Men's Articles

Avenues Of Access To Job Leads


Networking, by far, has proven to be the most effective means of securing information on job leads. In simple terms, networking is utilizing your network of contacts, people you know, and this could include your friends, classmates, family, relatives, etc in your job search.

Other Avenues Could Include

  • Newspapers
  • Internet job search websites
  • Job fairs
  • Public talk events
  • Research

Open up all your options, and try the various avenues. Be prepared to put in, say 4 to 5 hours each day in conducting your networking and job search. Like most things in life, if you are prepared to work hard, success will come to you. Probably sooner, rather than later.

Liar Beware

Not sure if the job candidate is honest? Employers can now use software that turns computers into lie detectors. Many people have embellished the truth a little - on their resumes or at job interviews - in order to help them shine in the eyes of potential employers. A certain degree of exaggeration and "creative sales speak" about your skills, abilities, experience and achievements is part and parcel of clinching that dream job, but deviating entirely from the actual facts or totally making things up - is an unscrupulous and dishonest tactic.

Understandably, employers are keen to make sure that such people do not slip through the net during the recruitment process. So in a bid to help whittle out the liars and cheats, Israeli company Nemesysco has developed an automated system to handle the first stage of the human resources process. The clever HRI Automated Integrity Profiling/Risk Assessment system analyses an applicant's voice responses to questions, to see how trustworthy an employee he is likely to be

What this means: In future, the first "person" you speak to at the in'- interview might not be a person at all, but a very clued-up computer. No employer wants an employee who is going to take drugs, steal from the company or engage in other questionable activities. But even experienced interviewers can be fooled by an interviewee who is doing everything to impress, and not necessarily telling the whole truth and nothing but the truth.

A human interviewer can quiz the applicant at length about his ethics and morals to determine whether hiring him would be risky. But, says Nemesysco, no matter how good an interviewer's technique and gut instincts are, a sophisticated computer can do it far better. Job applicants placed under the scrutiny of the HR1 system must answer questions on various topics - from loyalty and honesty to drug usage, theft from a place of employment, bribery, fraud and deceit - by speaking into a telephone-like handset that is attached to a desktop PC.

The test questions, which are based on standard human resources methodology, are displayed on the screen and spoken out loud, so the system can even be used by people with visual or hearing difficulties. HR1, which is currently available in English, Hebrew, Russian and Spanish, but can be translated into any language, is based on eight years of research in voice analysis.

It uses poly-layer IVA (Layer Voice Analysis) technology, meaning it employs over 800 algorithms to analyse 129 emotional layers in the voice, regardless of the language spoken. The LVA technology - developed in conjunction with a number of psychologists - analyses states such as excitement, confusion and stress; and whether a person is remembering something that happened or is making something up.

"The technology doesn't care what you are saying," explained Nemesysco's founder and chief executive officer, Mr Amir Liberman, "It analyses the different paths that your brain is taking while it is deciding what to say next. For example, if you are excited, your voice gets higher and you speak faster. If you are confused, your speech slows down. "You can try and mask your reaction at the level that you can hear, but computers can `hear' much better."

Mr Liberman emphasised that the subject should be alone in a room when using the system. He asserts that the interviewee's answers, to what are often sensitive questions, are not stored, so the potential employer cannot have access to them. Instead, HR1 assigns scores for each category from five to 95. The higher the score, the higher the risk. So someone who scores 95 on drug usage, for example, would be considered "high-risk".

Mr Liberman said: "The system is based on three fundamental elements: your past activities and how comfortable you feel about them, your ethics and how you feel about them, and the effect the environment has on your beliefs over time."

 

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