Glassdoor Recruiting Budget Revealed: How We Built Our 2014 Budget
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How much would you pay to see Glassdoor’s 2014 internal recruiting plan? Try nothing. In the spirit of organizational transparency, join Steve Roop, SVP & General Manager at Glassdoor, as he steps through Glassdoor’s 2014 recruiting priorities and budget modeling—from big picture strategy to line-item cost detail.
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Glassdoor Recruiting Budget Revealed: How We Built Our 2014 Budget
- 1. #Glassdoor Glassdoor’s Recruiting Budget Revealed: How We Built Our 2014 Budget
- 2. #Glassdoor Webinar Tips for Attendees • You can connect to audio using your computer’s microphone and speakers. • Or, you may select “Use Telephone” after joining the Webinar. • All lines will be muted to avoid background noise. • You can ask questions at any time by typing them into the Questions Pane.
- 4. #Glassdoor Agenda What to Consider when Developing a Budget What were Glassdoor’s Hiring Challenges Our 2014 Recruiting Goals & Strategies How to Use Our Template
- 5. #Glassdoor What to Consider When Developing a Budget How your spend level correlates to the goals you are expected to achieve How you allocate your spend between people, systems and programs How you organize and track the budget categories How to identify and budget for new tools
- 6. #Glassdoor
- 7. #Glassdoor I didn’t find anything useful. So, I decided to share our budget with you!
- 8. #Glassdoor As a planning tool for 2015 How This Budget Template May Help You Develop a compelling case with your boss for sufficient budget to hit 2015 objectives Analyze your budget allocation Model a target cost-per-hire goal
- 9. #Glassdoor Summary Budget and Success Metrics TOTAL 2014 Recruiting Budget = People + Programs $1,711,165 Expected # of Hires in 2014 225 Average Cost-Per-Hire (CPH) $7,605 Average # of Hires Per Recruiter Per Month 4.7
- 10. #Glassdoor POLL #1 When do you plan your Recruiting Budget?
- 11. #Glassdoor
- 12. #Glassdoor What Goal Did the Budget Need to Support? 200+ Hires
- 13. #Glassdoor Key Recruiting & Branding Challenges
- 14. #Glassdoor Key Recruiting & Branding Challenges Hire roughly 50 software engineers, product managers, data scientists and UI designers Hire a CFO, Chief People Officer, CMO and several sales leaders Scale our Glassdoor for Employers business and hire over 120 sales, marketing and service pros
- 15. #Glassdoor Hires Per Month and Department Year-to-date - 5 10 15 20 25 30 35 40 January February March April May June July August September October 01.14 02.14 03.14 04.14 05.14 06.14 07.14 08.14 09.14 10.14 Total Sales 11 2 6 13 - 10 2 8 18 2 72 Marketing, PR & BD 5 2 3 5 4 2 6 1 4 5 37 Client Success 2 - 4 1 - - - 2 1 2 12 Product Management & Design 1 - 1 - 1 1 - 2 2 1 9 Engineering & Data Science 1 3 7 2 4 7 7 1 4 5 41 Content Operations 1 1 - 2 4 - 1 2 1 1 13 Finance, Legal, HR & Recruiting 2 1 - 2 2 3 3 1 5 2 21 TOTAL HIRES 23 9 21 25 15 23 19 17 35 18 205
- 16. #Glassdoor POLL #2 What surprises typically occur after the budget is set?
- 17. #Glassdoor Key Recruiting & Branding Challenges
- 18. #Glassdoor Key Recruiting & Branding Challenges Significant strategy changes from prior year – lessen reliance on 3rd party recruiters. Increase SLA to Hiring managers. Decided to bring on full-time recruiters for key job categories: Engineering, Sales and G&A Needed Employer Branding experts and Sourcers
- 19. #Glassdoor Recruiting Team: Before and After Jan 2014 Team of 1 • 1 All-Purpose Recruiter • Modest Use of 3rd Party Recruiters: Sales Engineering Executive Nov 2014 Team of 9 • 1 Director of Employer Branding • 4 Recruiters: 2 Sales 1 Tech 1 Finance/HR/Marketing • 2 Sourcing Specialists • 1 Recruiting Operations Mgr. • 1 Recruiting Coordinator
- 20. #Glassdoor Recruiting Budget: Fully Burdened People Budget 2014 Recruiting Team Costs People Budget Q1 Q2 Q3 Q4 FY Full-Time Recruiting Team Salary + Bonus $45,577 $89,832 $146,863 $180,613 $685,935 Add 30% to “Fully Burden” for Benefits, Taxes, T&E, etc. $59,250 $116,782 $190,921 $234,796 $891,715 Contract / Temporary Recruiter Costs - $39,100 $71,00 $45,00 $155,200 TOTAL Recruiting People Budget $1,046,915
- 21. #Glassdoor Key Recruiting & Branding Challenges
- 22. #Glassdoor Key Recruiting & Branding Challenges Turn on as many different hiring sources as possible Find a steady source of candidate pipeline Showcase our employer brand & tailor message to specific audiences
- 23. #Glassdoor Recruiting Budget: Recruiting Programs & Systems 2014 Recruiting Programs Budget Programs Budget Q1 Q2 Q3 Q4 FY Job Advertising $42,575 $47,575 $45,450 $45,450 $181,050 Employee Referral Bonus Program $25,000 $25,000 $25,000 $25,000 $100,000 Recruiting Agency Costs $35,000 $20,000 $16,000 $16,000 $87,000 Employer Branding $19,300 $17,300 $24,300 $22,300 $83,200 Recruiting Events $7,000 $5,000 $7,000 $5,000 $24,000 Recruiting Systems / Technology $17,750 $17,750 $26,750 $26,750 $89,000 Other Costs / Candidate T&E $25,000 $25,000 $25,000 $25,000 $100,000 TOTAL Recruiting Program Budget $664,250
- 24. #Glassdoor Recruiting Budget: Recruiting Programs & Systems 27% Job Advertising 15% Employee Referral Bonus Program 13% Recruiting Agency Costs 15% Other Costs / Candidate Travel & Expense 13% Recruiting Systems / Technology 4% Recruiting Events 13% Employer Branding
- 25. #Glassdoor Source of Hire: 2014 Year-to-Date 5% Recruiter Sourced 4% Recruiting Event 4% Agency 32% Employee Referral 6% Hiring Manager 5% Contractor Conversion / Transfer 29% Glassdoor Profile and JobAds 6% Indeed 1% Craigslist 7% LinkedIn 1% University/Campus
- 26. #Glassdoor POLL #3 What component is the biggest line item in your recruiting budget?
- 27. #Glassdoor If you miss hiring dates it impacts top line revenue
- 28. #Glassdoor Average Time-to-Fill Days Sales 40.1 Marketing, PR & Business Development 52.0 Client Success 38.5 Product Management & Design 48.6 Engineering & Data Science 58.5 Content Operations 43.8 Finance, Legal, HR & Recruiting 48.5
- 29. #Glassdoor Key Recruiting & Branding Challenges
- 30. #Glassdoor Key Recruiting & Branding Challenges Needed to invest in our recruiting systems Needed candidates coming from mobile to have a seamless experience Didn’t want to lose the 50% of our candidates because they couldn’t apply online
- 31. #Glassdoor Recruiting Systems: Before and After Jan 2014 • Career Site • Glassdoor Enhanced Profile • Jobvite ATS • Google Analytics Nov 2014 • Career Site – Mobile Optimized • Glassdoor Enhanced Profile • Jobvite ATS • Google Analytics • Jobvite Engage / CRM • Entelo – Sourcing • Connectifier – Sourcing • Social Media Monitoring
- 32. #Glassdoor POLL #4 Which part of your Recruiting strategy is under-funded or under-resourced?
- 33. #Glassdoor Key Recruiting & Branding Challenges
- 34. #Glassdoor Key Recruiting & Branding Challenges Increase our talent pool Let SF/North Bay residents to know Glassdoor is hiring
- 35. #Glassdoor We Added Relocation Jobs
- 36. #Glassdoor Free coffee cart & new signage
- 37. #Glassdoor Summary Budget and Success Metrics TOTAL 2014 Recruiting Budget = People + Programs $1,711,165 Expected # of Hires in 2014 225 Average Cost-Per-Hire (CPH) $7,605 Average # of Hires Per Recruiter Per Month 4.7
- 38. #Glassdoor Download Our Recruiting Excel Template http://employers.glassdoor.com/ebooks/ > 2015 Recruiting Budget Template for Small & Mid- Sized Businesses
- 39. #Glassdoor Steve Roop is the Senior Vice President and General Manager at Glassdoor and is responsible for Glassdoor for Employers. We help employers showcase their employment brand and attract top talent. Over 2000 companies are using Glassdoor to recruit high quality talent. Get started with an Free Employer Account. Steve is responsible for how we sell, market and service our employer clients. Steve is a proud father of three and enjoys coaching youth lacrosse. Steve is passionate about mentoring, employee engagement and performance, modern recruitment marketing and the secret sauce that differentiates great companies. Steve Roop
- 40. #Glassdoor
Hinweis der Redaktion
- A few webinar tips – you will be muted throughout the session so make sure to ask questions in the questions pane and Marcus and Susan will be happy to answer them at the end of the session. If we don’t get to your question on today’s webinar, we will follow up with you after the webinar.
- And now I’d like to introduce our speaker for today’s webinar. Steve Roop who is the Senior Vice President and General Manager at Glassdoor and is responsible for Glassdoor for Employers. Steve is responsible for how we sell, market and service our employer clients. Now I’d like to hand it over to Steve to get started, Steve?
- Very fast growing company – might need to be adjusted if your company is in a different situation If you run recruiting for a massive company, it probably won’t help you much and you may find it “cute.” But, in case you run recruiting for a rapidly growing small company with similar challenges, I hope it may help you both with your planning as well as help you with developing a compelling case with your boss for sufficient budget to hit your 2015 objectives. By sharing this info, you may be able to poke holes in our budget allocation, tool selection and planning process – that’s ok with us – if there is a better way, we want to know.
- We needed to invest in our recruiting systems to make our recruiting team as productive as possible. We wanted candidates coming from mobile devices to have a good experience and be able to apply for jobs with as little friction as possible. We wanted them to be able to read our employer branding content from any mobile device without having to “pinch and zoom.” We wanted all the candidate flow we could get and didn’t want 50% of our candidates to face a roadblock in the apply process. We implemented both a mobile optimized career site and “mobile apply” in mid-2014 to improve the candidate experience and applicant flow. To help our sourcers, we also invested in a new breed of sourcing tools like Connectifier and extended our investment in the Jobvite platform by purchasing their CRM/Engage product.
- Note: in this budget, we included the cost of advertising on Glassdoor to give a fair depiction of a normal cost-per-hire (CPH).
- As a result of those program investments, here are our “Source of Hire” metrics. You’ll see that Job Advertising and Employee Referral Programs have been highly cost-efficient and have been strong contributors to our hiring results. For small, growing companies whose relative awareness with job seekers is minimal vs household names like Google and Facebook, it makes a great deal of sense to raise your awareness by promoting both your employer brand and jobs.
- There was a great deal of hustle required by all of the hiring managers as well as our growing recruiting team. When it came to Sales hiring, we knew that a delay in the start of any Sales hiring class would have an adverse affect on our top line revenue for 2014. We couldn’t let that happen. Our sales managers and sales recruiters wouldn’t let it happen and moved mountains to hit our hiring goals. In addition to tightly managing our sales candidate pipeline, we also added some sales recruiting events to create a spike in candidate flow. In general, the strategies worked and we are pretty happy with our time-to-hire. See our time-to-fill by department below.
- Building signage Coffee Cart at park and ride Relo jobs- hacked our own site to advertise To hit our hiring goals, we needed to increase our addressable talent pool and needed SF/North Bay residents to know that Glassdoor is an up-and-coming employer that is close to home! The good news is that Glassdoor is an amazing place to work. Our office environment is phenomenal and directly on the water in Sausalito. If you live in the SF bay area, it’s those two blue-roofed buildings on the water when you get off the Stinson Beach/Muir Woods exit on 101. It’s a dream commute if you live in the North Bay or in Pacific Heights/Marina. However, one of the recruiting challenges is that Sausalito isn’t exactly convenient if you are a software engineer in San Jose. To help us attract talent, our Facilities team was able to get permission from our building to add a Glassdoor sign to the front of our building. Because we are right next to 101 freeway, candidates who commute to downtown SF and drive right by our office everyday will see our sign and should begin to consider Glassdoor. Our recruiting team also came up with a guerilla marketing tactic – they setup a free “coffee cart” next to the park-n-ride bus stop across from our building that takes commuters into SF.