Employers

 

How to save time, money, frustration...and most of all, regrets:

The 3D Resume generates more information up front.

A. Quick Summary:

  1. A well rounded candidate is more than a 1 dimensional, one-sided person.
  2. Until now, a 1 dimensional Resume (a.k.a. GPA) was the most you got; plus a personal reference from a favorite uncle (maybe). Why invest $10,000 to $55,000 on a GPA number (before you ever hire)?
  3. A 3-Dimensional Resume gives you better insight to candidates from three perspectives: a standard resume, a personality profile, and a 20-second video clip.

B. Details:

Use the 3-Dimensional Resume as a stand-alone tool or as a system:

  1. A stand-alone recruiting filter and tool

    The 3-Dimensional Resume generates as much, if not more, useful decision-rich information, up front, than a half-hour interview on site...at a fraction of out-of-pocket costs.

  2. A system to manage your recruiting more efficiently

    For example:

    1. Applicant Management System
    2. Candidate’s Individual Web sites
    3. Job Description Components
    4. Benefit of the Hogan Personality Inventory + 20-sec. video
    5. Select Candidate 

C. Specifics:

  1. Applicant Management System – eliminates hand filing and 85% of the paper.

    View, evaluate, and track each applicant. SummerClerk.com system is designed to help you manage the process more efficiently. It streamlines the cumbersome paper/filing storage and retrieval redundancy. Students will make application through the web. If you receive a resume and application from a student without a SummerClerk.com account, you may create an account for the student and upload their resume for your own electronic file.

    Once loaded in your file, you may track and add additional information regarding a potential candidate with the "track me" feature. Students can apply to your organization directly through SummerClerk.com. There is "accepting/not accepting applications" feature that you can activate to control the number applications received once you have finalized your selections.

  2. Resume Reservoir - a pool of Individual Candidate Web sites – (resumes on call)

    Why solicit, code, file, retrieve, and re-file resumes when you can go directly to the web! SummerClerk.com enables law students to present themselves in an exclusive way by giving each student their own unique URL in a protected reservoir of resumes accessible by an assigned code number. The student's personal web site allows an employer to search and locate a specific student's web site immediately www.SummerClerk.com/user@email. Create one email to all of the pre-selected candidates’ web addresses and copy the hiring committee. Saves time!

  3. Why you want a Personality Profile – (a way to avoid those nagging regrets).

    What you really want to know is, does this person ‘fit’ our firm? Here’s how you find out more about who they really are…before you hire them! And you share the information with the candidates - that helps the students as well as your organization. Many organizations hire employees based solely upon education and work experiences. And many of these same employers end up firing the employee for who they really are – i.e., their inherent personality characteristics.

    It is common, unfortunately, that an employee's talents are not well aligned with their current job responsibilities and work environment. Consequently their performance suffers and you along with them. More importantly, most of the turnover with new hires is not related to a lack of skill, or past work experience. Rather, they are the result of a poor fit (mismatch) of the candidate's personality to the job for which they were hired. There are ways to reduce this type of turnover by proactively searching for candidates who are a good personality fit for the company and job role.

    SummerClerk.com allows the employer and student to utilize validated personality assessments to help insure a good work place fit, directly resulting in a reduction of turn over. Research suggests that performance in most jobs is predictable using good measures of normal personality. Therefore, employers should search for candidates whose personality matches the job and work environment. It’s good business to seek a personality ‘match’ in concert with a determination of the candidate's skills and work experience.

    The Hogan Personality Inventory (HPI) is used because it easy to read, is quick to take (20 – 30 minutes) and is an effective coaching tool. It can be customized to each individual employer taking the guess work out of the selection process.

    It provides validated information regarding each candidate's personality. Each candidate's results provide a narrative regarding their strengths and areas of concern. Each report will also help determine the candidate's fit for the specific position based on a three level scale "Highly Recommended, Recommended or Recommended with Reservation". The data used to determine recommendations is based upon 20+ years of research and over 500,000+ studies conducted and validated on similar type positions. The Hogan HPI is used in 50% of the Fortune 100 companies.

    In future reports, SummerClerk.com will also provide you potential questions to ask during the job interview. These questions will also be available to the candidate and you may view their answers online before you decide to interview the candidate.

    For more information on personality, go to www.hoganassessments.com. If you would like to investigate using assessments for hiring and for career coaching that is specifically designed to match your organization contact us at info@SummerClerk.com.

  4. Job Description Components – (genius is more than intelligence alone)

    Job descriptions have two principle components: 1) tasks to be performed; and 2) intrinsic values that enable a person to perform the tasks in a specific environment. Most employers focus the majority of their efforts on identifying the tasks to be performed and the skills necessary to perform them. Intrinsic values such as personality, motivational factors and work ethic are the assumed or undetermined aspects in the job description. Most employers encounter problems when they find someone with the sought after skills and experience yet they fail to determine if the candidates intrinsic values are appropriate for the job.

    The goal is to find the candidate that best fits the job in terms of the characteristics that are difficult or costly to train such as personality characteristics or education requirements. Once such a candidate is located, an employer may provide the candidate additional training if they possess high potential, but lack skills or experience.

    You can always increase a person's skills to give better performance. However, no amount of training will change someone's personality.

  5. Select Candidate – (information at your fingertips, not in a file on the 3rd floor)

    Now that you have determined who you want to interview, you can do several things: 1) Download their resume and Hogan report; 2) Select the candidate to be placed in your "candidates" file; 3) Select the candidate to be "tracked" so you can see them at a later date; 4) Schedule an on campus interview; and 5) Schedule an office interview - all with a few clicks on your computer.