1. Recruiting Via
35% of Job-Seekers log onto glassdoor everyday
Group 11
Chandni Mishra
Chetna Mann
Swadha Ojha
Srikanth Raman
Rudrakshica Garg

2. 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

3. 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

5. GLASSDOOR & NESTLE

7. 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

8. 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

11. 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

12. 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

13. 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

14. Thank You