How to Access and Share Powerful Analytics

Kirsten DavidsonHead of Employer Brand

Glassdoor

agenda

5 ways to win with talent analytics

where to begin

take it from us

1. Forecasting and Setting Budgets

• Anticipate hiring needs

• Break down goals by job title & department

• Analyze key metrics to determine what’s working and where to invest

• Compare sources of hires over time by job title and department

2. Developing Supporting Programs

• Employee referral program

• Mobile recruiting

• Employer branding

• Diversity initiatives

3. Get Candidate Perspective

• Put yourself in their shoes and test out every step of the experience

• What channels are they using to research you?

• Application process on desktop and mobile

• Interview process

4. Refine Employer Message

• Solicit feedback

• Monitor against competition

• Identify key strengths and weaknesses

5. Develop Reporting Timeline

• Success in meeting overall team goals

• Strength of employer brand – is it hurting or helping you attract and retain talent?

• Diversity – are you attracting a range of talent or specific talent?

• New tools and ideas

agenda


where to begin

take it from us

Borrowing from Sales | Jan 2016

Wanted to be able to cut through recruitingrequirements that varied wildly from month to month

to be able to accurately plan for the year.

Key Performance Indicators (KPIs)

• Key: focus on the most important metrics

• Performance-related: about results, not activity

• Indicators: signals and headlines; don’t tell the whole story

Recruiting KPIs: Where to Start

SOURCING

INTERVIEWING

HIRING

Set Baseline Benchmarks

• Employer Brand: Glassdoor reviews, satisfaction surveys

• Awareness: inbound traffic sources and volume

• Recruiting Effectiveness:

Hiring: time-to-hire, CPH, app-to-hire ratio (by job title)

Interview Satisfaction: Glassdoor reviews, satisfaction surveys

agenda


where to begin

take it from us

Confidential and Proprietary © Glassdoor, Inc. 2008-2015

Quarter Highlights

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Reviews Content Performance

Provide an analysis of the numbers:

• X Employee reviews -# is up X% from Q1 -X% change in CEO Approval -X% 5 Star reviews in Q1, vs X% in Q2

• X Benefit Reviews -# down X% from Q1

• X Interview Reviews -up X% from Q1 -Positive reviews went up X% in Q1 from X% to X% -Negative reviews went down X%

• X new Salary reviews up X% from Q1

Bullet out key themes and learnings of what the review content is telling you. This is to be a high-level takeaway.

Provide analysis of numbers from your Glassdoor Campaign.

Q1 Campaign Performance• Details

Quarterly Recruiting Source Comparison:

• Analysis of how recruiting sources compare in all key dimensions: -Clicks to Apply-Apply to Interview-Apply to Hire-Interview to Hire-Cost-Per-App-Cost-Per-Hire

Quarterly Performance 90 DAYS

Source Clicks Q/QApply Starts

Q/QApply

CompleteQ/Q

Start: Apply

Q/Q

GD Advertising

Employer Profile

Total

Include any useful analysis of this data


RECRUITING FUNNEL: Time period

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Job Boards Investment Total Apps% of Total

Apps Useful Apps % Useful Total HiresApp:Hire

RatioUseful

App:Hire Cost-Per-App Cost-Per-Hire

Glassdoor Job Advertising

Glassdoor Enhanced Profile

Employee Referral

Source #3

Source #4

Source #5


Overall Score Quarter Change

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Q1 2016

Q0 2016

Confidential and Proprietary © Glassdoor, Inc. 2008-2015Visa Confidential

Glassdoor At-A-Glance: Q1 2016

X% “Approve” of CEOno % change from last quarter

EMPLOYEE REVIEWS

X New ReviewsX % Response Rate

X% Acceptance rateOf those who left Interview Reviews

X offers extendedX Decline

(Industry Average: 55.5%)

INTERVIEW REVIEWS

X New Reviews

X Positive (X Accepted, X No Offer X Decline)

X Neutral(All No Offer)

X Negative

(All No Offer)

BENEFITS

X New Reviews

X Total Benefit Reviews

X Average Rating

SALARY

X new Reviews

X Total Salary Reviews

Average Stars

Confidential and Proprietary © Glassdoor, Inc. 2008-2015 20

Glassdoor 12 Month Page Views

• Provide analysis of what you see here.

• Pull out the interesting pieces.


Overall Ratings: Competitor Side-by-Side

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Your Company Competitor 1 Competitor 2


Overall Interview Reviews: Competitor Side-by-Side

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Your Company Competitor 1 Competitor 2


Key Take-Aways

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Key summary points from all the data:

What’s working? What’s not? This is where you make your recommendations

for improving, not just your Glassdoor performance and profile, but your culture and your organization.

Leveraging Analytics for Smarter Programs

• Employee referral program

• Mobile recruiting

• Employer branding

• Diversity initiatives

@glassdoor

www.glassdoor.com

[email protected]

Recruiting & HR

How to Access and Share Powerful Analytics