The Internet-enabled recruiting market has brought with it more reach for employers and, in general, a higher volume of applicants for jobs. With thousands of applicants vying for each position advertised, recruiting is becoming an increasingly automated process. The aim of the recruiters is obviously to screen applicants in the shortest possible time. And the aim of ResumeGrabber Pro is to help the recruiters in their job.

ResumeGrabber Pro helps the recruiters to manage the flow and choose the best applicants for jobs than ever before. Though the interview remains a key component, recruiters always search for a tool like ResumeGrabber Pro to screen the right candidates.

Beyond the

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How important is the interview round in beauty pageants these days? Well, there was a time when it was given top priority with the more ‘deserving’ winners going home almost empty-handed settling for mere ‘special awards’ … But what does it take to be a very good conversationalist really? Spontaneity while trusting your instinct in the things you’re about to say? Good command of the English language with a ‘twang’? Knowledgable on the current and relevant issues around you? Or just plain witty like Miss Universe ’69 Gloria Diaz? Whatever it is, Scribbleworks’ Ms. Tati Fortuna, franchise holder of this year’s Mutya ng Pilipinas shows us how.. just listen to her speak – on the spot, along with Mutya candidate, well-travelled Batangueña Suzette Hernandez.. and you’d be amazed …. Meanwhile, another smart candidate from Puerto Princesa, Cindy Maduma in this interview proves to us that ‘it’s not WHAT you say, it’s HOW you say it!’ Mabuhay Beauties would like to extend our warmest gratitude and appreciation to the Mutya ng Pilipinas organizers headed by Mr. Roberto de Venecia and Ms. Tati Fortuna of Scribbleworks, the new franchise holder of the national pageant; Sam dela Cruz (PR); the Screening Committee headed by Ms. Tati herself, Sam, Hemilyn Escudero; Special thanks to Ms. Nimki Hameed; and again, good friend Noli Berioso of OPMB for the stills and for tirelessly and graciously taking the time out to interview the candidates. You guys are amazing!
Video Rating: 5 / 5

How Automated Video Interviewing works for Screening Candidates explained in less than 2 minutes.
Video Rating: 5 / 5

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NewHire Recruiting Software helps hundreds of small and mid-sized companies find great talent. In this video, you’ll see how easily and objectively you can find the best available talent for your open positoin.
Video Rating: 0 / 5

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Best answer:

Answer by Njoys1life
It is probably the standard urine test.

Add your own answer in the comments!

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Best answer:

Answer by mmrz087
A personality test let’s them know what kind of person you are so they can place you in a job you would be best it.

Know better? Leave your own answer in the comments!

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Best answer:

Answer by ?Bugsey?
Yes. They are judged by people before they can go see Paula, Randy and Simon.

A friend of mine went to try out, he didn’t get past ‘those people’. He was just too average, not really good and not really bad.

What do you think? Answer below!

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Employers: How to use candidate screening access with ResumeGPS
Video Rating: 5 / 5

From Monday, August 24th
Video Rating: 0 / 5

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Best answer:

Answer by R M
It is required to join the armed services as well as many other jobs, and they are JOB APPLICANTS.

I got it Julian and my answer is yes. Employers test and do what they will with the info, if it’s good enough for our boys in blue it’s d/#*well good enough for them.

Know better? Leave your own answer in the comments!

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Best answer:

Answer by bad news
“i said thanks but no thanks to the bridge to nowhere”

Mr. News

Know better? Leave your own answer in the comments!

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http://www.onrec.com/conferences/031109/default.html

Onrec.com is the world’s leading information resource for Human Resource professionals and recruiters using the Internet to recruit. Onrec EXPO 2009 is the only global gathering of online recruiting leaders and game-changing technologies.

Colleen’s industry knowledge and overall unique approach to recruiting will provide a great opportunity to those who attend Onrec EXPO 2009, in which he will be among over 40 expert speakers in attendance.

Session Topic:

Applicant Videos. Are they a Risk or the Next Advancement in Effective Screening with the Capability to Limit Discrimination?

Session Description:

From the muddy playing field of the video controversy in today’s applicant screening market, there arises a glimmer of hope that technology has indeed afforded us another game-winning opportunity in accessing rich, necessary applicant data and yet limit the potential for “hidden” discrimination in the process.

The first onslaught of stand-alone candidate videos brought “boo”s from the stands in the recruiting world, with applicants at first, second, and third base all  tagged out for poor quality, or irrelevance.  Add to that the double play of discrimination fears regarding the visual appeal of the candidate, and not one video made it to home plate.

Enter the next phase of technology tools for intertwining the EEOC and OFCCP guidelines with the screening process.   There really is a way to start merging all data about your potential players and viewing it in relevant order.  There is a way to narrow down the candidate pool legally using video as it should be used by recruiters and hiring managers.

Don’t strike out with applicant videos just because you’re not sure how to play.  Come join us for this lively interactive session to learn how they can be used correctly, legally, and within compliance standards.

Leave this session with the latest White Paper containing information about all the video product vendors on the market today and the 15 Best Practices Paper about the Use of Video in Applicant Screening.

Speaking for the second time at an Onrec conference on the use of Video in the Employment marketplace, Ms Aylward takes on the controversial discussion of legal liability on the part of the Employer, and outlines the latest “best practices” guidelines for the use of video for applicant screening.

“New methodologies and technologies are always met with skepticism, resistance, and even fear in the beginning because they represent change which can be disruptive,” says Aylward, author of the industry White Paper on this subject untitled Unmuddying the Waters of Video as an Employment Tool. “In the HR world, the hesitancy can also come from fear of discrimination litigation due to “too much data” about a candidate.”

“In fact,” says Aylward, “The proper use of new technologies such as Video and Multimedia in the candidate screening process can actually assist employers in avoiding potential discrimination in their hiring practices — and can offer job candidates who may be in protected classes a richer set of tools to use in providing a complete profile of themselves — rather than just the standard resume which could include a name, a neighborhood address, a member organization, graduation dates, or even a photo – all data which can lead to immediate discriminatory conclusions.  Using best practices in incorporating these new tools into the corporate hiring process will not only help ensure compliance and fair recruiting, but will shorten the hiring timeline and reduce interviewing travel and accommodation expenses as well.”

Speaker Bio:

With a business degree from University of Washington, followed by 24 years of high tech sales and management experience in large and small companies, including NCSS, Dun & Bradstreet Computing, Comshare, Carlyle Systems, and GEAC, Colleen Aylward came to the Recruiting industry in 1990 on a soapbox of Change.

Drawing on twelve years “on the other side” in Tech Support, Sales, and Regional Management, she transitioned to high tech recruiting in 1990 in the Seattle area. She founded Devon James Associates, Inc., one of the country’s first RPOs, to answer the progressive demands of local software vendors seeking MORE/BETTER/NOW. Her small firm has compiled an impressive repeat-client list simply by word-of-mouth (Visio, SPRY/CompuServe, Amazon, Alias/WaveFront, Cranium, InfoSpace, Rhapsody Networks and others). High energy, funny and slightly irreverent, Colleen and her unique approach have been mentioned in publications such as Barron’s, Forbes, Fast Company, Washington CEO, Smart Money, Wall Street Journal, Boston Globe, Puget Sound Business Journal, and others.

From her work in the recruiting industry, Colleen’s passion has come to focus on technology solutions to solve the angst of those hiring managers she deals with on a daily basis: How to save time and money on recruiting and HR processes without sacrificing quality hiring results.

Now, launching her 3rd small company, InterviewStudio.com, Colleen Aylward can be reached at Devon James Associates, Inc. at colleen@devonjames.com or at InterviewStudio.com at colleen@interviewstudio.com

About InterviewStudio

Launched in 2007, InterviewStudio offers a SaaS model portal for employers and recruiters to quickly view complete Candidate Showcases before bringing the candidate in for the first round of interviews.   InterviewStudio is driving a new paradigm shift in the hiring and job-seeking marketplace, bringing the total view of a candidate to the very beginning of the screening process. Visit InterviewStudio at www.interviewstudio.com or contact us at 425-466-7887.

The Onrec.com Online Recruitment Conference & Expo 2009, will be hosted by both recruiting powerhouses Kennedy Information and Onrec – for more information visit:
Two Recruiting Conference Powerhouses Join Forces

For more information on The Onrec.com Online Recruitment Conference & Expo 2009, contact RD Whitney at rd@onrec.com or go to www.onrec.com/Expo2009

InterviewStudio

14150 NE 20^th St, Suite F1-518   Bellevue, WA  98007
www.InterviewStudio.com
Phone – 425-466-7887
Fax – 425-378-1683
Info@interviewstudio.com

Contact: Kevin Scott, kevin@interviewstudio.com
Office: 425.466.7887

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