Glassdoor determines "Best Places to Work" based on employee reviews that evaluate companies on their vision, leadership, and transparency. Reviews consider consistency, quantity and quality, with common attributes including an inspiring vision, transparent leadership that listens to employee feedback, and a responsive culture. Signing up for Glassdoor's free employer account allows companies to better understand employee sentiment by listening to, responding to, and tracking feedback.
From order taker to talent advisor: breaking down the drive-thru window | Tal...LinkedIn Talent Solutions
Suzanne Myers, VP, Talent Acquisition, RealPage
Shelly Patman, Sr. Manager, Corporate Recruiting, RealPage
Denielle Waite, Sr. Manager, Technical Recruiting, RealPage
Have you ever wondered why it can be frustrating to work with a manager who views recruitment as a drive-thru window? You can probably hear it now: “I’ll take 6 engineers and 2 QA analysts please.” A hiring leader expects the perfect candidate to be delivered at warp speed, while a hiring manager and a recruiter simply have different viewpoints of the process to hire talent. Managers ask for talent and expect that we - recruiters - will deliver this talent quickly and on demand. What managers don’t usually know is all that happens as part of planning and executing a search strategy. How do we expect them to believe anything else if we’ve not provided transparency into the process? Join this session to learn how to gain credibility and strengthen your partnership with hiring managers, and how to organize and lead the selection process in a way that impresses them and positions you as a talent advisor.
Check out the best of Talent Connect: http://bit.ly/1MBqz6m
How To Retain Employees When Your Top Talent Is LeavingCornerstone India
Does it seem like your recruitment firm is constantly working towards making up for the high attrition rate your company is suffering from? Are those people leaving too who have not worked for the company for long? Then it is time for either your HR Strategy Consultants to try to understand the root cause of this or your Strategy Consulting Firms India need to step in. It is a simple fact that an employee who is satisfied would not think of leaving the job. So if you have a high attrition rate, it is time to make a change and bring in a few changes in your organisation.
Here are few things you can do in order to address the issue:
• Advancement Potential
• Flexible Working Arrangements
• Attractive Benefits Package
• Positive Work Environment
• Recognition For Achievements
Human by nature is adaptable. A positive work environment would motivate people to do their work efficiently whereas an environment with high turnover rates can lead to low employee morale, decreased productivity, and huge costs directly impacting your business. This problem becomes even bigger if your key team members are leaving the company. The higher attrition rate needs to be addressed proactively and immediately, before it becomes an even bigger problem.
From order taker to talent advisor: breaking down the drive-thru window | Tal...LinkedIn Talent Solutions
Suzanne Myers, VP, Talent Acquisition, RealPage
Shelly Patman, Sr. Manager, Corporate Recruiting, RealPage
Denielle Waite, Sr. Manager, Technical Recruiting, RealPage
Have you ever wondered why it can be frustrating to work with a manager who views recruitment as a drive-thru window? You can probably hear it now: “I’ll take 6 engineers and 2 QA analysts please.” A hiring leader expects the perfect candidate to be delivered at warp speed, while a hiring manager and a recruiter simply have different viewpoints of the process to hire talent. Managers ask for talent and expect that we - recruiters - will deliver this talent quickly and on demand. What managers don’t usually know is all that happens as part of planning and executing a search strategy. How do we expect them to believe anything else if we’ve not provided transparency into the process? Join this session to learn how to gain credibility and strengthen your partnership with hiring managers, and how to organize and lead the selection process in a way that impresses them and positions you as a talent advisor.
Check out the best of Talent Connect: http://bit.ly/1MBqz6m
How To Retain Employees When Your Top Talent Is LeavingCornerstone India
Does it seem like your recruitment firm is constantly working towards making up for the high attrition rate your company is suffering from? Are those people leaving too who have not worked for the company for long? Then it is time for either your HR Strategy Consultants to try to understand the root cause of this or your Strategy Consulting Firms India need to step in. It is a simple fact that an employee who is satisfied would not think of leaving the job. So if you have a high attrition rate, it is time to make a change and bring in a few changes in your organisation.
Here are few things you can do in order to address the issue:
• Advancement Potential
• Flexible Working Arrangements
• Attractive Benefits Package
• Positive Work Environment
• Recognition For Achievements
Human by nature is adaptable. A positive work environment would motivate people to do their work efficiently whereas an environment with high turnover rates can lead to low employee morale, decreased productivity, and huge costs directly impacting your business. This problem becomes even bigger if your key team members are leaving the company. The higher attrition rate needs to be addressed proactively and immediately, before it becomes an even bigger problem.
Working in a negative environment will certainly stress employees, whereas creating a positive working environment provides significant results in terms of profit, productivity and employee behaviour.
Check out the PPT for tips to create positivity around your workplace.
How to Succeed in the First Few Years of the Corporate Worldchongsaikhong
10 rules to Succeed in the first years of the corporate world.
Gaining trust
Positive Attitude
Involve in working environment
Accept failure
Creative thinking
Have personal goals
Respect
Neat working attire
Early for work and meeting.
Self Branding
Finding and developing managers is one of the toughest challenges for growing organizations. In this webinar People leaders from Knotel and Hustle will explain how they attract and engage their managers.
Speakers:
Elliot Epstein, Head of People, Knotel
Kristin Hayward, Head of Recruiting, Hustle
Jack Altman, CEO, Lattice
Working in a negative environment will certainly stress employees, whereas creating a positive working environment provides significant results in terms of profit, productivity and employee behaviour.
Check out the PPT for tips to create positivity around your workplace.
How to Succeed in the First Few Years of the Corporate Worldchongsaikhong
10 rules to Succeed in the first years of the corporate world.
Gaining trust
Positive Attitude
Involve in working environment
Accept failure
Creative thinking
Have personal goals
Respect
Neat working attire
Early for work and meeting.
Self Branding
Finding and developing managers is one of the toughest challenges for growing organizations. In this webinar People leaders from Knotel and Hustle will explain how they attract and engage their managers.
Speakers:
Elliot Epstein, Head of People, Knotel
Kristin Hayward, Head of Recruiting, Hustle
Jack Altman, CEO, Lattice
Building a Human Resources Program for VeterinariansOculus Insights
Dr Mike Pownall and Katie Ardeline presented a full day session during the Oculus Insights 2017 EU Summits in Amsterdam on creating a Human Resource Program for any type of veterinary practice.
Recruit & Retain Top Talent - Michael SchmditmannMAXfocus
Breakout 1.1 - Room 1: Recruit & Retain Top Talent - Gain a Competitive Advantage - Michael S.
Hiring great salespeople and engineers has always been a challenge. As you migrate to new business models for cloud and services sales, it might be even harder to find employees with the needed skills.
This session will show you how to hire and retain game-changing talent.
•Attract Quality Candidates
•How to Screen Effectively
•Avoid Critical Hiring Mistakes
Once hired, are your employees set to succeed? Do they have an exciting career path that incents them to improve their skills and value to your organization?
Hiring and retaining multi-million dollar salespeople and great engineers is simple but not easy. Learn the winning formula in this fast-paced, entertaining session.
This session is led by John Gaillard and Mike Schmidtmann, who work with Solution Providers across the country to grow their businesses and improve profits.
Our Procurement Evolution: How We embraced Innovation and Disruption to Tran...Scout RFP
The answer is different for all of us. Different types of transformations require different strategic approaches, but there does seem to be one mantra that rings true across successful transformations - simplicity.
Join Michael J. Leiken as he shares his transformational journey at Lending Tree and the lessons learned on how to make a bigger impact on overall performance
Our Procurement Evolution: How We embraced Innovation and Disruption to Tran...Scout RFP
The answer is different for all of us. Different types of transformations require different strategic approaches, but there does seem to be one mantra that rings true across successful transformations - simplicity.
Join Michael J. Leiken as has shares his transformational journey at Lending Tree and the lessons learned on how to make a bigger impact on overall performance.
Growing your business can be hard work. But, it becomes even harder when you continually focus on “areas for improvement”… There is an alternative; it is called a “Bright Spots Approach”.
In this presentation you will learn:
- Why you should focus more on bright spots
- How other companies are successfully using bright spots to grow faster
- Why bright spots focus will also help you fix the weak spots in your company
- How you can get started quickly
5 Ways to Give Feedback that Elicits Real ChangeBambooHR
Employees want to receive feedback, but the way that managers interpret this widely varies. This slideshare helps define a feedback process that drives organizational success and allows for real change.
Similar to Glassdoor GDRoadshow Presentation: Kira Federer (20)
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
A memorable candidate experience is the key to finding great talent (and keeping it). But, creating a consistent series of interactions that are branded, human and easy to mirror across multiple offices is no small task.
What makes your candidate experience memorable? Learn impactful stories of how experts J.T. O’Donnell, Founder & CEO at Work It Daily, and Martin Pisciotti, VP of Employee Careers at T-Mobile, have designed every phase of the recruiting process to attract the right people, positively influence corporate reputation, boost employee referrals, and encourage more informed candidates to apply.
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.
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
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.
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
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 Benefits of Temporary Part-Time Jobs for StudentsSnapJob
SnapJob is revolutionizing the way people connect with work opportunities and find talented professionals for their projects. Find temporary part-time jobs that fit your schedule and skills. Browse our listings and apply online today to secure flexible work opportunities that offer the perfect balance between career and personal life.
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?
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.
21. Listen: Be open to frequent feedback
• Candidate Interview Process
• New Hires Onboarding Process
• Quarterly All Hands Meetings
• Employee/Manager 1:1s
• Annual Performance Review Process
• Employee Resignation
22. Respond: Don’t wait to get involved
1. Respond rapidly
2. Welcome ALL feedback
3. Address specific issues
4. Be considerate
5. Promote the positive
24. Example: CEO of Zillow
Zillow CEO Spencer
Rascoff
responds to
reviews
on behalf of the
company.
As a result,
four candidates in a
recent 30-day period
said that reading the
employer response solidified
their decision to accept
the job offer.
25. Glassdoor OpenCompany Program
Get Your Free Employer Account
Complete the above 5 steps
Earn other Company Transparency Honors on Glassdoor by
starting with a Free Employer Account
26. Summary
• Employees determine the best place to work
• Common traits: Vision, Leadership, Transparency
• Review quality, quantity & consistency matter
• Free Employer Account allows you to listen, engage
and track
Editor's Notes
Im from SC and it feels so good to be home.
It’s different here.
There are things they don’t understand in California.
BBQ
This is what they think when they think BBQ
What distinguishes Glassdoor Best Places to Work is it is the only award to be based solely on employee feedback. And also unlike other workplace awards, there is no formal nomination or submission process.
How many of you will have over 3,000 reviews?
We won’t either.
I do want to point out this is a very small % of the total workforce. Every 7 seconds a review is left on GD, How often do you think a review is left on your company’s profile?
And whether Google had 5000 or 50, they still would have qualified because we actually judge based on three attributes:
Note we look at annual submissions and for the US list, we look at US-based employee reviews, or UK list we look at UK based employee reviews. So not all reviews make it into consideration set
SZ Note: Important to note to audience winners are determined annually and are selected based on reviews contributed in prior 12 months
Consistency: We have to put the jobseeker’s experience at the forefront of everything we do. Looking at your profile today, would a job seeker have a congruent story from the past 12 months of what it’s really like to work for you. Are employees saying the same thing?
- If your ratings are only 1s + 5s, that isn’t helpful for the job seeker. We want to make sure this is consistent for the job seeker and as a job seeker you’re not likely to want to work for this company. We find jobseekers would much rather work for a company that consistently scores 3.5 or 4.
Quality: The important piece here isn’t just that the rating is high, but also that what’s being said is helpful to the job seeker. Completeness. Granular. Highly Descriptive.
Quantity: Do you have the minimum # of reviews to qualify? This year the #s were 50 for large business and 20 for SMB and as our user base grows, these #s change every year.
We believe employee engagement is something that never stops. We look to make sure that this story is told throughout the year.
- Google example.
Quality: The important piece here isn’t just that the rating is high, but also that what’s being said is helpful to the job seeker. Completeness. Granular. Highly Descriptive.
I know what you’re thinking. How do you validate these reviews?:
Various ways of detecting fraud through software and a full-time team dedicated to moderating reviews.
1. Put your hands up if your company has a vision.
Keep your hand up if you could share that vision with us today.
Keep your hands up if you are inspired by it.
What
WHY
Revel example
WHY not What
WHAT : ____ is an online networking service.
WHY: ______ believes in give people the power to share and make the world more open and connected
People join companies not because of what they do, but why they do it.
If you hire people because they can do a job, they will work for the money.
If you hire people because they believe what you believe, they work for the your vision.
Typically leaders have egos. That’s how they got there.
When momunmental things happen in your company, do employees first learn it from eachother or the leaders?
Are they seen as communicative?
Are they looking at constructive feedback that employees are giving you?
People want to be led but they also want to be heard
The only way a company can grow and be successful is through it’s employees.
Most execs would tell you that finding the right talent is the biggest challenge.
You have the hard job.
Without your leadership being willing to listen to feedback and evolve, it get trick keep them.
If you are getting consistent positive feedback, at some point you have to ask….Are the leaders the problem or is it the employees?
Is transparency part of your culture today.
The reality is that a lot of companies tout being open and transparent, but they cherry pick the feedback they respond to.
Revel Story
SZ Note: Key is to talk about understanding what is being said, when it’s being said so that you can win awards.
Know what works, promote it. See what isn’t, Fix It.
How many of you have responded to reviews on Glassdoor?
Positive and negative?
How can you do this today? Respond to what is being said. Let people know they are heard.
Glassdoor Interview story.
Be clear employer responses have ZERO effect on winning BPTW
1.Respond rapidly
2. Welcome ALL feedback
-No company is perfect
-68 percent of consumers trusted reviews more when they saw both good and bad scores
3.
4.
5.
If the employees feel like they are being listened to, they are more likely to provide more feedback in the future.
Imagine walking down the hall and tapping your CEO on the should and he doesn’t respond. This is like writing an thoughtful review and no one responding.
SZ Note: Be clear employer responses have ZERO effect on winning BPTW
SZ Note: Be clear employer responses have ZERO effect on winning BPTW
This is the impact of being transparent. This is what happens when a company has a vision, believes in transparency and leadership is open to feedback.
To help you get started with transparency, we’ve created a program called OpenCompany at Glassdoor
A simply 5 step process to becoming transparent as an employer.
Sign up for an FEA
The reward of it is an OpenCompany badge so that jobseekers can see that you are really engaged as an employer.
This is something you can do today and it doesn’t cost anything.
SZ Note: Be clear OpenCompany has ZERO impact on winning BPTW except reviews go into consideration.
Ultimately, your employees will be the ones to determine if you make the best place to work list.
Examine each of these traits in your org today. How can you help?
FEA:
Sign up for free to join the conversation that is already being had. With an FEA, you can respond to those reviews today. Encourage your employees to join in the conversation. Your current employees are there for a reason. Get your voice and theirs involved today.
You can now go back and educate. You can empower your employees and leadership to engage with Glassdoor and show the world why you do what you do.