I just returned from a two-day trip to Toronto.
 
In the airports, in my hotel, and on the plane, I got a lot of work done.
 
It happens every time I get out of the office and expose my brain to new stimuli, such as landscapes, people, food, accents, radio stations, etc.
 
In fact, I find it impossible NOT to be productive when I'm on the road for a few days.
 
What does travel have to do with your job search?
 
This: If you're stuck in a rut, unable to solve your job-hunting problems, why not change your environment for a day or two?
 
Because new stimuli can produce new thinking -- and new solutions.
 
But you don't have to leave the country, or even leave your house.
 
Here are four ways to change your job-search results simply by changing your surroundings, wherever you may be ...
 
1)Change Your Location

If you work on your job search at home, check into a hotel for a day and see how much you can get done in 8 hours of focused effort.
 
Don't have time or money for a hotel?
 
Head for a coffee shop or public library that you've never been to and work there. Any place that forces you to get dressed and encounter new people can help lift you out of a rut. And it can make you more productive when it comes to writing your resume, making networking calls, or just getting clear on exactly what job you're looking for.
 
2)Change Your View

While outlining this article, I was looking out my 34th floor window at the city of Toronto, a view that included City Hall, The Canada Life Building and scores more, all lit up in fiery shades of orange by the setting winter
sun.
 
It's a lot more mentally stimulating than the view of suburban Minneapolis I see out of my office window every day. (I'm not knocking the suburbs or Minneapolis. It's the sameness I needed a break from -- even chocolate cake
will bug you if you have it every meal.)
 
Don't want to leave town?
 
Try hanging one or two inspirational pictures on the wall in the room where you work. Or buy some fresh, cut flowers and put them on your desk.
 
Any change in what you look at most of the day can inspire changes in your thinking.
 
3)Change Your Soundtrack

If you usually listen to rap, country or pop songs while you work on job-search projects -- or don't have on music at all -- try listening to classical music as an experiment. Especially something from the three Bs:
Bach, Beethoven or Brahms. Listen for an hour or two and see if your creative juices don't start flowing faster.
 
For extra stimulation, tune into a foreign radio station on your computer.
 
I stream classical music from a French station in Montreal, CJPX 99.5 FM. I understand exactly zero French, but the new language patterns are mentally invigorating without being annoying.
 
4)Change Your Schedule

One final way to shake things up is to change the times you work on your job search.
 
If you prefer to make networking calls in the afternoon, for example, why not do so before lunch? Not only might your delivery and tone of voice on the phone change for the better, but you might find more people are available to take your calls.
 
If you usually write cover letters and revise your resume after dinner, try getting up at 5:30 one day and writing before breakfast.
 
By changing your environment and work patterns, you can change your thinking. Changed thinking can produce changed results. And if you're not happy with how your job search is going, aren't changed results what you're
after?

Kevin Donlin is Creator of TheSimpleJobSearch.com. Since 1996, he has provided job-search help to more than 20,000 people. Author of 3 books, Kevin has been interviewed by The New York Times, Fox News, CBS Radio and others.  His latest product, The Simple Job Search System, is available at http://www.collegerecruiter.com/guaranteed-resumes.php%22%3Ehttp://www.collegerecruiter.com/guaranteed-resumes.php%3C/a%3E%3C/em%3E%3Cbr Article courtesy of the http://www.recruitingblogswap.com/%22%3ERecruitingBlogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for http://www.collegerecruiter.com/pages/internship-job-postings.php%22%3Ecollege students looking for internships and http://www.collegerecruiter.com/jobs/%22%3Erecentgraduates searching for entry level jobs and other career opportunities.

Author Byline:  Medical Sales Recruiter
Author Website: http://www.phcconsulting.com/WordPress/2008/08/04/5-tips-for-interviewing-and-hiring-top-medical-sales-reps/

Today’s video will show you the top 5 things to keep in mind when interviewing and hiring sales reps for medical sales, healthcare sales, DNA sales, medical supplies sales, clinical diagnostics sales, pharmaceutical sales, laboratory sales, biotech sales, pathology sales, or imaging sales:  what to make sure you do, and how to avoid common hiring mistakes.

1.  Use a results-based decision-making process.  What does this mean?  Look at your current reps (most importantly -look at the high performers).  What are their characteristics in common?  Similar backgrounds?  Similar degrees?  What works for them will likely be what makes a good current candidate.  They will “fit.” 

2.  Talk to your top candidates several times.  Make sure you’re getting a full picture of the candidate, not on just one really spectacular day.  And, have others speak to them.  See if others on your team are getting the same impression you are.  

3.  Watch the “tells.” If you play poker, you know about “tells.”  It’s just body language and behavior.  Read the book: Reading People.  It’s excellent.  And pay attention to things like:

–how they follow up with you after the interview

–what the thank you note looks like, how it is written, and when it came

–how the candidate dressed, and what kind of behavior you noticed

4.  Use an assessment tool:  DISC, Caliper, OPQ, or whatever- but use this on your current team first.  It’s like the background.  If you know what kind of personality characteristics make for a great sales rep in your company, look for those kinds of things in new candidates. 

5.  CHECK REFERENCES.  I’m amazed at how some hiring managers don’t check for references or pay close attention to the ones they call.  There are definite signs to look for that will give you solid clues about your candidate.

Article courtesy of the http://www.recruitingblogswap.com a content exchange service sponsored by CollegeRecruiter.com, a leading site for  "http://www.collegerecruiter.com/pages/internship-job-postings.php"  college students looking for internships and "http://www.collegerecruiter.com/jobs/" recent graduates searching for entry level jobs and other career opportunities.

Have you ever been caught off guard by a job interview question?  It is natural to be nervous during a job interview, and it can be particularly unnerving to be asked a question that you didn’t expect.  The best thing you can do to prepare for your next job interview is to put some time into preparing answers to some of the most common and important job interview questions. 

Can you tell me something about yourself?
No interview is complete until the interviewer asks this question.  It is silly to go to an interview without preparing to respond to this question, because it is almost certain to be asked.

Before you decide how to respond to this question, it is important to consider why it is usually asked during job interviews.  Most job interviewers believe that they can learn a great deal about applicants based on the way they respond to this question. 

The first thing that you say in response to this question is generally believed to be a true indication of your self-concept.  Whatever you choose to use to describe yourself to an interviewer tends to be the defining characteristic of how you see yourself.

If you respond to this job interview question by stating that you get along well with just about everybody, then the employer is likely to conclude that you have an extraverted, social personality.  If you respond to the question by saying that you are very career minded and are focused on moving up in your career as quickly as possible, the interviewer will likely interpret your response to indicate that you are very ambitious. 

Either of these responses can be viewed in a positive or negative light, depending on the specifics of the job for which you are applying.  Your response should be honest, but you do need to be careful about how you answer, so you can be sure that what you are saying is sending the right message to the prospective employer. 

Keep in mind that if you aren’t prepared to answer this question, your lack of preparation sends a negative message to the prospective employer.  No matter what job you are applying for, being unable to answer this question sends a very clear message to the employer that you aren’t really interested in the job and that you don’t prepare properly for business situations. 

Where do you see yourself in five years?
One of the main reasons that employers ask this question is to determine if the job you are interviewing for is consistent with your long-term career goals.  One of the biggest expenses for most companies is the high cost of turnover.  Employers want to hire people who have a high likelihood of succeeding and staying. 

Keep this in mind when you prepare your answer for this question.  If you are applying to work as a medical billing clerk in a hospital, it probably isn’t a good idea to tell the interviewer that you hope to be writing scripts for Hollywood sitcoms in five years.  If this is your response, you have given the interviewer several reasons not to hire you. 

First, by responding this way, you have let the interviewer know that you have no interest in a long-term career in this hospital, or any hospital.  This sends a loud and clear message that you are not going to be committed to the job, and that you are not going to be a long-term employee.  Medical billing is a detail-oriented, stressful job that requires a high degree of concentration.  Someone who doesn’t want to work in medical billing isn’t going to be very good at it.

Additionally, the interviewer knows that you are probably going to be spending a lot of time actually writing scripts if you want to become a script writer.  The interviewer might wonder if you will spend time that you are supposed to be doing medical billing work actually working on scripts. 

You don’t need to lie and tell the interviewer that you want to be a medical billing clerk for the rest of your life.  Ambition isn’t a bad thing.  Just keep in mind that employers need to reduce turnover.  An hospital administrator is going to be more likely to hire a medical billing clerk who sees themselves as a healthcare social worker or a nurse five years from now rather than one who wants to be a sitcom writer in Hollywood. 

If you really do want to be a sitcom writer in Hollywood, your long-term career goals might be better served by seeking a different type of job anyway.  It will be in your best interest to seek employment in publishing or media.  That way, you will be getting experience related to the industry that you really want to be in.  You’ll also be able to answer questions about where you want to be in five years truthfully, without hurting your chances of getting the job. 

About the Author
Mary G. White, M.A., SPHR is the Training Coordinator for for http://www.mobiletechwebsite.com Technical Institute & MTI Business Solutions, where she specializes in human resources, management, and marketing training. She teaches open enrollment classes for MTI, provides on-site corporate training, and frequently speaks at conferences and association meetings. MTI also provides a variety of consulting services, including IT Training, certification testing, HR consulting, custom database development and website solutions. For career and business development tips, see MTI's blogs, http://www.dailycareerconnection.com  Career Connection and http://www.dailybizsolutions.com/ Biz Solutions article courtesy of the http://www.recruitingblogswap.com Blogswap a content exchange service sponsored by CollegeRecruiter.com, a leading site for http://www.collegerecruiter.com/pages/internship-job-postings.php students looking for internships and http://www.collegerecruiter.com/jobs/ graduates searching for entry level jobs and other career opportunities.

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 3rd) and uses chlorine-based bleaches that result in toxic emissions.

     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.     

Article Title:  Interview Do’s and Don’t’s
Author Byline:  the medical sales recruiter
Author Website: http://www.phcconsulting.com/WordPress

So, who do you like in the presidential primaries?  No, don’t tell me.  I don’t want to start something here.  I do know that there’s an interesting horse race going on in both camps.  So, if the presidential race is on your mind, I found a couple of great posts on Bulls Eye Resumes that take a little something from the candidates to help you with medical device sales rep, laboratory and clinical sales rep, or pharmaceutical sales rep interviews:

Interview Do’s From the Presidential Race:  (a few of my favorites)

Bring your personality to the job interview.  You can be engaging and friendly and yourself while answering interview questions without feeling like you have to have false cheer.  The hiring manager is a person, after all, and will likely be as turned off by that as you would be. 
Answer the specific question asked.  Be prepared, but don’t have your answers so “canned” that you answer by rote and don’t seem engaged in this conversation.  (For a laugh, see some really honest answers here…)
Own your failures.  Don’t act like you don’t have any, because the interviewer knows better.  Focus on what you learned from them.
Interview Don’ts From the Presidential Race:  (again, some of my favorites)

Don’t make false claims about your past job performance.  You will be found out.  Recruiters, especially, will look up your references. 
Don’t schedule your interview during a time when your energy is low.  Are you a morning person, or are you more alert in the afternoons?  You don’t want to walk into an interview looking like you need a nap.
Don’t use the same tired lines everyone else is using.  Buzzwords, yes.  You show that you’re informed on the latest developments in your industry.  Using standard “interview speak” when answering won’t get you the positive attention you want.   
These really are very informative posts, with even more information than what I’ve highlighted here.  Definitely worth the read. Article courtesy of the  http://www.recruitingblogswap.com/ a content exchange service sponsored by CollegeRecruiter.com, a leading site for  http://www.collegerecruiter.com/pages/internship-job-postings.php students looking for internshipshttp://www.collegerecruiter.com/jobs/ graduates searching for entry level jobs and other career opportunities.

"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.

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.

Author Byline:  Kevin Donlin is President of Guaranteed Resumes and the creator of GetHiredNow.TV. Since 1996, he has provided job search assistance to nearly 10,000 people. Author of "51 Ways to Find a Job Fast -- Guaranteed," Kevin has been interviewed by USA Today, The Wall Street Journal, CBS Radio and others. His latest product, The Instant Job Search Sys
Author Website: http://www.collegerecruiter.com/guaranteed-resumes.php

You can learn a lot about networking to find jobs by asking recruiters how they do it to fill jobs. That's because recruiters, also known as headhunters, have to network every day to locate and place candidates in positions they're hired by employers to fill. And recruiters don't get paid until they succeed. So you'd better believe that successful headhunters know a thing or two about networking.

Here are two things, to be exact, you can do to network like a pro and get hired faster ...
1) Google And Call Past Employees
Recruiting expert David Perry, author of "Guerrilla Marketing For Job Hunters," shares a unique way to research potential employers using Google. It's this: Find and call people who used to work where you want to work now. "The fastest way to learn the real workings of an organization is to Google past employees and call them up. This is exactly what I do. Before I take an assignment from a company to place an executive there, I want to know if I'm walking into a hornet's nest," says Perry.

Here's how to do it ... Google the name of your target employer and the word "resume." The search results you get back will include resumes of people who used work there. (You may want to add the word "experience" to "resume" in your search; experiment using Google's Advanced Search options.)

Once you find some resumes, pick up the phone and call. Say: "Hi my name is _________. I'm researching XYZ Corp. and I think you used to work there because I found your resume online. I'm thinking of applying for a job there. May I ask you a few quick questions to see if it's worth my time and effort? I know this is an unusual way to do a job search ..." Most people will be impressed by your initiative, flattered to be asked for their opinion and willing to help you out. "You want to learn about three main areas: the company and its culture; the department you would be working in; and the name of the manager you would be reporting to," says Perry.

Finish your conversation with this all-important question: "If I decide to talk with them, may I say that I spoke with you?" "You ask this for two reasons," advises Perry. "First, if they left on good terms, you can drop that former employee's name when contacting the company to ask for a meeting. Second, that person may phone his old boss and tell him or her to keep an eye out for the smart person who just called -- that would be you." If you're at all hesitant about this technique, try it on a company you have no intention of applying to. Work out the bugs first, then network your way right into your ideal employer.

2) Make Recommendations On LinkedIn
Tom Stewart, VP of Executive Search at Genesis10 in Minneapolis, advises job seekers to use LinkedIn.com as a way to get found by recruiters and employers.

"I tell people to think of LinkedIn as a sort of 'Who's Who' for the Internet savvy professional. It's a great way to expand your visibility -- and the more people who can find you, the better," says Stewart. Key to using LinkedIn effectively is to give and ask for endorsements, also known as recommendations. "Writing recommendations for those in your network benefits everyone. I have found candidates accidentally by clicking on the endorsements they wrote for other people on LinkedIn. I can count at least 6 passive candidates I placed in new jobs this way," says Stewart. Start with your network of first-level connections at LinkedIn. Pick one person you feel strongly about and endorse them. After you write a recommendation, the system prompts the recipient to endorse you, which leads to reciprocity.

Think of your LinkedIn recommendations as free advertisements you can run on other people's profiles. If they are successful and highly visible in their industry, your recommendation -- with your name on it -- will be
highly visible, too. Which increases the likelihood that a recruiter who sees your endorsement will click on it, read your profile, and contact you.

Now, go out and make your own luck!

Kevin Donlin is President of Guaranteed Resumes and the creator of GetHiredNow.TV. Since 1996, he has provided job search assistance to nearly 10,000 people. Author of "51 Ways to Find a Job Fast -- Guaranteed," Kevin has been interviewed by USA Today, The Wall Street Journal, CBS Radio and others. His latest product, The Instant Job Search System, is available at "http://www.collegerecruiter.com/guaranteed-resumes.php">http://www.collegerecruiter.com/guaranteed-resumes.
copyright (c) 2007 by Kevin Donlin Article courtesy of the http://www.recruitingblogswap.com/  a content exchange service sponsored by CollegeRecruiter.com, a leading site for http://www.collegerecruiter.com/pages/internship-job-postings.php  college students looking for internships"http://www.collegerecruiter.com/jobs/">recent graduates searching for entry level jobs</a> and other career opportunities.

Ask Not…

     During a recent business development conference, a human resources speaker reminded us of the Mary Tyler Moore show and her character’s job interview with her soon-to-be boss, Lou Grant. As funny as the encounter was, it did bring to light an interesting point: what questions can we as business owners ask our perspective employees?  Lou Grant asked Mary about her religion.  She responded by reminding him that he wasn’t allowed to ask that… intimidated, she did finally answer.

     Discrimination is an issue that we business owners and human resources directors must keep in the back of our minds. EEO (Equal Employment Opportunity) Laws were designed to protect potential employees.  Employers, however, must protect themselves against the perception of discrimination. An employer might not hire a 52 year old man because he lacks computer experience.  BUT if during the gentleman’s interview, the employer asks pointed questions regarding the man’s age and when he graduated from high school, college, etc., the perception of discrimination may become a huge issue.  

     The best way to avoid this problem when seeking additional personnel is to steer clear of interview questions related to age, religion (thanks Lou Grant), gender or children, race or ethnicity, or disability.  Interviewers should focus on the candidate’s ability to meet the demands of the job and the candidate’s employment background, training and experience. “Friendly” interviews sometimes lead to a discussion of children and their extracurricular activities… and it’s fine if a candidate volunteers such information.  But human resource directors must be careful to not to ask, “Will Johnny’s Little League schedule interview with our company’s meeting schedule?”  If Mom isn’t hired, she may believ e her status as a mother is the reason why.

     By the way, Mary was a Presbyterian.

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!