Glassdoor for Employers http://employers.glassdoor.com Fri, 21 Nov 2014 17:00:34 +0000 en-US hourly 1 Why Unlimited PTO is Worth It http://employers.glassdoor.com/blog/unlimited-pto-worth/ http://employers.glassdoor.com/blog/unlimited-pto-worth/#comments Fri, 21 Nov 2014 17:00:34 +0000 http://employers.glassdoor.com/?p=9922 I am a trust based manager. Glassdoor is a trust based employer. Here at Glassdoor, we expect that our employees will be intrinsically driven to do the right thing and behave in an ethical manner. We are offered the opportunity to …Read More

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I am a trust based manager. Glassdoor is a trust based employer.

Here at Glassdoor, we expect that our employees will be intrinsically driven to do the right thing and behave in an ethical manner. We are offered the opportunity to show our employees that we believe in their ability to make the right decision when faced with a challenge. One of the many ways that we show our employees that we think they’re responsible and capable adults is through our “Vacation Matters” policy.

At Glassdoor, we want our employees to manage their personal lives as well as their work. We believe that people are smart enough to decide when they can go on vacation, stay home sick and be in the office to get sh*t done. Therefore, we do not dictate the number of days per year our employees can go on vacation — we believe they’re smart enough to make that call on their own.

Recently, we implemented an “unlimited personal time off” policy. There is no “sick time” or “vacation time.” If employees are ill, we encourage them to stay home, rest and recover — and not infect co-workers. If someone wants to schedule a vacation, they should! We believe that employees who love their lives, see their families and take care of their bodies will be happier, healthier and more productive employees.

Unlimited paid time off often leads to misconceptions. UPTO does not mean that employees are allowed to go on vacation indefinitely and aren’t held accountable for their jobs — quite the opposite, in fact. We have found that our employees are even more responsible because they do not want to let their team or company down: Or abuse the policy and ruin it for others. Every employee is also an owner of the company, so we are all thinking about the well-being of our organization as well as our personal well-being.

Here are three reasons you should implement UPTO at your organization today:

  • It’s free! Offering unlimited paid time off costs you nothing, yet does wonders for your organization. First, it shows your employees that you trust them, which goes a long way. It also shows potential candidates how much you value your employees and their work/life balance, a huge selling point for on-the-fence applicants.
  • You won’t have to deal with “sick days,” “vacation days” and timesheets. Seriously, it’s almost 2015. There is no need to micromanage employees to the point where you need them to account for every single hour of their lives. Give your employees freedom and let them prove to you that they’re willing to step up to the plate and make you proud.
  • Your employees will work harder. If you decide to offer UPTO, you’ll realize something great — employees will work hard for you. Employees want to be valued as human beings and need their employers to realize they have lives outside of work. When employees know that they can take off two weeks to Hawaii on vacation with their kids, they will work that much harder to get their work done (and go above and beyond for you) before they leave. Understanding that work is just one aspect of people’s lives is a crucial step for companies.

At Glassdoor, we believe UPTO gives employees a more holistic view of how to spend their time. This is your life, this is your career and this is our company; together, if we make smart decisions, we will all thrive and make a difference in the world, our personal world and the world at-large. We believe that if people are treated with respect and dignity, they are more likely to respond in kind. That creates a lovely experience for each of us.

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Why Glassdoor Matters in the Recruitment Process http://employers.glassdoor.com/blog/glassdoor-matters-recruitment-process/ http://employers.glassdoor.com/blog/glassdoor-matters-recruitment-process/#comments Fri, 21 Nov 2014 15:30:21 +0000 http://employers.glassdoor.com/?p=9931 Just like in consumer marketing, employment branding (a crucial part of the recruitment process) is built on many moving parts that make up the overall image. And just like in consumer branding, employers need to constantly identify the parts in motion, …Read More

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Just like in consumer marketing, employment branding (a crucial part of the recruitment process) is built on many moving parts that make up the overall image. And just like in consumer branding, employers need to constantly identify the parts in motion, including the ones that aren’t fully in the marketing team’s control. In 2014’s Fortune 500 Top 100 Employment Brands Report, WilsonHCG defined these parts, broke them down into objective categories and measured them from a candidate perspective. In reviewing the results, employers may be surprised by how heavily certain categories weigh in the overall effectiveness of an employer brand, especially considerations that weren’t proactively produced by their own team.

Candidates are taking their job search into their own hands and are no longer accepting the rose-colored glasses that employers are handing out in their branding efforts. Candidates are on the hunt for the real story. They’re not easily impressed by the perfect company culture content all tied up with a neat bow; they want the good, the bad and the ugly thrown into the mix. It is this mentality to uncover more that has led companies like Glassdoor to become a popular choice for candidates’ search for the truth. And this is exactly why several categories on this employment branding report relied on data from sites such as Glassdoor, including employee reviews, candidate experience, accolades, CEO ratings and more.

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Employee impact on the brand

While employers are making grand plans for their content development, they might be overlooking a valuable resource that candidates rely on: their employees. Current and former employees are out there providing candid feedback on social media, through word-of-mouth and via review sites. These are the same insights that could make or break a company’s recruiting process and any traction made on its employment branding efforts. If your organization is not paying attention to this, then consider the employer brand incomplete.

Improving and leveraging employee feedback

Bad reviews and consistent cons can raise red flags for candidates, that’s a given. But even lack of activity, branding and reviews can be a cause for concern. Even if a company can’t invest in the branding capabilities of Glassdoor, it can occasionally remind employees about the option of leaving an anonymous review. Additionally, set alerts and periodically review employee feedback. It can provide a genuine look at what employees like and would like to see changed about your company. This will help guide the benefits to offer to employees and market positions effectively to candidates.

Risk control and reputation management

Rather than being defeated by the less-than-flattering reviews out there, a company should use this knowledge in a proactive way. Create a strategy that includes monitoring and responding to Glassdoor reviews, whether that means simply addressing the issues internally or developing branding campaigns that provide more accurate information. Also, be sure to train recruiters on how to overcome concerns and candidate objections caused by any undesirable postings. Being actively prepared to address these situations can allow recruiters to control the conversation and provide the information candidates need to deem whether or not the company truly is right for them.

With one-way marketing tactics, your employment brand will never become competitive. The way to make it strong and trustworthy is to encourage the parts that incorporate two-way communication, such as review sites, candidate experience and employee testimonials. Get that feedback and use it! This is essential not only for branding efforts, but provides insights on areas to optimize or improve upon internally, creating a healthier organization.

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Why Your Employer Brand is More Than Just Job Clicks http://employers.glassdoor.com/blog/employer-brand-just-job-clicks/ http://employers.glassdoor.com/blog/employer-brand-just-job-clicks/#comments Thu, 20 Nov 2014 16:40:40 +0000 http://employers.glassdoor.com/?p=9913 Lately we’ve been hearing a lot about what makes up a company’s employer brand. Is it the colors and mission statement on your careers page or your social media sites? Or is it how candidates perceive you? Maybe it’s what …Read More

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Lately we’ve been hearing a lot about what makes up a company’s employer brand. Is it the colors and mission statement on your careers page or your social media sites? Or is it how candidates perceive you? Maybe it’s what your employees say about what it’s like to work at your company. In truth it’s a bit of all those things.

What it’s not, is simply the sum total of the clicks you get on your job listings. You can’t measure employer brand on traffic to job listings or even to your company profile. Measuring employer brand by these factors is not only wrong, it means that you’re not leveraging your employer brand effectively to recruit the best talent. Employer brand management needs to be thoughtful and authentic. By ignoring any one of the key voices that make up your employer brand, you could be hurting your reputation as an employer.

What makes an Employer Brand?

A company’s corporate and product brand is evident in all its marketing—in ads, on the website, on product packaging. But what makes up an employer brand? An employer brand is made up of everything that influences how people think about your company as an employer. As Jeff Bezos is famous for saying, “Your brand is what other people say about you when you’re not in the room.”

Employer brand is made up of a few key things:

1. What you say about your company, and how you say it. This should reflect your company culture itself, including your company’s values, vision, mission statement, working language, systems, beliefs, and habits. All these things should be reflected in descriptions of your company on your career site, your company profile on Glassdoor, on social media, and within your job descriptions. Keep in mind, nine in 10 job seekers say they find the employer perspective useful when learning about jobs and companies1 so be careful not to leave a void that can be filled by someone else.

Employer Profile_Zillow

2. What employees say about you. Your employer brand goes beyond simply the employer voice. Employees are sharing their experiences at work, both in person and online. When they share their views on sites like Glassdoor or social media platforms, it becomes a living history of employee experience that potential candidates use to evaluate your company. Your employees’ opinions matter because they can make or break a candidate’s decision. They can help you attract the best talent because they represent an authentic view of what it’s really like to work at your company.

Employer Reviews_Zillow

3. What candidates say about you. First impressions are everything. The candidate experience begins from the first point of contact with a potential employee. Candidates get a feeling for your company from job posting and first phone interview, and continue to form opinions as they walk through your offices and the way they’re treated by other employees and hiring managers. If a candidate’s experience is negative, not only can you lose out on top talent, but your reputation and employer brands can also suffer.

Interview Reviews_Zillow

Employer branding is the sum of its parts

Each of the elements listed above is a key part of employer brand because all pieces affect a company’s reputation in the eyes of a candidate. Both passive and active candidates make decisions regularly based on how they feel about a brand. It affects whether they look at a job listing, whether they click to apply, whether they accept an offer, and it even affects how much salary they’re willing to take. According to some research, 68% of people are willing to accept a lower salary to work at a company with a great employer brand2.

And, we’ve seen measurable differences in engagement for employers who actively manage their employer brands on Glassdoor. For example, employers who have an Enhanced Profile that include their own narrative and visuals about why candidates should consider their company, receive – on average — 46% more page views and twice as many job clicks than unclaimed profiles. You can claim your profile with a free employer account.

So how should employer brand be measured?

If employer brand is made up of the employer voice, the employee voice and the candidate experience, then a true index would integrate each of these factors. We have some ideas here at Glassdoor. Watch this space.

Finally, if someone is trying to tell you that you can measure employer brand with traffic, you might want to send them the Employer Branding for Dummies book. Sounds like they need to read it.

1. Glassdoor User Site Survey, October 2014

2. CareerBuilder Candidate Behavior Study, October 2013

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3 Tips to Hiring Top Sales Pros http://employers.glassdoor.com/blog/3-tips-to-hiring-top-sales-pros/ http://employers.glassdoor.com/blog/3-tips-to-hiring-top-sales-pros/#comments Mon, 17 Nov 2014 14:00:19 +0000 http://employers.glassdoor.com/?p=9865 In today’s fast-paced business environment, top-notch sales professionals are being inundated with emails and calls from recruiters. We respond to most of these emails with one click: “delete.” While answering machines have become the enemy of all recruiters, more companies …Read More

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In today’s fast-paced business environment, top-notch sales professionals are being inundated with emails and calls from recruiters. We respond to most of these emails with one click: “delete.” While answering machines have become the enemy of all recruiters, more companies are competing for all-star sales talent than ever before. And they are all asking the same question – “How can we get these top notch sales people to work for us?”

Here are some key tips to consider when you’re looking to hire top sales pros:

1. Sales pros respect sales pros. Somewhere along the way to becoming a master seller, we started respecting sales tactics. It might have been in one of the many sales training sessions we’ve gone through, or maybe when we started to see great results from the application of those sales tactics. Either way, we appreciate when someone uses a tactic that we have studied. Think of an artist who appreciates a painting done by one of their peers using a familiar technique. If you plan on recruiting top sales talent, do yourself a favor and read a sales book or two. Understand how these professionals work, how they think and how they want to be recruited.

2. We do our homework, so do yours. Besides calls, sales professionals spend a majority of their day doing research. We have to know about the people and businesses that we sell to. If you aren’t taking the time to learn about us and our experiences before hitting “send” on a message, you probably shouldn’t reach out in the first place. We live in the most technologically advanced society to date. Take advantage of that fact and do your homework. Spending 10 minutes researching to fill a hard-to-fill position pays off when it results in a killer salesperson.

3. A little rapport goes a long way. Have you ever walked into a car lot or show room and been hounded by a sales representative trying to close their next deal? As salespeople, we’ve been there, too – and trust me, no one likes it. Don’t be a pesky sales recruiter trying to close your next deal; we can spot your tactics a mile away. Take time to actually get to know us. Make the conversation fun by talking about hobbies or future plans. Don’t waste our time chatting us up, a little rapport will go a long way.

Did you know that 68% of sales professionals will be looking for a job in the next year? To recruit the best, be aware of what these sales professionals need and what motivates them. Sixty-two percent would likely accept less work at a company selling a compelling product or service and 71% would take less to join an organization with a great culture.

Learn the best ways to use transparency, social media outreach and online job sites when promoting your available sales positions. Learn which influencers you need on your side to recruit sales professionals successfully, and note the key differences between male and female sales professionals’ compensation and healthcare preferences. Download our How to Recruit Sales Professionals guide now and gain strategic insights into recruiting these hard-to-fill positions.

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What Job Seekers Really Think of Your Diversity Stats http://employers.glassdoor.com/blog/diversity/ http://employers.glassdoor.com/blog/diversity/#comments Mon, 17 Nov 2014 12:00:01 +0000 http://employers.glassdoor.com/?p=9883 Workplace diversity has been a hot topic this year as several tech companies have released their diversity numbers for the first time. Companies like Facebook, Amazon, Google and Apple have published the demographic data of their workforce. At Glassdoor we’re …Read More

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Workplace diversity has been a hot topic this year as several tech companies have released their diversity numbers for the first time. Companies like Facebook, Amazon, Google and Apple have published the demographic data of their workforce. At Glassdoor we’re all for this type of transparency but we wanted to know just how much it really matters. In the Glassdoor Diversity Hiring Survey, we turned to our community to find out the importance of diversity when deciding where to work, and if employers are doing enough to foster a diverse workforce.

It’s not just compensation job seekers are looking at

A full two-thirds (67 percent) of active and passive job seekers said that a diverse workforce is an important factor when evaluating companies and job offers. That means that whether or not your company is interested in increasing its diversity, chances are that candidates are evaluating diversity when they research your company and during the interview process.

We broke down that data, and as you might expect, a diverse workforce is more important to minority groups. The survey found that 72 percent of women consider workforce diversity important versus 62 percent of men. It also found that 89 percent of black respondents, 80 percent of Asians, and 70 percent of Latinos said it was important to them. What’s more, a significant majority of white respondents say workforce diversity is important. So whether you’re hiring for diversity or not, diversity should be something you take into account when evaluating your entire recruiting process.

Your employees think you should be doing more

So candidates care, but what about employees? The survey revealed that more than half (57 percent) of people think their company should be doing more to increase diversity among its workforce. One in ten (14 percent) don’t think their company needs to do more.

Many folks think that diversity needs to be reflected at the top. Two in five (41 percent) surveyed did not think their company had a diverse executive team.

When we asked who at their company was in the best position to increase diversity, the top three answers were: Hiring managers (45 percent), the CEO (42 percent), HR (40 percent). Interestingly, 23 percent of people said that employees themselves were responsible for increasing diversity, reinforcing the importance of employees as ambassadors of a company’s brand. In addition, 21 percent named the company’s board of directors and just 3 percent said President Obama was responsible.

Employees aren’t aware of diversity initiatives

Perhaps part of the reason that the majority of people think their company should be doing more is because they aren’t aware of initiatives within their company. Only one-third of people polled said they knew of any diversity initiatives where they work. An additional 21 percent said they are uncertain. So your employees may not be your best brand advocates when it comes to diversity. Remember that your employees are a significant part of your employer brand. Candidates may look for signs of diversity on your site and in your online profiles, but they will also talk to their friends and read reviews on Glassdoor to find out how diverse a company is. If a diverse workforce is important to your company, make sure your employees know about your initiatives. Involve them in as many efforts as you can. It will not only get employees more involved and more invested in your company, but it will help you recruit even more diverse talent.

Tips for employers on diversity hiring

So what should employers be doing to both increase diversity and highlight their efforts? Here at Glassdoor, we’ve worked with a number of employers on their diversity hiring efforts and they typically give the following advice:

  1. Demonstrate your commitment to diversity internally first. Be transparent. Evaluate your workforce and executive team demographics, figure out where the gaps are, then let your employees know. Successful companies create internal programs, resources and networking groups to support their employees. Listen and respond to the employees you already have and they can help you retain and recruit new and diverse talent.
  2. Actively recruit for diversity by targeting your audience. Diversity initiatives should be more than rainbow-faced photos on your careers page. Whether it’s a Women in Tech group or an LGBT Summit, make sure your recruiting efforts are reaching groups where they’re comfortable. This also extends online. Today’s ad targeting technology allows you to target specific groups with job ads or display campaigns that not only reach your target audience, but also brand your company as one that cares about diversity. Glassdoor has worked with a number of companies on diversity campaigns. For more information, see our job ads page.
  3. Communicate with your employees and candidates about your initiatives. Your employees can be your best evangelists if they know what efforts your company is doing to increase diversity. Highlighting initiatives internally can also have the added benefit of creating a tighter community within your workforce.

Curious to see how salaries and employee satisfaction compare by gender at 25 of the biggest tech companies? See the results on the Glassdoor Blog.

Is diversity hiring a key part of your overall recruiting strategy?

Diversity Matters

Diversity Matters

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5 Content Marketing Best Practices That Can Help You Recruit http://employers.glassdoor.com/blog/5-content-marketing-best-practices-can-help-recruit/ http://employers.glassdoor.com/blog/5-content-marketing-best-practices-can-help-recruit/#comments Thu, 13 Nov 2014 17:00:32 +0000 http://employers.glassdoor.com/?p=9829 As a recruiter, you need to put on a marketing hat. I know you’ve heard that before; after all, “recruitment marketing” is all the rage. You can whip up amazing job descriptions seasoned with photos and videos, and blog posts …Read More

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As a recruiter, you need to put on a marketing hat. I know you’ve heard that before; after all, “recruitment marketing” is all the rage. You can whip up amazing job descriptions seasoned with photos and videos, and blog posts peppered with engaging “about us” messaging, but if your target audience isn’t seeing them, much less consuming, why bother?

Take it from a content marketer working in the trenches… here are five hard-learned rules to up your recruitment marketing game in 2015.

1. Measure your channels

It’s always eye-opening to check the numbers. As content marketers, we analyze traffic to our website and blog, as well as followers earned and engagement on every single social media channel. This tells us where to invest and where our audience is consuming our content. This will change over time, of course, so it’s important to regularly monitor your top channels to help hit your team’s objectives.

As a recruiter, your career site matters, but it isn’t the only real estate to watch over. Check your candidate messaging on every social channel—measure the jobs they’re clicking on and which are converting to applicants. “If you can’t measure it, it didn’t happen,” marketers like to say. Numbers talk! They can help you build a business case in where to invest to recruit top talent.

2. Develop personas

Marketers think about buyers and their pain points; for example, what specific content might help them at any given time? For recruiters and candidates, the same applies. Prep for interviews by researching where your candidates are coming from. Create personas of those you hope to hire for each role. This will help frame why your company is the right choice, why your company is better at addressing pain points they may have suffered at their last company. Give concrete reasons why your company is different and will meet their needs.

Personas also help you satisfy candidates’ cravings to be spoken to uniquely—a one-size-fits-all message won’t work to both engineer and sales candidates. Persona research helps you target the right talent with the right message. For example, we surveyed two talent groups on Glassdoor and found:

  • Sales Professionals: 68% will be looking for a new job in the next year, but only 7% say blog posts from other sales professionals help them uncover opportunities.
  • Software Engineers: 25% will be looking for a new job in the next three months, and 33% say blog posts from engineers within the company hiring help entice them.

Pro Tip: With a Glassdoor Free Employer Account, you can easily see who is visiting your page based on age, experience and jobs they are clicking on. You can also filter by reviews from employees who have a positive business outlook versus those who don’t, and those who would recommend your company to others and why. This can help you hone in on attributes to use to attract your next all-star!

Also, if you’re looking to target more specific audiences, check out our useful guides on recruiting software engineers and sales professionals to get inside the minds of these specialized individuals.

3. Plan plan plan

Create a content calendar detailing upcoming posts and where. If you have hiring pushes during certain months or quarters, a calendar can help you keep track of the content needed to hit those goals, as well as measure and monitor the results against KPIs you’ve set.

4. Make it about them, not you!

We all know your company is awesome. That’s why the candidate applied! But a job description and “about us” messaging is more about speaking to the candidate’s specific needs and how your company plans to meet them. Sell them on the job experience both online and when they come in to interview. Remember, candidates are interviewing you just as much as you are interviewing them. Explain why a role is the best fit for them and their key strengths.

5. The 3 R’s: recycle, reuse, repurpose

When your job descriptions speak to the talent and personas you want to hire, repurpose, recycle and reuse the messaging where appropriate. For example, there’s no need to re-cut videos over and over again for positions on the engineering team or jiggle universal content like your mission statement. Instead, spend your efforts on customizing content for hard-to-fill posts.

Repurposing is also a great way to do maximize the time and budget spent on creating original assets. For example, video testimonials can easily be turned into great social posts, blogs and syndicated across different channels.

Content marketing

Once you have the right content and personas, it’s all about picking the right channels to find, influence and attract your target talent.

In the words of Jenny Terry-Tharp, Director of Staffing Strategic Initiatives at AT&T, content is king, but distribution is queen! Where you post your content (and how) can make all the difference.

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Glassdoor’s 2014 Recruiting Budget: Revealed http://employers.glassdoor.com/blog/glassdoors-2014-recruiting-budget-revealed/ http://employers.glassdoor.com/blog/glassdoors-2014-recruiting-budget-revealed/#comments Wed, 12 Nov 2014 17:10:56 +0000 http://employers.glassdoor.com/?p=9803 It’s 2015 planning time. It’s time to figure out your 2015 recruiting goals, strategies and tactics. It’s also time to nail down what budget and resources you need to hit those goals. And of course, you aren’t done until you’ve …Read More

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It’s 2015 planning time. It’s time to figure out your 2015 recruiting goals, strategies and tactics. It’s also time to nail down what budget and resources you need to hit those goals. And of course, you aren’t done until you’ve convinced your boss that your budget requests are reasonable!

One thing that I’ve always done in my career is to ask peers at other companies if they are comfortable sharing their budget spreadsheets and key strategies for the next year in a hope to understand:

  1. How their spend level correlates to the goals they are expected to achieve (e.g. # of hires, types of hires, cost per hire, # of hires per recruiter, % growth vs. previous year)
  2. If they are spending on new, innovative ideas or tools that I hadn’t yet considered
  3. How they allocate their spend between people, systems, programs
  4. How they organize and track the budget categories

Many times these peers are unable to share their documents outside their company. Sometimes, the best they can do is to share the shell of their budget planning spreadsheet, but zero out the line items. It’s a reasonable compromise.

The result, however, is that it is common to go into budget planning with just your own historical data and planning models, and realize after the fact that you may have missed some opportunities. When we started ramping our recruiting effort this year, I spent a few hours searching Google and Slideshare to see if anyone had shared their budget frameworks, but came up empty-handed. It’s a bummer when you miss something in planning and have to wait another whole year to invest in a high-impact program that your peers are already doing.

Thus, I decided to share Glassdoor’s internal recruiting budget with you. If you run recruiting for a massive company, it probably won’t help you much and you may find it “cute.” But, in case you run recruiting for a rapidly growing small company with similar challenges, I hope it may help you both with your planning as well as help you with developing a compelling case with your boss for sufficient budget to hit your 2015 objectives.

By sharing this info, you may be able to poke holes in our budget allocation, tool selection and planning process – that’s ok with us – if there is a better way, we want to know.

A little context first on how we arrived at our 2014 recruiting budget.

Challenge #1: We needed to hire more than 200 people. And we had both high-volume and hard-to-fill positions.

We needed to hire roughly 50 software engineers, product managers, data scientists, and UI designers. These are typically the hardest-to-fill and most competitive positions in the SF bay area.

We needed to hire a CFO, Chief People Officer, and several sales leaders. These talented folks are also not easy to find.

All the while, we needed to scale our Glassdoor for Employers business and hire over 120 sales, marketing and service pros; the sheer volume of hiring was daunting.

Below is what we needed to accomplish, and so far we are on track!

hires-per-month

Challenge #2: 2014 was a building year for Glassdoor’s Recruiting team.

In prior years, Glassdoor had relied on small number of contract recruiters and third party contingent search firms to assist the hiring managers. But given the constant hiring volume expected for 2014, we concluded that the best thing to do was bring on full-time recruiters for key job categories like Engineering, Sales, and G&A. We needed sourcers to support the recruiters and we needed recruiting operations folks to fine-tune our systems and processes. We needed to “walk the walk” and deliver a great candidate experience and hire a rockstar for Employer Branding to showcase our vibrant employer brand. We weren’t starting from scratch, but we had big, audacious goals and a huge amount of hiring to do each month. Thus, we had to build our foundation and deliver results to the hiring managers at the same time.

The Talent Acquisition Team – Before and After:

recruiting-team

From a budget perspective, here is how our resourcing plan for Recruiting team resulted in “fully burdened” personnel costs. As we built out our internal team between February and October, you will see that the investment in personnel costs did grow substantially from Q1 to Q4.

People-Budget

Challenge #3: It had to happen fast. We didn’t have the luxury to first build our team and systems for a few months before starting hiring. We needed to build and execute. Thus, we needed amplify our brand and turn on all promising recruiting channels.

We needed a high quality candidate pipeline… and fast. We needed employee referrals, active candidates, passive candidates, re-lo candidates, pink unicorns – we needed them all. We needed some programs that were “always on” – filling our candidate pipeline. We needed to let the world know that we had a lot of openings. We tested a bunch of different sources to see what would work best. We’re fortunate to be able to advertise all our jobs for free on our own site and it is our number one source of hire. Full disclosure: to tap into different talent pools, we also post some of our jobs on LinkedIn, Indeed, craigslist and niche job boards. We test a variety of things – some work, some don’t. Our goal is always to increase our investment in the things that work, and turn off those with a weak ROI.

As recruiters and hiring managers, we are also fortunate to have an amazing company culture. But, we needed to go further to amplify its impact. Post interview, we would hear from candidates that they loved the energy and vibe of the office environment and for the first time had been convinced that working north of the Golden Gate Bridge was a good idea. We thought to ourselves “if we can only get them to come into our office, they’ll see how great the culture is and want to join us.” So, we needed to have candidates’ “first moment of truth” and initial impression of Glassdoor to accelerate to the moment when they first become aware of our opening. We needed to invest in our employer brand and start sharing the inside scoop of what exactly it felt like to work at Glassdoor. For groups like Engineering and Sales, we decided to tailor the message via videos to better resonate with the target audience. There was a bunch we needed to do to achieve this, and it took a concentrated effort and investment. It wasn’t going to happen on its own.

Recruiting-Programs-Budget

Note: in this budget, we included the cost of advertising on Glassdoor to give a fair depiction of a normal cost-per-hire (CPH).

2014-Recruiting-Spend

As a result of those program investments, here are our “Source of Hire” metrics. You’ll see that Job Advertising and Employee Referral Programs have been highly cost-efficient and have been strong contributors to our hiring results. For small, growing companies whose relative awareness with job seekers is minimal vs household names like Google and Facebook, it makes a great deal of sense to raise your awareness by promoting both your employer brand and jobs.

Source-of-Hire

There was a great deal of hustle required by all of the hiring managers as well as our growing recruiting team. When it came to Sales hiring, we knew that a delay in the start of any Sales hiring class would have an adverse affect on our top line revenue for 2014. We couldn’t let that happen. Our sales managers and sales recruiters wouldn’t let it happen and moved mountains to hit our hiring goals. In addition to tightly managing our sales candidate pipeline, we also added some sales recruiting events to create a spike in candidate flow. In general, the strategies worked and we are pretty happy with our time-to-hire. See our time-to-fill by department below.

Average-Time-to-Fill

Challenge #4: Candidate use of mobile devices was taking off. Each month our mobile traffic was growing by 2% and eventually surpassed 50%.

We needed to invest in our recruiting systems to make our recruiting team as productive as possible. We wanted candidates coming from mobile devices to have a good experience and be able to apply for jobs with as little friction as possible. We wanted them to be able to read our employer branding content from any mobile device without having to “pinch and zoom.” We wanted all the candidate flow we could get and didn’t want 50% of our candidates to face a roadblock in the apply process. We implemented both a mobile optimized career site and “mobile apply” in mid-2014 to improve the candidate experience and applicant flow.

To help our sourcers, we also invested in a new breed of sourcing tools like Connectifier and extended our investment in the Jobvite platform by purchasing their CRM/Engage product.

recruiting-systems

Challenge #5: Glassdoor’s HQ is in a beautiful waterfront location just north of San Francisco, but if you live in the South San Jose, it won’t be your “dream commute.”

Glassdoor-HQ-1

To hit our hiring goals, we needed to increase our addressable talent pool and needed SF/North Bay residents to know that Glassdoor is an up-and-coming employer that is close to home!

The good news is that Glassdoor is an amazing place to work. Our office environment is phenomenal and directly on the water in Sausalito. If you live in the SF bay area, it’s those two blue-roofed buildings on the water when you get off the Stinson Beach/Muir Woods exit on 101. It’s a dream commute if you live in the North Bay or in Pacific Heights/Marina. However, one of the recruiting challenges is that Sausalito isn’t exactly convenient if you are a software engineer in San Jose.

To help us attract talent, our Facilities team was able to get permission from our building to add a Glassdoor sign to the front of our building. Because we are right next to 101 freeway, candidates who commute to downtown SF and drive right by our office everyday will see our sign and should begin to consider Glassdoor. Our recruiting team also came up with a guerilla marketing tactic – they setup a free “coffee cart” next to the park-n-ride bus stop across from our building that takes commuters into SF.

Glassdoor-HQ-2

Our engineers came up with another great idea to expand our talent pool outside the highly competitive SF Bay Area. They came up with a way to allow our jobs to show up in job search results for other cities in the USA. See the example below. They also set up our jobs to highlight to job seekers on Glassdoor that relocation assistance was provided for certain jobs. This allowed us to tap into talent pools all across the country. Note: Because this was part of our strategy, we did include candidate travel and relocation costs in our overall budget.

Engineers

Summary 2014 Recruiting Budget & Goals:

All in all, it wasn’t an easy task, but with the total budget of $1.7M, we were able to hit our hiring goals and scale our Recruiting operations. While companies outside the SF Bay Area may look at a $7000 CPH and not be impressed at all, it is a good target to shoot for if you are a startup in hyper-growth mode that is recruiting “hard-to-fill” positions.

I hope this information about our budget, team size, and recruiting tools is useful. If you have comments (or suggestions), feel free to contact me at steve.roop@glassdoor.com. If you’d like the excel version of our budget model, I can send it to you upon request.

I’d love to see others share their format and categories of their budget with the larger community as well. If you are willing to share it on the Glassdoor blog, please let me know and we’ll help you format the blog post.

To view the slides from this blog post, please check out the full presentation here.

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Glassdoor Product Update: Company Updates http://employers.glassdoor.com/blog/glassdoor-product-update-company-updates/ http://employers.glassdoor.com/blog/glassdoor-product-update-company-updates/#comments Wed, 12 Nov 2014 04:56:29 +0000 http://employers.glassdoor.com/?p=9795 Today, we are introducing a new feature on Glassdoor called Company Updates. Company Updates gives you the ability to share interesting and relevant updates related to your work culture and hiring needs with career-minded people who are researching your company …Read More

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Today, we are introducing a new feature on Glassdoor called Company Updates. Company Updates gives you the ability to share interesting and relevant updates related to your work culture and hiring needs with career-minded people who are researching your company on Glassdoor.

Glassdoor has always been a great place for job seekers to get the inside scoop on the companies they are actively researching or might like to work for. Glassdoor has also been a great platform for companies to build and manage their employer brand, as well as hire from a pool of high-quality job seekers. However, the one thing that was missing – and we have heard this from many of our clients – is the ability for employers to communicate with this massive, highly informed, and motivated job seeker audience in a more active and direct way.

If this all sounds familiar, then Company Updates is for you. Before we go into some of the details on how this works, let us look at why Glassdoor Company Updates has a much more targeted reach with a captive audience as compared to other social channels.

glassdoor-company-updates

The power of Glassdoor audience and reach

There is a huge – and widening – gap between what the most popular social media channels promise, and deliver. And if you are in a niche area such as HR or Talent Acquisition, it is really hard to be heard above the noise.

The question of intention: When someone follows you on Glassdoor, they have a very different mindset and intention than when they follow you on other social media channels. People follow you and other companies on Facebook, Twitter or LinkedIn for a number of different reasons – product updates, company news, industry updates, etc. If you do have a few updates related to hiring and company culture in there, they usually get drowned out because that is not what consumers look for on these channels. Contrast that with Glassdoor which exists for one reason – to help find people the jobs and companies they love. When people visit your profile on Glassdoor or choose to follow you, they do this for one reason – they want to know more about what it’s like to work for you.

The newsfeed problem: Unless you are spending a lot of money with other social media channels, your reach is not as big or as targeted as you think. For example, there has been a lot of data and discussion recently on how the Facebook newsfeed is getting increasingly overloaded due to fierce competition, and how this reduces the likelihood of your posts reaching your follower audience. It is also hard to compete for attention with messages and photos from family and friends. The chances of your career or hiring related messages reaching the right job seeker are really low. Again, compare this to Glassdoor where every one of your updates will be viewed by thousands of motivated job seekers each day.

Use Company Updates to unlock the power of the Glassdoor audience

Communicate directly with job seekers: Company Updates are displayed prominently on your Glassdoor profile. On average your Glassdoor profile attracts 3X more job seekers than your LinkedIn company page and often more than your own company career page. This is your opportunity to tell candidates why they should consider working for you – by showcasing your employees, talking about the big problems you are solving, or where you are hiring heavily. To extend your reach and message, Company Updates are also displayed on content pages next to your company reviews, interview feedback, salary and benefits pages.

communicate-with-job-seekers

Glassdoor Follower Program: When job seekers decide to follow you on Glassdoor, they receive a weekly digest with all the new user-generated content around your company (latest reviews, interviews, salaries, etc.). Company Updates will now appear in this email offering additional reach and awareness for your posts.

glassdoor-follower-program

Using Company Updates is easy

Posting updates: Log into your Glassdoor Profile, click on the new tab titled ‘Updates’ with a beta flag on it, and start typing an update. If you share a link, we will retrieve a headline, thumbnail image and a brief description to make your updates more compelling. You can also upload your own image to associate with your update. There are options to delete a post or to promote a post to the top for a certain period of time.

posting-company-updates

Analytics and reach: Posting the right content that resonates with the audience is an iterative process. The Analytics under the ‘Updates’ section in Employer Center will let you dig into the performance of your updates. You can see how many people viewed your updates, if they found them helpful, how successful you were in attracting new followers, etc. There is even a nifty chart that tells you what other companies your followers are following on Glassdoor.

analytics-and-reach

Get started with Company Updates today

In a one-month early beta trial we ran with a few of our clients, those posting about 3-5 updates a week on Glassdoor saw a 16% improvement in follower acquisition as well as 14% increase in time spent on their profile page, as compared to the control group. This is a significant increase in engagement. What this means is that job seekers on Glassdoor are finding these updates useful in their search for their dream company. Our beta clients found it invaluable to be able to tell their story and share their culture directly with the Glassdoor audience.

Starting today, we are providing exclusive access to the Company Updates feature to our clients. We will continue to be in an ‘Extended Beta’ mode over the next few months. Your feedback will be invaluable in helping us refine this product and make it even better. Company Updates is a better way to invest in your social recruiting strategy, and reach millions of highly motivated and career-minded job seekers that frequent Glassdoor. Get started today and see for yourself why we are so excited about this launch.

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Glassdoor Product Release 11.11: Latest Features http://employers.glassdoor.com/blog/glassdoor-product-release-11-11-latest-features/ http://employers.glassdoor.com/blog/glassdoor-product-release-11-11-latest-features/#comments Wed, 12 Nov 2014 04:42:20 +0000 http://employers.glassdoor.com/?p=9790 Want to learn what’s new with Glassdoor? Check out some of the latest and greatest product releases, including Company Updates, job clicks by location, the jobs and salaries browse pages and competitor insights. NEW Company Updates EP clients can login …Read More

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Want to learn what’s new with Glassdoor? Check out some of the latest and greatest product releases, including Company Updates, job clicks by location, the jobs and salaries browse pages and competitor insights.

NEW Company Updates

EP clients can login and post updates through the new Updates tab in the Employer Center. These updates will feature prominently on company profile pages to all candidates researching the company and via a weekly email to all company Followers. Companies posting frequently will have their updates featured in a more prominent position on their company overview page and follower emails. Job seekers will be able to click on links in the posting and have the ability to label a post “Useful”. Analytics within the Employer Center will allow employers to measure how many candidates engaged with their posts, how they engaged, and what other companies they’re following.

Job clicks by location

Job Clicks Activity report will now allow companies to show # of clicks by job title + location. We’re enabling the user to drill down to the location of the job to better understand which jobs in which locations are receiving the traffic.

job-clicks-by-location

NEW jobs browse page

On today’s site, if you click the “Jobs” link in the header you are taken to Job Search with no search terms. You’re presented with a list of jobs that might as well be random. To create a better “landing” experience for users, we are introducing a Jobs Browse page (similar to our other browse pages) where we will prominently present a search box, have calls to action (e.g. Job Alert sign up) and Featured Jobs. 

NEW salaries browse page

Continuation of last release’s work on the responsive homepage and browse pages. The Salaries browse page will join Home, Company browse, and Interview browse in being responsive. On the page we’ll have similar marketing features and will introduce a ticker/feed of salaries at top companies. There’s no special logic in including or excluding paying employers in that feed. All salaries will have been moderated/approved, etc.

Competitor insights

When users enter two competitors in Insights->Awareness tab to compare metrics, the two entries will be saved at a user level so they do not need to re-enter the next time when they log back in.

competitor-insights

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How to Hire a Team That Gets Sh*t Done http://employers.glassdoor.com/blog/hire-team-gets-sht-done/ http://employers.glassdoor.com/blog/hire-team-gets-sht-done/#comments Tue, 11 Nov 2014 20:34:54 +0000 http://employers.glassdoor.com/?p=9786 On my current team, we have a strong culture of getting sh*t done. We set our goals extremely high and we’re not satisfied unless we absolutely crush them. We are competitive together, but not with each other. All the while, …Read More

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On my current team, we have a strong culture of getting sh*t done.

We set our goals extremely high and we’re not satisfied unless we absolutely crush them. We are competitive together, but not with each other. All the while, we bleed Glassdoor green and nobody phones it in—ever. We are a true team that helps each other, gives honest feedback, and always works to get better as a team. We joke, we laugh and we can be pretty sarcastic, which helps ease the tension when you’re working with a dozen A Players in a small space!

As someone who’s done a lot of hiring and built amazing, kick-ass teams, I would like to share a few things that work when hiring a dream candidate to help build or expand your dream team.

Know what you want

It sounds obvious, but if you’re not clear on what traits you want in your next hire, you’re not going to find them. Before you post the job, have a discussion with the key people involved and agree on what you can’t live without and what’s a showstopper.

Assess culture fit first

A strong culture is the key to building your dream team. Understand and articulate the key qualities of the culture you have or want to build. Then dig deep in the interview process to uncover convincing examples of how your candidate fits the bill.

It’s all about personality

A few qualities always seem to be present in the high-performance people I hire (and missing when I’ve made a hiring mistake). Look for these qualities in your interview process by developing questions that specifically assess these traits:

#1: Confidence

An A-Player has confidence that they can get the job done, even if they haven’t done a particular task before. They are able to convincingly articulate the specific positive impact they’ve had at every company they’ve worked for. In the words of a recent addition to our team, “I haven’t done that before, but I’ll be here nights and weekends until I figure it out.” That’s the kind of dedication you’re looking for.

#2: Sense of Humor

If you’re going to kick ass all day, everyday, you’d better be able to laugh when the going gets rough. Your next hire needn’t be a standup comedian, but make sure they can at least roll with the jokes (appropriate, of course) dished up by your team.

#3 Lifelong Achievements

People that get sh*t done have always gotten sh*t done. Determine if they have a pattern of overachieving by digging into their high school and college years and the awards that they’ve won. Your dream candidate should be able to articulate lots of achievements throughout their lifetime, not just their last job.

#4 Competitive

I’m not saying they had to be the star of the college basketball team, but there better be a spark in there. Ask whether they see themselves as competitive, explore what that means to them. What is your team competing for? Does your candidate seem to have the competitive juices to keep up?

#5 A Good Person With a Dash of Humility

Make sure you’re hiring a person that cares about doing the right thing, not just getting sh*t done. Whether the right thing involves putting on the brakes on a questionable initiative or picking up a low-level task outside their normal job duties because it needs to get done, make sure they can showcase examples where they’ve sacrificed to do the right thing.

Conduct a thorough interview process

I like to involve my entire team in the interview process. Part of building a tight team and culture is making sure the entire team is “bought in” with someone joining the fold. It’s tempting to skip interview steps, especially when you have a lot of hiring to do. Don’t do it. Hiring mistakes will cost you tenfold later.

I like to start by meeting as a team to discuss the role and specific skills and personality traits we are looking for. Then we assign areas to dig into that we discovered needed further exploration after a phone screen. After the interviews, we huddle immediately and hear each person’s opinions about the candidate, one by one. If we do decide as a team to move the candidate to the next step, we bring them in to give a 15 minute presentation to the entire team about who they are, why they are a great fit, and what they want to accomplish. This is followed by a 15-minute Q&A session where the team has one more chance to ask any lingering questions. You’d be surprised how many “sure things” we’ve ruled out after this step—I’d never hire a single candidate again without this step.

When making your final decision, don’t get swayed by perfect experience, an amazing education, or a need to fill a position immediately. Unless you’ve uncovered the special traits of someone likely to get sh*t done, keep looking. Your dream candidate will likely make up for the extra month you spend on a search in their first month on the job!

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