?? Video Job Interviews Weed Out Fake Candidates Best

?? Video Job Interviews Weed Out Fake Candidates Best 137 Video job interviews are the best way to weed out fake candidates and avoid phone interview fraud, says former recruiter Jeff Altman. Photo by Steve Johnson For many years, phone interviews have been the norm for many forms of initial screening by recruiters, both corporate and third party, as well as hiring managers. A recent video appeared on YouTube of a job hunter being interviewed over Skype for a consulting assignment and being exposed as a fraud: The job hunter’s attempt to lip-sync answers to interview questions looks like old Italian Hercules movies being dubbed into English, while over his microphone you can hear the person off-camera who was actually answering the questions.eval Thinking back to my time in search [Jacob: as a recruiter] before transitioning into career coaching, I remember several second and third conversations with job applicants who originally sounded a little like the one above during our first calls together. I am a pretty bright guy and attributed it to a memory lapse. Now it seems like early instances of fake candidates doing exactly what “Hercules” did in this video. Free bonus: The One Job Interview Resource You’ll Ever Need is a handy reference to help you prepare for any kind of job interview. Download it free noweval You may think this is as an outlier occurrence. It isn’t. I was once contacted by a senior technologist who was approached for remote work which was in fact ghost work, i.e. logging in remotely to the computer of someone who was unable to perform the job and doing a few hours of work for them that they would otherwise not be able to perform. As I mentioned in a comment on the YouTube video, the technologist wrote: “I wanted to share a few recent activities that are happening post clearing fake interviews. The candidates that clear the interviews after joining the respective organizations are indeed unable to work. They contact the consultancy who helped them get the fake interview and then these consultancies also get ghost workers for these candidates. These ghost workers are the people sitting somewhere out of the US and for little money would help these candidates clear their regular tasks. Basically, the candidates share their desktop (no NDA signed here) and let the offshore ghost worker handle their regular assignments for an hour or two and somehow get safe from being caught… Some consultancy recently contacted me to be a ghost worker for an employee. I rejected the contract but I then got to know from a few friends that this is a big scam already going on. I was contacted by the consultancy on pretext of getting a remote job.” How do you feel about someone logging in remotely to do work for an employee or consultant? You might think this is only a risk for people hired for consulting roles. As I reflect back, it occurred many times during my own career in search. For example, someone posing as the candidate would do the initial phone screen and the initial phone interview with me prior to being invited for in-person interviews with my client. I remember receiving feedback about a candidate's poor oral communications when my conversations with “them” had been clear as a bell, or failing to answer questions in person that had already been discussed over the phone initially. In order to head off such phone interview fraud, it is now time to make a shift from phone to video during initial rounds of interviews. Even if you dismiss the risk as one that can be caught during the in-person interview, time has been wasted on the part of your screener and the first level interview. Job hunters have also been adversely affected by this. After all, you are competing with ringers: experts whose words and voice are used to fool employers. It is certainly possible to lose out on positions you have really wanted because the fake candidate has better skills than you. Video interviews will prevent these phonies from defeating you. These days, there are many different tools available for conducting video interviews that are inexpensive and easy to work with. Let's make the change now. Question of the article As a recruiter, do you feel that video interviews will solve the fake candidate issue once and for all? As a job seeker, would you insist on a video interview when a recruiter asks for a phone interview? Tell us in the comments. More on fake candidates How to spot a fake candidate Fake it Until You Make it: 48% of HR Professionals Do Not Check a Candidate’s Qualifications 10 Ways to Spot if a Candidate is Lying READ NEXT: ?? How To Stop Identity Theft From Losing You New Jobs About the author Jeff Altman, The Big Game Hunter, is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1200 episodes, “Job Search Radio,” and his newest show, “No BS Coaching Advice,” and is a member of The Forbes Coaches Council. Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Connect with Jeff on LinkedIn, then message him to schedule an initial complimentary session. If you are outside the US, Jeff will only accept your connection request if you mention this article.

Delivering a Meaningful Employer Brand

Delivering a Meaningful Employer Brand In a world where image is everything and reputations are measured in shares, tweets, and comments for everyone to see, building a strong employer brand has never been more important. Indeed, the business benefits of a robust EVP simply can’t be refuted. According to LinkedIn, companies with stronger employer brands see a 43% decrease in cost per hire, and in CEB’s study, “Branding for Influence,” it was cited that a strong EVP can raise your quality of hire by 9% and improve applicant pool quality by 54%. While it’s certainly a step in the right direction to see more employers investing in the development of a strategic employer brand, the challenge is that too many have shifted away from an authentic experience in the quest for their own version of perfection. The barriers to a powerful EVP As more firms recognize the value a strong employer brand has on their competitive advantage, the question “how can we develop our EVP?” has become an increasingly common part of board-level discussions. However, this has led to a level of over-complication of the process and a number of myths have emerged as a result that are preventing organizations from creating a truly authentic employer brand. So what are the main myths that hirers need to avoid? You can create an EVP: this is simply not the case. An authentic employer value proposition already exists within your business â€" trying to create one from scratch could disengage those members of staff who are fully aligned with the natural EVP that’s developed organically, but have nothing in common with the new culture that’s being forced upon the business. Consider reviewing what your employees think of your organization before starting on your external messaging. Employer branding is for engaged applicants: The impact of your EVP doesn’t begin and end with a candidate actively applying for a role. It starts long before they’ve seen the job advert and continues into their employment. You need something really creative and different: In some cases, the opposite is in fact true. Having an employee value proposition that’s too aspirational or isn’t an authentic representation of your culture won’t help attract or retain top talent. Being true to your culture will have a much greater impact than being creative or bold in your approach.   Getting it right requires financial backing: Uncovering your EVP and developing your employer brand doesn’t need to be a costly and time-consuming process. In most cases, the basics are already there â€"your employees’ experiences and corporate brand and culture just need to be brought to life in a way that can engage your target audiences Where to begin If we accept that the above are myths that prevent the successful growth of a strong employer brand then we can agree that uncovering and nurturing your EVP doesn’t need to be costly or time-consuming. With this in mind, the first and most crucial step is arguably simple: talk to your people. How you do this is up to you â€" whether it be through engagement surveys or one-to-one management meetings â€" but the real storytelling begins with an open and honest dialogue about your employees’ experience. The added value of this process is that it not only gives you valuable insight into what makes your employer brand competitive but also provides nuggets of content to share while also reminding your employees why they joined the business in the first place. It’s also important to ensure you’re balancing your present-day employment offering with your aspirational brand positioning to align it with your long-term strategy. This will help give future and current employees a greater insight into where the company is heading and what their involvement will be in this development.   With global skills shortages continuing to drive the war for talent and the high cost of staff turnover meaning companies simply can’t afford to be inadvertently driving out their high-performers, having a strong employer brand is a competitive advantage firm can’t ignore. Taking the more holistic view mentioned above will ensure employers are in the best possible position to not only attract but also retain, the best talent. About the author: Sondra Dryer is Global Head of Employer Brand Experience at Alexander Mann Solutions.

Avoid Babbitry and Stand Out From the Crowd - Personal Branding Blog - Stand Out In Your Career

Avoid Babbitry and Stand Out From the Crowd - Personal Branding Blog - Stand Out In Your Career Do you suffer from babbitry? It means an excessive feeling of self-satisfaction. It also means small-mindedness, smugness, middle-class mentality. But my friend, novelist Cathy Day, gave me the best definition of all: a person and especially a business or professional man who conforms unthinkingly to prevailing middle-class standards. The word comes from Sinclair Lewis novel, Babbitt, which is a social satire about Midwestern (American) values, and the societal pressures to conform, rather than leading a meaningful life. Conform to the norm How many times are you expected to conform to the work norm set forth by others â€" weve never done it that way here; we tried it and it didnt work; we dont like being the first to try something new â€"  when your brain is screaming that this idea is what you need to increase sales. To find a new vertical. Or even to save the company? How many times have you been stuck in babbitrys swamp and felt the pull of the mediocre and dull? When I worked in state government, babbitry was the only thing we excelled at. We communicated with the media a certain way, because we always had. We didnt use social media, because we never had. We didnt start an agency blog, because we didnt want to be the first. That was four years ago, and theyre still wrestling with questions about social media and blogging. No one wants to stick their neck out and be the first, because standing out is bad. That heavy wet blanket that smothers Babbitry is a heavy wet blanket that will smother your creativity and your enthusiasm, if you let it. If you work in a job where youre expected to toe the line, along with every other grey-suited drone, look for something new. If youre looking for a job using the same old job boards and paper resumes as all the other job seekers, try connecting with potential employers through social media. If you sell or market products where the only differentiating factor is price, find a way to add value to your product to stand out from the crowd. Babbitry is all around you. The pressure to conform cannot be escaped. Even when George Babbit broke away from his conservative crowd, he found his liberal friends had their own rules of conformity. The way weve always done it But breaking away doesnt mean you have to leave everyone and hang out only with the nonconformists. It doesnt mean you need to foment open rebellion against the tyranny of your assistant regional manager. Rather, refuse to accept the old excuses of how things were done, of why they wont work, and the dangers of being first. Take on interesting new projects and join forward-thinking committees at work. Find new ways to add value to your clients and your coworkers. Read books and blogs by people who inspire you. You may not be able to escape babbitry, but that doesnt mean you have to fall victim to it, or be a part of it. Being a Babbit automatically means youre not going to stand out and your personal brand is going to go unnoticed, or worse, be boring. Do what you can to stand out, and find the opportunities to show off your inner awesomeness. I wonder if Odysseus-itry is a word. Author: Erik Deckers is the owner of Professional Blog Service, and the co-author of Branding Yourself: How to Use Social Media to Invent or Reinvent Yourself. His new book, No Bullshit Social Media: The All-Business, No-Hype Guide to Social Media Marketing, which he wrote with Jason Falls, will be released in October 2011.

Renew Friendship to Grow Possibilities - Personal Branding Blog - Stand Out In Your Career

Renew Friendship to Grow Possibilities - Personal Branding Blog - Stand Out In Your Career Being in business for some years may have you reminiscing back to the time you began. Images of the people you initially met when you were starting up come to mind. Then you begin to wonder where they are each at today such as: Did they give up? Are they still in business? Has life brought them significant change? A fond memory moment is the perfect time to re-establish the friendship and potentially grow future possibilities. The reason this is the case is due to the parallel journeys you have taken. Initially, you may have felt inferior with one another and in competition. But over time, you each gain experience. Some of the experiences are similar while others will be quite different. Your higher level of expertise brings confidence and willingness to listen to the stories of one another. It is out of the sharing of good and bad experiences that you are able to recognize additional commonalities. All of this combined will turn into opportunity for finding ways in which to help one another in the form of collaboration on future projects. Dare to Ask Ignoring the flashing thought of someone from your past will keep everything the same. Nothing will be lost or gained but advancement will be nil. However, if you were to be a bit daring to reach out and ask what is new in their life, an entirely new and improved bond may develop between the two of you. In order to get to “Yes” â€" You have to ask! Clients In your quiet time, begin thinking about your favorite past, current and prospective clientele as well as peers. Create lists according to the more experienced and the interesting type of people. Prioritize the names in order of those you enjoy the most. For the corporate connections consider the types of questions would you like to ask of them. You might discover a pattern of questions for which you would like help getting to the answers. The Challenge of 10 Make it a point to contact ten of the people on your mind and on noted your list on a daily basis. This is in addition to the other work needed to be tackled. Those ten calls or notes to be sent could make an enormous difference in business. The reason is those willing to reconnect with you are also looking for new collaborative ideas. You will have a brainstorming session in the making. The end result could very well be a brand new idea for moving forward on a higher level than ever before. Exchange The conversations could include an exchange of broad ideas, new marketing strategy, and how to improve upon what is already in place. Should you appear to be on the same page with one or several people, your exchange will become highly motivating to advance forward. An underlying motivator is you will want to report back that you are making positive strides. Your new milestones then attract a larger audience due to greater personal brand recognition. This further multiples possibility. Your purposeful increase in activity will lead to the Smooth Sale!

The Best Font For Resume Writing

The Best Font For Resume WritingWhile there are a number of fonts that you can use to create the best resume possible, there are also some that you should avoid using at all costs. Before you print out a resume or use one on the Internet, you want to make sure that you are using the best type of font. The right font can do wonders for your resume as it will attract attention and be read more quickly. If you want to learn how to choose the best font for resume writing, continue reading below.Courier New is a common font that most people use on paper. It is a very professional and formal typeface. This type of font is perfect for resumes but it will be too hard to read on the Internet or on a computer screen.Times New Roman is another common font for resume writing and is very easy to read when posted up on the Internet. Unfortunately, this font does not lend itself well to computer screen printing. The only problem with this font is that it may appear bold when printed but it may not look as pleasing to the eye when displayed on the screen.Helvetica is a great type of font that will work for both online and offline types of printing. When printed on a white paper, this font will look very crisp and neat. On the other hand, when printed on a black background, this font will look very messy.Times New Roman is a great font for both online and offline printing. However, when it is printed on the Internet, it looks very nice and crisp. When printed on a computer screen, it will be very difficult to read and will not look as professional as the other fonts discussed above.Akzidenz Groteskis one of the most popular fonts for resume writing and is great for both computer screens and paper. When printing on the Internet, this font will have an almost grungy feel to it. It may also be difficult to print on a computer screen.As you research a lot of the free online fonts, you will find that they look very different when printed on paper than they do when displayed on a com puter screen. For example, when printed on paper, you will see very crisp lines. On the other hand, if you print it on a computer screen, you will find that the lines will appear fuzzy and won't be as crisp.Those are just a few examples of the best fonts for resume writing. One of the best fonts for resume writing is Helvetica because it is very professional and is very readable on both computer screens and paper. You will want to keep this in mind when you are choosing a font for your resume.

Lost your job How to get another one fast! - Jane Jackson Career

Lost your job How to get another one fast! - Jane Jackson Career Is there a redundancy looming and youve just been tapped on the shoulder and told youre no longer needed? Have you been given the boot?   Now youre a job seeker, there are a few things you MUST do before launching your job search campaign so that you can get back on your feet and into a new job faster.Change can be pretty scary and if you are in between jobs or facing a redundancy, it can leave you feeling confused, anxious, fearful and stressed. This emotional rollercoaster can erode your self-confidence and create confusion about what do to next.Prepare well for the job hunt to get back on your feet fast.In my experience, there are seven common mistakes that job seekers make, but they can be avoided through careful assessment, research and planning. The secret is to turn those mistakes into a seven-step path to success. Heres what you must do: Change your mindsetIf you’re still hurting from being in a difficult situation, it’s a big mistake is to market yourself when you are fe eling emotional and your confidence is at low ebb. After all, if you don’t believe in yourself, who will?WHAT TO DO: It’s best to market yourself after you have acknowledged the change, acknowledged that there are some things you cannot change and identified the things you can. Rebuild your self-confidence and get into the right frame of mind for the job search. The key is to remember you are still the same competent professional you’ve always been and you have a mountain of value to offer the right employer in the right environment. Figure out what’s most important to youIf you haven’t assessed what drives you in your career or what your specific skills, knowledge and key motivators are, you may be applying for roles that are not suited to you.WHAT TO DO: Work out what makes you tick and the reasons why a role appeals to you. Employers will want to know how close a “fit” you are to their needs, their corporate culture and team environment. Prepare well so that you can eloquently communicate your value, key drivers and be authentic in your responses. Consider carefully what are you saying verbally and in writingIt is tempting to save time by sending out the same generic resume and cover letter for every job application, but if you find you are not getting a positive response, this could be the reason. If you’re not getting the reaction you hope for when talking about your next step, what you’re saying could be the problem.WHAT TO DO: Your resume and cover letter often are the first point of contact with the screener, so tailor them effectively for each and every role. (See breakout for tips on how to spruce up a resume). Take time to prepare a strong positioning statement so if anyone asks “So, why are you looking for a job?”, or “Why should we hire you?”, you have a good answer ready. Analyse how do you look (online and in person)Amidst all the scouring of job ads and sending off applications, it is easy to overlook the image you are projecting to others. Potential employers may be able to view your LinkedIn profile and other social media sites and will form an opinion of you before that first handshake.WHAT TO DO: Do your research to find out what will be appropriate attire for the interview and on the job. First impressions are so important and you only get a few seconds to make them, so think about what others will see when you walk into a room. On social media, be smart and discreet. Position yourself honestly and professionally.  https://www.janejacksoncoachh.com/3secrets Figure out the most effective job search strategiesThere is a natural temptation to focus mainly on advertised roles, but this is really only one part of the story and it may not always be the one that will get you’re the required result.WHAT TO DO: Brush up on your networking skills, touch base with those who might be able to help you or point you forward, and expand your network to uncover the hidden jobs (see hidden jobs story, page xxxx). Recruitment consultants are another option, but you need to know what they are looking for, and to make it clear to them what you have to offer. Just being on LinkedIn is not enough, you have to be proactive and leverage it effectively (see breakout). Prepare thoroughly for your interviewsBecause job hunting is so arduous, it is easy to think that the securing a job interview is the hard part and that the interview itself will be easy or easier. But this is where many people fall short.WHAT TO DO: The key to successful interviews is to prepare, prepare, prepare! Employers are looking for someone to provide the functional skills and the soft skills required for the role, and one who is willing to work the way that fits with the culture of their team. To convey your suitability, you need to research, and practice your interview techniques beforehand. In the interview, listen carefully to the questions and answer with examples of your successes, without sounding overconfident. After the interview, follow up with a “thank you” email. Research your market valueAn overlooked part of the job-hunting process is knowing what the market rate is for the role. When it comes to salary negotiations, it is hard to secure a good outcome for either party if you have no idea of the parameters.WHAT TO DO: Do your research to be sure you know what you’re worth in the current market. At the same time, if you want to clinch landing the job, you have got to deliver a good outcome for the new employer as well as yourself. The deal must feel like a win-win situation.Jane Jackson is a career management coach and author of Navigating Career Crossroads: How To Thrive When Changing Direction. Contact Jane and book a complimentary Career Clarity Chat if you need help with your career directions, your resume, your LinkedIN profile or any aspect of the job search process. Buy Janes book Navigating Career Crossroads

Going to Philly and NYC - The Chief Happiness Officer Blog

Going to Philly and NYC - The Chief Happiness Officer Blog In just 9 hours we (the whole company, ie. all 4 of us) fly to America to attend the ippa World Congress on Positive Psychology. After that we have some time in New York to meet with cool people and take in the city. 2009 has been amazing so far and there is much to celebrate and a trip like this is a great way to do it. And remember, celebrating your victories is really, really important: Though of course it is possible to overdo it :o) Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related