Nestle and glassdoor
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Nestle and glassdoor

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Nestle and glassdoor Nestle and glassdoor Presentation Transcript

  • Recruiting Via 35% of Job-Seekers log onto glassdoor everyday Group 11 Chandni Mishra Chetna Mann Swadha Ojha Srikanth Raman Rudrakshica 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 posted Company Information Salaries Review and Ratings Interview Questions Job Openings Recent 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 Selection Criteria Posting on Glassdoor. com Receive applicants for the job. Filter out the right candidate s. Assess Against Defined Criteria. Interview selected candidates. 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, helpin g 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 1 2 3
  • Thank You