A few webinar tips – you will be muted throughout the session so make sure to ask questions in the questions pane and Marcus and Susan will be happy to answer them at the end of the session. If we don’t get to your question on today’s webinar, we will follow up with you after the webinar.
Susan Underwood Susan Underwood is a Manager of Talent Acquisition with Glassdoor and has over 12 years of experience in recruiting. Susan has worked for local Bay Area companies such as Salesforce.com and Peet’s Coffee & Tea, recruiting candidates in tech, finance, accounting, human resources and related corporate services departments.
Marcus Dubois Marcus is a technical recruiter with Glassdoor, and was formerly an agency recruiter with TEKsystems.
We’d like to invite you to joint the conversation socially at the handle @GDforEmployers at #glassdoor. I’d like to hand it off to Susan now, who will be kicking us off with some general stats.
SUSAN -Thanks Katrina! And thank you everyone for joining us. -We’re going to talk about some hot trends and topics impacting Human resources and talent acquisition professionals’ ability to hire today. -To name a few, we’ll be diving into Employer branding, employee engagement, social recruiting, transparency and Millennials -Glassdoor curated these 50 enlightening HR and recruiting statistics based on what drives job seekers and employees to apply for a job or say yes to a job offer. -We hope that these metrics will inspire and help you make the business case to expand your own initiatives.
The 8 categories we’ll explore are: General Recruiting Stats Social Recruiting Mobile Recruiting Recruiting Millennials Diversity Recruiting Employer Branding Employee Engagement And Workplace Transparency
SUSAN -We’ve all heard (and for many of us felt) it. Recruiting has become increasingly competitive. So much has changed and at such a rapid pace that it’s hard to know whether you’re on target with your recruiting strategy. -We can’t sit back and let talent come to us. Nope, we have to be proactive and intentional in our efforts. I know from personal experience that it can be daunting knowing where to start. -The good news is that we’ve compiled some really compelling metrics that can help you in you understand your audience and hopefully allow you to market your roles to that audience specifically.
SUSAN -Let’s talk about the top 5 things job seekers are looking at before accepting a job. Salary and Compensation Career Growth and Opportunities Work-Life Balance Location/Commute Company Culture and Values
-These things tend to rank high in importance across the board, but as part of the strategy for your particular company I recommend interviewing your “A-Players.” This is so simple and yet often overlooked. Think about it. It doesn’t cost anything and it can really help you understand what makes people your company tick and be successful. Figure out what’s working, what’s resonating with people, what really hooked them and made them accept the offer. Chances are that other people who will be successful at your company have a similar mindset and set of values when looking for a job. Weave that learning into your recruiting and employer brand strategy.
SUSAN -Although those five things trend high across the board, candidates do care about different things depending on the role you’re hiring for. -Maybe your target is a software engineer, maybe it’s sales professional—the way you attract these individuals will be different and knowing what appeals to each is critical to hitting your recruitment goals and shortening your time-to-hire. -For instance, let’s look at the stats on this slide. We see that software engineers will leave a job based on salary and compensation—if you’re trying to hire a software engineer, the compensation will need to be competitive. -Healthcare professionals, by contrast, are looking for a great company culture they can jive with. They’re more open accepting less money if the company culture is a fit for them, so job descriptions need to cater to that.
SUSAN -Now, if you’re recruiting Sales professionals you’re working with a whole other set of values. -Think about the nature of this work—it’s stressful to have an inconsistent income, so it makes sense that base salary would rank high. 94% say it’s the most important element of the compensation plan, compared to 62% who think commission is. -Is your compensation plan for sales professionals competitive? How will it stack up against other companies?
SUSAN -The last general stat I want to share is the fact that 46% of Glassdoor members are reading reviews in the very beginning stages of their job search. -They haven’t spoken with a company recruiting or hiring manager—they’re coming to learn more about what your company has to offer before even entertaining speaking to a recruiter. -I don’t say this to scare or discourage you, I say this because this is the reality of the recruiting landscape. -In this era of transparency, candidates want a realistic preview of what it’s truly like to work at your company and you can and should be involved in that conversation. Like it or not, it will affect your ability to hire. -I’m going to pass it off to Marcus at this time. He’s going to share some stats on Social Recruiting with you.
MARCUS -Thanks Susan! -So, something we’re seeing in a major way is how job candidates are increasingly relying on social media for an inside look at companies they might want to work for. -Employers, however, have been much slower to adopt social recruiting into their overall talent acquisition strategy.
MARCUS -79% are likely to use social media in their job search -86% of people in the first 10 years of their career are likely to use social media in their job search -An easy way to engage employees to promote your company and brand on their social channels is by using hashtags. Create your own unique hashtag and encourage employees to post photos that showcase what’s cool about your culture . You can even do a fun contests to drive participation. --Here at Glassdoor, we empower our people to post pics to our Facebook, Twitter, and Instagram at @InsideGlassdoor. Our people have a lot of fun with it and it totally inspires company pride. Our people interact with our posts and it spreads to their friends, and BOOM…your brand is suddenly in front of a huge group of people you may not have been able to reach without social media. -That being said, staged stock images of people smiling aren’t gunna cut it these days on your social pages. People want to see an authentic preview of what it’s like to work for you. So involve your employees and make it fun and genuine.
MARCUS -Ok, so we know that most job seekers will use social as part of their job search. But are employers prepared for this? -Not exactly. Nearly 2 in 3 say their employer 12 does not (or know how to) use social media to promote job openings -Nearly 3 in 4 say their employer 13 does not (or know how to) promote their employment brand on social media -Think about how much your brand will stand out if it’s actively participating in the social media sphere! -speaking of standing out, let’s go over some stats about mobile recruiting now.
MARCUS -Mobile is quickly overtaking desktop as the preferred job application channel.-If you’re a tech company recruiting tech talent but don’t have a mobile-ready careers page, you may be preventing as much as 45% of your potential talent pool from applying for your open positions. - adopting a mobile strategy that helps candidates apply to open jobs from mobile devices is really going to help you keep up with competitors
MARCUS -Glassdoor actually adopted a mobile-first strategy last year and we’re seeing 45% of Glassdoor’s visits each month coming from a mobile device (source: Glassdoor Analytics October2014) -Convenience is king and we take our mobile devices everywhere. -They’re the go-to for researching practically every consumer choice we make—where to have dinner. Where to get our car fixed. So, it’s only natural that people have begun to use them heavily to research jobs, too.
MARCUS -If you don’t have a mobile optimized site, you may be missing out on applicants. -A staggering 45% of job seekers say they use their mobile device specifically to search for jobs at least once a day. -54% read company reviews from employees -52% research salary information
-if you don’t have a mobile recruiting solution in place, you’re not alone. Interestingly enough, 90% of the Fortune 500 company career sites do not support a mobile apply solution. -you will want to start thinking about how to implement a mobile recruiting strategy, however, in the very near future. -48% think mobile devices will be the most common way to search for jobs in two years or less -59% say it is important to be able to save a job from their mobile device and later apply to the job on a desktop –so people are still using their desktops (resumes sometimes can be tricky to save on a mobile device), but being able to search and save is important.
Alright, time to hit the hot topic of Millenials. Susan, passing it off to you!
SUSAN -Thanks Marcus! -Millennials…the term is thrown around a lot these days but let’s go ahead and define it in case anyone is wondering “what exactly does that mean?” -The term actually refers to the generation born between 1980 and 2000. - It’s estimated that almost half of the workforce will be made up of millennials in 5 years, and they will make up 75% of the workforce by 2025. -Recruiting from this generational talent pool will be markedly different. Millennials are often defined as an “ instant gratification / low attention span / non desktop using bunch.” Capturing this group in the moment will be crucial.
SUSAN -What exactly do Millenials care about, you might be asking/ Well, contrary to other generations, salary isn’t the most important thing to this generation. -They’re much more concerned with career growth opportunities, benefits, and workplace culture. So if you’re looking to recruit college grads, you’ll definitely want to highlight those things go in your messaging. Talk about mentorship opportunities, what kinds of skills can be learned, any wellness perks or team building activities your org may offer. Millennials also want to see that your company values organizational transparency so expect them to be checking out your presence on sites like Glassdoor pretty heavily.
SUSAN -Again, when we look at this new workforce we are seeing different values than previous generations, which is translating into different job search and career habits. -For instance, earlier generations tend to believe that it’s important to commit to 5 years at one job, the thought process behind that being that time spent at a company equates to career advancement, higher wages, etc.. -But Millennials are likely to move around more frequently and try out different jobs and companies. It’s more about the experience for them. This change in attitude will certainly impact the way you must attract and retain Millennial candidates.
SUSAN -So, how are Millenial’s finding jobs these days? -Well, we know that 98% of companies still believe on-campus fairs are still the best way to brand themselves with students, however, this generation trusts in job boards and word of mouth above all else. -It’s not enough for them to learn about a company from the horse’s mouth (the company itself). -65% of Millennials said they are more skeptical of claims made by employers now than they were in 2011. -So, Millenials are likely to reference stories being told online on sites like Glassdoor and seek insight about your company from those in their inner circle. -Around 70% of Millennials say they hear about companies through friends and job boards.
SUSAN -As we discussed on a previous slide, what this generation holds most important differs from say, the Baby Boomers. Company culture is the number one concern. -Nearly 80% of Millennials look for people and culture fit with employers -64% of Millennials would rather make $40K a year at a job they love, than $100K a year at a job they think is boring. Think about that. -Moral of the story? It’s not all about the money—it’s about whether a candidate feels they can grow in and relate to your organizational culture.
SUSAN -So we know culture takes the cake. What’s another front of mind concern for Millenials? -Well, 60% of Millennials consider the most attractive perk to be growth opportunities -46% of Millennials left their last job due to lack of career growth -76% of Millennials say that retirement benefits offered by a prospective employer are a major factor in their decision to accept a job offer -So, if you’re trying to attract Millennials to your company, these values need to be reflected in the roles you’re offering. -Alright, at this time I’m going to hand it over to Marcus who is going to talk about Diversity Recruiting.
MARCUS -another important hot topic in recruiting today is workplace diversity. - Several tech companies have released their diversity numbers for the first time which is really cool. Companies like Facebook,Amazon, Google and Apple have published the demographic data of their workforce (source: Glassdoor Blog, “What Job Seekers Really Think of Your Diversity Stats”), and At Glassdoor we’re all for this type of transparency. But the question is, how much does it matter to job seekers? -Turns out that a full two thirds (67%) of active and passive job seekers say 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 during the interview process.
MARCUS -So we know that candidates care, but what about employees? -The following stats are quite telling. -Over half (57%) of people think their company should be doing more to increase diversity among its workforce. -Many folks think that diversity needs to be reflected at the top. Two in five (41%) surveryed do not think their company has a diverse executive team -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. Nearly half (48%) of employees surveyed are not aware of initiatives to increase diversity within the company they work for. -Remember that your employees are a significant part of your employer brand. Candidates will look for signs of diversity on your site and 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 people know about your initiatives!
MARCUS -When we asked who at a company is in the best position to increase diversity, the top three answers were: Hiring Managers (45%) CEO (42%) HR (40%) -Interestingly, 23% of people said that employees themselves were responsible for increasing diversity, reinforcing the importance of employees as ambassadors of a company’s brand. -At this time I’m going to hand it off to Susan. She’s going to discuss Employer Branding.
SUSAN -Thanks Marcus! -Let’s talk employer branding, or what people are saying about your brand when you’re not in the room. -This is about reputation. Your employer brand dramatically influences your ability to attract, influence, hire and retain top talent. -Measuring, monitoring and improving an organization’s reputation is becoming an important component of broader talent acquisition strategies for forward-thinking companies.
SUSAN -It’s important to constantly take the pulse of the strength of your employer brand. -Some questions to ask are” Would your current employees recommend your org to a friend? How are people referencing your brand on social? 3. What is your company rating on Glassdoor? -Job seekers will look at something like 4-7 reviews before even talking to a representative at your company. -Responding to reviews is a great way to get control of the message. If you aren’t managing what’s being said out there, someone is writing the story. -And guess what -- candidates say their impression of an employer improves when they see them respond to reviews, so filter through what’s out there and add your company perspective. -I always tell employers, you aren’t just responding to that review, but the hundreds and thousands of candidates that will be reading it.
SUSAN -To further reinforce the importance of your employer brand, take a look at these stats. -69% of people wouldn’t take a job with a company that had a bad reputation…even if they were unemployed! That’s pretty telling of how important reputation is. -84% of people would consider leaving their current job for another role with a company with an excellent reputation. -Having a strong employer brand doesn’t happen by accident—you have to manage it! -Create a game plan. 84% of companies believe a clearly defined strategy is key to achieving employer branding objectives -Manage your reputation by responding to reviews on sites like Glassdoor, updating your profile, and sharing updates on the culture and work environment. 94% of people are likely to apply to a job if the employer actively does these things. -Another important thing is to tell people exactly why your company rocks. 76% want details on what makes the company an attractive place to work
SUSAN -To piggy back on that point, the top 5 pieces of information job seekers want employers to provide as they search where to work are: Details on what makes the company an attractive place to work Details on compensation packages Details on benefit packages Company mission, vision, and values Basic company information
Handing it off to Marcus!
MARCUS -Thanks Susan! -We touched on this earlier, but I want to stress that employee engagement is key to your success. -Having a solid employee engagement plan can turn current employees into brand ambassadors, amplifying your recruitment efforts year-round. -Studies validate that happier, content employees… do quality work increase productivity at your organization
MARCUS -So, how do you go about this? -Start by surveying employees. -Find out how many would recommend your company to a friend looking for a job? -Allow people to provide their anonymous feedback by for instance, leaving a review on Glassdoor about the pros and cons they see in your organization. Encouraging honest feedback and responding to that feedback will help your employees feel invested in the success of your org. Transparency is the way of the future. -You can even put an awards program in place to acknowledge employees who promote your company as a great place to work.
MARCUS -As Susan mentioned earlier, responding to reviews is imperative and can really affect how job seekers and employees view your brand. -69% of GD members agree that their perception of a company improves after seeing an employer respond to a review. -Another important factor in employee engagement is leadership. Employees want to hear from your company leader and they want to hear from him or her often. -Our CEO takes the time to answer any and all questions from employees at our bi-monthly “Huddle.” It inspires pride and confidence in our people. -70% of employees who lack confidence in the abilities of senior leadership are not fully engaged. -As a company, we also encourage our teams to bond and take the time to get to know each other as humans, not just colleagues. This can really improve productivity within your organization. -In fact, 72% of employees with socially-encouraging employers are significantly more likely to help boost sales, compared to only 48% of employees whose employers aren’t socially encouraging
MARCUS -To reinforce this a bit more, take a look at this stat. -Increasing employee engagement investments by 10% can increase profits by $2,400 per employee, per year. That’s huge. -Employee engagement matters! -Susan is now going to take us home by talking about Workplace Transparency.
SUSAN -Thanks Marcus. -So, we’ve touted transparency as the way of the future. But what does this really mean? -For starters, candidates want realistic job previews when they apply to open positions. -Being transparent about the pros and cons of your organization sets up everyone for long-term success. After all, today, it’s as much about candidates interviewing you as it is you them.
SUSAN -96% of job seekers say that it’s important to work for a company that embraces transparency -61% of employees say new job realities differ from expectations set during the interview process. Not only will these people probably jump ship sooner rather than later, this can also do damage to your company’s reputation. -Say what you mean, and mean what you say!
SUSAN -If we haven’t drilled this in enough, know that most job seekers read 4-7 reviews before forming an opinion of a company. -78% of job seekers say that ratings and reviews from those on the inside are influential when deciding where to work -Although many employers are quick to think that negative reviews could work against them, the truth is that 95% suspect censorship or faked reviews when they don’t see bad scores. 68% of consumers trust reviews more when they see both good and bad reviews. -Job seekers today are savvy. The trust balanced reviews. They don’t expect an employer to be perfect, but they do expect to get a reasonable sense of what it would truly be like to work at a company before accepting an offer. Of course, no company is perfect. But a company could be perfect for a particular individual. So be real, be authentic. It will help you find people who can truly be successful at your organization.
SUSAN Lastly, if you’d like to check out the sources for these stats, please visit this link. Thank you so much for joining us!
Katrina—did we have any questions?
ADD Susan’s and Marcus’ seed questions:
Recruiting Blogs: 50 Recruiting Stats Every Talent Acquisition Pro Needs to Know!
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#Glassdoor Featured Speakers Susan Underwood
Manager of Talent Acquisition at Glassdoor www.linkedin.com/in/underwoodsusan/en @susanmunderwood Marcus Dubois Technical Recruiter at Glassdoor www.linkedin.com/in/marcusdubois @marcus_dubois
#Glassdoor Recruiting 78% of software
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#Glassdoor 78% 94% of sales
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