Glassdoor for Employers http://employers.glassdoor.com Wed, 02 Sep 2015 16:00:33 +0000 en-US hourly 1 Rockstar Recruiter Series: Venterra Realty http://www.glassdoor.com/employers/blog/rockstar-recruiter-series-venterra-realty/ http://www.glassdoor.com/employers/blog/rockstar-recruiter-series-venterra-realty/#comments Wed, 02 Sep 2015 16:00:33 +0000 http://employers.glassdoor.com/?p=12325 I’m impressed when a candidate: Shows some humility, which is one of Venterra’s Core Values. Interviews are a great time to brag about your qualities, but the best candidates recognize their own room for growth. When it’s clear that I’m …Read More

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I’m impressed when a candidate:

Shows some humility, which is one of Venterra’s Core Values. Interviews are a great time to brag about your qualities, but the best candidates recognize their own room for growth. When it’s clear that I’m talking to someone who’s always on the hunt for knowledge and they’re open to a discussion about where they improve their skills, I know I’ve found someone with real potential.

I’m impressed when a recruiter:

Thinks outside the box and will do whatever it takes to find the right candidate. Utilizing direct recruiting, tying in Search Engine Optimization (SEO) strategies to attract candidates, and using video Skype interviewing methods are techniques that we’ve adopted to keep innovative. A recruiter should be an ambassador for the organization and passionate about what they do; this passion will reflect the quality of people they attract.

I’ve been in the recruiting industry for:

10 years. I started in staffing and transitioned into corporate recruiting. I wanted to focus my efforts on bringing in talent for a company that I truly believed in. I wanted to make a difference and I love that I get to work with and recruit others that feel the same way.

I know I’ve done a great job hiring when:

The candidate is a good culture fit for us and them. I get excited seeing our promotion rates and hiring success (the percentage of new employees that are with Venterra for at least six months) increase every month. I want to wow our candidates by delivering a great experience during the recruiting and interviewing process up until their first day. Today’s candidate wants to know what’s going on in real time so we are working through improving our process to help them stay in the know.

The biggest challenge recruiting candidates today:

Finding the most qualified candidates that meet Venterra’s expectations. I want the best talent, those who are a true fit for our organization.  As our CEO, John Foresi stated, “Our Seven Core Values are our long term differentiators, our mission, and our vision. It’s okay if you don’t live these values, you just can’t work here”. Being in the multifamily housing industry is also a challenge as some of our positions are very niche, which decreases the candidate pool even more.

I stay cutting edge by:

Research! I’m constantly viewing our competitors’ websites, analyzing companies similar to our size known for their outstanding culture (I use Glassdoor’s Best Place to Work winners for a good company list), looking into upcoming recruiting trends, and speaking with new recruiting and branding companies about their products/services. Currently, I’m learning a lot about Search Engine Optimization (SEO) and how it is beneficial for recruiting. Marketing Grader shows how your website is ranked with SEO and steps to help improve your website’s ranking.

In 2015, I’ll invest more efforts in:

Growing our talent pool to decrease the time that a position is open. I’ll also be focusing on recruiting maintenance professionals as it is very challenging to find qualified skilled-trade workers in our industry. I want to create a better recruiting and interviewing experience for all candidates, whether they received an offer or not.

Executives see employer branding and recruiting as:

Critical to the success of the company. We’re fortunate enough to have an Executive Team who understands that it is imperative to have a team of highly engaged individuals. In our never ending pursuit of excellence, they recognize that it is our people that make the difference and our culture that sets us apart.

I use Glassdoor because:

It allows our candidates to see us as we really are. As a company with a list of Core Values that includes candor and openness, transparency is extremely important at Venterra. Glassdoor lets us exhibit this value to our candidates by painting a clear picture of our Company’s culture.  Glassdoor allows us to display the employee’s experience with Venterra which gives candidates an insight from “real” people, not just a recruiter. And finally, Glassdoor is helping Venterra find the right people that can make a difference in our organization!

My success is most closely tied to:

Being passionate about Venterra Realty! I love the Company, its story, and what it stands for. I love sharing who we are and where we’re going. I have the ability to help people find their passion. People don’t just want a job; they want to make a difference. And I know they can here at Venterra. We encourage it through our wow culture where our teams are inspired to make a difference in the lives of our customers.

I could improve my reputation as a recruiter if I did this:

My advice: learn as much as you can! Stay abreast on what is going on with recruiting by attending conferences annually (I enjoyed the Recruiting Trends Conference), becoming a member of SHRM, and participating in events specific to your industry (I am attending the Houston Apartment Association Career Fair Night this Fall).

Not every recruiting strategy will work for every company. Get outside of your comfort zone and try new ways of recruiting knowing that this field is constantly changing. Also, make sure you are very active in networking. A recruiter should be a people person, so use your talent to the fullest!

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5 Tips on Using SnapChat for Your Employer Brand http://www.glassdoor.com/employers/blog/5-tips-on-using-snapchat-for-your-employer-brand/ http://www.glassdoor.com/employers/blog/5-tips-on-using-snapchat-for-your-employer-brand/#comments Mon, 31 Aug 2015 16:00:27 +0000 http://employers.glassdoor.com/?p=12319 This article originally appeared in Huffington Post Business, you can find the original article here. It’s 2015, so I think we’ve all heard the phrase, “Keep calm and keep Snapchatting,” right? If not, then you must not work in recruiting …Read More

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This article originally appeared in Huffington Post Business, you can find the original article here.

It’s 2015, so I think we’ve all heard the phrase, “Keep calm and keep Snapchatting,” right? If not, then you must not work in recruiting or employer branding.

I spoke at a conference last week on Being authentic on Social Media with your Company’s Employer Brand and explained how Horizon Media uses Snapchat. The crowd perked up and the flutter of tweets increased, because people were truly curious how this unique social platform could help them amplify their brand. And, there I was, holding the secret sauce. The truth is, there’s no big secret when it comes to using Snapchat to build out your employer brand. But, I do have five tips to share that anyone with an account can quickly start implementing to rev things up!

1. You must love social! Or at least like it a lot. It can’t be a forced “like”, like the “like” you give your crazy aunt’s picture of her cat dressed in this week’s Kim Kardashian fashion that she posts on Facebook. The person running your Snapchat account has to understand how it works and genuinely like it. Consistency is a key factor in building your audience. To me, if you’re passionate about something, you’re going to want to do it over and over again.

2. Have cool things to show. I admit that when I first started my own Snapchat account, I was posting random snaps: a photo of my puppy, a video of my mailman walking down the street, a picture of my mailman holding my puppy. Yeah, boring. Let me spare you all of these first-timer mistakes, especially if you’re snapping from your company’s account.

Instead, piece together a story that’s fun, energetic and even sometimes wacky. That’s the great thing about Snapchat, it’s more forgiving than any other platform because it vanishes within 24 hours. You can even direct people to another platform, like Instagram or Twitter and ask your users to follow you there.

3. Work in snapblasts. Remember the boring snaps I used to post? Well, not only was I posting “snorechats”, I was posting them at various times throughout the day. The first photo at 9 AM, then a video at 2 PM and I’d end things at 5 PM. The damage was done: no one viewed all of my snaps at the same completion rate. My first post had 45 views while my second had 20 and my last one only had three. What was going on?

The fact is, people rarely come back to see your snaps, especially if you’re boring! So it’s no wonder my drop-off rate was high and my completion views were low.

Now I post in what’s called “snapblasts”, where you tell and post your story within a small amount of time (a combo of photos & videos) and all of your snaps are posted at once, as opposed to being spread out throughout the day, in order for your audience to view all of your snaps through completion. Suggestion: “snapblast” 11 snaps of your employees getting cotton candy and taffy at the unavailing of the new 15th floor office space or the interns being photographed for a billboard in Times Square — both of these situations make for a fun and interesting story that give an insider viewpoint.

4. Tell, tell and then tell some more! Now that you know what and when to snap, who’s going to see your story? How do you build your audience? Pro Tip: advertise your Snapchat account on all of your other social networks. Start small and then grow your audience little by little. Give yourself the opportunity to tell your stories in a fun way that engages people and represents your brand. I advertise our Snapchat account on our LinkedIn Career’s page and I’ve noticed that our audience keeps growing because of it. We also send a reminder out to employees before company events so employees can enjoy all the snapping fun. We even have a few campaigns we are about to launch that will be Snapchat-focused. Stay tuned!

5. Measure and pivot. To be honest, I haven’t found a real way to measure Snapchat analytics. But, if I’m posting content that’s not working, my views will decrease. I’ve been lucky this summer and had a design intern who also loves Snapchat and we brainstormed various pieces of content that she created so I could post using the app SnapUp. I personally track data (including views and followers) because I want to see what’s resonating with my audience.

You, as a brand, must figure out if your target audience is on Snapchat and whether or not they’ll engage with your content. For us, they are engaging and it’s working. We’ve actually received emails from candidates who said they saw all of our snaps and now, more than ever, they truly want to work for Horizon Media and they couldn’t wait for their interview. That, to me, is a snapping success.

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Great Glassdoor Company Updates in August http://www.glassdoor.com/employers/blog/great-glassdoor-company-updates-in-august/ http://www.glassdoor.com/employers/blog/great-glassdoor-company-updates-in-august/#comments Fri, 28 Aug 2015 16:00:37 +0000 http://employers.glassdoor.com/?p=12307 Are you using Glassdoor Company Updates to share real-time social messages with job seekers who follow you on Glassdoor? If not, now is the time to start. Company updates is a feature available to any employer with a Glassdoor Free …Read More

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Are you using Glassdoor Company Updates to share real-time social messages with job seekers who follow you on Glassdoor? If not, now is the time to start.

Company updates is a feature available to any employer with a Glassdoor Free Employer Account, which allows employers to share the kinds of social media updates candidates want to see, in the place candidates are already researching them.

Companies such as Salesforce, Groupon, Nestle Purina PetCare, Progressive Insurance and The Home Depot are already using this feature to share the latest and greatest employment information to the very candidates they’re trying to recruit. If you’re stuck on where to start or what to say, check out the below list of 10 great Glassdoor Company Updates in August. We hope they inspire you to share fresh Company Updates on your own profile, but don’t stop there! You can also update your Glassdoor profile with awards, company perks and diversity initiatives while you’re there.

Now, in no particular order, check out some great company updates we noticed in August:

1. Adobe

adobe-company-update

Adobe is using Glassdoor Company Updates to announce company benefits updates, including the company’s enhanced family leave benefit. Glassdoor Company Updates is a great way to share these kinds of benefit updates with job seekers who are deciding whether or not they should apply to work for your company.

2. Allstate

allstate-company-updates

Allstate uses Glassdoor Company Updates to communicate key initiatives from the top-down, like this blurb from CEO, Tom Wilson, about leadership advice and how “Allstaters” are leading from every position in the company with passion and purpose. Company Updates can be a great way to inspire both job seekers and current employees!

3. Amazon

amazon-company-updates

Amazon is extremely active with its Glassdoor Company Updates, sometimes posting multiple times per day. Most recently, Amazon has highlighted some behind-the-scenes looks at how the organization’s distribution works. These types of behind-the-scenes looks are fun ways to engage your Glassdoor followers and share more about the inter-workings of your company.

4. AT&T

at&t-company-updates

AT&T has chosen Glassdoor Company Updates as a place to advertise its diversity initiatives, including its Women Who Inspire series. Amazon talks to influential women who are making a difference in their communities and at large and then features them within its Glassdoor Company Updates, like this employee, Helen, who’s changing the way people think of women in STEM.

5. Constant Contact

constant-contact-company-updates

Glassdoor Company Updates are a great place to share awards and accolades your company has received, and Constant Contact does just that. Recently, Constant Contact shared an award its company won — “Coolest Companies in the Boston Area” and publicized information on an event where it will be accepting its award so job seekers and employees can join.

6. Denny’s

denny's-company-updates

Job seekers care about what you’re doing to give back, and Denny’s has done an inspiring job this month highlighting its service to their community. Most recently, Denny’s featured this Glassdoor Company Update that publicized its No Kid Hungry program to teach job seekers about the many ways Denny’s is giving back.

7. Ford

ford-company-updates

Innovative technologies excite everyone, especially job seekers, and Ford has mastered communicating exciting company updates in technology via Glassdoor Company Updates. For example, this product, an “innovative spider screen,” that keeps insects from nesting inside vehicles, entices job seekers to come work at Ford on products like this. Ford does a great job advertising products to build awareness and candidate pipeline.

8. Kaiser Permanente

kaiser-company-updates

Looking to hire employees with a unique background, like Millennials or Veterans? Kaiser Permanente uses Glassdoor Company Updates to target these unique groups with campaigns like this Veteran Success Story.

9. Nestle Purina PetCare

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Sometimes, job seekers just want to hear about how much fun they’ll have working for you by highlighting unique benefits at your organization. Nestle Purina PetCare gets it, and use Glassdoor Company Updates to feature its great perks, like dogs in the office!

10. Oracle

oracle-company-updates

Looking to welcome new employees to your team in a new and innovative way? Oracle uses Glassdoor Company Updates to welcome new employees, like Vinny, and congratulate them on a job well done in the first 30 days on the job.

Looking to inspire both job seekers and your current employees with Company Updates? Claim your profile on Glassdoor with a Free Employer Account to get started posting Company Updates today!

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Don’t Overcompensate after a Failed Hire http://www.glassdoor.com/employers/blog/dont-overcompensate-after-a-failed-hire/ http://www.glassdoor.com/employers/blog/dont-overcompensate-after-a-failed-hire/#comments Thu, 27 Aug 2015 16:00:21 +0000 http://employers.glassdoor.com/?p=12286 You hired William, a change agent to shake things up at your company, someone who can “speak truth to power.” In interviews, he talked up building consensus and creating change without overstepping his bounds or badmouthing past employers and their …Read More

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You hired William, a change agent to shake things up at your company, someone who can “speak truth to power.” In interviews, he talked up building consensus and creating change without overstepping his bounds or badmouthing past employers and their challenges.

Turns out the hiring process dealt you a change agent lemon.

William is a little too enthusiastic about his role, a little too blunt in his candor. Rather than being helpful, his criticism starts to annoy and sounds like he’s pretty down on the company. Maybe there’s just too much change on his plate. You and your team start to tune out his opinions.

Eventually, you cut your losses and let William go.

Now you have a choice. Do you look for another candidate with the same skill and personality sets, simply chalking up William’s revealed flaws as one-time flukes? Or do you keep the skills yet only source candidates with distinctly non-William personality traits?

Don’t just hire the opposite

In situations like this, too many hiring managers overcompensate, concluding that every last personality aspect of a bad hire like William led to his ultimate failure. Taking a lesson from Seinfeld’s George Costanza, they shun anyone who remotely reminds them of William and his annoyingly critical personality.

That approach may work on a “show about nothing,” but in real-world hiring, this tactic can create an entirely new hell for your recruiting.

Yes, by all means, reconsider your thought process after a failed hire. But why do a complete about face just because you were burned once? On the rebound from a pushy, overly critical hire like William, I’ve seen too many hiring managers look for a timid candidate who will never rock the boat. So much for your agent of change! Ultimately, the timid new hire will fail too, but for entirely different reasons.

Overcompensating limits your candidate options

When hiring managers overcompensate after a failed hire, they often say things like, “I want someone who has nothing in common with William. If someone reminds me of William, even a little bit, I won’t consider them.”

They take their (now tarnished) image of the entire person, attributing every trait (positive, negative or neutral) as problematic. Think Parks and Recreation’s Ron Swanson, who dates only brunettes. As he puts it:

“Why do I only date brunettes? You know sometimes you eat chicken and you get food poisoning, and then even the sight of chicken makes you sick? My first wife is my blonde chicken.”

Like Ron, hiring managers can overgeneralize out of fear of previous failure. You can just hear the conversation: “The last person talked too much, this candidate went overlong answering an interview question—so they’re out… The failed hired worked outside our industry—so don’t bother bringing in another outsider.”

It’s an unworkable way to evaluate candidates, shallow and ineffective. It may look rigorous and exclusive, because you end up with an intimate group of “qualified” candidates. But you’re ultimately ruling out candidates for traits, not flaws. In the end, you are actually removing any semblance of rigor from your hiring process and severely limiting your candidate pool.

How to strike the right balance

Instead of swinging back and forth between extremes, take a step back and remember that business impact always takes priority. Never ignore that out of fear of past failed hires.

So before any new hiring process:

  • Consider what you’re trying to achieve with the position.  
  • Be clear on big picture goals.
  • Balance each goal against (potential) tradeoffs in dealing with a less-than-ideal personality trait or characteristic of the candidate.

Finally, take a cold hard honest look at your open req. See if you altered the position or evaluation criteria simply to “hire the opposite,” i.e., “Not another William!” You may find your own overcompensation bias creeping in.

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Boost Your Job Post’s SEO with These Simple Steps http://www.glassdoor.com/employers/blog/boost-your-job-posts-seo-with-these-simple-steps/ http://www.glassdoor.com/employers/blog/boost-your-job-posts-seo-with-these-simple-steps/#comments Wed, 26 Aug 2015 16:00:25 +0000 http://employers.glassdoor.com/?p=12296 Every active job seeker out there has one thing in common – they’re searching. So why not take a lesson out of the digital marketing team’s book and implement some best practices for your job post. Following just a few …Read More

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Every active job seeker out there has one thing in common – they’re searching. So why not take a lesson out of the digital marketing team’s book and implement some best practices for your job post.

Following just a few SEO (search engine optimization) tips can get your job post in front of more qualified eyeballs without paying anything extra. After all, sites with active job seekers, like Glassdoor, are fundamentally searches engines, like Google, but with a specific audience.

First things first

You’re used to building your job descriptions for human consumption, carefully selecting your words to describe the position and company. The good news is that there’s no reason to change that. However, you’ll need to make sure that both ‘bots’ (sometimes called ‘crawlers’ or ‘spiders’) and humans have an equally easy time reading your job post.

Making sure that your most important keywords are mentioned both in titles and at the top of the page will ensure that both bots and humans will know what you’re about to describe.

Organize your thoughts

Keeping your content organized helps search engines understand how your content is related to search queries, or keywords.

If you want to explain your organizations culture, the job description, and the qualifications, you should do so in distinct sections. This helps search engines understand that your company culture is fun/fast paced/entrepreneurial, but the qualifications/previous experiences required reflects a completely different set of keywords.

Speak the same language

Making sure you’re talking about the same things that prospective candidates are is crucial. Looking at resumes of qualified candidates, working with the hiring manager and reading industry blogs will help you find out how qualified candidates describe their relevant experience.

Speaking the same language as your prospective candidate will allow the search engine’s bot to make automatic connections from your listing to candidate search queries.

Don’t sacrifice relevance for cleverness

You’ll have plenty of opportunity to show how relaxed your work environment is on your company website and profile. Calling your ‘Lead Java Engineer’ a ‘Master Code Guru’ can cost you lost of relevancy and lots of eyeballs.

Act natural

SEO is often referred to as ‘natural search,’ search engines aren’t artificially manipulated by advertising dollars. So, do what feels ‘natural’ to you and relax! Communicating what you feel is right in your job posting, without over-optimizing, will almost always yield the best results.

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Innovations in HR: How ECM Improves Service and Reduces C... http://www.glassdoor.com/employers/blog/innovations-in-hr-how-ecm-improves-service-and-reduces-costs/ http://www.glassdoor.com/employers/blog/innovations-in-hr-how-ecm-improves-service-and-reduces-costs/#comments Tue, 25 Aug 2015 16:00:31 +0000 http://employers.glassdoor.com/?p=12283 By automating HR processes with ECM (enterprise content management) systems, HR departments can reduce compliance risks and the costs associated with paper management while elevating employee self-service to a new level. This is important because healthcare and legal documentation can …Read More

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By automating HR processes with ECM (enterprise content management) systems, HR departments can reduce compliance risks and the costs associated with paper management while elevating employee self-service to a new level.

This is important because healthcare and legal documentation can be overwhelming for companies of any size.

Consider this: ABC news recently reported that complying with the Affordable Care Act is costing small businesses more than $15,000 per year, simply to meet the paperwork requirements for tracking hours, absences and the amount spent on health insurance.

Making compliance more efficient

By automating HR, managers can track all of this data in a central location and leverage reporting and analytics tools that just aren’t available with paper systems.

Documenting payroll, benefits, workers compensation, OSHA and all pertinent communications becomes far more accurate and efficient without the wasted back and forth of emails, phone calls, interdepartmental mail and lines at the copier.

Saving time and cost

According to HR World, up to 80% of an HR department’s time is spent on administration and paperwork. From recruitment and training to managing staffing and employee onboarding, HR managers need all the help they can get to save time and reduce the costs associated with all the paperwork.  

With ECM, all information is stored, accessed and completed online, reducing the need for printing, copying and mailing paper, as well as allowing data to be accessed electronically for analysis and reporting.

According to Deloitte Talent Analytics research, companies “who go through the process of ‘datafying’ their HR organization are seeing 2-3x better results in quality of hire, pipelines and employee turnover.” By delivering easy access to every employee interaction—resumes, personal information, hiring and tax documentation, training manuals, performance reviews and payroll—businesses have a 360° view of each employee.

There’s another benefit: utilizing data to better manage overhead, hiring, overtime, medical benefit management and other related costs.

Self-service convenience

We are now a self-service population, using our smartphones and tablets for everything from banking and shopping to booking international travel and tracking our kids.

The use of personal electronic devices also extends to work deliverables. According to a recent Gallup Poll, one-third of employees use their mobile devices to access work after hours, and 96% of full-time American employees say they use at least one of their own devices to access work-related content.

With all HR-related documentation accessible, employees are better able to control their work lives, e.g., managing benefits and direct deposit options, updating personal information, and submitting expense reports and performance management information.

Anything that needs approvals can be automatically routed to the right person in a matter of minutes versus waiting for hard copies to be printed, copied, signed, faxed or mailed. Saving employees time on their personnel records management means they have more time to focus on the work they were hired to do, and HR departments have all the information they need in one location.

Control and protection

HR departments should have strict policies and procedures for ensuring employee records are protected. With an ECM system, all files are securely stored in a centralized database. Document access restrictions prevent confidential information from being accessed by the wrong people.

Automating HR with ECM delivers a full audit trail of opening, editing, completing, signing and printing, which decreases the risk of lost files and incomplete workflows. HR can respond quickly and accurately to state and federal Departments of Labor, health care providers, attorneys and employees. Records can also be set to self-destruct when needed, according to internal timeframes and industry regulations with data date- and time-stamped for enhanced compliance.

The case for ECM

Business today is all about leveraging the power of technology for efficiency, security and convenience.

With a number of cloud-based ECM technologies in the market, automating your HR doesn’t need to be cost prohibitive. Instead, it can be an indispensable tool for managing your most important resource at a price that’s right for small to medium businesses worldwide.

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The Best Way to Interview Innovative People http://www.glassdoor.com/employers/blog/the-best-way-to-interview-innovative-people/ http://www.glassdoor.com/employers/blog/the-best-way-to-interview-innovative-people/#comments Mon, 24 Aug 2015 16:00:23 +0000 http://employers.glassdoor.com/?p=12226 Finding true innovators to run your strategically significant projects is tough. After all, it’s not easy to find individuals who can take an idea from concept and gestation to roaring success. It’s bloody hard to be on the bleeding edge …Read More

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Finding true innovators to run your strategically significant projects is tough. After all, it’s not easy to find individuals who can take an idea from concept and gestation to roaring success.

It’s bloody hard to be on the bleeding edge of innovation. Creating the future is always uncomfortable, and from day to day it usually feels like failing, until hindsight reveals how far you’ve come. (Scott Berkun’s classic book The Myths of Innovation is a must-read for those wishing to understand the nature of innovation.)

Alas, the world is full of Forrest Gumps who were present, almost accidentally, at key or successful moments in history. Unlike Gump, many of these pretenders attribute success to their own skills, hubris that often stands in the way of your innovation as surely as their inflated salary requirements impoverish a new initiative.

So what do Real Deal Innovators look like? More importantly, how do you interview them to determine if they indeed have innate innovative skills that can help your team or organization?

Innovators spend their time in the trenches

Real Deal innovators spend their time in the trenches. They are constantly experimenting and challenged by the imperative of producing results. Real innovators know that most ideas don’t survive contact with reality. But parts do. So they try things, fail, learn, refine and improve.

To uncover this aspect of innovation, during an interview, ask something like: “Tell us about a time a project you worked on failed, and whether something good (however small) came out of it.”

Innovators put their ideas into practice

Real Deal innovators put ideas into practice more than peers, extending their expertise far beyond everyone in their field. Renowned physicist Neils Bohr once said, “An expert is a person who has made all the mistakes that can be made in a very narrow field.”

For a guide to judging someone’s expertise (especially if you’re not an expert in their field), consider this brief article.

Innovators don’t deal with red tape

Real Deal innovators likely aren’t working in a place where ideas have to be approved by committee. Nor do they spend hour after hour in meetings. And they certainly don’t spend all day reporting on results instead of producing them. Innovators don’t necessarily shirk these responsibilities, but they certainly don’t like doing them. So innovators will tend to move on from any job burdened by bureaucracy and red tape, especially if either or both prevents them from doing work they need to do.

To interview for this aspect of innovation, ask something like: “Break out where you spend your time between reporting, budget, administrative and experimentation.”

Innovators rely on their metrics

Real Deal innovators allow the “tyranny of daily results” to drive their innovation, measuring themselves against hard metrics. They don’t come up with ideas and then spend time giving speeches about it. Instead, they distill actionable takeaways, changes and innovations from the data. Spending time in the trenches means they know when something isn’t working and have the numbers to prove it. Recognizing and acknowledging those failures help Real Deal Innovators successfully pivot and tweak (and when to abandon) an initiative.

Ultimately, Real Deal innovators are effective and knowledgeable. So when you’re interviewing, keep an ear open for any mention of metrics, especially in follow-up questions. Empty suits and hacks speak in platitudes; effective executives speak in specifics, recalling metrics they’re intimate with to answer your questions with specificity.

Innovators generally aren’t famous (and aren’t trying to be)

Why are Real Deal innovators not necessarily widely known? Probably because being famous is a reverse predictor—it usually takes time and effort to build fame. And many innovators would rather spend theirs on innovation. So with few exceptions, they don’t speak at the cool conferences. They may earn the respect of industry insiders for their work, but they don’t willingly engage with the PR machine.

When interviewing, don’t assume that people who are better known are more skilled. Internet fame, high-profile visibility and conference keynoting don’t necessarily mean someone is better at doing the work. It may only mean someone is better at self-promotion.

So how do you distinguish the Real Deal innovators from poseurs and pretenders? Try these:

  • Listen for the daily grind. Do they talk about the data, the metrics and the results?
  • Listen for the experimentation, the risk and the failure.
  • Listen for the grit and resilience to try again.

I’d like to leave with two final words of caution: 1) Run from people who claim their big success came easily, with no moments of uncertainty, and 2) When all is said and done, ask yourself, “Am I really ready to put up with a Real Deal Innovator?”

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Companies Using Videos to Build Their Brand on Glassdoor http://www.glassdoor.com/employers/blog/companies-using-videos-to-build-their-brand-on-glassdoor/ http://www.glassdoor.com/employers/blog/companies-using-videos-to-build-their-brand-on-glassdoor/#comments Fri, 21 Aug 2015 16:00:54 +0000 http://employers.glassdoor.com/?p=12272 We live in a visual world. Seventy-six percent of job seekers want details on what makes a company an attractive place to work, according to an October 2014 Glassdoor site survey. Additionally, the number one piece of information job seekers …Read More

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We live in a visual world. Seventy-six percent of job seekers want details on what makes a company an attractive place to work, according to an October 2014 Glassdoor site survey. Additionally, the number one piece of information job seekers want employers to provide as they research where to work is details on what makes an attractive place to work.

A great way to visually showcase your brand to potential candidates is through employment brand videos on your Glassdoor profile. Job seekers are already on your profile doing their homework — why not hit them with a fun, interactive video about your company perks and what makes you a great place to work while you’re at it?

Here are five companies who are skillfully showcasing their employment brand through videos on Glassdoor:

1. Cisco

Up front and center on Cisco’s Glassdoor profile are three employment brand videos. Right off the bat, these videos catch your eye as you move through their profile. Note that they’re typically two minutes or under, which is the perfect length for a job seeker’s short attention span.

Also, Cisco highlights innovative technologies in their videos, which positions them as a leader in tech innovation to job seekers. What are job seekers seeing first when they visit your Glassdoor profile?

2. Square

Looking to attract diverse job seekers like female engineers, Millennials or Veterans? Target these unique groups with your videos on Glassdoor. Square boasts seven videos on their Glassdoor profile, covering topics ranging from how they help sellers to opportunities for recent grads and big product releases.

Giving job seekers a wide variety of content that appeals to different job seekers is a great way to attract all of the diverse groups you’re looking to hire. Take a page from Square’s book and upload new branded videos to your Glassdoor profile today!

3. Equinix

Looking for more background on a potential employer? Most job seekers are. Equinix does a great job of highlighting their company’s past, present and future through “Vision”, “Sustainability” and “Careers” tabs on their Glassdoor profile.

The first video on Equinix’s page features their CEO and President, Steve Smith. In the video, he informs job seekers about the history, culture and future of Equinix.

Pro Tip: job seekers don’t always want to read paragraph after paragraph of branded content. Include this “Why Work For Us” messaging in a fun video or interview like Equinix did to mix things up.

4. Walmart

In their videos on Glassdoor, Walmart features what a great place to work they are in a video called “More Than Expected”. In it, they highlight what makes them great — factors including how much food they donate to those in need in each year and the high number of jobs they create. In appealing to a wide range of job seekers — working moms, truck drivers, pharmacists and tech gurus — Walmart successfully targets millions of job seekers in just one video that everyone can relate to.

5. Postmates

The best way to attract job seekers is to tell them upfront why they should come work for you. Postmates does just that in their employer brand video, featuring how they are transforming the way local goods move around cities.

They also highlight what makes their company different — their passion for local goods, how easy and widely-used their product is and how they help people everywhere. These key differentiators attract the right kind of job seeker, which is exactly what Postmates is trying to do.

Getting started with videos

Not sure where to get started? If you have great videos already made, consider partnering with Glassdoor to start uploading videos to your profile today! If not, make it a priority to devote budget and time to creating a “Why Work For Us” video. No budget? No problem! Shoot one in-house with your own equipment (iPhones have great cameras!) or ask your employees to shoot videos at company offsites or team events. Even one or two videos can completely change the way job seekers view your company.

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When Open Source And HR Collide http://www.glassdoor.com/employers/blog/when-open-source-and-hr-collide/ http://www.glassdoor.com/employers/blog/when-open-source-and-hr-collide/#comments Fri, 21 Aug 2015 16:00:11 +0000 http://employers.glassdoor.com/?p=12235 Transparency. It’s a term we use a lot in HR. This idea of openness is often applied to areas like employer branding — sharing culture openly to help organizations more effectively draw talent that aligns with their culture and organizational values. …Read More

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Transparency. It’s a term we use a lot in HR. This idea of openness is often applied to areas like employer branding — sharing culture openly to help organizations more effectively draw talent that aligns with their culture and organizational values.
We’ve adopted this approach at Hootsuite, empowering our peeps around the world to “work out loud” and share their experience. Our culture is built on the foundation of a passionate, egoless team having fun and building something bigger than ourselves, free to find new ways to share and give back to our respective communities, including HR.
Open source comes to HR

We recently launched a new initiative within our HR team called Open Source HR (#HootHROS). The idea is to empower our HR team to share what we’re working on, what we’re learning and where we’re finding inspiration.

This initiative also includes bringing transparency into our HR projects by creating detailed case studies—e. g., a recent global Periscope branding campaign, #FollowTheSun—breaking down where ideas came from, how we pitched and executed, metrics and results, and what we got wrong. Yes, what we got wrong.

Sharing mistakes

That last part is really important, and highlights why transparency in HR matters. You might think a company like Hootsuite has advantages when it comes to Social HR, and you’d be right, but that doesn’t mean we don’t make mistakes.

Illuminating and sharing our mistakes in our case studies shows that, by nature, many social HR efforts are experimental. That means there’s always a degree of risk and unknown, but if you embrace that and see them as learning opportunities, you can help move your HR team forward, faster. Leading with humility is a core value at our organization. So being committed to sharing (no matter the outcome) aligns us.

Scaling open source HR

Without a doubt, open source technology has been an incredible boon for software development. Now, imagine the benefits if more organizations embraced open-source HR, sharing their hard-won best practices and successful initiatives in recruiting, talent development, onboarding and retention! We’re in, are you?

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Rockstar Recruiter Series: WilsonHCG http://www.glassdoor.com/employers/blog/rockstar-recruiter-series-wilsonhcg/ http://www.glassdoor.com/employers/blog/rockstar-recruiter-series-wilsonhcg/#comments Thu, 20 Aug 2015 16:00:07 +0000 http://employers.glassdoor.com/?p=12218 I’m impressed when a candidate: Does research. Candidates impress me the most when, prior to our initial interview, they do their due diligence and thoroughly research the company as well as industry. Having knowledge of recent company news, our services and our company …Read More

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I’m impressed when a candidate:

Does research. Candidates impress me the most when, prior to our initial interview, they do their due diligence and thoroughly research the company as well as industry. Having knowledge of recent company news, our services and our company culture helps candidates raise thoughtful questions during interviews.

I’m impressed when a recruiter:

Sets clear expectations of the interview process and provides timely feedback. Today, the candidate experience has taken a front seat as organizations look to improve their talent acquisition strategy. Setting clear expectations and providing timely feedback builds not only a trusting relationship, but sets the stage in how the candidate can expect a company to communicate with its employees.

I have been in the recruiting industry for:

A while! Since joining WilsonHCG two years ago, my focus has been outsourcing (RPO).

I know I’ve done a great job hiring when:

A candidate receives an offer—my true satisfaction. I know I’ve done my hiring job when managers share success stories of the direct impact their team members make each day with clients.

The biggest challenge recruiting candidates today is:

Gaining candidate trust and buy-in, due to the overwhelming demand and un-humanized approach many recruiters take. Recruiters can combat this challenge by taking a genuine and personal approach to their messaging and avenues used to make initial contacts.

I stay cutting edge by:

Keeping up with new deep-dive sourcing strategies. At WilsonHCG, we have fantastic thought leaders focused on uncovering and sharing new tools. More specifically, WilsonHCG has a brand ambassador team with an ambassador dedicated to researching alternative and niche sourcing techniques. They share best practices with our team, which helps me put them in motion.

CareersAtWilsonHCG

In 2015, I’ll invest more efforts in:

Building out my internal recruitment marketing strategy. Ensuring I stay proactive and continue to welcome (and implement) cutting-edge techniques are top priorities. Meanwhile, I also want to spend time and effort developing my personal social brand as a recruiter. As the face of WilsonHCG, it’s in my best interest (and my company’s) to stay ahead of trends and set a positive example.

Executives see employer branding and recruiting as:

Key differentiators in attracting talent today. Candidates yearn for transparent companies and judge them based on how active they are on social media, such as sharing content within a talent community. From a higher-level perspective, executives ultimately see employer branding and recruiting as a multifaceted form of marketing. Recruitment marketing, in fact, is a growing trend and instrumental in helping organizations stand out and attract talent.

I use Glassdoor because:

Candidates care about feedback. Glassdoor is always one of my go-to market research tools when it comes to evaluating the competitive landscape. I also use it as an indicator of our success in delivering a streamlined interview process. On Glassdoor, candidates share honest feedback about their interview experiences, everything from how many rounds they went through to how difficult interviewers’ questions were.

Regarding reputation management, having a strong and positive employer reputation is critical to our recruiting success. I am constantly thinking of new ways I can improve my reputation within the recruiting space. My action plan includes engaging in more Twitter Chats, webinars and thought leadership initiatives across the talent acquisition community.

My success is most closely tied to:

A handful of mentors (and friends!) at WilsonHCG who have taken the time to invest in my professional growth. There are a number of ways you can get involved as a new-hire mentor or a companywide trainer; however, I am thankful for both colleagues and managers who have gone the extra mile to help my professional growth.

I could improve my reputation as a recruiter if I:

Engaged in more Twitter Chats, webinars and thought leadership initiatives across the talent acquisition community. I plan to!

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