Sourcing Top Talent on Glassdoor

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Information about Sourcing Top Talent on Glassdoor
Recruiting & HR

Published on September 24, 2014

Author: RecruitingBlogs

Source: slideshare.net

Description

Use this powerpoint to learn:
- How Glassdoor and other channels can be leveraged for sourcing better fitting talent through tactical transparency and competitive intelligence.
- Leveraging market and industry specific data to pinpoint which markets, companies and industries your direct sourcing methods should be targeting.
- Determining how to make sure your employer brand creates competitive advantage
- Applying marketing best practices to find and engage top talent first.

How to Source Using Glassdoor Confidential and Proprietary © Glassdoor, Inc. 2008-2014

Click to HCloicuks teok eede ipte iMdngait s tMera tistlete srty tleit le style Control Panel Tips: o Grab Tab o Audio Mode o How to ask a Question This program is being recorded. You can download it at: recruitingwebinars.com Confidential and Proprietary © Glassdoor, Inc. 2008-2014

Moderated by: Matt Charney Executive Editor Recruiting Daily @mattcharney @RecruitingBlogs Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Featured Speakers

Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Featured Speakers Will Staney Global Head of Recruiting, Glassdoor will.staney@glassdoor.com @willstaney Bryan Chaney Recruitment Sourcing Executive, IBM talentbrand@gmail.com @bryanchaney

#Glassdoor @gdforemployers @RecruitingBlogs Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Let’s Tweet!

Sourcing Strategy How Glassdoor can be used with other channels for developing and executing a comprehensive sourcing strategy to find the best talent. Competitive Intelligence How to leverage market and industry specific data to pinpoint which markets, companies and industries your direct sourcing methods should be targeting using Glassdoor. Building Your Brand How to create a competitive advantage for your employer brand on Glassdoor to create a competitive advantage; applying marketing best practices to attract and engage top talent on Glassdoor. Confidential and Proprietary © Glassdoor, Inc. 2008-2014

Why Use Glassdoor to Help Y ou Source? Confidential and Proprietary © Glassdoor, Inc. 2008-2014

Fastest Growing Career Com m unity the most trusted place for today’s candidates to research companies 70% 60% 50% 40% 30% 20% 10% 0% Monthly Traffic Growth Confidential and Proprietary © Glassdoor, Inc. 2008-2014 and search for jobs 6M content 300K companies 15M jobs 190 countries 24M members -­‐10% Jan Feb Mar Apr May Jun

Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Time is Money

Building A Sourcing Strateg y § What are some of the key ways companies are leveraging Glassdoor to improve candidate experience and engagement? § What does a world class sourcing strategy look like? Any baselines or best practices from employers or recruiters getting it right?" § What are some of the key ways Glassdoor impacts candidate experience Confidential and Proprietary © Glassdoor, Inc. 2008-2014 and engagement? § What are some key considerations employers should think about when considering the best way to implement Glassdoor into their sourcing process? § How can employers do a better job incorporating Glassdoor into their sourcing and online recruiting processes? How about hiring managers? § What do candidates or job seekers think about Glassdoor? Any common myths or misconceptions? § What companies are doing the best job building and executing sourcing strategies on Glassdoor? Any case studies or examples of employers getting it right?

Analyzing the Competition Confidential and Proprietary © Glassdoor, Inc. 2008-2014

Tracking Competitors’ Bran d Performance Four-Step Process: Compare candidate visits each month Identify candidate demographics Compare company ratings Identify the channels your competition use to reach talent Confidential and Proprietary © Glassdoor, Inc. 2008-2014

Competitive Intelligence § What does competitive intelligence mean in regards to sourcing and recruiting? Why does it matter?" § What kinds of information or data does Glassdoor have that recruiters or sourcers might not know about? How can this data be leveraged for competitive intelligence?" § What are some specific ways that you recommend employers utilizing Glassdoor for better competitive intelligence from an organizational perspective? " § What can individual recruiters do to make the most out of Glassdoor from a competitive intelligence standpoint? What can they start doing right now to start making a difference in their sourcing or online recruiting?" § What are some baseline benchmarks or meaningful metrics employers or sourcers should be looking at when analyzing the impact of Glassdoor on their sourcing efforts?" Confidential and Proprietary © Glassdoor, Inc. 2008-2014

Have You Seen Where Your C ompetition is Investing? Confidential and Proprietary © Glassdoor, Inc. 2008-2014

Analyze Candidate Demogr a phics Confidential and Proprietary © Glassdoor, Inc. 2008-2014

Research Demographics of people researching you compared to competitors Confidential and Proprietary © Glassdoor, Inc. 2008-2014

Job Explorer – Help Candid a tes Make the Move! Confidential and Proprietary © Glassdoor, Inc. 2008-2014

Analyze Candidate Activity Confidential and Proprietary © Glassdoor, Inc. 2008-2014

Building Your Employer Bra n d " § How important is having a strong employer brand in terms of Confidential and Proprietary © Glassdoor, Inc. 2008-2014 sourcing success? " § How can Glassdoor be used to best improve the candidate experience? How about recruiter experience?" § What are some of employers or recruiters’ greatest weaknesses when it comes to building an employer brand on Glassdoor? What are the areas of opportunity you see for building a better brand using Glassdoor?" § How does Glassdoor fit into other employer branding activities like pay-per-click, SEO, career sites and other online recruiting activities? What are some ways companies are using Glassdoor to improve or optimize their existing recruiting processes?" § What does sourcing success on Glassdoor look like? Who’s getting it right?"

Brand Influence Hire Drive targeted awareness around diversity and other iniEaEves Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Manage your reputaEon and promote your employer brand AdverEse your jobs to uniquely target the right candidates 20 Enhanced Profile Targeted Display Ads Job Ads

Thank you for joining us! @Glassdoor and @RecruitingBlogs § A copy of this presentation’s slide deck and session recording will be available on http://www.recruitingwebinars.com/ within 2 working days. You can visit our previously recorded event library at any time: http://www.recruitingwebinars.com/ § Please send your questions, comments and feedback to: webinars@recruitingdaily.com Confidential and Proprietary © Glassdoor, Inc. 2008-2014

Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Questions

Click to CGliectk Itno Teodu itec Mdh!ai ts tMera tistlete srty tleit le style @GDforEmployers @recruitingblogs will@glassdoor.com matt@recruitingblogs.com employers.glassdoor.com www.recruitingblogs.com Facebook.com/Glassdoor Facebook.com/recruitingblogs Confidential and Proprietary © Glassdoor, Inc. 2008-2014

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