“Glassdoor is your free inside look at jobs and companies. Salary details, company reviews, and interview questions — all posted anonymously by employees and job seekers.”
This is a brilliant new site! It gives members a bunch of information regarding salaries and beyond, in every which was possible. Looking to make a career move? Do you have a new employer in mind? Look them up on Glassdoor and find out everything you need to know, even typical interview questions!
What and who is Glassdoor? Here is what they have to say:
“Glassdoor is a free career community where anyone can find and anonymously share an inside look at jobs and companies. What sets us apart is that all our information comes from current and former employees, interview candidates, and even the companies themselves. Now with more than a million salaries, company reviews, interview questions, office photos, and more, you have all the information you'll need to manage your career and make more informed career decisions.”
This site is free to use, although in order to access most of the data and site, you are required to fill in your own details (anonymously) in order to strengthen the knowledge base.
Glassdoor has just raised $12 million in its third round of funding. $22 million in total. Still in its early days, this site is set to become huge.
Visit Glassdoor.
Showing posts with label jobs. Show all posts
Showing posts with label jobs. Show all posts
Tuesday, February 15, 2011
Sunday, January 9, 2011
Life and Work at Google
Here are some interesting video's of life as an employee at Google ...
Googleplex tour!
A look in to the Google interview process:
Jenny is a Software Engineer:
Googleplex tour!
A look in to the Google interview process:
Jenny is a Software Engineer:
Saturday, June 26, 2010
BraveNewTalent.com
I have come across BraveNewTalent.com today. The site is an interesting new blimp on the Social Networking sphere, connecting job seekers directly with employers. Think, LinkedIn although more focused.
Users can create a profile and then follow employers of choice which then allows users to follow bites of information that the employers choose to deliver via the network.
BraveNewTalent.com seems to be a valuable tool by allowing potential recruits to research and gain insight in to employers of choice. To date, they have 685 business’s online ready for you to follow. Notable names include Google, Microsoft, Unilever, PricewaterhouseCoopers and many more.
Interviews with potential employers can be a daunting task for some. In such cases, information is power. Offering ‘candidates’ the opportunity to research employer insight, values, current news, projects and so forth – generally paves the way to a positive and successful interview. Yes – this insight can usually be gained through company websites, although company websites are usually slanted toward clients and not so much toward potential employee empowerment.
BraveNewTalent.com definitely provides this aspect – assuming the employers and business they profile are compliant in keeping the relevant information fresh.
While I am all for social networking and value it as a real way forward in the Recruitment industry, I can’t help but disagree with some of their statements:
“Our approach is simple. We think the recruitment process is outdated. Candidates and employers are too often relying upon methods which have not taken advantage of the social networking revolution. Members of Generation Y are used to having instant access to information, and being as well informed as can be when making a decision. At BraveNewTalent.com, we think it should be the same when job-hunting.”
The recruitment process is outdated? Really? Since when? It’s still a booming industry with new key players arising every day. Large, medium and small organisations still value the process and still retain trusted Recruitment agencies for their expertise.
While BraveNewTalent.com is clear in offering their focus on the needs for Gen Y, this is definitely a ‘brave’ statement.
We can’t lose sight of the fact that Social Networking will never be successful in replacing the principles of face to face networking. Social Networking will never replace, but can compliment face to face networking.
Here at Cyber Placements we bridge traditional recruitment (networking) principles with new trends. We utilise Social Networking to add value to our relationships with our clients and candidates. Although, we have done the ground work. Our relationships are in place. They have been developed with care and devotion, and traditional networking values.
As far as I can see from BraveNewTalent.com, Gen Y would not appreciate our values. Which, again, is a ‘Brave’ approach to take.
The site is an interesting concept that adds value to a keen professional who is keen to present themselves in the best light. At the end of the day - Recruitment requires expertise, insight, knowledge and a tuned approach. I don’t feel it is something than can be overrun by Social Networking alone.
Users can create a profile and then follow employers of choice which then allows users to follow bites of information that the employers choose to deliver via the network.
BraveNewTalent.com seems to be a valuable tool by allowing potential recruits to research and gain insight in to employers of choice. To date, they have 685 business’s online ready for you to follow. Notable names include Google, Microsoft, Unilever, PricewaterhouseCoopers and many more.
Interviews with potential employers can be a daunting task for some. In such cases, information is power. Offering ‘candidates’ the opportunity to research employer insight, values, current news, projects and so forth – generally paves the way to a positive and successful interview. Yes – this insight can usually be gained through company websites, although company websites are usually slanted toward clients and not so much toward potential employee empowerment.
BraveNewTalent.com definitely provides this aspect – assuming the employers and business they profile are compliant in keeping the relevant information fresh.
While I am all for social networking and value it as a real way forward in the Recruitment industry, I can’t help but disagree with some of their statements:
“Our approach is simple. We think the recruitment process is outdated. Candidates and employers are too often relying upon methods which have not taken advantage of the social networking revolution. Members of Generation Y are used to having instant access to information, and being as well informed as can be when making a decision. At BraveNewTalent.com, we think it should be the same when job-hunting.”
The recruitment process is outdated? Really? Since when? It’s still a booming industry with new key players arising every day. Large, medium and small organisations still value the process and still retain trusted Recruitment agencies for their expertise.
While BraveNewTalent.com is clear in offering their focus on the needs for Gen Y, this is definitely a ‘brave’ statement.
We can’t lose sight of the fact that Social Networking will never be successful in replacing the principles of face to face networking. Social Networking will never replace, but can compliment face to face networking.
Here at Cyber Placements we bridge traditional recruitment (networking) principles with new trends. We utilise Social Networking to add value to our relationships with our clients and candidates. Although, we have done the ground work. Our relationships are in place. They have been developed with care and devotion, and traditional networking values.
As far as I can see from BraveNewTalent.com, Gen Y would not appreciate our values. Which, again, is a ‘Brave’ approach to take.
The site is an interesting concept that adds value to a keen professional who is keen to present themselves in the best light. At the end of the day - Recruitment requires expertise, insight, knowledge and a tuned approach. I don’t feel it is something than can be overrun by Social Networking alone.
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