Article Title: The Big 4 Accounting Firms - How to get that perfect job with one of the big ones
Author Byline: The Big 4 Guru wants to help you land the perfect job! Get all the insider information that recruiters don’t want you to know! http://www.big4guru.com
Author Website: http://www.big4guru.com

Industry professionals, recruiters and college professors are unanimous in their belief in one thing: there is no better way to start a career in accounting than experience with a Big 4 public accounting firm. If you are reading this you no doubt are well aware of who these guys are:

PricewaterhouseCoopers, Deloitte and Touché, KPMG and Ernst & Young.

While each of these companies has various strengths and weaknesses, they are all alike in the fact that they provide the recent accounting grad with a world class experience. First year associates at these firms are given a level of responsibility that is truly remarkable. When I was a first year I remember thinking on an almost daily basis “I can’t believe they’re letting me do this.” As I strolled into the CEO’s office of the firm we were auditing, as I tallied up a multi-million dollar mistake I’d found in another company’s books and as I traveled the country with my very own American Express Corporate Card, I kept repeating this thought:

“I can’t believe they’re letting me do this”

Truly the world of accounting is at your fingertips when you are employed with one of the Big 4. There is an air of respect in those names: PwC, E&Y, KPMG and D&T. There is camaraderie and there is pride. These are the truly elite in the accounting field, and the top of the business world.

Starting your professional career at one of these companies is a ticket to a career in the fast lane. The experience you receive at a Big 4 is, literally, priceless. Many beginners at these firms admit that they would be willing to work for nothing: the experience is that valuable. Land a job and you will guarantee yourself the following:

- For the rest of your career your resume will automatically move to the top of the pile - For the rest of your career you will have access to a network of professionals that is staggering in its depth - You will earn an industry busting salary, putting your friends at regional and local firms to shame - Your resume will contain experience that is recognized and respected globally - An opportunity to travel the world

At a speaking engagement in 2004, Martin J. Whitman, billionaire and namesake of the Syracuse University Whitman School of Management, was asked the single best piece of advice he could offer college graduates. His reply? “Begin your career with a Big 4 Public Accounting Firm. Period.”

Of course.

Think this all sounds good? Of course you do. You’re probably thinking to yourself - there must be a catch? Unfortunately, there is. The benefits of working for a Big 4 are widely known and the demand for these positions is higher than ever. These positions are EXTREMELY competitive and often IMPOSSIBLE to obtain without an edge. A great GPA and resume are no longer enough.

If you are serious about your career and want to maximize your earnings potential, you need an edge. How do you land an interview with a Big 4 when there are thousands of others just like you? Once you get the interview, how will you be prepared for the barrage of questioning you will face?

When I graduated from college I had one interview and one interview only: I landed a job with PricewaterhouseCoopers on the first shot. How did I do it? Good grades? Charming personality? Incredible experience? No! I had an insider at PwC who knew the ropes and coached me through the process, from the application to the signing bonus! When I learned these secrets I just watched as my peers struggled and I jumped easily through all the hoops. Unfair? Sure, but life in a world class industry is not fair. While working at PwC I also experienced the recruiting process from the side of the recruiter. For more information please visit http://www.big4guru.com

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.

Yesterday, Dan Schawbel released the free sample pre-edition of his magazine, Personal Branding Magazine. The full issue, which is a paid subscription, is scheduled for publication on May 1.

You can get the free sample or sign up for the paid edition of the magazine by visiting his website www.PersonalBrandingMag.com. We are happy to be of sponsor of Dan’s and highly recommend that our readers take an opportunity to at least check out the sample.

Dan is a subject matter expert on personal branding and writes an engaging blog [called Personal Branding Blog, what else ] and is the first ever Social Media Specialist at EMC Corporation. This latest issue brings together 25 articles from leaders in the recruiting world. Get the sample here.

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.

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.

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.

Hiring mistakes can cost your company a lot of money.  And let’s face it, they don’t make you look so great, either.  Great Leadership’s article, The 10 Most Serious Hiring Mistakes and How to Fix Them, by Brad Smart,  offers some great suggestions for avoiding them, but we’d like to add to his advice.  The good news is that some of the most serious hiring mistakes can be avoided by utilizing video interviews!

For instance:

Hiring Mistake:  Wasting Time on Unnecessary Phone Screens.  Phone screens are difficult to arrange and can waste a lot of time playing telephone tag.  Smart suggests e-mailing candidates to ask them to fill out a standardized form to give the hiring manager more information.  But, employers can still miss a lot by not speaking with the candidate.  Why not e-mail candidates to invite them to take a video interview?  Even though candidates can answer the interview questions at the best time for them, they still have a deadline to meet, so there’s no tag-playing.  Employers can set up the interview to ask only the questions they’re most interested in, and answers are timed.  Hiring managers can review the answers at their convenience, knowing how long it will take. 

Hiring Mistake:  Solo Interviews.  This seems to be a case of “two heads are better than one.”  Video interviews are stored online, which provides the opportunity for a whole hiring team to review them, if necessary–whenever is convenient for each person.  Everyone can get their two cents in, hopefully saving the company thousands of dollars. 

Video interviewing as part of a comprehensive interview process can help your company avoid costly hiring mistakes.  Interview On Demand knows what it takes for businesses to hire great people and be successful.  We can save you time and money.  Let us help you. 

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.

The progression of hiring options for businesses in America has followed the evolution of communication in the world.  We’ve highlighted some significant developments in this series–the Pony Express, the telegraph, the telephone, the cell phone, and the internet.  (The means of delivery has gotten smaller, but the area of delivery has gotten larger.  Crazy, huh?)

So, here’s the general progression of how to find the best employees in America:

*Hiring the best option out of whoever came in off the street.  Immediate results, but limited talent pool.

*Reaching out by Pony Express to get those adventurous, entrepreneurial types who had crossed the plains to make their fortune in California.   Offers and answers could be delivered in the lightning-fast speed of 10 days.  Sure, the horses were fast, but better hope your guy was still in the same place.

*Receiving inquiries and offering jobs to people using Morse Code and a telegraph from wherever a telegraph line reached.  Hiring with interpreters!

*Phone interviews.  At last, hiring managers can speak to an actual person to get a little more resume information.  Still, it’s difficult to “read” a prospective employee over the phone.

*Online job postings.  Unleashing the power of the internet to reach anyone with a keyboard, expanding the talent pool tremendously.  Exchanging job information through cyberspace.  Much faster, reaching a wider talent pool, but unreliable results.  Unfortunately, resulting in employer abuse through video resumes. 

*Video interviews.  The pinnacle of job-seeking and hiring technology.  Improving on the idea of video resumes by being employer-driven rather than desperate job-seeker driven.  A few companies starting up with some success, because it’s an idea whose time has come.

*Interview On Demand.  The latest, greatest technology in video interviews.  THE way to conduct video interviews–smooth, efficient, effective.  Interview On Demand’s video interview system is intuitive enough so that anyone can use it.  It saves employers time and money, and maximizes productivity.  It expands the talent pool to the whole world.  Interview On Demand is a global solution to an age-old problem.

And there you have it.  All the inventions, technological leaps and advances of the modern age growing, building on each other, and coming to perfection in….Interview On Demand.

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.

Posting your video resume on YouTube is supposed to get you noticed, according to some.  One article on video resumes says that you can search “resume” on YouTube and you’ll get 15,000 results–but that of course, only about seven of them are any good.  In fact, one of the main arguments for video resumes seems to be that “everyone is doing it, so we might as well get used to it.”  That’s not much of an argument. 

In theory, employers like the idea of being able to see someone before they invite them in for an interview.  It gives them more information and saves time.  In practice, it doesn’t work out so well.  Employers are leery of video resumes just like they are of pictures attached to a resume–because it opens up the possibility of being accused of discrimination.  Viewing video resumes is time-consuming, and candidates often don’t edit information like they should–see It’s Time to Hit Pause on Video Resumes.  Video resumes have an excellent chance of ruining a candidate’s chances simply by being done badly.  One article quotes a human resources person saying that “many video resumes come across like auditions for American Idol”–not exactly the professional image most candidates want to project. 

The solution for these issues is, of course, video interviews. 

A system utilizing video interviews allows hiring managers to sift through written resumes first (also a time-consuming process, but considerably faster than viewing video resumes) before inviting candidates to interview through a webcam.  Hiring managers only have to spend time previewing candidates they’re already interested in.  That saves candidates and managers time when it comes to scheduling face-to-face interviews.

Video interviews standardize the process.   Employers know what they’re getting because they asked the questions.  Each candidate receives the same questions and the same time to answer them, (which also means employers will know how much time it will take to review them).  Combining that setup with the fact that the candidates were chosen for interview through a traditional written resume, eliminates any potential charges of discrimination. 

Interview On Demand’s tutorials show candidates how to set up a non-distracting background and how to look their best for interviews, ensuring that they appear as professional and competent as possible.  Candidates are still able to let their personalities shine through, (which is important, and one of the most compelling reasons for using video in the hiring process) but with less chance of looking foolish.  No American Idol wannabe’s here.  Well, maybe, but you won’t know it from their job interview.

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 video job interview is not the same thing as a video resume.  Some people really like video resumes, and even think that they will soon replace job interviews.  We don’t think so.  There are many good reasons why we still need job interviews, and several reasons (seven, in fact) why video interviews are better than video resumes: 

1. Video Resumes are job-seeker-driven, sent to companies unsolicited.

Video Interviews are employer-driven, ordered after finding an interesting written resume. 

2. Video resumes take hours to wade through.

Video interviews take exactly as long as the employer desires.

 3. Video resumes are like a box of chocolates–you never know what you’re going to get.

Video interviews are standardized, each one set up exactly the same for the position to be filled.

4. Video resumes can vary greatly in production skill and equipment.

Video interviews require everyone to use a webcam. 

5. Video resumes can bias the employer negatively before they’ve even seen a resume of accomplishments.

Video interviews are ordered after the employer has seen and is interested in the employee’s accomplishments.

6. Video Resumes have the potential for legal problems.

Video interviews are not discriminatory–they are a “pre” face-to-face interview.

7. Video resumes have been around for a long time, but have not captured the interest of employers.

Video interviews have been received well by employers, and are gaining ground every day.

Interview On Demand has been created with the latest technology to provide a smooth and streamlined process for employers to invite candidates to interview and for candidates to easily figure out the system and show themselves in the best possible light to potential employers.  It’s inexpensive, convenient, simple, and efficient.  A win-win for everyone.

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.