Preptel

Recruiting Trends

Preptel Moves to FREE Model to Proactively Match Job Seekers with Qualified Positions

Preptel Corporation, provider of job-seeker optimization services which improve a candidate’s chances of getting an interview and securing an offer, today announced the launch of Preptel 2.0 which proactively seeks out and intelligently identifies job opportunities using proprietary algorithms, advanced semantic search, computational linguistics, statistical inference and patented skillset matching technology…for FREE, forgoing their previous monthly subscription fees.

Leveraging these proprietary matching tools, Preptel 2.0 is no longer simply a reactive tool that helps with candidate résumé optimization; it now also actively searches and presents positions that a job seeker has the best chance of getting, all while ranking the probability of them getting the job.

Managing Job Search Success

You have been using Preptel for several weeks and hopefully you found specific jobs to target, tuned your résumé, and applied to 1 or more jobs. To get the most out of Preptel, we want to focus on all of the ratings, graphs and information provided on each screen. As you use Preptel, this information will provide important information to help you improve your efforts.

Understanding Job Posting Date

One of the most often overlooked success factors in a job search is the job posting date. When a job is posted, the hiring company will begin receiving applications. Often a period of time, the hiring company will receive enough applications to begin scheduling interviews. This time period will range from 1 day to 2-3 weeks usually. Once interviews are scheduled, any new applicants have a significantly reduced chance of getting an interview.

Using Preptel’s Interview Guide

Using Preptel's Interview Guide

Congratulations, you received a call or response back from the hiring company and now you need to begin preparing for the phone screen or interview. You successfully passed from applicant to candidate. To prepare properly, we have created Preptel’s Interview Guide. This interview guide shows how you compare to other candidates so you understand your strengths and weaknesses. To get started, prepare for a transition in your approach. You need to transition from job searching to selling. During the interview stage, the focus shifts from "I am qualified" to "I am the best available candidate." Therefore, knowing where you are strong or weak compared to other candidates becomes important.

Introductions with Impact

When making an introduction or asking for help from your network, one big challenge is how to tell someone why you are a strong candidate for a given job. Most often, this valuable piece of information is left out entirely, or communicated vaguely. When asking for help or making an introduction, you need to communicate why someone should recommend you. They are risking their credibility and you want to alleviate any fears by clearly showing why you are a top candidate.

Gold Is In Your Network. Learn To Tap Into It.

In a recent article written by Wharton School, about 25% of new hires come from referrals. A lot of press recently has focused on job networking and articles on social media are at all time highs. Despite the press, engaging your network may still be challenging for two reasons – 1. You have to overcome any pride issues related to requesting help, 2. You need a solid introduction so the person feels confident in recommending you, and can make a strong recommendation. As you begin considering your job network, it may help to understand the value put on internal referrals. "Each day, I am looking at a screen, scrolling down and seeing line after line of applicants. If an applicant is flagged saying this person comes with an employee referral. That person goes right to the top. I can't afford to ignore that referral." says Bill, a technology Recruiting Manager.

Bersin & Associates

Preptel Resumeter: Helping Job Seekers and Talent Acquisition Managers Meet

Much of the R&D and investment in the recruiting industry is focused on the needs of the corporate recruiter. Tools, such as applicant tracking systems (ATS), search and recruitment outsourcing firms1, assessments, and employment-branding services are all designed to help corporate talent acquisition teams (which generally have lots of money) find the right people.

What about job seekers? What tools do they have to find just the right positions and make sure that they present the best-possible value proposition to the employers which they believe have the best fit?

Digital Journal

How to Beat the Automated Resume Screening System and Get Hired

Job-hunters are frustrated by the automated screening systems being used by many employers. Their resumes are not getting through and not being reviewed by a human screener. Job hunters are being warned in the media and by countless job search experts about the low probability of success from relying on applying online through job boards or through employer web sites. According to an expert on applicant tracking systems (ATS), Jonathan Ciampi, President and Founder of Preptel Corporation, the average job applicant has a 4 to 5 percent chance of getting a "hit" from a computer selection process.

With these low odds what is a job seeker to do?

How Preptel Works

Imagine if you could review millions of job applications and thousands of job descriptions to improve your job search. If you reviewed the hiring practices from a specific company would you change how you would apply to a job posting? If you could compare the hiring practices of one company versus another, would this information improve your job search success? Do you believe this information would make you more confident, more knowledgeable, and lead to more job offers?

Managing Résumés – Upload, Set, Delete

#help-img {display: none;} Upload a résumé See all your résumés Set the default résumé View the default résumé Delete a résumé See the click-by-click how-to guide: Managing Résumés in Resumeter View more presentations from preptel.