Recruiting Via

35% of Job-Seekers log onto glassdoor everyday

Group 11Chandni MishraChetna MannSwadha OjhaSrikanth RamanRudrakshica Garg

It is a U.S based job and career site.

Search by region, position, or a specific company

It is a database of anonymously postedCompany InformationSalariesReview and RatingsInterview QuestionsJob OpeningsRecent News

GLASSDOOR

GLASSDOOR

It provides in-depth details to the job seekers

Recommendations is given in terms of percentage

Employers get insights about their potential competitors and traffic of workers on their profile.

700 Companies are partnered with glassdoor

A Survey tells that the data provided is 85% authentic

There is an application readily available on the mobile phones

GLASSDOOR & NESTLE

Based on job types Nestle updates the vacancies.

Job type: Part Time, Full Time, Contract, Internship

Glassdoor is integrated with Facebook and Twitter.

Inside connections help people to look up for job & apply.

HOW NESTLE USES GLASSDOOR

Recruitment Requisition

RECRUITEMENT METHODOLOGY

1. 2. 3. 4.

Open positions will be seen and read by a larger

number of qualified

candidates. More than 500 million

active users.

EXPANSION

Access to the top candidates,

helping company to attract talent vs

competitors.

QUALITY

Low Cost Recruitment with high Return Of

Investment.

ROI

Increases the employer’s brand

visibility online and establishes a

leading-edge image for the

brand.

RECOGNITION

PROs

1. 2. 3. 4.

Results in dealing with inappropriate

& irrelevant candidates. It can lead to an over-whelming and

time consuming process.

TOO MANY CANDIDATES

Recruiters & technologically inexperienced

employees have to spend a lot of time in learning

these new technologies

TECHNOLOGY

Low skilled positions to do fill via social media.

Also some potential

candidates are less familiar with

this.

DISPARATE IMPACT

Many qualified can be eliminated during the filtering

process even before being evaluated.

A MATTER OF LUCK

CONs

Conclusion

Social media is here to stay and employers can gain a significant advantage by adopting hiring methods that have a social media element.

But intimate knowledge of someone’s capabilities can only be gained through personal knowledge.

It is unlikely therefore, that social media will replace the traditional recruitment methods in the near future

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