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Video Interviewing, or Video Screening?

Published July 28th, 2015 by Mak

Modern IT technology has made video interviewing an affordable and feasible option, and has largely been able to replace the high travel and accommodation costs of candidates who may ultimately end up giving poor interviews. However, what if we moved the video portion of the process to a step earlier? Two companies have developed solutions for effective video screening, making it possible to perform the rapid assessment and filtering of many candidates afforded by a phone screen — but with all of the face-to-face richness offered by video.

Wowzer

Wowzer founder and CEO Rodrigo Martinezset out to create a video screening technology because he felt that there was not enough interchange between recruiter and candidate during the initial screen, and too much inefficiency in asking the same structured set of questions over and over. The set of questions and basic assessment given to a candidate tells the recruiter about a candidate’s basic skills, but not much about how the candidate fits into the culture of the hiring company — which often means much more when it comes to a new hire working out.

The technology actually allows the company to put their image forward and let the candidates respond at their own pace. The recruiter only has to perform the interview once, then the candidates submit their video responses asynchronously, thereby cutting down screening time by quite a bit, while also giving the hiring managers a much more solid feel of the candidates.

Interview4

The company Hire-Intelligence offers a system called Interview4, which has a similar concept to Wowzer. Their experience with video interviewing goes back to 1987, in response to what was becoming a costly situation of bringing in so many candidates to interview, only for them to be rejected almost immediately. Like Wowzer, it’s built around the idea of the structured, pre-recorded interview that candidates can respond to at their leisure.

At Comrise, our recruiters and clients use video interviews to speed up the hiring process and ensure high-caliber talent. But can video screening actually manage to displace the traditional phone screen, and is this new technology a boon for hiring managers? What do you think?

Related Articles:
1.Questions To Ask About The Company During Interview
2.Resume Tips- Knowing Your Audience

Resume Tips – Knowing Your Audience

Published June 19th, 2013 by Mak

It is very difficult to look through job sites on the web and not see a million tips on how to improve your resume. In discussions with the team here at Comrise, it seems to us that the best resume tips can be boiled down to one thing: Knowing Your Audience.

Consider that we live in a world of near-immediate gratification, with the immediacy of the internet doing nothing to help that. IT professionals probably know that better than most, as they will get calls from coworkers saying “E-MAIL IS DOWN, FIX IT FIX…oh, there it goes.” With that in mind, understand that most people reading resumes are going to decide whether to keep reading in the first half-page. Make sure that your best qualities come earlier on your resume than later.

Because of this desire for immediacy, another tip for your resume involves being versatile. It would be nice to be able to just made one resume and just send it out for all to see, but as we noted just now, you probably don’t have that luxury. Indeed, if you have a lot of varied experience, you’re going to want to highlight the experience that specifically applies to the position your seeking. If you’re seeking a managerial position, you’ll want to bring your managerial experience to the top, and then mention all your other qualifications. If the employer wants an expert in Such-and-Such technology, don’t make them search through a lengthy alphabetical list to find it on your resume. It’s much better to say “Hey, I’ve got several years of Such-and-Such experience, along with being certified in Etc.-tech and That-Other-One.”

Which brings us to another key point: education and certification. If you graduated from a particularly prestigious school, or your degree is particularly on point for the position you’re seeking, put it early in the resume. The same goes for certifications. Otherwise, it’s fine to keep your education and certifications towards the bottom of the resume.

Something else to keep in mind is that employers are going to be much more interested in what you have done than where you have been. It’s all well and good to say “this is where I worked and these were my responsibilities,” but the resume that stands out will be the one that says “this is where I worked, and this is how I excelled at my responsibilities.” You’ll want a mix of what you did, and what you did that made your workplace better for you having been there. Make sure to use action verbs as well; saying “I developed X” is much better than “I was responsible for the development of X.” Plus it gets straight to the point, taking up much less space.

Space is, of course, a big consideration when it comes to a resume. One general guideline is to take up one page, front and back. However, if you’ve got decades of experience, employers might find it a little strange to find your experience fits in such a short space. The longer you’ve been in the game, the more space you’re allowed to take, but don’t forget the short internet-fueled attention span; get to the point quickly and don’t meander. If you take more than 3 pages, you’ll want to edit some.

Resume writing can be a serious pain, but we encourage you to use these tips. Lastly, for any assistance or to learn more about our current job openings, please feel free to get in touch with us.

Use Numbers to Quantify Your Value During the Interview

Published May 20th, 2013 by Mak

When interviewing candidates for jobs, employers are interested in two things, according to HR professional and freelance writer Deborah S. Hildebrand: A) Can you do the job? and B) If you can do the job for their organization?

Thus, aside from demonstrating that you have all the requisite talents outlined in the job posting, such as the ability to communicate and required technical skills, candidates should consider using numbers to quantify their value.

In another Hildebrand post, “Use Numbers to Quantify Your Work Experience and Get a Job,” she explains the importance of adding numbers to your resume. Quantifying adds a dimension that helps employers visualize your real value.

According to this CBS Money Watch post, here are a few suggestions on how to “quantify” your resume:

  • Consider the projects you’ve worked on that contributed to the bottom line. For example, Engineers can explain how he or she designed a new app the company took to market or developed a new program to help sales increase revenue.
  • Share examples of when you performed outside the scope of your job. Talk about how you reduce costs by taking on greater responsibilities, or even simply taking on responsibilities of an absent colleague.
  • Talk about what you did to contribute to cost containment. Explain how you used new technology or tools to reduce expenses or improve employee productivity.

The fact is that quantifying this information helps potential employers gain a better understanding of your contributions. For more tips on interviewing and insight into finding the right career opportunity for you, browse our website or contact us.

Starting salaries for app developers will top 80k next year

Published December 13th, 2012 by Mak

Think about the impact that app developers have had on the economy, and you’ll go back to the year 2007 when those spots were non-existent.

But since then, the “app economy” is responsible for almost a half-a-million jobs in the U.S., according to an article in The Seattle Times, “Sizzling mobile-applications industry ready to hire.”

If you’re an entrepreneur with a few apps under your digital belt, you might want to consider pursuing one of these high-paying openings: It’s a “sizzling new industry” in the technologyjob market.

What’s more, over the long haul, these top-paying slots may very well be counted on to add to this country’s exports in the years ahead.

But currently the fear among those who know this industry is that the U.S. is not on a fast track to nurture new talent; consequently, a multitude of unfilled jobs continue to be up for grabs.

Thank the consumer’s hunger for more widgets and gadgets to enlighten their mobile devices for the meteoric rise in salaries.

“Mobile apps developers can expect pay increases of 9 percent next year, among the highest of any jobs, putting them in the range of $92,750 to $133,500 a year, according to a survey that the staffing and consulting firm Robert Half International released last month.”

Graduates from the information-systems program—not app developers—at Mississippi State, are locking in starting salaries from $45,000 to $50,000, while six of the app developers nailed down a starting figure of $80,000; this, after the college revamped their course offerings to include a popular student choice: “Field Studies in iPhone Entrepreneurship.”

If you’re getting ready to cast your resume into the stream of technology jobs, contact us first. We can help get you in front of the right people, not into a black hole filled with hundreds of resumes. We make IT happen for job seekers every day, and we can make IT happen for you!

Comrise Acquires Hong Kong Consulting Firm

Published October 19th, 2012 by Mak

Comrise Inc., a global consulting firm specializing in Managed IT, Big Data and Workforce Solutions, is pleased to announce the acquisition of Essentials Recruitment Consultants Limited, a consulting firm providing recruitment services and temporary staffing solutions to FMCG, marketing and retail clients in Hong Kong.

“Business conditions are very favorable for marketing and retail operations candidates in Hong Kong to work in China,” says Dorothy Fok, General Manager of Essentials. “There is growing demand from luxury markets in China, which require marketing and retail professionals from Hong Kong, to take up these management positions in Beijing and Shanghai, where Comrise also does business.”

Frequently described as a place where “East meets West,” Hong Kong is well known as both a global gateway to China and a window to the Asia Pacific regions. With the acquisition of Essentials, Comrise gains an opportunity to build a stronger bridge between its U.S. and China initiatives.

“Many of our global Fortune 500 companies look to us to provide them with consulting and workforce solutions in Hong Kong, as many of them use the city as their Asia headquarters,” says Sincia Liu, President of Comrise. “As a fast growing company that provides attentive service to its customers, we see a great synergy in joining hands with Essentials to better compete, connect and collaborate within the global marketplace.”

About Comrise:

Established in 1984, Comrise is a global consulting firm with headquarters in the U.S. and China. Our teams specialize in Managed IT, Big Data, and Workforce Solutions – Staff Augmentation, Recruiting, RPO, and Payrolling. With nearly 30 years of experience, Comrise provides local talent and resources on a global scale.

About Essentials:

Established in 2006, ESSENTIALS Recruitment is a contingency recruitment firm with a fast growing presence in Hong Kong. Our core areas of business include executive search and recruitment services. As a total recruitment solutions provider, ESSENTIALS offer services in areas of permanent, contract and temporary placements.

CONTACT:
Steven Grover
Work: 732-739-2330
www.comrise.com