ws. I've learned a few things about people.
This is where I'm going to say something a bit different from the general concensus. We can NOT change who a person is and how they will act once they are more than a few minutes into the interview! I've learned my lesson more than a dozen times - so frankly I have stopped spending countless hours explaining to interviewees how to:
Look the interviewer in the eye.
Get a hair cut 3 days before your interview.
Have a sharp suit or at a minimum some pressed pants ready.
Don't ramble on and on about what you don't like about your current manager.
Please take your nose ring out (if you have one)
Try to stay on topic
Ask questions where the interviewer needs to visualize YOU in the role while giving the answer (a fantastic approach if you can do it by the way....)
I've mentioned my ratios several times here and there. Want to know something? They do not change. Whether I go from one extreme to the other - from a 3 hour Mini-seminar on how to nail the perfect interview to "good luck bro - call me if you're interested"........
I will screen candidates to a degree of professionalism of course. And I'll certainly do my best to help them with anything they are nervous about. Certainly my candidates know all about the job, the company, etc. before their interview.
But I've given up telling them how to dress, how to "ask for the job" and in general how to conduct themselves for the interview.
People are who they are. A 30 minute chat with you about how to behave goes in one ear and out the other.
OK - I'm ready for the heat!…
e seat in front of you, your're locked in for the duration. Don't you dare cut it short, cause THEN you're really leaving yourself open to an EEOC complaint.
Resumes are still the way you need to filter down from scores of resumes down to a dozen. The initial interview filters the numbers down to a handfull and the second round to a hire. Why not help yourself out with a fast forward button on the initial interviews?
A. Most of the labor lawyers I talk to are begining to see video as an asset, not a liability (obviously assuming the employer doesn't ask stupid questions like "so, do ya have kids".)
B. A web cam from the privacy of one's own home (when if you flub, you can re-record your answer) is much less intimidating than the firing-squad method of interviews many companies use sticking a candidate in front of 4-5 or 6 interviewers.
C. No one is suggesting video replace the resume, just using resume as a faster screening tool than the zillion or so preliminary interviews.
D. You are right, video cant replace a phone interview because with a phone interview you can't see a person's expression, posture, and overall presentation.
E. Web videos do not have to go through email-so no spam filters. And web sites can easily be made accessable through a web browsers permissions-no restrictions there
F. Iam currently building an integration to use candid capture within a large ATS (applicant tracking software) provider with over 16,000 users.
Recruiters may not like it, but recorded and real-time videos are coming. Its just a reality. What's more, Gen Y's LOVE it! They cant see themselves enough on screen. If you plan to recruit them, get used to video.…
ce. (Typically ranging from a few dollars a month to several hundred dollars for the total service.) In most cases there are free alternatives to these services and their quality is equally distributed from very good to very bad.
The problem, is that there are no standards. There are a dozen career coaching "methods" and none are required to actually operate as a career coach. Anyone can hang a shingle and call themselves a career coach, resume writer, etc. and so there are a lot of sleazy operators scamming the job prep market. Offering to get someone a job for 5-7k ought to be a crime. Caveat Emptor.
$100 for 3 "contacts" is a pretty steep price to pay if I'm reading the Crain article correctly. As an employer I would certainly make note and consider it a perceived conflict of interest. It doesn't pass my smell test and I wouldn't be using that recruiting firm for my positions.
I do like the idea of helping a job seeker applying for positions in their targeted companies by supplying the contact information for the hiring manager of each position applied for as well as a profile of the manager in question. I can see it being done profitably for $5-10 in packages of 25. Add in assistance in finding the leads, applying for the positions and getting an employee in the firm to be a referral and you've got a full job seeker service concierge service.
Two years ago I did several focus groups for a firm (in another country) that was planning to offer an interview coaching service where a candidate could call prior to any interview in any company and be coached through a personal profile of the hiring manager and the specific tactics most likely to ingratiate the candidate during the interview. The cost was a 6 motnh subscription in the range of $30 per month. The company was able to deliver because of its unique access to data.
It is about time that job seekers level the playing field. The only obstacles (and they are big ones) are the con artists who promise what cannot be delivered or deliver but at 100x the going rate.…