The Informed Candidate is one that is well-researched and engaged with your company, leading to a better fit, quicker on boarding and ultimately a more productive employee. We reveal how to ensure that you are attracting thoughtful candidates who have the right expectations and why this approach will set your workforce up for success in the future.

1. Joe Wiggins, Director, EMEA, Glassdoor
The Impact of
Informed Candidates
(and How to Attract
Them)

2. Our world is evolving.

3. Always on
and hyper
connected

4. Shared/Networked Economy
The Workforce
More Connected
The HR Professional
Talent Nurturer
Informed Candidate
Well-Researched, Purpose-Driven

5. What is an informed candidate?

6. An informed candidate
is a quality candidate.

7. Characteristics
of an informed candidate
• Prepared for interview
• Knowledgeable about the job role
• Familiar with culture and values
• Right expectations about
compensation and benefits

8. Candidates Engage with
Glassdoor at Every Stage
of the Job Search
Source: 1 As measured by cost-per-hire and application-to-hire ration, compared to other job sites based on a study of 2015 hiring data for 30
million applications
1

9. An informed candidate is
highly engaged, well-researched,
and has the right expectations.

10. Interviewing
an informed candidate
• Improved candidate experience
• Reduced time to hire
• Improved hiring manage
satisfaction
• Reduced number of interviews
per candidate

11. Hiring
an informed candidate
• Better employee retention
• More productive employee
• More engaged employee
• Better team player

12. Challenges in attracting
informed candidates.

13. Biggest Challenges Attracting and Hiring
0
10
20
30
40
50
60
70
80
Quality Budget
constraints
Competing
pay
Where to
advertise
Millenials
Challenge
Significant Barrier

14. Reputation and
employer brand are common
hurdles.

15. Investment in Employer Brand
Increase
No Change
Decrease
Expected Change
in Next 12 Months
35%
3%
63%

16. How to attract an
informed candidate.

17. What Candidates Are Looking for in a Job
Core elements
• Salary
• Benefits
• Pension
Non-financial elements
• Work-life balance
• Career advancement
• Time off
• Flex time
• Commute

18. Millennials
want an employer
with a conscience
• Prepared to quit a job based on
principle
• Advocate support for communities
• Important that employers take a
stand on social and political issues

19. Work is a Lifestyle Brand

20. Engage with
your audience.

21. Job Seekers Want to Hear
Everyone’s Perspective
Source: Edelman Global Trust Barometer Survey, 2015
Although friends and family are still the most trusted source (72%),
content provided by employees is the
#2 most trusted source of information on a company.

22. Transparency
builds employer brand
• 62% feel better about a company
that responds to reviews
• 70% are more likely to apply when
an employer brand is managed
• 90% find the employer perspective
useful in job search

23. “The balance of power has shifted from
employer to employee, forcing business
leaders to learn how to build an
organization
that engages employees as sensitive,
passionate, creative contributors.”
Josh Bersin, Principal, Founder, Bersin by Deloitte

24. Investment in Engaging Employees
Increase
No Change
Decrease
Expected Change
in Next 12 Months
39%
3%
58%

25. Informed Candidates head
for the best employers.

26. The Job Seeker Journey
Network
Seek Job
Listings
Research
Salaries
Interview
Research
Company
Network
Life Event
Life Need
Out of the Blue

27. Leavers Gravitate to Better Companies
Source: Glassdoor Economic Research (Glassdoor.com/research)
Average Glassdoor Ratings (External Movers Only)
2.80 2.90 3.00 3.10 3.20 3.30
Overall Rating
Career Opportunities Rating
Compensation and Benefits Rating
Culture and Values Rating
Work-Life Balance Rating
Senior Management Rating
Original Job
New Job

28. When people leave it’s
usually for better culture.

29. Culture Matters for Employee Retention
0%
1%
1%
2%
2%
3%
3%
4%
4%
5%
5%
Overall Employer
Rating
Career Opportunities
Rating
Culture and Values
Rating
ProbabilityEmployee
WillStay
Impact of a 1-Star
Ratings Increase
on the Probability an
Employee Will Stay
Statistically significant.
Source: Glassdoor Economic Research
(Glassdoor.com/research)
5%* 5%*
4%*

30. Company culture is second only to salary
in terms of influence on a candidate’s
decision to join your organisation.

31. Key Takeaways
Tech
Transparency
Informed
Candidates
Employer
Brand &
Engagement
Culture

32. Thank You
Joe Wiggins
Director, EMEA, Glassdoor