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Analyst Tips for Finding Quality Candidates in 2018

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Learn the strategies from leading companies at hiring for keeping your talent pipeline strong.

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Analyst Tips for Finding Quality Candidates in 2018

  1. 1. © Glassdoor, Inc. 2017. #gdchat Analyst Tips for Finding Quality Candidates in 2018 Confidential - For Internal Use Only
  2. 2. © Glassdoor, Inc. 2017. Tech Tips • The webcast is being streamed through your computer, so there is no dial-in number • Make sure your computer speakers are on & that the volume is turned up • If your slides are behind, press F5 to refresh • If you have any questions during the webcast, you can submit them through the Q&A widget on the left of your screen
  3. 3. © Glassdoor, Inc. 2017. #gdchat
  4. 4. © Glassdoor, Inc. 2017. Meet Our Speakers Confidential - For Internal Use Only Robin Erickson, PhD Vice President, Talent Acquisition, Engagement, & Retention Bersin™, Deloitte Consulting LLP Carmel Galvin Chief Human Resources Officer Glassdoor
  5. 5. © Glassdoor, Inc. 2017. • Sourcing channel quality • Sourcing maturity • 3 tips for using Glassdoor to help strengthen your talent pipeline • Key takeaways • Q&A Agenda Confidential - For Internal Use Only
  6. 6. Where Can You Find the Strongest Candidates?Copyright © 2017 Deloitte Development LLC. All rights reserved. 6 #gdchat Let’s hear from you How important is Talent Acquisition in your organization? § Critical issue for CEO § Important to Human Resources / Talent Management § Always back burner § No one cares about TA
  7. 7. Where Can You Find the Strongest Candidates?Copyright © 2017 Deloitte Development LLC. All rights reserved. 7 #gdchat TA is a Top HR Priority Source: 2017 Global Human Capital Trends: Rewriting the Rules for a Digital Age, Deloitte Development LLP and Deloitte University Press, 2017.
  8. 8. Copyright © 2017 Deloitte Development LLC. All rights reserved. 8 Sourcing Channel Quality
  9. 9. Where Can You Find the Strongest Candidates?Copyright © 2017 Deloitte Development LLC. All rights reserved. 9 #gdchat Let’s hear from you What is your top sourcing channel for quality candidates? § Job boards § Employee referrals § Professional networking sites § Agencies / third-party recruiters § Internal candidates § Company website
  10. 10. Where Can You Find the Strongest Candidates?Copyright © 2017 Deloitte Development LLC. All rights reserved. 10 #gdchat Sourcing Channels Source: Strategic Talent Sourcing: Improve Blend of High-Quality Channels (Part I), Bersin, Deloitte Consulting LLP / Robin Erickson, PhD, 2017. Job Boards Professional Networking Sites Employee Referrals Internal Candidates Company Websites Agencies / Third-Party Recruiters University Recruiting Job Fairs / Recruiting Events Candidate Pools Professional Associations General Social Media Alumni
  11. 11. Where Can You Find the Strongest Candidates?Copyright © 2017 Deloitte Development LLC. All rights reserved. 11 #gdchat Top Sources Organizations Use to Yield the Highest Quality Hires Source: Strategic Talent Sourcing: Improve Blend of High-Quality Channels (Part I), Bersin, Deloitte Consulting LLP / Robin Erickson, PhD, 2017. Employee referrals Professional networking sites (e.g., Linkedin) Internal candidates Company websites Job boards/search engine aggregators 51% 42% 40% 35% 29%
  12. 12. Where Can You Find the Strongest Candidates?Copyright © 2017 Deloitte Development LLC. All rights reserved. 12 #gdchat Top Source #1: Employee Referral Power Employee referrals were the number one source of high quality candidates according to 51% of survey respondents Current employees are likely to refer candidates who will fit into the organization’s culture The new hire will know someone in the company right from the start The cost to find them is typically negligible Reasons why employee referrals are effective Often helps find hard-to-fill roles more quickly Source: Strategic Talent Sourcing: Improve Blend of High-Quality Channels (Part I), Bersin, Deloitte Consulting LLP / Robin Erickson, PhD, 2017.
  13. 13. Where Can You Find the Strongest Candidates?Copyright © 2017 Deloitte Development LLC. All rights reserved. 13 #gdchat Top Source #2: Professional Networking Sites Broadcast 42% of survey respondents stated that professional networking sites yielded the highest quality hires. Relatively low cost High or low touch Often required to be competitive Source: Strategic Talent Sourcing: Improve Blend of High-Quality Channels (Part I), Bersin, Deloitte Consulting LLP / Robin Erickson, PhD, 2017.
  14. 14. Where Can You Find the Strongest Candidates?Copyright © 2017 Deloitte Development LLC. All rights reserved. 14 #gdchat Progressive TA functions leverage internal mobility programs not just to fill vacant positions, but also to help bolster employee engagement and foster product innovation with an influx of fresh ideas Cheaper to Find Cost less to hire than external candidates Higher Performers Receive better performance reviews More Adaptable Require significantly less time to adapt to a new position Internal candidates tend to be… Top Source #3: Internal Candidates Internal hires were the third channel said to yield a high-quality hire for 40 percent of surveyed TA professionals Source: Strategic Talent Sourcing: Improve Blend of High-Quality Channels (Part I), Bersin, Deloitte Consulting LLP / Robin Erickson, PhD, 2017.
  15. 15. Copyright © 2017 Deloitte Development LLC. All rights reserved. 15 Sourcing Maturity
  16. 16. Where Can You Find the Strongest Candidates?Copyright © 2017 Deloitte Development LLC. All rights reserved. 16 #gdchat Talent Sourcing Maturity Source: Strategic Talent Sourcing: Assess and Build Maturity (Part II), Bersin, Deloitte Consulting LLP / Robin Erickson, PhD, 2017.
  17. 17. Where Can You Find the Strongest Candidates?Copyright © 2017 Deloitte Development LLC. All rights reserved. 17 #gdchat Mature TA Functions Use Different Sourcing Channels than Less Mature TA Functions Source: Strategic Talent Sourcing: Assess and Build Maturity (Part II), Bersin, Deloitte Consulting LLP / Robin Erickson, PhD, 2017.
  18. 18. Where Can You Find the Strongest Candidates?Copyright © 2017 Deloitte Development LLC. All rights reserved. 18 #gdchat Mature TA Functions Spend Differently than Less Mature TA Functions Source: Strategic Talent Sourcing: Assess and Build Maturity (Part II), Bersin, Deloitte Consulting LLP / Robin Erickson, PhD, 2017.
  19. 19. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only 3 Tips for Using Glassdoor to Help Strengthen Your Talent Pipeline
  20. 20. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only TIP #1: Understand the Informed Candidate Journey
  21. 21. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only Key Attributes of Informed Candidates Prepared for interviews & ask pertinent questions Demonstrate right experience Knowledgeable about the role Knowledgeable of the organization’s culture & values Prepared so that they have the right expectations about compensation & benefits Source: Aptitude Research Partners, Informed Candidate, 2017 1 2 3 4 5 Tip #1: Understand the The Informed Candidate Journey
  22. 22. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only Tip #1: Understand the The Informed Candidate Journey On average, candidates use 12-18 touchpoints before making a decision to apply. (Source: Inavero, 2015)
  23. 23. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only TIP #2: Deliver the Content Informed Candidates Need
  24. 24. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only Tip #2: Deliver the Content Informed Candidates Need Top influences on whether a candidate joins: Salary & compensation Company culture Company reputation / employer brand Interviews with managers Company mission & values Source: Aptitude Research Partners, Informed Candidate, 2017 1 2 3 4 5
  25. 25. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only TIP #3: Use Glassdoor Data to Improve
  26. 26. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only Tip #3: Use Glassdoor Data to Improve • Track candidate behavior • Profile monthly page views • Job clicks • Followers • Company Update views & clicks • Candidate demographics • Top companies candidates viewed before or after your company
  27. 27. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only Tip #3: Use Glassdoor Data to Improve • Track Ratings Trends • Company rating trends • CEO approval rating • Competitor comparisons
  28. 28. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only • Benchmark your interview process against competitors & eliminate unnecessary steps • Look at your Glassdoor Interview Trends, including: Interview Cycle Time Offer Outcomes % Positive Experience % Offer Rate % Acceptance Rate Tip #3: Use Glassdoor Data to Improve
  29. 29. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only • Understand what information your candidates value to help get informed • Deliver that information to them where you can • Study what’s working and what’s not & refine your approach and information Key Takeaways
  30. 30. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only Questions? Robin Erickson, PhD Vice President, Talent Acquisition, Engagement, & Retention Bersin™, Deloitte Consulting LLP Carmel Galvin Chief Human Resources Officer Glassdoor
  31. 31. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only Thank You!
  • SusannaConway

    Dec. 7, 2018
  • StephanieSloan11

    Feb. 7, 2018

Learn the strategies from leading companies at hiring for keeping your talent pipeline strong.

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