Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Click to edit Master title style Click to edit Master title style How Talent Analytics Can Help You Develop a Recruitment Strategy
Aug 06, 2015
Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor
Click to edit Master title styleClick to edit Master title style
How Talent Analytics Can Help You Develop a Recruitment Strategy
Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor
William Blackstorm
Sr. Manager – SSMI, GlobalStrategic Sourcing and Market Intelligence & Director Global
Talent Analytics Research Division
Featured Speakers
Steve Burton
Vice President of Marketing
Brenda Stultz-Roae
Americas Talent Sourcing Leader, Strategic Talent Acquisition
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Agenda
Where to Start When Analyzing Recruitment Data How Analytics Helps Stay Ahead of the Competition 3 Ways to Ensure Your Message is Working
– Analyze, Listen & Monitor
What We Know About Today’s Candidates Questions?
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Evaluate and understand the available talent pool
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ABSOLUTELY Understand the requirements
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Drive to get a seat at the table withthe business stakeholders
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Recruitment Strategy
Know Your Market Through Analytics
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How Talent Analytics Helps You Stay Ahead of the Competition
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The DNA of Your Talent Pool
EducationHigh School (3.7%)
College (64.7%)
Graduate School (31.6%)
Years Experience
0-1 (28.7%)
2-5 (30.5%)1-10 (22%)
11+ (22%)
Gender
Female (18.8%)
Male (81.2%)
Age<18 (0.3%)
18-24 (26.1%)
25-34 (37.9%)
35-44 (21.4%)
45-54 (10.9%)
55+ (3.4%)
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Poll
How would you rate yourself when it comes to how often you analyze data to ensure you are attracting the right talent — with 5 being the most often?
1
2
3
4
5
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Know Your Talent Through Analytics
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Supply for Security Professionals in the US
Total US Security Talent - Supply 503,542Cisco 5,535Hewlett-Packard 3,451AT&T 2,910Microsoft 2,554IBM 2,551US Army 2,157United States Air Force 2,116Dell 1,778Lockheed Martin 1,518SAIC 1,494CSC 1,488Symantec 1,380Booz Allen Hamilton 1,326Northrop Grumman Corporation 1,268US Navy 1,266Google 892Rackspace, the Open Cloud Company 531Citrix 467Ericsson 430Alcatel-Lucent 429Palo Alto Networks 381Check Point Software Technologies 336Avaya 306salesforce.com 297FireEye, Inc. 276Blue Coat Systems 241Fortinet 227PayPal 199Trend Micro 156Proofpoint 121
Top Locations in the US Washington D.C. Metro Area 37,408Greater New York City Area 36,665San Francisco Bay Area 36,663Greater Boston Area 18,932Dallas/Fort Worth Area 17,818Greater Chicago Area 17,812Greater Atlanta Area 16,339Greater Los Angeles Area 15,735Greater Seattle Area 13,149Greater Denver Area 10,776Greater Philadelphia Area 10,582Houston, Texas Area 9,468Baltimore, Maryland Area 8,618Minneapolis-St. Paul Area 8,289
A total of 503,542 Security Professionals reside in the US
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Demand for Security Professionals in the US
Top Companies currently hiring in the US - Demand 7,767General Dynamics - IT 145Dell 133CSC 111AppLabs 110Microsoft 87Northrop Grumman 65Juniper Networks 53IBM 51Amazon Corporate LLC 48PwC 47HP 45Virtela Technology Services Incorporated 45GM 39Raytheon 38AT&T 38
Top Locations in the USNew York, NY 236Washington, DC 208San Francisco, CA 159Seattle, WA 149Atlanta, GA 143Chicago, IL 141Arlington, VA 131San Diego, CA 116Sunnyvale, CA 107Dallas, TX 106Columbia, MD 105Austin, TX 104Boston, MA 102San Jose, CA 102
A total of 7,767 Security openings are currently posted in the US
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3 Ways to Ensure YourCompany’s Message Is Working
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Step #1 : Analyze Reviews & Ratings
Source: glassdoor.com, linkedin.com, Forbes, CNN Money, TechChrunch.com, Business Insider, PayScale.com, Salary.com
Pros: • Good work/life
balance• Strong collaboration
environment• More relaxed• Friendly culture
than most tech
companies• Great place to
develop skills
Cons: • Pay and benefits is
below market• Onboarding issues• Low perks• Layoffs affect
morale/brand even among interns/new grads
• Large corporate environment makes it hard to navigate
• Limited promotion opportunities or salary increases
• Very few team lunches, outings or celebrations
Hours: • Open• Flexible• Remote work options
for most employees
Resume Review Process (2 days to 2 weeks):
1. Apply to role2. Recruiter phone
screen (30-45 min.)3. Hiring Manager phone
screen (30 min.)
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Step #1 : Analyze Reviews & Ratings
Source: glassdoor.com, linkedin.com, Forbes, CNN Money, TechChrunch.com, Business Insider, PayScale.com, Salary.com
Intern Interview Process (2 to 6 weeks): Personal interview — 4 people, 30-45 min each
Campus Pipeline: High volume of schools and strong campus recruiting presence. Low impact and low engagement.
Intern/New Grad Turnover: 38% (1 to 3 years)
Retention Rate: 62% (Annual)
Intern CandidateGeneration: Low/mid touch model, high volume of schools, weak online / ATS applicant system. Most applicants are brought in via campus recruiting vs. online. Extremely weak apply online applicants. We are missing the cream of the crop who prefer not to wait in line to engage the campus team and prefer an easy way to apply online or via mobile at their convenience.
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Step #2 : Listen to What They Are Saying
95% employees say reviews from those on the inside are influential when deciding where to work
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Step #3: Monitor Your Reputation Over Time
Most job seekers read 4-7 reviews beforeforming an opinion of a company
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The Results
Challenge:• Gaining competitive insight• Increasing visibility• Quality of hire
Results on Glassdoor:• 24 Key High Level Hires with Glassdoor• All hires considerably under target cost-per- hire• Increased visibility• Insights into onboarding processes & salary information
Glassdoor Solutions:• Employer Profile• Job Ads
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What We Know About Today’s Candidates
…so why is it so hard to find the right job and company?
51% have buyer’s remorsedue to an inaccurate picture of the job
95% are influenced by reviewsfrom those inside the company
69% wouldn’t take a job with a company that had a bad reputation
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What We Know
A company’s Employer Brand Reputation directly impacts its ability to attract and retain top talent
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Helping People Find The Jobs & Companies They Love
6Mcontent
300Kcompanies
15Mjobs
190countries
22Mmembers
has become the most trusted and transparent place for today’s candidates
to search for jobs and research companies
Member growth over 4 years
48%of job seekersuse Glassdoor
(Source: Software Advice Report, Jan 2014)
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Job Advertising
Promote your employer brand to candidates researching you
Advertise your jobs to ideal candidates who might not be aware of you
37
How We Do It
Applicant Quality Candidate Influence
Employer Branding
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The Results We See
2x better applicant quality vs traditional job boards
30% lower cost-per-hire than other recruitment channels
3x more influence over candidates’ decisions
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Get in Touch
Website:
http://glassdoor.com/employers
Twitter:
@Glassdoor
Email: