Recruiting, sourcing, and hiring talent in the modern age.
Once, a company’s “About Us” or careers page were the only public channels a job seeker had to research a company. In the age of social media, the phenomenon of “organizational transparency”— where the “inside view” of a company is now only a click away for job seekers—and the rise of sites like Glassdoor are all fundamentally changing how talent acquisition professionals recruit, source and hire talent.
On top of that, factor in the increasing importance of a company’s “employer brand” and “corporate reputation,” which can lure or turn off job seekers in droves, and you have a real challenge for Human Resources and talent acquisition professionals, who previously may have relied on traditional job boards and a simplistic “post and pray” job ads placement mentality to pick off talent, ignoring whether the company image, i.e., brand, aided or hurt those efforts.
“Organizational transparency” is now a serious consideration for talent acquisition strategies. Today, a positive employer brand, engaging company culture and energized employees doubling as “brand ambassadors” help set the table for the modern recruiter, who must harness and leverage each to recruit better talent, faster and at a lower cost-per-hire.
According to our 2014 site survey of Glassdoor users:
But how do you measure, monitor and improve a brand or job advertising to attract not only the right talent but also highly qualified talent? How do you gather the metrics, KPIs and competitive intelligence to optimize your own talent acquisition strategy?
Companies are using Glassdoor job advertisements to reach and recruit top talent. And it’s working. Glassdoor customer case studies and anecdotal information from brands like Groupon (applicant quality doubled), loanDepot (91% lower cost-per-hire by eliminating two traditional job boards), Enterprise Rent-A-Car (1,137 hires in only two years) and others reveal a talent acquisition sea change, as recruiters abandon traditional job boards in favor of sites like Glassdoor, where job candidates spend a considerable amount of time researching companies they are considering working for.
A Glassdoor Free Employer Account is a great way to get started with employer branding and, in turn, make your company more attractive to job seekers. More and more employers are turning to a Glassdoor Enhanced Profile, which collects essential talent analytics at a glance, including demographics of site visitors, job click activity and company reputation, as well as how an employer stacks up against its prime competitors for talent.
By “checking the numbers,” leveraging an employer brand and embracing organizational transparency, forward-thinking talent acquisition professionals can improve and fine-tune their recruiting efforts— targeting, influencing and hiring desirable, highly qualified talent, all at a lower cost (and effort) than previously thought possible.
* Glassdoor online survey conducted in the US by Harris Poll, March 30 - April 3, 2017. Job seekers are defined as adults who are currently unemployed but looking for a job
** Glassdoor.com U.S. Site survey, August 2016
*** Glassdoor internal data Feb-June 2016, based on analysis of 10.6M applications across all online sources to clients that tracked Glassdoor usage within 60 days of applying