MILL VALLEY, Calif., March 2, 2017 /PRNewswire/ -- Trying to hire great employees is one of the most challenging jobs for any employer. Glassdoor, the world's most transparent job and recruiting marketplace, shares insights from a recent conversation with Kyle Lagunas, research manager for IDC's Emerging Trends in Talent Acquisition and Staffing research practice, on what some of the biggest mistakes are when it comes to finding employees, which includes: relying too much on traditional job boards, not investing where the talent is, and misusing social media for hiring.
Mistake No. 1: Relying Too Much on Traditional Job Boards
According to Lagunas who participated in the webinar, 59 percent of organizations are posting new jobs to five or more job boards, yet the effectiveness of traditional job boards is decreasing.
"The post and pray model is still very much alive. This is legacy behavior and the level of change to pivot from it is not insubstantial," said Lagunas. "Talent acquisition performance metrics are still very much volume measured. It's always what's been done, but is inefficient. Recruiters are drowning in applicants and it's not a sustainable model anymore. Today's candidates want more than just the job postings. They have more questions than ever because we are in the information age."
In fact, two different research studies show that Glassdoor is one of the most effective job advertising channels. One of the studies, conducted by leading global market research firm IDC, finds that Glassdoor has surpassed other job sites such as CareerBuilder, Monster and Indeed in terms of their effectiveness to recruit. The other study, conducted by a leading third party recruitment agency, supports these findings as well. The agency study looked at about 560,000 completed applications from a single client and found that Glassdoor delivers twice the applicant quality at a fraction of the cost when compared to other job sites1.
Mistake No. 2: Not Investing Where the Talent is Today
Unlike traditional job boards, Glassdoor features the latest job listings paired with millions of workplace reviews and ratings from current and former employees. The above research shows that Glassdoor is now one of the most effective channels for job advertisement, because candidates want the bigger picture. The webinar encouraged employers to invest more in job sites where people are increasingly searching for jobs and researching companies.
"It's no secret that today's job candidates want more information about jobs and companies, and this is why Glassdoor exists in the first place," said Carmel Galvin, chief human resource officer at Glassdoor. "By pairing the latest job listings with rich insights about what companies are really like, we are simply putting all the right materials in the hands of job seekers which in turn helps employers save time and money as candidates are self-sorting into the best fitting roles."
When the above third party recruitment agency reviewed completed candidate applications, it not only found that it takes employers roughly half as many resumes to find a hire when they use Glassdoor versus other job sites. The third party research also reveals that Glassdoor delivers at least a 40 percent lower cost-per-hire than other job sites1.
Mistake No. 3: Misusing Social Media to Hire
During the webinar, employers also learned that social media is better leveraged as a channel to influence candidates versus a channel to directly hire.
The webinar explained that social media has been a huge catalyst for change in the world of talent attraction, unfortunately, we're still misusing the platform. Both webinar speakers pointed to social as an excellent way to connect with candidates and showcase an employer brand, but not to source hires.
"Your employer brand should have nuance," explained Lisa Holden, employer communication manager at Glassdoor and webinar speaker. "Leverage and bring together your social channels to tell the range of stories that make up your employer brand, giving candidates the full picture of your culture and workplace. "
Today, Glassdoor partners with more than 5,200 employer clients to help them recruit top talent by offering job advertising, job posting and employer branding solutions2. Approximately 40 percent of the Fortune 500 are Glassdoor clients2. Glassdoor welcomes 34 million unique users each month3. The top three reasons people first come to Glassdoor are to browse job listings, research a company they want to work for, and research how salary/compensation information compares to others4.
1 As measured by application-to-hire ratio compared to other job sites based on a study of 2015 hiring data for 30 million applications
2 Glassdoor Internal Data, December 2016
3 Google Analytics, CQ3'16 average
4 Glassdoor.com U.S. Site Survey, August 2016
Glassdoor is the world's most transparent job and recruiting marketplace that is changing how people search for jobs and how companies recruit top talent. Glassdoor combines job listings with anonymous reviews, ratings and salary data to help people find a job and company they love. This level of transparency, in turn, helps employers attract the right candidates for their company and culture at a fraction of the cost of other channels. Glassdoor offers employers job advertising, job posting and employer branding solutions in addition to robust talent analytics. Launched in 2008, Glassdoor has job listings and data for more than 640,000 employers in 190 countries and is available on iOS and Android platforms. For labor market trends and analysis, visit Glassdoor Economic Research. For career advice and job related news and tips, visit the Glassdoor Blog.
Glassdoor® is a registered trademark of Glassdoor, Inc.
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SOURCE Glassdoor Inc.