glassdoor

Welcome to Season 2, where we embark on authentic and unfiltered conversations about life, relationships, society, and more. Our opinions are solely our own and don't represent professional advice. It's just our perspective, so form your conclusions. Heads up, this podcast may contain adult content and explicit language. Let's dive in!
 
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This podcast does not constitute professional advice (financial, legal or otherwise) and you should seek your own professional advice where required. By listening to and/or accessing this podcast , you acknowledge this, and you acknowledge that no warranty, guarantee or representation is made as to the accuracy of any information featured in this podcast.

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In this episode we featured initially on LinkedIn Live, I take a deep dive into an absolutely critical topic for employers - writing a great job description. I sit down with Cory Berg and Anthony Garone, who provide valuable insight into how companies need to realize the value in a proper job description. 

We talk about some of the bad techniques of creating a job description. Copy and paste from another larger company? Cory calls it "copy pasta" - nobody wants to eat it. We talk about the legal content contained in some, and the lack of understanding of what a potential hire wants to see from the company he or she is going to dedicate their professional lives to!

We dive into ways a company can overcome negative reviews about themselves, how to attract the people that want to be a part of the organization, and how incredibly different the quality and quantity of applicants can be when crafting a proper description.

Join us for this fun discussion!

Enjoy,

Allen Plunkett

This week i am joined by philanthropunk Ali Keane to talk about his 5th annual show in aid of the glass door homeless charity. We talk movies, cgi and love Island.

Host - Simon walker.

Guest - Ali Keane.

Editing - Jimmers.

The next time you go for a job interview, you might want to ditch the Che Guevara shirt or the MAGA hat — because what you reveal about your political leanings could determine if you land the gig.

Jake is a provocative thought leader when it comes to sales. He's learned how to see the big picture and apply in tactical ways. He shares that with us on this episode, including

• What you learn from transactional sales in an enterprise sales motion
• Coaching to skills over everything else.
• Creating social proof on your sales team.
• Learning the art and applying the science in sales
• The justification of scripting in sales
• You cannot coach those who don't want to be coached
• Driving strong content as part of your process

Olivier has spent time at some of the best and brightest startups. Glassdoor, G2, and others. He now he's the President of Metadata.io and has solved the sales vs. marketing dynamic. Join us as we discuss:
How do you measure the start of the sales cycle
Using FOMO to drive business
How the recruiting process is changing in sales
The value of having a sales background when running a company
The only difference between traditional sales and fund raising sales cycles is mindset.

Rob examines the disgruntled yet hilarious glassdoor.com reviews of a former employer, discusses what he's NOT missing from office life and breaks down lame motivational quotes - and improves them by 110%!

01:12 - Brutal Glassdoor Reviews
08:52 - Food Shaming
15:52 - (Improved) Inspirational Sales Quotes


https://www.instagram.com/tnsalespod/

We're back to single-question episodes with this one:

Recently I was speaking with several other leaders from my company and the subject of Glassdoor came up. One leader mentioned that he'd run into a former employee that hadn't been happy with their experience at the company, and this person said "I should have paid attention to the Glassdoor reviews". The former employee was right - our reviews are terrible, the complaints are legitimate, and the few good reviews sound forced and false. The suggestion from several others in the group of leaders was that we should ask several people who would leave favorable reviews to go on and do so. My take was that would feel just as false as the other positive reviews. What's your take on this situation? Should the leadership ask people they know will leave positive reviews to do so? Wouldn't actually paying attention to the criticism be a better strategy? We're really hurting for resources right now.

As promised, Maddox's rating of a children's drawing of a fire truck!

We are currently reading "12 Rules for Life" by Jordan B. Peterson, if you want to read along!

Glassdoor, the website that enables workers to publicly evaluate their employers, has released its “Best Places to Work” list, and there have been some interesting changes from years past.

“Best Places to Work” is a compilation derived by the rankings employees give their companies, and the year-over-year winners tends to include those big name tech companies out of Silicon Valley that always make the news with their sprawling campuses full of ping pong tables.

Except this year, when former #1s like Google and Facebook dropped out of the top ten altogether, with Google coming in at 11 and Facebook at 23. Ranked number one, instead, was Boston-based social media analytics company HubSpot, who offers things like unlimited vacation time and a pet-friendly office setting.

So, what are the implications of this change? Well, it could indicate that priorities for workers are shifting. When the job market was a little less friendly, high pay and onsite amenities were about as good as it got. But with a job market that’s delivering skill shortages to almost every sector, competition for talent is heating up. And some businesses might need to shift strategies.

In a 2018 report, Forbes cited Harvard Business Review data claiming work-life balance is the second most desired employment perk, coming in only behind medical coverage.

With that in mind, HubSpot’s unlimited vacation time, for example, might be a perk that outweighs Facebook’s free meals and onsite laundry. While those are nice perks, let’s face it: they’re pretty transparently designed to keep employees onsite and working. 

So can companies outside of tech compete with these new demands for work-life balance and flex time? The GlassDoor list suggests that yes, in fact, they can. Truck maker Cummins, apparel company Lululemon, and building materials distributor ABC Supply Co. all made the top 50.

Download and listen to the audio version below and click here to subscribe to the Today in Manufacturing podcast.

In this special bonus Thursday episode, Brandon speaks with Lacey Partipilo and Tyler Meuwissen of Xenium HR about crowd-sourced wage data, why employers should be aware of it, and what they can do about it.

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What did you think of this short bonus episode? Give us a 5-star rating and write a review on Apple Podcasts, or take our survey.

Contact Brandon: Email Brandon.Laws@xeniumhr.com or connect on LinkedIn, Twitter or Instagram

Learn more about Xenium HR at xeniumhr.com

Follow Xenium on Twitter, Instagram, or LinkedIn.

Glassdoor CEO Robert Hohman and Battery Ventures' Neeraj Agrawal walkthrough Glassdoor's $1.2 Billion story from its launch in 2008 to its 2018 acquisition by Recruit Holdings. Hear about the early days of Glassdoor; tactical lessons on scaling—from building a business model and recruiting an all-star management team to advice on building a compelling, innovative company culture; and learn why Glassdoor’s $1.2 Billion acquisition is just one milestone in the early innings of the company’s story.

Follow SaaStr and our guests on Twitter:

Jason Lemkin

SaaStr

Robert Hohman

Neeraj Agrawal

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El pasado 19 de septiembre Glassdoor abría su sitio en España. Esta plataforma, con presencia ahora en 20 países y que cuenta con 67 millones de usuarios únicos mensuales en todo el mundo (entre ellos casi medio millón en nuestro país a pesar de no haber contado con un sitio propio hasta ahora), combina ofertas de empleo con información sobre empresas, salarios, condiciones laborales y opiniones de candidatos, empleados y ex-empleados, que contribuyen a incrementar significativamente la transparencia de los mercados de trabajo.

Coincidiendo con este lanzamiento entrevistamos a Marie Mure-Ravaud, responsable de comunicación de Glassdoor. Hablamos con ella de la propuesta de valor de esta plataforma, su historia, de lo que les dicen los datos que acumulan hasta el momento sobre los empleadores de nuestro país, sobre cómo garantizan la calidad de las valoraciones que hacen sus usuarios, y de sus planes de futuro...