Article Title: Resumes with a confidential company as your employer…
Author Byline: Medical Sales Recruiter
Author Website: http://www.phcconsulting.com/WordPress/2008/09/24/resumes-with-a-confidential-company-as-your-employer/

I can see where you might want to keep the name of your employer confidential when you are submitting your resume to a recruiter (usually there’s some kind of fear factor involved because it can be a small world).

Please don’t bother.

Just so you know: it’s my job to find anyone, anywhere, and I do it well. I don’t even need Facebook. So if I were interested, I could find out where you work. But, I am a very busy medical sales recruiter, placing candidates every day in great careers in medical sales, laboratory sales, biotechnology sales, pharmaceutical sales, clinical diagnostics sales, imaging sales, pathology sales, DNA products sales, cellular and molecular products sales, surgical supplies sales, hospital equipment sales, medical device sales, and all other aspects of healthcare sales, service, marketing, and management. Which means, I don’t have time to do that kind of homework. And there’s no way I’m presenting you to one of my client companies without all the information available, so your withholding of it might be what knocks you out of the running. Or at least slows your progress down.

I am known for my sensitivity and confidentiality. Your secret is safe with me.

So save me the time, and increase your odds of success.

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.

Article Title: Business Lessons from the 29th Olympiad
Author Byline: Philip Aust
Author Website: www.searchlogixgroup.com

Even if you are not a sports fan, it’s been difficult avoiding NBC’s unprecedented coverage of the 29th Olympics in China. Despite the fact that many skeptics wondered if NBC was crazy transmitting 3,600 hours of Olympic television and webcast coverage, the peacock network has struck gold. This Olympics’ Nielsen ratings have far outpaced the viewership of the previous summer Olympics in Greece, and its numbers are second only to this year’s Super Bowl. These Olympics have not disappointed for a variety of reasons; here are just two.

First, the Beijing Olympics remind us of the value of competition. Although a few select events have been won easily by a dominant individual or team (see Usain Bolt in the Men’s 100 Meter Dash), the victor has often been unknown until the last seconds of most events. Arguably the most enduring image of this Olympics is Michael Phelps, the winner of eight gold medals in Bejing, celebrating with his teammates when the U.S. Men’s swim team came from seemingly certain defeat to out-touch France at the wall in the 4 x 100 Men’s freestyle relay. In short, competition affords its participants the ability to definitively measure one’s performance.

Second, the Bejing Olympics remind us of the value of cooperation. Name any other event in existence today where 202 nations meet and follow the same set of rules for two weeks. You can’t. As Baron Pierre de Coubertin, the French enthusiast that helped resurrect the modern Olympic Games, stated in 1896, “The most important thing in the Olympic Games is not to win, but to take part” (Uschan, 2000, p. 8). Indeed, each Olympiad provides a snapshot of what can be accomplished when nations choose to agree, rather than disagree. (As a reminder, these events occurred against the backdrop of Russia’s invasion of Georgia.) In short, cooperation is the foundation of progress.

Competition and cooperation: Two reasons why these Olympics have drawn a record-breaking audience and two powerful tools for any CEO or manager focused on increasing company production and profits in these challenging economic times.

About the Author:

Dr. Philip Aust is a professor at Kennesaw State University (KSU). He teaches Organizational Communication Audits, Leadership, Training and Development, and Research Methods in the Department of Communication at KSU.

Dr. Aust’s research focuses on leadership in organizational, group, and interpersonal contexts. He examines emerging leadership perspectives, messages associated with productivity and task quality, and leader performance. He has authored and co-authored book chapters and articles published in such journals as Communication Studies, Basic Communication Course Annual, and Communication Teacher.

Dr. Aust regularly conducts communication consultations for profit and non-profit Atlanta-based companies. He has worked with over 25 companies in the last three years.

Email Philip: philipaustpr@searchlogixgroup.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.

Article Title: How to “rig” CareerBuilder and other job boards
Author Byline: Phil Rosenberg, President, reCareered
Author Website: http://reCareered.blogspot.com

It’s frustrating, isn’t it? Many take it personally, getting angry or depressed.

But it’s also your best weapon to landing interviews…

LOVE THE PRE-SCREEN:

Computerized pre-screens are a necessary result of the number of resumes that CareerBuilder and other job sites flood companies with. But pre-screens give you a job seeker a HUGE opportunity to stand out from the crowd, if you know how to “rig” your resume.

So how can you get an Unfair Advantage? Do the same thing that SEO experts do to websites – game your resume to show up near the top of searches. It’s a technique called Resume Search Optimization, and the idea is simple.

Use the same words as the job description. Sounds simple, doesn’t it? But you’d be amazed at how few job seekers use this simple method. It pretty much like when you figured out in High School that the more of the teachers vocabulary words you used in your papers and essays, the higher your grade was.

Why do so few job seekers use Resume Search Optimization? There’s a few reasons:

* Takes time – To use Resume Search optimization effectively, every resume must be customized
* Contrary to what you were taught – Still today, colleges, including the nations top universities, still teach career skills and resume writing the same way they did 30, 40 , 50 years ago (Static resume, general skills, printed on paper, customized cover letter).
* Misinformation – Many job seekers feel they ARE using Resume Search Optimization, by customizing their cover letters. What these career changers don’t realize is that computerized pre-screening strips your cover letter, and discards it. Recruiters rarely see your cover letter, and they aren’t included in resume searches.

Try Resume Search Optimization with the next 10 resumes you send. Make your resume detailed, and make sure to use the employers words. Please email your success stories to phil.reCareered@gmail.com.

If you’d like more information, a free 30 minute resume consultation, or information about reCareered’s new Teleseminar series, just email your resume to reCareered at phil.reCareered@gmail.com, and we’ll schedule a time to talk.

Trackback: http://recareered.blogspot.com/2008/02/how-to-rig-careerbuilder-and-other-job.html

Phil Rosenberg
President, reCareered
Blog: http://reCareered.blogspot.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.

Article Title: Your Biggest Job-Search Problems
Author Byline: Kevin Donlin
Author Website: http://www.collegerecruiter.com/guaranteed-resumes.php

If you’re looking for a job and haven’t found one yet, by definition, you have a problem.
There’s something standing between you and employment.

What is it?

Surprisingly, when I ask most job hunters what their #1 job-search problem is, they answer, “I don’t know.”

Think about that. How can you solve a problem if you don’t know what it is?

So, the first step is to define your biggest job-search problem. Only then can you solve it effectively.
Here’s how ….

1) What’s Your Biggest Job-Search Problem?
What’s the one thing which, if you could fix it, would quickly result in your getting your ideal job, at your ideal salary?

Write all the possible problems down on paper without censoring yourself.
Some examples:

I send my resume to employers … and nothing happens
I can’t get past HR gatekeepers and meet with hiring managers
I’m getting interviews, but no job offers

After you write down all your problems, rank them in order, from big to small.

Now, choose your biggest, most-frustrating problem.
Congratulations! You’re ready for …

Step 2) How Do You Solve Your Biggest Job-Search Problem?
Heh. That’s a trick question.
Why?

If you actually wrote down your #1 problem, you are halfway to solving it already.

That’s because when you outline a problem in writing, you demystify it. Defined on paper, a problem loses most of its power to frighten. It’s like turning on the light after a nightmare — there’s nothing scary under the bed when you get a clear look at things.

So, with most of the fear factor gone, you can now solve any job-search problem by restating it as a question, with the help of one word: How.

To illustrate, here are the problems from earlier, restated as questions:
How can I make sure employer get my resume?
How can I get past HR gatekeepers and meet with hiring managers?
How can I turn more interviews into job offers?
Now — on paper, because that’s the only way to think clearly — let’s brainstorm possible solutions …

Problem: How can I make sure employer get my resume?

Possible solutions: Let’s define “send my resume.” For most people that means email. And email is about as reliable as the pony express.

So, you need to know if your email was received and opened.
The simplest way is to pick up the phone, call the employer, and say: “I’ve been having some trouble with spam filters. Could you verify that you got the resume I emailed you yesterday?” Here, spam is your friend — I’ve met several job seekers who turned such a phone call into a long conversation that led to an interview. Try it.

Or, try a free email notification service like MSGTAG (www.msgtag.com), or search Google for “read receipt email” and “delivery receipt email” for other solutions.
But why limit yourself to email? Let’s brainstorm further …

Why not differentiate yourself by printing and sending your resume (with cover letter) to the decision maker by postal mail?

Find their name by calling the employer and asking for the correct spelling of the person in charge of your department — that’s likely your future boss. You can also find names at www.jigsaw.com and www.zoominfo.com.

Bonus: Make contact with people at your target company and ask them to walk your resume into a manager’s office the same day you submit it by email. This can start a conversation among executives that pushes your name to the top of the pile.

Problem: How can I get past HR gatekeepers and meet with hiring managers?

Possible solutions: Why not go around the gatekeepers?

Instead of going through HR and hoping to make it to the next security checkpoint, start at the top by contacting the person you want to work for — they can then call down to HR and put you on the interviewing schedule.

In any case, strive to meet someone at your target employer. You may already know someone there. Or, someone they know may know someone.

Online, you can make contacts at LinkedIn.com and Facebook.com.

Offline, call the five most-successful people you know and ask, “What would you do if you were in my shoes?” This simple question instantly engages listeners and can produce a slew of solutions for any job-search problem — try it.
Problem: How can I turn more interviews into job offers?

Possible solutions: Job interviews are like golf swings. No matter what you’re doing wrong, others have faced the same problem — and solved it.

As in golf, you need to identify what you’re doing wrong, then practice new techniques. You’ll likely find the answers from a book or a coach. Amazon.com is full of the former. The latter can be found by Googling “job interview coach” for helpful links.

Now, go out and make your own luck.

Kevin Donlin is Creator of TheSimpleJobSearch.com. Since 1996, he has provided job-search help to more than 20,000 people. Author of 3 books, Kevin has been interviewed by The New York Times, Fox News, CBS Radio and others. His latest product, The Simple Job Search System, is available at http://www.collegerecruiter.com/guaranteed-resumes.php

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.

Article Title: Interview like a Rock Star
Author Byline: Phil Rosenebrg, President reCareered
Author Website: http://linkedIN.com/in/philrosenberg

Nope, this isn’t an April Fool’s joke.

You just had a Rock Star interview….you walked out of the office and knew the job was yours for the taking. The company is dying for you, and even you choose that this job isn’t the right move for you – at least the ego boost feels great.

There are two secrets to a Rock Star interview: Preparation and Execution.

Preparation:
Research - Rock Star preparation starts before you even write your resume. Research the company and industry, using SEC reports (if public), Company Website, press releases & Articles, Hoovers, Yahoo Finance, Google searches, social network contacts, and blogs. Find out everything you can about industry trends, how the company is reacting to them, or planning for them. Find out the company’s goals and challenges.

Peel - After you’ve done your research, start to peel the onion a little. Ask yourself what challenges the company is likely to face along the way. How will the company’s changes also change the area you are interviewing for. What problems are likely to arise that your Subject Matter Expertise can uniquely solve.

Solve Problems - Now you’re set to write a Rock Star resume – one that presents a solution to problems your target company faces. Throw out the old biographical resume. Instead, craft a resume that anticipates your target company’s problems, and demonstrates what you’ve already done to solve the exact or similar problems in your past experience.

Bait - To make a truly Rock Star resume, you’ll want to list a few points that cause the reader to ask more questions….questions that you’re dying to answer. Bait your resume with a few partial statements, and leave your audience curious to learn more, helping you to control the interview by what you’ve left out of your resume.

Prepare questions - Lots of them. Forget the questions about work environment career advancement and benefits – you’ll have plenty of time to ask these later. Ask questions to draw out problems and implications – of problems you can uniquely solve. Ask questions you already know the answer to, to see how the prospective employer answers, and how impressed they are that you had the insight to ask.

Anticipate - What questions will the interviewer ask you? Practice answering questions in a positive manner, while still telling the truth.

Execution:
For management/professional roles - Go in with the attitude that you are interviewing the company…not the other way around.

Dress the part – see my earlier post What to Wear? Acing the Interview – Part 1

Open - Stand tall, maintain eye contact, smile, and use a firm handshake – just like Dad taught you.

Initial impressions count - Remember that people form an initial impression of you in the first 30 seconds. That’s before the interview even begins. Start it out with a little small talk or a quick joke – getting your audience to laugh goes a long way to pass the “likability test”.

Control the interview - For more on controlling the interview see my post on How to Take Control of the Interview.

Eye contact - Maintain eye contact while talking, but don’t stare the interviewer down, either.

Questions - You control the interview and demonstrate both Subject Matter Expertise and leadership by asking questions. For more on questions to ask, see my earlier post Do you have any Questions?. Ask the same questions to different people in your interviews and see if they answer differently.

Turn negatives to positives - Why say you left because your boss was an insufferable jerk, when you can say that you didn’t agree with management’s direction? Wouldn’t you look wiser by anticipating the poor strategy of your company, than looking like you were a difficult employee for your boss? Don’t lie in your interview – it’s not necessary, and there’s a high likelihood you’ll get caught.

Close – Closing techniques will take a number of future posts to cover. In general, close by gaining some sort of feedback, and time/action commitment to next steps. If your interviewer is asking you what other companies you are interviewing with, you’re a finalist (not applicable for recruiters – headhunters ask this question to everyone). If your interviewer is asking you when you’ll be making your decision…you’re the Rock Star.

Re-Close - Send a Thank You note. For Thank You note strategies, see my earlier post Thank You! Make an Impact in 5 minutes.

Now that you’ve been through Rock Star School….what are you going to change in your next performance?

If you’d like to discuss how you can turn ordinary interviews into a Rock Star interview, a free 30 minute resume consultation, or some advice about your career transition, just email your resume to reCareered at phil.rainmakers@gmail.com, and we’ll schedule a time to talk.

http://recareered.blogspot.com/2008/04/nope-this-isnt-april-fools-joke.html

Phil Rosenberg
President, reCareered & Rainmakers Global
Email: phil.rainmakers@gmail.com
Web: http://reCareered.com
Blog: http://reCareered.blogspot.com
LinkedIN: http://linkedin.com/in/philrosenberg
Facebook: http://profile.to/philrosenberg/

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.

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.

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.

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.