Steps to Improve Your Company Glassdoor Rating | New-Age MarketingsDushyant Verma
Glassdoor is a website where current and former employees anonymously review companies. It was launched in 2008 as a site to collect and display company reviews and salary information anonymously. Job seekers use Glassdoor to research companies and gain insight into the workplace culture and work environment based on employee reviews before applying or accepting a job offer. Negative reviews on Glassdoor can impact a company's reputation and ability to attract top talent. Companies should monitor their Glassdoor profile and ratings over time and address negative reviews to improve their employer brand.
How do you view your place of work? Companies are investing more in employee recruitment, retention and activation than ever before. Yet the challenges of attracting and optimizing top talent continue to be front of mind for the C-suite globally. In this session, we discuss all.
The document discusses common issues businesses face such as fluctuations in business needs, exacerbated by poor management skills. It covers different types of employee terminations like termination for cause, performance-based termination, surprise layoffs, and planned downsizing. Downsizing is done to reduce costs but has mixed effects - it improves finances in the short term but hurts the company reputation and employee morale in the long term. The document provides tips for conducting terminations and layoffs properly while minimizing negative impacts and coping with the aftermath through open communication and support for surviving employees.
The essential metrics for calculating success.
Megan Likely, Recruiting Programs Specialist at Zynga
Kirsten Davidson, Senior Partner, Employer Branding at Employera
Lisa Holden, Employer Communications Manager at Glassdoor
Applicant tracking systems (ATS) are software applications that allow companies to manage recruitment and hiring electronically. They enable companies to post jobs, collect and store applicant information, screen resumes, and generate interview requests. While they do not replace human recruiters, ATS provide efficiencies in handling large volumes of applicants. The document discusses how job seekers can leverage ATS by ensuring their LinkedIn profiles are optimized to be found in ATS searches.
The document provides guidance on employer branding best practices. It discusses researching a company's current brand, competitors, and target talent. Stakeholders like marketing, employees, and leadership should partner to develop a unique branding message. Content like infographics and stories about employees can then be shared on social media and a careers page. Analytics should measure branding goals and success, and candidates should receive a positive experience to spread goodwill about the brand. Overall, the key is differentiating a company's authentic culture from competitors through original stories and employees.
Bob Johnson goes beyond the basics to look at how we can strengthen our employer brands. And, he unveils our new All-Way Brand Alignment model. He also looks at the impact of review sites on talent attraction
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.
Steps to Improve Your Company Glassdoor Rating | New-Age MarketingsDushyant Verma
Glassdoor is a website where current and former employees anonymously review companies. It was launched in 2008 as a site to collect and display company reviews and salary information anonymously. Job seekers use Glassdoor to research companies and gain insight into the workplace culture and work environment based on employee reviews before applying or accepting a job offer. Negative reviews on Glassdoor can impact a company's reputation and ability to attract top talent. Companies should monitor their Glassdoor profile and ratings over time and address negative reviews to improve their employer brand.
How do you view your place of work? Companies are investing more in employee recruitment, retention and activation than ever before. Yet the challenges of attracting and optimizing top talent continue to be front of mind for the C-suite globally. In this session, we discuss all.
The document discusses common issues businesses face such as fluctuations in business needs, exacerbated by poor management skills. It covers different types of employee terminations like termination for cause, performance-based termination, surprise layoffs, and planned downsizing. Downsizing is done to reduce costs but has mixed effects - it improves finances in the short term but hurts the company reputation and employee morale in the long term. The document provides tips for conducting terminations and layoffs properly while minimizing negative impacts and coping with the aftermath through open communication and support for surviving employees.
The essential metrics for calculating success.
Megan Likely, Recruiting Programs Specialist at Zynga
Kirsten Davidson, Senior Partner, Employer Branding at Employera
Lisa Holden, Employer Communications Manager at Glassdoor
Applicant tracking systems (ATS) are software applications that allow companies to manage recruitment and hiring electronically. They enable companies to post jobs, collect and store applicant information, screen resumes, and generate interview requests. While they do not replace human recruiters, ATS provide efficiencies in handling large volumes of applicants. The document discusses how job seekers can leverage ATS by ensuring their LinkedIn profiles are optimized to be found in ATS searches.
The document provides guidance on employer branding best practices. It discusses researching a company's current brand, competitors, and target talent. Stakeholders like marketing, employees, and leadership should partner to develop a unique branding message. Content like infographics and stories about employees can then be shared on social media and a careers page. Analytics should measure branding goals and success, and candidates should receive a positive experience to spread goodwill about the brand. Overall, the key is differentiating a company's authentic culture from competitors through original stories and employees.
Bob Johnson goes beyond the basics to look at how we can strengthen our employer brands. And, he unveils our new All-Way Brand Alignment model. He also looks at the impact of review sites on talent attraction
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.
An applicant tracking system (ATS) is a software application that enables organizations to manage recruitment electronically. It allows storing of candidate resumes in a database to facilitate effective searching, filtering, and routing of applications. ATS also aims to improve productivity in recruiting processes by automating tasks like sourcing, screening, interviewing, and hiring. Using an ATS provides benefits such as quicker hiring decisions, reduced costs and time per hire, and ensuring equal employment opportunity compliance.
The document provides guidance on presenting candidates to hiring managers in the most effective way. It outlines six criteria for a Most Marketable Candidate, including having in-demand, realistic job qualifications. An effective presentation stands out through formatting, measurable achievements, skills match to the job description, and reference feedback. The recommendation is tailored to sell the candidate as solving the hiring problem. Examples demonstrate highlighting a candidate's skills fit to the listed job requirements.
PNB provides training programs to increase employees' knowledge and skills. The objectives are to identify training needs, evaluate program effectiveness, and assess employee satisfaction. Training addresses issues like older employees struggling with technology and lack of communication between new and experienced staff. The approval process involves multiple levels. The scheduled training includes technical, soft skills, customer service, and motivational sessions over two days with exercises and feedback. PNB aims to develop employees and have an engaged workforce through regular training programs.
The college admissions process can be intimidating but is also an exciting opportunity to showcase your talents, achievements and perspectives. Take your career to the next level with youth4work. Know about any college from their students and clear your doubts.
Looking to cost-effectively hire fresh talent from 7000+ Colleges of India?
Youth4work's platform helps you not only to reach-out to multiple colleges simultaneously but also conduct campus recruitment tests easily!
Connect with us at support@youth4work.com
The document discusses employer branding and how to develop an effective employer branding strategy. It defines employer brand as how people describe a company when its representatives are not present. An effective strategy includes understanding business needs, defining target audiences, optimizing employee value propositions, selecting key performance indicators, creating an annual communications plan, and measuring return on investment through common metrics like retention rates, engagement, hiring costs, and social media analytics. The goal is to attract top talent and increase employee satisfaction by promoting a company's culture, values, and opportunities.
Social media now plays a key role in recruitment. Companies are moving away from passive recruitment approaches and are now being more proactive by engaging with candidates on social media platforms. Microsoft overhauled their recruitment strategy by creating a consistent global employer brand message across social media channels like Twitter, Facebook, LinkedIn and YouTube. Their social media recruitment strategies include posting job openings on Twitter and Facebook, engaging candidates on LinkedIn through their careers page and LinkedIn groups, and providing a YouTube channel with videos about the company culture. Microsoft's success is due to collaboration across marketing and recruiting teams and communicating their culture and values to candidates.
The document discusses LinkedIn and provides 15 tips for using the professional social media platform. It begins with an overview of LinkedIn, including its founding, user base, and purpose for professional networking. It then gives demographics of typical LinkedIn users and etiquette guidelines. The bulk of the document lists 15 specific actions users can take on LinkedIn to build their profile, engage with connections, participate in groups, and get involved in answering questions. It concludes with recommendations for tools and resources to help automate and learn more about using LinkedIn.
This is our LinkedIn Presentation for Digital Media Marketing.
https://thelinkedinman.com/history-linkedin/
https://en.wikipedia.org/wiki/LinkedIn
https://monetizepros.com/monetization-basics/how-does-linkedin-make-money/
https://www.linkedin.com/pulse/linkedin-industry-rankings-see-which-tops-list-joshua-waldman/
Employer branding involves developing an image of an organization as a great place to work in order to engage employees and attract talent. It captures the essence of a company's culture, systems, attitudes and employee relationships. Developing an effective employer brand requires insight into employee perceptions, a clear focus on what the organization stands for, differentiation from competitors, communicating benefits to employees, ensuring continuity during changes, and consistency between words and actions. Research, defining brand attributes, implementing communications, and measuring results are key steps in a typical employer branding project. Benefits of employer branding include increased productivity, retention, and attractiveness as an employer.
This document summarizes key HR trends and challenges facing employers, including rising healthcare costs, an aging workforce, workforce diversity, and changing benefits needs. It discusses how employers are responding to these trends through consumer-driven healthcare plans, voluntary benefits, and a shift away from traditional pensions. Continuing issues include healthcare cost increases outpacing wages, preparing for a potential labor shortage, and ensuring employees understand available benefits amid these changes.
This document discusses employee engagement and its importance. It notes that engaged employees feel a profound connection to their company and drive innovation, while disengaged employees undermine company goals. The document outlines the three types of employees - engaged, not engaged, and actively disengaged. It discusses how engagement is created through emotional relationships and influences work output. Strategies for improving engagement are also provided, including having a strong sense of purpose, empowering employees, listening, and inspiring workers. High engagement is correlated with better financial performance and customer satisfaction.
The document provides tips for building an effective LinkedIn profile in 20 steps: update your basic info and photo; write a compelling summary and background; customize your URL; add sections and media; connect with contacts; request recommendations; engage with your network by commenting, messaging, and joining groups; use LinkedIn search, jobs, and privacy settings; and keep your profile complete, typo-free, and regularly updated.
Use LinkedIn, world's most advanced professional network, to help you make your next hire. Find tips on how to use LinkedIn's free and premium features to publicize your open positions or search the network for that perfect candidate.
Van Kastel HR Solutions provides IT recruitment services for a wide range of industries and roles. They have expertise in recruiting for positions involving technologies such as .NET, Java/J2EE, SAP, databases, and platforms including Windows, Unix, and mobile operating systems. Their recruiters utilize methods like CMMI, PMI, PRINCE2, and Agile to match candidates to clients' needs.
The document provides tips for technical recruiters, including essential skills like understanding technologies, sourcing skills, market knowledge, and sales/negotiation skills. It discusses understanding different software technologies, roles in organizations, what ERP is, top ERP products, participants in ERP implementations, and an overview of Oracle Applications.
This document contains a cold call script for recruiting and staffing services. The script outlines the key sections of an effective cold call, including establishing rapport, qualifying the prospect, identifying pain points, introducing the company and services, and closing for a follow up meeting. It provides examples of questions for each section to learn about the prospect's needs and determine if the company's services could help reduce time to hire, improve hiring quality, and lower costs. The goal is to set up a brief follow up call where the salesperson can provide case studies of how they have helped similar companies address these issues.
This document provides an overview of how brands can use LinkedIn to engage consumers. It discusses various LinkedIn marketing strategies and tools like Showcase Pages, Sponsored Updates, Spotlight Ads, custom apps, events, trending content analysis and a Content Marketing Score to develop effective content strategies and drive engagement. Examples are given of how these tools were used by various brands to target audiences and generate viral reach through earned and shared content on the LinkedIn platform.
A brand is made up of intangibles – perceptions, feelings and associations that exist in one’s state of mind. The ultimate goal of any branding effort is to create a loyal customer base. In the case of employer branding, that customer is the employee. An employer brand refers to the perceptions key stakeholders, and more specifically current and potential employees, have of your organisation.
This document provides an overview and agenda for a presentation on Yocto, an open source project for embedded Linux development. It discusses Yocto components, layers, recipes, classes, and the build system. It also outlines how Yocto can be used by both system developers and application developers.
To be a good manager, one must fulfill six main roles: setting objectives for the team, organizing work and allocating tasks, clearly communicating responsibilities, motivating the team, setting targets, and developing individuals' skills. Good managers focus everyone's energy on the task, take responsibility for results, set shared aims for teamwork, and regularly update their own knowledge so they can effectively perform management duties throughout the year.
An applicant tracking system (ATS) is a software application that enables organizations to manage recruitment electronically. It allows storing of candidate resumes in a database to facilitate effective searching, filtering, and routing of applications. ATS also aims to improve productivity in recruiting processes by automating tasks like sourcing, screening, interviewing, and hiring. Using an ATS provides benefits such as quicker hiring decisions, reduced costs and time per hire, and ensuring equal employment opportunity compliance.
The document provides guidance on presenting candidates to hiring managers in the most effective way. It outlines six criteria for a Most Marketable Candidate, including having in-demand, realistic job qualifications. An effective presentation stands out through formatting, measurable achievements, skills match to the job description, and reference feedback. The recommendation is tailored to sell the candidate as solving the hiring problem. Examples demonstrate highlighting a candidate's skills fit to the listed job requirements.
PNB provides training programs to increase employees' knowledge and skills. The objectives are to identify training needs, evaluate program effectiveness, and assess employee satisfaction. Training addresses issues like older employees struggling with technology and lack of communication between new and experienced staff. The approval process involves multiple levels. The scheduled training includes technical, soft skills, customer service, and motivational sessions over two days with exercises and feedback. PNB aims to develop employees and have an engaged workforce through regular training programs.
The college admissions process can be intimidating but is also an exciting opportunity to showcase your talents, achievements and perspectives. Take your career to the next level with youth4work. Know about any college from their students and clear your doubts.
Looking to cost-effectively hire fresh talent from 7000+ Colleges of India?
Youth4work's platform helps you not only to reach-out to multiple colleges simultaneously but also conduct campus recruitment tests easily!
Connect with us at support@youth4work.com
The document discusses employer branding and how to develop an effective employer branding strategy. It defines employer brand as how people describe a company when its representatives are not present. An effective strategy includes understanding business needs, defining target audiences, optimizing employee value propositions, selecting key performance indicators, creating an annual communications plan, and measuring return on investment through common metrics like retention rates, engagement, hiring costs, and social media analytics. The goal is to attract top talent and increase employee satisfaction by promoting a company's culture, values, and opportunities.
Social media now plays a key role in recruitment. Companies are moving away from passive recruitment approaches and are now being more proactive by engaging with candidates on social media platforms. Microsoft overhauled their recruitment strategy by creating a consistent global employer brand message across social media channels like Twitter, Facebook, LinkedIn and YouTube. Their social media recruitment strategies include posting job openings on Twitter and Facebook, engaging candidates on LinkedIn through their careers page and LinkedIn groups, and providing a YouTube channel with videos about the company culture. Microsoft's success is due to collaboration across marketing and recruiting teams and communicating their culture and values to candidates.
The document discusses LinkedIn and provides 15 tips for using the professional social media platform. It begins with an overview of LinkedIn, including its founding, user base, and purpose for professional networking. It then gives demographics of typical LinkedIn users and etiquette guidelines. The bulk of the document lists 15 specific actions users can take on LinkedIn to build their profile, engage with connections, participate in groups, and get involved in answering questions. It concludes with recommendations for tools and resources to help automate and learn more about using LinkedIn.
This is our LinkedIn Presentation for Digital Media Marketing.
https://thelinkedinman.com/history-linkedin/
https://en.wikipedia.org/wiki/LinkedIn
https://monetizepros.com/monetization-basics/how-does-linkedin-make-money/
https://www.linkedin.com/pulse/linkedin-industry-rankings-see-which-tops-list-joshua-waldman/
Employer branding involves developing an image of an organization as a great place to work in order to engage employees and attract talent. It captures the essence of a company's culture, systems, attitudes and employee relationships. Developing an effective employer brand requires insight into employee perceptions, a clear focus on what the organization stands for, differentiation from competitors, communicating benefits to employees, ensuring continuity during changes, and consistency between words and actions. Research, defining brand attributes, implementing communications, and measuring results are key steps in a typical employer branding project. Benefits of employer branding include increased productivity, retention, and attractiveness as an employer.
This document summarizes key HR trends and challenges facing employers, including rising healthcare costs, an aging workforce, workforce diversity, and changing benefits needs. It discusses how employers are responding to these trends through consumer-driven healthcare plans, voluntary benefits, and a shift away from traditional pensions. Continuing issues include healthcare cost increases outpacing wages, preparing for a potential labor shortage, and ensuring employees understand available benefits amid these changes.
This document discusses employee engagement and its importance. It notes that engaged employees feel a profound connection to their company and drive innovation, while disengaged employees undermine company goals. The document outlines the three types of employees - engaged, not engaged, and actively disengaged. It discusses how engagement is created through emotional relationships and influences work output. Strategies for improving engagement are also provided, including having a strong sense of purpose, empowering employees, listening, and inspiring workers. High engagement is correlated with better financial performance and customer satisfaction.
The document provides tips for building an effective LinkedIn profile in 20 steps: update your basic info and photo; write a compelling summary and background; customize your URL; add sections and media; connect with contacts; request recommendations; engage with your network by commenting, messaging, and joining groups; use LinkedIn search, jobs, and privacy settings; and keep your profile complete, typo-free, and regularly updated.
Use LinkedIn, world's most advanced professional network, to help you make your next hire. Find tips on how to use LinkedIn's free and premium features to publicize your open positions or search the network for that perfect candidate.
Van Kastel HR Solutions provides IT recruitment services for a wide range of industries and roles. They have expertise in recruiting for positions involving technologies such as .NET, Java/J2EE, SAP, databases, and platforms including Windows, Unix, and mobile operating systems. Their recruiters utilize methods like CMMI, PMI, PRINCE2, and Agile to match candidates to clients' needs.
The document provides tips for technical recruiters, including essential skills like understanding technologies, sourcing skills, market knowledge, and sales/negotiation skills. It discusses understanding different software technologies, roles in organizations, what ERP is, top ERP products, participants in ERP implementations, and an overview of Oracle Applications.
This document contains a cold call script for recruiting and staffing services. The script outlines the key sections of an effective cold call, including establishing rapport, qualifying the prospect, identifying pain points, introducing the company and services, and closing for a follow up meeting. It provides examples of questions for each section to learn about the prospect's needs and determine if the company's services could help reduce time to hire, improve hiring quality, and lower costs. The goal is to set up a brief follow up call where the salesperson can provide case studies of how they have helped similar companies address these issues.
This document provides an overview of how brands can use LinkedIn to engage consumers. It discusses various LinkedIn marketing strategies and tools like Showcase Pages, Sponsored Updates, Spotlight Ads, custom apps, events, trending content analysis and a Content Marketing Score to develop effective content strategies and drive engagement. Examples are given of how these tools were used by various brands to target audiences and generate viral reach through earned and shared content on the LinkedIn platform.
A brand is made up of intangibles – perceptions, feelings and associations that exist in one’s state of mind. The ultimate goal of any branding effort is to create a loyal customer base. In the case of employer branding, that customer is the employee. An employer brand refers to the perceptions key stakeholders, and more specifically current and potential employees, have of your organisation.
This document provides an overview and agenda for a presentation on Yocto, an open source project for embedded Linux development. It discusses Yocto components, layers, recipes, classes, and the build system. It also outlines how Yocto can be used by both system developers and application developers.
To be a good manager, one must fulfill six main roles: setting objectives for the team, organizing work and allocating tasks, clearly communicating responsibilities, motivating the team, setting targets, and developing individuals' skills. Good managers focus everyone's energy on the task, take responsibility for results, set shared aims for teamwork, and regularly update their own knowledge so they can effectively perform management duties throughout the year.
Systemd provides a more modular approach to system initialization and service management compared to SysVinit and Upstart. With systemd, various system initialization tasks and services are defined as independent "units" that have dependencies and startup ordering defined through configuration files. At boot, systemd analyzes the dependencies between units and starts them in parallel where possible to reduce startup time. It provides standardized methods for process supervision and resource management of services.
The document outlines the qualities of a good manager. It discusses personal characteristics including common sense, self-confidence, initiative, decisiveness, acceptance of criticism and responsibility. It also discusses knowledge of the company, market, competition and products. Key skills mentioned include setting objectives, planning, evaluating performance, decision making, problem solving and communication. The document emphasizes that good managers direct teams, motivate employees, and investigate markets to develop their teams and manage business.
This document discusses various low power techniques for integrated circuits. It begins by describing the increasing challenges of power consumption as device densities and clock frequencies increase while supply voltages and threshold voltages decrease. It then discusses different types of power consumption, including dynamic power, static power, leakage power from different sources, and how they can be reduced. The document covers many low power design techniques like multi-threshold CMOS, clock gating, multi-voltage, DVFS, and more. It discusses the evolution of these techniques and challenges in their implementation like timing issues, level shifters, and floorplanning for multi-voltage designs.
This document discusses real-time operating systems for embedded systems. It defines embedded systems and real-time constraints. It describes the components of an RTOS including task management, inter-task communication, dynamic memory allocation, timers, and device I/O. It discusses when an RTOS is necessary compared to a general purpose OS and provides examples of common RTOSes.
Low power VLSI design has become an important discipline due to increasing device densities, operating frequencies, and proliferation of portable electronics. Power dissipation, which was previously neglected, is now a primary design constraint. There are several sources of power dissipation in CMOS circuits, including switching power due to charging and discharging capacitances, short-circuit power during signal transitions, and leakage power from subthreshold and gate leakage currents. Designers have some control over power consumption by optimizing factors such as activity levels, clock frequency, supply voltage, transistor sizing and architecture.
How to Respond to Negative Glassdoor ReviewsGlassdoor
The document provides tips for companies on how to effectively respond to negative reviews posted on Glassdoor, suggesting they do so professionally, thank the reviewer, address specific issues raised in the review, be authentic, and utilize reviews to help fix problems. It also shares case studies of how companies like Chipotle, Zillow, 1-800 Contacts, loanDepot, and Lithium Technologies have successfully responded to negative reviews. The goal of responding is to build trust with potential candidates and show that the company cares about feedback.
How to respond to negative reviews on Glassdoor Glassdoor
This document discusses tips for responding to negative reviews on Glassdoor. It begins with an agenda for the webinar which includes discussing the importance of employer brand and how bad reviews aren't necessarily bad for business. It then provides tips for who should respond to reviews, how often to respond, and 5 specific tips for responding to negative reviews which include being professional, thanking the reviewer, addressing specific issues, being authentic, and using reviews to improve problems. Throughout are examples from companies like Chipotle, Zillow, and Lithium Technologies. The document concludes with suggestions for soliciting feedback to get more reviews posted.
How to Respond to Negative Reviews on GlassdoorGlassdoor
This document discusses tips for companies on responding to negative reviews on Glassdoor. It begins with an agenda for a webinar on responding to negative reviews. It then discusses the importance of employer brand and how current employees and job seekers use sites like Glassdoor to research potential employers. It provides tips for who should respond to reviews, how often to respond, and a 5-tip approach for crafting positive responses, including examples from companies like Worldpay, Zillow, Canon, and ARM Holdings. The document concludes with suggestions for getting feedback on Glassdoor to improve employer brand.
7 Ways To Build A Brand That Attracts Top TalentBambooHR
Candidates decide whether or not to apply for a job within 49.7 seconds. That's a short amount of time to portray your brand. This slideshare shows how you can build a brand that will attract the right talent and what steps you can take today.
This document contains an agenda and summaries from a Glassdoor webinar about recruiting and talent acquisition. The webinar featured speakers from Glassdoor and covered topics like social recruiting, mobile recruiting, recruiting millennials, diversity recruiting, employer branding, employee engagement, and workplace transparency. For each topic, 1-3 relevant statistics from Glassdoor research were presented. The document encouraged attendees to use the provided stats to support recruitment marketing initiatives and asked if there were any questions.
Recruiting Blogs: 50 Recruiting Stats Every Talent Acquisition Pro Needs to K...Glassdoor
This document contains an agenda and summaries from a Glassdoor webinar on recruiting topics. The webinar featured speakers from Glassdoor and covered various aspects of recruiting including social recruiting, mobile recruiting, recruiting millennials, diversity recruiting, employer branding, employee engagement, and workplace transparency. Each section provided recruiting statistics related to the topic and discussed considerations for talent acquisition professionals.
This document discusses the ROI of investing in company culture. It provides statistics that show culture pays off by helping companies save money recruiting, save time recruiting, increase candidate quality, raise productivity levels, and increase retention rates. The document includes case studies of how Expedia and HubSpot have benefited from prioritizing culture. It emphasizes that culture should be a top priority, as products and strategies may change but culture remains constant for winning teams.
How Brand Monitoring Impacts Your Online ReputationSemrush
How many people really listen? The best marketers and salespeople have active listening in their skill set. And although broadcasting is huge these days, marketing is always a dialogue. Media monitoring and social listening are now two active processes in the daily life of any successful marketer.
In this presentation Olga, our own Head of Social Media, shares her tips on:
-How to measure your brand awareness
- How to predict trends & listen to your audience without spending hours searching for information
- When and what templates to use when you don't have much time
- How to handle negative feedback and crisis situations
We also have a webinar recording ready for you with a special treat! Doyle Buehler has joined Olga as a celebrity guest expert to add even more invaluable tips :)
Check them out here -> www.semrush.com/webinars/brand-monitoring-fundamentals-for-busy-marketers/
Build an Employee Engagement Strategy that Works for Your CultureTALiNT Partners
This document discusses developing an employee engagement strategy to improve an employer brand. It begins with an agenda on the impact of employee engagement on brand, signs of low engagement, six steps to increase engagement, and templates. It emphasizes that employer branding starts with employee engagement and provides tips like sharing the company vision, encouraging feedback, listening to employees, utilizing reviews to fix problems, responding to reviews, and investing in employees. Data shows engaged employees positively impact company performance while disengaged employees have a negative impact. The document aims to provide resources for improving employee engagement.
#FIRMday Manchester 25th Feb 2016 - Glass door ‘Build an Employee Engagement ...Emma Mirrington
This document discusses developing an employee engagement strategy to improve an employer brand. It outlines the impact of employee engagement on brand, signs of low engagement, and six steps to increase engagement including sharing the company vision, encouraging feedback, listening to employees, utilizing reviews to fix problems, responding to reviews, and investing in employees. It emphasizes that employer branding starts with employee engagement and engaged employees are more likely to recommend the company to others and positively impact perceptions. Culture, opportunities, and leadership are the main drivers of employee satisfaction, not just compensation. Companies with highly engaged employees outperform peers financially.
Key Takeaways:
How to analyze plan vs. actual, leverage data wisely and build the case for more recruiting dollars in 2016.
How to “think like a marketer” to better define ideal candidate demographics, plan networking hiring events and research new hiring tools.
How to refine your hiring strategy by optimizing your interview process and setting realistic, upfront expectations with candidates.
5 Steps to Managing the Candidate ExperienceGlassdoor
This document outlines the 5 steps to managing the candidate experience according to Glassdoor: discovery, research, decision, communication, and resolution. It provides tips at each step such as being aware of the first impressions candidates see, running career and job searches from the candidate perspective, streamlining online applications, providing timely feedback to candidates, and maintaining consistent branding across recruiting channels. The webinar will feature speakers from Glassdoor and ONGIG discussing best practices for driving positive candidate experiences.
This document provides tips for companies on how to effectively monitor and respond to reviews on Glassdoor. It recommends determining guidelines for responding, such as brand voice and criteria for prioritizing responses. It also suggests assigning a team to divide monitoring and response duties, with templates for common responses. Finally, it proposes implementing a feedback loop to identify areas for improvement from trends in interview feedback and Glassdoor data.
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.
Responding to Reviews Builds Trust with Your CandidatesGlassdoor
With 90% of Glassdoor users finding the employer perspective useful when deciding where to work, you don't want to shortchange your reputation.
In fact, responding to reviews promptly and in a non-defensive voice builds trust with your candidates, many of whom may just be starting their job search. After all, first impressions count!
Similar to How to Get a Great Rating on Glassdoor (Even After a Layoff) (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.
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
Why you need to recognize your employees? (15 reasons + tips)Vantage Circle
Discover the top reasons for employee recognition. Learn practical tips for creating an effective recognition program that benefits employees, managers, and the entire organization.
HRMantra is a cutting-edge HR technology solution that harnesses artificial intelligence for digital transformation of HR operations. It streamlines processes like attendance management, performance evaluations, project progress tracking, employee database management, and payroll processing with automated income tax & benefit plans calculations. Unlock productivity, compliance automation, and data-driven insights with this innovative HR cloud platform for the future of work.
2. #Glassdoor #SmartTalkHR
Webinar Tips for Attendees
• By default audio is broadcasted through
your speakers and everyone is muted
• If you do not have speakers or would like
to call, in please do so by clicking on the
phone icon with a question mark located
on your dashboard
• Questions will be addressed during the
Q&A portion of the webinar. Please post
all questions for our speaker in the Q&A
box
• The webinar is being recorded and will
be available within 2-3 days with a copy
of the slides
3. #Glassdoor #SmartTalkHR
Featured SpeakerFeatured Speakers
Lisa Holden
Employer Communications
Manager at Glassdoor
lisa.holden@glassdoor.com
Laurie Martin
VP Strategy & Growth
at RiseSmart
email@risesmart.com
4. #Glassdoor #SmartTalkHR
Agenda
• Why Your Brand Matters
• How to Manage Your Brand
During a Layoff
• Responding to Feedback
• 5 Tips for Managing Your Reputation
6. #Glassdoor #SmartTalkHR
Why Word of Mouth Matters for Your Employer Brand
hope their friends
and families will
see the complaints
75% 79% 70%
of exiting employees
would not recommend
working for their
employer
of people trust
online reviews over
brand advertising
10. #Glassdoor #SmartTalkHR
How to Be a Good Company During a
Layoff
Communicate
about the state of
the business
Prepare managers
Support impacted
employees
14. #Glassdoor #SmartTalkHR
Who Should Respond?
Anyone at your
company who is
in a position to
speak on your
behalf.
EXAMPLES: CEO, HR, PR OR MARKETING PROFESSIONALS
15. #Glassdoor #SmartTalkHR
How Often Should I Respond?
of job seekers find employer
perspective useful when learning
about jobs and companies
90%
RESPOND PROMPTLY BUILDS TRUST WITH CANDIDATES
18. #Glassdoor #SmartTalkHR
Responding to a Review Shows that You
Care
of consumers who experience a quick and
effective brand response on social media
are likely to recommend that brand to others.
71%
24. #Glassdoor #SmartTalkHR
Set Expectations Up Front by Being
Authentic
of employees say new job realities
differ from expectations set during
the interview process.
61%
A few webinar tips – you will be muted throughout the session so make sure to ask questions in the questions pane and I will be happy to answer them along the way.
So, here’s what we’re going to go through. I’ll give you a quick overview of Glassdoor then talk you through how to get started on Glassdoor as an employer.
A lot of people ask us who should respond to Glassdoor reviews, so I’ll give you some advice there
And then, of course, some tips on responding to reviews
Finally I’ll look at bad reviews and how to deal with them so that you can feel confident tackling these
How to be a good company. I can discuss that a company’s goal is to do more than avoid negative social media. Their goal is to be a publicly acknowledged employer of choice and to achieve that goal, they must proactively foster goodwill and generate positive word of mouth about their brand. If your HR department and your company is focused on fostering a positive environment for your employees from the start, then you will be better equipped to handle the one-off negative posts that come your way.
The trouble with “word of mouth” marketing is that you don’t have any control over it. People are going to talk about you whether or not you want them to. The best way to get people to say positive things about your place of employment is to be an employer worth talking about.
Provide 2 best practices (internal mobility, recognition)
Introduce Social Listening: benefits and tips to address negative social media
(provide two examples, internal mobility and recognition (both peer and leadership) Laurie, might want to even talk about RiseSmart’s High Five! Program.
A layoff doesn’t have to be a guarantee of negative social media or a bad Glassdoor review. If you don’t handle it properly, yes, then people will talk and you won’t like what you hear. BUT a layoff can actually be a fantastic opportunity to give people something positive to say, including impacted employees. Here’s how you can be a good company during a layoff.
Intro to reviews on Glassdoor
Use reviews to find out more information about your company and its reputation
Rated out of 5 stars and the categories you see
If you want more info we have a quick video to check out
Consider this, your first impression for many of your potential candidates
Job seekers spend more than five time as long on a site when they interact with bad reviews. They want complete information. They notice when there are no bad reviews and can become suspicious. They will assume that you are censoring feedback. Think about this – you are not losing job seekers by showing bad reviews – you’re steering them toward jobs and companies that won’t disappoint them.
You also only need bad reviews in moderation or risk damaging your brand.
Reevoo Insight Research 2013
Anyone at your company who is in a position to speak on your behalf is an acceptable company representative.
This may include your CEO, PR and Marketing professionals, or other employers responsible for managing your brand.
Note: anyone within the company who responds to reviews as an employer representative will have their title appear next to that employer response.
Don’t just start responding when you have bad press
other candidates will be reading your response, and you are responding on behalf of your company.
If you believe a poster was out of line -- others will often come to the same conclusion so use the opportunity to show what a gracious and understanding employer you are.
I’d also like to add… when you believe the person writing the review is false advertising, telling lies, or accusing an employer of things that you did not do …. Its prudent to take a deep breath and even sleep on it for a night or two nights if needed!
At Glassdoor, we take a neutral stance in all reviews (we do not act as the finder of fact), there could be false information posted by an angry employee. In these cases, it is best again to respond as professionally as possible while also refuting the post (with fact, not defensiveness.)
These are the hardest ones for folks to reply to, so let’s talk about some other tips that might help.
This is important because it means that just by responding, regardless of what you say, you’re changing the perception of over 2/3 of your audience.
Tip #2 -- Saying thank you shows that you are listening and sets you up in a position to be gracious and professional
.
Case Study: Chipotle received a negative review and let’s break down how the company dealt with it.
First, a thank you
Then, Chipotle also recognized that Glassdoor reviews are anonymous, and offered an outlet for the employee to go to so Chipotle could address that particular issue the employee was having.
This is Chipotle’s opportunity to show prospective talent how the organization handles problems. Here, the recruitment communications specialist, Jen, is showing how much she cares.
83% of organizations suffer from a deficit in recognition according to a recent Bersin study
Action Plan: Engage with Employees
Show that you’re listening and appreciate the input to make your company an enjoyable place to work
The best approach is to thank your reviewers for providing feedback
If you really do feel that the review includes inaccurate information or a false view of the company, you can flag the review to be re-reviewed by our content team
It’s important to address issues and also show what your plan is to fix those cons mentioned.
Nobody is perfect.
Even negative reviews provide an employer with opportunity to show their authenticity and that they care about their employees.
Consider this free advice to make your company better. By being receptive to the concerns, you give the reviewer a sense of ownership that they contributed to making your company better!
Set Expectations up front by being authentic
Don’t use staged responses
Rather than perfection, today’s candidates want transparency and authenticity from employers. Employees don’t want to wind up with buyers remorse when the job doesn’t meet their expectations down the road.
61% of employees say new job realities differ from expectations set during the interview process.
Be authentic. Sound like a human when you respond.
Acknowledge the Positive
Recognize the position
Don’t only respond to the negative
By only replying to negative reviews. You’re missing out on a large way to influence candidates by highlighting the positive