Glassdoor Recruit Recap

By on October 6, 2017

Glassdoor Recruit was Glassdoor’s first event completely dedicated to attracting the informed candidate. The event took place on Sept. 19 in Chicago and was also viewable to those unable to attend via a live stream that reached over 7,000 participants. I was part of the lucky 400 who attended the Chicago event and it did not disappoint.

First, some key insights about Glassdoor:

  • It’s the fastest growing job site in the U.S.
  • The #1 reason why people come to Glassdoor is to search for jobs
  • Glassdoor has 45 million unique visitors to the site each month
  • Results have shown that it takes half the resumes to get a hire using Glassdoor. Data also shows a 40% lower cost per hire and 30% faster time to hire with Glassdoor

Glassdoor’s CEO kicked off the event with statistics about how attracting quality candidates is the #1 challenge hiring managers and recruiters face — and that (of course) attracting passive candidates is still difficult. Next, he introduced an excellent panel that taught us Hubspot is taking applications via Snap, and how Bain & Company said because they have no patents or products, they consider everyone in the company a recruiter and that feedback is a part of their culture. A favorite quote from Katie Burke at Hubspot was “more people worry about rhetoric than reality.” Her suggestion? Sign your entire team up to read (and respond) to reviews.

Next, was my favorite speaker of the day: Oscar Munoz, CEO of United Airlines. He and Robert Hohman were on stage in a fireside chat-style session and Oscar’s compassion came out loud and clear. The session began with a moving video about Hurricane Harvey and Munoz visiting homes of Houston-based employees. United sent multiple relief flights to Houston and raised more than $2.9 million for disaster relief for victims of Harvey and Irma.

One of the first things he did as CEO was to settle the union contract disputes and made his “north star” regaining the trust of  United employees. He spent his first 37 days listening and learning, with only two of those days in the office. Furthermore, he owned up to the debacle that occurred with the dragging of a United passenger in April and openly admitted that his first response was not the right one. Although United settled and took full responsibility for the event, there was only one United employee involved. Human interaction and human trust became the foundation of United.

When asked to tell three things about United and why it should be considered in a candidate’s job search, he responded:

    • It’s an exciting industry that involves community, global politics and business
    • It’s intellectually challenging
    • You get to travel the world

Living in Chicago, I’ve always been a United fan and I am even more of one now after listening to Oscar’s insights and plans for the organization.

A diversity panel followed Glassdoor’s chief economist, Dr. Andrew Chamberlain, who provided highlights from the millions of pieces of content that Glassdoor collects, including:

    • Negative reviews lead to higher offers. Candidates wanted 20% more in pay from companies with negative reviews. Bottom line: pay attention to what people are saying about you and your brand
    • An interview difficulty rating between three to four is actually better for employees because the interview is more like the real job
    • What matters to satisfied employees isn’t money, but rather these three things:
      • Culture and values
      • Senior leadership/vision
      • Career opportunities

The diversity panel, Rewiring Hiring for a More Diverse and Engaged Workforce, was lead by Glassdoor’s Amy Elisa Jackson. She was joined by representatives from Hyatt (Tyronne Stoudemire), Washington Post (Brenna Child) and GoDaddy (Katee Van Horn). Here’s a few highlights:

    • In order to fine-tune your diversity approach, you must first have the right culture in place  — one where employees feel included. Some tactical advice about inclusion was to push a values fit, not necessarily a cultural fit. Hyatt said, “lead with your head, heart and gut in the interview process and look at your internships from the bottom up.”
    • GoDaddy had to pivot so the outside world (and commercials) could mirror their internal culture. Since 50% of their product owners are female, they decided to abandon the bikini-clad women in the commercials (do past Super Bowl ads ring a bell?)
    • Develop affinity groups, and lead with analytics and research to move away from stereotypes. Did you know that 80% of all Hyatt reservations are made by women?
    • The Washington Post created an authentic and unique approach to target female engineers via outreach programs; DC Web Women (, Girls Who Code and it humanized its hiring approach via social media. The result: they hired 33% more female engineers because of their outreach/connections
    • HubSpot changed the mindset from unconscious bias to “mindful inclusion”

The afternoon kicked off with Josh Bersin (principal and founder, Bersin by Deloitte) with highlights about how technology can lead to feeling overwhelmed but that A/I is coming fast. He highlighted that employee development is the number one job benefit that he sees through all his research. He recommended two books about inspirational leadership, Conscious Capitalism (John Mackey and Rajendra Sisodia) and Firms of Endearment (Jagdish Sheth and Rajendra Sisodia).

Glassdoor offered various Labs to close the day. I attended Creating a Phenomenal Candidate Experience led by Rod Adams, PwC and Creating Killer Job Descriptions with insights offered by Michelle Wagner, Evernote. Key takeaways from both sessions are below:

  • Make sure the candidate experience aligns with company values and purpose
  • PwC uses technology for efficiency purposes: Google hangout for video interviews and a scheduling tool that saved over 73K hours and reduced the time to schedule from six days to one
  • Campus recruiting used virtual reality to stand out, along with Facebook Live
  • All interviewers are trained to also be brand ambassadors
  • Optimal word count in a job description is 600-700 words with 13-word sentences; use bullets to make a good impression
  • Strike a balance in the job description between “you” and “we” and make sure that your EEO statements are not only included in every job description, but also embedded into your career website job descriptions
  • Try out Textio (free trial), an augmented writing platform for creating highly effective job descriptions. Evernote uses this platform with much success

All in all, another great day in Chicago, filled with learning, networking and awesome insights to bring back to the team.


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