ROBERTO ROCHA, The Gazette
Published: Wednesday, February 28 2007
Local businessman Austin Hill needs a top programmer for his start-up but can't disclose the details of the company.
He knew that a job posting on a newspaper or job website would evince yawns from the best in the field. So he made a goofy video of himself and his partner and put it on YouTube.
"It will give people something to talk about," said Hill, a serial entrepreneur now working on a social networking project that he says will "change the world."
"It shows we got personality."
Hill and a number of other companies are coming to the same conclusion: they can either buy an ad and look like every other firm, or stand out with a Web video.
"It's ridiculous not to use the Internet in all its power," he said. "It's horrendous in this day and age that companies don't show their personality when they hire."
The cost of making online video has plummeted as Internet speeds increase and data storage prices decline. Video platforms like YouTube and Brightcove make it easy to add video on just about any website.
A camera, some sharp editing skills and time is all it takes to make a recruitment ad that stands out. Hill said it can cost as little as $500 to make a good video.
Hill's ad, aimed at experts in the Python programming language, recorded 400 viewing hours after he put it up. Several CVs landed in his inbox on the same day.
Monday
Conducting an interview, interview questions
Conducting an interview is a planned and fairly structured dialogue between 2 or more people and asking the right questions is vital to the process of finding the right fit for the job. Qualifications, skills and body language are certainly not to be overlooked, but the real talent lies in the candidates interpersonal skills and his/her emotional intelligence.
Below are some examples of questions that refer to these “soft skills”. Listen very carefully to the answers of the candidate. Rank the importance of each skill and match with candidates answer.
FLEXIBILITY
“How do you deal with change?”
“ Do you prefer routine or new assignments?”
“What is your opinion on routine work?”
ACTION ORIENTATED
“ Do you think more than you do or do you do more than you think?”
DEGREE OF ASSERTIVENESS
“How do you achieve something you want to achieve?”
“ What is more important to you: Assertiveness or Compromise?”
Below are some examples of questions that refer to these “soft skills”. Listen very carefully to the answers of the candidate. Rank the importance of each skill and match with candidates answer.
FLEXIBILITY
“How do you deal with change?”
“ Do you prefer routine or new assignments?”
“What is your opinion on routine work?”
ACTION ORIENTATED
“ Do you think more than you do or do you do more than you think?”
DEGREE OF ASSERTIVENESS
“How do you achieve something you want to achieve?”
“ What is more important to you: Assertiveness or Compromise?”
Friday
CATCH THE FUTURE
Jobseekers need thorough preparation, professional application documents and a successful self marketing strategy.
Course outline
• Personality, Preparation, Presentation
• Developing highly professional Portfolios of Evidence in PDF format ,CV’s, resumes, obtaining positive testimonials and support documents of evidence.
• E-career search strategies , creating and uploading 3min video CV to the web, networking and being found by prospective employers.
• Assessment centres and tests
• The Interview and salary negotiation
• Induction into the new workplace
MAKE A GOOD FIRST IMPRESSION! A PICTURE SAYS A 1000 WORDS! FREE HIGH QUALITY DIGITAL PHOTO AND VIDEO CLIP TO ADD TO YOUR CV. POST AND MANAGE YOUR CV ONLINE.
Course outline
• Personality, Preparation, Presentation
• Developing highly professional Portfolios of Evidence in PDF format ,CV’s, resumes, obtaining positive testimonials and support documents of evidence.
• E-career search strategies , creating and uploading 3min video CV to the web, networking and being found by prospective employers.
• Assessment centres and tests
• The Interview and salary negotiation
• Induction into the new workplace
MAKE A GOOD FIRST IMPRESSION! A PICTURE SAYS A 1000 WORDS! FREE HIGH QUALITY DIGITAL PHOTO AND VIDEO CLIP TO ADD TO YOUR CV. POST AND MANAGE YOUR CV ONLINE.
Monday
Turning your staff into recruiters
Turning your staff into recruiters
An innovative and cost effective way of finding talent is to turn to your own staff and utilize them as a resource. Some companies are paying their staff well for referrals and this method of attraction is proving to be highly successful.
Candidates that have been referred by a staff member generally outperform those recruited in the conventional way. These people know more about the company culture , feel a lot more comfortable and know what working there is like.
The practice of employee referrals appears to be more common in the US than in Europe. At Ernst & Young in the UK, 18 per cent of new employees are referrals; in the US, the figure is 50 per cent. The accountancy firm says the reason is that, like many US organisations, it relies heavily on its alumni association for recruitment. In the UK, by contrast, the first port of call is often a recruitment agency or graduate scheme.
Relying entirely on referral is dangerous , however, and could lead to a lack of diversity in a company. Others argue that an incentive scheme should not be necessary as a company should be an employer of choice and staff should be proud to refer their company to friends and family.
Referral schemes have obvious advantages and some disadvantages and best utilized in a balanced way as a part of a recruitment drive.
An innovative and cost effective way of finding talent is to turn to your own staff and utilize them as a resource. Some companies are paying their staff well for referrals and this method of attraction is proving to be highly successful.
Candidates that have been referred by a staff member generally outperform those recruited in the conventional way. These people know more about the company culture , feel a lot more comfortable and know what working there is like.
The practice of employee referrals appears to be more common in the US than in Europe. At Ernst & Young in the UK, 18 per cent of new employees are referrals; in the US, the figure is 50 per cent. The accountancy firm says the reason is that, like many US organisations, it relies heavily on its alumni association for recruitment. In the UK, by contrast, the first port of call is often a recruitment agency or graduate scheme.
Relying entirely on referral is dangerous , however, and could lead to a lack of diversity in a company. Others argue that an incentive scheme should not be necessary as a company should be an employer of choice and staff should be proud to refer their company to friends and family.
Referral schemes have obvious advantages and some disadvantages and best utilized in a balanced way as a part of a recruitment drive.
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