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It’s 2015 planning time. It’s time to figure out your 2015 recruiting goals, strategies and tactics. It’s also time to nail down what budget and resources you need to hit those goals. And of course, you aren’t done until you’ve convinced your boss that your budget requests are reasonable!

One thing that I’ve always done in my career is to ask peers at other companies if they are comfortable sharing their budget spreadsheets and key strategies for the next year in a hope to understand:

1. How their spend level correlates to the goals they are expected to achieve (e.g. # of hires, types of hires, cost per hire, # of hires per recruiter, % growth vs. previous year)
2. If they are spending on new, innovative ideas or tools that I hadn’t yet considered
3. How they allocate their spend between people, systems, programmes
4. How they organise and track the budget categories

Many times these peers are unable to share their documents outside their company. Sometimes, the best they can do is to share the shell of their budget planning spreadsheet, but zero out the line items. It’s a reasonable compromise.

The result, however, is that it is common to go into budget planning with just your own historical data and planning models, and realise after the fact that youmay have missed some opportunities. When we started ramping our recruiting effort this year, I spent a few hours searching Google and Slideshare to see if anyone had shared their budget frameworks, but came up empty-handed. It’s a bummer when you miss something in planning and have to wait another whole year to invest in a high-impact programme that your peers are already doing.

Thus, I decided to share Glassdoor’s internal recruiting budget with you. If you run recruiting for a massive company, it probably won’t help you much and you may find it “cute.” But, in case you run recruiting for a rapidly growing small company with similar challenges, I hope it may help you both with your planning as well as help you with developing a compelling case with your boss for sufficient budget to hit your 2015 objectives.

By sharing this info, you may be able to poke holes in our budget allocation, tool selection and planning process - that’s ok with us - if there is a better way, we want to know.

A little context first on how we arrived at our 2014 recruiting budget.

Challenge #1: We needed to hire more than 200 people. And we had both high-volume and hard-to-fill positions.

We needed to hire roughly 50 software engineers, product managers, data scientists, and UI designers. These are typically the hardest-to-fill and most competitive positions in the SF bay area.

We needed to hire a CFO, Chief People Officer, and several sales leaders. These talented folks are also not easy to find.

All the while, we needed to scale our Glassdoor for Employers business and hire over 120 sales, marketing and service pros; the sheer volume of hiring was daunting.

Below is what we needed to accomplish, and so far we are on track!

Challenge #2: 2014 was a building year for Glassdoor’s Recruiting team.

In prior years, Glassdoor had relied on small number of contract recruiters and thirdparty contingent search firms to assist the hiring managers. But given the constant hiring volume expected for 2014, we concluded that the best thing to do was bring on full-time recruiters for key job categories like Engineering, Sales, and G&A. We needed sourcers to support the recruiters and we needed recruiting operations folks to fine-tune our systems and processes. We needed to “walk the walk” and deliver a great candidate experience and hire a rockstar for Employer Branding to showcase our vibrant employer brand. We weren’t starting from scratch, but we had big, audacious goals and a huge amount of hiring to do each month. Thus, we had to build our foundation and deliver results to the hiring managers at the same time.

The Talent Acquisition Team – Before and After:

From a budget perspective, here is how our resourcing plan for Recruiting team resulted in “fully burdened” personnel costs. As we built out our internal team between February and October, you will see that the investment in personnel costs did grow substantially from Q1 to Q4.

Challenge #3: It had to happen fast. We didn’t have the luxury to first build our team and systems for a few months before starting hiring. We needed to build and execute. Thus, we needed amplify our brand and turn on all promising recruiting channels.

We needed a high quality candidate pipeline… and fast. We needed employee referrals, active candidates, passive candidates, re-lo candidates, pink unicorns - we needed them all. We needed some programmes that were “always on” – filling our candidate pipeline. We needed to let the world know that we had a lot of openings. We tested a bunch of different sources to see what would work best. We’re fortunate to be able to advertise all our jobs for free on our own site and it is our number one source of hire. Full disclosure: to tap into different talent pools, we also post some of our jobs on LinkedIn, Indeed, craigslist and niche job boards. We test a variety of things - some work, some don’t. Our goal is always to increase our investment in the things that work, and turn off those with a weak ROI.

As recruiters and hiring managers, we are also fortunate to have an amazing company culture. But, we needed to go further to amplify its impact. Post interview, we would hear from candidates that they loved the energy and vibe of the office environment and for the first time had been convinced that working north of the Golden Gate Bridge was a good idea. We thought to ourselves “if we can only get them to come into our office, they’ll see how great the culture is and want to join us.” So, we needed to have candidates’ “first moment of truth” and initial impression of Glassdoor to accelerate to the moment when they first become aware of our opening. We needed to invest in our employer brand and start sharing the inside scoop of what exactly it felt like to work at Glassdoor. For groups like Engineering and Sales, we decided to tailor the message via videos to better resonate with the target audience. There was a bunch we needed to do to achieve this, and it took a concentrated effort and investment. It wasn’t going to happen on its own.

Note: in this budget, we included the cost of advertising on Glassdoor to give a fair depiction of a normal cost-per-hire (CPH).

As a result of those programme investments, here are our “Source of Hire” metrics. You’ll see that Job Advertising and Employee Referral Programmes have been highly cost-efficient and have been strong contributors to our hiring results. For small, growing companies whose relative awareness with job seekers is minimal vs household names like Google and Facebook, it makes a great deal of sense to raise your awareness by promoting both your employer brand and jobs.

There was a great deal of hustle required by all of the hiring managers as well as our growing recruiting team. When it came to Sales hiring, we knew that a delay in the start of any Sales hiring class would have an adverse affect on our top line revenue for 2014. We couldn’t let that happen. Our sales managers and sales recruiters wouldn’t let it happen and moved mountains to hit our hiring goals. In addition to tightly managing our sales candidate pipeline, we also added some sales recruiting events to create a spike in candidate flow. In general, the strategies worked and we are pretty happy with our time-to-hire. See our time-to-fill by department below.

Challenge #4: Candidate use of mobile devices was taking off. Each month our mobile traffic was growing by 2% and eventually surpassed 50%.

We needed to invest in our recruiting systems to make our recruiting team as productive as possible. We wanted candidates coming from mobile devices to have a good experience and be able to apply for jobs with as little friction as possible. We wanted them to be able to read our employer branding content from any mobile device without having to “pinch and zoom.” We wanted all the candidate flow we could get and didn’t want 50% of our candidates to face a roadblock in the apply process. We implemented both a mobile optimised career site and “mobile apply” in mid-2014 to improve the candidate experience and applicant flow.

To help our sourcers, we also invested in a new breed of sourcing tools like Connectifier and extended our investment in the Jobvite platform by purchasing their CRM/Engage product.

Challenge #5: Glassdoor’s HQ is in a beautiful waterfront location just north of San Francisco, but if you live in the South San Jose, it won’t be your “dream commute.”

To hit our hiring goals, we needed to increase our addressable talent pool and needed SF/North Bay residents to know that Glassdoor is an up-and-coming employer that is close to home!

The good news is that Glassdoor is an amazing place to work. Our office environment is phenomenal and directly on the water in Sausalito. If you live in the SF bay area, it’s those two blue-roofed buildings on the water when you get off the Stinson Beach/Muir Woods exit on 101. It’s a dream commute if you live in the North Bay or in Pacific Heights/Marina. However, one of the recruiting challenges is that Sausalito isn’t exactly convenient if you are a software engineer in San Jose.

To help us attract talent, our Facilities team was able to get permission from our building to add a Glassdoor sign to the front of our building. Because we are right next to 101 freeway, candidates who commute to downtown SF and drive right by our office everyday will see our sign and should begin to consider Glassdoor. Our recruiting team also came up with a guerilla marketing tactic – they setup a free “coffee cart” next to the park-n-ride bus stop across from our building that takes commuters into SF.

Our engineers came up with another great idea to expand our talent pool outside the highly competitive SF Bay Area. They came up with a way to allow our jobs to show up in job search results for other cities in the USA. See the example below. They also set up our jobs to highlight to job seekers on Glassdoor that relocation assistance was provided for certain jobs. This allowed us to tap into talent pools all across the country. Note: Because this was part of our strategy, we did include candidate travel and relocation costs in our overall budget.

Summary 2014 Recruiting Budget & Goals:

All in all, it wasn’t an easy task, but with the total budget of £1.1M, we were able to hit our hiring goals and scale our Recruiting operations. While companies outside the SF Bay Area may look at a £4,600 CPH and not be impressed at all, it is a good target to shoot for if you are a startup in hyper-growth mode that is recruiting “hard-to-fill” positions. Do you want to learnmore about building a recruiting budget? Watch our webinar,How We Built our 2014 Budget.

I hope this information about our budget, team size, and recruiting tools is useful. If you have comments (or suggestions), feel free to contact me at steve.roop@glassdoor.com. Want the full Excel document? Download the full 2015 Recruiting Budget Template for Small & Mid-Sized Businesses now! It will help you set hiring goals, organise and track budget categories and model potential spending plan efforts.

I’d love to see others share their format and categories of their budget with the larger community as well. If you are willing to share it on the Glassdoor blog, please let me know and we’ll help you format the blog post.

The post Glassdoor's 2014 Recruiting Budget: Revealed appeared first on UK | Glassdoor for Employers.

Definition: The Informed Candidate is a person who is well-researched and engaged with your company, which means he or she will turn out to be the right fit and - once hired - get onboarded faster, exhibit greater productivity and stay at a job longer. Informed Candidates are also guaranteed to improve your bottom line by saving you time and money.

Every employer in the world wants to hire great people who stay productive and engaged. And every person wants to find a job they love. Unfortunately, great employees and a perfect job are difficult to find. Employers often have to sift through hundreds, if not thousands of applications searching for the perfect match. Job seekers become disappointed when they find out the company culture promoted on the company website is not actually a reality.

The aspirations of making a great hire and finding a perfect job are two sides of the same end-goal - and they become a reality for both employees and employers with Glassdoor. Here's why.

94% of today's UK job seekers want to be thorough and informed about all aspects of a company before accepting an offer (1). As one of the largest and fastest growing global job sites offering millions of employee reviews, company ratings, salary estimates and more, Glassdoor is where they go today. The 41M job seekers worldwide doing their research on Glassdoor every month are the Informed Candidates employers want - the ones who are well-researched, engaged and turn out to be the right fit.

These are the candidates you want. They're your slam-dunks, your big wins, the shining beacons of talent who will make you look great - and make your company's success skyrocket.

Recruiting these Informed Candidates on Glassdoor saves employers valuable time throughout the hiring process, reducing the number of unqualified resumes to sift through and speeding up time to fill. Once they're hired, they get onboarded faster, exhibit greater productivity, contribute to positive company culture, influence other great hires to come on board - and increase employee retention.

Where do you find Informed Candidates? Only on Glassdoor.

More Qualified Applicants

Reducing the number of unqualified CVs to sift through

Glassdoor has an Easier Hiring Process

The right candidates move through the funnel the fastest

Better Hires Who Stay Longer

No buyer's remorse due to wrong expectations

But why does Glassdoor work?

It's because the insights found on Glassdoor serve both candidates and employers by helping to demystify everything from company ratings and salaries to employee reviews, benefits and interview reviews.

Glassdoor is at Every Stage of the Job Search

At the very top of the funnel - right when they're beginning their job search - candidates are becoming aware of open positions with targeted job posts on Glassdoor. At this stage, we ask for a little information, which helps us target the right job for them - job openings that match their skills and locale. When they move into the consideration phase, Glassdoor serves up reviews and ratings. Upon securing an interview, Glassdoor offers insight into the interview process with reviews from prior candidates. At the offer stage, candidates have visibility into benefits and salary information. And at the time of hire? People who have come through Glassdoor are 2X more likely to be hired because they're the right fit (2).

Glassdoor Saves Time

Any idea what the #1 reason why people come to the Glassdoor site is? Nope, it's not for company reviews; it's to search for jobs (3). In fact, nearly 8 out of 10 people in the UK on Glassdoor are actively looking for jobs or open to new opportunities (4). With an audience of 41-million Informed Candidates worldwide, that means fewer unqualified candidates, more engaged candidates - and twice the likelihood of making a hire (5).

On Glassdoor, these Informed Candidates see:

Job Advertising

Attract Engaged Job Seekers

Display Advertising

Target Ideal Candidates

Enhanced Profile

Tell Your Company Story

Glassdoor has Informed Candidates of all kinds.

In every business sector, from tech and finance to healthcare, retail and manufacturing, companies of all sizes are turning to Glassdoor to find and hire Informed Candidates.

Here are just a few companies who are amping up their hiring game with the help of Glassdoor.

RevLocal is a digital marketing agency that provides local search marketing solutions for small businesses. Aaron Boggs, president of RevLocal, sees Glassdoor as "an amazing branding tool that helps us set proper expectations for roles and hire the right people. Glassdoor caused us to rethink our presence and branding across social media by reminding us to place ourselves in our candidates' shoes and posting content that matters to them." With Glassdoor, RevLocal was able to triple candidate awareness (6). They were also able to increase application clicks fifteen-fold and increase impressions for jobs by a factor of 30 - in just one year of partnering with Glassdoor (7).

Forrester is one of the most influential research and advisory firms in the world, where smart, motivated, curious people bring a diversity of opinions and the courage of their convictions to collaborate on ideas that change the course of business. By partnering with Glassdoor, Forrester was able to increase their candidate awareness by 325% (8). And Forrester was able to track 91% of their hires back to Glassdoor by asking candidates how they researched their employer brand. Else Ross, Employee Experience Specialist at Forrester says, "Glassdoor has become part of our common language. Glassdoor is an authentic way employees can take an active role in attracting and inspiring future colleagues. In doing so, they are making an immediate and meaningful impact on our brand."

Railinc is a data, IT and information services company serving the North American freight rail system. It has close to 290 employees and a small, three-person HR team to sort through hundreds of CVs each month. After seeing 6X higher traffic on Glassdoor than LinkedIn, Patrick O'Neill, Director of Corporate Communications at Railinc, says "Glassdoor is a no brainer if you want to be in front of where candidates are doing their homework. Some platforms are optional, but you simply have to be on Glassdoor."

The BusBank is a comprehensive group and event transportation management company headquartered in Chicago. They are the industry pioneer and leader in providing a single source for chartering a bus anywhere in North America. For a solid year, BusBank made 100% of its hires from Glassdoor (9), increasing candidate awareness by 75% (10). The company's Managing Director says, "With Glassdoor, we can easily manage our jobs. Candidates from CareerBuilder or LinkedIn just didn't seem to be good fits for us. But with Glassdoor, people can see our profile and get a sense of who we are and what we're looking for. Several of our customers have even told us they reviewed us on Glassdoor before deciding to do business with us. Glassdoor has been a fantastic resource for us."

Base2 Solutions helps clients solve the toughest challenges in systems engineering, software development, program management and security. Through their whole systems approach, Base2 develops smart, creative answers to help clients in highly regulated industries, saving them time and money. By partnering with Glassdoor, Base2 was able to significantly decrease spend on hiring, including four extremely hard-to-fill hires, such as Technical PM, Senior Software Engineer, Software Technical Manager and Senior QA Engineer. And they were able cut hiring costs across the board to $1,500 (£1,157) cost-per-hire, which is less than half of the industry average. Anny Bly, a Senior Recruiter at Base2 says, "When we started with Glassdoor, we made our first hire within 30 days for a software developer role. Glassdoor quickly became our number one source for quality applicants, and we could not be more satisfied!"

iCIMS, Inc., a leading provider of cloud-based talent acquisition solutions, announced that it has been named a Gold partner in Glassdoor's Preferred Applicant Tracking System (ATS) Partner Program. "iCIMS prides itself on providing strong partner integrations through iCIMS UNIFi, our Platform-as-a-Service framework, to enable our customers to manage and oversee all of their hiring technologies in one system of record," said Michael Wilczak, senior vice president of strategy and corporate development at iCIMS. "This partnership with Glassdoor adds further value to our mutual customers by providing recruiters with tools that enable them to better understand the candidate journey, the types of information influencing their job search and how candidates are making decisions."

(1) (e.g., culture, values, mission, business model, future plans, pros and cons about the workplace) (UK One Poll, May 2017)

(2) Based on app-to-hire ratios in a 2015 study of 30 million applicants from a leading third-party recruitment agency

(3) Glassdoor.com Site Survey, January 2016

(4) Glassdoor.com UK Site Survey, Sept 2016

(5) Based on app-to-hire ratios in a 2015 study of 30 million applicants from a leading third-party recruitment agency

(6) As measured by traffic to Glassdoor Enhanced Profile

(7) Since partnering with Glassdoor (Sept 2015-Jan 2016)

(8) Since partnering with Glassdoor (October 2012-May 2016)

(9) Busbank's hires from April 2015-May 2016

(10) Since partnering with Glassdoor (June 2015-May 2016)

The post What is The Informed Candidate? appeared first on UK | Glassdoor for Employers.

Glassdoor has been active in the UK for around three years now, and in that time many employers have started to use our platform to advertise their jobs and manage their employer brand. Some of the more progressive companies have come up with really innovative ways to leverage their Glassdoor reviews for recruitment marketing purposes. In this post, we salute some of the best examples:

Nandos

The restaurant chain recently launched a recruitment marketing campaign by advertising on the London Underground network, based all around reviews from its Glassdoor profile. This was the first time in the UK that an employer has used Glassdoor reviews in above-the-line advertising and it shows how powerful user-generated content can be when it comes to marketing a brand.

Unilever

Unilever is a big believer in transparency and the company has up with something unique. It has created two videos for its YouTube page and careers channel targeted at graduates. The videos focus on real employees currently on the Unilever Graduate Recruitment Scheme reading and discussing real Glassdoor reviews of the company and relating those comments to their own experiences.

BNP Paribas

The French banking giant pulls in Glassdoor reviews and publishes the ratings on its careers page. Not only is this a great way of demonstrating that it is an employer that embraces transparency, it also allows candidates to potentially self-select out of a recruitment process before applying. This saves BNP Paribas a huge amount of time and money filtering and selecting the candidates with the best fit. Honourable mention should also go to AutoTrader, which does something similar, as does retailer Albert Heijn in the Netherlands. Other employers such as BP, Harrods, Yell and Holiday Extras also link to their Glassdoor profiles from their careers pages.

HomeServe

HomeServe is a UK Best Place to Work and is not afraid to shout about it! The company goes further than most when it comes to promoting its Glassdoor award winand has rented a huge billboard in Walsall near its HQ.

SAP

Glassdoor created a unique video with SAPto explain how and why SAP uses Glassdoor ratings and reviews to assess and improve its employer brand. In the video, Global Head of Employment Branding, Matthew Jeffery, explains how the SAP employment brand is one of authenticity and how Glassdoor is pivotal to that ethos. SAP uses the ratings to benchmark itself against its competitors and shares the Glassdoor data with the leadership team.

These exciting examples of innovation show how employers are changing the way they promote themselves to potential employees. This is just the start!

The post Innovative Uses of Glassdoor Reviews and Ratings by Employers appeared first on UK | Glassdoor for Employers.

To make hiring quality candidates more efficient, Glassdoor has launched Candidate Messaging, a new feature that empowers recruiters to initiate conversations with applicants to their job postings on Glassdoor. We have heard you loud and clear: directly connecting with candidates who match your job descriptions is essential.

Glassdoor’s new Candidate Messaging feature allows you to contact and manage your potential candidates in one place, so you can find a better match, faster. Send, receive, and review candidate messages all in one place for a more seamless experience. For job seekers, this new feature eliminates the “application black box” by allowing recruiters to speak directly to them. It’s a win-win.

How Candidate Messaging Works

In order to start messaging quality applicants, follow these easy steps:

1. Go to your Candidates section of the Employer Center, and search for the candidate you want to message. Note: all new applicants and those with recent activity, such as messages, will display at the top of your Candidates list automatically.
   
2. Click either the “Show Messages” or “Send Message” links on the detailed candidate view.
   
3. Compose your message. You can format your text to customise your message and/or add files by clicking the paperclip icon.
   
4. Click Send.
5. You will receive a copy of the message in your email inbox (the one linked with your Glassdoor account), and it will also remain in the Messages panel attached to the corresponding candidate in the Employer Center.
   
6. Candidates can respond to you directly from their email inbox.
   
7. You will receive responses from the candidate in both your email inbox and the Candidates section of the Employer Center.
   

Streamline Your Hiring Process

Messaging directly in the Employer Center is linked to your email address, so there’s no friction or need to switch back and forth between your Employer Center and your email. Whether you reply to candidates in the platform or via email, you’ll have all of your messages in one place for easy reference, plus seamless notifications will draw your attention to new messages. You and your team can craft your own messages, include subject lines and attachments to promote your unique employer brand. Then, candidates can respond directly to your message in their email. You’ll be notified in both the employer center and email. Finding a match and hiring has never been so efficient.

Do not lose quality candidates to the competition. Proactively reach out with Candidate Messaging to efficiently hire the candidates of tomorrow.

As of October 2019, Candidate Messaging is available to all employers using Easy Apply. Have feedback for us? Please do Contact Us with feedback!

Learn More

The ROI of Hiring Right

The post Introducing Candidate Messaging on Glassdoor appeared first on UK | Glassdoor for Employers.

You know how important it is to be present on Glassdoor — but do you know what a strong Glassdoor presence actually looks like? While there’s no single recipe for success — what’s right for a tech startup might be totally different than what’s right for a financial institution, for example —there are a number of different organisations out there that are leveraging their Glassdoor profiles to the fullest extent in their own unique ways.

Below, we’ve highlighted a few of our favourites, as well as some insight into why they work so well. Read on, and see how you can apply some of these strategies to your own profile!

Nando’s UK

From the moment you look at their profile, Nando’s UK make it clear that they aren’t your typical casual dining restaurant. For one, the focus they put on their people is unparallelled in the industry. From the tagline up top declaring, “It’s the people that make the chicken” to employee spotlights, Nando’s clearly emphasise how much they care for their employees. Add to that colourful, eye-catching graphics, frequent updates and multiple references to professional development and career growth, and it’s no wonder why Nando’s employees are head over heels for this cheeky eatery.

[Related:Here’s What the Perfect Glassdoor Profile Looks Like]

Sky

It’s no secret that Sky is one of the largest entertainment companies in Europe, and they certainly don’t hide that on their Glassdoor profile — mentions of their high-quality programming can be found throughout their profile. However, they do a great job of highlighting the diversity of roles available within the organisation, from technical positions to content and production jobs. Frequent mentions of the #LifeatSky hashtag encourages interested candidates to do more research, while a video of the stunning head office in Osterley featuring an atrium, cafe and bike station provides a great peek inside daily life at the company.

Unilever

It’s no longer just about the pay cheque —today’s employees want to feel that they are helping to make a real difference in the world. Knowing this, Unilever highlight the fact that they are a purpose-driven organisation throughout their Glassdoor profile, from a cover photo that promises “A better business. A better world. A better you.” to a section that shares their sustainability targets to a featured employee review stating that “I felt proud to work for Unilever and everything [it] stands for.” On top of that, Unilever do a great job of leveraging video and updates to share why employees love working there.

Siemens

Although Siemens was created in 1843, they’re still as innovative as ever, a fact which they make apparent in their Glassdoor profile through sleek visual branding, updates on their latest projects and a “Why Work for Us?” section that brands their employees as “Future Makers.” We especially love their featured video, in which employees describe what it’s really like working at Siemens.

[Related:Why Investing in Employer Brand Pays Off]

Skyscanner

Tech companies are known for having a work-hard, play-hard culture, and this is something that Skyscanner don’t shy away from. They talk about their cutting-edge technology and share articles from their engineering blog, but also make sure to emphasise the fun activities they offer, like video games and ping pong. Skyscanner also do a brilliant job of highlighting the many awards they’ve won, and include a variety of high-quality photos of their stunning office.

The post appeared first on UK | Glassdoor for Employers.

Work wins are usually measured by their ability to foster collaboration, beat goals, close deals, exceed standards, crush numbers, gain allies, and command respect. But once a year—usually on 1 April—work wins are measured in the ability to foster secrecy, serve up surprise, invoke laughter, and maybe even inspire some sweet revenge. This year, 1 April is a Saturday, so we say: celebrate on Friday, 31 March. Unsuspecting colleagues will be that much more likely to be surprised, so set your calendar reminder now!

Whether your team is coming together to engineer a large-scale gag or pull off a simple trick or two, that exercise in camaraderie will serve to boost morale, build teamwork, and provide some much-needed comedic relief.

There are a tonne of ideas for workplace April Fools’ pranks all over the internet, but we’ve compiled a curated list—if you will—for connoisseurs. These 7 fresh tricks hit the sweet spot of being creative yet still easy-to-pull off. After all, the stapler-in-jelly routine is so last year—and it’s far too much work to encase an entire workstation in plastic, foil or wrapping paper.

1.) Laugh-till-you-cry over spilled milk…

Credit: Instructables

2.) Hey, everyone! Doughnuts in the kitchen – dig in!

Credit: athriftymom.com

3.) Work fridge is watching you! Hands off my almond milk…

Credit: Reddit

4.) Sit down like you mean it! The next iteration of “leaning in”?

Credit: Reddit

5.) Who wouldn’t want to attend THIS meeting?!

Credit: Imgur

6.) Finally a winning reason for hoarding supply-room Post-its!

Credit: Reddit

7.) So awkward when you really have to go…

Credit: Buzzfeed

Did we miss any favourites? Please weigh in on your best office April Fool’s day antics!

The post 7 Perfect April Fool's Day Office Pranks appeared first on UK | Glassdoor for Employers.

If you’re in recruiting or HR, you already know how business-critical it is for companies tocultivate a strong company cultureand positive working environment. Sometimes, though, when senior leadership’s main focus is on NPI scores, sales and revenue, employees end up taking a backseat to customers. But a new Glassdoor Economic Research report,Happy Employees, Satisfied Customers: The Link Between Glassdoor Reviews & Customer Satisfaction, suggests that organizations hoping to win over customers should consider investing in their own employees first.

The Employee/Customer Satisfaction Connection

In the study, Chief Economist Dr. Andrew Chamberlain and Senior Economist & Data Scientist Daniel Zhao looked at a panel of 293 large employers across 13 industries between 2008 and 2018, comparing the link between employee satisfaction through Glassdoor reviews and customer satisfaction through the American Customer Satisfaction Index (ACSI).

The results?

Chamberlain and Zhao discovered that each 1-star improvement in an employer’s Glassdoor company rating out of 5 is associated with a 1.3-point increase in customer satisfaction out of 100.

“Across all companies and years, customer and employee satisfaction are positively linked. In our sample, there is a clear overall link between satisfied employees and happy customers,” the report says.

Higher Customer Contact, Higher Impact

The connection between customer and employee satisfaction was not equal across all sectors, however. In industries where front-line employees directly interact with customers, employee satisfaction had an even bigger impact on customer satisfaction.

“Focusing only on sectors where front-line employees have the most direct and frequent contact with customers — including retail; restaurants, bars and food services; travel and tourism; financial services; andhealth care— we find the effect of satisfied workers on customer satisfaction is more than twice as strong, with each 1-star higher Glassdoor rating predicting 3.2 points higher customer satisfaction,” the report says.

It might come as no surprise, then, that the satisfaction of employees in front-line roles like sales and customer service directly impacts customer satisfaction, regardless of industry — it’s not easy to provide good service if you’re unhappy at work!

The post How Glassdoor Reviews Impact Customer Satisfaction appeared first on UK | Glassdoor for Employers.

An employer brand may be defined as the reputation your company has accrued with current, past and future employees based on specific, proactive actions they’ve taken.

Anemployer brand ishow you market your company to job seekers. It’s how you present yourself—and how you respond to those who leave reviews about you.

As well, your brand may be shaped by inaction or being unaware of behaviors impacting what employees think about you.

The value of having a strong and positive employer brand is that you improve the odds of attracting not only right-fit talent, but also that your employees will align their messaging with yours, pulling your brand message forward.

Conversely, a negative employer brand has the potential to repel good talent, narrowing your pipeline and ultimately, diminishing your competitiveness within the marketplace.

Doing It Right: Verizon

For such a large, global brand, Verizon also magnifies their local and personalized presence, with finesse. For example, you can visit them on virtually any social channel, and it appears everyone is being engaged, from their chief-executive leadership to their more hands-on operators.

EVP and Group CEO,Tami Ewinis one of the leaders at the helm ensuring this steady employer branding ship. She regularly posts to promote individuals and groups of Verizon team members engaged in both customer-focused and community-centered initiatives. She traverses various social media streams, weaving in both herprofessionalandpersonalvoice.

In addition to congratulating team members for outstanding contributions and results, Erwin also showcases diverse, current-event content that aligns with the powerful Verizon brand and mission. Moreover, Erwin’s knack for integrating her own narrative into publishedarticlesfurther tailors her executive brand while injecting the same personal touch into the overall Verizon brand.

RELATED:How Employer Branding Can Solve Your Recruiting Challenges

On Glassdoor, Verizon’s Brand Perpetuates

This includes a branded company page that not only boasts more than 20,000 reviews and 206 photos, but also includes a robustOverviewand active Company Updates section sharing stories of specific employees and how Verizon benefits have enhanced their lives.

Deepening Verizon’s employer brand is a fully fleshed out Why Work for Us section that includes robust detail on five subsections focused on 1) Your Career 2) Our People 3) Campus 4) Veterans and 5) Benefits. This tailored overview helps distinguish Verizon’s employer brand from other companies who, for example, may not take such an interest in Veterans. Verizon’s motto is: "We don’t just thank service members. We hire them."

A featured photo denotes an employee sitting atop a skyscraper apparently working on his latest project. This powerful image is complemented by an energizing description of the Verizon mission to "connect millions of people, companies and communities with our powerful technology every day … using our award-winning network to make breakthroughs … "

Moreover, they feature a current employee’s review, with the subject line, “Cool, calm and fun,” as an invigorating lead-in to the thousands of other reviews.

RELATED: The New Employer's Centre: How It Works

Doing It Wrong

It is easy to identify employer branding gone wrong. For example, those companies marginally represented or totally absent from any of the major social networking sites are not doing it well. It is not enough today to rely solely on your company website. In fact, that is not where many job-seeking candidates go first – or even at all – to do their company research.

Even small or mid-sized companies are expected to show up and engage on social media in today’s digitally connected world, and your “Connect with” buttons should lead employees and future employees to a cohesively branded network of content and images.

Glassdoor makes it easy for employers to dip their toes into the water of employer branding by offering a free profile.

This easy-to-access opportunity enables real-time marketing of your company’s value spurring your blank-slate blah to an engagingly branded profile. There are prompts to list your company website, location, industry and logo, as well as your CEO’s name.

The complimentaryprofilealso offers anAbout Your Company sectionwhere you can discuss yourwhyandwhatto job seekers, along with your mission statement, key benefits, perks and more. Free status updates and a place to showcase targeted and illustrative photos that demonstrate your company’s culture, also are available here.

Additionally, if someone interacts with your company on any of the sites on which you post your profile, atimely responseis expected.

For smaller companies, where continual interaction may be more onerous, consider including messaging on your profile that indicates your typical response time; e.g., two, four, 24 hours (or, whatever amount of time makes sense).

Managing expectations and consistency is crucial to an effective social networking presence and thus, a more polished employer brand.

RELATED:Glassdoor Gives Employees a Voice — Here’s Why You Should Listen to It

Poor Employer Branding Tactics

This occurs when position descriptions,company missionstatements and other marketing content on your company website and social networking profiles are incongruent to the reality once employees come aboard.

The negative message quickly gets out. Searing opinions appear asreviews on Glassdoorand other social networking sites. They also are discussed during behind-closed-door conversations that disgruntled employees have with their friends.

Moreover, notresponding to negative reviews on Glassdoorwill diminish your employer brand, over time. Even if the review was unsubstantiated, showing you care enough about your employees to respond to specific criticism of your brand may help to turn lemons into lemonade. This may include specific actions your leadership has taken to resolve the situation or concern, going forward.

Learn More

The Right Way to Ask Your Employees for Feedback

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Job seekers today are operating in an era of unprecedented transparency, where detailed information on nearly every organisation is available right at their fingertips. Informed candidates know this, and use it to their advantage. That's why they turn to websites like Glassdoor to evaluate companies, researching things like compensation, benefits, company reputation, career opportunities and more.

By knowing which destinations job seekers visit most for this information, you can better determine where to post your listings and company information. And understanding what type of information job seekers want most can help you communicate with candidates more strategically.

Glassdoor, in conjunction with The Harris Poll, surveyed more than 700 UK adults in 2018 who are either currently employed or not employed but looking for work.

This survey revealed essential information about job seekers' 4-step journey, including:

• Where job seekers look for jobs
• Where job seekers look for company information
• What information job seekers want most
• Factors that entice job seekers to apply

The survey also uncovered:

• Biggest frustrations for UK workers and job seekers during the hiring process
• What makes candidates pull out of the recruitment process
• What constitutes a positive candidate experience
• Gender differences in how men and women look for jobs

STEP 1:Where Job Seekers Look for Jobs

Our survey found that the majority of UK job seekers are taking control of their own destiny by accessing unbiased information to find the right job and employer.

In fact, roughly half of employees (52%) report that their preferred source for finding a relevant new job opportunity is an online job site, such as Glassdoor. In comparison, only 35% of job seekers reference a company's careers site.

Other preferred sources for finding a new job include:

• Job recommendations from friends (32%)
• Having a recruiter or hiring manager proactively reach out (31%)
• Recruitment agency (24%)

PRO TIP

Glassdoor sees 57 million unique visitors each month;171% of UK users say they come to Glassdoor for their job search.2Searching for jobs is the number one reason UK users visit Glassdoor.

STEP 2:Where Job Seekers Look for Company Info

The best candidates will take the time to research your organisation to determine compatibility. Knowing where they seek information will help you decide where to post information about your company and jobs.

Our data found that the majority of job seekers prefer to find company information in the same place they sought job listings: on job search websites like Glassdoor, rather than company career pages.

Candidates also referenced the following for company information:

• Job search websites (48%)
• Word of mouth (41%)
• Professional networking sites/social media (31%)
• Personal networking (29%)
• Company careers pages (28%)

PRO TIP

Informed candidates are the best candidates. That's because they take time to research your organisation and understand the role before applying - making your hiring process easier, faster and less expensive.

Informed candidates who use Glassdoor are two times more likely to be hired3and have a 30% higher retention rate than job seekers from other sources.4

STEP 3: Information Job Seekers Want the Most

Now that you have insight into where job seekers look for information, it's equally important to understand what type of information candidates hone in on when researching jobs.

Our survey uncovered key pieces of information job seekers want about potential roles. Be sure to include the following in your job postings:

PRO TIP

An employer brand is essential for recruiting success: nearly 70% of Glassdoor users say they are more likely to apply to a job if an employer actively manages its employer brand.5

Boost your brand on Glassdoor by providing candidates with company background and an accurate, compelling depiction of your employer brand. Insert photos, videos and company updates to create an emotional connection that will inspire them to apply.

STEP 4: Factors that Entice Job Seekers to Apply

Once candidates have gathered enough information about your company, what makes them hit the apply button?

Our data found the following factors are most likely to get them to complete your application process:

• Convenient, easy commute (48%)
• Good work-life balance (47%)
• Company culture (35%)
• Healthy company financial performance (25%)
• Familiarity with the brand (24%)

PRO TIP

Job seekers looking at a company's profile on Glassdoor pay close attention to ratings and reviews, which can significantly influence whether or not they choose to move forward in the application process.

In fact, 84% of job seekers state that it's very important when making a decision about where to apply for a job.6So if your company hasn't been taking its employee reviews seriously, now is a good time to start.

What are workers and job seekers' biggest frustrations during the hiring process?

Throughout the UK, demand for talent remains strong and shows few signs of slowing. It's more vital than ever to remove all obstacles from your hiring process and to start listening to candidates in order to improve the candidate experience.Job seekers' biggest frustrations include:

What makes candidates pull out of the recruitment process?

Our survey found that the top factor that makes candidates pull out of the recruitment process is the employer announcing redundancies (40%).Other factors include:

What creates a positive candidate experience?

When asked what constitutes a positive candidate experience, more than half (53%) of UK workers and job seekers said that getting feedback from the company, even if they were not successful, is what they really want.Other factors include:

How do male and female job seekers differ?

Our data revealed that men and women differ in how they research jobs and what is most important to them when considering a new opportunity. For added perspective, Glassdoor has nearly 57 million unique users each month: women make up 51% and men 49%.

• Work-Life Balance:

A higher number of women, compared to men indicated that a company's reputation for offering a good work-life balance would make them more likelyapply to a job.

• Employee Reviews:

In comparison to men, we found that a larger portion of women consider employee reviews a key piece of information when researching companies.

• Preferred Source for Finding a New Job:

Women, preferred to find a job via an online job site. Similarly, more women, compared to men would prefer to find out about a job opportunity through a friend.

HOW GLASSDOOR SUPPORTS RECRUITERS:

• Promote your employer brandalongside the user-generated information that candidates trust most
• Optimise your recruiting strategieswith powerful analytics

SURVEY METHOD

This survey was conducted online within the UK by The Harris Poll on behalf of Glassdoor between May 7-9, 2018 among 715 UK adults ages 18+ who are employed full-time/part-time/self-employed, or not employed but looking for work. This online survey is not based on a probability sample and therefore no estimate of theoretical sampling error can be calculated. For complete survey methodology, including weighting variables and subgroup sample sizes, please contactJoe Wiggins.

The post How Thinking Like a Jobseeker Can Help You Recruit appeared first on UK | Glassdoor for Employers.

Reading through all of your Glassdoor reviews can be overwhelming. And manually extracting critical insights is time consuming, meaning that valuable insights can get buried. The average surveyed employer spends over 50 hours a year analysing their Glassdoor reviews.* We built Review Intelligence™ to make it much easier to analyse Glassdoor reviews and take the guesswork out of what your employees are saying about you.

Here are the top 6 pain points that might sound familiar, plus quick solutions that are simpler than you think.

Pain Point #1: You know you're missing out on a wealth of insight because you've conducted minimal sentiment analysis of Glassdoor reviews, but you just don't know where to start.

Solution: Get strategic by analysing sentiment by specific job function and over time to pinpoint the why and where behind spikes.

Pain Point #2: You're relying heavily on Glassdoor's Excel export of reviews for offline, manual analysis to inform the development of your Employer Value Proposition (EVP) - and it's tedious and time consuming.

Solution: Filter by current or former employees to compare how sentiment on specific topics compares to the overall company sentiment average, and how it's trending.

Pain Point #3: You're sorely lacking context behind star ratings, and need to understand what employees are qualitatively saying about your company on deeper topics.

Solution: Dive deep into specific Topic Analysis pages, extracting quotes and trends in sentiment around topics like Culture or Career Development.

Pain Point #4: You know there's been a lapse in monitoring reviews, and your employer brand was impacted before responding proactively.

Solution: Compare sentiment against competitors to identify opportunity areas for improvement.

[Read more: 10 Powerful Things You Can Do with Review Intelligence™]

Pain Point #5: There's a lack of visibility into country and region-specific sentiment hidden in Glassdoor reviews.

Solution: Analyse sentiment by country to prioritize review topic areas to improve by location.

Pain Point #6: Undertaking manual analysis to see a breakdown of Glassdoor ratings by dimension (e.g. Culture, Benefits) and finding text from recent reviews to supplement ratings is impossibly time consuming.

Solution: Leverage the competitor comparison table to understand baseline benchmarks of sentiment against other companies.

The best employer brands are built organically and authentically by people, not artificially through formal process or top-down by executives. That's why it's so important to build your employer brand organically - by treating your people well, ensuring a widespread feeling of belonging, and listening to and learning from real feedback in Glassdoor reviews. It's only then that the genuine story about your workplace - told by the people who know it best - will serve to draw more great people, diverse perspectives and innovation to your company.

[Read more: The Ultimate Guide to Glassdoor Reviews, Including Best Practices for Deploying Glassdoor Review Intelligence™]

To start leveraging the power of Glassdoor Review Intelligence,™ talk to sales toschedule a demo today.

*Source: Survey of 168 Glassdoor employer users conducted August 11-28, 2020. Based on average reported quarterly time spent.

The post 6 Major Pain Points About Glassdoor Reviews and How to Solve Them appeared first on UK | Glassdoor for Employers.

Glassdoor has launched new features to help employers keep candidates informed about how their company is responding to COVID-19. What matters most right now is that companies are quickly stepping up in a time of need. But over the coming months and years, job seekers and candidates will remember which employers rose to the occasion and how. How a company manages this crisis and leads their people through it will have a direct impact on its reputation as an employer post-pandemic.

Here for You During COVID-19

Glassdoor is in a position to help various organisations, communities and sections of society impacted by COVID-19 through our product, our technology, our skills and our employees. One way we’re stepping up as a company is by connecting job seekers and employers more effectively during this challenging time. Glassdoor has just launched the following new features – already available in your Employer Center.

COVID-19 Company Updates

Company Updates on Glassdoor keep job seekers informed about how your company is responding to the COVID-19 pandemic. Use them to show how you’re taking care of your people and indicate your current hiring status.

Creating a COVID-19 Company Update will share the news to your profile with a special visual treatment and will also be shared in weekly Follower emails. You can now specify a Company Update as one specific to COVID-19. You can also retroactively indicate previous Company Updates as relevant to COVID-19. All employers with a Glassdoor account can access this feature.

In your Employer Center, navigate to Employer Profile > Company Updates to check it out.

Hiring Surge Status

Let candidates know if you have a spike in demand for workers by clicking on the “Hiring Surge” indicator on your profile. Because candidates can now filter job postings by hiring status, this will boost visibility to your jobs. You can update this at any time, and you can opt out at any time by turning off the feature on the Homepage of your Employer Center. All employers with a Glassdoor account can access this feature.

Employer Center Banner Alert with Hiring Status and Link to Company Updates

COVID-19 Infosite with “Hiring Surge” Badge and COVID-19 Company Update

Resources for Employers

For timely resources on everything from managing remote staff to navigating virtual interviews, visit the Glassdoor for Employers resource library here.

Resources for Job Seekers

At Glassdoor, our mission is to help people everywhere find a job and company they love. Now more than ever, we are committed to providing job seekers with the resources they need to shine a light on right-fit jobs and companies still hiring, as well as provide resources and tips during these uncertain times. Glassdoor helps job seekers find jobs now and employees navigate a quickly changing job market and new workplace norms. To this end, Glassdoor is also releasing a new COVID-19 specific Job Resources Page that will connect candidates with employers more effectively. The page includes multiple ways for jobseekers to find open roles and companies in their area that are actively hiring now. Learn more here.

Have feedback? Please reach out.

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Glassdoor’s COVID-19 Resources

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