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?”
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