GOOD MORNING everyone and thank you for attending todays monthly UK Demonstration. It’s 10am in Dublin and today is February 15th.
So…Lets kick things off with a question: “why are we talking today?” Ultimately ....As the saying goes; “Brand or be branded”
In a nutshell, there is no other place on the internet that shows both employer and employee perspective on why yours is an employer of choice. I’m of the belief that the best Employer Brand is a combination of the Employer Value Proposition and Employee Value Proposition, add to that, your corporate/commercial brand reputation and I think you have what ultimately encapsulates an accurate Employer Brand!
Before we talk about how Glassdoor works, let’s talk some technical tips and webinar housekeeping for attendees.
so…A few bits of housekeeping before we start…
“You can connect to audio using your computer’s microphone and speakers”
Alternatively, you may select the “Use Telephone” option after joining the Webinar.
All lines with the except of mine will be muted to avoid background noise.
That being said, if you do have any questions you can and should share them by navigating to the right side where you should see this questions pane.
I typically get a range of questions some of which I will answer as we go through the webinar but In the interest of time I’ll answer the majority of questions at the end during Q&A.
Finally, I can also confirm that a recording of this webinar will be available on our YouTube channel should you want to share with colleagues and/or peers.
..For the Social butterflies among you, we encourage you to join the conversation online using our hashtag, GDChat and feel free to Tweet us @GlassdoorUK
I am your Featured Speaker today….. My name is Lauren Heying and I manage the EMEA Sales Development team in Dublin.
Here is my picture so you can put a face to a name and a voice
I’ve been at Glassdoor almost 2 years now, I started out as a sales development rep and now manage the sales development team that just launched in Dublin on February 1st and as you can see today I also help out marketing team in spreading the word about Glassdoor. As some insight, we have had an incredible rate of growth which is fueled by the Google lead $70m round of funding that we took at the start of 2015. Some of you would’ve also seen the news of our launch in Ireland in February of last year which follows launches in Germany, France and Netherlands in the past 12 months.
Here’s today’s agenda:
We will speak about today’s candidates and their decision making process
We will speak about your Employer Brand
I will show you some of what you can do immediately on Glassdoor (some quick wins)
We will go live to the site to demonstrate what the solutions look like
And finally, we will open up for Q&A at the end
The days of blindly applying for a job are long gone. This is because today’s candidates treat their job search as a critical decision – one where they rely on reviews, research and referrals before making a decision on where they want to go to work.
We all know that where you work is one of the most important decisions you’ll make in your life.
And your candidates feel the same way.
With that in mind…<CLICK>…. “The way candidates search for jobs today has changed….”
Because of the wealth of information on the internet, job boards, professional networks, social media, etc. candidates have high expectations.
Jobseekers want way more information than just the job description
Top 5 things they want to know when they research: (Glassdoor User Survey, 2014)
what makes it an attractive place to work
comp
benefits
mission, vision, values
basic company info
They want to hear everyone’s perspective
Although friends and family are still the most trusted (72%), content provided by employees is the #2 most trusted source of information on a company. (Edelman Global Trust Barometer Survey, 2015)
They don’t demand perfection but they do expect a level of transparency and authenticity from employers
90% say they want to work for a company that embraces transparency (Glassdoor User Survey, 2014)
Mallory
I like time to fill as a key metric. In many ways, this is the one metric that pulls it all together, like CPH. Lowering the time it takes to bring someone in saves a great deal of money (CPH), and the smoother the process, the more everything is working together as it should. HOWEVER, the caveat here is that different positions take different time. And getting someone in FAST doesn’t always mean they are the RIGHT person. Candidates need to be properly vetted, they need time to ask their own questions, they will negotiate, etc. That said, I do like it because if the process is consistently taking a long time to bring the right people in the door, something isn’t working as it should. That said, at a macro level, it is good indicator of how well the system is working.
I want to share a few stats to support this claim..…
Read the stats..
You can see the source of the stats and can go ahead and search the finer details of these reports online
I want to share a few stats to support this claim..…
Read the stats..
You can see the source of the stats and can go ahead and search the finer details of these reports online
The reality is; people want and expect transparency..
Everyday we’re making better and more informed decisions based on reviews because often in the past our expectations just didn’t match reality.
As consumers, we all turn to each other on sites like Amazon, Yelp, Zoopla, Expedia and Trip Advisor to make more informed decisions about… Product purchases, Where to eat, Property and our next holidays.
Now with Glassdoor applying the same idea to employment, We’re Helping people make decisions through the power of information transparency
We’re passionate about it
Mission to help people everywhere find a job and company they love
Let’s walk through a typical candidate decision-making process and highlight at every step where Glassdoor influences your candidates. At the top of the funnel is awareness where the majority of employers like you invest in channels like LinkedIn, Indeed, and staffing firms.
Glassdoor provides job advertising to increase candidate flow in this area as well.
Once a candidate is made aware of your job, the next question they as is “Do I want to work for that Employer” and this is where Glassdoor’s unique business value starts for the employer.
Glassdoor is the only vendor that is able to influence the candidate at every step as they consider you as their employer of choice. Glassdoor does this through infusing employees reviews, interviews, salaries, benefits and ratings, with their unique employer brand so that the candidate can make smarter and more informed decision.
Glassdoor’s Value:
13M+ Reviews on 700,000+ Reviews
Job Seeker Activity: Among those surveyed, the majority of Glassdoor users are job seekers (89%) and are actively looking for a new job or would consider better opportunities.
Source: Glassdoor.com Site Survey, January 2016
Mallory
I’ll answer by borrowing a great quote from the founder & CEO of Amazon, Jezz BayZos.
Jeff says: “Your Brand is what other people say about you when you’re not in the room”
The room today is very much the internet and Social Media…for the purpose of today’s conversation, that room is Glassdoor.
Ultimately, if you’re not telling your story online, someone else is!!
..So Ask yourselves:…..
“Would your current employees recommend your company to a friend?”
“What are employees and jobseekers alike saying about you on social?”
“What is your company rating on Glassdoor?”
..This Allegis Group study out of the US showed:
69% of workers surveyed would not take a job with a company that had a bad reputation, EVEN if they were unemployed!
A staggering 84% would consider leaving their current jobs if offered another role with a company that had an excellent corporate reputation.
The reality is; Job applicants have access to more information about potential employers than ever before.
Candidates can now weigh their options, comparing benefits and salary, and decide which opportunity and employer are right for them. It’s as much about the candidate interviewing you nowadays as you are them.
Now when top talent comes in for an interview, you can think about why this company is a best fit for them, Maybe do research on Glassdoor on the company they came from and let them know how your company is better in those areas.
*Source: Allegis Group Services Study, August 2012 (1,010 US Workers)
Now that you’ve heard a little background and some success stories, what are your options?
*We really don’t have a “one size fits all” approach and create tailored solutions based on each companies individuals needs, having said that…
Our product line has three main components.
The fastest growing component is job advertisements, which target our high quality, well researched candidates based on search behavior and profile information.
Display advertising . The purpose of display advertising is to really help you build brand awareness and influence job seekers throughout the site.
Enhanced profile which helps companies influence job seekers and tell their story. I know this focus is mainly on recruiting, but I’d like to mention
**what that means for you, the employer is that we are putting your open positions in front of the most qualified/relevant candidates**
..so, just to reiterate, the most important takeaway today is; CLAIMYOUR FREE ACCOUNT and GET INVOLVED IN THE CONVERSATION!
We’ve got plenty of additional free resources available once you log into your account as illustrated here.
You’ll find everything from webinars on demand to free ebooks and guides.
We’re really trying to create a portal that employers can use as a place for thought leadership so I would encourage you to go there.
..Once you’ve claimed your Free Employer Account, go ahead and…
Manage your company information
Respond to reviews
Understand the demographics of your candidates today
Benchmark your brand awareness against competitors
In conclusion, Glassdoor helps you BRAND, INFLUENCE and HIRE.
We help you Amplify and Communicate your Employer Brand, EVP and ultimately hire and influence quality candidates.
Today we spoke specifically about the Enhanced Profile and Jobs solutions to help you overcome your challenges and accomplish your goals
Next steps, AGAIN, claim your Free Employer Account so you can access some of the data I highlighted today.
Please contact us should you require a more detailed and bespoke demonstration.
You can expect an email from us within 24hrs. I can also confirm that a recording of this webinar will be available on our YouTube channel.
If you have any pressing questions, now is a really good opportunity to ask them….we will stay online for a few minutes to address any questions you might have. For those of you leaving the call now, thank you very much for joining and enjoy the rest of the day.
AFTER Q&A:
All that’s left for me to do is Thank you all again for carving out the time today, I trust you found the session useful.
Enjoy the remainder of your day.
In conclusion, Glassdoor helps you BRAND, INFLUENCE and HIRE.
We help you Amplify and Communicate your Employer Brand, EVP and ultimately hire and influence quality candidates.
Today we spoke specifically about the Enhanced Profile and Jobs solutions to help you overcome your challenges and accomplish your goals
Next steps, AGAIN, claim your Free Employer Account so you can access some of the data I highlighted today.
Please contact us should you require a more detailed and bespoke demonstration.
You can expect an email from us within 24hrs. I can also confirm that a recording of this webinar will be available on our YouTube channel.
If you have any pressing questions, now is a really good opportunity to ask them….we will stay online for a few minutes to address any questions you might have. For those of you leaving the call now, thank you very much for joining and enjoy the rest of the day.
AFTER Q&A:
All that’s left for me to do is Thank you all again for carving out the time today, I trust you found the session useful.
Enjoy the remainder of your day.