Glassdoor Releases New Tools to Support Unemployed People Get Jobs Amid COVID-19

Glassdoor | April 22, 2020

  • Glassdoor has introduced several new product features for job seekers and employers in response to COVID-19 and its impact on jobs, hiring and work around the world.

  • New Product Features Allow Companies to Communicate Their COVID-19 Response to Employees and Job Seekers

  • Centralized COVID-19 Resources Page Provides Tips and Advice for Job Seekers, Employees and Companies Navigating Challenges


The COVID-19 pandemic continues to have a significant impact on the global economy, leading to millions of newly unemployed people looking for work. Meanwhile, companies are experiencing a wide range of challenges, from managing a sudden surge or decline in hiring, to communicating their response to the crisis to current and potential employees. To help, Glassdoor has introduced several new product features for job seekers and employers in response to COVID-19 and its impact on jobs, hiring and work around the world.

 

At Glassdoor, our mission is to help people find a job and company they love. We feel we have a responsibility to help people feel informed during these uncertain times by providing useful and timely insights as they navigate their job search and career.

- Christian Sutherland- Wong


Glassdoor chief executive officer. "In service of our mission, our teams have pivoted to address some of the biggest challenges that people and businesses are facing today. We hope these new features help people find job opportunities available right now and provide some relief and confidence as they navigate this unprecedented job market and adjust to an entirely new way of working." 

 


Helping Job Seekers and Employees?


COVID-19 Job Search Hub: Glassdoor has launched a dedicated COVID-19 job search hub for job seekers. This centralized job search tool helps people focus their job search on the latest open jobs across multiple industries and companies that are actively hiring, or even experiencing a surge in hiring. With job search feeds like in-demand jobs, work from home jobs, companies with hiring surges, grocery and pharmacy jobs, delivery and warehouse jobs, and healthcare jobs, people will be able to explore available opportunities that are relevant to their location and skills, all in one centralized hub.

Hiring Surge Explorer:  While many employers have scaled back or paused hiring during these challenging times, hundreds of employers are on a hiring surge. Now, job seekers can search for companies actively and aggressively hiring and can filter their search by city, industry, job title and job function. Job seekers can also see companies that are experiencing hiring surges on individual job listings when they search by job title on Glassdoor.

Free Virtual Event: How to Get a Job, Now: To help people feel informed and prepared in their job search, Glassdoor is hosting a virtual event called How to Get a Job, Now. Scheduled to take place for U.S. job seekers on May 6, 2020 at 11 a.m. PST and for UK job seekers on May 12, 2020 at 11 a.m. BST, How to Get a Job, Now will provide expert tips and advice on how to succeed in the job search during a recession, how to win the attention of employers who are still hiring and what companies are looking for from candidates right now.


Tips and Advice for Job Seekers and Employees: As a global leader in insights about jobs and companies, Glassdoor has created a library of blog content to help job seekers as they look for work and help employees as they adjust to a new way of working.

 

Some of the greatest challenges facing job seekers during these tough times include not knowing what job opportunities are even available, or where to focus their job search.

- Annie Pearl, Glassdoor chief product officer


Leveraging Glassdoor's deep insights on jobs and companies, we are aiming to help solve those challenges by connecting people with the most timely and relevant job opportunities available. In addition, we're enabling employers with new tools to help them clearly communicate how they're responding to the crisis and how they're supporting their own workforce."

 

Read more: Coronavirus cost to employee benefit plans could exceed $23B

Helping Employers Hire and Manage Their Brand

Glassdoor has launched two new tools to help companies highlight their hiring status and communicate how they are responding to the COVID-19 pandemic:

COVID-19 Company Updates: To enable companies to more clearly share their COVID-19 response with employees, potential employees and the broader public, this new feature allows companies to create and share a company update on their Glassdoor profile that is marked with a special COVID-19 badge. This allows employers to highlight and share their work-from home policies, employee benefits, learning and development opportunities and more during the COVID-19 crisis.

Hiring Surge Badge: Employers can now indicate to job seekers that they are experiencing a surge in hiring and are actively reviewing applicants. Once an employer turns on the Hiring Surge feature in their Glassdoor Employer Center, both their employer profile and their open jobs will be marked with a Hiring Surge badge. This will help employers drive increased awareness to help fill crucial positions and help job seekers identify timely employment opportunities.

Advice and Guides for Employers: As an expert in employer branding and recruiting, Glassdoor has created a library of blog content to help companies, recruiters and HR professionals as they adapt and evolve their strategies and tactics in the current climate.

Glassdoor, a global leader in job and company insights, has localized sites and mobile apps in 20 markets around the world, offering access to the latest jobs paired with millions of reviews, salaries and more for over one million companies (1).

Read more: How HR can support business continuity in current uncertain times with coronavirus (COVID-19)

Spotlight

What the future of recruiting and retaining employees look like for you? To look ahead, you must pay close attention to the trends and mindsets of the current workforce. The recently released 2014 Emerging Workforce Study by Spherion is a great place for hiring managers and HR directors to start. If for no other reason, the findings indicate a definite shift in the balance of power between employer and employee, namely that you’re no longer in control. As Spherion so eloquently summarizes the research, “high-performing employees begin to exert greater control over their careers. Companies that can’t attract, engage and retain the right talent will lose out.”


Other News
RECRUITMENT & RETENTION

Compete Aligns with Globalization Partners to Enhance Global Recruitment Process

Compete and Globalization Partners | September 21, 2022

Compete, developers of the leading SaaS platform for real-time compensation and benefits benchmarking, has announced that it will be partnering with (G-P), the leading Global Employment Platform™ that makes it fast, simple, and compliant for companies to hire anyone, anywhere. Together, they will enable companies to hire talent in over 187 countries smartly and competitively. This announcement follows the launch earlier this year of G-P Recruit by Globalization Partners. G-P Recruit provides G-P Customers with exclusive access to an unrivaled network of global recruiting specialists to find the perfect talent based on their unique requirements, including industry, location, prior roles, and more. Given how benchmarking salaries and benefits is one of the most significant components of the hiring process, Globalization Partners was looking for an organization capable of integrating this data into its global employment platform. This is essential to enable companies to quickly identify and hire new team members in key locations globally. Compete provides immediate insights into complete compensation package data and enables organizations to develop more effective workforce management strategies. Compete empowers leaders with analysis of over 50 types of benefits, real-time benchmarking data, advanced analytics, and tailored insights to support hiring decisions, identify risks, improve retention, and develop informed compensation policies. "Companies are trying to navigate the challenges of hiring talent as employee motivations have shifted beyond monetary benefits to include things such as more flexible remote working environments, more accommodating leave policies, and the like, We are excited about this integration with Compete to empower customers worldwide with insights on the compensation packages unique to each region and to support their ability to hire talent with just a few clicks via our platform.” -Nick Adams, Director EMEA at Globalization Partners The real-time benchmarking of compensation data provided by Compete reflects a dynamic talent environment. This is one where organizations are reliant on accessing the right data to make smart decisions around talent acquisition to reduce the pay and equity gap many organizations are experiencing. Partnering with an industry leader like Globalization Partners reinforces our value proposition of providing organizations with a 360-degree understanding of real-time compensation benchmarking data, Our data, when combined with the global footprint of Globalization Partners, enable any organization regardless of location to gain a competitive advantage in the job market,said Amit Rapaport, CEO and Co-Founder of Compete. About Compete Visibility into common compensation and benefits practices is a must for developing workforce management strategies. Taking the guess out of guesswork, Compete gives an unfair advantage with immediate insights into complete compensation package data, including parental leave, work from home policies, and health benefits. An easy-to-use SaaS solution, Compete provides real-time data and instant analysis with advanced filtering capabilities perfectly tailored for tech companies. Founded in 2020 and headquartered in Israel, Compete is trusted by hundreds of leading tech companies around the world. About Globalization Partners Hire international talent quickly and easily. Use our AI-driven, automated, Global Employment Platform™ supported by our in-house, worldwide HR experts. Trust the named industry leader that consistently attains 98% customer satisfaction ratings. Globalization Partners: Succeed Faster.

Read More

EMPLOYEE BENEFITS,WORKERS COMPENSATION

Salary.com Named to Constellation ShortList for Compensation Management

Salary.com | August 25, 2022

Salary.com® today announced it was named to the Constellation ShortList™ for Compensation Management in Q3 2022. The technology vendors and service providers included in this program deliver critical transformation initiative requirements for early adopters and fast-follower organizations. "Receiving the Constellation ShortList award is a testament to how our data and software innovations are powering advancements in mission critical workforce objectives, including achieving pay equity and transparency, Today's labor dynamics make it clear that maintaining the status quo is not an option. We're proud of our work with thousands of forward-thinking companies who are committed to getting pay right. We are especially proud to have achieved this honor for the fourth year in a row." -Salary.com CEO Kent Plunkett Salary.com's market leading CompAnalyst® SaaS platform accelerates compensation workflows, delivers real-time data, provides job description management, and powers accurate, equitable and competitive compensation. In allowing for deep analysis with a few clicks, CompAnalyst helps organizations quickly identify equity issues, flight risks, and other real-time talent intelligence insights that play a key role in winning the war for talent. Organizations must reconsider how they balance business models, work/life priorities, and new market conditions during the uncertain climate of the Great Refactoring, Constellation's ShortLists reflect the top vendors that matter most to our network of buy-side clients. We publish ShortLists to expedite the decision-making process for leaders making critical vendor selections, so they can find the right partners to enable their business success,said R "Ray" Wang, chairman and founder at Constellation Research. Constellation Research advises leaders on leveraging disruptive technologies to achieve business model transformation and streamline business processes. Products and services named to the Constellation ShortList meet the threshold criteria for this category as determined through client inquiries, partner conversations, customer references, vendor selection projects, market share, and internal research. The portfolio is updated at least once per year as the analyst team deems necessary based on market conditions. ABOUT SALARY.COM Salary.com® is the leading provider of compensation market data, software, and analytics, bringing more of the trusted data and intuitive software organizations need to get pay right. The industry's fastest-growing compensation management company, Salary.com serves over 30,000 survey participant organizations, over 8,000 business-to-business software subscribers, and over 45 million employees globally. HR professionals rely on Salary.com's 360° view of their compensation practices so they can efficiently and accurately achieve internal pay equity and adapt to market changes. Salary.com's state-of-the-art CompAnalyst® accelerates compensation workflows, delivers real-time data, and powers accurate, equitable, and competitive compensation through one intuitive platform.

Read More

HR STRATEGY

Randstad Sourceright named a Leader in Everest Group's CWM/MSP and Services Procurement/SOW PEAK Matrix® Assessments 2022.

Randstad Sourceright | September 23, 2022

Global talent solutions provider Randstad Sourceright today announced that it has been recognized as a Leader in Everest Group's 'Contingent Workforce Management (CWM) / Managed Services Provider (MSP) PEAK Matrix® Assessment 2022,' and a Leader and a Star Performer in Everest Group's 'Services Procurement / Statement of Work (SOW) PEAK Matrix® Assessment 2022.' In addition to being named a Leader which recognizes a provider's ability to successfully deliver MSP services — for the ninth consecutive time, Randstad Sourceright achieved the highest rating in the Vision and Capability Category for managed service providers (MSP). "It is an honor to be recognized by Everest Group once again as a Leader in MSP, In a market characterized by higher demand for skilled workers, growing talent shortages and uncertainty about the future, it's more important than ever to leverage the full spectrum of contingent talent freelance, temporary, independent contractor, gig and SOW. Our goal is to empower companies with analytics-based, easy-to-use and scalable solutions that connect them with the people who will help them achieve their priorities, all while providing the agility to quickly react and adjust to changing business needs." -Mike Smith, global CEO of Randstad Sourceright As a Star Performer in the Services Procurement / Statement of Work (SOW) assessment, Randstad Sourceright has shown significant improvement over its 2021 performance in the Vision and Capability and Market Impact categories. Reflecting the company's commitment to enhancing SOW management, such as the introduction of Services Procurement 360, Randstad Sourceright offers robust and simple ways for companies to manage their SOW engagements for greater efficiency and transparency. Over the past year, Randstad Sourceright greatly expanded our SOW capabilities to meet the needs of companies looking for effective ways to manage their third-party supplier engagements, Our Service Procurement 360 solution enables any company, no matter the level of maturity, to achieve greater value from their people-based services. We are honored that Everest Group has recognized how we're transforming the SOW process for businesses,said Paul Vincent, global head of Services Procurement at Randstad Sourceright. Everest Group's PEAK Matrix is the most trusted and factual analysis of service provider capabilities, covering over 50 different market segments each year. The CWM Assessment segments 24 CWM/MSP providers into Leaders, Major Contenders, Aspirants and Star Performers categories, while the "Services Procurement / Statement of Work (SOW) assessment does the same for 18 SOW providers. Each provider is evaluated on seven dimensions market adoption, portfolio mix, value delivered, scope of services offered, innovation and investments, delivery footprint, and vision and strategy. Randstad Sourceright remains a key player in contingent talent management, offering a breadth and depth of services to help businesses efficiently manage the MSP and SOW processes, The company's continued investment in expanding technical capabilities and growing focus on analytics, along with a high-touch delivery model, have all contributed to its positioning as a Leader,said Krishna Charan, Practice Director, Everest Group. As more companies seek to shift a greater number of roles to contingent, project or contract work, Randstad Sourceright offers the combination of technology and human intelligence to help companies achieve the flexibility, workforce agility and business readiness. This approach includes the latest MSP 4.0 strategies, such as market intelligence; employer branding; talent marketing; direct sourcing; talent pooling; and diversity, equity and inclusion. Along with the growing use of contract work, companies are often challenged to manage the link between talent acquisition and the utilization of project-based expertise. Introduced in May 2022, the Services Procurement 360 SOW management solution offers a holistic procurement workflow, spanning defining business requirements, sourcing talent, monitoring contracted deliverables, and evaluating service provider performance. The result is a simple, customizable model to manage services procurement processes more effectively. About Randstad Sourceright Randstad Sourceright is a global talent solutions leader, driving the talent acquisition and human capital management strategies for the world's most successful employers. We empower companies by leveraging a Human Forward strategy that balances the use of innovative technologies with expert insights, supporting both organizations and people in realizing their true potential.  As an operating company of Randstad N.V. — the world's leading global provider of HR services with revenue of € 24.6 billion — Randstad Sourceright's subject matter experts and thought leaders around the world continuously build and evolve our solutions across recruitment process outsourcing (RPO), managed services programs (MSP) and total talent solutions.

Read More

EMPLOYEE ENGAGEMENT

Paychex Research Reveals Job Stability and Meaningful Work Are What Makes Employees Stay

Paychex | August 01, 2022

New research from Paychex, Inc., a leading provider of integrated human capital management software solutions for human resources, payroll, benefits, and insurance services, explores the challenge of employee retention and the key drivers motivating employees when making choices about their career paths. With 4.3 million people quitting their jobs as recently as May 2022, the survey of more than 600 U.S. workers provides insight employers can use when developing strategies for increasing retention. The study—which was conducted in partnership with Future Workplace, an Executive Networks member company—revealed a gap between the employer perceptions and employee sentiments related to retention. When asked about factors (other than compensation and benefits) that contribute to their decisions to stay in with their company, 30% of respondents indicated that perceived job stability is their most important motivator and 60% ranked it in their top three. Feeling that the work was meaningful (45%) and having a passion for their field (33%) were the second- and third-most-popular answers, respectively. Reasons related to employers' brands (19%), corporate culture (19%), and products (13%) are the least important to employees, despite many companies' focus on these elements in their recruiting and retention efforts. "Research shows that almost half of employees say they do not want to change companies within the next 12 months, but that is never a guarantee that those employees will stick around long-term, The Great Resignation may be slowing, but that doesn't mean companies can take a passive approach. Rather, they should use this opportunity to offer programs, perks, and benefits that meet employees' diverse needs." -Alison Stevens, director of HR Services at Paychex. Generation Influences Why Employees Work at Their Companies While job stability and performing meaningful work ranked among the top two reasons respondents stayed at their companies, Baby Boomers (32%), Gen X (35%), and Millennials (31%) were significantly more likely to cite job stability as the most important reason than Gen Z (14%). Instead, Gen Z (18%) prioritizes meaningful work over job stability. In addition, Baby Boomers (41%) said that passion for their field and industry are among the most important reasons to work at their company. Gen X (30%) focused on close relationships with coworkers, and Millennials (39%) cited opportunities for career growth. Gen Z (27%) said company growth and success were especially important to them. Flexibility Reigns as Top Priority for Employee Retention When asked what would make employees more likely to stay in their roles, respondents noted a desire for more flexible scheduling. Over one-third (35%) of all respondents ranked flexibility in work hours and schedule as the number one reason they'd be more likely to stay at their organization long-term, and 70% ranked it among their top three. It was significantly more likely for Baby Boomers (46%) to say that flexibility would make them more likely to stay at their organizations long-term than Gen X (38%), Millennials (31%), and Gen Z (24%). Opportunities for career advancement, skills development, and internal job mobility, and increased commitment to work/life balance ranked second and third overall with 50% of employees putting each in their top three most-desired perks. A promise of better work/life balance was particularly compelling to financial services workers (29%) compared to those in leisure/hospitality (10%), manufacturing (11%), education/health services (14%), retail/trade/transportation/utilities (13%), and other professions (11%). Keeping Employees Long-Term Health insurance (64%) and retirement plans (62%) are the top two benefits shown to keep employees long-term. However, the research shows that the importance of mental health benefits is on the rise among younger generations. Gen Z (23%) is significantly more likely to say that mental health benefits would make them more likely to stay at their organization long-term than Millennials (14%), Gen X (5%), or Baby Boomers (3%). Financial wellness benefits (41%), such as tuition reimbursement, professional development stipends, student loan repayment, and child-care support, ranked third among benefits most important for employee retention. "Perhaps the most compelling takeaway from this study is the confluence of factors that affect employees' decisions to say with a company, Each employee presents a different intersection of the demographics outlined in the study, and the only way to really know what will keep them in their position for the long haul is to ask. Even so, employers rarely do it. We found that only 29% of employees have had what we call a 'stay interview.' These open conversations with employees can give HR staff insights into the unique values of their employee populations to increase retention, even in a difficult labor market." -Jeanne Meister, the founder of Future Workplace and executive vice president at Executive Networks. About the Research: The research findings are based on a survey conducted across the United States between May 4, 2022, and May 11, 2022. For this survey, 604 full and part-time employees at small to mid-size businesses (20-500 employees) were asked general questions to understand employees' thoughts around retention. The study targeted employees who are between the ages of 18 years to 75 years old. This is a survey in a series of research reports administered by Future Workplace that will focus on the employee point of view and pinpoint top concerns, priorities, and trends facing the modern workforce. About Paychex: Paychex, Inc. (Nasdaq:PAYX) is a leading provider of integrated human capital management solutions for human resources, payroll, benefits, and insurance services. By combining innovative software-as-a-service technology and mobility platform with dedicated, personal service, Paychex empowers business owners to focus on the growth and management of their business. Backed by 50 years of industry expertise, Paychex serves more than 730,000 payroll clients as of May 31, 2022 in the U.S. and Europe, and pays one out of every 12 American private sector employees.

Read More

Spotlight

What the future of recruiting and retaining employees look like for you? To look ahead, you must pay close attention to the trends and mindsets of the current workforce. The recently released 2014 Emerging Workforce Study by Spherion is a great place for hiring managers and HR directors to start. If for no other reason, the findings indicate a definite shift in the balance of power between employer and employee, namely that you’re no longer in control. As Spherion so eloquently summarizes the research, “high-performing employees begin to exert greater control over their careers. Companies that can’t attract, engage and retain the right talent will lose out.”

Resources