Thoughts on the Glassdoor Recruit Conference

By on December 16, 2019

Glassdoor Recruit happened in late October, and while my heels are still healing from my leopard print power shoes, I constantly find myself thinking about some of the session topics and how my clients can benefit from what the Glassdoor Recruit speakers shared that day. Here are a few of my key takeaways:

Culture can be measured! (Whaaaat?)

Probably my favorite session of the day focused on a tool that ranks and compares the corporate cultures of over 500 companies. You can read all about it here to find out the what and how, but being able to provide quantitative value to that piece of the employer puzzle is a win-win. For both job-seekers and employers, it provides a candid look at the company, as employees’ experiences hold true to who the employer really is.

Use a “parent req” as a sourcing tool.

It’s not an uncommon scenario. Leia applied for an Engineer role in Group X that she isn’t qualified for, but she is qualified for Group Y’s Engineer req. If different recruiters are managing those two groups, Leia might not hear back about Group X and never know about the great opportunity with Group Y. A potential solution? Open one parent req and have one person source and send qualified applicants to the appropriate groups. You can be confident that you aren’t missing out on that purple squirrel, and potential candidates will be routed to the right teams.

Talent is on mobile, but the application process isn’t quite yet ready.

It’s no surprise that people are always on their phones. That includes applying for jobs, but the percentage of completed mobile applications is well below that for ones on a desktop, One reason why? It takes 80% longer to complete an application on mobile vs. desktop. It shouldn’t be harder to apply for a job on your phone, yet it clearly is. If your job application takes Han 20 minutes to fill out his phone but a competitor’s app only takes him five minutes, guess who likely won’t get Han? Everyone’s time is valuable, so a less efficient application process doesn’t weed out unqualified people.

I wish I could list out many more takeaways, but this post would become a novel. In short, I’d happily go to Glassdoor Recruit again and would encourage others to as well.

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