Download - Going Beyond LinkedIn
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Going Beyond LinkedIn: How Smart Recruiters Find Today’s Candidates
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Competencies Just Evolved. Ensure Your Business Evolves Too
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T H A N K YOU www.glassdoor.com
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For a PDF copy of the slides used during this webcast, click the “slide” button to the right of the player.
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Today’s Moderator
Dan Fogel
Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor
Get In Touch
Alison Hadden
Director of Product Marketing
[email protected] @AlisonHadden
Kim Pope
VP, Recruitment Solutions at WilsonHCG
Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor
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Going Beyond LinkedIn
How Smart Recruiters Find Today’s Candidates
Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor
Agenda
What LinkedIn Delivers
What Today’s Candidates Care About
How to Bridge the Gap
5 Strategies for Recruiting Beyond LinkedIn
– Get Creative With Search
– Get Involved Locally
– Find Next Generation Talent
– Use Your Resources and Optimize
– Get Social
Questions?
Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor
Why Do People
Use LinkedIn?
To network
To look for a job
Marketing/communication
Search for professional
talent
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Challenges
Limited to business
professionals
Many people aren’t
interested in finding a new
job or being contacted
Limited information for
potential candidates to get
to know your company
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How do you
reach
EVERYONE
who is open to
a new job
opportunity?
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Reach Candidates Where They Are Researching Companies
Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor
Today’s Candidates Seek Transparency and
Authenticity in their Job Search
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51% of new employees today
have buyer’s remorse
Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor
Say reviews from
employees influence
their job decision 95%
Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor
69% of job seekers would not take a job with a
company that had a bad reputation...
Even if they were unemployed!
Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor
How do you
influence job
seekers at the
point of career
decision?
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Building Trust Is Key
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“Woo” the Candidates
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Be Real and Get Your Employees Onboard
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Showcase Your Employer Value Proposition
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Amplify Your Message
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Expand Your Talent Pool Beyond LinkedIn’s Audience
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1.) Get Creative with Search
Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor
2.) Get Involved Locally
Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor
3.) Find the Next Generation of Talent
Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor
4.) Use Your Resources & Optimize
Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor
5.) Get Social
Networking and
Events
Highlight the good
on career site and
social media
Glassdoor
Profile
Career Sites
Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor
Attract the Right Talent
Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor
Find Today’s Candidates Where They Are Looking for Jobs
Non-Traditional Talent Is Not on LinkedIn
Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor
Gain More Than Just the Employer’s Perspective
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Reach Candidates Where They Are
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Fastest Growing Recruitment Site
6M content
300K companies
15M jobs
190 countries
24M members
the most trusted place for
today’s candidates to research
companies and search for jobs
-10%
0%
10%
20%
30%
40%
50%
60%
70%
Jan Feb Mar Apr May Jun
Monthly Traffic Growth
Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor
of Americans keep
their mobile devices
within reach 24/7. 91% 40% of Glassdoor traffic
comes through mobile.
Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor
lower
cost per
hire 30% 3x
more
influence over
candidates
at the
moment
they are
making
decisions
better
applicant
quality 2x
Reach the Right Fit Candidates
Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor
1-800 Contacts Case Study
CHALLENGES
Negative reviews
Hiring technical employees in a very
competitive local market
Profile on Glassdoor did not adequately
represent the company
“You are given the
real estate to present
your company well
at a low cost.”
- Rod Lacey
Director of Human Resources
Improved the applicant
quality by
5x!
Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor
RailInc Case Study
CHALLENGES
Too many resumes to sift through
Not advertising jobs to ideal candidates
Brand presence was not strong enough
“Glassdoor is a no brainer
if you want to be in front of
where your candidates are
doing their homework.”
- Patrick O’Neil
Director of Corporate and Brand
Communities page views on
their Glassdoor
page vs. LinkedIn
6x
Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor
38
employers.glassdoor.com/gdsummit
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Questions?
Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor
Get In Touch
Alison Hadden
Director of Product Marketing
[email protected] @AlisonHadden
Kim Pope
VP, Recruitment Solutions at WilsonHCG
HCI #HCIwebcast
T H A N K YOU www.hci.org