Smartpro is neat, it classifies the responses under categories that are important and relevant to employees. It’s free and not for profit!

It was created by the employees and for employees and funded by the employees too and much before glassdoor was conceived.

check it out at http://www.thesmartpro.org

-B

Data deluge is a very interesting topic and the inundation done by streams coming out of FF, twitter, blogs, etc. are far from actionable. What we have taken as given that a majority of web data gets created for it’s search destiny (and maybe drive traffic from point A-to-B).

Would love to see your separate take on this topic (the deluge, the players, the incumbents, the opportunities, etc.).

Indus

Glad to see you are taking the fidelity of the content even more seriously that you let on in our conversation. Well that’s what happens when we are bound by limits of time and tyranny of appointments.

Thank you all so much for the interest in glassdoor. We are humbled by the community’s response to our site, it has truly been amazing.

@Brian Kirk:

We’ve taken data integrity extremely seriously – in fact our current run rates have us rejecting about 14% of content because it is either silly, too high/too low/bogus, jeopardizes anonymity, or appears to divulge trade secrets. We review every single piece of content by hand before it goes live, and to be honest, we’re pretty buried :) But we’re catching up.

As I shared with Om, the really exciting stuff is still to come. Right now we are very focused on data collection, but give us a couple of months and we will deliver to you some extremely interesting ways to dig into this data.

The thing is there is still a correlation between those factors and as those data sets bulk up the fidelity of the information will increase.

That said, your focusing on the PE & the chart highlights exactly the problem I was trying to highlight – you are seeing a specific part of the data. I am saying lets use this data to paint a bigger, more clearer picture.

“it’s not data that’s important but what you do with it” Perhaps i failed in making my case through my words, and that is why you focused on the chart. oh well, I shall try again sometime soon.

Really? Eyeballing the numbers from the chart, the correlation coefficient for Company Rating and P/E is 0.19, which doesn’t sound like a very strong correlation to me. For CEO rating and P/E it’s 0.58, which is better, but still not (especially with a sample size of 8) all that compelling.

And don’t even get me started on the form and design of the chart…

As someone who didn’t get around to be a post graduate, I don’t know what they teach in school. What I can tell you is that we really need to pause here and get some thinking in our work instead of chasing noise. news for the sake of news is not really valuable to anyone.

I agree it is a smaller data set, but the conclusions do make common sense. how many companies do you know which have done well with a cadre of less loyal and unhappy employees. I think if people are happy, they will think of new ways. but I clearly think as Glassdoor gets more data, we get a better understanding of this all. The point of Glassdoor as an example of an entity that needs to think of their data in a large context.

http://apps.facebook.com/office-book