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How to Assess and Share Powerful Analytics
Glassdoor is a registered trademark of Glassdoor Inc.
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1. Forecasting & Setting Budgets
• Anticipate hiring needs• Get granular• Determine what’s working and
where to invest• Compare sources of hires over
time by job title and department
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2. Developing Support Programs
• Employee referral program• Mobile recruiting• Employer branding• Diversity initiatives
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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
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• Solicit feedback from candidates
• Monitor against the competition
• Identify key strengths and weaknesses
4. Refine Employer Message
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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
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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.
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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
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Set Baseline Benchmarks• Employer Brand: Glassdoor reviews, satisfaction
surveys• Awareness: inbound traffic sources and volume• Recruiting Effectiveness:
Hiring: time-to-hire, cost-per-hire, app-to-hire ratio (by job title)Interview Satisfaction: Glassdoor reviews, satisfaction surveys
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Quarter HighlightsReviews Content Performance
Provide an analysis of the numbers:
• X Employee reviews -# is up 23% from Q1 -7% change in CEO Approval -90% 5 Star reviews in Q1, vs 87% in Q2
• X Benefit Reviews -# down X% from Q1
• X Interview Reviews -up X% from Q1 -Positive reviews went up X% in Q1 from 75% to 85% -Negative reviews went down 45%
• X new Salary reviews up 122% 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
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
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Recruiting Funnel: Time Period
Job Boards Investment Total Apps% of Total
Apps Useful Apps % Useful Total HiresApp:Hire
RatioUserful
App:Hire Cost-Per-App Cost-Per-Hire
Glassdoor JobAdvertising
Glassdoor Enhanced Profile
Source #3
Source #4
Source #5
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Glassdoor At-a-Glance: Q1 2016
X% “Approve” of CEOno % change from last quarter
EMPLOYEE REVIEWS
X New ReviewsX % Response Rate4.0 Average Stars
X% Acceptance rateOf those who left Interview Reviews
X offers extendedX Decline
(Industry Average: 55.5%)
INTERVIEW REVIEWS
X New ReviewsX Positive
(X Accepted, X No Offer X Decline)X Neutral
(All No Offer)X Negative
(All No Offer)
BENEFITS
X New ReviewsX Total Benefit
ReviewsX Average Rating
SALARYX New ReviewsX Total Salary
Reviews
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Key Summary Points From All of the Data
What’s working? What’s not? This is where you make your recommendations for
improving, not just your Glassdoor performance andprofile, but your culture and your organization.
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Quarterly Performance90 DAYS
Source Clicks Q/Q Apply Starts Q/Q
Apply Complet
eQ/Q Start:
Apply Q/Q
GD Advertising
Employer Profile
Total
Include any useful analysis of this data.
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Glassdoor 12 Month Page Views
• Provide analysis of what you see here.
• Pull out the interesting pieces.
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Overall Ratings: Competitor Side-by-SideYour Company Competitor 1 Competitor 2Glassdoor Avg.
• Provide analysis of what you see here.
• Pull out the interesting pieces.