Category Archives: Employment Brand

5 Tips for Creating a More Human Workplace #WorkHuman

Posted on by
Reply

Better Than Robots: Why Your Employees Deserve a More Human Workplace

This is a Free Webinar sponsored by Globoforce – Register Here – Wednesday, October 14th at 2 p.m. ET | 11 a.m. PT | 1 p.m. CT | 6 p.m. GMT

This is going to be fun! We won’t be coming to live from my Camry, but we will be Live! Just two HR guys sharing the tips and tricks on making your workplace and environment more human!

Admit it. Life would be a lot easier if our employees were robots. They’d be more predictable, and a heck of a lot more manageable. As we seek to gain more and more big data in HCM it seems like that’s exactly what we’re trying to do. Measure and manage our cultures into a robot paradise. But that way lies danger. It is the humanity in our employees that provides the creativity, the innovation and the heart that makes our businesses really succeed.

We’re in the ‘real’ people business, and our employees need a real human workplace and culture to thrive and prosper. This webinar will give you the insight to what works and what doesn’t, and help you reimagine the concept of work-life balance.

You will learn:

  • 5 tips for creating a more human workplacGloboforce
  • A case study of how one company built a better culture
  • HR “best practices” that actually hurt workplace culture

 

What else will you get? 

Kris Dunn is coming on to talk about how he and his team are building a more human workplace at his company Kinetix.  Get some great insight and tips from Kris on how you can begin building this in your own workplace as well! The Kinetix team has one of the best cultures around, and you’ll want to hear how they’ve built from the ground up.

This isn’t your normal webinar. This is real advice, brought to you by real practitioners, letting you know what works and what doesn’t!

Register Today! 

 

3 Things You Desperately Need to Understand About Your Employment Branding

Posted on by
3

Employment Branding is the new black.

It’s been the new black for a few seasons now, so I keep waiting to see what’s next.  Talent Acquisition technology (mostly CRM based tools) are really hot right now and will get hotter in the future, but EB is still king for the moment.

Why?  Mostly because the majority of HR and TA leaders suck at marketing, and their internal marketing folks have bigger fish to fry, like driving top-line sales, increasing traffic, gaining market share, etc.  So, HR and TA pros are left to deal with their employment brand on their own.  Which means, they’re mostly paying others to do this work for them.

Here’s what most HR and TA leaders are missing:

1. Employment Branding is not Advertising. It’s marketing. Marketing and Advertising are different. Employment branding is not about increasing the number of applicants you are getting. It’s about telling and sharing what it’s like to work at your organization.  If you do a great job, yes, you’ll see more applicants. But, I could never share my employment brand and increase my applicants through just sheer advertising muscle.

2. Your Employment Brand is most valuable when people consume it organically. No one likes to be forced fed. They love it when someone introduces them to something cool. Kind of like, “hey, I just discovered this, check it out.”

3. Your own employees’ Network Effect is the most powerful way to share your brand. Network effect is the effect that one user of a good or service has on the value of that product to other people. Meaning your own employees are the most powerful vehicles to share your employment brand that you have. The key is finding ways where they’ll want to freely, and readily, share your brand to their network. This also speaks to the importance of Candidate Experience, since your candidates also have a strong network effect.

At the Glassdoor Employer Branding Summit last week we were asked, “where we see employment branding in five years?”  I see employment branding becoming much more integrated into the overall company branding.  Right now, some big companies are already doing this.  You see General Electric doing a strong job of finding ways to integrate their employment brand directly into their normal brand messaging.

Current GE advertising is sharing the message we are digital company who is also an industrial company, while going after Coders.  It’s a corporate brand message, that is also an employment brand message.  This is not owned or produced by GE’s HR function. This is clearly coming out of GE’s corporate marketing department, with influence from Talent Acquisition and Operations.

Employment branding is still for the most part an issue HR and TA are having to deal with. Within five years, this will be an organizational priority for not only HR, but the entire organization, and marketing will pull it over to their side of the fence, which I believe is where it belonged from the start.

Live Streaming Today @Glassdoor’s Employer Branding Summit

Posted on by
Reply

Today from 10am EST to 6:30pm EST – Glassdoor is Live Streaming their entire Employer Branding Summit from San Francisco!

Kris Dunn and I will be hosting the Live Stream with a Special Kick Off show starting at 10am EST, Halftime show at 3pm EST and special segments at breaks throughout the day!  We will be giving out special prizes to those watching the Live Stream and interacting with us throughout the day!

You can watch Live Stream for FREE by clicking on this Link.

The agenda is packed with some of the best Employment Branding minds in the business:

Glassdoor Speakers

 

 

Check it out! It’s like the next best thing besides actually being there with us, which is pretty cool. I mean you have Kris and I doing our best ESPN SportsCenter acting jobs!

 

1 Sign That Shows Google Now Controls HR

Posted on by
9

It was just a matter of time. The company that vows to do know evil, would eventually take over the function that is the most hated in the world.  Don’t get me wrong, Google didn’t come into your organization and start giving your employees performance reviews, yet.  What Google does is much more stealth.

Remember back in April of this year (2015)? Laszlo Bock, the head of HR for Google, released his book “Work Rules!” He then went on a national book tour and was famously interviewed, everywhere, telling anyone who would listen that you don’t need a college degree to work at Google. In fact, Google has found that your college GPA and transcripts to be ‘worthless’ in terms of making a quality hire.

We all kind of chuckled.  Well, there goes Google, being Google again.

Let’s fast forward to today. Jobvite recently released their 2015 Recruiter Nation Survey.  It’s always an interesting read, with great data and metrics, but one metric stood out, to me, above all others:

“57% of Organizations now report that GPAs are unimportant.”

Do you see what just happened?

If Jobvite would have asked organizations and recruiters in January of this year, this same question, prior to Laszlo’s announcement, how do you think this number would be different?  I’m telling you the number would have been around 5% or less!

GPA are unimportant. Really?

Here’s what Google, I mean Laszlo, forgot to tell everyone about why Google can hire people who have never gone to college.  THEY HIRE FREAKING GENIUSES THAT HAVE BEEN CODING IN THEIR PARENTS BASEMENTS SINCE THEY WERE 12! These kids don’t need college. College would bore them. They know more than the professors teaching them. Google gets to hire the top 1% of people, not just college grads.

You won’t get these geniuses, who don’t need to go to college.  You get half-baked nitwits who need college, a good spanking, a few years to grow up and probably deep therapy.  You are not Google.

Yet, here we are, and you are answering Jobvite’s survey questions and acting like your Google.  Thank you Google.  Thank you for setting HR back a decade.  For not telling the full story, just swaying opinion by making bold statements.  We now get a generation of workers who think they can just jump off their Xbox and into a job paying six figures.  That’s really helpful.  You’re brilliant Laszlo.

Check out Jobvite’s 2015 Recruiter Nation Survey, it’s good stuff, even the stuff that Google brainwashed you to answer.

Top 10 Ways To Use Glassdoor For Good (not Evil)

Posted on by
Reply

Let’s face it. HR pros have a long history of being uncomfortable with sites like Glassdoor.com. After all, the only people that use Glassdoor.com and sites like it are disgruntled ex-employees that you fired, right?

Wrong. It was wrong 5 years ago, and it’s horribly wrong today. Rather than view these types of sites as a threat, smart HR and Recruiting pros are learning how to use the reputation/rating sites to manage their employment brand, connect with candidates and make better hires.

The days of the employment brand strategy with scripted photos, smiling faces (just the right amount of diversity!) and PDFs are over.

That’s why we’re going deep on reputation sites like Glassdoor in the September version of the FOT Webinar entitled, Top 10 Ways To Use Glassdoor For Good (Not Evil). Join Kris Dunn and Tim Sackett from Fistful of Talent on 9/17 at 2pm Eastern, and we’ll hit you with the following:

– How the the yelp-ification of America—the trend towards consumer-based reviews in almost every area of our economy—is changing the way employees and candidates think about job search and employer brands. It’s second nature for your employees to rate a restaurant, a book or a movie online. That means that employees of all types (not just the ones who want to complain) are more willing than ever to participate in your brand through user review.

– We’ll cover the 5 Biggest Myths about company reputation sites like Glassdoor and tell you which ones are completely BS and which ones you actually perpetuate by not fully engaging on sites like Glassdoor. We’ll hit the usual suspects here: “The only comments are from the bad employees”  and “The salary data out there isn’t factual,” and tell you why things have changed. More importantly, we’ll cover how you actually may make the myths a reality by not fully engaging on reputation sites.  Think about that last sentence: You’ve got to be in the game to influence the game.

– Last but not least, we’ll give you a 10-step playbook on how to engage on reputation sites and become more of a Marketer as an HR/Recruiting Pro.  It’s true—you wouldn’t have read this far if you didn’t want to learn more about how to use reputation sites like Glassdoor to maximize your company and your career. We’ll help you get started.

The outside world now has a huge say in how your company/employment brand is perceived, whether you engage or not. FOT thinks you should engage.  Join us for Top 10 Ways To Use Glassdoor For Good (Not Evil) on 9/17 at 2pm Eastern and we’ll show you how.

(FOT Note: Glassdoor is sponsoring this FOT webinar. We’re happy to have them as a sponsor and, true to their commitment to transparency, they’re letting us talk about the myths and a lot of other realities HR and Recruiting pros have experienced related to Glassdoor—without restriction. That type of balance makes them a great partner.  Join us and we promise you’ll get a balanced view—no sales pitch—as well as an insider’s guide to how to use sites like Glassdoor to become a better marketer as an HR/Recruiting pro.)

Fill out the form below to register today!

The Top 20 Branded HR and Talent Pros: Meet Arie Ball from Sodexo

Posted on by
2

Let’s face it – Fearful of the spotlight and conservative to a fault, HR pros generally aren’t the best examples to look towards when it comes to professional branding. Kris Dunn (Kinetix RPO, The HR Capitalist) and Tim Sackett (HRU Technical Resources, TimSackett.com) think that needs to change.  That’s why they created this series – The Top 20 Branded HR Pros(sponsored by the team at Glassdoor).

KD and Tim searched the globe for HR Pros who used the tools at their disposal (writing, speaking, social and more) to brand themselves in the HR space, but limited the results to actual practitioners in the areas of HR, Recruiting and Talent Management.  No consultants, no vendors. They found out well-branded HR pros who are actual practitioners are hard to find.  

Tim and KD are running the Top 20 they found here on the HR Capitalist and at TimSackett.com.  No rankings, just inclusion in the list and some notes on why.  There are at least 20 well-branded HR Pros in the world.  These are their stories. 

________________________________________

I’m not really sure where Employment Branding started, who the first company was, etc. What I know is one person pushed Employment Branding over the edge and made it cool!  That person was Arie Ball, the Vice President of Talent Acquisition at Sodexo.  That is one major reason Arie was selected to the list of the Top 20 Branded HR and Talent Pros in the world!

Sodexo isn’t sexy.  There is nothing about their jobs that are sexy. But, Arie and her team found a way to make Sodexo sexy as an employment brand! She showed all these other companies how to do it, when no one knew how to do it! Arie took over TA for Sodexo eleven years ago, and started doing things no one in the industry was doing from a branding perspective.

Here is Arie Ball’s player card:

Glassdoor Top 20 - ARIE BALL

 

 

Arie is a great writer and contributes frequently to Sodexo’s career blog and has over 3500 followers on LinkedIn publishing platform.  She, also, might be the most quoted Talent Pro in the world around employment branding!

On the speaking circuit at HR and TA conferences Arie is a star. She’s done just about every one you can imagine, because everyone wanted to know the Sodexo story.

Where Arie might be tops of all the Top 20 on our list is as a Brand Ambassador.  I think more people know the Sodexo name because of Arie than any other single thing the Sodexo marketing folks could have ever done! She was the first to have all of her team add the Sodexo logo to the social profile pics. Which seems small now, but it branded each of them as Sodexo brand ambassadors. Almost everyone followed her lead across all industries!

Arie also was one of the first corporate HR/Talent Pros to show us all how to use Twitter for talent acquisition.  It’s part science, part art, mixing in great content, jobs and just enough personal to make people want to connect and interact. Over 8,000 followers and over 8,000 tweets, Arie is one of the few TA executives who is real and active on Twitter.

Arie and her team have a great LinkedIn presence. While the majority of her team’s hires will never come off of a site like LinkedIn, the company is huge and their ability to leverage the LI platform as a sourcing tool for their professional is very impressive.

I do have to say Arie has yet to personally leverage Instagram for her personal or professional branding. She has over a hundred followers, but zero posts!  Which makes you wonder, who are the hundred folks who wanted to follow her with no pics! I’m sure she’ll kill it with this platform as well, just give her a little time.

Congratulations Arie on your selection to Glassdoor’s Top 20 Branded HR and Talent Pros.  You have taught us all so much on how to brand ourselves and our organizations. The industry thanks you!

——————————————————–

The Top 20 Branded HR Pros is brought to you by Glassdoor, who invites you to attend the Annual Glassdoor Employer Branding Summit on September 25th, where a stellar speaker lineup of industry experts and thought leaders exploring the intersection of employer branding and talent acquisition, the candidate experience and employee engagement. 

Tickets are sold out, but wait!  You can attend the livestream online featuring studio coverage with Kris Dunn and Tim Sackett by registering here (click to register).  Fun and games are sure to be a part of that coverage.

The Top 20 Branded HR and Talent Pros: Meet Joel Peterson from Goshow Architects

Posted on by
Reply

Let’s face it – Fearful of the spotlight and conservative to a fault, HR pros generally aren’t the best examples to look towards when it comes to professional branding. Kris Dunn (Kinetix RPO, The HR Capitalist) and Tim Sackett (HRU Technical Resources, TimSackett.com) think that needs to change.  That’s why they created this series – The Top 20 Branded HR Pros(sponsored by the team at Glassdoor).

KD and Tim searched the globe for HR Pros who used the tools at their disposal (writing, speaking, social and more) to brand themselves in the HR space, but limited the results to actual practitioners in the areas of HR, Recruiting and Talent Management.  No consultants, no vendors. They found out well-branded HR pros who are actual practitioners are hard to find.  

Tim and KD are running the Top 20 they found here on the HR Capitalist and at TimSackett.com.  No rankings, just inclusion in the list and some notes on why.  There are at least 20 well-branded HR Pros in the world.  These are their stories. 

________________________________________

 

One of the coolest things about working with Glassdoor on the Top 20 Branded HR and Talent Pros has been I get to meet and introduce you to some pretty great people.  Today is no exception to that!  Joel Peterson is our next great pro on the Top 20 Branded HR and Talent Pros!  Joel is the Director of HR for Goshow Architects the largest woman-owned architectural firm in New York City.

Joel is the Social Media Director for the New York State Council of SHRM and Master’s graduate in Acting!  What? Acting? Yeah, that makes him perfect for working in HR!  Here is Joel’s player’s card:

Glassdoor Top 20 - JOEL PETERSON

 

Joel’s player card is solid across everything!  He’s like a five-tool baseball player, he doesn’t have a weakness when it comes to branding himself as an HR professional. As a writer Joel started a very blog series on SHRM called Life as a HRDEPT1, to help others like him that were running HR as a department of one. Joel was also on the SHRM National blogging team this summer in Las Vegas.

As a speaker Joel is involved with local and state level SHRM meetings, various industry events and his own little video project called #AuthenticLife, check it out:

Joel is what we like to call Twitter famous, Tweeting over 23,000 times!  You can connect with him on Twitter at @Joelyoh. What does he tweet about? All the stuff that makes HR cool, if that’s possible! Plus, he gets involved with a ton of the twitter chats around various HR topics. Like many of our Top 20, Joel has found out how to leverage the power of LinkedIn.  He has close to a thousand followers following his posts on LI, where he cross promotes his SHRM series HRDEPT1.

Joel is one of the bigger users of Instagram in our Top 20 list with over 600 followers and almost 800 posts.  Joel utilizes Instagram to share and promote one of his passions outside of HR, the Special Olympics, where he was on the technology team supporting the World Special Olympics in LA this past summer.

Congratulations Joel on making the Glassdoor’s Top 20 Branded HR and Talent Pros in the world!  Make sure you connect with Joel, you shouldn’t have a hard time finding him!

——————————————————–

The Top 20 Branded HR Pros is brought to you by Glassdoor, who invites you to attend the Annual Glassdoor Employer Branding Summit on September 25th, where a stellar speaker lineup of industry experts and thought leaders exploring the intersection of employer branding and talent acquisition, the candidate experience and employee engagement. 

Tickets are sold out, but wait!  You can attend the livestream online featuring studio coverage with Kris Dunn and Tim Sackett by registering here (click to register).  Fun and games are sure to be a part of that coverage.

It’s Not Amazon, It’s You

Posted on by
2

So, about know the media/opinion machine news cycle has run its course on Amazon.  The initial story broke from the New York Times and Amazon was EVIL!  For two days we got to listen to comments and opinions about how awful Amazon is.  The folks at Walmart were happy for a few days as they got pushed off the ‘worst employer in retail’ category for a while!

But, as the cycle moves forward, we all know what happens next. The Amazon machine kicks in and we get to hear about all those people who LOVE Amazon, and what a great place it is to work.  By day five, the Onion starts making funny headlines and the cycle is over.  The media outlets go back to making fun of Trump!

It used to take longer for the cycle to run.  It’s so fast now, because our attention span is about 13 seconds and we are on to the next thing to get all worked up about.

What’s the reality of this situation?

There is nothing wrong with Amazon.

Amazon doesn’t lie and try to hide who they are.  In fact, in their employment branding they basically try and talk you out of working there.  They say this place is going to be really hard to work at and you will have the highest expectations you’ve ever had placed upon you. Go away! Don’t apply! You aren’t good enough!

It’s like that kid who applies to Harvard because he’s the smartest kid in his school, only to realize upon arriving there are actually smarter people than him, way smarter.  In fact, he went from being the smartest in his high school, to the dumbest at Harvard. Welcome to the show. Life is going to hurt for a while.

Amazon, from what we are hearing, is a bitch to work at.  Super, unreasonably high expectations.  Co-workers and bosses telling you your ideas suck (which they probably do, but no one ever had the guts to tell you). Oh, and you can’t go home every day at 4:30pm.  The trade off is you get to work on cool stuff, with high levels of responsibility, alongside people who will push you farther in your career than you thought was possible.

But, Tim, I want all that, and I want to only work forty hours and not get yelled at and get a trophy for showing up most days.

Yeah, maybe you need to get yourself a government job, this gig isn’t for you.

You see Amazon isn’t the problem.  You are the problem.  You thought you could handle this insane environment and you can’t. That isn’t Amazon’s fault, they didn’t trick you.  They told you that you couldn’t handle it and you decided to try it anyway.  You failed. That’s okay, many will. There are still really good employers and jobs for you at companies with a culture that will fit you better. Go find that.

There isn’t ‘one’ great way to run a company.  If you don’t like how Amazon is running their company, than stop buying their products, and don’t apply for their jobs. No one is making you.  Our reality is we would rather buy cheap crap off Amazon, than make a real change.  Again, that’s a ‘you’ problem, not an Amazon problem.

The Top 20 Branded HR and Talent Pros: Meet Stacy Williamson from ESPN

Posted on by
Reply

Let’s face it – Fearful of the spotlight and conservative to a fault, HR pros generally aren’t the best examples to look towards when it comes to professional branding. Kris Dunn (Kinetix RPO, The HR Capitalist) and Tim Sackett (HRU Technical Resources, TimSackett.com) think that needs to change.  That’s why they created this series – The Top 20 Branded HR Pros(sponsored by the team at Glassdoor).

KD and Tim searched the globe for HR Pros who used the tools at their disposal (writing, speaking, social and more) to brand themselves in the HR space, but limited the results to actual practitioners in the areas of HR, Recruiting and Talent Management.  No consultants, no vendors. They found out well-branded HR pros who are actual practitioners are hard to find.  

Tim and KD are running the Top 20 they found here on the HR Capitalist and at TimSackett.com.  No rankings, just inclusion in the list and some notes on why.  There are at least 20 well-branded HR Pros in the world.  These are their stories. 

________________________________________

I’m super excited to introduce you to Stacy Williamson!  When Kris and I originally broke down the Top 20 list I personally asked to profile Stacy because I was intrigued about her working for ESPN and how cool that must be.  What I found was Stacy standups on her own, with or without ESPN, which is a testament to how well she has branded herself, and, ultimately, that is what this recognition is all about!

Stacy is a Senior Technical Recruiter with ESPN where she has spent 15 years with the network in various roles within Talent Acquisition. A Virginia Tech Alum with an MBA, she clearly has the functional chops within the industry.  Here is Stacy’s Player Card:

Glassdoor Top 20 - Stacy Williamson

 

Stacy is Twitter Famous!  Going by the handle @RecruiterStacy, she has over 27,000 followers and over 20,000 tweets! Stacy is a twitter machine. What does she tweet about? It’s a mix of ESPN Careers, Star Wars, sports, candidate advice and overall industry content for the masses.  Her Instagram is similar in content, with a lean towards a little more family love!

Which brings me to another huge positive, and really another testament to her great decision making, Stacy married a Sparty!  One of the cool things Kris and I get to do on this project is stalk peoples social profiles to learn more about them and how they’ve branded themselves, which is where I got to discover Stacy’s and I connection to Michigan State!  The universe was looking out for me on this one for sure!

Stacy is what Jason Seiden coined as “Profersonal“.  She lives one life. She is a mom of twin boys, a top notch recruiter in the trenches and a fan of Star Wars.  She does personal branding like it’s meant to be.  Here is who I am. Take me, or leave me!  She does all of this in a way that makes her employer proud to have her, her family proud to claim her, all the while being the person she wants to be!

 

On the professional front Stacy has a great LinkedIn presence.  In fact, her LinkedIn profile could be used as a model for other HR and Talent Pros trying to do a better job at branding themselves.  Stacy has great links, within the profile, back to ESPN generated content of which she is a part of, that presents her in a way that highlights and brand and herself.  Take note HR and Talent Pros, you need some high quality video on your profile!

As a brand ambassador, Stacy exemplifies what organizations would hope all of their employees would strive for.  That is always a fine line when it comes to branding yourself and leveraging your organization’s brand together.  Again, Stacy does this as good as anyone we looked at in the Top 20. This isn’t easy when you work for a strong brand, like ESPN.  Many people in this position tend to ride the coat tails of the brand too much, and lose their own identity and Stacy has a great balance.

Stacy’s speaking and writing opportunities are mostly tied to brand related events and various panels, at this point, but I wouldn’t be surprised to see her getting some more opportunities on this front!  Like me, I think a lot of people would love to hear her stories and behind the scenes action of working at ESPN in Talent Acquisition.  Also, she has built in content on how to build your personal brand and employment brand with a huge organizational brand, which a lot of people would love to learn.

 

I had to ask Stacy who was the most famous athlete she has met do to her position at ESPN.  She’s met a ton, but she her fondest memory is meeting Robin Roberts.  Here it is in Stacy’s words:

“I’ve met many famous athletes and coaches; with each encounter serving as a reminder of how cool it to work at ESPN. However, my fondest memory is when I had the honor of meeting Robin Roberts during her time as a SportsCenter anchor. The poise and authenticity she has shown throughout her career remains an inspiration. Her courage to remain positive through her battle with breast cancer and myelodysplastic syndrome, while being a light to others in similar situations, makes her truly remarkable.” 

Well said, Stacy! Congratulations as well to you on making the Top 20 Brand HR and Talent Pros!

——————————————————–

The Top 20 Branded HR Pros is brought to you by Glassdoor, who invites you to attend the Annual Glassdoor Employer Branding Summit on September 25th, where a stellar speaker lineup of industry experts and thought leaders exploring the intersection of employer branding and talent acquisition, the candidate experience and employee engagement. 

Tickets are sold out, but wait!  You can attend the livestream online featuring studio coverage with Kris Dunn and Tim Sackett by registering here (click to register).  Fun and games are sure to be a part of that coverage.

T3 – @Glassdoor Employer Center

Posted on by
1

Okay, I get it you know who Glassdoor is.  They’re that site where employees go to complain about how crappy a company is, right!?  Well, maybe Glassdoor of about 5 years ago.  In the past five years Glassdoor has built itself into one of the best Employer Branding tools on the market!

How so?

Glassdoor did what LinkedIn did in a way, but opposite. LinkedIn tricked employers into thinking it was great to have your employees all get this one site and upload their resume profile and call it “professional networking”. Oh! You got us, LinkedIn. That’s really going to hurt when all of our employees get recruited! I give LI full credit. They did something no other HR/Talent vendor has ever been able to do. Monster, CareerBuilder and Dice all wish they could have did what LI did.

Glassdoor opened up their site and let everyone and anyone comment on your work environment, and we thought ‘how evil!’. Why would a company let our disgruntled employees tell their story? Ugh! But, low and behold, the longtail prevails and we find out that Glassdoor actually gave us a way to respond to those few who are disgruntled and show people what your true brand is all about, in a way that is transparent and fresh – aka the Tripadvisor of Employers!

LinkedIn? They became a job board.  Funny how tables get turned.

Glassdoor just launched its newly designed Employer Center, which is basically a dashboard for Employers to manage and monitor their Glassdoor presence (i.e., your Employment Brand).  Most of what is in the Employer Center is actually free and any employer can claim theirs by just signing up. Interesting that Glassdoor has over 400,000 companies indexed, but only about 10% have actually claimed their brand! 90% of Employers have no idea and/or control of their Brand on Glassdoor and it’s free!

In the Employer Center Glassdoor gives you the tools to post jobs, run your own companies content stream, look a ton of various analytics and review and manage your Glassdoor user responses, all in one place. The new Employer Center also allows you to grant additional access to others in your organization. Let Marketing upload new content and look at analytics, allow operations to respond to a user response, etc.

5 Things I Really Like About Glassdoor for Employers: 

1. There’s a ton of just free stuff Glassdoor gives you to use and monitor that you’re silly for not taking advantage of, but one paid thing that I LOVE is your ability to post your jobs on your competitors page (if they are not a paid Glassdoor client -which most aren’t). People going to look at their page, many of them candidates, will see your jobs instead!

2. Candidate Activity stats. Glassdoor’s analytics show you which competitor jobs candidates are clicking. This allows you to do some very specific sourcing, and also see some possible candidates pools you weren’t aware of.

3. User Review Management. From the employer center you can now in one place read user reviews and respond, but you can also ‘feature’ one review that will be shown at the top of all reviews on your page. Basically, you can pick which of your reviews you want to feature. This is a paid service, but one I think is worth the ROI as it’s the first impression all candidates will read.

4. Running your own content stream on your Glassdoor page (free service). Glassdoor allows you place employment branding updates on your page and set up a live stream so that anytime something new is posted, it automatically shows up on your Glassdoor employer page.

5. Analytics. Some paid, some free.  Total activity and compare to competitors, candidate demographics, Rating and Interview trends, ratings by locations, competitor analysis, etc.  I can’t even tell you how robust the analytics are!  This alone is worth the demo.

I’m a big fan of what Glassdoor is doing and how they’ve evolved over the years.  If you haven’t checked them out lately, you need to. If  you haven’t claimed your free employer page, you’re an idiot. If you think you don’t have a brand, you’re wrong, you’re just not controlling it!

T3 – Talent Tech Tuesday – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.