6 key ingredients to the ultimate recruitment plan

Confidential and Proprietary © Glassdoor, Inc. 2016 Glassdoor is a registered trademark of Glassdoor Inc.

6 Key Ingredientsto the

Ultimate Recruitment Plan

Confidential and Proprietary © Glassdoor, Inc. 2016

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Featured Speakers

Kirsten DavidsonHead of Employer Brand at

Glassdoor

Rachel BitteChief People Officer at

Jobvite


Agenda• Refining Your Organization Structure

• Planning a Winning Recruiting Event

• Reassessing Where You Post Your Jobs

• Building a Better Employee Referral Program

• Updating Perks and Benefits

• Revamping Your Interview Process

• Q&A


Recruitment in the age of technology and employer branding requires a

new approach


1. Refining YourOrganization Structure


From 2009 to 2014, companies named toGlassdoor’s

“Best Places to Work” list broadly outperformed

the S&P 500


around your missionMotivate employees


Rewriting or Rebooting Your Company’s MissionDo employees have a good understanding of our mission statement and feel motivated by it?

Find ways to infuse the mission into internal communications, such as announcements and all-hands emails.

Display creatively designed reminders around the office.

Encourage leaders to reinforce the mission at company-wide and team meetings.


Rewriting or Rebooting Your Company’s MissionCan candidates easily understand and find our mission statement?

Display the mission statement prominently on your careers page.

Embed the mission into your job descriptions.

Include the mission on your Glassdoor employer profile.

Create a video that demonstrates your mission in action.

Include video and photos on your careers page and Glassdoor.

Reinforce the mission by mentioning it in job descriptions and interviews.


Motivating through feedback and appreciation


Creating a Culture of Feedback and AppreciationHow often do employees connect with managers?

Do employees have short term goals to focus their efforts?

Do employees feel empowered to speak up when difficult issues arise?

Do employees feel empowered to share ideas?

How do we currently reward and give thanks to employees?

Do we incorporate feedback received on sites like Glassdoor into our management process?

How do we recognize those who have written about us?

How do we thank candidates?


2. Planning a WinningRecruiting Event


6 Steps for Recruiting Event Success

Match events to your recruiting plan.

1

Find and attendtargeted events.

2

Evaluate thehard costs.

3

Invite your employees!

4

Promote your event.

5

Measure your success.

6


Step 1: Match Events to Your Recruiting Plan.

Consider your overall hiring goals for the year: Will you need to make a large number of hires in a specific role, division or location?

Focus on events that will help you meet specific goals.


Step 2: Find and Attend Targeted Events

Encourage meaningful interactions:

Career fairs.

Campus recruiting events.

Events tied to industry groups or tradeshows.

Hosting your own event.

Ask event organizers:

How many attendees can be

expected?What type of people usually

show up?How do they promote the event?


Step 3: Evaluate the Hard Costs

Overall event or space rental fee.

Booth and/or signage.

Collateral – brochures, printed job descriptions, etc.

Giveaways.

Refreshments/snacks.

Computer or A/V equipment (to show videos and/or collect digital applications).


Step 4: Invite Your Employees!

Will you need recruiting staff only or will the event benefit from bringing hiring managers, other departmental employees, company spokespeople or university alumni?

How will you interact with and evaluate candidates?

Consider giving booth staff icebreaker training or specific screening questions.

Will candidates be given a questionnaire or other form to complete?

Will you capture applicant information via computer, tablet or other device?


Step 5: Promote Your EventPR—send out a press release.

Social media—announce event participation on Twitter, Facebook or Instagram with a specially created event image.

Community groups—post a notice on Facebook groups or alumni or community job boards.

Glassdoor—Post Company Updates with information about the event and available positions at your company.

Advertising—run targeted ads in local newspapers, radio stations or outdoor venues such as bus stops or billboards.

Email—send emails to qualified candidates in your candidate database.


Step 6: Measure Your SuccessDuring the Event:Tag paper applications and resumes received; track computer applications if applicable.

After the Event: Use a special URL or include the event in your self-reporting list of options. If candidates submitted an application prior to event, be sure to have a field within your ATS to indicate that you met them at the event.

EVENT ROI =Total Cost of Event

Number of Hires


Part 3: Reassessing WhereYou Post Your Jobs


Glassdoor users report that they use an average of 7.6 job sites

during their job search 1

Source: 1 Glassdoor U.S. Site Survey, January 2016


The Foundation: Source Tracking

Cost Efficiency1

2

3

Quantity vs. Quality

Time


1. Cost Efficiency

Hard costs:

Does the job board charge us for each listing, for a specific time period, by number of clicks, or is it free?

If it’s free to post, are there other hidden costs—such as a membership or subscription fee?

What is the cost-per-applicant (or the cost of each listing/# of applicants received) for each board?

Soft costs:

How many people does it take us to list, monitor and maintain each job board?

How much time is involved every month for each board?

Are some more time-consuming than others? Is it worth the time investment?


2. Quantity vs. Quality

Audience Applicant-to-hire ratio

Click-to-apply ratio


3. Time

Time-to-fill Post time limit Hiring deadlines


Part 4: Building a BetterEmployee Referral Program


Reevaluate and Reignite Your Referral Program

Employeereferrals generate 7% of applicants but39% of hires

78% of recruiters find their

best quality hires through referrals

Employee referrals are hired 55% fasterthan people comingthrough a career site

Sources: 1Jobvite Index, 2016; 2Jobvite Recruiting Nation Study, 2015

1 2 1


Talend saw a

36% increasein referrals

after implementing Jobvite. 1

1

Referralsare now Talend’s

#1 source for hires. Source: 1 Jobvite Case Study Talend, February2016


More Engaging Employee Referral Program

Incentives Leveragesocial channels

Management Measurement


Part 5: UpdatingPerks and Benefits


Updating Perks and Benefits: Align With Your Mission

Make sure your perks and benefits support your organization’s mission

Articulate specifics about what you have to offer so that candidates can make informed decisions

Be upfront and transparent about what your company has to offer to attract your ideal candidates


Details onbenefits packages are the#2 piece of info

(after compensation packages) job seekers look for as they research where to work1



Updating Perks and Benefits

Evaluate your current policy:

Is it competitive with employers in your area?

Would UPTO give your company a competitive advantage?

What administrative procedures does your current policy entail?

How much accumulated vacation is there company-wide?

How to communicate change:

Set it in writing and develop a plan to reinforce it at company meetings.

Encourage managers to set the right example by not taking too much or too little time off.

Provide training to managers so employees aren’t afraid to ask for time off when they need it.

Confidential and Proprietary © Glassdoor, Inc. 2016 Source: 1 Boston College Center for Work and Family, 2015.

of American fathers go back to work within two weeks of a baby’s birth1

96%


Updating Perks and Benefits: Keys to a Successful Parental Leave Policy Change

Decide how far above and beyond the federal and state regulations you are willing to go.

Decide where will you publicly announce your policy.

• Post policies on your careers site and Glassdoor.

• Consider a press release or PR outreach.

Encourage managers to set the example.

• Mark Zuckerberg created waves by honoring Facebook’s parental leave policy.

• Help managers who request leave create a reporting plan for their absence far in advance.


Part 6: Revamping YourInterview Process

Confidential and Proprietary © Glassdoor, Inc. 2016 Source: 1 Recruiter Sentiment Study 2015 2nd Half, MRI Network, 2015

of recruiters say themarket is candidate-driven in 2015, up from 54% in the second half of 2011

90%


Step 1: Use Technology to Shorten the Process

Video interviewing tools let you rapidly review applicants without the hassle of prolonged phone screens and coordinating schedules.

Advanced recruiting tools enable intelligent scheduling where you can automatically scan interviewers’ calendars to quickly find the best interview times.

of declined offers in the second half of 2015were because candidates accepted other jobs147%

Source: 1 Recruiter Sentiment Study 2015 2nd Half, MRI Network, 2015


Step 2: Focus Faster

Review your standard list of questions, and make sure you’re asking only for answers that will accelerate your decision

Coordinate questioning areas across interviewer teams so that candidates don’t have to repeat the same information over and over, and interviewers can play to their own evaluative strengths.

For more technical jobs, look into the use of assessments and programming challenges, such as HackerRank, that let you gauge a candidate’s specific skill set without eating into interview time.


Step 3: Enable Better Feedback in Less Time

Implement recruiting technology that provides tools for submitting feedback anywhere, anytime.


Step 4: Communicate to Candidates

Use built-in response tools and template emails to notify candidates of interviewing and hiring decisions.

Monitor interview reviews on Glassdoor to determine where you might improve your interview process and learn which actions make event rejected candidates happy.

of Glassdoor users report that they seek company reviews and ratings before making a decision to apply for a job161%



Did you know difficult job interviews lead to more satisfied workers?

Pro Tip


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6 key ingredients to the ultimate recruitment plan

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