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#Glassdoor
THE ROI OF
COMPANY CULTURE
#Glassdoor
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typing them into the Questions Pane.
#Glassdoor
Featured Speakers
Molly McKinstry
Inside Sales Manager
at Glassdoor
Katie Burke
Director of Talent and Culture
at HubSpot
#Glassdoor
AGENDA
• What Is Company Culture?
• Stats That Prove Investing in Culture Pays Off
• Action Plan to Improve Company Culture
• Case Studies
• Save money recruiting
• Save time recruiting
• Increase candidate quality
• Raise productivity levels
• Increase retention rates
#Glassdoor
What Is Company Culture?
Vision & Values
Assumptions &
Beliefs
Habits, Norms &
Systems
Symbols &
Language
#Glassdoor
CULTURE
CODE
THE
1.8 million views
#1 business deck on SlideShare in 2013
#Glassdoor
Culture is to recruiting as
product is to marketing.
• Customers are more easily attracted
with a great product.
• Talent is more easily attracted
with a great culture.
-@Dharmesh, HubSpot
#Glassdoor
Culture is everything.
#Glassdoor
5 Reasons to Invest in
Your Culture
#Glassdoor
#1: Save Money Recruiting
#1: Save Money Recruiting
#Glassdoor
Companies with a
good employer brand
see an average of
#1: Save Money Recruiting
22%in reduced
recruitment
fees
Source: Employer Branding Global Study Report
Companies with a
strong employer brand
enjoy
Source: LinkedIn
50%cost-per-hire
savings
#Glassdoor
#1: Action Plan
Get involved! Read and
respond to Glassdoor
reviews, implement feedback
and initiate change.
#Glassdoor
#2: Save Time Recruiting
#Glassdoor
#2: Save Time Recruiting
46%
Source: Glassdoor
read reviews when
they have just started
their job search and
have not yet spoken with
a company recruiting or
hiring manager.
94%
Source: Glassdoor
are likely to apply to a job
if the employer actively manages
their employer brand, responds to
reviews, updates their profile and
shares updates on their culture and
work environment.
of Glassdoor
members
#Glassdoor
#2: Action Plan
Save time recruiting on
platforms like Glassdoor.
When candidates qualify
themselves, you see fewer
unqualified resumes and
save time.
#Glassdoor
#3: Increase Candidate Quality
#Glassdoor
#3:Increase Candidate Quality
Referral candidates are
5X more likely to get hired
than other candidates
Employee referrals
are the #1 SOURCE
for quality new hires
Source: Staffing.org
Source: ERE
#Glassdoor
#3:Action Plan
Invest in your employer
brand and monitor your
reputation on Glassdoor.
Your reputation says a lot
about your company’s
culture!
#Glassdoor
#4: Raise Productivity Levels
#Glassdoor
#4: Raise Productivity Levels
Companies with engaged employees
OUTPERFORM THOSE
WITHOUT BY UP TO
202%Source: Dale Carnegie
Increasing employee
engagement investments by 10% can
INCREASE PROFITS BY
$2,400per employee
per year
Source: TLNT
#Glassdoor
#4: Action Plan
Celebrate company
and department wins.
Recognize individual
and team performance.
#Glassdoor
#5: Increase Retention Rates
#Glassdoor
#5: Increase Retention Rates
$11 BILLION
IS LOST ANNUALLY
due to
EMPLOYEE TURNOVER
Source: Dale Carnegie
#Glassdoor
#5: Action Plan
Ensure managers live up to
their full leadership potential
and provide them with the
tools necessary in order to
succeed in their roles!
#Glassdoor
Action Plan Recap
Save Money Recruiting
Increase Candidate Quality
Save Time Recruiting
Raise Productivity Levels
Increase Retention Rates
Get involved! Read feedback, respond to reviews
and initiate change.
Allow candidates to qualify themselves on
platforms like Glassdoor to save time recruiting.
Celebrate company and department wins.
Recognize individual and team performance.
Ensure managers live up to their full leadership
potential by arming them with the correct tools.
Invest in your employer brand and monitor your
reputation on Glassdoor.
#Glassdoor
Culture Case Study: Expedia, Inc.
13 Technical Hires
Including Sr. Software Engineer & UI Designer
51% Increase in Candidate Awareness
Reflected in traffic to Glassdoor Profile
$1700 Cost-Per-Hire
50% lower than the national CPH average
RESULTS
“Glassdoor has
become a critical tool
for telling our brand's
story online and
giving applicants an
inside look at life at
Expedia.”
Lisa Russell, Senior Director of Talent
Acquisition, Expedia, Inc.
#Glassdoor
Culture Case Study: HubSpot
Brian Halligan, HubSpot’s CEO, is
one of the most highly recommended
executives based on Glassdoor reviews
Significantly increased lead flow from
Glassdoor to drive candidate quality and quantity
RESULTS
#15 Glassdoor Best
Place to Work 2015
#Glassdoor
Products change,
positioning changes,
people change
but the one constant on winning teams
and business is a remarkable culture
#Glassdoor
Companies who prioritize employee sentiment
and company culture perform better overall
in the stock market.
Bottom Line:
#Glassdoor
FREE OPTIONS!
#Glassdoor
Questions?

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The ROI of Company Culture

Editor's Notes

  1. Note: left this in 16:9—needs to be altered to fit new format here
  2. (grab this slide from Dharmesh from the company meeting for this one)
  3. Katie to pass to Molly
  4. Making strategic investments in company culture initiatives can save you money recruiting. When candidates have done their homework and can, in effect, self-qualify themselves, your company reaps the benefits in the form of higher quality applicants and lower recruiting costs.  When candidates have done their homework and qualify themselves, your company reaps the benefits in the form of higher quality applicants and lower recruiting costs. Making strategic investments in company culture initiatives can save you money recruiting. When candidates have done their homework and can, in effect, self-qualify themselves, your company reaps the benefits in the form of higher quality applicants and lower recruiting costs. 
  5. When job seekers see that your company values employee feedback and maintains a fun company culture, they are more likely to apply to positions at your organization. Are you monitoring what employees and candidates are saying about you on Glassdoor?
  6. Katie note: We’ve found Glassdoor feedback to be incredibly helpful to improve our employee experience. In fact, we believe so strongly in Glassdoor as a tool that our founder, Dharmesh Shah, personally responds to many of the reviews himself. Simply put, you can’t manage your employment brand from an ivory tower any longer—the best candidates and best employees expect more.
  7. Quality candidates are knowledgeable and have done substantial research on your company’s culture to determine if it’s the right fit. It’s also been proven that investing in your employer brand and company culture increases candidate quality by 2X. It’s also been proven that the highest quality candidates come through employee referrals, which is why it’s so important to create internal brand ambassadors who will refer your company to their peers.
  8. KB Note: your best employees have the best networks, so employee referrals are a huge driver of your recruiting success—the first step is making your company a magnet place to work, the second is creating a compelling system to optimize for employee referrals—we are working to continue to improve ours now! Many of our best employees have come from other employee referrals—no one knows the culture and what it takes to succeed better than your current team.
  9. Studies show the more you invest in your employees’ happiness, the better the work they’ll do for you. Happy employees are productive employees. To raise employee productivity levels, show employees you care
  10. Job seekers want to work for—and stay at—companies that value transparency and encourage company culture. KB Note: At HubSpot, one of our core values is transparency, so that’s something we share strongly with Glassdoor—we believe the best employees want access to the toughest challenges in your business and insight into how your leadership team is thinking through every decision. As a result, at HubSpot, everyone is a designated insider, something we did to ensure that even though we went public in October, our commitment to transparency hasn’t waivered one bit—if anything we’ve doubled down on it. Have you invested enough in internal communication and hiring manager training programs?
  11. KB Note: I agree Molly, all of these things are so important, and at the end of the day, your product will change, your leadership may change, but your culture should be remarkable no matter what—it impacts your valuation, your employee value proposition and everything in between—that’s why we think about culture as a business driver versus an afterthought at HubSpot.
  12. Expedia, Inc. is one of the world’s largest travel companies, with an extensive brand portfolio that includes leading online travel brands, such as: Expedia, Hotels.com & Hotwire. Expedia, Inc.’s companies operate more than 150 booking sites in more than 70 countries and 35 languages. Challenges: Build brand awareness Find qualified candidates for hard-to-fill roles Inform candidates of career opportunities and company benefits Solutions: Enhanced Profile:  Show job seekers what openings are available, incorporate company photos and videos, share the latest company updates and ultimately paint an accurate picture of Expedia’s culture. ***KB Note: Molly to ask what Katie heard from Expedia at roadshow
  13. VMware is the leader in cloud infrastructure, business mobility and virtualization software. With 2014 revenues of $6.04 billion, VMware has more than 500,000 customers, 75,000 partners, and 18,000+ employees in 120+ locations around the world. Challenges Fill key engineering positions in a competitive market Reach candidates with a targeted approach Increase brand awareness Solutions Job Ads Reach candidates by location and job title Drive increased traffic to their Enhanced profile Display open positions on competitors' pages Enhanced Profile Use insights reports to measure candidate engagement Display customized messaging through photos and videos
  14. In Glassdoor’s “Does Company Culture Pay Off” Econ Report, we evaluated the link between employee sentiment and stock performance. We found: Companies named to Glassdoor’s “Best Places to Work” list broadly outperformed the S&P from 2009 to 2014. Being named a Glassdoor “Best Place to Work” leads to a roughly 0.75% jump in stock returns during the 10 days after the announcement. The lowest-rated public companies on Glassdoor broadly underperformed the market, earning only 88.5% return from 2009 to 2014. The bottom line? Companies who prioritize employee sentiment and company culture perform better overall in the stock market. Glassdoor’s “Does Company Culture Pay Off” March 2015 Research Report Findings: Companies named to Glassdoor’s “Best Places to Work” list broadly outperformed the S&P from 2009 to 2014. In Glassdoor’s “Does Company Culture Pay Off” Econ Report, we evaluated the link between employee sentiment and stock performance. We found: Companies named to Glassdoor’s “Best Places to Work” list broadly outperformed the S&P from 2009 to 2014. Being named a Glassdoor “Best Place to Work” leads to a roughly 0.75% jump in stock returns during the 10 days after the announcement. The lowest-rated public companies on Glassdoor broadly underperformed the market, earning only 88.5% return from 2009 to 2014. Being named a Glassdoor “Best Place to Work” leads to an approx. 0.75% jump in stock returns during the 10 days after the announcement. The lowest-rated public companies on Glassdoor broadly underperformed the market, earning only 88.5% return from 2009 to 2014.
  15. And just to wrap things up, the best way to get started is to sign up for a Glassdoor Free Employer Account. We will be sending you a link as soon as this session concludes so make sure you take the action item of signing up as soon as possible! With a free employer account, you will receive regular emails with updates about how your profile is performing on Glassdoor and any new reviews or salary reports your company receives. Use these emails as a reminder to check in on your profile and provide any new updates. Updates can be as simple as a new office photo from a recent company event or can be a response to a new company review.
  16. How do you involve your employees in culture? How do you make transparency part of your core values? How have you seen the culture diagnostic used? Shay speaking