Will Glassdoor’s Acquisition Impact the Brand?
In May, Japan’s Recruit Holdings, which owns Indeed, bought job
board and recruiting company Glassdoor for $1.2 billion.
Robert Hohman, CEO and co-founder of Glassdoor, said the
acquisition allows his company to “accelerate its innovation and
growth to help job seekers find a job and company they love while
also helping employers hire quality candidates.”
Glassdoor, founded in 2008, receives approximately 59-million
people to its platform each month and hosts rich data, including
reviews and salary information, on more than 770,000 companies.
It offers recruiting solutions to 40 percent of the Fortune 500.
Brian Kropp, group vice president of Gartner’s HR practice,
predicted that the acquisition will have “little impact” on
Glassdoor’s brand in the short term.
“However, if the services that are offered through Glassdoor
become more focused on delivering on the needs of HR
executives and recruiters,” Kropp says, “then they run the risk of
becoming a less-valuable platform that becomes candidate- and
The deal is set to finalize over the summer, pending regulatory
approvals and closing conditions.
—Danielle Westermann King
Silicon Valley Still Lacks Diversity
Members of the Congressional Black Caucus recently visited
Silicon Valley to assess how tech heavyweights are doing in their
efforts to hire more people from under-represented groups.
Judging from what some members had to say, the overall
impression was “not so good.”
During a panel discussion held at Lyft’s headquarters, U.S.
Rep. Maxine Waters (D.-Calif.) described herself as “floored” that
the number of black employees at many Silicon Valley companies
has yet to exceed 2 percent.
Jori Ford, senior director for content and SEO at software-rating firm G2 Crowd, says companies like Facebook and Google
that regularly publish their lack of progress in diversity hiring are
reinforcing the notion that minority candidates have little chance
of being hired at such companies.
Instead, she says, companies should communicate how they’re
“ensuring that everyone is interacted with equally” and consider a
third-party evaluation of processes and culture.
—Andrew R. McIlvaine
Investing in Wellness Program Incentives
Money may not be able to buy happiness—but can it encourage
health? That’s what benefits professionals are hoping.
Financial incentives are increasingly being incorporated into
corporate wellness strategies, the National Business Group on
Health and Fidelity Investments found in a recent survey of
benefits leaders at 162 large and mid-sized companies. Eighty-six percent of respondents use monetary motivation in their
wellness programs, up from 74 percent last year. The value of the
incentives is also on the rise. The average incentive is $784 per
employee annually, up from $742 last year—and an increase of 50
percent from five years ago.
“The fact that companies continue to dedicate an increasing
amount of resources to their corporate well-being programs
indicates they are having a positive impact on overall workforce
performance,” says Robert Kennedy, senior vice president of
Fidelity Benefits Consulting.
The research also suggested wellness programs are
increasingly incorporating emotional- and mental-health aspects.
Keynotes Set for
2018 HR Tech
Mike Rowe, best known for his work on the
Discovery Channel’s hit
TV series Dirty Jobs and
Facebook’s feel-good hit
show Returning the Favor,
will deliver the opening
keynote at this year’s HR
Technology Conference &
Exposition® on Sept. 11.
Known as the “dirtiest man
on TV,” Rowe will present
“Why Dirty Jobs Matter,”
during which he will share
his experience traveling to
all 50 states as an apprentice
to attempt 300 different jobs.
Rowe will offer his take on
the surprising lessons he
learned about teamwork,
determination and efficiency.
meanwhile, will open day two
of the event with a keynote
titled “Future Consumers:
Decoding the Trends and
Zuckerberg, a best-selling
author, entrepreneur and
tech-media personality, will
walk attendees through key
technology trends affecting
the future consumer and
how they not only impact
businesses, but also the
consumer and employee
The full program for the
2018 HR Tech Conference—
which is now in its 21st
year and runs from Sept.
11 through Sept. 14 at the
Venetian in Las Vegas—
can be viewed at www.
The conference will once
again begin with the Women
in HR Technology Summit,
which features eight sessions
on topics ranging from
climbing the leadership ladder
to using analytics to drive
Rita Mitjans, chief
diversity and corporate social
responsibility officer at ADP,
will open the summit with
a presentation titled “The
Business Case for Diversity.”
She will share her insights on
what companies need to do
in order to build the business
case for diversity and ensure
diverse employees aren’t
having a vastly different
workplace experience from
others in the organization.
SAP Executive Vice
President and Chief Talent
& Leadership Officer Jenny
Dearborn will close out the
summit with “Evidence-Based
HR: How Data Will Shape the
Future of the Workplace,”
during which she will explain
how an analytics-centric
culture can cultivate data-driven women leaders and
what this means for the future
Pat Milligan, global leader
of the Multinational Client
Group at Mercer, will present
the conference’s closing
keynote, “Leading Through
Talent Model.” Milligan will
share what HR leaders need
to do to build a talent model
that matches the current
and future needs of their
The event includes an
exposition hall that features
more than 400 exhibitors,
including a Start-Up Pavilion
with more than 60 companies.
According to the Ethics & Compliance
Initiative’s new Global Business Ethics
Survey, employees are increasingly
reporting wrongdoing in the
workplace—but retaliation for
such reporting is also on the
Findings from the poll
of more than 5,000 U.S.
Retaliation on the Rise
• 69 percent of employees who saw
misconduct in the workplace reported it, up
from 56 percent in the first survey in 2000;
• the most common type of conduct
reported was misuse of confidential
information, followed by giving or
• 44 percent of those who reported
wrongdoing also experienced retaliation,
compared to 22 percent in 2013;
• 72 percent of those who experienced
retaliation said it happened within
three weeks of an initial report;
• retaliation was most associated with
reporting of officials who accepted
• 40 percent of employees said their
company has a weak ethical culture.
Mike Rowe Randi Zuckerberg