Glassdoor Best Places to Work 2018 Tour:
What can we learn?
As Glassdoor’s number 1 best place to work, it’s clear that most companies can learn a lot from Facebook’s recruiting and retention strategy, but what about it is most noteworthy? At Glassdoor’s recent “Best Places to Work 2018 Tour”, Janelle Gale – VP of HR at Facebook and Liz Wamai – Recruiting Director at Facebook focused on four key areas that have made a real impact. Those areas were the alignment of core values, diversity and inclusion, augmenting technologies and democratizing culture. These may sound somewhat generic on the surface, but what is far from generic is the approach that Facebook takes to each. Let’s dig a little deeper.
Aligning your core values:
The most heavily emphasized value at Facebook is to “focus on impact”. The mission communicated by their Founder & CEO, Mark Zuckerberg, is to “fix Facebook” in 2018, explained Ms. Gale. A seemingly daunting task, but she continued by saying that people within the organization are energized by these types of challenges and by working on issues that impact the lives of us all.
In a previous article, we discussed the importance of a challenging work environment, with research showing that meaningful work and supportive management are two of the top five value proposition points where candidates place the most value.
Diversity and inclusion:
Facebook understands that their internal and external communities are equally as important when addressing diversity and inclusion topics. That’s why the “Be The Ally” program was created to empower the majority in the development of cultural resource groups. A key feature in the program is tailored training programs focused on tackling workplace issues, such as cultural bias.
When externally communicating their diversity and inclusion efforts, Facebook uses a multi-pronged approach to focus on the youth of America. While active in over 300 schools across the United States, they use workforce groups to provide structure when introducing diversity topics.
“You need that human element,” said Ms. Gale.
That said, technology has become a major part of Facebook’s recruitment strategy. Facebook leverages candidate sorting and video interviewing tools to quickly evaluate candidates and pair them with a job that fits their persona, whether it’s the job they applied for, or not. This strategy has been particularly successful when working with large candidate pools. While these are pretty traditional uses for large companies, particularly in technology, Facebook does start to get innovative with their use of chatbot technology in the recruitment process.
To make sure candidates can be sorted and placed according to their persona, Facebook utilizes chatbots to communicate and remind recruitment managers to input feedback, as opposed to communicating with candidates. This method ensures that candidate information is up to date and prevents the build-up of stale candidates in their Applicant Tracking System (ATS).
“We’ve got 25,000 strong working on it,” said Ms. Gale.
Facebook’s approach to maintaining an inclusive and productive culture is to make everyone responsible. “From day 1, we want employees to own the culture”. Sounds risky, but there’s more to it, starting way before you become an employee. When hiring candidates, Facebook does not look solely for skills, but passion. “The data shows that people who enjoy their job are much more engaged and are most often our top performers.” They believe that positive cultural outcomes are a direct result of the enjoyment you get from your work on an individual level.
How does Facebook ensure candidates find a job that they enjoy?
It varies from team to team, but a great example is “Hackamonth” which is sponsored by the Facebook technology team. Hackamonth allows candidates to join the company in a role for one month to find out whether or not it is a good fit. It’s the Dollar Shave Club of recruiting!
For more insight into how to become a top-rated employer, click here!
To view the discussion in full, visit Glassdoor here.