| TRENDING STORIES IN BUSINESS & MARKETING | | | | | | | ALL STORIES IN BUSINESS & MARKETING | | |
| Take the Interview Enhances Job Candidate Screening With Video | |  The Spark of Genius Series highlights a unique feature of startups and is made possible by Microsoft BizSpark. If you would like to have your startup considered for inclusion, please see the details here. Name: Take the Interview Quick Pitch: Take the Interview is a job interview service that adds a video component to job candidate screening. Genius Idea: Giving employers important information about how candidates present themselves earlier in the interview process. Large firms wouldn't pay for representatives to bop between college job fairs if it were possible to tell everything about a job candidate from a resume. Those sheets of carefully considered qualifications don't always show what people are really like. Yet, here's how the hiring process often works: An HR representative culls promising resumes, calls their owners for a brief screening and then sends the handful of candidates who do well on the phone for in-person interviews with the appropriate department. In her former life as an investment banker, Take the Interview Founder Danielle Weinblatt was often a part of the last step. She usually started interviews with three simple questions at the difficulty level of, "Why would you like to work here?" "I would get people who had been resume- and phone-screened, and it boggled my mind how many of them would come through and not be able to answer these three simple questions," she says. She also applied what she calls "the airplane test" -- with an unfortunate rate of success. If she could imagine sitting through a flight between New York and London with the candidate, that person was a potential fit. But this quality was something neither a resume nor a phone screening did much to help assess. What she wanted to do was to ask her most important questions to candidates up-front in a way that would allow her to quickly assess them -- without committing to a 30-minute interview. Take the Interview, which came out of startup accelerator DreamIt Ventures last summer, attempts to do this through video screening. Candidates use their computer cameras to record answers to a series of questions from potential employers. When they're finished, an employer can easily flip through the videos to cull candidates worth meeting in person, and they don't need to waste time on the phone or in an interview with the ones who aren't. "It's not just about what people say, it's about why they sound like, how they pull themselves together," Weinblatt says. The service costs between $45 and $300 per month depending on how much a company plans to use it. Since launching in August, more than 350 customers, including Boston University - Kaplan and Living Social, have signed up. Weinblatt says Take the Interview is contemplating a collaboration with another company that is creating a candidate screening platform -- sans video -- that crowdsources skills tests appropriate for specific positions. That would help the platform evolve from merely making interviews easy to fast-forward and pass around into a comprehensive screening platform. The startup has already made its first move toward expanding its offerings with an option to attach a portfolio or answer questions in text format. It will also, at the public suggestion of well -known venture capitalist Fred Wilson, be adding more extensive scoring features to its current five-star rating system that will help employers keep track of their favorite candidates. "It's a way to cut through the crap and get to the right person," Weinblatt says. Image courtesy of iStockphoto, drewhadley Series Supported by Microsoft BizSpark
The Spark of Genius Series highlights a unique feature of startups and is made possible by Microsoft BizSpark, a startup program that gives you three-year access to the latest Microsoft development tools, as well as connecting you to a nationwide network of investors and incubators. There are no upfront costs, so if your business is privately owned, less than three years old, and generates less than U.S.$1 million in annual revenue, you can sign up today. |
| Google+ Launches Branded Pages | | Monday, November 07, 2011 1:06 PM | Ben Parr |
|  Already using Google+? Follow Mashable for the latest about the platform's new features, tips and tricks as well as social media and technology updates. Google has finally unveiled brand pages for Google+, allowing businesses and brands to join Google's social network. "So far Google+ has focused on connecting people with other people," Google SVP of Social Vic Gundotra said in a blog post. "But we want to make sure you can build relationships with all the things you care about-from local businesses to global brands-so today we're rolling out Google+ Pages worldwide." The new Google+ brand pages look similar to Google+ Profiles, except for the little square icon that designates that it's a Page rather than a Profile. Users can add brands such as Fox News, the Dallas Cowboys and Angry Birds to their circles, check out their information and browse their photos. When users add a brand to their circles, it increases that brand's follower count. Google's launch partners include Angry Birds, CNN, Fox News, the Muppets, the Dallas Cowboys, Pepsi, Toyota, Macy's, X Games, WWE, Train, Barcelona Football Club and Save the Children. SEE ALSO: 4 Reasons Google+ Brand Pages Will Be Better Than Facebook's/a> When the search giant first launched Google+, brands immediately jumped on the opportunity to gain additional exposure. Google soon asked brands to stop creating Google+ profiles. It quickly became a controversy that forced the company to accelerate its plans for business pages. What do you think of the new Google+ pages? Let us know in the comments. BONUS: What Google+ Looks Like |
| 8 Mainstream Celebrities Who Invest in Tech Startups | | Monday, November 07, 2011 12:33 PM | Veena Bissram |
|  These days, top celebrities aren't just spending money on Hollywood mansions and private yachts -- they're also investing millions of dollars in startup tech companies. From websites that let you show off your best dance moves to ecommerce solutions that help you find the perfect shoes, check out this gallery to see where celebs are putting their money in the startup scene. |
| 3 New Time-Saving Technologies | | Sunday, November 06, 2011 7:11 PM | Sarah Kessler |
|  The Spark of Genius Series highlights a unique feature of startups and is made possible by Microsoft BizSpark. If you would like to have your startup considered for inclusion, please see the details here. Each weekend, Mashable selects startups we think are building interesting, unique or niche products. This week we've focused on three startups that have created technological shortcuts to simple tasks. Manpacks lets men skip the department store with subscription underwear. Snipreel edits YouTube videos within the YouTube player, and Wishgenies sources gift recommendations from people with the same interest as the intended recipient. Manpacks: Subscription Essentials for Men Quick Pitch: Manpacks delivers men's underwear, socks and other staples every three months. Genius Idea: Saving men time by automatically replenishing staple items. Mashable's Take: The premise of this site is that men hate department stores. If it's right, it's offered a smart service. It lets men schedule shipments of essentials such as underwear, razors and socks every three months. A similar service, Hoseanna, does the same for women. But how much underwear does a guy need? 10-14 pairs on hand, helpfully suggests the site, for a laundry cycle of about 2 weeks. Snipreel: Highlight Reels From YouTube Videos Quick Pitch: SnipReel allows anybody to create a 59 second or less highlight reel from a YouTube Video. Genius Idea: An easy way to mix and match YouTube moments. Mashable's Take: SnipReel is still in closed alpha, but it has a solid idea: Make it easy for people to create highlight reels from multiple YouTube videos or cut down a longer video to short-attention-span size. The tool either overlays the YouTube player when users hit a bookmarklet or edits videos from an editor on the site by simply copying and pasting the URL. Wishgenies: Social Gift Ideas Quick Pitch: Wishgenies is a Facebook app that recommends gifts. Genius Idea: Gift ideas recommended by users with the same interests as your recipients. Mashable's Take: When you sign up for Wishgenies, you'll need to tell the app the products that you enjoy or want most and what your interests are in addition to information about the gift recipient. That's because it uses existing users' favorite things to make gift suggestions. When somebody lists a gift recipient who matches your interests, the products that you cited might end up on their list of suggestions. It's a smart give-and-take system, but at the moment it's too new to be of much help. It's not pretty, and few gift ideas have been shared. Image courtesy of istockphoto, barisonal Series Supported by Microsoft BizSpark
The Spark of Genius Series highlights a unique feature of startups and is made possible by Microsoft BizSpark, a startup program that gives you three-year access to the latest Microsoft development tools, as well as connecting you to a nationwide network of investors and incubators. There are no upfront costs, so if your business is privately owned, less than three years old, and generates less than U.S.$1 million in annual revenue, you can sign up today. |
| How to Retain Your Startup Workforce | | Sunday, November 06, 2011 6:30 PM | Morgan Norman |
|  Morgan Norman is the Founder and CEO of WorkSimple, putting an end to performance reviews by providing a better way for coworkers and teams to share goals, work together, get and give feedback, and make each other shine. Connect with him and WorkSimple on Facebook and Twitter.? Startups provide a unique and exciting atmosphere for employees because they have a more hands-on approach to building a company and a brand. Instead of working for an established company, startup workers have the chance to be a part of a team that shapes the brand through every part of its development and launch. The team must possess a more entrepreneurial spirit as they are not always large in size or have big budgets to fall back on. ?At many startups, every employee is a partner. It's normal to help outside of the traditional role they were hired for. They get to dive into areas that aren't necessarily part of their job description, and because of this lack of titles and hierarchy, being a part of a startup is a feedback culture. ??Startup employees have to be flexible and knowledgeable in several different industries, and possess a variety of skills, while the employer must work even harder to hire and train the right employees because he cannot be in constant hiring mode. ? Entrepreneurs often fear losing employees to competitors and larger corporations. Workers today often see more job security with established companies, and if given the chance to work for a well-known Fortune 500 company, will likely accept the opportunity. ?? So, what can employers do to retain hired talent and show the benefits of staying with their startup company??? Proper Orientation and On-Boarding?? While many startups hire people who know the job, you still need to help new employees understand your vision, values, direction, gaps and product. As with a new company or product, there is a greater need for employee education and that can only come at the beginning of the job. ? Startups tend to have more work cut out for them (and less staff to get it done), so a new hire may not always feel comfortable asking questions or being trained on the job. Block off a few days at the start of a new hire's week and have someone teach that person the ins and outs of the company and position. Giving employees the tools to succeed from the beginning should be seen as a necessary investment. ?? To understand how they can make good decisions on the job, startup employees need an orientation of what every team is trying to accomplish. This can help new employees assimilate into their new environment quicker and start making real contributions right away.?Once you have given new hires all the tools and resources at your disposal, it will then be up to them to succeed at the job. If you do not train them, there is the risk they will feel lost and get fed-up quickly, which can lead to employee dissatisfaction and turnover. ??Recognition?? Being recognized for a job well done may seem trivial and unnecessary -- after all, that's what you're paying your employees for, right? Shouldn't they always go above and beyond for a project and blow everyone's expectations out of the water? ? ?Unfortunately, always expecting employees to kill it may be pushing your luck. Encourage employees to set personal goals. Start with lightweight goals with no firm end dates. Ask new workers, "What do you think we should do?" Then, work on prioritizing these goals as a team. Once these goals are set, an employer can monitor and recognize an outstanding job on an as-needed basis. ?? This does not mean check up on your workers every day. Instead, when you do come across an exceptional project or proposal, take the time to send a quick email or stop by the worker's desk and personally thank them for their hard work and dedication. Employees appreciate recognition for their hard work and it means a lot coming from supervisors and managers. ? ?Feedback ?In addition to recognizing achievements of candidates, offering more feedback for employees in startups is necessary. Startup workers tend to have higher responsibilities. They are expected to be self-starters, so helping them improve and learn from mistakes is important. ?? This can only be done when sufficient feedback is given on projects and overall employee traits. Instead of simply fixing their mistakes -- and not offering some light into the decisions made -- tell the worker what worked and what could use improvement. Employees will have a hard time growing and becoming independent without learning where their work stands in the company. ?? Ditch performance reviews until you have hundreds of employees. They have limited value in your startup culture, and can't keep up with the pace of the work that is going on. Instead, feedback can consist of a quick email or chat on a project-by-project basis. When offered in a constructive manner, criticism from supervisors and co-workers will be appreciated by employees as their expectations will become more clear. ?? Professional Reputation?? A good employee will give 100% to work hard and fit into an organization, but also turn to outside resources for connections and learn about the industry. Being perceived as an all-star is important to most, as a strong professional reputation will open many doors for employees. ?? Provide employees with the resources to better their professional reputation by endorsing additional reading, joining relevant groups and participating in forums to keep them informed. ?? Encouraging (or paying for) relevant seminars, networking events and literature can help guide employees to professional success. Local industry and professional groups, along with startup-specific groups, are a great way to learn about industry trends and success stories. It also gives workers the chance to participate as speakers, positioning themselves as thought leaders in the space. Whether an attendee or speaker, investing in seminars for employees will give them a chance to grow and help advertise your company's name. ?? Similarly, providing books about your company's industry and general self-help or career books are also good ways to invest in employee growth. ?? What are some things you have done to retain your startup workforce? Image courtesy of iStockphoto/Yuri Arcurs |
| How To Ace Your Technical Interview | | Sunday, November 06, 2011 4:52 PM | Adriana Ganos |
|  Adriana Ganos is a Senior Consultant in the Software Engineering Permanent division at Winter, Wyman. Winter, Wyman is the largest and one of the most recognized staffing organizations in the Northeast. Find out more on the Winter, Wyman blog or follow on Twitter @WinterWyman. Job candidates have clear expectations about the work that needs to be done during the job search to ensure success. They define their career goals. Resumes are updated. Interview skills are sharpened. Yet, as a recruiter who helps job seekers find software engineering positions, I see job candidates pay too little attention to one particular aspect of the job search: the technical interview. The technical interview is an opportunity for employers to put your hard-earned skills to the test. Technical interview questions can range across disciplines and include puzzles, problems and other questions designed to make you think hard on the spot. In my experience, job candidates find technical interviews extremely time consuming and stressful. And, to be honest, many job candidates struggle through the first few technical interviews and reduce their chances of landing what may be a great job. These nine keys to success can help you when faced with a technical interview. 1. Wear What's Right The tech industry has a unique culture, one that is in stark contrast to other fields. The majority of technology companies are very relaxed, casual, and creative. They also favor personality and fit over snappy dress. When going for the technical interview, I tell my candidates to be clean, neat and presentable - buttoned down shirt, pressed pants and clean shoes. That being said, I do not suggest suits, and ties or jackets are optional as some companies may think you are conservative (and not a good culture fit). Overall, you need to feel comfortable and relaxed as the interview process can be stressful enough. 2. Don't Wing It The activities that occur in most technical interviews are not practiced every day. Skills become rusty, especially if they're ones that are different than what you do on the job. Some people decide to ignore this rust and just wing it, but this is a recipe for disaster. Practice and preparation are essential, and your recruiter should serve as your coach and guide. If not, you may need a new recruiter. 3. Communicate Effectively Communication is key in the technical interview. Interviewers don't know your skill set unless you make it clear through your answers. Don't leave the interviewers with any doubts about how skilled you really are, and avoid evasive or incomplete answers. Follow up with a "Did that answer your question?" to ensure you are on the same page with the interviewer. Ask good questions throughout the interview to engage with the interviewer. Work hard with your recruitment advisor, so you can be sure to ask the best questions. 4. Sharpen Your Technical Skills Many job candidates find their information and skills aren't fresh enough for employers. Companies assess skills in a different way now, and they expect job candidates to evolve along with the market. Job candidates need to have a technical toolbox that suits the market and can get them through a rigorous technical interview. 5. Bone Up on the Fundamentals Make sure you review the fundamentals and computer science basics. Review core concepts and theories that are essential to good practice. The interview process is designed to gauge your technical and problem-solving skills, so take the time to refresh yourself on concepts and theories. 6. Try Brain Teasers Run through some brain teasers and logic problems in advance of your interview, as you may be asked to do one. These challenges are given as a way to assess how you think and work through a problem. Oftentimes, the solution is not the main goal; they are looking for skills such as confidence, tenacity, and persistence. Websites like drewhadley |
| 4 Essential Facebook Page Apps to Improve Communication With Fans | | Sunday, November 06, 2011 3:39 PM | Jonathan Goldford |
|  This post originally appeared on the American Express OPEN Forum, where Mashable regularly contributes articles about leveraging social media and technology in small business. The number of Facebook applications can seem a little overwhelming at times. While Facebook doesn't share an exact number, an independent website called AppData monitors trends for over 100,000 Facebook applications, which is a lot to sift through. As a business, trying to determine which of those apps can help your organization can be daunting. To get you started, here are four essential Facebook apps that allow you to better reach and communicate with your audience, as well as save you time for all those other things you have to do. 1. Tweets to Pages -- Display Your Twitter Feed Tweets to Pages, which has 1.2 million monthly active users, will create a tab on your Facebook Page that displays a timeline of your company's most recent tweets. This is a great feature for providing additional, real-time information to Facebook users who don't have a Twitter account and for avoiding the annoyance your fans would feel if you were to constantly stream your tweets to Facebook as wall updates. The app is very easy to set up, and the free version allows you to adjust the number of tweets that show on the Tweets to Pages tab. If you want to upgrade to the paid version, you can better control your content limits, choose a color scheme, add a banner and allow comments on your tweets. 2. Static HTML: iframe Tabs -- Create a Custom Landing Page Static HTML: iframe tabs, which has 61.8 million monthly users, will simplify the process of making a custom landing page by automating many of the steps. Forget about creating a developer account and your own application -- this app provides copy and paste textboxes for your custom HTML, CSS and JavaScript. It also offers checkboxes to remove the scrollbars and to enable Facebook's FBML. If you want to incentivize Likes on your Page, the application enables you to "like-gate," and show different content to those who have and haven't "liked" your page. It's worth noting that you will still need to host your own files, and you won't be able to remove the scrollbars for any design over 520 pixels wide and 800 pixels tall. 3. ContactMe -- Add a Contact Form ContactMe, with 180,000 monthly active users, adds a tab on your organization's Facebook Page with a contact form. This allows anyone visiting your Facebook page to easily get in touch with you at the very moment when they're most interested. The biggest advantage of this app is its customization options. You can choose whether you'd prefer to show your company's contact information or social media icons for Facebook, Twitter, LinkedIn or Skype. You can also adjust, add, remove, reorder and require specific fields through a simple user interface on contactme.com. And of course, there's a paid option to remove the ContactMe branding, offer a custom success message and receive text message alerts when someone submits the form. 4. RSS Graffiti - Automatically Post Updates RSS Graffiti, with 1.5 million monthly users, allows you to automatically post wall updates any time there's a new item in one of your specified feeds. For example, if you publish to a company blog every day, RSS Graffiti can automatically post an excerpt of the article with a direct link onto your Facebook page's wall. That saves you the time and effort of creating a new wall update every day to distribute your company's content. Just like ContactMe, the customization options for this application make it stand out. You can automatically post more than one RSS feed, adjust how the post looks when published, schedule how often the feed is checked, and specify how many posts should be published per check. And most importantly, with all these options and more, the configuration interface is still easy to use and intuitive. Do you use any of these apps on your business' Facebook Page? Do you use other ones? Let us know in the comments below. |
| |  |  | | | TOP STORIES TODAY TOP TOPICS | |
ليست هناك تعليقات:
إرسال تعليق