Learn the strategies from leading companies at hiring for keeping your talent pipeline strong.

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Analyst Tips for
Finding Quality
Candidates in
2018
Confidential - For Internal Use Only

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Tech Tips
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Meet Our Speakers
Confidential - For Internal Use Only
Robin Erickson, PhD
Vice President, Talent Acquisition,
Engagement, & Retention
Bersin™, Deloitte Consulting LLP
Carmel Galvin
Chief Human Resources
Officer
Glassdoor

5. © Glassdoor, Inc. 2017.
• Sourcing channel quality
• Sourcing maturity
• 3 tips for using Glassdoor to help strengthen your
talent pipeline
• Key takeaways
• Q&A
Agenda
Confidential - For Internal Use Only

6. Where Can You Find the Strongest Candidates?Copyright © 2017 Deloitte Development LLC. All rights reserved. 6
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Let’s hear from you
How important is Talent Acquisition in your organization?
§ Critical issue for CEO
§ Important to Human Resources / Talent Management
§ Always back burner
§ No one cares about TA

7. Where Can You Find the Strongest Candidates?Copyright © 2017 Deloitte Development LLC. All rights reserved. 7
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TA is a Top HR Priority
Source: 2017 Global Human Capital Trends: Rewriting the Rules for a Digital Age, Deloitte Development LLP and Deloitte University Press, 2017.

8. Copyright © 2017 Deloitte Development LLC. All rights reserved. 8
Sourcing Channel Quality

9. Where Can You Find the Strongest Candidates?Copyright © 2017 Deloitte Development LLC. All rights reserved. 9
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Let’s hear from you
What is your top sourcing channel for quality candidates?
§ Job boards
§ Employee referrals
§ Professional networking sites
§ Agencies / third-party recruiters
§ Internal candidates
§ Company website

10. Where Can You Find the Strongest Candidates?Copyright © 2017 Deloitte Development LLC. All rights reserved. 10
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Sourcing Channels
Source: Strategic Talent Sourcing: Improve Blend of High-Quality Channels (Part I), Bersin, Deloitte Consulting LLP / Robin Erickson, PhD, 2017.
Job Boards
Professional
Networking
Sites
Employee
Referrals
Internal
Candidates
Company
Websites
Agencies /
Third-Party
Recruiters
University
Recruiting
Job Fairs /
Recruiting
Events
Candidate
Pools
Professional
Associations
General
Social
Media
Alumni

11. Where Can You Find the Strongest Candidates?Copyright © 2017 Deloitte Development LLC. All rights reserved. 11
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Top Sources Organizations Use to Yield the Highest Quality Hires
Source: Strategic Talent Sourcing: Improve Blend of High-Quality Channels (Part I), Bersin, Deloitte Consulting LLP / Robin Erickson, PhD, 2017.
Employee referrals
Professional networking sites (e.g., Linkedin)
Internal candidates
Company websites
Job boards/search engine aggregators
51%
42%
40%
35%
29%

12. Where Can You Find the Strongest Candidates?Copyright © 2017 Deloitte Development LLC. All rights reserved. 12
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Top Source #1: Employee Referral Power
Employee referrals were the number one source of high quality candidates according to 51% of survey respondents
Current employees are likely to refer
candidates who will fit into the
organization’s culture
The new hire will know someone in
the company right from the start
The cost to find them is
typically negligible
Reasons
why
employee
referrals are
effective
Often helps find hard-to-fill
roles more quickly
Source: Strategic Talent Sourcing: Improve Blend of High-Quality Channels (Part I), Bersin, Deloitte Consulting LLP / Robin Erickson, PhD, 2017.

13. Where Can You Find the Strongest Candidates?Copyright © 2017 Deloitte Development LLC. All rights reserved. 13
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Top Source #2: Professional Networking Sites Broadcast
42% of survey respondents stated that professional networking sites yielded the highest quality hires.
Relatively low cost
High or low touch
Often required to be
competitive
Source: Strategic Talent Sourcing: Improve Blend of High-Quality Channels (Part I), Bersin, Deloitte Consulting LLP / Robin Erickson, PhD, 2017.

14. Where Can You Find the Strongest Candidates?Copyright © 2017 Deloitte Development LLC. All rights reserved. 14
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Progressive TA functions leverage internal mobility programs not just to fill
vacant positions, but also to help bolster employee engagement and
foster product innovation with an influx of fresh ideas
Cheaper to Find
Cost less to hire than
external candidates
Higher Performers
Receive better
performance reviews
More Adaptable
Require significantly
less time to adapt to a
new position
Internal candidates tend to be…
Top Source #3: Internal Candidates
Internal hires were the third channel said to yield a high-quality hire for 40 percent of surveyed TA professionals
Source: Strategic Talent Sourcing: Improve Blend of High-Quality Channels (Part I), Bersin, Deloitte Consulting LLP / Robin Erickson, PhD, 2017.

15. Copyright © 2017 Deloitte Development LLC. All rights reserved. 15
Sourcing Maturity

16. Where Can You Find the Strongest Candidates?Copyright © 2017 Deloitte Development LLC. All rights reserved. 16
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Talent Sourcing Maturity
Source: Strategic Talent Sourcing: Assess and Build Maturity (Part II), Bersin, Deloitte Consulting LLP / Robin Erickson, PhD, 2017.

17. Where Can You Find the Strongest Candidates?Copyright © 2017 Deloitte Development LLC. All rights reserved. 17
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Mature TA Functions Use Different Sourcing Channels than Less Mature TA Functions
Source: Strategic Talent Sourcing: Assess and Build Maturity (Part II), Bersin, Deloitte Consulting LLP / Robin Erickson, PhD, 2017.

18. Where Can You Find the Strongest Candidates?Copyright © 2017 Deloitte Development LLC. All rights reserved. 18
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Mature TA Functions Spend Differently than Less Mature TA Functions
Source: Strategic Talent Sourcing: Assess and Build Maturity (Part II), Bersin, Deloitte Consulting LLP / Robin Erickson, PhD, 2017.

19. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
3 Tips for Using Glassdoor to Help
Strengthen Your Talent Pipeline

20. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
TIP #1:
Understand the Informed
Candidate Journey

21. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
Key Attributes of Informed Candidates
Prepared for interviews & ask pertinent questions
Demonstrate right experience
Knowledgeable about the role
Knowledgeable of the organization’s culture & values
Prepared so that they have the right expectations about
compensation & benefits
Source: Aptitude Research Partners, Informed Candidate, 2017
1
2
3
4
5
Tip #1: Understand the The Informed
Candidate Journey

22. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
Tip #1: Understand the The Informed
Candidate Journey
On average, candidates
use 12-18 touchpoints
before making a
decision to apply.
(Source: Inavero, 2015)

23. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
TIP #2:
Deliver the Content
Informed Candidates Need

24. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
Tip #2: Deliver the Content Informed
Candidates Need
Top influences on whether a candidate joins:
Salary & compensation
Company culture
Company reputation / employer brand
Interviews with managers
Company mission & values
Source: Aptitude Research Partners, Informed Candidate, 2017
1
2
3
4
5

25. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
TIP #3:
Use Glassdoor Data to Improve

26. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
Tip #3: Use Glassdoor Data to Improve
• Track candidate behavior
• Profile monthly page views
• Job clicks
• Followers
• Company Update views & clicks
• Candidate demographics
• Top companies candidates viewed
before or after your company

27. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
Tip #3: Use Glassdoor Data to Improve
• Track Ratings Trends
• Company rating trends
• CEO approval rating
• Competitor comparisons

28. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
• Benchmark your interview process against competitors & eliminate
unnecessary steps
• Look at your Glassdoor Interview Trends, including:
Interview Cycle Time
Offer Outcomes
% Positive Experience
% Offer Rate
% Acceptance Rate
Tip #3: Use Glassdoor Data to Improve

29. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
• Understand what information your candidates value to help get
informed
• Deliver that information to them where you can
• Study what’s working and what’s not & refine your approach and
information
Key Takeaways

30. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
Questions? Robin Erickson, PhD
Vice President, Talent Acquisition,
Engagement, & Retention
Bersin™, Deloitte Consulting LLP
Carmel Galvin
Chief Human Resources
Officer
Glassdoor

31. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
Thank You!