If you’ve been keeping up with the latest and greatest in reality show television, then you know Housewives of Beverly Hills wrapped up another exciting season.  Survivor just concluded season 25, Deadliest Catch is in full gear and Duck Dynasty is getting ready for opening day of duck season.  And soon you will know the name of the newest American Idol.  Don’t worry, I won’t spoil it in case you don’t.  But the big news of the week was that Fox may axe all the judges and Shakira is officially not returning for season 5 of The Voice. So looks like we’ll be on the edge ours seats till the new judges are announced.

Realistically, a little guilty-indulgence in reality TV is okay now and then. But, now there is one reality show just perfect for those of us in the HR and recruiting world.  We just announced we will be a sponsor of “Top Recruiter,” a web-based reality show that pits the best of the best recruiters in a head-to-head competition to battle it out for the coveted title of “Top Recruiter.”

Set in Miami, Top Recruiter-Season 2 is sure to “sizzle” and GreenJobInterview will be a part of the fun and action.  Not only are we a sponsor, but Greg and myself will be participating in an episode that will include our very own virtual interviewing solutions.  In true reality-show format, contestants will be presented with a challenge, during which they will experience first-hand the virtual interviewing solutions from GreenJobInterview and will be judged on their success while using these solutions. In addition, contestants and viewers will receive tips and information about how virtual interviewing can help them with their own recruiting and hiring challenges.

Top Recruiter-Season 2 kicks off this fall, so be sure to check it out online for schedules.  Of course, we’ll update you as well, so stay tuned!

Today, we’re profiling Anthony Le, one of our customer support representatives who joined GreenJobInterview in May of 2012.

Anthony, tell us a little about what you do.

Anthony:  Well, on a day-to-day basis, I’m responsible for providing world-class customer service and support to our clients and their candidates. I know a lot of companies talk about providing “word-class service” but here at GreenJobInterview it means something very specific. It means doing everything we possibly can to delight our customers and help them resolve questions and issues. It’s about being proactive in the ways we serve customers—going above and beyond what’s “normal” or “expected” without being asked. I also process interview requests and schedule and conduct webcam “tech checks” with hiring managers and candidates. I even ship out webcams upon request.

How do you personally contribute to the client experience? 

A:  Some of our customers have never used virtual interviewing technology. Others are extremely busy and in need of a “crash course.” So being patient, friendly, and efficient are all good qualities for an account manager and our customer service representatives. I always try to bring those qualities to the table when I work with customers. I also try to be an effective communicator and build rapport—both of which are critical to problem resolution and avoidance. Bottom line, I try to make every interaction with customers as enjoyable as possible for both of us.

So what have you learned about customer service since joining GreenJobInterview?

The biggest lesson I’ve learned is how customer service can drive a business. If we didn’t provide excellent customer service, we simply wouldn’t be able to maintain our current level of success—and there’s no way we could grow the business for the future. The quality of our solutions brings customers in the door but it’s our world-class service that really helps to set us apart. Our clients tell us that all the time. I’m proud to be a part of this company and this team.

Recently, there has been a flurry of articles on the topic of social recruiting. A TLNT.com article, Survey: LinkedIn Is the Most Popular Site for Social Recruiting, referenced a Bullhorn survey, which broke down the go-to social media tools for recruiters. It comes as no surprise that LinkedIn topped the list. In fact, the article mentions that of Bullhorn’s 160,000 registered users, 97 percent use LinkedIn to source candidates.

But what about Twitter and Facebook? There seems to be a big push in the HR and recruiting community to recruit on Twitter and Facebook, despite the fact that the Bullhorn survey showed also showed that only 27 and 22 percent of recruiters are using Twitter and Facebook, respectively.

Aside from what the numbers show, it’s always a good idea to expand a recruiter’s toolbox and become familiar with recruiting on Twitter and Facebook – at least on a very basic level. Here are a few resources to get you started:

Twitter Recruiting:

• Andy Wentworth, Sirona Says blog author, published a Twitter recruiting tutorial, What should I (as a recruiter) Tweet on Twitter?.
• Blogging4Jobs produced a webinar on Twitter Basics for HR & Marketing

Facebook Recruiting:

• Blogging4Jobs produced a webinar on How to Hire, Recruit and Source on Facebook
• Facebook’s new search tool that can be used for recruiting: Facebook Graph: Remember It’s All About Discovering People

Here at GreenJobInterview, we also find it extremely important to stay connected on our own social networks. Just recently, we launched our Pinterest site to offer yet another way for us to connect with those that prefer a more visual platform.

Of course, we are also on Facebook and Twitter and regularly share HR and recruiting industry articles and resources as well as GreenJobInterview company updates.

When it comes to connecting with prospective candidates, don’t overlook the opportunity that these combined social channels can provide. If you have Twitter or Facebook recruiting success stories, share them with us on Facebook! Feel free to drop us a line on Twitter or Pinterest as well – we’d love to hear from you.

As you may already know, we recently announced the availability of GreenJob One-Way^TM, our new recorded interviewing solution, which allows employers to significantly reduce their time to hire, saving time and money and creating a better experience overall.

As noted in February, in an article titled Five Healthcare Recruiting Trends for 2013, video interviewing will be more prevalent and is becoming more of a standard as part of a job search. And, it’s a trend happening in every industry. More and more companies are faced with the ongoing challenge of saving time and costs, and finding better, more efficient and sustainable ways to run their businesses.

It should be no surprise that part of the reason is the advances in technology has really come a long way.  Online videos are a part of our culture, the everyday norm. They play a part in much of our lives already for entertainment, keeping in touch with family and friends, for information and education and now for hiring and interviewing.

The old days of traveling to an interview are just that … old. Imagine that you’ve got hundreds of candidates for a job and you yourself are out in the field, traveling or spending much of the day commuting to your own job and meetings. With recorded interviews, an employer can choose a time and place that works for them to review, rate and even share interviews from a computer, laptop, and even mobile devices, like tablets and smartphones.

Our customers tell us they can’t wait to use GreenJob One-Way. We heard the comments that in some situations, a recorded interview is just a better, more convenient option that they want to have. But, as the saying goes, “seeing is believing,” so now it’s your turn to give it a try or request a demo.

Employers who want to create videos with the kind of power and pizzazz necessary to attract top talent, take note! Employer branding strategist, Paul Peterson, recently offered some sage advice on the topic in his article, “8 Tips for Creating Stellar Employer Branding Videos,” which was posted on ERE.net.

The article covered the importance of defining your objective, defining your audience, and segmenting your messaging. It also offered up this simple but critical question for creating truly compelling employer branding videos: “What do I want people to know/believe/feel/do after watching this video?”

With the launch of GreenJob One-Way^TM, our new recorded interviewing solution, now only days away, we found Mr. Peterson’s guidance extremely worthwhile—especially for our clients who will be using our new solution. GreenJob One-Way allows employers to record and post their own introductory videos to give candidates a better sense of their organizations and/or their open positions. Employer videos not only help engage talent more effectively, as Mr. Peterson points out, but they also help to differentiate and strengthen a hiring brand.

So, like our live virtual interviewing solution, even GreenJob One-Way is a two-way street!