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Glassdoor Recruiting Budget Revealed: How We Built Our 2014 Budget
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Transcript of Glassdoor Recruiting Budget Revealed: How We Built Our 2014 Budget
#Glassdoor
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#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
#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
#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
#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 Month4.7
#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
#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
#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
#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
#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
#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
#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
#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
#Glassdoor
Source of Hire: 2014 Year-to-Date
5% Recruiter Sourced
4% Recruiting Event
4% Agency
32% Employee
Referral
6% Hiring Manager5% Contractor
Conversion / Transfer
29% Glassdoor
Profile and JobAds
6% Indeed
1% Craigslist
7% LinkedIn
1% University/Campus
#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
#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
#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
#Glassdoor
Key Recruiting & Branding Challenges
Increase our talent pool
Let SF/North Bay residents to know Glassdoor is hiring
#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 Month4.7
#Glassdoor
Download Our Recruiting Excel Template
http://employers.glassdoor.com/ebooks/ >
2015 Recruiting Budget Template for Small & Mid-
Sized Businesses
#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