Jobs are ample. Job seekers are scarce.
Businesses have never done as much hiring as they do today — and finding and recruiting top talent has never been harder. It’s taking longer than ever to fill a role — and the pain is being felt on a broad scale.
~31 | In 2018, it took ~31 days to hire, 20% longer vs. just one year prior1
76% | 76% of hiring decision makers say attracting quality candidates is their #1 challenge2
To land top talent, you have to act fast.
Like it or not, you’re in a race for top talent as the best candidates aren’t on the job market for long. To act fast without compromising quality, talent professionals are looking for ways to get fewer, better applicants. Getting a massive number of resumes has become a liability because it’s expensive to weed through all those applications.
1/2 | It takes half the resumes to get a hire on Glassdoor3
30% | Glassdoor candidate retention rates are 30% higher4
The secret to hiring the best? How fast you and your candidates can assess a mutual fit.
Quality candidates pick you as much as you pick them.
Winning top talent today requires a shift in approach. The majority of candidates are getting multiple offers, and therefore they’re in a position to choose where to work. Finding the right match requires giving applicants a realistic preview of what a job is like — what’s difficult and challenging about the work as well as why it’s rewarding. This allows candidates self-select, taking the hard guesswork out for you as an employer.
Glassdoor is an important tool for employers to give candidates a preview of what a job/company is like.
Defining attributes of a quality candidate:
- Highly skilled: Deeply qualified for their line of work
- Career-minded: Seek personal and professional growth
- Motivated: Crave work that challenges and inspires
- Invested: Join teams that enable ownership and belonging
- Informed: Make decisions with research and insights
The quality candidates you need, demand more than a job description.
Gone are the days where you post a job description and watch the applications flood in. Having a perfect role to offer is not enough. If the candidate doesn’t know or doesn’t like your brand, the opportunity may as well not exist. Candidates want to hear who you are, why you do what you do and what’s in it for them if they join.
60% of job seekers are proactively looking for more information about you after reading your perfectly crafted job description6
Glassdoor is a magnet for quality, career-minded candidates.
Quality, career-minded candidates want to find a job to love, and Glassdoor is your platform to tell your story to the 60M monthly unique job seekers whose #1 reason for coming to Glassdoor is to find a job.7
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How to Use Glassdoor to Recruit Diverse Candidates >
The tools and features you can use to attract diverse, qualified candidates.
1. Source: DHI Mean Vacancy Duration Measure; https://fred.stlouisfed.org/series/DHIDFHMVDM
2. Source: Aptitude Research Partners, Informed Candidate, 2017
3. Source: Data analysis of 12M applications 7/1/16-12/31/17 from leading ATS provider Greenhouse comparing application-to-hire ratios for Glassdoor vs. other job sites.
4. Source: Glassdoor EMI Research, November 2017
5. Source: Glassdoor/Harris Poll, September 2019
6. Source: Glassdoor/Harris Poll, September 2019
7. Source: Google Analytics, Unique users represents peak monthly unique users in CQ3’19
8. Source: Glassdoor/Harris Poll, September 2019, US
9. Source: 2019 Glassdoor Site Survey Q7
10. Source: Glassdoor Internal Data, Oct 2018 - Apr 2019