Article Title: 5 Job-Search Tips for New Grads
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 System, is available at http://www.collegerecruiter.com/guaranteed-resumes.php
Author Website: http://www.collegerecruiter.com/guaranteed-resumes.php

5 Job-Search Tips for New Grads

It’s almost that time of year again, when newly graduating seniors hit the job market in search of a paycheck.

I don’t know about you, but everything I know about job hunting I learned after college. Like how to network and write an effective resume, for example.

So, to give you graduating seniors a leg up, I interviewed two career experts to uncover 5 ways for new grads to find a job faster. This is the stuff I wish they taught in school …

1) Cast a wide net
“In a declining economy such as we face now, you have to expand your options. If you’ve looked only at large corporations, start looking at small businesses, non-profits, universities, government jobs — a huge area of job growth — and other types of employers,” advises Lindsey Pollak, Author of “Getting from College to Career: 90 Things to Do Before You Join the Real World.”

Often, jobs at smaller and non-profit organizations are harder to find, requiring more networking on your part. However, you’ll face less competition from other job hunters who are not willing to put in the effort.

2) Persist without being a pest
Follow-up is one of the most important elements of any successful job search, especially for new grads lacking traditional experience. “‘No’ may really mean ‘not right now,’” says Pollak. “Getting a job is often about timing, so stay on employers’ radar screens. But instead of saying, ‘Hi, I’m just calling to follow up,’ try to add value in each communication, and only follow up once every two weeks or so.”

One way to add value is to use Google Alerts (Google.com/alerts) to stay current on industry news and trends. The service is free and emails you daily updates of the latest Google results (blogs, news, etc.) based on the topics you choose. Then, presto! You have a valid excuse to email or call employers about the relevant articles you find online.

3) Get experience — any way you can
Employers today expect — and in many cases demand — that you have hands-on work experience when you graduate from college, according to Peter Vogt, author of “Career Wisdom for College Students: Insights You Won’t Get in Class, on the Internet, or from Your Parents.”

“If you don’t have the right experience, you need to get some, be it through a post-graduation internship, working for a temporary staffing agency, or perhaps even volunteering,” says Vogt.

While this may come as a nasty surprise, especially if you’ve spent four years and five or six figures getting a degree, it might be necessary.
Especially if the economy continues to slow down. So you should have a Plan B that includes temping, interning or volunteer work. Some sites to check out are Net-Temps.com, Kellyservices.com, Manpower.com and Volunteermatch.org.

4) Your resume probably stinks — fix it
This unpleasant fact comes from my own experience reading hundreds of resumes from new grads over the years. To be specific, there are two things missing from most entry-level resumes: focus and results.

First, to give your resume focus, include an Objective at the top, with a specific job title. If you can’t focus on one job, tell readers the three skills you want to use (not 5 or 11). You must do the thinking for the reader and make it clear exactly what you want to do.

For free resume-writing help, send your resume to 5 people and ask them if they can figure out what job you want. If they can’t, employers can’t.
Revise as necessary.

Second, to give your resume results, add up all the time or money you saved or made in every position you’ve held since high school — paid or unpaid.
Then, include those totals in your resume and put them up front, where they can’t be missed.

Wrong example: “Duties included, but were not limited to, filing, faxing, answering phones and greeting clients as receptionist.”

Right example: “Saved 24 staff hours per month ($2,880 per year) by devising new filing system while handling receptionist’s duties.”

5) Get used to competition
Many new grads overlook or ignore this obvious fact, according to Vogt.

“As a student, you were graded on your efforts alone. If you scored 90 percent on a test, you got an A — no matter how anyone else did. As a job hunter, employers grade you against your peers. Suddenly, a performance that might otherwise have earned an A might earn you an F — failure to get hired — because another candidate else did just a little better,” says Vogt.

To compete in today’s job market, start with your mindset. Whether you’re writing resumes and cover letters, preparing for interviews, or out there networking, keep reminding yourself that good enough is … not. According to Vogt, “Your #1 job-search thought at all times must be this: How can I
outdo my peers?”

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
copyright (c) 2008 by Kevin Donlin

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

INTERVIEW on DEMAND - removing the barriers between TOP CANDIDATES and the COMPANIES that seek them.
Hiring managers - make faster, better hires while reducing costs.
Recruiters - make more placements with more companies, faster.

Thomas Pretty writes a very informative article about migration to New Zealand and how candidates can put their best foot forward.  In his article he mentions the difficulty that differing time zones can introduce into the interview process.  New Zealand happens to be 17 hours ahead of us (we are in Atlanta on Eastern Time) and is over 8100 miles away.  Those are two big obstacles to overcome if you are trying to migrate there and need to secure employment.

Not to worry though.  Thomas suggests (and we do as well) that you try setting up a video interview.  Since he only talked about how video interviews could help with the distance problem, we surmise that he wasn’t familiar with the time-shifted video interviews that Interview on Demand offers.  Our video job interviews can help employers and candidates bridge the ‘distance gap’ and make the interview possible without having to travel anywhere near 8000 miles.  Simply plug in your webcam, and take answer interview questions that the employer has stored on our system.   Now, using our video career profile for jobseekers, you could even send a mini-interview to an employer who doesn’t even know about video interviewing.

Even if you aren’t trying to migrate to New Zealand, video job interviews and video career profiles by Interview on Demand can help you close the gaps of time and distance when you are trying to find new employment.

INTERVIEW on DEMAND - removing the barriers between TOP CANDIDATES and the COMPANIES that seek them.
Hiring managers - make faster, better hires while reducing costs.
Recruiters - make more placements with more companies, faster.

by Dan Schawbel, Personal Branding Expert

The concept of personal branding is revolutionary and has changed our perception of those around us.  People, instead of products or corporations are now being regarded as brands, sharing similar characteristics.  Both personal and corporate brands have values, identities, personalities, an image and equity.  Today, this concept has been adopted by both recruiters and applicants alike, all for the common goal of capturing the best-fit match.  The competition in both the job and college marketplace has never been more severe.  In order to alleviate this fear and threat, students and professionals have turned to Personal branding.  According to a recent survey from Korn Ferry, personal branding accounted for over 11% of getting an executive recruiters attention.  

Personal branding describes the process by which individuals and entrepreneurs differentiate themselves and stand out from a crowd by identifying and articulating their unique value proposition, whether professional or personal, and then leveraging it across platforms with a consistent message and image to achieve a specific goal. In this way, individuals can enhance their recognition as experts in their field, establish reputation and credibility, advance their careers, and build self-confidence.

The audience in this equation is recruiters, other professionals or members of your network.  In order to brand yourself, you must have some form of differentiation, so that your audience can separate you from other applicants vying for the same position.

Your personal brand consists of three elements:

• Value Proposition: What do you stand for?
• Differentiation: What makes you stand out?
• Marketability: What makes you compelling?

Online personal branding (eBranding) focus areas:

YourName.com:  Your own domain should be your first focus area because it is a collection or central location of all your work and your branding materials.  After purchasing your domain and adding pages, such as your resume and portfolio, you need to communicate the site with your audience by using marketing tactics such as word-of-mouth.  Other tactics you may use is viral marketing through direct contact with others through email and phone mediums and by submitting your domain to search engines like Google.  If you already have a blog or another website, be sure to advertise your brand domain name on it.  Connecting with people in your network is also a smart strategy to drive traffic to a newly created brand domain.

Avatars:  These small graphical elements should be a professional picture of you.  Avatars are used in a variety of different ways on the internet, but are especially concentrated in social networks, such as Facebook, Twitter, Second Life and many blog networks. Your Avatar should display your professional photo.  Corporations use Avatars to illustrate their logo’s as a form of advertising. Whether you are posting in a blog or sending an email, you want your Personal Brand to represent your true appearance. Avatars have recently been deemed the standard in portrait displays for all of web 2.0 on the internet.  After developing one, it can be leverage in almost all social media websites, which is why it’s important that you make one immediately before investing in other parts of your brand.

Social Networks:  Today, most of the population is registered in at least one social networking website, whether it is MySpace, Facebook or others.  Issues do arise from messages that are posted that have a negative impact on Personal Brands.  If you join one of these networks, be sure that you set your privacy controls, use professional pictures and moderate comments and messages.  Recruiters view these websites and may turn you away after finding out certain information. 

Blogs:  A content distribution system, that not only creates a community of people that share similar interests, but acts as its own subscription service, where your words are syndicated through emails or other websites through RSS.  Blogging is one of the most remarkable Personal branding channels because the content is personable and direct.  When starting a blog, you may register with a host such as Google Blogger or Wordpress.  The idea with blogs and your brand is to stand out through taking a niche topic and blogging about it on an ongoing basis.  Blogs consist of posts that are either written or in a video format, where you can express your interest and expertise in a given topic.  Typically, you should avoid any ideas or visuals that would give your brand a bad reputation.  Photos and video’s should be used to re-emphasize your points, as well as links to other blogs that directly connect with your topic.  Be sure to comment on other blogs, as that creates a network, where you will get more visitors and more people writing on your topic.

Podcasts:  Video content is especially useful for your brand if you have a vivacious personality in front of the camera.  In the future, resumes may be formatted into multimedia, where individuals will have to pitch their core message in 30 seconds and forward it to a recruiter.  Podcasting is useful because it highlights your overall brand, in the form of dynamic content.

Forums:  Discussion forums give you the ability to learn from others, display your brand through an avatar and for self-promotion purposes.  By participating in forums, especially ones involving recruitment, you are able to connect with others who share your interests or recruiters that may have open positions.

LinkedIn:  A networking website that allows you to connect with previous coworkers, schoolmates or new acquaintances.  Your resume should be visible, including recommendations and a core message summary.  Your network is your most powerful tool to excel in your career, so make sure that as you meet new people you connect with them through this site. [Editor’s note: Dave Mendoza of Six Degrees from Dave and Paul DeBettignies at RecruitingBlogs.com are very active LinkedIn linkers and experts.  Check them out.]

INTERVIEW on DEMAND - removing the barriers between TOP CANDIDATES and the COMPANIES that seek them.
Hiring managers - make faster, better hires while reducing costs.
Recruiters - make more placements with more companies, faster.

I hope you all read our recent post Interview On Demand is TiVo for hiring.  (We love TiVo.)  In an interesting coincidence, I ran across some news recently:  As cool as TiVo is, it has trouble attracting, identifying and hiring top candidates.  I can’t believe it, but OK.  In an effort to improve their stats, TiVo has signed up to be a tester for the beta version of LinkedIn Recruiter–in a nutshell, this setup has upgraded search features, allows recruiters to group candidates in folders and tag them with comments and offers teams the ability to collectively keep track of candidates to avoid repeating contacts (and annoying the daylights out of passive candidates).  Every little bit helps, right?  The whole concept’s getting some nice attention…(see what TechCrunch and Cheezhead have to say.)

Of course, at Interview On Demand we know the value of keeping track of candidates online and allowing teams to work together in the interest of acquiring the best talent.  We’d also like to put our two cents in: going after passive candidates becomes a little easier and more acceptable to them if their first interview can be done online at their convenience and at their own location.  It’s much less intrusive to them, and having a first interview recorded for teams at the hiring company to see makes multiple contacts much less necessary until there’s something serious going on.  Hiring top candidates can be a tricky business, but Interview On Demand is here to help!

Are you listening, TiVo?

INTERVIEW on DEMAND - removing the barriers between TOP CANDIDATES and the COMPANIES that seek them.
Hiring managers - make faster, better hires while reducing costs.
Recruiters - make more placements with more companies, faster.

Article Title: Developing A Standout Executive Resume
Author Byline: Abby M. Locke, Executive Director of Premier Writing Solutions (www.premierwriting.com), is a Nationally Certified Resume-Writer and Personal Brand Strategist who helps senior-level professionals and C-level executives achieve personal success with customized, branded executive resumes and career marketing documents. Her resume samples have been pu
Author Website: http://www.premierwriting.com/

No-one can deny the importance of a résumé in a job search. Despite the invention of web portfolios, online applications, and leadership profiles, you will find that a well-written résumé is still a highly effective tool for interviewing, networking, and relationship building purposes. [Editor’s note: resumes are an important part of our Video Career Profile for jobseekers]

For executive jobseekers, the job search arena is a whole different playing field. The compensation is higher, but the competition for C-level positions is fiercer than that of the average jobseeker. As senior-level executive positions shrink, a powerful executive résumé /portfolio can give you an edge over your peers.

When taking a close look at résumé s on the whole, there are distinctive features that are unique to the executive résumé. While information like job responsibilities, areas of expertise, accomplishments, and technical skills will always apply to any jobseeker, the executive must also demonstrate leadership capabilities, industry insights, revenue-enhancing performance, and staff management in his or her résumé. In addition, the executive résumé should be targeted, highly-customized, and clearly describe the executive’s personal attributes.

Sounds like a tall order, right? So how exactly do you begin to put the pieces together?

**Building Block #1: Know Where You Are Headed. Regardless of what circumstances bring you to a job search, you must be clear on the type of positions, companies or industries you will be targeting. Before I even critique a client’s résumé, I always begin by getting a solid understanding of what positions they are considering and the companies that interest them.

It cannot be stressed enough that a one-size fits all résumé does not work, it makes you appear unfocused and the reader is left to guess about your career aspirations. Bottom-line – it ends up in the trash pile. [Editor’s note: I did an article on building executive resumes which you might find interesting as well.]

**Building Block #2: Decide How You Want To Be Perceived. This portion of building the résumé is especially important for individuals seeking to advance from general management roles to senior-level or C-level responsibilities. What personal strengths and career-defining achievements are most valuable to your target audience? Do you want to be perceived as the finance guru or the innovative leader? Each person is different and those distinguishing features and unique value propositions have to be reflected on paper. This is generally very thought-provoking, but the information you can extract is well worth the effort when it is translated into your executive résumé.

Take the time to develop a list of your personal attributes – enlist help from your mentors, colleagues, peers, and family to help give you feedback on those areas. A company is interested in hiring a real person, not just education, credentials, and technical skills.

**Building Block #3: Include Only Relevant Information. Gone are the days when creating a résumé meant rehashing every job you held in your life. Most likely, as an executive you will have a minimum of fifteen years or more experience. Do all those experiences relate to your target market? Are you still holding on to your first position or internship since college?

Understandably, having consistency and longevity on your résumé will work in your favor, but the goal is to have a two-to-three page résumé, not a book! In addition, if you have done a variety of training courses, list those programs that would highlight your knowledge and proficiency in areas that your target market wants.

**Building Block #4: Gather The Facts, Get The Numbers. Your executive résumé must tell the reader what you have done, but in “big picture” snapshots with active words that bring the résumé to life. There is a huge difference between saying “Manage daily activities for real estate portfolio for investment management company and supervise staff members.” and saying instead “Challenged to deliver 10% return on $700 million investment portfolio in unpredictable real estate industry. Oversee all daily activities including ROI maximizations, client relations, loan negotiations, and investment dispositions. Recruit, train, and coach 50 employees.

In three short sentences, without going through the painful step-by-step details, the reader is able to capture what the jobseeker does, the breadth of the work responsibilities, the challenges, and the overall scope of the desired outcome. Being able to incorporate quantitative facts and figures can really enhance the executive résumé. You probably won’t remember intricate details from ten or fifteen years ago, but does some research, make logical estimates, and call up old co-workers to get the facts.

**Building Block #5: Accomplishments: The Icing On The Résumé. Once you have communicated to the reader what your responsibilities are in a three-to-five line paragraph, it’s time to show how you made a difference. In every consultation I conduct, I find that clients can underestimate what they have done. Sure, they can tell you their responsibilities or the company’s annual/quarterly goals, but when it comes to summarizing the level of impact they have made – they sometimes stumble. An accomplishment or an achievement can be identified by those actions you took to overcome a challenge or resolve a problem that your company was facing.

An accomplishment does not always mean you scored $1 million in sales. While more impressive accomplishments relate to revenues and profits, your accomplishments can relate to customers, work productivity, cost reduction, and business expansion as well. Again, if you can quantity or qualify those accomplishments, they add more zest to the final document.

**Building Block #6: Compiling Your Core Competencies. In this section of the résumé, you will pull together a list of keywords relevant to your target industry, your direct experience, your leadership capabilities, and your technical/business skills. Incorporating keywords throughout the résumé in addition to the core competency section helps you to “speak” the same language as the hiring company. For assistance with finding the right keywords, visit association websites, talk to contacts in the industry, and research company literature and websites.

**Building Block #7: Handling the Dates. Anyone who has more than 20 years’ experience has to address the issue of age when seeking new employment. A general (and safe) rule of thumb to follow is to avoid listing any employment or education dates from the 60’s and 70’s.

When making reference to number of years of experience instead of saying “30 years’ experience in government relations” say “20+ years’ experience or even 15+ years’ experience.” You have to be prepared to answer in an interview exactly what the “+” equates to in years.

**Building Block #8: The Final Layout. After hours of hard work and information gathering, you begin the final assembly and layout of the résumé. In general the sections should go in this order: Name/Contact Information, Title Header (indicating your job title), Executive Summary or Profile, Core Competency Areas, Career Progression, Education & Training, and Memberships.

Getting prepared to develop a new résumé is never an easy task especially if you haven’t done a one in a long time. Don’t overwhelm yourself with the entire process – start by working on one section at a time before pulling it all together.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

INTERVIEW on DEMAND - removing the barriers between TOP CANDIDATES and the COMPANIES that seek them.
Hiring managers - make faster, better hires while reducing costs.
Recruiters - make more placements with more companies, faster.

Today, jobseekers have a new tool to differentiate themselves from the masses. Interview on Demand, LLC. introduces the Video Career Profile! This is a web page that showcases the jobseeker in a way that will generate interviews and ultimately - “The Job Offer”. And isn’t that what all jobseekers want?

The Video Career Profile will show a video clip of the jobseeker in an interview situation, the resume and a short “why you should hire me” summary. Here is a sample Video Career Profile.

Click the player below to listen to Peggy McKee talk about this product and what it means to the jobseeker!

Then check out our website at www.interview-on-demand.com to complete your Video Career Profile!

INTERVIEW on DEMAND - removing the barriers between TOP CANDIDATES and the COMPANIES that seek them.
Hiring managers - make faster, better hires while reducing costs.
Recruiters - make more placements with more companies, faster.

Many thanks to Miriam Salpeter for her guest blog….

Would you set your own broken bone?  Wire your own home for electricity?  Do you cut your own hair?  Most would say “no.”  If it is important (involving our health, safety or appearance), we hire an expert.

The same standard should apply when job seeking. Your career is one of your most crucial financial investments. Whether you are actively engaged in a search, underemployed or unhappily employed, it makes sense to consult an expert as you embark on your search for a new job.

Most people don’t welcome the idea of a job hunt.  It is hard work and may seem scary.  Wouldn’t it be nice to have an experienced ally who will help you every step of the way?  Keppie Careers’ mission is to advise, encourage and enlighten job seekers and provide a toolbox of practical tips and support. When we work together, you will overcome obstacles keeping you from making positive changes in your life. We offer confidence, clarity and know-how!

Career coaches add value on a number of fronts. Keppie Careers can help you with any of the following:

Goals assessment.   Are you at a transitional point in your career?  You aren’t sure what your next step should be?  A coach will help you identify what you want next and get you on the right path to achieving your goals.

Critique and rewrite your resume and letters.  Do you really want to face the job market with documents that are not optimized?  Often, job seekers don’t view their resumes objectively.  Misplaced modesty prevents them from incorporating their very best accomplishments.  Ignorance of a resume’s purpose (it’s a sales document, not a laundry list of things you did) precludes them from producing a top-notch result. 

Many job seekers don’t stop to consider how much money a less-than-optimal resume costs them.  If you are unemployed, how much money do you lose for every day that you are out of work?  If your resume isn’t top-notch, you may not appear qualified for the salary that you seek or deserve.  A professionally written resume will help shorten your job search and may qualify you for a higher salary.  Your return on investment in yourself can pay off substantially!

Learn how to sell yourself.  You must identify and be able to effectively describe your skills and accomplishments.  Specialized coaches not only write your resume, but help you recognize your marketable skills.  Once you know what you have to offer, your ability to sell yourself via networking and in interviews increases exponentially!

General job search skills.  Do you know how to look for a job?  How savvy is your networking plan?  Do you know where hiring managers are sourcing candidates?  Do you know how to avoid common pitfalls?  Keppie Careers does!

Interview preparation. Tell us about yourself?  What’s your weakness?  What do you have to offer?  Why should we hire you?  Do you know the answers to these and other important interview questions?  More importantly, do you know how to structure and deliver your answers to ensure optimal results?  If not, you may be wasting your time.  We all know that “time is money.”

Negotiating.  Entering an interview or negotiation unprepared will cost you.  A coach can help you prepare so you don’t lose money.

Career market knowledge.  We spend our time keeping up with the market.  We learn about new technology and approaches and stay plugged in because you don’t have the time, expertise or desire to do it.  Helping people along their career path is our passion. 

Do you want to achieve your career goals and save money?  Hire an ally for your job hunt.  An ally tells it like it is and helps you get where you need to be.  Are you committed to discovering what you have to offer an employer? If you are motivated to make a change, Keppie Careers is here for you!

Visit us online for free advice and information about our services:
 www.keppiecareers.com.  Our blog is updated almost daily: www.keppiecareers.wordpress.com.  Feel free to email us:  results@keppiecareers.com.

INTERVIEW on DEMAND - removing the barriers between TOP CANDIDATES and the COMPANIES that seek them.
Hiring managers - make faster, better hires while reducing costs.
Recruiters - make more placements with more companies, faster.

While I was wandering around the web looking for material that would benefit our readers, I came across a few articles discussing virtual interviews through something called Second Life.  Assuming it would be something very similar to video interviewing, I started through this stuff and discovered that Second Life is a 3-D virtual world where you can create an avatar (a virtual self) and have a “second life.”  So then, this virtual self can participate in a real-life job interview.  There are articles on tips for how to conduct yourself during a virtual interview and some comments on how this is a huge technological leap for businesses. 

My question is this:  Are you telling me that a serious, grown-up business is going to conduct interviews and hire its people through a video game????  You can’t be serious. 

The best argument I’ve seen so far for virtual interviews is that they enable employers to reach more potential employees and save on travel costs that typically come with regular interviews.  That’s an argument that also applies to the much better option of video interviews.  Using Interview On Demand, employers can see the actual candidate answer questions instead of a virtual being that could conceal a candidate’s true qualities.  And if you’re a great candidate, why wouldn’t you want to put your best self forward in the first place?

There’s one article on virtual interviews called “No Need to Show Up for this Job Interview.”  No kidding.  I think that about says it all.

INTERVIEW on DEMAND - removing the barriers between TOP CANDIDATES and the COMPANIES that seek them.
Hiring managers - make faster, better hires while reducing costs.
Recruiters - make more placements with more companies, faster.

We’ve spent a lot of time here pointing out all the money-saving and time-saving conveniences of online job interviews.  Now, I’d like to call your attention to a great article on the environmental impact of video interviews.  Direct quote:  “Virtual interviews require electricity and aren’t zero-impact but they do help cut down air, transit and car travel which means less emissions and a smaller carbon footprint all around.” 

Given our country’s growing concern for the environment, it’s (if nothing else) good PR for companies to use eco-friendly practices in every aspect of their businesses. 

Go green!  Use Interview On Demand and Save Our Planet!

INTERVIEW on DEMAND - removing the barriers between TOP CANDIDATES and the COMPANIES that seek them.
Hiring managers - make faster, better hires while reducing costs.
Recruiters - make more placements with more companies, faster.

A customer hires quite a lot of employees every month (~ 20 per month). The in-house recruiter sorts through the resumes —-narrows down to 100 candidates that seem relevant to the positions. Then calls all 100 candidates on the phone. Not all answer the call or even return the call. But he spends approximately 50 hours per month talking with candidates on the phone (screening down to a final number that he sees in person). Because he hires for a facility, he is setting up a interview room off of the front entrance.

Now instead of calling those 100 candidates (and spending an average of 30 minutes on the phone with those that he actually engages), he is going to invite them to take a video job interview at his site. All he needs is a computer, with a webcam and high speed internet. Done! So now instead of spending time on the phone he can actually “see and hear” his candidates answer his interview questions! This means that the candidates that he is able to screen down to invite for an actual face to face are even more qualified than before and he saved countless hours talking with candidates that weren’t qualified. Oh - and because they have to come to the facility to take the video interview, they are much more interested in his position (or they would not have made the trip,)

He can, also, have an intro video that brands his company and the position for them to view! Key attributes of the Video Job Interview that will really provide value to his organization:

1. Completely standardized questions.
2. He can share the interviews with the hiring managers - they can help decide what candidates make the cut. This means that the hiring manager has greater buy in on the final candidates (and we all know that this is important).
3. The time and energy that he saves can be utilized to find new ways to recruit….(maybe he can start recruiting in another geography (using the Video Job Interview). He can see candidates that are interested in his position (will relocate themselves to his city) using TiVo for hiring!
4. Like he said, now he can pursue on-campus recruiting without being on campus!

If you are interested is finding out how Interview on Demand can help you save time, money, and make better quality hires, please give me a call at (800) 881-4557.

-Author Peggy McKee, VP Sales & Marketing at Interview on Demand, LLC. Interview on Demand is a leading provider of video job interviews and career video products that serve recruiters, employers, and jobseekers in the hiring process.

INTERVIEW on DEMAND - removing the barriers between TOP CANDIDATES and the COMPANIES that seek them.
Hiring managers - make faster, better hires while reducing costs.
Recruiters - make more placements with more companies, faster.