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.
5 Ways Enterprise Companies Can Respond to Reviews Glassdoor
Best practices for responding to Glassdoor reviews.
Angela Mancuso, Chief People Officer at Pampered Chef
Dominique Sorresso, Senior Account Manager at Gla
5 Ways Enterprise Companies Can Respond to Reviews Glassdoor
Best practices for responding to Glassdoor reviews.
Angela Mancuso, Chief People Officer at Pampered Chef
Dominique Sorresso, Senior Account Manager at Gla
How to Create a Conversion Optimization Strategy that Gets ResultsChris Goward
Attempting to do Conversion Rate Optimization without a strategy is like a powerboat with no rudder. You'll go in the wrong direction fast!
In this session, you'll learn from leading CRO strategist, Chris Goward, how to build a strategy that drives business results. Use his 5-Step Strategy as a planning framework to dramatically improve your conversion rates and revenue. Includes an introduction to the PIE Framework(TM) for prioritizing optimization opportunities.
With practical examples, you'll find out where to focus, what to test and how to avoid common mistakes.
My Perfect Gig Recruiting Solutions Webinar 2.13.2009Neil Costa
My Perfect Gig expert Gary Cormier - VP of Talent Solutions - talks about innovative recruiting technology. Gary has 25 years of insight and perspective as an HR executive as well as an HR service provider.
My Perfect Gig leverages Web 2.0 technology along with a common language between job descriptions and resumes to make better connections for corporate recruiters and candidates searching for their perfect gig.
How to Outcompete Your Competitors for Top TalentGlassdoor
Learn how to utilize your Glassdoor profile and ATS to set yourself apart from the competition and optimize your talent acquisition efforts.
Alex Lebovic, Head of Talent at Grand Rounds, Inc.
Leela Srinivasan, CMO at Lever
Greg Nika, Senior Director of Product Marketing at Glassdoor
Learn new research on how gender-coded words are impacting your diversity recruiting initiatives, and get actionable strategies to remove bias in your 2021 job advertising.
Learn how to use the latest social media analytics and programmatic job advertising analytics to shape your recruitment marketing strategy and decisions.
iGex Solutions - Website and Mobile App Development CompanyDhaval Patel
Get to know more about iGex Solutions about work methodology, industries that we are serving, tools and technologies on which we are working and many more using the presentation.
In case of having any query or concern, kindly email on info@igexsolutions.com.
Work Quote Proposal PowerPoint Presentation SlidesSlideTeam
If your company needs to submit a Work Quote Proposal PowerPoint Presentation Slides look no further. Our researchers have analyzed thousands of proposals on this topic for effectiveness and conversion. Just download our template, add your company data and submit to your client for a positive response. http://bit.ly/2SSnuIS
Simon Morris, Director, Demand Marketing EMEA, Adobe
Mike Stamp, Head of Talent, EMEA, Adobe
Employment branding is far more than just the role of marketing. With employees now more socially relevant than the CEO, companies need to enable and empower their employees to be active on social media on behalf of the brand. To do this effectively, there needs to be a shift from storytelling to employee evangelism by training and socially enabling employees to be social brand champions. In this session, hear from Simon Morris, Adobe's Director of Demand & Content Marketing who will discuss the digital transformation journey that Adobe has been on over the last few years and Mike Stamp, Head of Talent EMEA, who will discuss how they’ve made a shift at Adobe, enabling employees across the company with social expertise and encouraging them to be advocates for the brand. You’ll learn how to establish a social culture with enablement best practices and training programs for employees, and how to measure the impact of their efforts in a way that provides meaningful bottom-line business results.
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
How to Create a Conversion Optimization Strategy that Gets ResultsChris Goward
Attempting to do Conversion Rate Optimization without a strategy is like a powerboat with no rudder. You'll go in the wrong direction fast!
In this session, you'll learn from leading CRO strategist, Chris Goward, how to build a strategy that drives business results. Use his 5-Step Strategy as a planning framework to dramatically improve your conversion rates and revenue. Includes an introduction to the PIE Framework(TM) for prioritizing optimization opportunities.
With practical examples, you'll find out where to focus, what to test and how to avoid common mistakes.
My Perfect Gig Recruiting Solutions Webinar 2.13.2009Neil Costa
My Perfect Gig expert Gary Cormier - VP of Talent Solutions - talks about innovative recruiting technology. Gary has 25 years of insight and perspective as an HR executive as well as an HR service provider.
My Perfect Gig leverages Web 2.0 technology along with a common language between job descriptions and resumes to make better connections for corporate recruiters and candidates searching for their perfect gig.
How to Outcompete Your Competitors for Top TalentGlassdoor
Learn how to utilize your Glassdoor profile and ATS to set yourself apart from the competition and optimize your talent acquisition efforts.
Alex Lebovic, Head of Talent at Grand Rounds, Inc.
Leela Srinivasan, CMO at Lever
Greg Nika, Senior Director of Product Marketing at Glassdoor
Learn new research on how gender-coded words are impacting your diversity recruiting initiatives, and get actionable strategies to remove bias in your 2021 job advertising.
Learn how to use the latest social media analytics and programmatic job advertising analytics to shape your recruitment marketing strategy and decisions.
iGex Solutions - Website and Mobile App Development CompanyDhaval Patel
Get to know more about iGex Solutions about work methodology, industries that we are serving, tools and technologies on which we are working and many more using the presentation.
In case of having any query or concern, kindly email on info@igexsolutions.com.
Work Quote Proposal PowerPoint Presentation SlidesSlideTeam
If your company needs to submit a Work Quote Proposal PowerPoint Presentation Slides look no further. Our researchers have analyzed thousands of proposals on this topic for effectiveness and conversion. Just download our template, add your company data and submit to your client for a positive response. http://bit.ly/2SSnuIS
Simon Morris, Director, Demand Marketing EMEA, Adobe
Mike Stamp, Head of Talent, EMEA, Adobe
Employment branding is far more than just the role of marketing. With employees now more socially relevant than the CEO, companies need to enable and empower their employees to be active on social media on behalf of the brand. To do this effectively, there needs to be a shift from storytelling to employee evangelism by training and socially enabling employees to be social brand champions. In this session, hear from Simon Morris, Adobe's Director of Demand & Content Marketing who will discuss the digital transformation journey that Adobe has been on over the last few years and Mike Stamp, Head of Talent EMEA, who will discuss how they’ve made a shift at Adobe, enabling employees across the company with social expertise and encouraging them to be advocates for the brand. You’ll learn how to establish a social culture with enablement best practices and training programs for employees, and how to measure the impact of their efforts in a way that provides meaningful bottom-line business results.
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
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
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.
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
Jill Pizzola's Tenure as Senior Talent Acquisition Partner at THOMSON REUTERS...dsnow9802
Jill Pizzola's tenure as Senior Talent Acquisition Partner at THOMSON REUTERS in Marlton, New Jersey, from 2018 to 2023, was marked by innovation and excellence.
NIDM (National Institute Of Digital Marketing) Bangalore Is One Of The Leading & best Digital Marketing Institute In Bangalore, India And We Have Brand Value For The Quality Of Education Which We Provide.
www.nidmindia.com
Exploring Career Paths in Cybersecurity for Technical CommunicatorsBen Woelk, CISSP, CPTC
Brief overview of career options in cybersecurity for technical communicators. Includes discussion of my career path, certification options, NICE and NIST resources.
MISS TEEN GONDA 2024 - WINNER ABHA VISHWAKARMADK PAGEANT
Abha Vishwakarma, a rising star from Uttar Pradesh, has been selected as the victor from Gonda for Miss High Schooler India 2024. She is a glad representative of India, having won the title through her commitment and efforts in different talent competitions conducted by DK Exhibition, where she was crowned Miss Gonda 2024.
A few webinar tips – you will be muted throughout the session so make sure to ask questions in the questions pane and Alison and Steve would be happy to answer them at the end of the session.
And now I would like to introduce our presenters:John Wilson is the Founder and CEO of WilsonHCG. His specialties include human capital topics, including talent acquisition best practices, workforce planning, employment branding, gen Y and employee engagement and retention. He has been featured inHRO Today, The American Business Journal, Recruiter Magazine, Workforce Magazine, CIO magazine and on ERE.net. Alison Hadden is the Director of Product Marketing atGlassdoor. She speaks as an industry expert on employer branding, social recruiting and employee engagement. She educates companies on how to influence and hire ideal fit candidates in today’s modern recruiting world.
We would like to keep today’s webinar highly interactive and encourage you to join the conversation socially on Twitter with the hashtag #GDWebinar
What LinkedIn DeliversWhat Today’s Candidates Care AboutHow to Bridge the Gap5 Strategies for Recruiting Beyond LinkedInGet Creative With SearchGet Involved LocallyFind Next Generation TalentUse Your Resources and OptimizeGet SocialQuestions?
LinkedIn is known as a networking siteIt is great for connecting people to people. Companies are also using it to market or advertise jobs and or products and to search for professional talent. But on the flipside, there are a few challenges associated with only using solely LinkedIn as a way to find candidates.
The audience is extremely limited to business professionals. These are the people that are at their desks all day. But what about nurses, manufacturers and retail workers?Also, many people use LinkedIn as a networking site only. They aren’t always interested in finding a new job or being contacted by a recruiter.There is also limited information for potential candidates to get familiar with your brand and culture. You are really unable to fully showcase your brand to companies who may be searching for you.Many people are not searching for jobs and are getting contacted non stop.
Let’s think about this. Most candidates that you are trying to target are already employed and are good at what they do. You are trying to incentivize them to come to your company. The beauty about sites like Glassdoor is that we know passive and active candidates are researching companies. They are considering their job options and researching their next possible interview, salary negotiation and staying in the loop to discover which jobs seem appealing. Rather than reach them on LinkedIn (where they are not fully focused on researching jobs and companies) and are most likely networking, reach them while they are in their job search.
Reach candidates where they are researching companies. Have a presence on recruiting sites and focus on showcasing your strong brand. Promote your employer brand to candidates researching you and advertise your jobs to ideal candidates who might not be aware of you.
The way people find jobs and research companies has changed. Today, candidates want to know everything about your company before they even apply for a job because they are seeking transparency and authenticity in their search.Candidates want to know as much as possible about an organization. They want to learn about a company’s culture, management, salaries, advancement opportunities, etc. before they submit a resume and commit to a professional relationship.
In fact, 51% of new employees at a company have “buyer’s remorse” after they accept a position. They are searching for informational transparency and want to be more informed before “walking the plank” to their new career opportunity.
Today’s candidates are also influenced by peer reviews and ratings. 95% of job seekers say reviews from employees influence their job decision. This information ultimately determines the decisions that your candidates are making about your company and if they want to come join your team.
And just to drive home how much reviews influence candidate decisions, 69% of job seekers would not take a job with a company that had a bad reputation….even if they were unemployed!This is a stat you cannot ignore. Reviews and ratings matter to today’s candidates.
Now that we have realized the importance of “informational transparency” and talked about what matters to job seekers, let’s talk about how to influence them at the point of their career decisions. I would like to pass this on over to John.
If you are transparent with information from the beginning with a candidate and you follow through once they are hired, that is huge.They will then put their trust in the company, becoming a loyal employee and an advocate for the company- thus bringing in more top talent. Communication is important, since it provides the artery for information and truth. By communicating the organization's vision, management defines where it's going. By communicating its values, the methods for getting there are established. Building trust in the interviewing process is crucial if you would like to gain top talent. Allow the interview to be a conversation and give the candidate enough time to ask their own questions, as interviewing is a two way street. Additionally, be up front about the timeline of your hiring process; let them know if there is going to be a delay or if you will to be moving ahead quickly. Also, be sure to let candidates know if they will be advancing to the next round or if they are no longer in the running by a certain date and stick to it. The more sincere and congenial you are during their interviewing process, the more apt they are to choose your company and recommend it to others.
It all comes down to their experience from job search to offer letter. If a candidate has a poor candidate experience with a company that offers everything they want and an amazing, easy experience with a second choice company-they could go with the company with the best experience. Not only does this help candidates when it comes down to a final decision but this also makes it easier for them to refer friends and others to your company if they had a great experience. Take the time to learn what is important to the candidate and evaluate if you can offer any benefits that are catered to their needs. Such as flex time or working virtuallyMake sure employee reviews/testimonials are up on your website and social media: Utilize candid employee reviews and testimonials to sway candidate opinions. Videos, blogs, Glassdoor/Indeed reviews, etc.Corporate Responsibility initiatives: showcase initiative such as veteran recruitment, corporate social responsibility, green initiatives and things to show that your company is responsible
Technology, social media and the internet make it easy for candidates to research your company. Putting out content and monitoring what’s being said about your company can ensure positive results in their search and can help you put out fires or dismiss inaccurate information.Realistic information about a company and culture can help candidates determine if the company/job is a right for them before they apply, weeding out under qualified candidates or candidates who are not the right culture fit. Get your employees involved in the conversation.Offer candidates the opportunity to speak with a current employee who has the same position and let them ask what their day to day looks like, any special projects they may get to work on, etc.
Along with the employment branding, share your EVP. Incorporate your employee value proposition throughout the recruitment process: onto your career site, within your job postings and into a recruiting video. This can help show the candidate how the company continually re-evaluates what engages the employees and tries to find ways to align their offerings to match employee wants/needs. What is an EVP? The combination of rewards and benefits that you promise to provide employees in exchange for their productivity, time and energy. It can include tangible things like salary, benefits, and special employee programs (think training & development, wellness programs or flexible vacation time).But it also includes intangible elements. The things that don’t show up on a paycheck but still carry high regard. Consider an engaging company culture, challenging work, meaningful results, or the opportunity to excel. Basically-what your employees will “brag” about to their peers.A strategically designed EVP has shown to be a key tool in attracting, retaining and motivating employees to drive your organization to success. It’s what brings the best candidates in while ensuring those same superior individuals stay longer.
Make sure that your message is the first thing a candidate sees when coming to your page. It’s so important for a candidate to see your perspective in order to make an educated decision on whether or not they want to work for you. You also need to Utilize employee reviews and testimonials to sway candidate opinions. Videos, blogs, Glassdoorreviews, etc. Include not only your EVP on your website but your offerings, leadership bios, culture, core values and company value proposition. Incorporate supplemental material:Employment BrandingCorporate culture videosLinks to employee testimonials and Glassdoor reviewsDetails specific to the job, location, departmentPersonalize/customize your messageLimit the use of templatesInclude specifics about their experienceInclude specifics to the job as related to what they’d be interested inUtilize details you’ve cross referenced on other sides, like portfoliosShow the value/benefits, don’t come off too “salesy”
What are more cost efficient sources that provide higher quality applicants? LinkedIn is more of a networking site – more person to person and not really person to company. LinkedIn only gives you access to limited pool of business professionals, but what if your talent pool includes retail, manufacturing or nurses.Through general Social Media recruitment:Searching for candidates via Facebook, Twitter, Instagram & Google+Broadcasting your jobs through your networksUtilize industry and job specific hashtagsPost during high-traffic timesExample: WilsonHCG hired employees found via Twitter and Instagram
Millenials - Create partnerships with career services departments, guest speak at university meetings, guest speak in specific classes; campus recruitment. Also -you MUST create an internship program & partner with local and national universities/colleges if possible. We have had many full time hires come from our internship program.We have had many full time hires come from our internship program.Develop and promotion of internship program:Create section on career pagePromote via social media and utilize hashtagsPromote on campuses of university, colleges, technical schoolsJoin social media chats: i.e. #GenYChat on TwitterJoin professional group events: i.e. Charleston Young Professionals Post jobs and network via Linkedin’s Yong Professional groupsDevelop university recruitment initiatives and promote:Partner with career services departmentGuest speak at classesPost on university career center job boardsExample: our interns come from UT
Build and maintain a talent community:Develop credibility in established professional groupsDevelop credibility in online groups & social mediaManage the applicants, candidates and hires in your ATSIdentify and develop brand ambassadors to expand your messageCommunicate with followers and “listen”Segregate talent communities to target your messages and job postingsOptimizeyour careers page:Include your employment brandingInclude pictures/videosBuild out pages so candidates can researchMake it easy to navigateUtilize SEO to help your career page come up in search resultsCut down the application process and make it easy to applyInclude links to your talent communityShowcase unique aspects of your brand:Corporate social responsibilityOperation TransitionBrand Ambassador ProgramAccolades
We all know that social recruiting is a hot topic. But there are other social methods you can use. Social Media Recruitment Training:Cross-referencing specific candidates via social mediaDoing a general search for candidatesUtilizing hashtags and analyzing their impactBroadcasting jobsPromoting thought-leadership (brand ambassadors)Updating your bio to be searchable and credibleUtilizing social media:Instagram (hired a few employees in 2013 who found us via Instagram) – promoting jobs via captivating pictures showcasing cultureGoogle+ for hangouts/virtual recruiting eventsTwitter: host a job seeking twitter chat or participate in existing onesFacebook: promote jobs and be responsive to candidate questions/postsBlog-talk-radio: host a Q&A show and provide interviewing suggestionsYoutube: promote videos showcasing company culture, recruitment collateral, or interview suggestionsBrand and promote Glassdoor page **And with that, I would like to pass things over to Alison to chat a little bit more about how Glassdoor can help you advertise your jobs and promote your employer brand.
Like we mentioned before, the importance of informational transparency is raising applicant quality. Almost half of all job seekers are using Glassdoor to search for jobs and research companies. This raises applicant quality because candidates are well-informed and highly selective when it comes to applying to jobs. As a result, employers don’t have to deal with mountains of unqualified applications saving them valuable time.Attract the right pirate!
This Includes retail, transportation, hospitality, restaurant and many more industries. They are not at their computers all day accessing professional networks. Reach them while they are on a break or just finishing a shift!
Job seekers are looking additional information outside the messages they get from employers in job descriptions on career sites from recruiters. For candidates, the most trusted resources for learning about companies are family and friends followed by reviews from other people who work at the company. More than 16million unique users visit Glassdoor mobile applications and website monthly.
Just to tell you a little about the influence GD has on candidates, 48% of job seekers are using it. Glassdoor has become the most trusted & transparent place for candidates to search for jobs and research companies.
Mobile is huge right now. Reach talent while they are on their mobile devices. Great source to recruit new, passive high quality talent for jobs.
91% of Americans, keep their mobile devices within reach 24/7. Almost 40% of the traffic on Glassdoor comes through their mobile device and these numbers continue to go up.
We help employers advertise their jobs to ideal candidates who might not be aware of their company and promote their employer brand to candidates not researching them. For our 1200+ clients we see 2x better applicant quality, 3x more influence over candidates to sites like LinkedIn and have a 30% lower CPH
1 800 Contacts is a great example of a success story for us. We improved the quality of their Glass Technicians by 5X by reaching the right fit candidates on Glassdoor
Due to the SEO and greater control that clients have on Glassdoor, Railinc prefers sourcing on Glassdoor as compared to sites like LinkedIn. Railinc saw 6x the page views on their Glassdoor page vs.Linkedin. Railinc believes that this is due to the robust content on Glassdoor. It’s where candidates are coming to make career decisions.66 hires in 12 monthsOver 6x page views on their Glassdoor page vs. LinkedIn pageCredibility among job seekers and third-party validation of their company cultureReal-time candidate traffic and demographics dataOngoing employee engagement strategy
And now I’d like to open up the floor to any questions out there.
And now I would like to introduce our presenters:John Wilson is the Founder and CEO of WilsonHCG. His specialties include human capital topics, including talent acquisition best practices, workforce planning, employment branding, gen Y and employee engagement and retention. He has been featured inHRO Today, The American Business Journal, Recruiter Magazine, Workforce Magazine, CIO magazine and on ERE.net. Alison Hadden is the Director of Product Marketing atGlassdoor. She speaks as an industry expert on employer branding, social recruiting and employee engagement. She educates companies on how to influence and hire ideal fit candidates in today’s modern recruiting world.