LiveHire

How to Interview Online!

Michael Policano — Tue, 17 Jun 2008 15:09:00 -0500

Take Advantage of the New and Improved Interview Room Implemented by LiveHire ! LiveHire.com has implemented a new and improved Interview Room for seeing and hearing candidates in Real-Time. It’s the next best thing to actually being in the same room. By scheduling, recording and reviewing video interviews, LiveHire helps in reducing costs and saving time for employers. You can utilize the integrated Resume viewer, whiteboard, filesharing and note taking functionalities. It is easy and simple to set up an interview with our integrated scheduler and calendar. Through a webcam interview, employers can see a candidate’s qualities that are usually not apparent during a telephone interview. Using LiveHire will effectively increase the ability of a hiring manager to achieve successful hiring with reasonable expense in the least amount of time. Employers can schedule a LiveHire interview online and also receive resumes of candidates who match your job description. We help you to hire promising candidates for your organization's success and growth. Call 1-888-745-1483 to schedule a consultation. If you have any queries please log on to www.livehire.com for all information.

How Human Resources Can Save the Environment

Michael Policano — Mon, 19 May 2008 16:05:00 -0500

We are all aware that using the internet today for a job search is a huge time saver. Webcam interviews and emailed resumes save potential new hires hours of driving, printing, mailing, and air travel time not to mention the countless hours just waiting for flights. Americans are also beginning to realize that webcam technology offers solutions to problems other than time issues: environmental concerns related to dependence on fossil fuels are reframed by the possibilities of electronic communication. Digital technology has given HR and job candidates the “green interview” and eco-friendly employment.

According to the Sierra Club (sierraclub.org) more than 50 percent of adults believe that their employers should do more to be environmentally responsible. Many companies have already taken steps to do so by embracing technology and using electronic methods such as websites to advertise available positions. Requesting emailed resumes and correspondences is also ecologically conscious. Paperless communications are invaluable in the fight to reduce a company’s carbon footprint; in the production of regular office paper, mills pollute water, air, and soil. Paper production is one of the most polluting industries in North America (ranked 3^rd) and uses chlorine-based bleaches that result in toxic emissions.

Although paper recycling has reduced the pollution caused by initial or pulp production, it is an industrial process and recycling mills may have polluting by-products such as sludge. Therefore, the reduction of paper use is the truly effective way of reducing environmental polutants. And digital technology offers companies and job seekers this opportunity by creating a paperless line of communication that can be archived: email.

Webcam interviews are also greener than many realize. Americans must cut carbon-dioxide emissions 80 percent in the next 40 years in order to successfully combat global warming. According to the EPA, more than 30% of carbon dioxide emissions in the US result from gasoline engines in cars, light trucks and SUVs. Additionally, drivers in cities such as Los Angeles and New York City waste over 600 million gallons of gas annually while idling in traffic. The use of webcam interviews reduces the release of carbon dioxide from cars driven by job seekers attending interviews in the job search process.

The EPA also estimates that air travel causes 3.5 percent of global warming and predicts that the amount could rise to 15 percent in the next 40 years unless America changes the way it does business. On average, an airline flight from the west coast to the east coast requires over 12,000 gallons of fuel, and emits 252,000 pounds or 126 tons of carbon dioxide. Further, the impact of carbon is 2.7x greater in the stratosphere than if emitted on land. In other words, air travel is leaving a colossal carbon footprint on the planet, one that might easily be reduced by eliminating unnecessary air travel via webcam interviewing and webcam conferencing technology. Business travel may be necessary in some cases, but air travel for employment interviews is not.

When all factors are considered, Internet technology may offer solutions to many of the environmental problems vexing the nation today. Reducing America’s dependence on fossil fuels while further developing alternate and renewable resources is most important; using today’s technology to do this is the easy part.

For more information, go towww.doe.govwww.ecobridge.orgwww.epa.govwww.sierraclub.org

Career Strategy for the New Age

Michael Policano — Fri, 25 Apr 2008 06:07:00 -0500

Career Strategy and Interview Strategy

     Students who graduate from today's universities, business schools and MBA programs have worked long and hard to develop themselves as the ideal candidates for progressive careers in business and technology. University curriculum in this market requires not only courses in strategic financial management and integrated business and marketing communications, but also seminars in career and personal development such as resume building, interview skills, and the construction of an individual career strategy. Business technology in the 21st century demands that job applicants prepare for the webcam interview as a component of their career training.
     Mapping a career among the vast highways of technology, competition and outsourcing is not easy. Unlike the career paths chosen by the small percentage of college graduates during the 1940s and 50s, applic ants now must ‘fit’ themselves into the fast lanes of a company’s culture and technological purpose. Progressive job seekers know that real career success depends on a comprehensive individual plan that details specific professional goals and proven techniques for achieving them. Moreover, successful candidates must be able to convey their skills and their ‘fit’ into available business positions during the initial meeting with potential employers. This is where part two of the individual career plan begins….
     A few years ago, potential hires were called ‘in’ to a human resources office for a face-to-face interview. Suits were cleaned, shirts were ironed, and shoes were shined. As business went global, the face-to-face became less prevalent so employers could cut their investments of time and overhead. The telephone interview became the most common method for conducting initial interviews; the limitations, however, of th e telephone interview were obvious and offered interviewers very little information beyond what had been submitted via resume and cover letter. Thanks to technological advances and inexpensive digital and web technology, the webcam interview has been adopted as the initial interview format of choice. In truth, the webcam interview is the least problematic method for both the interviewer and the applicant. Although the human resources representative can’t shake an applicant’s hand, he or she can observe the candidate’s demeanor, body language, energy and reactions to skill and experience questions. Serious job candidates need to be prepared to excel in this new and growing practice.
     Experts in the field of human resources offer job seekers advice on preparing for and succeeding in a webcam interview: A webcam interview is not informal; a job candidate must look professional even if he or she will only be seen from the waist up. Having a copy of a resume and occasionally glancing at it is not taboo; reading from notes, however, is amateurish. Looking frequently at the webcam while speaking gives the interviewer the feeling of ‘eye contact’ and establishes a more personal interview. Experts suggest that job candidates try to relax, smile, and be natural.
     Of course, all job applicants should go into an interview with knowledge of the available position and its requirements, information about the company and its policies, locations, benefits, etc. Applicants should also bring a list of questions about the available position and the company to the initial interview.
     Graduates and job seekers have labored to become the ideal candidates for today jobs.
Career and personal development has become an important component in that labor, and business demands that successful applicants be prepared for the future of human resources: webcam technology.

Interview Do's and Don't's

Michael Policano — Thu, 03 Apr 2008 07:40:00 -0500

Article Title: Interview Do’s and Don’t’s
Author Byline: the medical sales recruiter
Author Website: http://www.phcconsulting.com/WordPress

So, who do you like in the presidential primaries? No, don’t tell me. I don’t want to start something here. I do know that there’s an interesting horse race going on in both camps. So, if the presidential race is on your mind, I found a couple of great posts on Bulls Eye Resumes that take a little something from the candidates to help you with medical device sales rep, laboratory and clinical sales rep, or pharmaceutical sales rep interviews:

Interview Do’s From the Presidential Race: (a few of my favorites)

Bring your personality to the job interview. You can be engaging and friendly and yourself while answering interview questions without feeling like you have to have false cheer. The hiring manager is a person, after all, and will likely be as turned off by that as you would be.
Answer the specific question asked. Be prepared, but don’t have your answers so “canned” that you answer by rote and don’t seem engaged in this conversation. (For a laugh, see some really honest answers here…)
Own your failures. Don’t act like you don’t have any, because the interviewer knows better. Focus on what you learned from them.
Interview Don’ts From the Presidential Race: (again, some of my favorites)

Don’t make false claims about your past job performance. You will be found out. Recruiters, especially, will look up your references.
Don’t schedule your interview during a time when your energy is low. Are you a morning person, or are you more alert in the afternoons? You don’t want to walk into an interview looking like you need a nap.
Don’t use the same tired lines everyone else is using. Buzzwords, yes. You show that you’re informed on the latest developments in your industry. Using standard “interview speak” when answering won’t get you the positive attention you want.
These really are very informative posts, with even more information than what I’ve highlighted here. Definitely worth the read. Article courtesy of the http://www.recruitingblogswap.com/ a content exchange service sponsored by CollegeRecruiter.com, a leading site for http://www.collegerecruiter.com/pages/internship-job-postings.php students looking for internshipshttp://www.collegerecruiter.com/jobs/ graduates searching for entry level jobs and other career opportunities.

Sell Me this Pencil

Michael Policano — Mon, 17 Mar 2008 13:53:00 -0500

"Sell me this Pencil"; personnel and sales managers used to ask applicants this question during interviews on a regular basis. Believe it or not, it is a relatively effective way of finding out how well an individual thinks on his / her feet. Can she speak well and make eye contact when she is surprised? Can he smile and behave professionally when he is at a loss for words? Clearly, job applicants will do a better job of “selling that pencil” if they are prepared for the question and have some knowledge of various types of pencils.

The one benefit of this interview strategy for the applicant is that the pencil serves as a focal point of discussion; it is a visual aid that actually allows some description to be “acted upon” by moving the pencil. It is a real example with which the candidate can dazzle the interviewer.

The point is that preparation and real examples of an applicant’s skills serve to illustrate the qualifications and fit of that applicant. Human resource managers and personnel directors should expect applicants to come in prepared with information abut the company, its mission statement, and the available position. Candidates should prepare a “portfolio” or project review / summary in order to present a real example of proficiencies, skills, technical and computer knowledge. The potential employee can reference the portfolio while he or she answers the interviewer’s questions. This can be done during a webcam interview as well because the portfolio can be emailed, faxed, or snail-mailed to the human resources director or interviewer prior to t he act ual or electronic meeting.

It is very important that an applicant’s portfolio or visual presentation be professional and of the highest quality. The design of the portfolio must reflect an organization and demonstrate the culture of the profession. For example, an applicant hoping to fill a graphics position must present a graphics-heavy portfolio, etc. Further, the applicant should have his or her own copy of the portfolio to reference during the interview.

The use of the document or portfolio allows both the interviewer and the interviewee to maintain a solid focus on the skills necessary to successfully perform the job. Small talk is still essential to ‘break the ice,’ but the majority of interview time will be spent in specialized discussion related specifically to effectively filling the available position. The candidate will demonstrate preparation for the interview and qualifications for the job. Applicants will utilize the ‘pencil” to sell the ‘pencil” and, thus, themselves.

Great Resume, Great Interview = New Job

Michael Policano — Sun, 09 Mar 2008 15:22:00 -0500

In this day and age, developing a professional resume is easier than ever. There are multiple resume construction websites as well as professional resume software available for purchase. There are also resume services that will interview job seekers and create for them a professional resume that shapes talents and skills so that they are particularly attractive to growing companies in a specific region. Human resources officers find these professional resumes, are duly impressed, and contact the respective candidates. Interviews are scheduled, and candidates prepare. ; Some candidates, however, don’t prepare and cannot land the job and close the deal. What should job applicants do to appropriately prepare for a job interview?

Research: Candidates should spend as much time as possible researching a company prior to an interview. Most companies have web sites that contain pertinent information on its diversity policies, benefits, and often offer the requirements of available positions. Knowledge of the company and its culture will be obvious to the interviewer during a first meeting and will show the candidate is a forward thinker and a true professional. Further, company research will ensure that the candidate actually wants to invest time and energy in a company.

Underselling Themselves: Candidates should be prepared to assert their aptitude, skills, and the ways in which they can help the company achieve its mission. Obviously, the company is looking for workers; the successful applicants are those who can illuminate their proficiencies and talents and convince the interviewer that their experience is best for the available position.

Failing to Listen: In most cases, employers know what they want in a new hire; they know what questions they want to ask and know what answers they hope to hear. A successful candidate will listen to the questions asked, detect the subtext of those questions, and answer accordingly. For example, a question about meeting deadlines may really be an inquiry into one’s management style. Applicants may know what information they hope to impart, but they must listen to the company’s representatives and follow the lead of the interviewer. Interaction should be give and ta ke.

Maintain Professionalism: A brief mention of the World Series or the Final Four is a good ice-breaker and can make an interview more comfortable for all involved. However, personal information which has no bearing on the issues at hand is not appropriate. A candidate’s reasons for adjusting administrative style or shifting focus from email to personal communications is important and may include some real workplace or life experiences, but these are only significant if they are relevant to the available position. Candidates should not discuss personal relationships, irrelevant health or medical issues, or even the p arking problem encountered that morning.

Currently, developing a professional resume is the easiest part of landing the perfect job. Interviewers are prepared to meet and conference with applicants; applicants should be prepared to demonstrate their skills and professionalism. Candidates should be prepared to become new hires.

Intern your way to a new job..

Michael Policano — Thu, 28 Feb 2008 10:10:00 -0500

During a recent human resources seminar, business owners were asked to develop a list of the 5 most important characteristics they look for in a new hire. The following terms were the most common: attention to detail, on-task behavior or focus on task, trustworthiness, promptness, cooperative or ability to collaborate. How do we as business owners discern these characteristics during the interview / hiring process? And how can we identify these positives in recent college graduates who have yet to work?

Many business owners who use the webcam interview process almost exclusively insist that candidates who have worked as interns interview well and become successful long term employees. Most small businesses don’t participate in college credit / internship programs; this doesn’t mean that small businesses can’t benefit from such programs at larger companies. Internship programs offer college students professional experiential opportunities that integrate academic learning into real job practice. Such programs also give candidates a chance to demonstrate the aforementioned characteristics and the verbal means to describe their professional behavior in an interview with your company. Other hiring professionals adapt the intern-concept to meet their hiring needs. When setting appointments for the webcam interview, numerous forwarding-thinking human resource personnel assign a project to a candidate; the project is to be completed by the applicant and presented during the webcam interview. This mini-internship gives employers the opportunity to access the potential hire on multiple levels including technological / computer skill, verbal / communication skills, project assessment, pace, design and creativity. The presentation will often serve as an indicator of business culture fit; in other words, it will give both you and the candidate an idea of how co mpatible he or she will be with your company. Any human resources professional who has interviewed recent college graduates understands the difficulty of determining whether course success and a strong transcript will translate into professionalism on the job. Internships, mini-internships, webcam interviews and the internet all function as partners in the 21^st Century hiring process. Good hires save your company time, money and resources.

How to Network Like a Pro

Michael Policano — Tue, 26 Feb 2008 11:48:00 -0500

Author Byline: Kevin Donlin is President of Guaranteed Resumes and the creator of GetHiredNow.TV. Since 1996, he has provided job search assistance to nearly 10,000 people. Author of "51 Ways to Find a Job Fast -- Guaranteed," Kevin has been interviewed by USA Today, The Wall Street Journal, CBS Radio and others. His latest product, The Instant Job Search Sys
Author Website: http://www.collegerecruiter.com/guaranteed-resumes.php

You can learn a lot about networking to find jobs by asking recruiters how they do it to fill jobs. That's because recruiters, also known as headhunters, have to network every day to locate and place candidates in positions they're hired by employers to fill. And recruiters don't get paid until they succeed. So you'd better believe that successful headhunters know a thing or two about networking.

Here are two things, to be exact, you can do to network like a pro and get hired faster ...
1) Google And Call Past Employees
Recruiting expert David Perry, author of "Guerrilla Marketing For Job Hunters," shares a unique way to research potential employers using Google. It's this: Find and call people who used to work where you want to work now. "The fastest way to learn the real workings of an organization is to Google past employees and call them up. This is exactly what I do. Before I take an assignment from a company to place an executive there, I want to know if I'm walking into a hornet's nest," says Perry.

Here's how to do it ... Google the name of your target employer and the word "resume." The search results you get back will include resumes of people who used work there. (You may want to add the word "experience" to "resume" in your search; experiment using Google's Advanced Search options.)

Once you find some resumes, pick up the phone and call. Say: "Hi my name is _________. I'm researching XYZ Corp. and I think you used to work there because I found your resume online. I'm thinking of applying for a job there. May I ask you a few quick questions to see if it's worth my time and effort? I know this is an unusual way to do a job search ..." Most people will be impressed by your initiative, flattered to be asked for their opinion and willing to help you out. "You want to learn about three main areas: the company and its culture; the department you would be working in; and the name of the manager you would be reporting to," says Perry.

Finish your conversation with this all-important question: "If I decide to talk with them, may I say that I spoke with you?" "You ask this for two reasons," advises Perry. "First, if they left on good terms, you can drop that former employee's name when contacting the company to ask for a meeting. Second, that person may phone his old boss and tell him or her to keep an eye out for the smart person who just called -- that would be you." If you're at all hesitant about this technique, try it on a company you have no intention of applying to. Work out the bugs first, then network your way right into your ideal employer.

2) Make Recommendations On LinkedIn
Tom Stewart, VP of Executive Search at Genesis10 in Minneapolis, advises job seekers to use LinkedIn.com as a way to get found by recruiters and employers.

"I tell people to think of LinkedIn as a sort of 'Who's Who' for the Internet savvy professional. It's a great way to expand your visibility -- and the more people who can find you, the better," says Stewart. Key to using LinkedIn effectively is to give and ask for endorsements, also known as recommendations. "Writing recommendations for those in your network benefits everyone. I have found candidates accidentally by clicking on the endorsements they wrote for other people on LinkedIn. I can count at least 6 passive candidates I placed in new jobs this way," says Stewart. Start with your network of first-level connections at LinkedIn. Pick one person you feel strongly about and endorse them. After you write a recommendation, the system prompts the recipient to endorse you, which leads to reciprocity.

Think of your LinkedIn recommendations as free advertisements you can run on other people's profiles. If they are successful and highly visible in their industry, your recommendation -- with your name on it -- will be
highly visible, too. Which increases the likelihood that a recruiter who sees your endorsement will click on it, read your profile, and contact you.

Now, go out and make your own luck!

Kevin Donlin is President of Guaranteed Resumes and the creator of GetHiredNow.TV. Since 1996, he has provided job search assistance to nearly 10,000 people. Author of "51 Ways to Find a Job Fast -- Guaranteed," Kevin has been interviewed by USA Today, The Wall Street Journal, CBS Radio and others. His latest product, The Instant Job Search System, is available at "http://www.collegerecruiter.com/guaranteed-resumes.php">http://www.collegerecruiter.com/guaranteed-resumes.
copyright (c) 2007 by Kevin Donlin Article courtesy of the http://www.recruitingblogswap.com/ a content exchange service sponsored by CollegeRecruiter.com, a leading site for http://www.collegerecruiter.com/pages/internship-job-postings.php college students looking for internships"http://www.collegerecruiter.com/jobs/">recent graduates searching for entry level jobs</a> and other career opportunities.

Ask Not....

Michael Policano — Thu, 21 Feb 2008 00:55:00 -0500

Ask Not…

During a recent business development conference, a human resources speaker reminded us of the Mary Tyler Moore show and her character’s job interview with her soon-to-be boss, Lou Grant. As funny as the encounter was, it did bring to light an interesting point: what questions can we as business owners ask our perspective employees? Lou Grant asked Mary about her religion. She responded by reminding him that he wasn’t allowed to ask that… intimidated, she did finally answer.

Discrimination is an issue that we business owners and human resources directors must keep in the back of our minds. EEO (Equal Employment Opportunity) Laws were designed to protect potential employees. Employers, however, must protect themselves against the perception of discrimination. An employer might not hire a 52 year old man because he lacks computer experience. BUT if during the gentleman’s interview, the employer asks pointed questions regarding the man’s age and when he graduated from high school, college, etc., the perception of discrimination may become a huge issue.

The best way to avoid this problem when seeking additional personnel is to steer clear of interview questions related to age, religion (thanks Lou Grant), gender or children, race or ethnicity, or disability. Interviewers should focus on the candidate’s ability to meet the demands of the job and the candidate’s employment background, training and experience. “Friendly” interviews sometimes lead to a discussion of children and their extracurricular activities… and it’s fine if a candidate volunteers such information. But human resource directors must be careful to not to ask, “Will Johnny’s Little League schedule interview with our company’s meeting schedule?” If Mom isn’t hired, she may believ e her status as a mother is the reason why.

By the way, Mary was a Presbyterian.

Second Life Recruiting: The Future?

Michael Policano — Mon, 18 Feb 2008 03:39:00 -0500

Article Title: Second Life Recruiting: The Future?
Author Byline: Need Career Advice? Resume Help? Visit Us!
Author Website: http://www.boston-technical-recruiter.com/

About two days ago, I stumbled on something that made me cringe at the thought of having missed a technological opportunity. Virtual world recruiting is something fairly new to the industry, yet many major companies such as IBM, GE, and Accenture are utilizing a new environment called Second Life for recruiting and marketing.

Second Life is a virtual world that is fully customizable and allows complete control of the environment down to creating gravity defying floating houses to weapons of mass destruction. By writing scripts or using thousands of written scripts, you can modify your character and environment in a thousand different ways. From combat to running your own advertising agencies to recruiting real world candidates, Second Life is a dreamscape with some serious potential. Second Life even has a currency which can be exchanged into real life money at a 1RLD to 278SLD ratio. In other words, everything you may need to live it up.

From the perspective of business communications, Second Life is being used as a training ground, conference room, or company propaganda platform. Cannon, Routers, L word are all advertising inside the game. The opportunity to market to over a million individuals with limited competition is nearly irresistible. I considered marketing my own blog before thinking better of it and exploring the world further.

But how viable is second life in terms of creating a viable recruiting business model? I considered leasing 100 square meter office and advertising my open real world opportunities in game. At the same time I ran across an article which clearly demonstrated that many people in SL would not take kindly to RL intrusions into their fantasy world. Would it make sense to offer recruiting services within Second Life to Second Lifers? How about advertise real life jobs to Second Lifers. It is clear that the latter is already being done and is something that I will probably engage in as well. One of the secrets within the game is that everything is based on your position in search results. If you can figure out a way come up to the top of search results in ingame searches, your traffic can potentially explode. May SL gamers will find good real life opportunities marked ingame hard to resist.

Second life is an interesting new medium that is largely underutilized by small recruiters. But as technology advances and virtual reality becomes more commonplace, have a virtual store in a virtual environment will not seem so far fetches. I’ve always wanted my own island, even if it is inside a server.

http://www.recruitingblogswap.com/

http://www.collegerecruiter.com

http://www.collegerecruiter.com/jobs/

Hiring...The Most Bang for your Buck!

Michael Policano — Sun, 17 Feb 2008 08:00:00 -0500

It’s been proven that interviewing a candidate via a webcam saves companies time and money. But there are more ways to streamline hiring and improve your interviewing and employee selection process. Hiring staff members who don’t have the ability or training to be successful in your company is a waste of your time and forces the interview process to unnecessarily begin again. How can you avoid this? Systemize your interview by creating a standard series of questions based on the behaviors of your best employees. Then ask those questions and demand concrete, behavior-based answers:

For example, Why did you leave or are you leaving your previous place of employment?

Why are there gaps in your employment history? How much experience do you have with the computer systems we use? Direct, fact-based questions and answers keep the interview moving quickly while supplying a vast amount of information.

Behavior-based questions also demand concrete answers: Specifically describe your current job description. At what aspects of the job are you best? Have you worked on team projects that were successful? Describe the projects and your specific roles. Behavior-based questions are task-specific and demonstrate a prospect’s ability to concentrate and complete job and project responsibilities. Questions that precise demand focus and detail-orientation.

Hypotheticals and imaginative questions may be interesting to ask, but unless you are seeking candidates for predominantly creative or artistic jobs, concrete, behavior-based interview questions will get you the most useful information in the least amount of time… the most bang for your buck. It’s still about the bottom line!

Recruiting Marathon

Michael Policano — Wed, 13 Feb 2008 15:28:00 -0500

Analogies give us insight, motivation and ideas. I know sales people and recruiters use them everyday, "you have to go the distance", "let's hit one out of the park" etc. One of my favorite Sports analogies for recruiting is "Recruiting is a Marathon, and not a sprint". There are those times when you'll make that quick hit placement or sprint, but the majority of them take a longer time. Running a marathon takes preparation, training, mental and physical focus, support from others, a good pasta dinner the night before. All these are true to recruiting (pasta sometimes).. Focus and preparation take time, We have to build relationships with hiring managers and candidates, Screening, interviewing, feedback, closing, providing a great service to your clients..these are Part of the recruiting process. If you have the desire and passion to be a great recruiter, don't look at the short term, smaller picture.. The bigger picture Marathon mentality is a long term focus and relationship building exercise that will provide your clients with top service. You will receive more refferalls of passive candidates, clients, be more succesful, and reach the finish line. Do you have a good sports analogy?

Real Time Video Interviewing

Michael Policano — Fri, 18 Jan 2008 17:50:00 -0500

What is LiveHire?

LiveHire is a new way to Interview for jobs on the internet. It allows Employers and Candidates to interview in real-time via a webcam from any location. LiveHire is a tool made specifically to interview candidates for potential employment.

Why Use LiveHire?

Simply put it’s easy. It’s the next best thing to actually being in the same room as the candidate. Recruiters and Managers will be able to make quicker hiring decisions, decrease costs associated with flying and relocating candidates. You can save time and money on College recruiting while increasing the number of schools to recruit from. You can interview graduates from a handful of schools without leaving your desk. See the candidate; speak with the candidate, Interview the candidate live.

New Book on Video Interviewing

Michael Policano — Sun, 06 Jan 2008 14:12:00 -0500

Alison Doyle is an expert on using the internet effeciently to find a job. Please take a look at her new Book, http://www.happyabout.info/InternetYourWaytoaNewJob.php

College Recruiting 2008

Michael Policano — Thu, 03 Jan 2008 21:07:00 -0500

Reprinted with permission from ERE (http://www.ere.net/)

Interactive recruiting strategies to meet Gen Y expectations

September marks the beginning of another year at colleges and universities across the United States. A few days ago, I was at Dartmouth University watching the frantic scramble of groundskeepers, maintenance staff, and academics as they prepare for their 239th school year!

What I also noticed is that free wireless Internet access was everywhere. I was sitting on a bench in the village where the college is located surfing the net with a strong signal. Early returnees were sitting in small groups on lawns and benches and almost every one had a laptop out. Many were wearing their iPod earphones, and I am sure each had a cell phone.

What brought a smile to my face was the young girl who walked by me wearing her iPod in one ear while talking on her cell phone and carrying her laptop slightly open, ready to get online at a moment's notice.

The class entering this year is a deeply Generation Y group, always connected and expecting that connectivity in their classes, in their social life, and in how they get recruited.

Unfortunately, the way we recruit students would be more appropriate for the class of 1908 that that of 2008.

I have talked to scores of college recruiters who are, once again, gearing up for the traditional approach to recruiting. They are planning requisite, and increasingly non-productive, career fairs. They are updating the unattractive, non-interactive online "brochure" about their organization, and they are enlisting the usual Baby Boomer hiring managers to go on campus and talk to the students.

Through conversations with college students and professors, I recommend abolishing these activities if you seek a world class, effective college recruiting program.