Posts Tagged ‘employer’
if a potential employer says that if you are a final candidate that you will be screened what does it mean?
Question by kaytie l: if a potential employer says that if you are a final candidate that you will be screened what does it mean?
does this mean a drug screen or background check?
if i have a felony am i screwed… could it mean a drugscreen only?
Best answer:
Answer by Beautiful Blonde
both.
Add your own answer in the comments!
JWT Employment Communications to Underwrite Human Capital Institute’s “Employer Branding” Track
JWT Employment Communications to Underwrite Human Capital Institute’s “Employer Branding” Track
Washington, D.C. (PRWEB) August 10, 2005
The Human Capital Institute (HCI), a think tank, professional organization and educator in talent management strategies, and JWT Employment Communications, an award-winning advertising, communications and consulting firm, announced today that the agency will sponsor HCI’s Employer Branding learning and research track.
“The market for talent is intensifying as we face an aging workforce, lower unemployment rates and a relentless demand for more skills, knowledge, experience and education,” said Allan Schweyer, HCI’s Executive Director. “JWT Employment Communications’ prestigious heritage, creativity and strategic mindset will be invaluable to HCI’s efforts to build a thought leader panel for this key track within HCI’s Talent Strategy community.”
As a result of the alliance, JWT Employment Communications will be recognized for their financial support and advisory role in the development of Employer Branding research, white papers and education. Selected employees and associates of JWT Employment Communications will become Professional members of the Human Capital Institute, enjoying full membership benefits including access to HCI’s research library, live local Network events, Webcasts, Talent Blogosphere and Talent Directories.
“Employer branding — which goes beyond “employer of choice” marketing — must be the cornerstone of any effective long-term recruitment and retention strategy,” said Tim Gibbon, President and CEO of JWT Employment Communications. “We pledge to use our worldwide reach, enormous depth of resources, complete range of services and history of success to support the Human Capital Institute as it advances strategies and practices around employer branding.”
About JWT Employment Communications
JWT Employment Communications is a global, full-service recruitment advertising, communications and consulting firm with over 50 years of experience in helping employers attract, recruit and retain talent. JWT Employment Communications is a subsidiary of JWT, one of the oldest and largest advertising agencies in the world, and a part of WPP (NASDAQ:WPPGY). For more information please visit: http://www.jwtec.com
About The Human Capital Institute
The Human Capital Institute is a think tank, educator, and professional association dedicated to the advancement of talent management practices with individuals and organizations. HCI serves as a catalyst for innovative thinking in integrated talent strategy, acquisition, development, engagement, management and measurement. Through research and collaboration, HCI programs collect original, creative ideas from a field of the brightest thought leaders in talent management. Those ideas are then transformed into measurable, real-world strategies that help its members attract and retain high-performing people, build a diverse, inclusive workplace, and leverage individual and team performance throughout the enterprise. HCI members represent a broad coalition of executives, educators, consultants, human resources, strategic search, organizational development professionals and talent managers.
For more information, please visit: http://www.humancapitalinstitute.net
Press Contacts:
JWT Employment Communications
Jo Bredwell
212-210-1141
Human Capital Institute
Andrea Miller
866-538-1909
This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: http://www.HRmarketer.com) on behalf of the company listed above.
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“Total Candidate Profile™” – Not “Video Resumes”
The phrase “Video Resumes” is in vogue, but these talking head productions are different than “video interviews”. And whichever one you favor, they are really only one piece of a Total Candidate Profile™ which can contain most of the data out there on the web in one “showcase”.
Video is being used in Employment Applications in basically two categories:
1. Employer Branding Videos, wherein the employer company and its hiring managers are video taped evangelizing the company and/or the job and those videos are either placed on the company’s home page, or their career page (where their job listings appear) or are sent out in email campaigns or pushed out to YouTube and that YouTube link is used in email campaigns for hiring purposes.
2. Candidate Videos, which actually fall into two sub-categories:
a. VIDEO RESUMES which are canned, pre-taped videos of the job seeker basically speaking their resume… talking through the chronology of what they have done and why they are a good employee. Examples are InterviewClips and VideoResume. Neither of these are a Total Candidate Profile™ containing rich content data representing all aspects of a candidate’s asset value.
b. VIDEO INTERVIEWS which are either canned or live/interactive, but include one or more formal interview questions chosen by the employer, and answered on video tape (either via webcam or family video camera or by a professional videographer). One example is HireVue. Another is GreenJobInterview.
Video technology for the employment market is in its “first phase”, just as the written resume had a first phase and evolved to a digitized form. In the very near future, video will become just a part of a Total Candidate Profile™ that will be submitted for employment purposes rather than just a resume. These profiles will include readily available due diligence (data and media) about job candidates that can be grabbed from the web or input directly by the candidate themselves. For instance, InterviewStudio allows a job candidate to build a total online profile of himself that combines the traditional resume, his endorsements by former managers or co-workers, the results of a professional assessment test he has taken online, his LinkedIn or other social network links, his portfolio documents, and links to whatever Google or Yahoo or Zoominfo might present about him.
Gartner and other analysts call these new profiling software tools “mashups” since they mash together a lot of leading edge technology in one product or tool so that huge strides in time-and-dollar savings can be made with these combinations.
We call this a Total Candidate Profile™ and we believe they will become the standard in hiring and recruiting since they provide the employer or recruiting agency much more due diligence about a job candidate upfront, without the long drawn out iterative process that usually takes up to 90 days to seek this information online or schedule the job seeker to provide. In fact, a professional comprehensive profile can save recruiting departments from 2 to 6 weeks in the hiring process since they actually change the process that needs to happen: you may no longer need a phone screen or even a first face-to-face interview by a recruiter.
Videos for Interview Purposes
For several decades, employers have been utilizing video conferencing in order to communicate with their internal staff or clients without having to fly people around the country. This new phrase “interview videos” is simply a newly packaged application of video technology. No longer do we need to spend $1000/hour at Kinko’s or some corporate video conferencing facility in order to see another person through our computer screen. Most webcams come with simple video chatting capability downloaded in 10 minutes from the CD in the box. Every generation is using video now – talking to grandchildren, keeping tabs on parents or college students traveling in Europe, or pre-screening a potential dating partner before committing to a real meet.
These are all instances of “live” video or “real-time” video – coming to you as it happens.
There are several vendors in the employment market jumping into this product/service category, basically repackaging a video conferencing tool like Webex or copying the newer Skype tool: LiveHire, CareerCam, GreenJobInterview, to name a few. You can use these services over your computer to talk with a remote person and/or see them on your screen with the use of a webcam in realtime.
By now, most everyone in the employment marketplace has heard the phrase “interview videos” or “video interviews”. These are canned videos (or stored videos) that contain a job interview, wherein a candidate is usually answering questions they received earlier from an employer, and then the employer can go watch them anytime via online password. These videos are available to view (securely) at any time since they are stored on a server that is available 24 hours a day. A job seeker simply needs access to a computer with a webcam on it (or plugged into it). Usually the built-in microphone on any computer will suffice for audio quality, but many people plug in a stand-alone microphone to enhance the sound when they are recording their videos for their interview.
In some instances, the potential employer will send their preferred interview questions to candidates via email ahead of time, or they will post their questions on their employment website. In these cases, the job seeker simply uses his/her own computer/webcam to videotape themselves answering these questions, and then “uploads” their video clips to YouTube or to a place on the employers website, so the employer can watch it later. Job seekers have to know a bit about technology to do this all themselves.
There are other sites, like our own InterviewStudio.com site, which walk job seekers through this “videos for interview” process in an easy step-by-step tutorial. Candidates get to choose their own interview questions from a list of 20 that are appropriate for their job function. When each question is answered, that video clip gets uploaded automatically to our site where all clips are stored securely behind passwords. Job candidates who choose to do their video interviews this way are being proactive, and have a “marketing tool” to then email out to any employer or recruiter of their choice. In this case, the job seeker owns his/her own showcase including the video interview, and can choose who can view it. Candidates obtain a URL address for their InterviewStudio “showcase” from their account online and they can type this into an email they are sending or can even upload this URL into an applicant tracking system text field to be stored along with their other candidate information.
Videos for interview purposes are becoming more popular with employers, since it saves them several days or even weeks in the screening process. The key is to make sure the videos they are viewing are professional, and useful as a compliant screening tool—meaning that videos for interview purposes will soon have rules and governing guidelines for both job seekers and employers to conform to – whether the video interviews are live or canned for viewing later.
