5 steps to selecting the right job board
TRANSCRIPT
Confidential and Proprietary © Glassdoor, Inc. 2008-2015#Glassdoor
5 Steps to Selecting
the Right Job Board
Confidential and Proprietary © Glassdoor, Inc. 2008-2015#Glassdoor
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Featured Speakers
Susan UnderwoodManager of Talent Acquisition
at Glassdoor [email protected]
@susanmunderwood
Julie BrownTalent Acquisition and Analytics Manager
at Glassdoor [email protected]
@juliesaucy
Confidential and Proprietary © Glassdoor, Inc. 2008-2015#Glassdoor
• Where to Start• Traditional vs. Modern Job Posting Sites• 5 Steps to Selecting the Right Job Posting Site
1. Define Needs
2. Create a Scorecard
3. Compare Pricing
4. Gather Evidence
5. Select and Measure
• Questions
Agenda
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52 DAYS TO FILL A VACANT POSITIONin the U.S. at an average
$4,000 COST-PER-HIRE
Source: Bersin by Deloitte, April 2013
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of recruiters say they are “dissatisfied” with the job bards they are using to recruit talent to their organizations
Source: Glassdoor Job Boards Satisfaction Survey, June 2014
68%
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Where to Start?
Define your recruitment challenges or problems—common ones include:
• Lack of employer brand awareness• Too many unqualified applicants• Poor candidate pipeline
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TRADITIONALvs.
MODERN JOB POSTING SITES
Modern job posting sites allow employees to interact with and research employers before applying for open jobs.
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Step 1: DEFINE NEEDS
Determine your critical needs vs. your nice-to-haves
CRITICAL NEEDS:
• Integration with your ATS
• Quality applicants
• Employer brand management tools
• Candidate demographics
• Talent analytics and comp intel
• Mobile apply option
• Competitor benchmarking
• Audience mirrors ideal candidates
NICE-TO-HAVES
• Ability to post company updates
• Ability to gain social followers
• Link to social channels
• Global audience
• List benefits and on-the-job training
• Competitor targeting
• Targeted job advertising (vs. keyword search)
• Dedicated customer support team
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Step 2: CREATE A SCORECARD
Determine what equals success prior to partnership and score vendors on that criteria to
make the best decisionCRITICAL NEEDS SCORE
Integration with your ATS 5
Quality applicants 5
Employer brand management tools 5
Candidate demographics 5
Talent analytics and comp intel 5
Mobile apply option 5
Competitor benchmarking 5
Audience mirrors ideal candidates 5
TOTAL 40
NICE-TO-HAVES SCORE
Post company updates 5
Ability to gain social followers 5
Drive traffic to social channels 5
Global audience 5
List benefits and job training 5
Competitor targeting 5Targeted job advertising (vs. keyword
search) 5
Dedicated customer support team 5
TOTAL 40
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Step 2: CREATE A SCORECARD
Other services to consider above the call-of-duty
ABOVE THE CALL-OF-DUTY SERVICES SCORE
Asked questions to understand my business 5
Provided tools, events and resources to keep me informed about the industry 5
Submitted presentation and scope of work prior to deadline 5
Offered suggestions to make our recruiting process more efficient 5
TOTAL 20
OVERALL VENDOR SCORE Perfect Score 100!
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Step 3: COMPARE PRICING
Create a matrix to compare vendor pricing
VENDOR NAMETOTAL
PRICE ($)FREEMIUMTOOL (3)
JOBS(#)
DISPLAY(Impressions #)
BRANDINGTOOL (3)
ANALYTICS(3)
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Step 3: COMPARE PRICING
Questions to ask yourself
Can this vendor offer a solution to improve my recruitment strategy?
Is this job posting site relevant to candidates researching my business?
What employer brand attributes can I highlight on this job posting
site that I can’t on others?
Will my traffic and impressions be higher on this platform than others?
Do they market a mobile app to help job seekers find my job listings?
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Step 4: GATHER EVIDENCE
Competitor Intelligence
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Step 5: SELECT AND MEASURE
Grade all returned proposals.
Select the one that best enables you to successfully meet the challenges identified in your critical needs analysis.
Negotiate and seal the deal.
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Important!
Step 5: SELECT AND MEASURE
Before you go live, ensure you have measurablecampaigns and tracking in place to monitor your
results and determine if your new partner is meetingand satisfying your expected ROI.
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5 STEPS TO SELECTING THE RIGHT JOB POSTING SITE
1 Define Needs Lay out which are absolutely critical vs. nice-to-haves.
2 Create a Scorecard Rank each need on a 1-5 scale.
3 Research Products Sign up for demos. Browse case studies. Ask questions.
4 Gather EvidenceVisit competitor pages on Glassdoor to see where candidates apply from.
5 Select and MeasureSend formal RFPs to vendors. Ensure you have ROI tracking in place prior to launch.
Confidential and Proprietary © Glassdoor, Inc. 2008-2015#Glassdoor
Questions?
Susan UnderwoodManager of Talent Acquisition
at Glassdoor [email protected]
@susanmunderwood
Julie BrownTalent Acquisition and Analytics Manager
at Glassdoor [email protected]
@juliesausy