Analyst Tips for Finding Quality Candidates in 2018

© Glassdoor, Inc. 2017.

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Analyst Tips for Finding Quality Candidates in 2018

Confidential - For Internal Use Only


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Meet Our Speakers


Robin Erickson, PhD

Vice President, Talent Acquisition,

Engagement, & Retention

Bersin™, Deloitte Consulting LLP

Carmel Galvin

Chief Human Resources

Officer

Glassdoor


• Sourcing channel quality

• Sourcing maturity

• 3 tips for using Glassdoor to help strengthen your

talent pipeline

• Key takeaways

• Q&A

Agenda


Where Can You Find the Strongest Candidates?Copyright © 2017 Deloitte Development LLC. All rights reserved. 6

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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


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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.

Copyright © 2017 Deloitte Development LLC. All rights reserved. 8

Sourcing Channel Quality


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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


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Sourcing Channels

Source: Strategic Talent Sourcing: Improve Blend of High-Quality Channels (Part I), Bersin, Deloitte Consulting LLP / Robin Erickson, PhD, 2017.

Job BoardsProfessional Networking

SitesEmployee Referrals

Internal Candidates

Company Websites

Agencies / Third-Party Recruiters

University Recruiting

Job Fairs / Recruiting

Events

Candidate Pools

Professional Associations

General Social Media

Alumni


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Top Sources Organizations Use to Yield the Highest Quality Hires


Employee referrals

Professional networking sites (e.g., Linkedin)

Internal candidates

Company websites

Job boards/search engine aggregators

51%

42%

40%

35%

29%


#gdchatTop 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

employeereferrals are

effective

Often helps find hard-to-fill roles more quickly



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Top Source #2: Professional Networking Sites Broadcast

42% of survey respondents stated that professional networking sites yielded the highest quality hires.

Relatively low costHigh or low touch

Often required to be competitive



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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 betterperformance 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


Copyright © 2017 Deloitte Development LLC. All rights reserved. 15

Sourcing Maturity


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Talent Sourcing Maturity

Source: Strategic Talent Sourcing: Assess and Build Maturity (Part II), Bersin, Deloitte Consulting LLP / Robin Erickson, PhD, 2017.


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Mature TA Functions Use Different Sourcing Channels than Less Mature TA Functions



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Mature TA Functions Spend Differently than Less Mature TA Functions


© Glassdoor, Inc. 2017. Confidential - For Internal Use Only

3 Tips for Using Glassdoor to Help Strengthen Your Talent Pipeline


TIP #1:

Understand the Informed Candidate Journey


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


Tip #1: Understand the The Informed Candidate Journey

On average, candidates use 12-18 touchpoints before making a decision to apply.

(Source: Inavero, 2015)


TIP #2:

Deliver the ContentInformed Candidates Need


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


TIP #3:

Use Glassdoor Data to Improve


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



• Track Ratings Trends

• Company rating trends

• CEO approval rating

• Competitor comparisons


• 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



• 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


Questions? Robin Erickson, PhD

Vice President, Talent Acquisition,

Engagement, & Retention

Bersin™, Deloitte Consulting LLP

Carmel Galvin

Chief Human Resources

Officer

Glassdoor


Thank You!

Analyst Tips for Finding Quality Candidates in 2018

Recruiting & HR