geek evaluation

A person who is just beginning to settle in a new job or someone who has already been in the same job for an extended period of time, usually drive for   (or at least should) for the same thing: a good stand/position in the company in order to gain positive experience for a future job or promotion. While this is not difficult to judge, but succeeding in a position can boil down to a couple of essential variables that an employee can completely control if he chooses to:

a)      The Work Attitude or Behavior

b)      Genuine Interest in Work

c)      Knowledge of the position

While the first two remain, by and large a bit difficult to alter depending on the work environment, the underneath meaning remains that, if the person is professional enough then he/she should be able to work in any environment. Professionalism is defined in different ways in every company and companies at large spend a sizable amount in the skill assessment of potential employees before taking them on board. Read more…

A job interview is a process in which a job applicant is evaluated by an employer or an employer’s representative in recruitment. It is preceded by the hiring decision, and it is used to evaluate a candidate based on his responses from the interviewer’s questions.

There are various tips available for the job applicant: career-oriented magazines, training and workshops, school programs, job portal sites on the Internet, and even on broadcast media. They all provide irrefutable tips for you to ace the job interview, and eventually snag that coveted job position.

A good job interviewer (recruiting officer) assesses a job applicant during an interview with an aide of an evaluation form. The evaluation form is filled out by the recruiting officer and grade you accordingly based on your disposition. Here are the common contents of a job interview evaluation form: appearance; goals, career objectives and perception of self; qualifications for the job; decision-making and problem solving skills; job expectations; job knowledge; confidence; academic performance; previous employment performances; technical, creative, and managerial skills; and the most important of all, conversation.

You may have had all the A+ in your scholastic records, but when you differ to relating to people and conversing with them, it would not do anything good for you in finding a job. What you must remember is that recruiting officers, me included, is that companies look for employees that are interactive, assertive or aggressive. So when faced with a recruiting officer in a job interview the best advice I can give you is to be confident in making a conversation.

A recruiting officer evaluates your conversation with him based on the flow of conversation, the depth of it, your diction, grammar, as well as your opinions and ideas. One of the many talents of a recruiter is to sift the good applicants from the bad based on how you say things and say about things. It is how a recruiting officer discover your personality if it is right for the job responsibilities the job entails and how fit you are to do the job.

Again, the almost best job interview advice I can give you – that is worth as same as hard work – is bank on your communication skills, be confident in making a conversation. After all, a job interview is a conversation not a one-way discussion.

Professional certification or designation is earned by a person to assure qualification to perform a job or task. Almost all certifications used are on acronyms indicating an earned privilege from a professional or governing body acting to safeguard the public interest.

There are three types of professional certifications applied to different working industries from accountancy to computers, to healthcare, and even to the Internet: corporate certifications, product-specific, and profession-wide.

1. Corporate certifications are given by companies to their employees usually on a program that the company has set up. For example: a company had a training course for sales or Java development. One of the advantages of having a certificate from the company is that you can use it when you are looking for another job. It gives you an edge because it shall reflect that you have a knack for learning. For example: Google-certified Adwords Associate.
2. Product-specific certifications, on the other hand, are intended to be referenced to an information technology product like a software or hardware. For example: networking specialist or IT professionals would want to receive their CISCO career certification.
3. Lastly, the most general type of certification is profession-wide. This kind of certification has qualifying exams to take (i.e. licensure exams), and years of learning to achieve it. This certification is something not to magic out of thin air. It is governed by an authority varying to different fields. For example: certified public accountant.

Profession-wide certifications adds value to anyone’s name, but such prefix or suffix to your name is not at all easy to receive. For instance: Atty. John Doe; Jane Doe, CPA; Engr. John Doe; Arch. Jane Doe; Dr. John Doe; and Jane Doe, MBA. These titles are worth everything; hard work and resources.

FOR IMMEDIATE RELEASE:

Geek Evaluation: New Online Assessment Tests and Website Revamp

September 24, 2005 — Geek Evaluation, a premier provider of online aptitude tests and pre-hiring screening tests has announced that at the following weeks, new skill tests will be included in their repository of online assessment tests.

“We have received a great response during our research phase to include not just technical test units, but also cognitive and conceptual questionnaires, and quizzes for search engine optimization (SEO), search engine marketing (SEM) and social media marketing (Dorie E., Relationship Manager).”

Following the addition of new questionnaires to the tests’ bank, Geek Evaluation will also be revamping its website content and web design to attract not just recruitment and staffing companies and talent management firms, but also privately-held companies offshore. This is the goal of the entire Geek Evaluation team: to further expand their market oversees.

To learn more about Geek Evalutation, please visit www.geekevaluation.com or send email here

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Contact:
Dorie Escusa
Relationship Manager
http://www.geekevaluation.com

An economic downturn is inevitable. You never know when change is coming. When experiencing recession or two consecutive quarters of negative G.N.P growth can shake all enterprises’ department from operations and management to finances, and to human resources. When such happens, large corporations and small companies alike tighten their means including reorganizing their staffing. Some companies reduce staff members, others may implement a “hiring freeze,” others may try to look at hiring people internally with credible work background experience, or outsource jobs to freelancers or “virtual employees.”

After an economic recession, it is recognizable that the job market is also making adjustments. Before, companies outsource part of their business (e.g. customer service department) offshore to minimize cost. Now, after the recent global recession, companies outsource employees through virtual assistance programs online to continuously save on their company expenditures. In fact, this trend has spun a lot of attention from professionals wanting to earn more and companies wanting to save more.

True to the fact, the job market adapts to the current situation; always making an opportunity to uncontrollable shortcomings. And it is not just the industry that faces the challenges of recession and the effect of it. The companies, too, are experiencing it. Which is why the employed and the job seekers have treated the downturn as an opportunity to be versatile in the workplace.

As an officer in-charge of recruitment, finding the right person for a job requires more than a comprehensive resume. It also matters that you are able to interview an applicant not just on what is written in his resume but what he can do or contribute for your company.

Career objectives, scholastic records, academic achievements, skills, work history and character reference: these are the points in which you look for when searching for that right candidate. But how do you sort the good catch?

Finding the right candidate in this populated job market is to find someone who has a Vision. He should be able to envision himself as part of the company by helping it grow – by contributing what he knows and what he does best. Aside from his visions, he should possess a sense of Initiation. He should be the type of person who needs less supervision, thus he can manage his own time (Time Management) and tasks and deliver it in due time (Project Management). You might also want to look at how he deals with people. Check his resume if he’s part of any organizations. People involved socially are friendly people. They tend to be optimistic and can blend with different personalities. A person with social skills is not only an asset for your company, but they will also serve as an ice-breaker when work stress sets in. And lastly, of course, you need someone who is highly-skilled to perform the responsibilities the job entails. As this is the most crucial part of finding the right candidate, you must assess his employment history and previous work background.

Sometimes, I get fascinated that a person can be a writer and a graphic artist at the same time, or a skilled bookkeeper who knows how to troubleshoot a computer malfunction. So when interviewing an applicant, I always ask if he has other skills not written in his resume – this way I get insights about his personality.

Imagine this you need to hire someone for a particular job position in your company. And for which you have received about 50 resumes,all of them look equally good. For you to Interview the 50 of them would be a tedious and time consuming task.

You also need to take care that you hire the right person for the job.Hiring the wrong person , could cost the company a lot of money. Business experts say that 95% of a company’s success is hiring correctly.

Most companies today resort to Skill Assessment which is a method to evaluate the candidate before making the hiring decision.Skill assessment tests, when used in conjunction with an interview and the manager’s intuition is one of the very good ways of finding the right candidate.

Today skill assessment tests could be given online and from any part of the world. Based on these results you can filter your candidates.

Geek evaluation is one such tool, which helps you to evaluate the skills of your candidate And this can be done in three easy steps:

*Step 1:*

Create your own tests from our existing question banks or upload your own questions!

* Step 2:*

Schedule the candidate for the tests. A mail is send to the candidate.

*Step 3 :*

Candidate logs on the site and takes the test.

Once the candidate has taken the test, the results are evaluated and emailed to you.

One of the best features of Geek evaluation is that it allows you to add your own questions and create tests from these questions. Also the questions presented to the candidates are at random and of varying levels of difficulty

Based on these results you can choose maybe the 5 or 10 best candidates and then call them for an interview.Thus making the whole hiring process so much easier

While we were publicizing , geekevaluation , one of the renowned person posed this question

1. There are plenty of LMSs out there with this functionality and more – what makes your special?

2. You say the user takes the test on their own (you email them the link). This is more or less useless unless the test is conducted in a proctored environment (anyone can look up answers online, or ask a friend)

A very genuine questions from customer perspective.

My reply was
we are different in sense that
a) we allow users to customize tests by selecting more than one topic so for eg you want to hire a Sr programmer with skills in Java, Oracle and AJAX. You can create a test by combining these three topics and defining hwo many questions are required in each topic.
b) You can create your own tests and that would cost 75% less.
c) Talking about content , our question bank on technical topics is something which you might not find with others as we had designed questions based on practical experience , not just concept.

These 3 features are a big plus and differentiate us.

Yes it is true that the candidate can search for answers and call a friend. To tackle this

1.For now we disabled copy/paste so that user cannot do googling. In programming questions, it is difficult to call up some one , explain the code and get the answer. The shortest was to do is copy paste , find answer in google or run the code your self.
Disabling copy paste would solve some of these issues.
2.We had thought of proctored environment but that would be sometimes in future.
3.We are also thinking of tracking IP address to at least ensure that the candidate had taken the test from the city in which he resides.

Click here to view our features .

And let us not forget that this is just the elimination , not the selection criteria

Please click here to follow the conversation

While we were publicizing , geekevaluation , one of the renowned person posed this question

1. There are plenty of LMSs out there with this functionality and more – what makes your special?

2. You say the user takes the test on their own (you email them the link). This is more or less useless unless the test is conducted in a proctored environment (anyone can look up answers online, or ask a friend)

A very genuine questions from customer perspective.

My reply was
we are different in sense that
a) we allow users to customize tests by selecting more than one topic so for eg you want to hire a Sr programmer with skills in Java, Oracle and AJAX. You can create a test by combining these three topics and defining hwo many questions are required in each topic.
b) You can create your own tests and that would cost 75% less.
c) Talking about content , our question bank on technical topics is something which you might not find with others as we had designed questions based on practical experience , not just concept.

These 3 features are a big plus and differentiate us.

Yes it is true that the candidate can search for answers and call a friend. To tackle this

1.For now we disabled copy/paste so that user cannot do googling. In programming questions, it is difficult to call up some one , explain the code and get the answer. The shortest was to do is copy paste , find answer in google or run the code your self.
Disabling copy paste would solve some of these issues.
2.We had thought of proctored environment but that would be sometimes in future.
3.We are also thinking of tracking IP address to at least ensure that the candidate had taken the test from the city in which he resides.

Click here to view our features .

And let us not forget that this is just the elimination , not the selection criteria

Please click here to follow the conversation

While we were publicizing , geekevaluation , one of the renowned person posed this question

1. There are plenty of LMSs out there with this functionality and more – what makes your special?

2. You say the user takes the test on their own (you email them the link). This is more or less useless unless the test is conducted in a proctored environment (anyone can look up answers online, or ask a friend)

A very genuine questions from customer perspective.

My reply was
we are different in sense that
a) we allow users to customize tests by selecting more than one topic so for eg you want to hire a Sr programmer with skills in Java, Oracle and AJAX. You can create a test by combining these three topics and defining hwo many questions are required in each topic.
b) You can create your own tests and that would cost 75% less.
c) Talking about content , our question bank on technical topics is something which you might not find with others as we had designed questions based on practical experience , not just concept.

These 3 features are a big plus and differentiate us.

Yes it is true that the candidate can search for answers and call a friend. To tackle this

1.For now we disabled copy/paste so that user cannot do googling. In programming questions, it is difficult to call up some one , explain the code and get the answer. The shortest was to do is copy paste , find answer in google or run the code your self.
Disabling copy paste would solve some of these issues.
2.We had thought of proctored environment but that would be sometimes in future.
3.We are also thinking of tracking IP address to at least ensure that the candidate had taken the test from the city in which he resides.

And let us not forget that this is just the elimination , not the selection criteria

Please click here to follow the conversation