5 ways to win with talent analytics.

1. Kirsten Davidson
Head of Employer Brand
Glassdoor

2. agenda
5 ways to win with talent analytics
where to begin
take it from us

3. 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

4. 2. Developing Supporting Programs
• Employee referral program
• Mobile recruiting
• Employer branding
• Diversity initiatives

5. 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

6. 4. Refine Employer Message
• Solicit feedback
• Monitor against competition
• Identify key strengths and weaknesses

7. 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

8. agenda
5 ways to win with talent analytics
where to begin
take it from us

9. Borrowing from Sales | Jan 2016
Wanted to be able to cut through recruiting
requirements that varied wildly from month to month
to be able to accurately plan for the year.

10. 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

11. Recruiting KPIs: Where to Start
SOURCING
INTERVIEWING
HIRING

12. 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

13. agenda
5 ways to win with talent analytics
where to begin
take it from us

15. Confidential and Proprietary © Glassdoor, Inc. 2008-2015
Quarter Highlights
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

16. Quarterly Performance
90 DAYS
Source Clicks Q/Q
Apply
Starts
Q/Q
Apply
Complete
Q/Q
Start:
Apply
Q/Q
GD Advertising
Employer Profile
Total
Include any useful analysis of this data

17. Confidential and Proprietary © Glassdoor, Inc. 2008-2015
RECRUITING FUNNEL: Time period
Job Boards Investment Total Apps
% of Total
Apps Useful Apps % Useful Total Hires
App:Hire
Ratio
Useful
App:Hire Cost-Per-App Cost-Per-Hire
Glassdoor Job
Advertising
Glassdoor
Enhanced Profile
Employee Referral
Source #3
Source #4
Source #5

18. Confidential and Proprietary © Glassdoor, Inc. 2008-2015
Overall Score Quarter Change
Q1 2016
Q0 2016

19. Confidential and Proprietary © Glassdoor, Inc. 2008-2015
Visa Confidential
Glassdoor At-A-Glance: Q1 2016
X% “Approve” of CEO
no % change from last quarter
EMPLOYEE REVIEWS
X New Reviews
X % Response Rate
X% Acceptance rate
Of those who left Interview Reviews
X offers extended
X 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

20. 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.

21. Confidential and Proprietary © Glassdoor, Inc. 2008-2015
Overall Ratings: Competitor Side-by-Side
• Provide analysis of
what you see here.
• Pull out the
interesting pieces.
Your Company Competitor 1 Competitor 2

22. Confidential and Proprietary © Glassdoor, Inc. 2008-2015
Overall Interview Reviews: Competitor Side-by-Side
• Provide analysis of
what you see here.
• Pull out the
interesting pieces.
Your Company Competitor 1 Competitor 2

23. Confidential and Proprietary © Glassdoor, Inc. 2008-2015
Key Take-Aways
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.

25. Leveraging Analytics for Smarter Programs
• Employee referral program
• Mobile recruiting
• Employer branding
• Diversity initiatives

27. @glassdoor
www.glassdoor.com
kirsten.davidson@glassdoor.com