Live Demo, Managing your Employer Brand UK
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Live Demo, Managing your Employer Brand UK
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Live Demo, Managing your Employer Brand UK
- 1. © Glassdoor, Inc. 2017. Demo Day: Managing Your Employer Brand
- 2. © Glassdoor, Inc. 2017. • Audio is streaming over the web. • Please make sure your speakers are turned on and turned up. • All lines are muted to avoid background noise. • Please submit questions using the Q&A tab in the lower left corner of your window. Webinar Tips for Attendees
- 4. © Glassdoor, Inc. 2017. Featured Speaker Lauren Heying Team Lead Sales Development, Glassdoor EMEA lauren.heying@glassdoor.com
- 5. © Glassdoor, Inc. 2017. • Today’s candidates and their decision-making process • What is an employer brand? • Employer capabilities & Glassdoor offerings • Live demo • Q&A Agenda
- 6. © Glassdoor, Inc. 2017. Today’s candidates spend more time researching companies during their job search
- 7. © Glassdoor, Inc. 2017. DECISIONS TODAY Consumers visit at least 3 websites before making a purchase.1 Job seekers use on average 18 sources and look at 7-8 reviews before applying for a job.2 Job Search Experience Has Changed Sources: 1 Retailing Today, 2013; 2 Inavero, 2015
- 8. © Glassdoor, Inc. 2017. Expectations Are Higher • Job seekers want more than just the job description • They want to hear everyone’s perspective • 90% want to work for a company that embraces transparency1 Source: 1 Glassdoor User Survey, 2014
- 9. © Glassdoor, Inc. 2017. Where you work is one of the most important decisions you’ll make in your life.
- 10. © Glassdoor, Inc. 2017. Candidate Behavior Today 82% of recruiters describe today’s talent market as candidate-driven.1 75% turn to peers before making their own decisions about a brand.2 Source: 1 Recruiter Sentiment Study, MRINetwork, 2014; 2 Innovation and the Earned Brand, Edelman, 2015
- 11. © Glassdoor, Inc. 2017. Edelman Trust Barometer, 2014 Employees are 3X more credible than the CEO when talking about working conditions. Candidate Behavior Today
- 12. © Glassdoor, Inc. 2017. Travel Real Estate Employment People Want Transparency Since 1995, decisions have been made on reviews…
- 13. © Glassdoor, Inc. 2017. Candidate’s Journey on Glassdoor Awareness Consideration Interview Offer Hire Glassdoor app on the go Post company reviews on Glassdoor Glassdoor interview prepGlassdoor trustworthy insight • Employee Reviews • Company & CEO Ratings • Salaries • Benefit Reviews • Company Updates Glassdoor has all the jobs Glassdoor Know Your Worth
- 14. © Glassdoor, Inc. 2017. 13M+ reviews on 700,000+ companies Glassdoor Internal Data, January 2016 salary reports company reviews interview reviews benefit reviews
- 15. © Glassdoor, Inc. 2017. Glassdoor.com Site Survey, January 2016 89% of our users are open to or searching for a new opportunity. Level of Engagement
- 16. © Glassdoor, Inc. 2017. What is an Employer Brand?
- 17. © Glassdoor, Inc. 2017. “Your brand is what other people say about you when you’re not in the room.” WHAT IS AN EMPLOYER BRAND – Jeff Bezos, Founder and CEO, Amazon.com Your Reputation
- 18. © Glassdoor, Inc. 2017. Ask yourself… Would current employees recommend your organisation to a friend? What are job seekers saying about you on social? What is your company rating on Glassdoor?
- 19. © Glassdoor, Inc. 2017. Source: Allegis Group Services Study, August 2012 (1,010 US Workers) 69% would not take a job with a company that had a bad reputation, even if they were unemployed. The Reality
- 20. © Glassdoor, Inc. 2017. Our Solutions
- 21. © Glassdoor, Inc. 2017. Product Overview Enhanced Profile Tell your employer brand story • Promote your brand • Access your analytics • Advertise on competitor profiles* • Amplify your recruiting presence • Recruit across channels and devices • Brand your open positions* Job Advertising Recruit the right people • Target your ideal candidates • Support hiring initiatives • Retarget offsite Display Advertising Promote your brand *only available with some packages
- 22. © Glassdoor, Inc. 2017. Analytics Employee and Candidate Trends Rating Trends Over Time Rating by Location and Job TitleCandidate Demographics
- 23. © Glassdoor, Inc. 2017. Live Demo
- 27. © Glassdoor, Inc. 2017. Thank You Lauren Heying Team Lead Sales Development, Glassdoor EMEA lauren.heying@glassdoor.com
Notas del editor
- 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**
- 4. Analytics Track overall brand awareness Analyze employee sentiment Benchmark against competitors
- ..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.