Hospitality How-to: Opening Wine

January 28, 2010

Filed under: Videos — Tags: , , — admin @ 9:42 am Comments (0)

Uncorking some vino? Leave that clumsy butterfly opener in the drawer. Matt Roth, Account Executive for the Hospitality Division of The Supporting Cast, shows you how to properly open a bottle of wine using a wine key.

http://www.youtube.com/watch?v=17bHLHbrRs0

Twitter for Job Search

January 27, 2010

Filed under: Job seekers — Tags: , , — admin @ 10:20 am Comments (0)

The article below, Twitter Could Become the Unemployed’s Best Friend, is from Monday’s NY Times. Job seekers can follow The Supporting Cast on twitter http://twitter.com/castny to get our latest job postings.

One of Twitter’s advantages is that unlike e-mail messages or Facebook updates, tweets can reach an unknown audience — a benefit that recruiters, human resources departments and job-seekers are fast discovering.

In the last month, 340,000 jobs have been listed on Twitter, said William Fischer, co-founder of WorkDigital, which created TwitJobSearch, a site that searches Twitter for jobs.
The latest tool that job hunters can use to find openings is called JobDeck, a new product from TwitJobSearch and TweetDeck, a desktop Twitter application.

JobDeck

Screenshot of JobDeck

TwitJobSearch scans Twitter for job postings by paying attention to the context in which employment-related keywords appear. For example, if a Tweet links to a story about the construction industry losing jobs, that should not show up on the list. If a Tweet says there is a job listing for an assistant to the vice president, the search engine needs to categorize it under openings for assistants, not vice presidents.

“If someone has 20 followers and they say, ‘We’re thinking of hiring a new sous-chef’ and a link to the restaurant blog, their 20 friends would know,” said William Fischer, co-founder of WorkDigital. “But somebody could come to our Web site, put in ‘restaurant work Bay Area’ and see it.”

JobDeck, the new service, adds other things, like Tweets from human resources professionals and the ability to set up continuous searches. It also pulls in job listing status updates from LinkedIn, which recently teamed with Twitter. Advertisers, including KFC and Adidas, submit job listings and can pay for premium placement in the search engine.

WorkDigital built TwitJobSearch on a lark to demonstrate how its search engine technology works, Mr. Fischer said, and he has been surprised that so many people use it. Twitter is a “cheaper, faster and easier” way to recruit, he said.

Other companies looking to hire have also been surprised by Twitter’s potential for reaching applicants.

On Jan. 7, Richard Barton, chief executive of the real estate Web site Zillow.com, fired off this Tweet: “Greg Slyngstad & I are cooking up a consumer internet startup. R U our founding CTO? Seeking smart, passionate team-builder.” (Mr. Slyngstad and Mr. Barton helped start Expedia together.)

“We were deluged with résumés,” Mr. Barton said. “It’s the most powerful recruiting tool I’ve ever used.”

He has also hired three Zillow employees using Twitter, including its new marketing director. Mr. Barton says Twitter is especially useful for job announcements because, unlike e-mail, a company doesn’t have to come up with a list of people who will receive the message.

3 Job Seeker Don’ts in a Tight Job Market

January 22, 2010

Filed under: Job seekers — admin @ 11:01 am Comments (0)

3 Job Seekers Don'ts

Don’t play the Lotto. “Hey, you never know,” is a great tagline for the New York Lottery, but a very bad strategy for job seekers. “Sure, the job description says five years of experience in java programming, and I have none, but heck, I’m good with computers, so you never know…” Even if you have zero expectations of getting called in for an interview, you’ll still count the experience as a job you didn’t get. This might not seem like a big deal at first, but when you continually apply for “long-shots” the cumulative impact can be demoralizing. Before you know it, you’ve stopped applying for jobs you are qualified for fearing another rejection. Instead, stay focused on positions that are a match for your skills and experience.

Don’t put the company before the job. “Well, it’s not really what I want to do but, hey, it’s at Google!” Job dissatisfaction knows no boundaries (even the walls of Google, Apple or (insert uber cool company of your choice here). When you apply to a job, make sure it’s a job you would be happy doing, regardless of the company you would be doing it for. And the “hey, you never know” strategy is a super-no-no if you have your heart set on working for a particular company. You may think you’re increasing your chances of getting hired by applying to every open job on the company’s job board, but all you’re really doing is convincing HR you have dissociative identity disorder. If there isn’t a job listing that matches your background, wait until there is. Better yet, if the company allows general resume submissions, submit your resume and a cover letter that explains why you want to work there, and why you would be a benefit to their team. You should also use LinkedIn to leverage connections and get an introduction to hiring managers at the company.

Don’t forget about the money. For the unemployed job seeker in a tight economy, any job can look like a good job. While it’s reasonable to make compromises and take a job that pays less than your last position, you should still be comfortable with the salary.

4 Tips For Taking Video Interviews at Home

January 18, 2010

Filed under: Employers,Job seekers,Video Interviewing — admin @ 5:35 pm Comments (0)

Video Interview

Last week’s article in Fast Company is yet another indication that video interviewing is on the rise. As companies embrace this technology as a routine part of their recruitment process, it’s a good idea for job seekers to get themselves and their home environment camera ready. Below are some highlights from the article which include advice from Colleen Aylward, CEO of InterviewStudio, and Mark Newman, CEO of Hirevue (with additional notes from us):

Invest in quality gear: That cheapo, built-in Webcam and microphone that came with your laptop is fine for recording your karaoke version of “Eye of the Tiger,” but this is real life. If your prospective employer doesn’t provide you with equipment, Aylward recommends shelling out $200 or so for a Logitech Webcam and a Blue Snowball microphone. You’ll look and sound way better. Our note: The Supporting Cast allows candidates to take video interviews on-site at our studio, eliminating the need for home-equipment. We will also drop-ship a camera to remote candidates and walk them through the setup.

Be sure to follow the interviewer’s directions. “Don’t be like the IT person who thinks he or she knows everything and comes off looking clueless,” Newman cautions.

Create good lighting and ambiance: Too little is obviously bad, but too much is worse, especially if it’s a stark spotlight that makes you look like an interrogation subject. Aylward recommends using diffused lamps or wrapping your lights in wax paper or professional soft-tint paper. Make sure you’re facing the brightest light source or else your interviewer will see a dark outline sans facial features. Our note: Sometimes a simple table-lamp with a shade is all that’s needed to provide appropriate lighting. Fluorescent lighting should be avoided whenever possible, unless green is the look you’re going for.

Also, make sure the windows are closed to shut out traffic noise, and that the dog and kids are occupied elsewhere. Pay attention to your background — a bookshelf is good, an Insane Clown Posse poster, not so much.

Practice: Whether you do a live two-way or record a video-on-demand clip on a corporate Web site, you don’t get a do-over if you come off like a noob. Aylward and Newman recommend doing a few dry runs on your own to check the equipment, lighting and camera position.

Have someone ask you some potential questions and record your responses so that you can critique your oral delivery and mannerisms. Go over some talking points, but don’t memorize a script. “Companies don’t like to hear something practiced,” Newman counsels. “They want that raw response.”

Give maximum content, minimum bloviation: Remember, video isn’t like a face-to-face interview, where you might try to establish rapport by spending 10 minutes discussing your prospective boss’s favorite NASCAR drivers or collection of vintage troll dolls. Your video responses may be watched over and over and analyzed for substance, so stay relentlessly focused and succinct.

Aylward recommends keeping your answers to two minutes maximum, and suggests concentrating on getting the main point into the first 15 seconds. “Be sure to read or hear the entire question and answer it fully,” adds Newman. “When you give an example, always organize it the same way — situation-task-action-results.” And be passionate. But not too passionate. That is, unless you want to come off like that “Leave Britney Alone” guy on YouTube.

Get Our Referral Bonus Offerings Through SMS

January 16, 2010

Filed under: News,Referral Rewards — admin @ 11:20 pm Comments (0)

Referral Bonus Updates Through SMS

The Supporting Cast offers referral bonuses for finding talent. In addition to our standard referral program, special recruiting needs can offer even higher bonuses. Text join referral to 292929 and be the first to refer-and-earn by getting instant updates to our talent needs and bonus pay-outs.

Companies Get Talent Lesson from NBC Late-Night Mess (On What Not to Do)

January 15, 2010

Filed under: Employers,News — admin @ 9:46 am Comments (0)

conan vs leno

What does the recent Leno vs. Conan NBC disaster have to offer other than great material for David Letterman? It provides a great case study for companies who want to maintain their top talent. According to a recent Fistful of Talent article, here are the three major don’ts of superstar talent rentention that NBC ignored:

  • Never guarantee a promotion. Never. Even to your very best A-players. Folks have argued whether you should tell your A-players, as a part of succession planning, about plans to groom them into leadership roles for the future. Telling people they are being groomed for roles? That’s actually fine by me especially if such a move will help with retention. You can then help them plan for the future and grow the necessary skills to take things to the next level. Promise them a role though? That’s a different story. So, please. Don’t do it. You create a sense of entitlement, and that ain’t right.
  • Never put someone into a promised role, then rescind, then offer something that’s second best. If your senior rockstar decides to step aside and go on to something else, and you then move your up and coming rockstar to fill their shoes… but the senior rockstar wants back in? Think about the demoralizing impact you’ll have when offering a second best option to your up and comer. Rockstars don’t want second best. They may be gracious and patient to wait for their turn for their big shot – but give them a taste then take it away? Not so fast, buddy! And it’s why you shouldn’t have made any promises to begin with. Don’t offer someone a role that you know is their dream job only to take it away from them seven months in and offer something else that is second best. No one is going to be happy with that.
  • There will be a trickle down effect in screwing over a rockstar. Rockstars have groupies. And groupies are loyal. Burn a rockstar in a bad way? Deal with the issue of the groupies ganging up against you too. Conan isn’t alone in this situation. He has a team of people who all are working towards the same mission – of getting to the Tonight Show and making it as great as it can be while building upon the legacy and history of the franchise. Mess with Conan and, I guarantee, you deal with the backlash of his groupies and staff too. Not to mention… now look at the potential of this situation sending him to a competitor. Already, there are talks of FOX wanting to offer Conan a gig. Don’t drive your A-talent elsewhere because you’ve over promised and then under delivered. Manage expectations and be fair from the get go.

Donation Sites for Haiti Relief Work

January 14, 2010

Filed under: News — admin @ 9:58 pm Comments (0)

The following organizations are accepting donations for relief work in Haiti, with several making donations as simple as sending a text message (donation will be deducted from your cell phone bill).

http://www.doctorswithoutborders.org/
http://www.pih.org/home.html
http://www.yele.org/donation/
http://www.redcross.org/

Shining Star, Camilla Twisselman

Filed under: Events,News — admin @ 4:38 pm Comments (0)

Supporting Cast alumni, Camilla Twisselma, is starring in the musical, Briar Rose. Camilla was one of our outstanding temps and was eventually (and inevitably) hired by a Supporting Cast client. We suspect her stage talent is just as grand as her office support abilities. For more information about Briar Rose, including theater directions, showtimes and ticket info visit this link.

Briar Rose

Video-Enabled Talent Acquisition

January 12, 2010

Filed under: Employers,News — admin @ 3:41 pm Comments (0)

Is video the future of recruiting? According to a recent study by the Aberdeen Group, video technology is already playing an important role in how companies acquire talent. Results show that the inclusion of video in the recruitment process reduces time-to-hire while increasing candidate quality and retention. Employers who want to learn more about the research study can download the white paper here.

The Supporting offers video interviewing services to our clients using our SmartView technology. To learn more about SmartView and how we can help your company develop a customized video-recruitment solution, contact us.

latest tweets