Learn how to develop a hiring and onboarding strategy that will help you recruit and retain the best-fit candidates for your organization. Salesforce shares their secrets on how they develop and measure their hiring strategy.

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Hire and Retain
at Scale:
Interviewing and
Onboarding

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#GDCHAT

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Featured Speakers
Jennifer Johnston
Head of Global Employer Branding and
Recruitment Marketing, Salesforce
@jjjohnstonsf
Molly McKinstry
Director of Enterprise Growth, Glassdoor
@mollymckinstry
Drew Gallaugher
Marketing Program Manager,
Global Employer Brand, Salesforce
@DrewGallaugher

5. © Glassdoor, Inc. 2017.
• Importance of an Effective Hiring Process
• Tips on Implementing a Best in Class Interviewing Process
• Creating an Onboarding Experience That Will Help Retain Talent
• Q&A
Agenda

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Importance of an
Effective Hiring Process

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A bad hire can cost your company
as much as 30% of a yearly salary
Source: U.S. Department of Labor
The Importance of an Effective Hiring Process

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Implementing a
Best In Class
Interviewing Process

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Tips for a Best in Class Interviewing Process
Interview Planning
and Strategy
Do’s and Don’ts of
Interviewing
Interviewing for Culture Add
Handling Glassdoor Mentions
Making Your Process Difficult
Keeping the Candidate Informed
Benefits of a Strategic
Interviewing Process
1
2
3
4
5
6
7

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Interview
Planning and Strategy

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INTERVIEW PLANNING AND STRATEGY
Organize the Process
Create an evaluation flow map for
each position
Identify interviewers upfront
Implement standardized feedback
mechanisms
Schedule post-interview debriefs

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INTERVIEW PLANNING AND STRATEGY
Communicate with Stakeholders
Communicate next steps to candidates
Follow-up with interviewers when
large feedback discrepancies occur
Stress the importance of feedback
deadlines

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INTERVIEW PLANNING AND STRATEGY
Establish Interview Values
Building Upon Your Employer
Brand
Data Driven Hiring Decisions
Hiring A Players
Make it a team effort

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Do’s and Don’ts
of Interviewing

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Use resume as a guideline
Make the candidate comfortable
Don’ts:Do’s:
Include someone new last minute
Ask illegal questions
Review resume for the first time
during an interview

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Interviewing for
Culture Add

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INTERVIEWING FOR CULTURE ADD
Areas to Address
General Cultural Fit:
work habits, ideal role,
problem solving
• Tell me about your ideal work
environment?
• Tell me about a time you helped a
coworker. What was the outcome?
• What’s the most difficult problem
you had to solve and how did you
solve it?

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INTERVIEWING FOR CULTURE ADD
Areas to Address
Company Values:
list values and craft
corresponding questions
• Tell me about a time you were
thrown into a new environment and
how you handed that
• Tell me about a time that you were
asked to complete a project with
limited resources and how you felt
about the experience

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INTERVIEWING FOR CULTURE ADD
Areas to Address
Team Culture:
identify key traits of
the team
• What type of management style
brings out your best work?
• Tell me about a time when you had
to adjust to a colleague’s working
style in order to complete a project
successfully

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Handling Glassdoor
Mentions

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62% of Glassdoor users agree their
perception of a company improves after seeing
an employer respond to a review.
The Importance of an
Effective Hiring Process
Source: Glassdoor U.S. Site Survey, January 2016

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HANDLING GLASSDOOR MENTIONS
Guidelines on Managing Glassdoor Review Questions
Be prepared
Alert the team
Acknowledge comments

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Making Your
Process Difficult

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MAKING YOUR PROCESS DIFFICULT
The Benefit
1
2
Overall, a 10% more difficult job interview process is associated
with 2.6% higher employer satisfaction later on.
The optimal or “best” interview difficulty level in every country
is 4 out of 5 — an interview experience that is difficult but not
overwhelming for candidates.
Source: Glassdoor Economic Research

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Creative
Interviewing
4 Ways to Make Your
Process More Difficult
Test or Written
Assignment
Panel
Interview
Presentation
2 3 41

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Keeping the
Candidate Informed

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KEEPING THE CANDIDATE INFORMED
Guidelines to Remember
Set expectations Notify Candidates Close the loop
2 31

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Benefits of a Strategic
Hiring Process

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BENEFITS OF A STRATEGIC HIRING PROCESS
Higher Retention
67% of employers believe retention rates would be higher
if candidates had a picture of what to expect about
working at the company before taking the job.
Source: Harris Interactive Survey for Glassdoor, 2014

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BENEFITS OF A STRATEGIC HIRING PROCESS
Quality of Hire
Informed candidates are 2x more likely to be hired
because they’re the right fit
Source: Based on app-to-hire ratios in a 2015 study of 30 million applications from a leading third-party recruitment agency

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BENEFITS OF A STRATEGIC HIRING PROCESS
Smoother Onboarding
“Creating a structured onboarding program is key.
According to a study by the Wynhurst Group, when employees
go through structured onboarding, they are 58% more likely to
remain with the organization after three years.”
Reported by Maren Hogan, Forbes

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Interviewing at Salesforce

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Together, We’re Blazing a Trail Forward
2009 • 2010 • 2011
2012 • 2013 • 2014
2015 • 2016 • 2017
September
2016
2011 • 2012 • 2013
2014 • 2015 • 2016
The world’s most
innovative companies
$8.39B FY17 revenue
25K Employees
“Innovator of the
Decade”
IDC White Paper, sponsored by Salesforce, "The
Salesforce Economy," August 2016
2015 • 2016
+50K Interviews
in 2016
+7K New Hires
in 2016

34. 57%
Salesforce overall positive
interview review rating on Glassdoor
74%
HIGHEST
Amongst our Top 10
competitors for talent
42%
LOWEST
Amongst our Top 10
competitors for talent
57%
SALESFORCE
overall positive rating
on Glassdoor
Glassdoor Data as of November 2015

35. Preparation Expectations Etiquette
What Candidates want from us

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MOBILE-FRIENDLY RESOURCE GUIDES
About Us
Interview Tips
Getting Around
FAQs
Enabling Candidates

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TRAINING & ‘KEY THINGS’ CALENDAR INFO
Enabling Hiring Teams

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HOW WE’RE IMPLEMENTING CHANGE
Set clear expectations up front
Provide them with better tools
Meaningful feedback
Measure & report on ‘ghosting’
Make it a team goal
Enabling Recruiters

39. 74%
Salesforce overall positive
interview review rating on Glassdoor
Glassdoor Data as of June 2017

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Creating an
Onboarding Process
That Retains Talent

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Milestones to Note
When paperwork is signed
Week before start date
Their first day
During the first week
CREATING AN ONBOARDING PROCESS THAT RETAINS TALENT
1
2
3
4

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MILESTONES TO NOTE
When Paperwork is Signed
Share how excited you are
Go over transportation and timing
Make sure they know who to
meet upon arrival

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MILESTONES TO NOTE
Week Prior to Start Date
Send an agenda for
onboarding meetings
Set up lunch meet and greet

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MILESTONES TO NOTE
Their First Day
Introduce to workstation, teammates
Show them around
Assign a buddy
Set check-ins at 30, 60, 90 days

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MILESTONES TO NOTE
During First Week
Schedule a 1:1
Familiarize with leadership and
other departments
Give team structure overview
Go over protocols

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Onboarding Reimagined

47. “Houston, we have a problem.”
– Jim Lovell, Apollo 13 Astronaut
76%
New Hires
Onboarded Successfully
at Day 90
3.0
New Hire
Day 1 Experience
Overall Rating
64%
New Hire
Provisioning App
filled out on time
From: John Smith >
To: Alex Thorpe >
Bill Jones resignation
April 29, 2014 at 10:45 AM
New world record. 1 day. I never
spoke to this candidate during the
hiring process so I don't really
know him. From what I can
gather from his manager, Bill had
all kinds of problems with his
laptop on his first day and got
locked out.
I think he got so frustrated he just
quit . . .

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Started with Data

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Built a New Hire Wizard Provisioning App

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“I don’t know who
is sending me… But
THANK YOU!
I feel like I have a
friend for my
onboarding process.”
– Remote employee
Built a New Hire Success Email Journey

51. © Glassdoor, Inc. 2017.
Ensure every new hire—in every role
and location—experiences a smooth, engaging
Day 1 Program that accelerates their time to
productivity and ensures they feel a part of our
“Ohana” from the get-go.
Includes: Provisioning campground, Our Ohana Values interactive
games, Top Ten Tips, and Aloha storyteller
Deliver a Consistent Day 1
Around the World Remotely

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Profile
Badge,
Swag &
Kudos
700
Aloha Ambassadors
(At locations worldwide)
Engage a Network of
Aloha Ambassadors to Scale

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Volunteering
Interactive Learning
Happy
HourCamp
Ground
Exec Keynotes
Immerse New Hires in Our
Culture with a Full Day Program

54. 94%
New Hires
Onboarded Successfully
at Day 90
(Up from 76%
Exceeds our 90% Goal)
4.6
New Hire
Day 1 Experience
Overall Rating
(Up from 3.0
Exceeds our 4.5 Goal)
96%
New Hire
Provisioning App
filled out on time
(Up from 64%
Goal of 95%)
Results: We Are Exceeding
Our New Hire Experience Goals!

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Key Takeaways

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Key Takeaways
Set expectations, close the loop and be prepared
Onboarding goes beyond the first day
Align a Glassdoor strategy
1
2
3

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Questions?

58. © Glassdoor, Inc. 2017.
Jennifer Johnston
Global Head of Employer Brand and
Recruitment Marketing, Salesforce
Drew Gallaugher
Marketing Program Manager, Global Employer
Brand, Salesforce
Molly McKinstry
Director of Enterprise Growth, Glassdoor
Thank You