Seattle Talent Warriors Roadshow: Kate Kreager from Glassdoor
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Hear from Glassdoor's Kate Kreager during our Seattle Talent Warriors Roadshow stop in Seattle!
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Seattle Talent Warriors Roadshow: Kate Kreager from Glassdoor
- 1. CClilcikc kto teod ite Mdaits tMera tistlete srt ytleitle style Seattle Nov 12, 2014 Kate Kreager VP Sales, Glassdoor kate@glassdoor.com Confidential and Proprietary © Glassdoor, Inc. 2008-2014
- 2. Confidential and Proprietary © Glassdoor, Inc. 2008-2014
- 3. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 3 Agenda 8:30-9:00am Registration, Networking, Breakfast 9:00-09:30am Welcome Presentation, Kate Kreager, Glassdoor 09:30-9:50am 3 Things You Can Do to Boost Your Talent Attraction, Now, Cindy Cloud, Informatica 09:55-10:20am Brand Building from a Start-up Perspective, Tiffany Ligon, Evolent Health 10:20-10:30am Break 10:30-10:40am Recruiting is Marketing, Greg Rucker, Jobvite 10:40-11:00am Candidate Experience 3.XO, Nuzhat Karim, EMC 11:00-11:30am Glassdoor Presentation, Alison Hadden, Glassdoor 11:30am-12:00pm Q& A, Networking
- 4. What We Know About Today’s Candidates Almost two-thirds of job applicants (61%) said they are more skeptical of claims made by employers now than they were in 2011. That figure rises to 65% for millennials. Source: Corporate Executive Board, 2014 Employment Branding Effectiveness Survey Confidential and Proprietary © Glassdoor, Inc. 2008-2014
- 5. What We Know About Today’s Candidates Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Source: Career Builder 2013 Candidate Behavior Study
- 6. What We Know About Today’s Candidates Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Source: Career Builder 2013 Candidate Behavior Study
- 7. What We Know About Today’s Candidates Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Source: Career Builder 2013 Candidate Behavior Study
- 8. What We Know About Today’s Candidates Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Source: Weber Shandwick 2014 Survey
- 9. What We Know About Today’s Candidates Employees with socially-encouraging employers are 24% more likely to help boost sales than employees whose employers aren¹t socially encouraging. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Source: Weber Shandwick 2014 Survey
- 10. What We Know About Today’s Candidates “Job Seekers Value Employers That Respond to Online Reviews, Post on Social Media” (Bloomberg Human Resources Report, Nov 3, 2014) Confidential and Proprietary © Glassdoor, Inc. 2008-2014
- 11. What We Know About Today’s Candidates 80% Approve Confidential and Proprietary © Glassdoor, Inc. 2008-2014 48% job seekers in US use Glassdoor when searching for jobs Pros Good opportunity to learn a lot Work-life balance can be tough Cons Company Benefits Stock & Health “Exceptional benefits package. Great stock and health options” Interview Questions Sales Representative “Make sure to research companies growth strategy” Salary Software Dev Engineer 107k (1,448 Salaries) Amazon.com 3.5k Reviews Reviews 3.3 “Opportunity like nowhere else”
- 12. How the Glassdoor Community Works Research jobs & companies Give back to the community Reviews, Salaries, Interviews Benefits Job Seekers Employers Jobs Confidential and Proprietary © Glassdoor, Inc. 2008-2014 What job seekers do… Results… Find jobs they love What employers do… Post jobs & showcase brand Interact with the community Community Results… High quality candidates, efficiently & at low cost
- 13. Fastest Growing Site in the Recruiting Space Year Over Year (YoY) Growth by Month Confidential and Proprietary © Glassdoor, Inc. 2008-2014 YTD YoY Growth Web Property Growth Rate Glassdoor 38% Indeed 19% LinkedIn 18% Career Builder -8% Simplyhired -17% Monster -20% 140% 120% 100% 80% 60% 40% 20% 0% -20% -40% Mar Apr May Jun Jul Aug 6.5 M content 325K companies 15M jobs 190 countries 26M members
- 14. Clients Across Industries and Sizes Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Company Size Tech Finance Healthcare Retail Media + -
- 15. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 15
- 16. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 16 Agenda 8:30-9:00am Registration, Networking, Breakfast 9:00-09:30am Welcome Presentation, Kate Kreager, Glassdoor 09:30-9:50am 3 Things You Can Do to Boost Your Talent Attraction, Now, Cindy Cloud, Informatica 09:55-10:20am Brand Building from a Start-up Perspective, Tiffany Ligon, Evolent Health 10:20-10:30am Break 10:30-10:40am Recruiting is Marketing, Greg Rucker, Jobvite 10:40-11:00am Candidate Experience 3.XO, Nuzhat Karim, EMC 11:00-11:30am Glassdoor Presentation, Alison Hadden, Glassdoor 11:30am-12:00pm Q& A, Networking
Editor's Notes
- Good morning! Welcome to the Talent Warriors Roadshow. We are so pleased to see such a wonderful turnout of talent warriors. Talent warriors who braved the unusually cold weather to join us here this morning. I’m Kate Kreager, VP of Sales at Glassdoor. I’m responsible for the teams at GD that service our current set of fabulous clients, many of which are here in this room today. Along with the teams that are actively out evangelizing the story of GD and helping to fuel our growth by signing up new fabulous clients to be. So if you have received a few call or emails from the team at GD, chances are you can blame me. I’ve been at Glassdoor for two years and I have to tell you it’s been a privilege. When you build an entire company around the concept of transparency, it can be challenging. Especially for those of us who came from traditional corporate environments where most information is really kept on a “need to know” basis. It brings a whole new meaning to those in glass house shouldn’t throw stones, believe me. Ultimately though, the world around us has changed. And the talent game has changed too. Today you’re going to hear from some power players in the Talent Acquisition industry and they’ll share the ways in which they are building unique employer brands and leveraging new strategies to get in front of top talent.
- The plan for our morning together is as follows – Cindy Cloud – Informatica Tiffany Ligon – Evolent Health Nuzhat Karim - EMC
- To start us off I want to talk about what we are learning about today’s candidates. When it comes to attracting and retaining top talent as most of you know, employer branding has really only come up as a trend for the last couple years that we have been seeing in HCM. When we look at some statistics to help us frame what’s really happening out there. Today’s candidates are looking for more than the employer’s perspective The traditional channels through which candidates would find information about a job and company…employer’s career site, job descriptions, conversations with recruiters, those traditional channels have led to some missed expectations. As a result, today’s candidates are seeking out new information from new channels that didn’t even exist 5 or 6 years ago. And, they are trusting these channels more than what they hear from you the employer. This trust gap is the largest with the millennial set who have all but rejected the traditional channels of asymmetrical information.
- This is all to say, a company’s reputation today has a way more of impact than you might expect b/c of new channels and especially conversations that are happening online. Over 90 percent of candidates survey reported that the brand and reputation of a company play a significant part in whether or not they decided to apply. The decisions are largely being based on your company’s perceived culture and reputation for treating people well. And guess what, they aren’t going to take your word for it. 2012 Corporate Responsibility Magazine 69% of candidates wouldn’t take a job with a company that had a bad reputation, even if they were employed.
- Just like in the world of consumer buying behavior, candidates on going to go get the proverbial 2nd opinion. It’s not surprising that when we look at today’s candidate the expectations are no different. This used to happen through word of mouth, maybe you had a friend of a friend at the company you were interested in but today’s candidates no longer have to rely on their personal network to gain insight into your organizations. And this no longer about having a fb page or adding new photos to a career site. There are a dynamic set of strategies that can be used leveraging both internal and external resources that can help a company build and promote, amplify their employer brand and that will have a direct impact on their recruiting efforts. Candidates are looking authenticity, they want to know the real day to day wins and challenges will be.
- We also know that Your brand matters more than ever b/c today’s candidates won’t keep their experiences a secret – good or bad. The upside is if you give your candidates a good experience, one that is consistent with your employer value proposition, AND consistent with the messaging they find via the non-traditional channels… They will sign your song – and really nothing is more powerful than your own employees, your brand ambassadors publically praising your organization. This brand goodwill amplifies most online.
- The effect of social media has ignited employee activism. For most of you, your employees are already posting messages, photos or videos about your organization. In total 88% of employees worldwide are active on at least one social media platform. Now perhaps for some of you this is fear-inducing but I’ll encourage you to approach this as an opportunity. Can you picture a world where most of those active Tweeters and Facebookers are helping you tell your employer brand story? How many new eyeballs would that reach, how much influence could they potentially have?
- Knowing this, some employers have joined the movement. And the impact actually extends beyond talent acquisition and retention surprisingly. As it turns out there is a strong correlation between companies that actively encourage employees to share public company information and the likelihood that that employee will then in turn endorse their company’s products and services. The takeaway here is embracing transparency, leveraging your army of brand ambassadors who, let’s face it are already out talking about you, can actually translate into a boost in sales.
- It’s not all about what your employees say, how you respond to what they say matters too! In a recent report from Bloomberg, 94% of job seekers said they are more likely to apply for a job if they can tell that the employer actively manages their brand. Which includes sharing updates about their culture, office environment, and publically responding to reviews. 69% of job seekers said their perception of an employer improved when they say an executive or a company representative acknowledge and reply to a review. Why you ask – b/c this is about building trust and publically living up to those core people matter values on your careers pages.
- So we know that a company’s employer brand reputation more so than ever directly affects their ability to attract and retain top talent. It’s critical then that employers are promoting their brand where today’s candidates are looking for it. Outside or in addition to traditional channels and one of those is Glassdoor. Today’s candidates come to GD b/c they find information they can’t find anywhere else. And they come back again and again as they progress through the candidate pipeline.
- Our mission in life is to help people everywhere find the job they love. Lots of companies help people find a job. We are the only ones that help people find a job they LOVE. About Glassdoor: collecting company reviews, CEO approval ratings, company ratings, salary reports, interview reviews, interview questions, office photos
- Today Glassdoor partners with over 2000 employers in every major industry sector that vary in size from under 100 people to over 2million. Regardless of size and industry employers are using Glassdoor to attract high quality, well researched candidates.
- I’ll leave you with a quick success story from eSurance. eSurance had face a challenge that perhaps many of you face…hiring technical talent in a company that is not known for technology alone. They were struggling to compete in the hyper competitive bay area for top IT, Engineering, and Marketing talent. Over the course of 6 months we helped them make 19 critical corporate hires for $500/hire. And even though we were cheap as chips we were still the #1 source of candidate traffic for eSurance during that period of time. We have stories like this across a wide variety of industries and company sizes. There are quite a few Glassdorians in the crowd today, if you’re curious about how we might be able to help you, please just ask.
- The plan for our morning together is as follows – Cindy Cloud – Informatica Tiffany Ligon – Evolent Health Nuzhat Karim - EMC