London Rebels of Recruiting Roadshow | Lauren Wright Glassdoor WelcomeGlassdoor
The document outlines the agenda and presentation for a Glassdoor recruiting roadshow event. The schedule includes presentations from Glassdoor and other companies on topics related to recruiting and the evolving job market. Glassdoor's presentation discusses their origins as a company that aimed to bring transparency to the job search process, and how their platform now bridges the gap between recruiters and candidates by providing user reviews and insights that help both parties find the right job/company fit. It also covers challenges recruiters now face in finding quality candidates and higher than expected employee attrition rates.
San Diego Rebels of Recruiting Roadshow | Glassdoor WelcomeGlassdoor
The document outlines the agenda and speakers for a Glassdoor recruiting roadshow event. The schedule includes welcome and introductory presentations in the morning from Glassdoor and representatives from Intuit, Classy, and Illumina. It will conclude with a Q&A session. The first presentation by Matt Kessler will discuss Glassdoor's origins as a startup and how it aims to bridge the gap between recruiters and job candidates through transparency of employer reviews and salaries. Later talks will focus on evolving recruiting landscapes and how Glassdoor can help companies find quality candidates and address common challenges in hiring.
Vancouver Rebels of Recruiting Roadshow | Alison Hadden WelcomeGlassdoor
This document outlines the agenda and presentation materials for Glassdoor's "Rebels of Recruiting Roadshow". The schedule includes presentations from Glassdoor and various company representatives on their experiences with recruiting and Glassdoor. Glassdoor's presentation will discuss how Glassdoor started as a "rebel" by providing transparency in the form of employee reviews and ratings of companies, which has now become an expectation for job seekers. It will also cover how Glassdoor bridges the gap between recruiting needs and quality candidates by providing user-generated content to help candidates make informed decisions. The presentation aims to show recruiters how they can be "recruiting rebels" by embracing transparency and encouraging candidates to use Glassdoor to find the right company fit for
NYC Rebels of Recruiting Roadshow | Liz Hajjar Glassdoor WelcomeGlassdoor
The document outlines an agenda for a Glassdoor "Rebels of Recruiting Roadshow" event. The schedule includes presentations from Glassdoor and other companies on recruiting and the evolving job search landscape. Glassdoor founder Rich Barton is quoted describing the traits of innovators as "listening, measuring, and inventing." The summary also discusses Glassdoor's origin as a website for transparent job reviews and how it now aims to bridge the gap between recruiters and job seekers through mobile access to salary and company culture information.
The document discusses employer branding and how companies can influence job seekers. It explains that employer branding is how job seekers perceive a company and directly impacts its ability to hire. Companies must define what makes them unique in order to attract the right candidates and compete against other employers. The presentation recommends measuring employer brand awareness, ratings, reviews and job seeker demographics over time to optimize the brand on platforms like a company's career page and Glassdoor.
Here are some of the key takeaways you’ll get from this webinar recording:
Optimize your job ads, by choosing the right titles, keywords and distribution channels so the talent you’re looking for can find you, too. We’ll look at processes and best practices for improving the quality of your applicants and make extending and accepting offers more efficient.
Taking Your Job Advertising beyond traditional job boards with new and emerging solutions, from social media ad retargeting, to better sourcing.
Extending Your Employer Brand through better job ads can attract twice as many qualified applicants and drive cost-per-hire down by up to 30%. Learn the role job ads play in building an effective employer brand, and solutions that can help you make the most out of your job advertising efforts.
London Rebels of Recruiting Roadshow | Lauren Wright Glassdoor WelcomeGlassdoor
The document outlines the agenda and presentation for a Glassdoor recruiting roadshow event. The schedule includes presentations from Glassdoor and other companies on topics related to recruiting and the evolving job market. Glassdoor's presentation discusses their origins as a company that aimed to bring transparency to the job search process, and how their platform now bridges the gap between recruiters and candidates by providing user reviews and insights that help both parties find the right job/company fit. It also covers challenges recruiters now face in finding quality candidates and higher than expected employee attrition rates.
San Diego Rebels of Recruiting Roadshow | Glassdoor WelcomeGlassdoor
The document outlines the agenda and speakers for a Glassdoor recruiting roadshow event. The schedule includes welcome and introductory presentations in the morning from Glassdoor and representatives from Intuit, Classy, and Illumina. It will conclude with a Q&A session. The first presentation by Matt Kessler will discuss Glassdoor's origins as a startup and how it aims to bridge the gap between recruiters and job candidates through transparency of employer reviews and salaries. Later talks will focus on evolving recruiting landscapes and how Glassdoor can help companies find quality candidates and address common challenges in hiring.
Vancouver Rebels of Recruiting Roadshow | Alison Hadden WelcomeGlassdoor
This document outlines the agenda and presentation materials for Glassdoor's "Rebels of Recruiting Roadshow". The schedule includes presentations from Glassdoor and various company representatives on their experiences with recruiting and Glassdoor. Glassdoor's presentation will discuss how Glassdoor started as a "rebel" by providing transparency in the form of employee reviews and ratings of companies, which has now become an expectation for job seekers. It will also cover how Glassdoor bridges the gap between recruiting needs and quality candidates by providing user-generated content to help candidates make informed decisions. The presentation aims to show recruiters how they can be "recruiting rebels" by embracing transparency and encouraging candidates to use Glassdoor to find the right company fit for
NYC Rebels of Recruiting Roadshow | Liz Hajjar Glassdoor WelcomeGlassdoor
The document outlines an agenda for a Glassdoor "Rebels of Recruiting Roadshow" event. The schedule includes presentations from Glassdoor and other companies on recruiting and the evolving job search landscape. Glassdoor founder Rich Barton is quoted describing the traits of innovators as "listening, measuring, and inventing." The summary also discusses Glassdoor's origin as a website for transparent job reviews and how it now aims to bridge the gap between recruiters and job seekers through mobile access to salary and company culture information.
The document discusses employer branding and how companies can influence job seekers. It explains that employer branding is how job seekers perceive a company and directly impacts its ability to hire. Companies must define what makes them unique in order to attract the right candidates and compete against other employers. The presentation recommends measuring employer brand awareness, ratings, reviews and job seeker demographics over time to optimize the brand on platforms like a company's career page and Glassdoor.
Here are some of the key takeaways you’ll get from this webinar recording:
Optimize your job ads, by choosing the right titles, keywords and distribution channels so the talent you’re looking for can find you, too. We’ll look at processes and best practices for improving the quality of your applicants and make extending and accepting offers more efficient.
Taking Your Job Advertising beyond traditional job boards with new and emerging solutions, from social media ad retargeting, to better sourcing.
Extending Your Employer Brand through better job ads can attract twice as many qualified applicants and drive cost-per-hire down by up to 30%. Learn the role job ads play in building an effective employer brand, and solutions that can help you make the most out of your job advertising efforts.
US Glassdoor Demo Day: Recruiting Great Talent on GlassdoorGlassdoor
This document outlines a webinar presentation by Lauren Heying of Glassdoor on how companies can recruit great talent on Glassdoor. The webinar covers topics like today's candidate behavior, Glassdoor's value as the fastest growing job site, solutions Glassdoor offers like job advertising and display advertising, a live demo of job postings on Glassdoor, and next steps for participants. The goal is to help companies learn how to source quality applicants and recruit across channels by leveraging Glassdoor's large audience of active and open job seekers.
The document outlines tips for companies on responding to reviews on Glassdoor. It discusses how to set up a free employer account to monitor reviews and respond. When responding, companies should be prompt, professional, thank reviewers, address specific issues raised, be authentic, and utilize reviews to identify and fix problems. Case studies of companies like Chipotle, Zillow, 1-800 Contacts, and Lithium Technologies are provided as examples. The presentation was given by Joe Wiggins of Glassdoor to provide guidance on effectively managing employer reputation through responding to reviews.
How to Turn Your Reputation Around: Transformation at Work with SabaGlassdoor
The document discusses how companies can improve their employer brand and reputation through internal and external initiatives. It provides tips on encouraging positive employee feedback, responding authentically to reviews, optimizing the candidate experience, and using social media to tell the company's story. Companies that effectively manage their employer brand can see benefits like increased workforce engagement, communication, and brand and candidate awareness.
The document discusses strategies for recruiters to find candidates beyond just LinkedIn. It notes that while LinkedIn is useful for networking and recruiting, it only targets a limited pool of business professionals. Today's candidates seek transparency and authenticity in their job search and are influenced by employee reviews. The document recommends recruiters get creative in their searches, get involved locally, find next generation talent, use their resources like their Glassdoor profile, and get social on platforms like Twitter and Facebook to expand their reach beyond LinkedIn. Case studies show how optimizing Glassdoor profiles improved applicant quality and influence over candidates for two companies. The presentation provides recruiters with strategies to attract the right talent where candidates are actively researching companies.
3 Hiring Hacks to Up your 2016 Recruiting GameGlassdoor
The document summarizes tips for improving a company's 2016 recruiting efforts, focusing on 3 key areas: 1) Analyzing recruitment data from 2015 to establish benchmarks for 2016, 2) Adopting a marketer-first mentality to promote the employer brand, and 3) Optimizing the candidate experience. Some specific suggestions include leveraging applicant tracking data, search engine optimization tactics for job postings, empowering employees as brand ambassadors through referrals and social media, and gathering feedback to improve transparency.
10 Secrets to Recruiting the Brightest Grads & MillennialsGlassdoor
The document outlines 10 secrets to recruiting recent graduates and millennials, including building awareness at career fairs, recruiting with passionate representatives, building brand ambassadors through positive reviews, recognizing potential in all candidates, responding quickly to candidates, emphasizing growth opportunities over perks, valuing internship experience, embracing workplace transparency, promoting work-life balance, and fostering career development. It also recommends starting internship programs to identify strong potential hires.
US Glassdoor Demo Day: Managing Your Employer BrandGlassdoor
This document provides information about a Glassdoor webinar on managing employer brand. The webinar will include a presentation on how today's candidates research companies and make decisions, what constitutes an employer brand, and how Glassdoor can help companies improve their employer brand. The agenda also includes a live demonstration of Glassdoor's tools and a question and answer session.
Learn:
- How to respond to negative comments, company issues and complaints about your company on Glassdoor the right way, and some best practices for crafting authentic, transparent and relevant responses guaranteed to resonate with candidates and protect your reputation.
- Building your employer brand, reputation and even retention through leveraging and promoting positive reviews and feedback while engaging with internal and external brand ambassadors on your Glassdoor profile.
- Who the best person to respond to reviews really is at your company, how often they should respond and the best practices and actionable advice recruiters need to get the most out of Glassdoor.
This document summarizes a Glassdoor webinar about why CEOs cannot ignore Glassdoor. It discusses three main reasons: 1) Investors care about company reputation and reviews provide insight into leadership. 2) Engaged employees are more productive and companies can use Glassdoor to build their employer brand. 3) Knowledgeable job candidates are easier to recruit when a company manages its Glassdoor presence to target and attract top talent. The webinar provides case studies and tips for utilizing Glassdoor to respond to reviews, analyze competitors, and improve recruitment.
Going Beyond Linkedin: How Smart Recruiters Find Today's CandidatesGlassdoor
This webinar discusses how recruiters can find candidates beyond LinkedIn. It outlines that LinkedIn is limited in its audience and information provided. Today's candidates seek transparency and authenticity in their job search. The webinar provides three strategies for recruiters: 1) find next generation talent on non-traditional platforms; 2) use company resources and optimize profiles on sites like Glassdoor; 3) engage candidates through social media. Case studies show how companies improved hiring through Glassdoor profiles and social media outreach. The webinar argues recruiters should meet candidates where they research companies online and on mobile to better influence career decisions.
The document provides tips for client services and agency operations. It discusses proper client onboarding through creating detailed checklists and setting realistic expectations. It also recommends locking in goals, using non-disclosure agreements, tracking changes, and avoiding low-profit "bad revenue" work that could hurt business growth. The document aims to help agencies effectively manage clients, projects, and growth.
How to Recruit Millennials by Going Mobile and Embracing Company TransparencyGlassdoor
Join Glassdoor and Jibe for a webinar on mobile recruiting entitled, “How to Recruit Millennials by Going Mobile & Embracing Company Transparency.”
Key Takeaways:
-How to optimize your career site for mobile devices or integrate mobile with your Applicant Tracking System (ATS)
-What Millennials look for in employers and how they do their research
-How to improve your job candidate experience to win over candidates
How to Recruit Software Engineers WebinarGlassdoor
This document summarizes a presentation on recruiting software engineers. It discusses trends in the supply and demand of software engineers and effective recruitment tactics like being transparent about the pros and cons of a role. It also provides a case study of AppDynamics' recruitment strategies, which include telling company stories, highlighting achievements, running diversity campaigns, and leveraging tools like Glassdoor. Their strategies helped increase hiring and reduce costs per hire compared to other sources.
SF Rebels of Recruiting Roadshow | Robert Hohman WelcomeGlassdoor
The document outlines the agenda and speakers for Glassdoor's "Rebels of Recruiting Roadshow". The schedule includes welcome and introductory presentations from Glassdoor executives in the morning, followed by presentations from talent representatives from other companies. It discusses how the media landscape and job search has evolved, with transparency becoming increasingly important. Glassdoor is positioned as the largest jobs site in the US, with tools to help recruiters find quality candidates through various stages of the hiring funnel by providing transparency into companies through employee reviews, salaries and more to give candidates clearer expectations.
The document discusses the business case for employer branding. It outlines how a strong employer brand can increase the quality of candidates, reduce costs per hire, and improve retention. It also discusses how today's job seekers extensively research company reputations online and prioritize culture fit. The presentation recommends that companies measure their brand awareness, reputation, and engagement; tell their authentic story across reviews sites and social media; and embrace transparency to improve their employer value proposition. Developing a strategic action plan and understanding the ROI of employer branding are emphasized.
Agency Training: Glassdoor's New Job Search ExperienceGlassdoor
The document discusses Glassdoor's new job search experience. It provides an overview of key aspects of the new experience, including that it features a more intuitive interface, hosts all jobs on Glassdoor, and allows sponsored jobs to include branded employer content. Benefits highlighted are helping employers attract informed candidates, increase their brand awareness, and stand out from competitors by differentiating themselves within job listings. The presentation concludes with contact information for questions.
Business Case for Employer Branding: GlassdoorGlassdoor
Katie Williams from Glassdoor gave a webinar on employer branding. She discussed defining employer brands as an organization's reputation among job candidates. Strong employer brands attract more and higher quality candidates, increase retention and productivity. Candidates rely heavily on company reviews when researching employers. Williams outlined steps companies can take to improve their Glassdoor profile, such as adding their logo, company details, benefits, and actively responding to reviews. An enhanced Glassdoor profile can increase traffic to a company's careers site and save on hiring costs.
US Glassdoor Demo Day: Recruiting Great Talent on GlassdoorGlassdoor
This document outlines a webinar presentation by Lauren Heying of Glassdoor on how companies can recruit great talent on Glassdoor. The webinar covers topics like today's candidate behavior, Glassdoor's value as the fastest growing job site, solutions Glassdoor offers like job advertising and display advertising, a live demo of job postings on Glassdoor, and next steps for participants. The goal is to help companies learn how to source quality applicants and recruit across channels by leveraging Glassdoor's large audience of active and open job seekers.
The document outlines tips for companies on responding to reviews on Glassdoor. It discusses how to set up a free employer account to monitor reviews and respond. When responding, companies should be prompt, professional, thank reviewers, address specific issues raised, be authentic, and utilize reviews to identify and fix problems. Case studies of companies like Chipotle, Zillow, 1-800 Contacts, and Lithium Technologies are provided as examples. The presentation was given by Joe Wiggins of Glassdoor to provide guidance on effectively managing employer reputation through responding to reviews.
How to Turn Your Reputation Around: Transformation at Work with SabaGlassdoor
The document discusses how companies can improve their employer brand and reputation through internal and external initiatives. It provides tips on encouraging positive employee feedback, responding authentically to reviews, optimizing the candidate experience, and using social media to tell the company's story. Companies that effectively manage their employer brand can see benefits like increased workforce engagement, communication, and brand and candidate awareness.
The document discusses strategies for recruiters to find candidates beyond just LinkedIn. It notes that while LinkedIn is useful for networking and recruiting, it only targets a limited pool of business professionals. Today's candidates seek transparency and authenticity in their job search and are influenced by employee reviews. The document recommends recruiters get creative in their searches, get involved locally, find next generation talent, use their resources like their Glassdoor profile, and get social on platforms like Twitter and Facebook to expand their reach beyond LinkedIn. Case studies show how optimizing Glassdoor profiles improved applicant quality and influence over candidates for two companies. The presentation provides recruiters with strategies to attract the right talent where candidates are actively researching companies.
3 Hiring Hacks to Up your 2016 Recruiting GameGlassdoor
The document summarizes tips for improving a company's 2016 recruiting efforts, focusing on 3 key areas: 1) Analyzing recruitment data from 2015 to establish benchmarks for 2016, 2) Adopting a marketer-first mentality to promote the employer brand, and 3) Optimizing the candidate experience. Some specific suggestions include leveraging applicant tracking data, search engine optimization tactics for job postings, empowering employees as brand ambassadors through referrals and social media, and gathering feedback to improve transparency.
10 Secrets to Recruiting the Brightest Grads & MillennialsGlassdoor
The document outlines 10 secrets to recruiting recent graduates and millennials, including building awareness at career fairs, recruiting with passionate representatives, building brand ambassadors through positive reviews, recognizing potential in all candidates, responding quickly to candidates, emphasizing growth opportunities over perks, valuing internship experience, embracing workplace transparency, promoting work-life balance, and fostering career development. It also recommends starting internship programs to identify strong potential hires.
US Glassdoor Demo Day: Managing Your Employer BrandGlassdoor
This document provides information about a Glassdoor webinar on managing employer brand. The webinar will include a presentation on how today's candidates research companies and make decisions, what constitutes an employer brand, and how Glassdoor can help companies improve their employer brand. The agenda also includes a live demonstration of Glassdoor's tools and a question and answer session.
Learn:
- How to respond to negative comments, company issues and complaints about your company on Glassdoor the right way, and some best practices for crafting authentic, transparent and relevant responses guaranteed to resonate with candidates and protect your reputation.
- Building your employer brand, reputation and even retention through leveraging and promoting positive reviews and feedback while engaging with internal and external brand ambassadors on your Glassdoor profile.
- Who the best person to respond to reviews really is at your company, how often they should respond and the best practices and actionable advice recruiters need to get the most out of Glassdoor.
This document summarizes a Glassdoor webinar about why CEOs cannot ignore Glassdoor. It discusses three main reasons: 1) Investors care about company reputation and reviews provide insight into leadership. 2) Engaged employees are more productive and companies can use Glassdoor to build their employer brand. 3) Knowledgeable job candidates are easier to recruit when a company manages its Glassdoor presence to target and attract top talent. The webinar provides case studies and tips for utilizing Glassdoor to respond to reviews, analyze competitors, and improve recruitment.
Going Beyond Linkedin: How Smart Recruiters Find Today's CandidatesGlassdoor
This webinar discusses how recruiters can find candidates beyond LinkedIn. It outlines that LinkedIn is limited in its audience and information provided. Today's candidates seek transparency and authenticity in their job search. The webinar provides three strategies for recruiters: 1) find next generation talent on non-traditional platforms; 2) use company resources and optimize profiles on sites like Glassdoor; 3) engage candidates through social media. Case studies show how companies improved hiring through Glassdoor profiles and social media outreach. The webinar argues recruiters should meet candidates where they research companies online and on mobile to better influence career decisions.
The document provides tips for client services and agency operations. It discusses proper client onboarding through creating detailed checklists and setting realistic expectations. It also recommends locking in goals, using non-disclosure agreements, tracking changes, and avoiding low-profit "bad revenue" work that could hurt business growth. The document aims to help agencies effectively manage clients, projects, and growth.
How to Recruit Millennials by Going Mobile and Embracing Company TransparencyGlassdoor
Join Glassdoor and Jibe for a webinar on mobile recruiting entitled, “How to Recruit Millennials by Going Mobile & Embracing Company Transparency.”
Key Takeaways:
-How to optimize your career site for mobile devices or integrate mobile with your Applicant Tracking System (ATS)
-What Millennials look for in employers and how they do their research
-How to improve your job candidate experience to win over candidates
How to Recruit Software Engineers WebinarGlassdoor
This document summarizes a presentation on recruiting software engineers. It discusses trends in the supply and demand of software engineers and effective recruitment tactics like being transparent about the pros and cons of a role. It also provides a case study of AppDynamics' recruitment strategies, which include telling company stories, highlighting achievements, running diversity campaigns, and leveraging tools like Glassdoor. Their strategies helped increase hiring and reduce costs per hire compared to other sources.
SF Rebels of Recruiting Roadshow | Robert Hohman WelcomeGlassdoor
The document outlines the agenda and speakers for Glassdoor's "Rebels of Recruiting Roadshow". The schedule includes welcome and introductory presentations from Glassdoor executives in the morning, followed by presentations from talent representatives from other companies. It discusses how the media landscape and job search has evolved, with transparency becoming increasingly important. Glassdoor is positioned as the largest jobs site in the US, with tools to help recruiters find quality candidates through various stages of the hiring funnel by providing transparency into companies through employee reviews, salaries and more to give candidates clearer expectations.
The document discusses the business case for employer branding. It outlines how a strong employer brand can increase the quality of candidates, reduce costs per hire, and improve retention. It also discusses how today's job seekers extensively research company reputations online and prioritize culture fit. The presentation recommends that companies measure their brand awareness, reputation, and engagement; tell their authentic story across reviews sites and social media; and embrace transparency to improve their employer value proposition. Developing a strategic action plan and understanding the ROI of employer branding are emphasized.
Agency Training: Glassdoor's New Job Search ExperienceGlassdoor
The document discusses Glassdoor's new job search experience. It provides an overview of key aspects of the new experience, including that it features a more intuitive interface, hosts all jobs on Glassdoor, and allows sponsored jobs to include branded employer content. Benefits highlighted are helping employers attract informed candidates, increase their brand awareness, and stand out from competitors by differentiating themselves within job listings. The presentation concludes with contact information for questions.
Business Case for Employer Branding: GlassdoorGlassdoor
Katie Williams from Glassdoor gave a webinar on employer branding. She discussed defining employer brands as an organization's reputation among job candidates. Strong employer brands attract more and higher quality candidates, increase retention and productivity. Candidates rely heavily on company reviews when researching employers. Williams outlined steps companies can take to improve their Glassdoor profile, such as adding their logo, company details, benefits, and actively responding to reviews. An enhanced Glassdoor profile can increase traffic to a company's careers site and save on hiring costs.
The document summarizes a presentation given by Kelly Payne of Glassdoor about the company's services. The presentation discusses how Glassdoor provides reviews and insights about companies and jobs to help job seekers make informed decisions. It also explains how employers can use Glassdoor to build their employer brand, advertise jobs, and respond to reviews to influence job candidates. Key topics included the importance of employer branding, optimizing for mobile, and responding to reviews on the company's profile.
Client Training: Glassdoor's New Job Search ExperienceGlassdoor
This document summarizes Glassdoor's new job search experience. It includes an agenda for a webinar on the topic presented by Kelly Payne. The new experience features a more intuitive job search interface that allows users to view more job descriptions. All jobs will now be hosted on Glassdoor, including employer ratings, reviews and salary information. Sponsored jobs can include branded employer content within the job description. Key benefits are attracting informed candidates, increasing employer brand awareness, and helping employers stand out from competitors.
10 Ways to Win With Recruitment MarketingGlassdoor
The document outlines 10 ways to win with recruitment marketing. It discusses creating a unique and strong employer brand, training internal brand ambassadors, tracking key performance indicators, sharing results with stakeholders, simplifying recruitment messaging, monitoring competitors, responding to every candidate, creating a marketing calendar, running a referral program, and using social media at every step of the recruitment process.
Glassdoor Survey: How to Recruit Sales ProfessionalsGlassdoor
This document summarizes a Glassdoor webinar on recruiting sales professionals. It discusses where sales professionals find jobs, effective recruitment tactics like using social media and meetups, and attributes sales professionals value in recruiters like transparency. It also covers compensation insights, with different age groups prioritizing certain elements differently. The document concludes with a case study of Salesforce's recruitment practices like knowing their position in the market, building their sales organization, and defining target profiles.
The document discusses the results of a survey on recruiting healthcare professionals. It finds that healthcare professionals are increasingly looking for new jobs and learning about openings through social media and professional events. The top attributes they want in recruiters are transparency, being proactive, and understanding the medical field. While compensation is important, culture and mission are also strong motivators. The document presents a case study of Mercy Health System that has successfully used Glassdoor to attract candidates and lower costs compared to traditional advertising.
The document discusses strategies for recruiters to find candidates beyond just LinkedIn. It recommends getting creative with search tactics, more effectively targeting candidates, finding next generation talent on platforms like Facebook and Twitter, optimizing existing company resources, and using social networking and events to engage candidates. The key is meeting candidates where they are already researching companies and jobs online in order to build trust and showcase the employer value proposition.
Highlight your transparency to job seekers and become an OpenCompany. This webinar covered:
-The 5 steps required to earn an OpenCompany distinction and badge
-How to leverage OpenCompany to attract higher-quality candidates
-How to adopt employee engagement and branding best practices
Seattle Talent Warriors Roadshow: Kate Kreager from GlassdoorGlassdoor
This document appears to be a presentation about Glassdoor and how it can help employers with recruiting and talent attraction. The agenda lists different speakers that will discuss topics like boosting talent attraction, employer branding from a start-up perspective, recruiting as marketing, and the candidate experience. Graphs and statistics are provided about job seekers and what they value, such as employer responses to reviews and use of social media. Information is given about Glassdoor's growth and size, including the number of jobs, companies, members, and countries covered. Finally, the types of companies that use Glassdoor across different industries and sizes are listed.
Job Descriptions That Land You Great HiresGlassdoor
The document discusses strategies for writing effective job descriptions. It suggests customizing descriptions for specific roles by highlighting factors most important to different types of jobs. It also recommends appealing to millennial job seekers by emphasizing career growth, benefits, and company culture fit. Additionally, the document advises using realistic descriptions that convey job responsibilities accurately and addressing a company's culture through visuals, perks, and introductions to team members.
Sharing the Vision: 5 Employee Engagement Strategies from Glassdoor Best Plac...Glassdoor
This document outlines 5 employee engagement strategies used by companies that have won Best Places to Work awards. The strategies are: 1) Share the vision, 2) Solicit feedback, 3) Listen to employees, 4) Respond to feedback, and 5) Invest in employees. For each strategy, examples are given of companies that exemplify the strategy through their Glassdoor reviews and ratings. Action plans and tips are also provided for how companies can implement each engagement strategy to increase employee satisfaction and productivity.
The document discusses strategies for competing against companies that pay more for sales talent. It recommends 5 tips: 1) invest in coaching and mentoring sales talent, 2) provide opportunities for growth, experience, and networking, 3) be transparent about the pros and cons of working at the company, 4) hire rookie salespeople who are recent college graduates, and 5) advertise jobs strategically on online job sites. The document emphasizes that quality sales talent is important and outlines factors like compensation, career growth, company culture, and leadership that motivate sales professionals to seek opportunities elsewhere.
We’ll explore:
- How to expand your talent pool beyond LinkedIn’s limited audience
- How to influence job seekers at the point of career decision
- The importance of “informational transparency” in raising applicant quality and engagement
Similar to Chicago Rebels of Recruiting Roadshow | Kira Federer Welcome (20)
Becoming Digitally Fit for The Future of WorkGlassdoor
This document contains a discussion between representatives from Glassdoor and Carve about preparing for the future of work. It discusses how technology is redefining interactions and the implications for employers. It also addresses topics like the importance of transparency and leaders preparing organizations for changes by enhancing reputation, talent relationships and results through social media with Carve's help. Glassdoor serves 46 million users monthly by providing jobs, salaries and company reviews to help people find jobs and employers hire informed candidates at scale.
Analyst Tips for Finding Quality Candidates in 2018Glassdoor
The document discusses tips for using talent acquisition strategies and Glassdoor data to strengthen an organization's talent pipeline. It provides three tips: 1) understand the informed candidate journey, 2) deliver the content informed candidates need about compensation, culture, reputation and values, and 3) use Glassdoor data to track candidate behavior, ratings trends, and benchmark the interview process against competitors. The presentation aims to help talent acquisition functions source higher quality candidates.
Everything You Need to Know About Glassdoor ReviewsGlassdoor
Effectively responding to reviews on Glassdoor is an important part of any solid employee engagement and recruiting strategy. Uber shared its approach to managing feedback and writing effective responses to reviews and how you can to.
The VIP Treatment: Elevate Your Candidate ExperienceGlassdoor
The document discusses improving the candidate experience through three key areas: making an employer brand irresistible, improving the hiring process, and using data. It provides tips for understanding the candidate journey, delivering necessary information, and making a strong first impression. Additionally, it outlines three steps to improving the hiring process: building relationships with hiring managers, branding the candidate experience, and using data to continuously optimize the process. The goal is to attract and hire the best talent by treating candidates as valued partners throughout their journey.
Glassdoor UK: Responding to Negative Reviews ReviewsGlassdoor
With 61% of Glassdoor users seeking out company reviews and ratings before deciding to apply for a job, make sure you add your “employer perspective” to the conversation.
Especially when addressing criticism about your company, its leadership, benefits and salary information or even your applicant interview process.
Learn the art of handling unfavourable feedback by joining us for "How to Respond to Negative Reviews,” where we'll explore who should respond to company reviews, how often and why critical opinions aren’t necessarily a bad thing.
With 61% of Glassdoor users seeking out company reviews and ratings before deciding to apply for a job, make sure you add your “employer perspective” to the conversation.
Especially when addressing criticism about your company, its leadership, benefits and salary information or even your applicant interview process.
Learn the art of handling unfavourable feedback by joining us for "How to Respond to Negative Reviews,” where we'll explore who should respond to company reviews, how often and why critical opinions aren’t necessarily a bad thing.
Live Demo, Managing your Employer Brand UKGlassdoor
The document discusses how job seekers today extensively research companies online before making decisions. It notes that job seekers use an average of 18 sources and read 7-8 reviews before applying to a job. The document then defines what an employer brand is - the reputation and perceptions people have about a company based on employee reviews, ratings, salaries and more. Finally, it provides an overview of Glassdoor's solutions for companies to enhance their employer brand through features like an enhanced company profile, job advertising, and analytics.
The Candidate Journey Isn't Linear: How to Craft Content AccordinglyGlassdoor
This document discusses how to craft content for each stage of a candidate's journey:
1) The Awareness stage focuses on expanding reach and gaining attention through thought leadership, company news, awards, and advice for skills improvement.
2) The Consideration stage aims to share employee stories, project highlights, awards, company initiatives and checklists to help candidates consider the company.
3) The Interest stage nurtures candidates by showing career growth, employee experiences, meetings, newsletters, and personalized job alerts.
4) The Application stage provides resources like job descriptions, culture descriptions, interview tips, and expectations to help candidates apply.
5) The Selection stage assists with the interview process, feedback, and ensuring
Fueling Retention With Employee EngagementGlassdoor
Representatives from BambooHR and Glassdoor participated in a panel discussion on employee engagement. They discussed how their companies measure engagement, convey needed changes to employees, align individual and company goals, determine if engagement initiatives are working, and build sustainable engagement. They also addressed what to do with highly skilled employees in wrong roles when no other positions are available.
How to Execute a Data-Driven Social Recruiting ProgramGlassdoor
Boost your social recruiting strategy with expert tips.
Jim Conti, Director of Talent at Sprout Social
Lisa Holden, Employer Communications Manager at Glassdoor
Top 5 Recruiting Challenges and How to Solve ThemGlassdoor
The document discusses 5 top recruiting challenges and how to solve them:
1. Looking critically at competitors' hiring strategies and comparing processes.
2. Understanding candidate experience by leveraging analytics on Glassdoor.
3. Nurturing employer brand by crafting compelling value propositions and customizing company profiles.
4. Targeting informed candidates on Glassdoor, who engage throughout their job search.
5. Posting compelling job ads by including perks, reviews, and sponsoring for greater visibility and applicants.
The document summarizes a presentation by Kira Federer of Glassdoor on how companies can use Glassdoor to brand and recruit. It discusses how today's candidates extensively research companies online before applying, including reading employee reviews on Glassdoor. It then outlines Glassdoor's solutions to help companies promote their employer brand, advertise jobs, analyze recruiting metrics and compare themselves to competitors. The presentation concludes with a live demo and Q&A.
Hire and Retain at Scale: Interviewing and OnboardingGlassdoor
Learn how to develop a hiring and onboarding strategy that will help you recruit and retain the best-fit candidates for your organization. Salesforce shares their secrets on how they develop and measure their hiring strategy.
This document is a presentation by Alicia Garibaldi from Glassdoor about how companies can win talent on Glassdoor. The presentation covers building an employer brand, responding to reviews, using metrics to measure employer brand, and recruiting informed candidates. The agenda includes building the employer brand, reviewing management, discussing metrics, and recruiting informed candidates. Key takeaways are to build your employer brand profile, respond to reviews, monitor candidate activity, and optimize your presence to attract informed candidates.
Tune in to our 30-minute tutorial for a clear understanding of how to put powerful analytics to work for your company.
Alana Filipovich, Customer Success Manager at Glassdoor
10 Tips for Getting Campus Recruiting RightGlassdoor
The document provides 10 tips for effective campus recruiting. It begins with an introduction to Generation Z and what matters most to them, such as entrepreneurship, career growth opportunities, and transparency from employers.
The tips include building an authentic employer brand online, showcasing the employee value proposition, developing internship programs, making the application process easy on mobile, focusing career conversations on meaningful work, and creating clear career paths. Emphasis is placed on human connection through campus visits and follow ups with candidates.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...SocialHRCamp
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...SocialHRCamp
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.