Employee & Candidate Experience Secrets from Facebook, Entelo, & Greenhouse

What does it mean to become a great place to work? What makes your employees want to sing your praises from the highest rooftops? These companies know a little something about what it might take to get there. This year, Facebook came in at number 2 on Glassdoor’s Best Places to Work 2017 list for large companies. Entelo and Greenhouse both came in the top 3 on the same list for small and medium companies.

Cheryl Roubian (Director of Talent Acquisition and Management, Greenhouse), Willie Henry (Candidate Experience Lead, Facebook), and Jill Witty (VP of Talent and Operations, Entelo) all joined together one sunny San Francisco morning over coffee and bagels to share ideas and best practices on what it means to make the list and some of the ways they help create environments where employee happiness exists.

Read on for some of the main points from the panel!

What it means to be a Best Place to Work

  • Being human with one another at work

  • Having pride in the company that you work for

  • For smaller companies like Greenhouse and Entelo, winning the award means an uptick in quality applications and awareness among people who may not have otherwise heard of these companies

How Facebook was named a Best Place to Work 7 years in a row

As much as they can, they’ve maintained the same company culture. The company values individual impact and they humanize the entire experience for each employee.

The company administers a pulse survey twice a year. Through this they push the envelope to make sure they continue to play to employees’ strengths and maximize potential.

Employees take a lot of pride in working at the company—people are more likely to put more effort into something if they feel pride and if they feel they can make an impact.

Hiring quality talent

The Greenhouse Approach:

Using a structured hiring process makes it easier to ensure attributes required for a role are covered in interviews. It also means that the people best suited to test for those attributes are interviewing candidates. Part of this process is collecting feedback from candidates that allows the team to look at a set of information in order to make better decisions about hiring and to improve interviewing processes. Structured interviewing makes it possible to set a high bar for hiring as the company scales.

The Entelo Approach:

Entelo also uses a structured interviewing process to help remove bias from the hiring process. Entelo’s hiring has a large focus on culture and values and every single interview is assessing a values fit. This helps hone in on the people who are going to be long-term employees. This type of process also helps candidates decide if the role and company is a good fit for them.

How Facebook prioritizes candidate experience

The company looks at treating candidates like they are customers. At the end of the day, they’re hoping to have their “business.” If candidates have a bad experience, not only will they be lost as a potential employee, but they’re likely to tell their friends and family about it. They might even share their bad experiences through the company’s social platforms, Facebook and Instagram.

Everybody on the Facebook team provides a critical role to make sure that each individual that walks through the doors has a great experience—from the receptionist to the hiring manager. After the interview takes place, a candidate survey is sent to gather feedback and gauge whether the interviewing team hit the mark. Through this data, feedback from the surveys is shared with the hiring teams so they can see what they need to improve upon for next time or what they’re really nailing during interviews.

Increasing employee retention

Each company has their own way of keeping employees happy. It’s helpful to find the one or two things that work really well and continue to do those things well.

For Greenhouse, that means sending a bi-annual engagement survey. This is sent through email using Culture Amp. Each employee in the company receives this 10–15 minute survey and participation is highly encouraged. Why? Because it’s used to gauge how the executive team is doing, how people are feeling about the company, and other important aspects of employee happiness. Once the data has been aggregated, this information is shared with everyone in the company along with what the executive team has decided to prioritize and why. Transparency is key!

Facebook makes use of surveys and other feedback methods to understand the employee experience. They also rely heavily on understanding the landscape of new hires in their first 90 days—an integral time in making sure employees are engaged and happy.

On the other end, they also gather the same data points from more tenured employees. In both cases, the company identifies gaps where employees are missing vital support during different parts of their Facebook journey.

Professional and personal development are high on Entelo’s list. They spend a lot of time thinking about employees as individuals and how they can help develop skills—not just for the current role they’re in, but also for the future. A company that supports development and individual desires likely has employees that want to stick around. If an employee feels and sees the impact that the company is striving to make on their own development, they want to make it work just as much as the company does.

A few final thoughts

Thanks for reading along! We hope these tips from the Best Places to Work panel give you some ideas you can try out at your company.

Do you already have tips that you’d like to share? Leave us a comment to let us know how you’ve approached creating a happier workplace. We’d love to hear from you.

Want to watch the full recording of the event? You can find it here!

Caitlin Doherty

Caitlin Doherty is the Events Coordinator at Greenhouse. She enjoys the ability to work within a small but mighty team to bring People thought leaders together in one room while creating memorable experiences. She resides in New York City where she fills her extra hours practicing a newfound love of improv, experimenting with recipes in her small Brooklyn kitchen, and taking long walks with strong coffee. You can connect with Caitlin on LinkedIn.

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Company Culture