Take Advantage of the New and Improved Interview Room Implemented by LiveHire ! LiveHire.com has implemented a new and improved Interview Room for seeing and hearing candidates in Real-Time. It’s the next best thing to actually being in the same room.  By scheduling, recording and reviewing video interviews, LiveHire helps in reducing costs and saving time for employers.   You can utilize the integrated Resume viewer, whiteboard, filesharing and note taking functionalities. It is easy and simple to set up an interview with our integrated scheduler and calendar. Through a webcam interview, employers can see a candidate’s qualities that are usually not apparent during a telephone interview. Using LiveHire will effectively increase the ability of a hiring manager to achieve successful hiring with reasonable expense in the least amount of  time.  Employers can schedule a LiveHire interview online and also receive resumes of candidates who match your job description. We help you to hire promising candidates for your organization's success and growth.  Call  1-888-745-1483  to schedule a consultation. If you have any queries please log on to www.livehire.com for all information. 

We are all aware that using the internet today for a job search is a huge time saver. Webcam interviews and emailed resumes save potential new hires hours of driving, printing, mailing, and air travel time not to mention the countless hours just waiting for flights. Americans are also beginning to realize that webcam technology offers solutions to problems other than time issues: environmental concerns related to dependence on fossil fuels are reframed by the possibilities of electronic communication. Digital technology has given HR and job candidates the “green interview” and eco-friendly employment.

     According to the Sierra Club (sierraclub.org) more than 50 percent of adults believe that their employers should do more to be environmentally responsible. Many companies have already taken steps to do so by embracing technology and using electronic methods such as websites to advertise available positions. Requesting emailed resumes and correspondences is also ecologically conscious. Paperless communications are invaluable in the fight to reduce a company’s carbon footprint; in the production of regular office paper, mills pollute water, air, and soil. Paper production is one of the most polluting industries in North America (ranked 3^rd) and uses chlorine-based bleaches that result in toxic emissions.

     Although paper recycling has reduced the pollution caused by initial or pulp production, it is an industrial process and recycling mills may have polluting by-products such as sludge. Therefore, the reduction of paper use is the truly effective way of reducing environmental polutants. And digital technology offers companies and job seekers this opportunity by creating a paperless line of communication that can be archived: email.

     Webcam interviews are also greener than many realize. Americans must cut carbon-dioxide emissions 80 percent in the next 40 years in order to successfully combat global warming. According to the EPA, more than 30% of carbon dioxide emissions in the US result from gasoline engines in cars, light trucks and SUVs.  Additionally, drivers in cities such as Los Angeles and New York City waste over 600 million gallons of gas annually while idling in traffic. The use of webcam interviews reduces the release of carbon dioxide from cars driven by job seekers attending interviews in the job search process.

     The EPA also estimates that air travel causes 3.5 percent of global warming and predicts that the amount could rise to 15 percent in the next 40 years unless America changes the way it does business. On average, an airline flight from the west coast to the east coast requires over 12,000 gallons of fuel, and emits 252,000 pounds or 126 tons of carbon dioxide. Further, the impact of carbon is 2.7x greater in the stratosphere than if emitted on land. In other words, air travel is leaving a colossal carbon footprint on the planet, one that might easily be reduced by eliminating unnecessary air travel via webcam interviewing and webcam conferencing technology. Business travel may be necessary in some cases, but air travel for employment interviews is not.

     When all factors are considered, Internet technology may offer solutions to many of the environmental problems vexing the nation today. Reducing America’s dependence on fossil fuels while further developing alternate and renewable resources is most important; using today’s technology to do this is the easy part.     

For more information, go towww.doe.govwww.ecobridge.orgwww.epa.govwww.sierraclub.org

 

Career Strategy and Interview Strategy

     Students who graduate from today's universities, business schools and MBA programs have worked long and hard to develop themselves as the ideal candidates for progressive careers in business and technology.  University curriculum in this market requires not only courses in strategic financial management and integrated business and marketing communications, but also seminars in career and personal development such as resume building, interview skills, and the construction of an individual career strategy. Business technology in the 21st century demands that job applicants prepare for the webcam interview as a component of their career training.
     Mapping a career among the vast highways of technology, competition and outsourcing is not easy.  Unlike the career paths chosen by the small percentage of college graduates during the 1940s and 50s, applic ants now must ‘fit’ themselves into the fast lanes of a company’s culture and technological purpose.  Progressive job seekers know that real career success depends on a comprehensive individual plan that details specific professional goals and proven techniques for achieving them.  Moreover, successful candidates must be able to convey their skills and their ‘fit’ into available business positions during the initial meeting with potential employers.  This is where part two of the individual career plan begins….
     A few years ago, potential hires were called ‘in’ to a human resources office for a face-to-face interview.  Suits were cleaned, shirts were ironed, and shoes were shined.  As business went global, the face-to-face became less prevalent so employers could cut their investments of time and overhead.  The telephone interview became the most common method for conducting initial interviews; the limitations, however, of th e telephone interview were obvious and offered interviewers very little information beyond what had been submitted via resume and cover letter. Thanks to technological advances and inexpensive digital and web technology, the webcam interview has been adopted as the initial interview format of choice. In truth, the webcam interview is the least problematic method for both the interviewer and the applicant.  Although the human resources representative can’t shake an applicant’s hand, he or she can observe the candidate’s demeanor, body language, energy and reactions to skill and experience questions. Serious job candidates need to be prepared to excel in this new and growing practice.
     Experts in the field of human resources offer job seekers advice on preparing for and succeeding in a webcam interview:  A webcam interview is not informal; a job candidate must look professional even if he or she will only be seen from the waist up.  Having a copy of a resume and occasionally glancing at it is not taboo; reading from notes, however, is amateurish. Looking frequently at the webcam while speaking gives the interviewer the feeling of ‘eye contact’ and establishes a more personal interview. Experts suggest that job candidates try to relax, smile, and be natural.
     Of course, all job applicants should go into an interview with knowledge of the available position and its requirements, information about the company and its policies, locations, benefits, etc. Applicants should also bring a list of questions about the available position and the company to the initial interview.
     Graduates and job seekers have labored to become the ideal candidates for today jobs.
Career and personal development has become an important component in that labor, and business demands that successful applicants be prepared for the future of human resources: webcam technology.

"Sell me this Pencil"; personnel and sales managers used to ask applicants this question during interviews on a regular basis.  Believe it or not, it is a relatively effective way of finding out how well an individual thinks on his / her feet.  Can she speak well and make eye contact when she is surprised?  Can he smile and behave professionally when he is at a loss for words?  Clearly, job applicants will do a better job of “selling that pencil” if they are prepared for the question and have some knowledge of various types of pencils.

 

The one benefit of this interview strategy for the applicant is that the pencil serves as a focal point of discussion; it is a visual aid that actually allows some description to be “acted upon” by moving the pencil.  It is a real example with which the candidate can dazzle the interviewer.

 

The point is that preparation and real examples of an applicant’s skills serve to illustrate the qualifications and fit of that applicant. Human resource managers and personnel directors should expect applicants to come in prepared with information abut the company, its mission statement, and the available position.  Candidates should prepare a “portfolio” or project review / summary in order to present a real example of proficiencies, skills, technical and computer knowledge.  The potential employee can reference the portfolio while he or she answers the interviewer’s questions.  This can be done during a webcam interview as well because the portfolio can be emailed, faxed, or snail-mailed to the human resources director or interviewer prior to t he act ual or electronic meeting.

 

It is very important that an applicant’s portfolio or visual presentation be professional and of the highest quality.  The design of the portfolio must reflect an organization and demonstrate the culture of the profession.  For example, an applicant hoping to fill a graphics position must present a graphics-heavy portfolio, etc.  Further, the applicant should have his or her own copy of the portfolio to reference during the interview.

 The use of the document or portfolio allows both the interviewer and the interviewee to maintain a solid focus on the skills necessary to successfully perform the job.  Small talk is still essential to ‘break the ice,’ but the majority of interview time will be spent in specialized discussion related specifically to effectively filling the available position.  The candidate will demonstrate preparation for the interview and qualifications for the job.  Applicants will utilize the ‘pencil” to sell the ‘pencil” and, thus, themselves.

In this day and age, developing a professional resume is easier than ever.  There are multiple resume construction websites as well as professional resume software available for purchase.  There are also resume services that will interview job seekers and create for them a professional resume that shapes talents and skills so that they are particularly attractive to growing companies in a specific region.  Human resources officers find these professional resumes, are duly impressed, and contact the respective candidates.   Interviews are scheduled, and candidates prepare.  ; Some candidates, however, don’t prepare and cannot land the job and close the deal.  What should job applicants do to appropriately prepare for a job interview?

                Research:  Candidates should spend as much time as possible researching a company prior to an interview.  Most companies have web sites that contain pertinent information on its diversity policies, benefits, and often offer the requirements of available positions.  Knowledge of the company and its culture will be obvious to the interviewer during a first meeting and will show the candidate is a forward thinker and a true professional. Further, company research will ensure that the candidate actually wants to invest time and energy in a company.

                Underselling Themselves:  Candidates should be prepared to assert their aptitude, skills, and the ways in which they can help the company achieve its mission.  Obviously, the company is looking for workers; the successful applicants are those who can illuminate their proficiencies and talents and convince the interviewer that their experience is best for the available position.

                Failing to Listen:  In most cases, employers know what they want in a new hire; they know what questions they want to ask and know what answers they hope to hear.  A successful candidate will listen to the questions asked, detect the subtext of those questions, and answer accordingly.  For example, a question about meeting deadlines may really be an inquiry into one’s management style.  Applicants may know what information they hope to impart, but they must listen to the company’s representatives and follow the lead of the interviewer.  Interaction should be give and ta ke.

                Maintain Professionalism:  A brief mention of the World Series or the Final Four is a good ice-breaker and can make an interview more comfortable for all involved.  However, personal information which has no bearing on the issues at hand is not appropriate.  A candidate’s reasons for adjusting administrative style or shifting focus from email to personal communications is important and may include some real workplace or life experiences, but these are only significant if they are relevant to the available position.  Candidates should not discuss personal relationships, irrelevant health or medical issues, or even the p arking problem encountered that morning. 

                Currently, developing a professional resume is the easiest part of landing the perfect job.  Interviewers are prepared to meet and conference with applicants; applicants should be prepared to demonstrate their skills and professionalism.  Candidates should be prepared to become new hires.

     

     During a recent human resources seminar, business owners were asked to develop a list of the 5 most important characteristics they look for in a new hire.  The following terms were the most common: attention to detail, on-task behavior or focus on task, trustworthiness, promptness, cooperative or ability to collaborate.  How do we as business owners discern these characteristics during the interview / hiring process?  And how can we identify these positives in recent college graduates who have yet to work?

     Many business owners who use the webcam interview process almost exclusively insist that candidates who have worked as interns interview well and become successful long term employees.  Most small businesses don’t participate in college credit / internship programs; this doesn’t mean that small businesses can’t benefit from such programs at larger companies.  Internship programs offer college students professional experiential opportunities that integrate academic learning into real job practice.  Such programs also give candidates a chance to demonstrate the aforementioned characteristics and the verbal means to describe their professional behavior in an interview with your company.     Other hiring professionals adapt the intern-concept to meet their hiring needs.  When setting appointments for the webcam interview, numerous forwarding-thinking human resource personnel assign a project to a candidate; the project is to be completed by the applicant and presented during the webcam interview.  This mini-internship gives employers the opportunity to access the potential hire on multiple levels including technological / computer skill, verbal / communication skills, project assessment, pace, design and creativity.  The presentation will often serve as an indicator of business culture fit; in other words, it will give both you and the candidate an idea of how co mpatible he or she will be with your company.     Any human resources professional who has interviewed recent college graduates understands the difficulty of determining whether course success and a strong transcript will translate into professionalism on the job. Internships, mini-internships, webcam interviews and the internet all function as partners in the 21^st Century hiring process. Good hires save your company time, money and resources.  

    

Article Title:  Second Life Recruiting: The Future?
Author Byline:  Need Career Advice? Resume Help? Visit Us!
Author Website: http://www.boston-technical-recruiter.com/

About two days ago, I stumbled on something that made me cringe at the thought of having missed a technological opportunity. Virtual world recruiting is something fairly new to the industry, yet many major companies such as IBM, GE, and Accenture are utilizing a new environment called Second Life for recruiting and marketing.

Second Life is a virtual world that is fully customizable and allows complete control of the environment down to creating gravity defying floating houses to weapons of mass destruction.  By writing scripts or using thousands of written scripts, you can modify your character and environment in a thousand different ways. From combat to running your own advertising agencies to recruiting real world candidates, Second Life is a dreamscape with some serious potential. Second Life even has a currency which can be exchanged into real life money at a 1RLD to 278SLD ratio. In other words, everything you may need to live it up.

From the perspective of business communications, Second Life is being used as a training ground, conference room, or company propaganda platform. Cannon, Routers, L word are all advertising inside the game. The opportunity to market to over a million individuals with limited competition is nearly irresistible. I considered marketing my own blog before thinking better of it and exploring the world further.

But how viable is second life in terms of creating a viable recruiting business model? I considered leasing 100 square meter office and advertising my open real world opportunities in game. At the same time I ran across an article which clearly demonstrated that many people in SL would not take kindly to RL intrusions into their fantasy world. Would it make sense to offer recruiting services within Second Life to Second Lifers? How about advertise real life jobs to Second Lifers. It is clear that the latter is already being done and is something that I will probably engage in as well.  One of the secrets within the game is that everything is based on your position in search results. If you can figure out a way come up to the top of search results in ingame searches, your traffic can potentially explode. May SL gamers will find good real life opportunities marked ingame hard to resist.

Second life is an interesting new medium that is largely underutilized by small recruiters. But as technology advances and virtual reality becomes more commonplace, have a virtual store in a virtual environment will not seem so far fetches. I’ve always wanted my own island, even if it is inside a server.

http://www.recruitingblogswap.com/

http://www.collegerecruiter.com

http://www.collegerecruiter.com/jobs/

 

     It’s been proven that interviewing a candidate via a webcam saves companies time and money. But there are more ways to streamline hiring and improve your interviewing and employee selection process.  Hiring staff members who don’t have the ability or training to be successful in your company is a waste of your time and forces the interview process to unnecessarily begin again.  How can you avoid this?  Systemize your interview by creating a standard series of questions based on the behaviors of your best employees.  Then ask those questions and demand concrete, behavior-based answers:

For example, Why did you leave or are you leaving your previous place of employment?

Why are there gaps in your employment history? How much experience do you have with the computer systems we use? Direct, fact-based questions and answers keep the interview moving quickly while supplying a vast amount of information. 

     Behavior-based questions also demand concrete answers: Specifically describe your current job description. At what aspects of the job are you best?  Have you worked on team projects that were successful? Describe the projects and your specific roles. Behavior-based questions are task-specific and demonstrate a prospect’s ability to concentrate and complete job and project responsibilities. Questions that precise demand focus and detail-orientation.

     Hypotheticals and imaginative questions may be interesting to ask, but unless you are seeking candidates for predominantly creative or artistic jobs, concrete, behavior-based interview questions will get you the most useful information in the least amount of time… the most bang for your buck. It’s still about the bottom line!

 

What is LiveHire?

            LiveHire is a new way to Interview for jobs on the internet. It allows Employers and Candidates to interview in real-time via a webcam from any location. LiveHire is a tool made specifically to interview candidates for potential employment.

Why Use LiveHire?

            Simply put it’s easy. It’s the next best thing to actually being in the same room as the candidate. Recruiters and Managers will be able to make quicker hiring decisions, decrease costs associated with flying and relocating candidates. You can save time and money on College recruiting while increasing the number of schools to recruit from. You can interview graduates from a handful of schools without leaving your desk. See the candidate; speak with the candidate, Interview the candidate live.

Alison Doyle is an expert on using the internet effeciently to find a job.  Please take a look at her new Book, http://www.happyabout.info/InternetYourWaytoaNewJob.php