glassdoor recruiting budget webinar

Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor

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Featured Speaker

Agenda

What to Consider

when Developing a Budget

What were Glassdoor’s

Hiring Challenges

Our 2014 Recruiting Goals

& Strategies

How to Use Our Template

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

I didn’t find anything useful. So, I decided to share

our budget with you!

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

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

POLL #1

When do you plan your

Recruiting Budget?

What Goal Did the Budget Need to Support?

200+ Hires

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

Hires Per Month and Department Year-to-date

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

POLL #2

What component is the

biggest line item in your

recruiting budget?

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

Recruiting Team: Before and After

Jan 2014

Team of 1

• 1 All-Purpose Recruiter

• Modest Use of 3rd

Party Recruiters:

Engineering

Executive

Nov 2014

Team of 9

• 1 Head Talent Warrior

• 4 Recruiters:

2 Sales

1 Tech

1 Finance/HR/Marketing

• 2 Sourcing Specialists

• 1 Recruiting Operations Mgr.

• 1 Recruiting Coordinator

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

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

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

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

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

POLL #3

Which part of your

recruiting strategy is

underfunded or

under-resourced?

If you miss hiring dates it impacts top line revenue

Average Time-to-Fill

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

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

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

POLL #4

How do you learn about

what new technologies or

new recruiting practices

to test out?

Increase our talent pool

Let SF/North Bay residents to know Glassdoor is hiring

We Added Relocation Jobs

Free coffee cart & new signage

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

Download Our Recruiting Excel Template

http://employers.glassdoor.com/ebooks/ >2015 Recruiting Budget Template for Small & Mid-Sized Businesses

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

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