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Here’s What You Missed at Glassdoor Recruit 2018

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At Glassdoor, we know that a company is only as good as its people — that’s why we’re passionate about helping employers recruit candidates who are the perfect fit for their company. And while we carry out this task every day with our products and services, there’s one day a year where we really go all out to help hundreds of employers live and in person: Glassdoor Recruit.

Each year, Glassdoor Recruit is bigger and better than the last, and 2018 was no exception. With guests from Amazon, Salesforce, WeWork and of course, internal Glassdoor experts sharing insights, advice and real-life tactics, Recruit 2018 was a conference to remember. Wondering what exactly you missed out on? Read on to learn more, and make sure to register to receive Recruit video recordings!

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Why Employees Quit You

It’s not just your imagination — it really is taking longer to hire than it used to. In fact, open roles today take 82 percent longer to fill than in 2010, shared Glassdoor Chief Economist Dr. Andrew Chamberlain. Today, there are three main reasons employees leave:

  • Role Stagnation: When employees stay in the same role for too long, they start to search for a company that can better accommodate their desire to grow. To help combat this, companies should lay out clear career paths, and may even want to consider internal mobility programs.
  • Better Culture: When employees leave, they typically head to companies with a better culture than their previous one. In fact, a one-star increase in a company’s Glassdoor rating impacts that the employee will stay by four percent, so don’t wait to invest in your company culture until employees are already leaving.
  • Better Pay: Although it’s not as much as you might think, salary does have an impact on whether or not an employee chooses to leave your company: a 10 percent pay increase raises the likelihood an employee will stay by 1.5 percent. To ensure your offers are competitive, stay on top of the market value for the different roles in your company (pro tip: try using Salaries tool or Know Your Worth salary estimator!).

Another way to ensure that employees stick around? Think about retention from the very beginning of the hiring process. You can do this by informing your candidates so their expectations are realistic, and evaluating which of your hiring channels leads to the best retention. One study found that candidates who use Glassdoor have a 30 percent higher retention rate, which can lead to serious savings — see for yourself with Glassdoor’s retention cost savings calculator.

[Related: 3 Recruiting & Retention Secrets from the Best Places to Work]

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Inside Amazon: Building + Maintaining a Workforce for the Future

If any company is living in the future, it’s Amazon, with their trillion-dollar valuation, cutting-edge technology and world-renowned leader. Glassdoor CEO Robert Hohman sat down with Ardine Williams, VP of Worldwide People Operations at Amazon, to get a peek under the hood of one of the most innovative companies in the world. In their fireside chat, Hohman and Williams touched on company values, scaling the hiring process, employee upskilling and more. A few main takeaways:

  • Big Companies Don’t Have to Move Slowly: It’s easy to get bogged down by bureaucracy, but it’s possible to break free. One-way doors (big actions that can’t be altered or reversed once they’re made) require an intense amount of scrutiny, but with two-way doors (actions that can be altered or reversed once they’re made), you can execute now and update later.
  • Never Stop Raising the Bar: To ensure continual improvement, Amazon’s talent acquisition team asks themselves one question: Are the people we’re hiring better than 50 percent of our current employees? To ensure that they meet that goal, Amazon includes a “bar raiser” in each hiring process — a neutral third party that facilitates the interview debrief and can trump the hiring manager’s vote if they believe the candidate is not raising the bar.
  • Scale Up Your Hiring Process: How do you maintain candidate quality when you hire tens of thousands of people a year? The answer, Williams shared, was a structured interview approach that everybody involved in the hiring process is trained on so it’s a consistent, repeatable process.

Reinventing the Candidate Experience

By far one of the biggest complaints that candidates have about the hiring process is the dreaded black hole, in which they submit their application only to hear nothing in return. This was a major pain point that Johnson & Johnson uncovered while doing research on their internal candidate experience — so they decided to take action in a major way. Enter: J&J Shine, a platform that sheds light on the hiring process for job seekers by providing status updates, educational content and real-time support. Daniela Lobo, Global Head of Employer Brand for Johnson & Johnson, discussed the platform and shared some advice for other companies hoping to improve the candidate experience:

  • Recruiting Should Be a Two-Way Street: For too long, recruiting has been viewed as transactional, when instead it should be thought of as a two-way experience, Lobo said. And through Shine, Johnson & Johnson has managed to create that experience. This is particularly helpful in nurturing silver-medal candidates who aren’t quite the right fit for the job they apply to, but whom recruiters still want to keep warm for future opportunities.
  • Data Is a Universal Language: In the face of other business priorities, it can be difficult to get executive approval to invest in recruiting and HR projects. The Talent Acquisition team at Johnson & Johnson was able to get buy-in from their executives by presenting them with extensive research on the candidate experience, as well as external perspectives and trends, in order to position themselves as the authorities on talent.
  • Recruiting Takes More Than Just Recruiters: If you really want to hire to win, you can’t just get the talent acquisition team on board — you need the support of hiring managers as well. Upon implementing Shine, the Johnson & Johnson team made a big push towards educating hiring managers on the tool they developed, why they developed it and how it could help them become more efficient.

Eliminating Bias to Hire the Best

You can’t have a truly diverse and inclusive culture unless it’s baked into the hiring process right from the beginning. Glassdoor Editorial Director Amy Elisa Jackson sat down with three leaders at Slack, Anthem and T-Mobile to find out how these forward-thinking companies are taking steps to eliminate bias and guarantee a more equitable hiring process. Here’s a preview of what they had to say:

  • “Diversity doesn’t work without inclusion. We can bring lots of disparate parts together, but if we can’t put them together and find a way for them to operate inclusively for the value to be found between the difference, it won’t matter.” —Tracy Edmonds, Chief Diversity Officer at Anthem
  • “We have three people who used to be in prison who have gone through training [at the Next Chapter, a nonprofit that trains former prisoners to work in the tech industry]… The idea came from our CEO Stewart [Butterfield]. Several years ago, he was introduced to an author named Bryan Stevenson, who wrote a book. Basically, the message is you should not be judged for the worst thing you’ve ever done in life. And I think a lot of people who get sent to prison and come out are really being judged for that one thing they’ve done, and they’re not bad people.” —Robby Kwok, VP of People at Slack
  • “Sometimes, the work in diversity can be very lonely because you don’t necessarily see huge traction, especially in representation. It sometimes feels very slow, so find people around you who you get energy from, and come together. But don’t be afraid to start small and don’t be afraid if it’s just you and a couple of other people — don’t underestimate the power that you have to influence your culture.” —Holli Martinez, Head of Diversity and Inclusion at T-Mobile

[Related: How Bias Impacts the Workplace, and How You Can Reduce It]

Making Oprah and Building the Team Behind Her

In this session, exclusive to those who attended Recruit in-person, moderator Jennifer White, Host at Chicago Public Radio + the Making Oprah podcast, welcomed two of the women behind Oprah’s media empire: Alice McGee, Former Senior Supervising Producer for The Oprah Winfrey Show and Connie Johnson, Former Executive Director Of Talent Acquisition for The Oprah Winfrey Show.

Reuniting on stage, the former Oprah Winfrey Show producers discussed how they hired for undefined positions, made sure employees were “in the right seat on the bus” and received words of wisdom from Oprah herself. Want to hear what the team had to say? Register for our webinar on October 11th to learn their secrets!

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Breakout Sessions

In the last formal sessions of the afternoon, Recruit attendees chose from two of four valuable breakout sessions:

  • Leveraging Employee Engagement to Recruit the Best Talent: Scott Dobroski, Senior Director of Corporate Communications at Glassdoor took to the stage to interview Jen Price, Director of Recruiting at Salesforce to learn all about how her company uses employee advocacy to strengthen their employer brand and hire the best talent. A key component of their strategy — the #SalesforceOhana hashtag, which Salesforce employees use on social media to share photos and stories about what it’s like to work at Salesforce.
  • Fueling Growth by Hiring for Keeps: A major theme of the day was that retention starts in the hiring process. In this session, Jamie Hichens, Senior Manager of Talent Acquisition for Glassdoor interviewed Tammy Winnie, Vice President of Global Talent for Kellogg to discuss how her company identifies candidates who will stay and thrive right from the beginning. One of the things they look for? Candidates who are fully on board with their mission of “nourishing families so they can flourish and thrive.”
  • Best Practices for Attracting the Candidates You Want: Employers can’t just attract any candidates — they have to attract the right candidates. So how can you do that? Andrew Levy, Director of Talent Attraction at WeWork shared a few tactics his company was using with James Parker, Global Talent Acquisition Manager at Glassdoor. Among WeWork’s strategies were developing personas for intern hiring, auditing the interview process and establishing clear KPIs for each stage of the recruiting funnel.
  • How to Solve 3 Common Hiring Challenges Using Glassdoor: Poor candidate quality. Keeping the talent pipeline healthy. Finding great data to inform decision-making. These are struggles that all recruiters are deeply familiar with — fortunately, Glassdoor employees and product experts Chris McNamara, VP of Customer Success and Mallory Brown, Product Marketing Manager were able to share insight and strategies on how to overcome these hurdles. From driving applicants through sponsored job listings to building the pipeline through branding, McNamara and Brown revealed how employers can make the most of Glassdoor.

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The After Party

After a long day, Recruit attendees got the chance to unwind at the post-conference celebration sponsored by Netflix. Guests gathered in a chic, all-white room to enjoy hors d’oeuvres, including a poké bar, signature cocktails (Recruit Refresher, anyone?) and plenty of sweet treats. Other highlights included a photo booth with props, a DJ spinning tunes and a Stranger Things photo backdrop complete with bicycles. Attendees from H&M, Hilton, Facebook, TextRecruit and Zillow partied through the night and mingled, talking about the best highlights of the day’s sessions.

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The Bottom Line

With world-class speakers, unparalleled insight and serious celebrations, Glassdoor Recruit is the can’t-miss talent acquisition event of the year. Register to receive video recordings from this year, and make sure to sign up when we announce next year’s event!

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