in their 30s, 31% in their 20s and 1% under 20. Just 10% are 60 or older.
  • Romance by industry: Two trends stand out. First, employees in relatively lower-skilled jobs, such as retail associates, which tend to be dominated by younger workers, report finding love at work at a higher frequency than others. Second, we also see that industries that offer a high level of social interaction on the job tend to find love at work most often.

Glassdoor Economic Research also noted the top five industries with employees reporting romance in the workplace. They are: Real Estate (#1; 0.033% of reviews), Entertainment (#2; 0.027% of reviews), Transportation (#3; 0.019% of reviews), Food Services (#4; 0.017% of reviews) and Retail (#5; 0.016% of reviews). The chart below shows a breakdown of just how likely it is that love can be found for more than 20 industries:

GD_BlogArticleCharts_0724_IndustryPatterns

3 tips on managing office romance before it’s too late

Love is tricky, and it can be even trickier when you are the HR person trying to manage co-worker romances. Below are three keys to help any employer be a trusted gatekeeper of love so that everyone plays fairly and safely.

1. Have waivers signed.

The largest mishap with workplace love is when it doesn’t work out and one party claims the relationship wasn’t consensual. Waivers at the start of a relationship can help mitigate that very serious risk. For example, what if one party starts stalking the other when the relationship ends? A waiver might include verbiage that gives the employer the right to terminate or transfer that employee.

Urging employees to be transparent and alert HR when relationships begin (and end) can also help protect each party in the long run.

2. Treat individuals as individuals.

Once a relationship is official, treat each individual as his or her own person who contributes to the workplace. In other words, avoid automatically lumping couples together. Further, be sure each individual’s manager is brought up to speed. Make it clear that no one should treat any member of the relationship differently (as a result of the relationship).

3. Don’t allow vertical dating.

Even if office romance is tolerated, never allow relationships where one party reports to the other – this applies to family members in the workplace, too! To ensure there is no bias in performance reviews and that no employee is receiving preferential treatment, ensure that employees are not dating their supervisor and that no family members report to one another. In these instances, it’s best to transfer one member to a separate team or department to avoid complications.

Although romance is often discouraged in the workplace, the data shows that employees do find love at work, and some aren’t afraid to share those experiences in employer reviews on Glassdoor. Ensuring that you have the right practices and policies in place allows you to protect employees and create to a healthy work environment, even when sex and love blossom…or fade.

Methodology: The data are based on text searches of approved Glassdoor employer reviews (both from U.S. and international contributors) from 2008 to the present. Text searches included the following words and phrases: “boyfriend”; “girlfriend”; “husband”; “wife”; “met my husband”; “met my wife”; “met my significant other”; “met my girlfriend”; “met my boyfriend”; “met my soulmate”; “found my husband”; “found my wife”; “found my significant other”; “found my girlfriend”; “found my boyfriend”; and “found my soulmate.” The resulting sample consists of N = 260 employer reviews.

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Employers Be Like, FML…A http://employers.glassdoor.com/blog/employers-like-fml/ http://employers.glassdoor.com/blog/employers-like-fml/#comments Mon, 27 Jul 2015 16:00:33 +0000 http://employers.glassdoor.com/?p=10367 Let me begin by saying, the Family and Medical Leave Act is vital in protecting employees’ rights and obligations outside of work. The workplace isn’t a vacuum in which the outside world has no effect. It is quite the opposite; …Read More

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Let me begin by saying, the Family and Medical Leave Act is vital in protecting employees’ rights and obligations outside of work. The workplace isn’t a vacuum in which the outside world has no effect. It is quite the opposite; most of the time, life trumps work, and so we have the FMLA.

“The FMLA (Family and Medical Leave Act) entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave.”

While this protection for workers is essential, that doesn’t change the fact that unforeseen leave can be a nightmare for business, especially when the employee is desperately needed. So what’s a manager to do when a key employee has to take leave?

The sitch

The situation looks something like this: Kelly is, and has been one of your star employees. As such, she is playing a vital role in an upcoming system integration that needs to happen seamlessly and quickly. No worries though, because Kelly’s got it.

Oh but wait, Kelly does not have it. She has had to unexpectedly take leave to help take care of an immediate family member facing medical hardship.

The reaction

The system integration is now in jeopardy, and there really isn’t any one who can step up to the plate in Kelly’s absence, in this situation. Do you ask Kelly to do all she can from home? Do you redefine expectations while she’s on leave? Do you demand that the integration take precedence?

Any employee qualifying for FMLA leave has to be given the leave without being asked to do more than a minimum amount of work without negative employment repercussions. While you as the employer might end up stuck between a rock and a hard place, Kelly is entitled to take her leave without interference.

The reality

Popular belief is that employees simply can’t be asked to do a substantial amount of work while on FMLA leave. Due to a recent court ruling, the boundaries are much more solid that “substantial work”. The ruling defined the following as acceptable requests of an employee while on leave, according to HRMorning:

  • Pass along institutional knowledge to new staff
  • Provide computer passwords
  • Seek closure on completed assignments, and
  • Identify other employees to fill voids.

As the instance of employment practices lawsuits increases, it is vital for human resource professionals and employers to keep up on new FMLA legislations and rulings. Ignorance of the law doesn’t exactly stand up too well in court.

“Family and Medical Leave Act lawsuits tripled from 2012 to 2013, a surge lawyers attributed to factors including workers’ increased awareness of their rights and an improving job market. And though businesses are becoming more savvy about their obligations, lawyers say the upward trajectory of FMLA claims isn’t likely to level off in the near future.” – 2014 Law360 Press Release

The bottom line is that when even an irreplaceable employee needs to use their FMLA time, you as an employer need to know what the legal boundaries are. Asking a worker who is out on FLMA leave to work outside of the newly defined, acceptable scope or amount of work can put the organization in serious jeopardy.

Even a legal battle in which the employer is found innocent of wrongdoing, can be extremely costly. The average cost of defending an FMLA lawsuit – regardless of the outcome – is $78,000, according to the Wage and Hour Division of the U.S. Department of Labor. That is enough to put some small businesses under, and put a big dent in the reputation of any organization.

Employers are very often trapped between the reality of potential abuses if their FMLA policy is too lax, and the fear of costly legal penalties if they fail to seamlessly adhere to changing and complex requirements. Employers are constantly, inadvertently running the risk of violating employee’s FMLA rights. Be sure that you and your HR team won’t be left saying FML…A.

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8 Recruiting Instagram Handles to Follow http://employers.glassdoor.com/blog/8-recruiting-instagram-handles-to-follow/ http://employers.glassdoor.com/blog/8-recruiting-instagram-handles-to-follow/#comments Fri, 24 Jul 2015 16:00:43 +0000 http://employers.glassdoor.com/?p=11785 Social media is a powerful tool that can help you recruit top talent, showcase your company culture and brand your organization. Instagram has undeniably claimed a spot at the top of the ladder among various social channels. So how can …Read More

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Social media is a powerful tool that can help you recruit top talent, showcase your company culture and brand your organization. Instagram has undeniably claimed a spot at the top of the ladder among various social channels.

So how can you successfully leverage this platform to recruit the best candidates? Here are eight of our favorite recruiting Instagram handles to check out for some social recruiting inspiration.

1. @SalesforceJobs

In addition to their primary Instagram account, Salesforce has created a specific account to give prospective employees an insight into what it is like to work for their company.  @SalesforceJobs posts images of company theme days such as “Aloha Fridays”, the “Puppyforce” team, various award recognitions celebrating company wins, and their participation in community events such as Pride month.

Investing in your employer brand and company culture increases candidate quality by 2X, and @SalesforceJobs effectively uses Instagram to reinforce their core values, an essential ingredient to finding the right talent. Make sure these core values are highlighted in descriptions of your company on your career site, as well as on your Glassdoor profile!

salesforce-jobs

2. @UnderCoverRecruiter

Undercover Recruiter is the brainchild of Link Humans, a social media and content agency. Undercover Recruiter is a recruitment and career blog, and the Instagram account is used to promote recent posts. Each Instagram upload combines article title with the associated article image to remind Undercover Recruiter’s readers in a straightforward way to visit their blog. Even better, it takes about five minutes to repurpose a blog post for your Instagram. Image, Title, Link – Check!

undercover-recruiter

3. @MarketoInc

Take a look at Marketo’s Instagram and the first thing you will notice is the cohesive purple color scheme, mirroring the company’s signature color. This is a super straightforward tool to utilize to stay true to your employer brand, especially if you are running into trouble on content to post!

As Marketo’s Instagram demonstrates, having a social media presence doesn’t need to be hard.  Check out these Social Media Secrets for Recruiters for some other techniques to simplify your social recruiting strategy.

marketo

4. @HubSpot

HubSpot utilizes videos to give an even closer look into life at the marketing and sales platform. Through various short clips, they highlight what their company is all about, as well as differentiate themselves from competitors. Additionally, HubSpot nails social recruiting, and capitalizes on their Instagram posts, by working job availability into their captions when they post.

Want to save money and time on recruiting? Show off your company culture on social platforms, and make sure to keep your profiles up to date with fun images and tidbits that attract job seekers and make you stand out.

hubspot

5. @MarriottCareers

Marriott Careers is another standout demonstration of an exemplary Instagram account. Marriot Careers does an incredible job of featuring, and honoring, their employees around the world. Oftentimes, they even showcase the great things that their employees talk about – all of the reasons they love working for Marriott – in their Instagram images.

A key-takeaway from Marriot Careers: your future-proof brand requires investing in your employees and listening to their feedback! Respond to reviews on Glassdoor and utilize this information to make your employees happy, productive, and essentially, brand ambassadors for your company.

marriott-careers

6. @LevoLeague

Levo League aspires to be “your career copilot”, and is all about providing individuals with the tools to reach their career goals. Levo League’s Instagram directly reflects their mission to “develop your talent, build connections with peers, mentors, and jobs, and stay inspired day in and day out as you grow and develop”.

With a collection of inspirational quotes, company updates, thought-provoking questions, and aesthetically pleasing images, Levo League effectively conveys its personality and values through its Instagram activity. Remember, social media is an excellent asset when updating your profile on Glassdoor, as well as a tool to reinforce your identity as a company. Bravo, Levo League!

levo-league

7. @HRCloud

HR Cloud combines photography, infographics, and videos to create a well-balanced Instagram. The company utilizes marketing designs with illustrations to advertise job openings, as well as to publicize HR Cloud’s participation within the professional landscape. HR Cloud uses their Instagram to encourage visits to their booths at tradeshows, fostering even more awareness of their brand presence prior to the events they are planning on attending.

hr-cloud

Tip: Don’t forget that social channels like Instagram offer an alternative medium to promote your brand, your company culture, your job openings, and even your Glassdoor profile!

If you want to learn more, check out our newly released, Recruitment Marketing for Dummies for some additional tips on how to market your open jobs on social media!

8. @InsideGlassdoor

And last but certainly not least, check out our very own recruiting Instagram handle to see what life is like inside Glassdoor. We highlight our unique perks, company milestones and our incredible employees. We think this sums it up pretty well…

inside-glassdoor

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The Cost of an Employer Brand http://employers.glassdoor.com/blog/the-cost-of-an-employer-brand/ http://employers.glassdoor.com/blog/the-cost-of-an-employer-brand/#comments Thu, 23 Jul 2015 16:00:51 +0000 http://employers.glassdoor.com/?p=11867 As candidates gain more insight into what it’s like to work at an organization through reviews and ratings and sites like Glassdoor, employers have started to put a larger emphasis on employer branding strategies. The old days of marketing your …Read More

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As candidates gain more insight into what it’s like to work at an organization through reviews and ratings and sites like Glassdoor, employers have started to put a larger emphasis on employer branding strategies. The old days of marketing your brand with internally driven messages and hoping they resonate with your dream candidates are over.

Building a positive employer brand will result in more hires, so focusing your efforts and ensuring your message is consistent across all channels is more important than ever.

But where do you start? Who owns this area when you don’t have a designated headcount for employer brand? And what strategies will help you launch your brand? Below, we dig deeper into these questions to help you recognize how much a positive employer brand is worth.

Who’s responsible for employer branding?

According to a Glassdoor survey, 26% of recruiters say that improving their employer brand and company reputation will be easier over the next 12 months. When you realize how crucial your employer brand is to hiring and the overall candidate experience, you’ll see this is an astoundingly low percentage. The problem here is this: what do you do when you don’t have headcount to devote to employer branding?

Our advice? Hire a dedicated person who can assume this role and establish your employer brand. This will ensure that all levels of your organization – from the CEO to senior leadership to HR and Marketing – will be on the same page regarding brand messaging and strategy. Branding isn’t “set it and forget it” – your champion must constantly evolve your employer brand and iterate it to fit the current pulse of your organization.

What strategies should you use?

Companies that focus on their employer brand can easily leap ahead of their competition and win the war for talent. The more you invest in your brand, the less you will need to convince job seekers to come and work for you.

The top-rated strategies utilized by recruiters to elevate their employer brand are:

  • Internal surveys, 36%
  • Online reviews, 30%
  • Best Places to Work awards, 29%
  • Social media monitoring, 25%
  • News coverage, 23%

To ensure coverage and success, your employer branding specialist needs to be strategic about hiring initiatives while wearing both a PR and Marketing hat. A true leader will guide and promote the plan throughout your organization.

What do you budget for an employer brand?

When you factor in personnel, training fees and ramp times, the real fun begins. This is where you can hone in on the best platforms to invest in and what the true cost of an employer brand is. In a Harris survey commissioned by Glassdoor, company cost varied by company size, averaging $129,000. Those with 1-499 employees spent $6,300, 500-3499 employees spent $81,400, and those above 3500+ spent $335,900.

Interested to see how this cost breaks down? Here it is by percentage:

  • Print advertising, 56%
  • Online profiles, 38%
  • Online social monitoring, 33%
  • Online banner advertising, 32%
  • Employer branding agency, 31%
  • Radio/TV advertising, 26%
  • Internal design, 25%
  • Outdoor advertising, 24%
  • Headcount, 22%

Conclusion

In this competitive recruitment landscape, brand or be branded. The Employer Branding Global Trends report associated a 22% reduced recruitment fee with a good employer brand. Additionally, 94% of candidates are likely to apply to a job if an employer actively manages their employer brand (e.g., responds to reviews, updates their profile, shares updates on the culture and work environment).

Looking for more? Download our Business Case for Employer Branding to help you draft your pitch to senior leaders today!

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The Real Reason Your Employees Quit http://employers.glassdoor.com/blog/the-real-reason-your-employees-quit/ http://employers.glassdoor.com/blog/the-real-reason-your-employees-quit/#comments Wed, 22 Jul 2015 19:00:07 +0000 http://employers.glassdoor.com/?p=11951 This article originally appeared in Fortune. Employees want to know what goes on behind closed doors. The Leadership Insider network is an online community where the most thoughtful and influential people in business contribute answers to timely questions about careers …Read More

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This article originally appeared in Fortune.

Employees want to know what goes on behind closed doors.

The Leadership Insider network is an online community where the most thoughtful and influential people in business contribute answers to timely questions about careers and leadership. Today’s answer for: How do you build trust with your employees? is by Robert Hohman, CEO of Glassdoor.

Workplace transparency is one of those buzz phrases that’s bandied about at companies large and small. But as many organizations have learned, only giving it lip service could ultimately come back to bite you.

Employees of the 21st century want to know what’s really going on behind closed doors. We have collected reviews from employees at more than 400,000 companies around the world and have seen common themes among the highest-rated companies. And one thing is clear: it’s no longer just about the paycheck. While pay is important, employees place a significant amount of weight on company culture, career advancement opportunities and senior leadership. People want to work somewhere they feel respected and valued. They want to connect to the company’s mission and vision, as well as be kept abreast about progress along the way. Even more so, they want to know how they personally can make an impact and move up the ranks.

Being open and transparent with your workforce builds trust and loyalty, which can result in higher productivity, less turnover and organic team building. Here are the three most important things needed for a transparent work environment:
Honesty needs to start with the C-suite
Whether your company maintains honest and upfront communication or breeds a culture of fear, it generally starts with the CEO and other senior executives. If the executive team doesn’t trust each other, attempts to control the flow of information and has only surface conversations, it will be near impossible to foster transparency throughout the rest of the organization. However, if the CEO and executive team actively practice open dialogues that include discussing the impact their choices and behaviors will have in the workplace, others will follow. As a result, it will create a healthier and more productive work environment. We see it in survey after survey: employees will quit if their employer, leaders or managers aren’t being completely honest and upfront.
EQ is equally important as IQ
The best way to achieve a transparent workplace is to give equal, if not more, weight to emotional intelligence (EQ) versus intellectual intelligence (IQ.) EQ is the ability to interact and connect with your coworkers as people. We are driven by our emotions and connections. The goal is to recognize those feelings that impact how you work, andfind productive ways to share them that’s in the best interest of your employees and business. However, to be effective, EQ needs to start at the top and trickle down. That means as the CEO I have to be able to identify my emotions and manage them in a way that supports our mission. By creating an environment where people can own and share their emotions rather than keep them bottled up, you not only boost productivity but also create a workplace that people actually look forward to coming to each day.
Practice what you preach
Whether or not you successfully create (and maintain) a culture built around transparency and EQ, your employees will be sharing their opinions near and far, for the world to see. Long gone are the days where workers sat quietly, accepting whatever the company meted out. If a company’s own messaging doesn’t jive with its cultural reality, you can bet employees will be the first to set the record straight. And those listening intently will be your potential employees, customers, media, investors and other stakeholders. Are you comfortable with that?

Everyone is living in a much more transparent world; it’s no wonder people expect their workplace to embody the same trend. So ask yourself this: Are you and your executives already embracing this shift or will your employees have to drag you there? Or will they simply find another transparent workplace culture that’s a better fit for them?

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Part 2: Hiring Manager Roadblocks, Making Improvements http://employers.glassdoor.com/blog/part-2-what-to-do-when-recruiting-breaks/ http://employers.glassdoor.com/blog/part-2-what-to-do-when-recruiting-breaks/#comments Wed, 22 Jul 2015 16:00:55 +0000 http://employers.glassdoor.com/?p=11813 This blog post is the second in a series of five posts based on our webinar with Greenhouse, 10 Hiring Manager Recruiter Roadblocks and How to Overcome Them. Within an organization, each team or department should work side by side …Read More

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This blog post is the second in a series of five posts based on our webinar with Greenhouse, 10 Hiring Manager Recruiter Roadblocks and How to Overcome Them.

Within an organization, each team or department should work side by side like cogs in a well-oiled machine. The partner relationship between recruiter and hiring manager is a terrific example: one cannot function successfully without the work and cooperation of the other.

Meanwhile, the job market is red hot. Most likely, candidates you’ve brought in to interview are exploring several job options. If there is a lack of communication post-interview between your hiring manager and recruiter, your organization might miss out filling an open position with the ideal candidate, who may look elsewhere while miscommunication reigns.

Improving your process

Recruiters and hiring managers lead busy work lives. Often, they overlook responding to candidates simply because they’re focused on other duties, paperwork or daily assignments.

Not responding, therefore, may be more about workload rather than concern or misgivings about a candidate’s interview, skills or cultural fit.

Still, when recruiters receive no replies from hiring managers, that forces them to determine alone if a candidate should continue or not. This not only convolutes the hiring process (i.e., “the Ripple Effect”), but also may ultimately result in the wrong person being hired.

It is imperative to have an understanding of the hiring responsibilities within your organization; otherwise, hiring managers can and do blame recruiters for fumbling the candidate ball and vice versa. Simply put, with a lack of clarity, problems arise.

1. Be persistent

Rather than mere inconsideration or a simple time crunch, unresponsiveness may stem from shifting requirements. For example, ask your hiring manager if the position is no longer a priority. Has it been put on hold? Is someone being promoted internally? Regardless of the reason, you need an answer.

In today’s competitive recruiting landscape, telling your manager or the executive leadership “our hiring manager is being unresponsive” is simply unacceptable, even amateurish. As a recruiter, it’s your job to get an answer! So how do you do this?

2. Get their attention

Whether by text, email, voicemail, chat or simply dropping by for a quick, 10-minute chat, get your colleague’s attention. If you must, find out if they arrive early to work or stay late—often, these are the best times to grab time.

Above all, come prepared with the questions you need answered to move the hiring process forward. And be succinct! By demonstrating that you understand your colleague’s time is valuable, you’ll start to build real rapport, which will set you both up for success in hiring great candidates.

3. Use your allies

If all else fails, call on your manager to break the silence deadlock and stimulate communication. After all, candidates left in the dark about where they stand in the hiring process are bound to look elsewhere.

Certainly, both hiring manager and recruiter need to respect a candidate’s time and journey. If it takes a manager’s intervention to get things rolling, so be it. Losing great candidates to miscommunication is far worse than potentially hurt feelings or bruised egos.

At Glassdoor, we want to make the hiring process run like a well-oiled machine. Check out our webinar 10 Hiring Manager Roadblocks and How to Overcome Them for insight into effectively communicating within your organization – and stay tuned for the next post in this series!

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5 Ways Visual Storytelling Drives Recruitment http://employers.glassdoor.com/blog/5-ways-visual-storytelling-drives-recruitment/ http://employers.glassdoor.com/blog/5-ways-visual-storytelling-drives-recruitment/#comments Tue, 21 Jul 2015 19:00:22 +0000 http://employers.glassdoor.com/?p=11855 Successful recruiting hinges on the stories we tell. Candidates ignore bad stories like you ignore Aunt Sally when she gets lost on a tangent for 15 minutes. And the particular stories we need to tell in recruiting – about the people …Read More

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Successful recruiting hinges on the stories we tell. Candidates ignore bad stories like you ignore Aunt Sally when she gets lost on a tangent for 15 minutes. And the particular stories we need to tell in recruiting – about the people on our teams, the impact of our products and services, our culture and the environments we work in – are stories for which text alone can’t do the job. If you want to craft narratives that influence candidates and help them quickly learn who you are and what makes you interesting, you’ll need visuals.

Here are five ways visual storytelling drives recruitment:

1. Visuals demonstrate authenticity and activate relationships

When we watch a video or look at a picture, we develop an empathetic connection with the person behind the screen (see reason three for more information). Humans are biologically programmed to watch people’s faces – their eyes, their expressions – to relate to each other and form judgements. In fact, we have the ability to make over 5,000 facial expressions, which gives viewers a depth of meaning that influences how we feel about people and their message.  Paul Graham, who runs Y Combinator, recently tweeted “One day someone will calculate the amount of information conveyed in facial expressions, and it will turn out to be enormous”. Instinctively, we draw on our memories, experiences, and past sensations to build an emotional connection with those featured in visual content.

The entire candidate lifecycle is explicitly oriented around relationships with people, so it is essential that HR and TA communications use mediums that will build trust to establish those connections. Visual storytelling allows you to resonate with talent because it is content that exudes authenticity and personality. Feature your employees with videos and photos to build a foundation of trust with your candidates and make it easier for them to picture themselves working for your company and with its people.

2. Stand out from the crowd

If you’ve crafted a poetic recruitment narrative, but nobody reads it, was it a good story? Our stories are irrelevant if we can’t get them to stick out to candidates, and that’s another reason visual storytelling drives recruitment.

Most employment branding and recruitment marketing processes are still dominated by text. Look at most corporate career pages. Look at any job posting. Look at offer letters, onboarding packets, etc. If you’re just using text heavy candidate outreach emails and bullet-point job descriptions, you’re getting ignored by the candidates you need to build relationships with. Monster, for example, has over 1 million job postings at any given time. You won’t have conversions unless candidates see your message.

And because the human brain can process a limited amount of data at any given time, data that can be consumed faster will take precedence. Using visuals as a medium to communicate to talent is your biggest opportunity to frame your story.

3. 10 visuals* (worth 1000 words) = lots more information in visuals

There are types of stories for which descriptions of places or experiences are best left to the imagination. Stories to recruit talent are not one of those types. You’re to open the door to the experience of working with you and find those who want to be a part of it.

Visuals can tell more comprehensive stories about the things we need to describe in recruiting: our people, mission, impact, culture, environment, etc. When explaining an office space for example, it can be difficult to describe everything without beginning to write a paragraph of information. However, a photo or  video of your office space, can immediately deliver that same message in only a few seconds.

Consider how you might introduce someone on your team to a candidate. As an example, here’s an introduction to Karla Abea, a Customer Success Manager at Zoomforth:

Hi! I am Karla, I am the Customer Success Manager here at Zoomforth. Some fun facts about me: I was a complete tomboy when I was a little kid. I didn’t like dolls, I liked playing in the dirt and running around. I was actually the first female pitcher in my little league, when I was about 10 years old. I want to promote having just real authentic conversations with our clients and customers about what is going to be beneficial to them. That is one thing I like about Zoomforth, is that we are constantly soliciting that feedback. Something else that is a fun fact about me is that I was actually on a game show. I am not going to tell you which one it is, but I go ahead and welcome you to Google it!

Now take a quick look at the video intro, or even just glance at Karla’s photo.

The messages in both the text description and the video are identical, but the video conveys significantly more information. We get a better sense of who Karla is by emotive cues like the sound of her voice and her facial expressions.

Look, feel, tone, colors, expressions, emotion – these are all be important pieces of the story of working at your company. Don’t leave those chapters to the imagination.

4. Improve retention and conversion

On average, talent spends approximately 13 hours per week going through email – and that doesn’t include InMails and social recruiting messages. As candidates court different companies, you’ll want to stay top of mind. 40% of people will respond better to visual content  than plain text. Stories create images in the mind that improve learning and motivate a person to take action. In fact, 90% of the information transmitted to the brain is visual, 50% of our brain is active in visual processing, and 70% of our sensory receptors are in our eyes. This means that the more senses your content is able to engage, the more information is retained.

5. Stay relevant in the visual era

300 hours of YouTube videos are uploaded every minute (compared to eight hours in 2007) and Facebook has increased in the number of videos posted to the platform per person in the U.S. by 94% over the last year. Your candidates have already chosen photos and videos as their preferred storytelling medium.

photos

Brands stay competitive by responding, adapting, and connecting to the emerging needs and behaviors of their target audience. Visuals are no longer an enhancement to your recruiting strategy; you can’t tell a standout story without it.

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25 Tips from Top CEOs http://employers.glassdoor.com/blog/25-tips-from-top-ceos/ http://employers.glassdoor.com/blog/25-tips-from-top-ceos/#comments Tue, 21 Jul 2015 16:00:46 +0000 http://employers.glassdoor.com/?p=11835 Building trust, encouraging open communication, promoting teamwork and motivating your employees isn’t just a simple checklist of organizational best practices – it’s a lifestyle all leaders should adopt in order to be successful. Rather than shy away from candidate advice …Read More

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Building trust, encouraging open communication, promoting teamwork and motivating your employees isn’t just a simple checklist of organizational best practices – it’s a lifestyle all leaders should adopt in order to be successful. Rather than shy away from candidate advice from the ranks, the best CEOs embrace feedback, foster employee engagement and never settle.

We asked CEOs on Glassdoor’s Highest Rated CEOs List to divulge their winning strategies they live by to engage their employees and inspire their workforces. Here are the four categories their advice fell into:

  • Trust
  • Open communication
  • Teamwork
  • Motivate employees

Trust

Without your employees’ trust, you can’t do much, let alone build a thriving company culture. The best CEOs understand that actually listening to employee feedback and gaining employee trust over time is critical in building trust and an organization’s success. Here’s what a few winning leaders had to say about how they build trust within their companies:

“Have faith in people’s ability to hear the truth, whatever it may be.” – Corey Schiller, CEO of Power Home Remodeling Group

“Feedback is the breakfast of champions, and the sooner CEOs and companies embrace candidate feedback from employees and candidates, the faster you’ll earn their trust and support.” – Brian Halligan, CEO of HubSpot

“The trust and support of the workplace is built on a foundation of transparency and integrity. Leaders who communicate openly and honestly create an opportunity to develop trust.” – David Ossip, CEO of Ceridian Human Capital Management

Open communication

Rather than block dialogue, the best CEOs find ways to embrace honesty, open communication and transparency with their employees, no matter how difficult that may be. This comes in many forms – company-wide huddles or even little reminders that your door is always open. Here are some of the ways our top CEOs talk about open communication in their workplace:

“I tell my employees; my door is always open to help.” – Stuart Wall, CEO of Signpost

“Regularly, honestly and openly share with all colleagues how the business is doing, what is on your mind – good and bad – and what needs to be done next.” – Allistair Cox, CEO of Hays PLC

“I virtually visit every one of our employee training sessions for the opportunity to talk with employees in person.” – Joseph Tarantino, President and CEO of Protiviti

Teamwork

The best leaders build strong, collaborative teams. Doubling as head cheerleader, the CEO is champion and owner of the company mission, culture and brand. Here are a few ways the best CEOs incorporate teamwork into their lives at the office:

“I believe that it’s the job of the CEO to build an infrastructure that supports the company’s core values, core purpose and to create an environment that creates engagement in the team.” – Darius Mirshahzadeh, CEO of The Money Source, Inc.

“Everyone needs to believe we’re truly in this together.” – Tobias Dengel, CEO of WillowTree, Inc.

Motivate employees

Business goals are crucial to a company’s bottom line, but the best CEOs know employee satisfaction and happiness are too. And never settling for things as they are, but what they can be. Here are a few ways to motivate employees at your company:

“Help others find and live their purpose.” – Brad Jackson, CEO of Slalom

“Have a clear strategy, goals and values that inspire your people and are relevant to their work and their aspirations.” – Martin Bennett, CEO of HomeServe Membership

“If an environment is created, at work, for people to become the best versions of themselves, they will often choose it… and be grateful.” – Dave Durand, CEO of Best Version Media

“Ask for help improving your work. Ask your co-workers, your supervisor, or anyone who might be able to help. Don’t ask, ‘Is this good enough?’ Ask, ‘How can this be better?’” – Bob Pritchett, CEO of Faithlife Corporation

Looking for even more advice from top CEOs? Download the full eBook 25 Tips From Top CEOs now!

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5 Tips for Filling Hard-to-Fill Positions http://employers.glassdoor.com/blog/5-tips-for-filling-hard-to-fill-positions/ http://employers.glassdoor.com/blog/5-tips-for-filling-hard-to-fill-positions/#comments Mon, 20 Jul 2015 16:00:20 +0000 http://employers.glassdoor.com/?p=11826 As an employer or recruiter, you certainly want to fill open positions with the best talent you can find. But this process can be challenging. Recruiting for new or highly technical positions can require a fresh approach and updated strategy. Keep in mind …Read More

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As an employer or recruiter, you certainly want to fill open positions with the best talent you can find. But this process can be challenging. Recruiting for new or highly technical positions can require a fresh approach and updated strategy.

Keep in mind that many of these hard-to-fill positions didn’t exist 10 years ago. Others require such technical skills or specialized experience that finding appropriate candidate can seem utterly impossible. Some locations can be harder to find certain types of talent, too. So what’s the answer?

By combining traditional recruiting techniques, such as job boards advertising, with more modern approaches, such as tapping into employee networks and building online strategies, you can succeed in filling hard-to-fill roles. Based on my experience recruiting talent for a tech startup in the Bay Area, here are five effective strategies:

1. Build out social media networks. Create social media accounts for your company on Twitter, Facebook and Instagram. Develop YouTube videos and blog post series to recruit and network with candidates. Through these social media accounts, you can show prospective candidates what it is like to work at your company and highlight why your employees love coming to work every day.

Encourage all your employees, especially recruiters and hiring managers, to use social media to find candidates. Offer trainings for employees to teach them how to build their online networks and how they can help you recruit candidates. Meanwhile, monitor which networks give you the most traction and results, so that you can optimize your efforts.

2. Encourage employee referrals! According to ERE, employee referrals are the most powerful source of finding candidates. Employee referrals are typically higher quality, close quicker (they’re number one in time-to-fill, coming in at 29 days on average) and tend to stick around at your organization longer. Who wouldn’t want all of that?

To implement an employee referral program at your organization and start hiring those hard-to-fill candidates, check out these four steps to building your employee referral program.

3. Get smart with content marketing. By creating and publishing unique and interesting recruiting content that matters to your prospective candidates, you can build your reputation as an employer of choice, generate and capture interest in your organization and help applicants find your company easily when they search online.

For example, try using email, social media and online content to invite and drive job seekers to a recruiting Happy Hour or Company Meetup, great ways to not only build interest in your company but also to get to know potential candidates face to face.

4. Revise your job descriptions. Use attractive language that highlights the benefits and rewards of working at your organization. Instead of listing off 15 things that candidates must have in order to apply, take this opportunity to hook candidates and convince them they have to work for you.

Obviously, job particulars need to be included. But remember to include company perks, benefits (e.g., free lunches, health care, paid vacation), career advancement opportunities and interesting projects candidates can expect to work on.

Here, identify what sets your company apart from other companies, particularly your competition. Without naming names, what makes you the best? Include links to your company’s social media accounts and Glassdoor profile so candidates can see what it’s really like to work at your organization.

Lastly, make sure you’re not setting the bar too Read the job description once more and ask yourself:

  • Is this job realistic? Do I know people like this who really exist?
  • Is this job description inviting to my target candidate? Did I mention all the benefits and perks that this type of hire will care about?
  • Why work for us as opposed to someone else?

5. Focus on college recruiting. Want to win big? Target young adults early in their careers. The more you can do with interns and recent grads, the better. Implement job shadowing programs for high school students, create internship programs for high school and college students, participate in college recruiting and hire entry-level grads for as many positions as possible.To focus these individuals, know where to look. Seventy percent of Millennials say they hear about companies through friends and job boards. Additionally, it’s important to know what they care about – be sure to include growth opportunities, career growth and company culture highlights in your job descriptions. Eighty percent of Millennials look for people and culture fit with employers, followed closely by career potential – 60% of Millennials consider the most attractive perk to be growth opportunities.

While finding qualified job candidates for hard-to-fill positions is no easy task, these methods are effective ways to arrive at the finish line with the talented hires you are pursuing. Need more help? See how VMware made 20 hard-to-fill engineering hires through Glassdoor.

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Revealing the 10 Most-Followed Companies on Glassdoor http://employers.glassdoor.com/blog/revealing-the-10-most-followed-companies-on-glassdoor/ http://employers.glassdoor.com/blog/revealing-the-10-most-followed-companies-on-glassdoor/#comments Fri, 17 Jul 2015 16:00:19 +0000 http://employers.glassdoor.com/?p=11766 What makes a great profile that attracts not only potential job seekers but enthusiastic company fans as well? To find out, Glassdoor looked at companies with the most followers to determine the top 10. From pictures and video to “Why …Read More

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What makes a great profile that attracts not only potential job seekers but enthusiastic company fans as well? To find out, Glassdoor looked at companies with the most followers to determine the top 10. From pictures and video to “Why Work for Us” messaging and showcasing open jobs, you’ll see there’s plenty you can do to build out an engaging company profile.

Google

google-photos

You know the phrase, a “picture is worth a thousand words?”  At Glassdoor, we believe one of the best ways to showcase your company is through photographs, which is why we allow any employer, customer or not, to share office photos with a Free Employer Account. Photos give job seekers a glimpse of your company, both in and out of the office, and this is a tool that Google employees definitely take advantage of.

Amazon.com

amazon-company-updates

Glassdoor offers a feature for your company profile called “Company Updates,” which allows you to share relevant news regarding your work culture and hiring needs. Think of this as status updates where you keep followers updated on company news, events, jobs and more. Amazon has taken advantage of this, and it’s working. The company’s updates highlight everything from what its like to work at Amazon to “My 10 Most Memorable Candidate Interview Moments.” Frequently sharing relevant and interesting posts can increase your following dramatically. Amazon has more than 250,000 followers on its Glassdoor profile and keeps growing this number by producing engaging content regularly.

Want to gain more followers? Read more about company updates and start increasing your reach!

IBM

ibm-cover-photo

The first thing a candidate will see on your profile is the cover photo, which lands right at the top of your page. So it makes sense to select an image that attracts immediate attention, right? This image should embody both company culture and workforce. Adding a brief line directed towards candidates will seal the deal. Naturally, candidates will be more inclined to scroll down and seek more information about your company if your cover photo instantly attracts them. IBM uses this feature, and it shows – the company has more than 200,000 followers on Glassdoor.

Deloitte

deloitte-videos

In the same sense that photos amplify your company profile, videos are a great way to share information with your followers as well. Videos allow messages to be quickly and easily shared. They also provide an honest depiction of what it’s like to work at a company, showcasing company culture in the best possible way.

Deloitte uses videos within its Glassdoor profile to demonstrate what is expected of employees and the qualities the company is proud to represent. Providing a personal story through video gives job seekers something they can relate to. Deloitte has taken advantage of this feature and grown its already impressive following.

Hewlett-Packard

hp-benefits

Now more than ever, job seekers are dedicated to finding companies with a healthy work/life balance. Using your Glassdoor profile, you can display the benefits and perks you provide as well as a space for employees to review those services. Adding this feature to your profile removes the guesswork for a job seeker, making it easy to understand if your company is the right fit.

Hewlett-Packard has leveraged this tool by providing brief summaries across 50 categories. Using this feature not only gives insight to job seekers, but also allows your current employees to view their available benefits and how they compare to other companies.

Accenture

accenture-social-media

Social media has changed the way people find jobs and has become increasingly important as a recruiting tool. Companies who don’t embrace social media are missing out on great employees.

All throughout your Glassdoor profile, we’ve made it easy to integrate your various social media accounts to connect with your followers. For example, Accenture provides links to Twitter, Facebook, LinkedIn and the company’s YouTube channel. Offering these links gives your followers another way to engage with your company and get an inside look at your culture.

Apple

apple-awards

Has your company been recognized for various achievements but you’re unsure how to showcase them? Glassdoor provides a space to easily share your awards and accolades so you can make the most of your accomplishments!

Apple uses this space wisely to organize its awards both by title and by year. Displaying accolades gives job seekers a tangible view of your company’s strengths. It’s also a great way build trust with candidates.

Infosys

infosys-info

Reading reviews, scrolling through photos and checking out social links are helpful tools, but sometimes people just want the facts. On your Glassdoor profile, you have the option to share additional information such as your company size, competitors and home page link as well as background on your company. Infosys has successfully leveraged this content to upgrade its profile and, in turn, gain hundreds of thousands of followers.

Facebook

facebook-why-work-for-us

The more information candidates have about a company, the more likely they are to apply to open jobs. Every Glassdoor profile has a “Why Work for Us” section, which Facebook has used to create categories like “Make an impact,” “Engineering,” “Marketing,” “New Grad/Intern” and “Culture/Values.” This allows candidates to gain an inside look at a particular category of interest. Certainly, a seasoned engineer will be searching for different information than a marketing intern. By leveraging this tool, your candidates will be more informed of what you have to offer.

Tata Consultancy Services

Screen Shot 2015-07-17 at 12.41.03 PM

Along with basic background about your company, culture and mission, consider promoting your open jobs on your Glassdoor profile. Tata Consultancy Services frequently posts a variety of jobs for various skill sets. Actively updating and sharing job postings will lead to more followers. With more than 300 jobs available on its profile, Tata is dramatically boosting recruiting efforts.

Ready to build followers and upgrade your Glassdoor profile? The best place to start, if you haven’t already, is by signing up today for a Glassdoor Free Employer Account.

Methodology: To determine this list, Glassdoor examined the 400,000 companies on Glassdoor and ranked them by number of followers. This list reflects the companies with the highest number of followers as of July 1, 2015.

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