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Successfully Social

July 19, 2012

By: Lesley Martin, Intern at Freeman+Leonard. Lesley is pursuing her bachelor’s degree in both International Business and Marketing from the University of Oklahoma and is from Arlington, Texas.

Now, more than ever, companies have been reaching out to internet users to gain surges of popularity, defined in the social media realm by number of likes, followers, and connections. A single “share” on Facebook can increase the scope of a company’s “reach”, thus increasing brand awareness amongst an entirely new set of internet users. This form of social media marketing is driven by word-of-mouth (well…clicks and keyboard), and because most social media platforms are cost-free, the company which takes advantage of social media marketing and is successful in communicating either its brand or purpose has earned rather than paid for the ¬¬increased market exposure and consumer interaction by giving followers material that they like and feel inclined to share with their social network. (Results by Design Consulting , 2012) It’s easy to see why a company would want to jump in.

But when the dust settles and a company has gained all of the “likers” and “followers” that it possibly can for the moment, the overall effectiveness of the site should be evaluated to determine how long the company’s social bliss will last. Are fans and followers actually getting anything out of the sites? Why did you “like” that last page on Facebook? And what made you “follow” that totally random company on Twitter? Have you ever “unliked” a page because it was really doing nothing for you other than clogging up your feed?

Having spent some time perusing through company pages on Facebook and analyzing the Twitter activity of various firms, I came to a few conclusions. I’m no expert on social media marketing and I certainly haven’t even skimmed the surface of all of the pages out there, but it takes an investigative eye to see and understand what can make or break a company’s success in reaching out to internet users via social media.

Why should anyone “like” you?

We’ve all “liked” or “followed” our favorite bands, organizations, restaurants, and alma maters. All of these things have benefitted us in one way or the other. So what should push us to seek out and “like” a company’s Facebook page which we know little about? Or maybe we know a whole lot about a particular firm…but why should we find them on Facebook?

Think about what sets your company apart from others. Who are you? What do you do? It seems like an easy feat, coming up with a creative way to make it obvious. But not so fast! At first glance, could a visitor to your page figure out what products or services your company has to offer? Make this apparent via background, cover photo, profile picture, or “About” section. You would be surprised at how many pages lack this information!

Make your page a tool. Give users a reason to revisit your page every once in a while. Keep them from clicking “Like” and then forgetting you even exist. Mostly likely, they “like” you because they really admire or appreciate what you do! Shine a light on your company’s real-life MO. Not only will this give your page a purpose and keep the clickers clicking, but if you can maintain a positive image of your company and can live on someone’s news feed, then you may be the first to come to mind when they need your products or services in the future.

Who’s your market?

Of course a company welcomes anyone to “like” their Facebook page or “follow” them on Twitter, but it is important to consider the unique market or set of clientele that you attract when choosing the material that you post. Keep followers up-to-date on the latest industry news; give them fun and related facts. Remind fans about upcoming events, related to your company or perhaps just in the area. Make it relevant to your unique market.

The magic mix…

A little online research will uncover the modern science of “posting.” When to post, what to post, and how often to post on Facebook, Twitter, and even LinkedIn- it has been outlined and formulated to make it easier for users to accomplish their goal of social media popularity. This insight can save you hours of trial-and-error postage, but it takes time and maintenance to figure out what works best for you. Keeping in mind 1) your market and 2) your company’s MO are very important here. Tailor the formulas that you find or have come up with to match the expectations of your followers and the intentions of your unique brand. The amount of thought that you put into what material you post will ultimately be reflected by the image that the social media site paints of your company.

All that glitters is not gold.

Numbers alone can be unrepresentative of where a company’s Facebook page stands on the social media success scale. A million “likes” is impressive to the unknowing eye, but scroll a little further down on some pages and you’ll find that interaction with users could be better. Many pages boast thousands of fans or followers but fail to recognize the comments, concern, questions, and (sometimes harsh) criticism posted on their wall. This is a red flag for anyone who visits your company’s page! Negativity from those familiar with your company can contribute to an overall negative brand image.

Knock Knock…

Once a company jumps in and commits to social media as an outlet of communication and representation, it must be devoted, in a way, to maintaining a relationship with the internet users who have interest enough to post comments, share material, and ask questions. Don’t disappoint your followers or let the time and efforts that you, the company, spent beautifying the site by failing to be exactly what you should be here…social! Leave no one hanging, or at least try and interact when possible. One disappointed follower may lead to many more. After all, this is word-of-mouth marketing!

So if you’re just jumping into the social media craze, take some time to consider these concepts before stamping your company’s name on a Facebook page or Twitter account. For those who’ve been around the block, it’s never too late to tweak here and there- you’ll certainly like the results that you see.

References
http://www.resultsbydesignconsulting.com/blog/social-mediaform-of-wordofmouth-marketing.html

Leave a Comment » | Advice, Networking, Social Media, Tips, Trends | Tagged: bravotech, campaign, intern, lesley martin, social media, strategy, success, successful social media, successfully social | Permalink
Posted by Sondra Heffernan, Marketing

“Me” Time

July 6, 2012

Our days are jam packed with work, traffic, cooking dinner, grocery shopping, kids, oil changes, mowing cleaning, pets….I could go on and on. There are so many of us who find ourselves caught up in The Rat Race but, there are so many more of us who do not stop and take “me” time. In order to maintain a healthy mental and physical lifestyle one must be selfish and demand that “me” time.

There is a direct correlation in the amount of “me” time and your productivity in the workplace. The more sleep you receive, the more proper your nutrition, and the more exercise you receive, will make your eight hours in the workplace so much more enjoyable.

Sleep:
Our bodies NEED sleep. Most people think that the more they can accomplish in a day the better off they are, even if that means sacrificing valuable sleep time. Your body and brain depend on sleep time. This is when your body repairs itself. If you are cheating your body and brain out of sleep time then, don’t expect to function at 100% during your long eight hour work day. Try shutting the house down a little early tonight, your body and mind will thank you for the extra sleep and “me” time.

Nutrition:
This is a hard one. Your coworkers want to go eat at the most un-healthy places every day. Grabbing fast food on the way home from work is so much easier than planning and cooking a meal. Remember, you are what you eat. If you stuff yourself full of fatty foods two out of three meals a day, you are going to feel bloated, tired and unproductive! Our bodies NEED good food. By good I mean from the proper food groups. Try packing your meals for work. On Sunday night throw some protein, veggies, fruits and good fat into a bag and take it to work. Instead of eating with your coworkers every day, find a good book and enjoy your healthy food. Your body and mind will thank you for the proper nutrition and “me” time.

Exercise:
DO IT! Finding time to go and get a good workout is almost impossible for some people. This is one that we will have to demand. It is so easy to make excuses but we cannot. Get up a little early in the morning and go for a quick jog. Leave work and go straight to the gym to grab a quick workout. After dinner is done and the family is occupied, go for a run. Three days out of the week we should be getting some sort of exercise. You will feel so much better and will feel so much more productive both inside and outside of the workplace. Your body and mind will thank you for the exercise and “me” time.

We cannot continue to cheat our bodies and minds out of sleep, nutrition and exercise. In order to maintain a healthy lifestyle inside the workplace and in our personal lives, it is mandatory that we take some “me” time. Remember, your body and mind will thank you!

By: Jessica Farr, Recruiting Coordinator at BravoTECH

As the Recruiting Coordinator at BravoTECH, Jessica has over 3 years of experience working in the IT industry with a focus on both recruiting and sales development. Her organization, dedication, and thoroughness makes her the “go-to-person” for any project. Jessica has a Bachelor of Arts degree from the University of North Texas and enjoys running, reading, and spending time with her family. To contact Jessica, email jfarr@bravotech.com.

Leave a Comment » | Advice, Tips, Uncategorized | Tagged: advice, bravo, bravo technical resources, bravotech, exercise, healthy workplace, jessica farr, me time, nutrition, sleep, stress, tech, tips | Permalink
Posted by Sondra Heffernan, Marketing

Candidates Have a Shelf Life

June 18, 2012

Do applicants for your technical positions have a shelf- life? You bet they do, and right now the shelf lives of top candidates are getting shorter as demand for skilled technical professionals increases. An unemployed or under-employed technology worker can find three to five viable career options in just a few days.

Many employers are finding that qualified candidates who had expressed an interest in their firm are gone by the time they finish their old-school, exhaustive, redundant and slow-paced hiring processes.

BravoTECH has worked with hundreds of clients to help them expedite their hiring and on-boarding processes in order to secure illusive “A Player” candidates. Some areas that should be evaluated and can often be improved are:

1.   Number of interviews for a single position. Consider condensing the interview process by using group interviews. If numerous people are needed for a hiring decision, schedule multiple interviews on the same day.
2.   Background investigations. It’s wise to perform a basic background check before making an offer, but unwise to delay a hiring decision while waiting days or weeks for results. An option is to make offers contingent on receiving positive background check results.
3.   Departmental inefficiencies. If other departments are involved in your screening and interviewing process, make sure they have the same sense of urgency as your team. Make sure they are aware of how soon you’d like the new position filled and how the new hire will contribute to helping your department meet its goals.
4.   Process and Quality Control. Believe it or not, some firms have totally automated or outsourced the applicant screening and selection process or they have empowered low level administrators to do the work. As a result, some very good applicants never make it to an interview. Make sure you know how your firm is screening and identifying potential candidates and if you do use an automated, external or non-technical person to screen applicants, allow for an exception policy so that candidates or services can protest an unreasonable deletion from the process.
5.   Drop Unproductive, Old School Beliefs. One such belief is that you must interview three applicants for each position before making an offer. Instead, when you find the right candidate, make a decision. Don’t fall prey to analysis paralysis. By the time you look at the third applicant the first may be off the shelf!

Finally, remember that applicants are individuals who have expressed an interest in, not made a commitment to your firm. Their career options will grow with the passage of time. Don’t let processes keep you from hiring your share of the “A Players” who will likely not stay on the shelf for long.

By: Andrew Jackson, President

Andrew is the co-founder and President of BravoTECH, an information technology professional staffing firm. He has served on the Board of the American Electronics Association, SIM (Society for Information Management), Texas Association of Business, and National Kidney Foundation. Andrew received a BSBA in 1980 from Illinois State University and has more than 30 years of experience in the technical employment services industry.

Leave a Comment » | Advice, IT, Jobs, Recruiting, Staffing, Tech, Tips, Trends, Uncategorized | Tagged: andrew jackson, applicants, bravo, bravo technical resources, bravotech, candidate search, Candidates Have a Shelf Life, demand, hiring process, it, professionals, recruiting, skills, staffing, talent, tech, technical, technology | Permalink
Posted by Sondra Heffernan, Marketing

The Importance of Professionalism

May 24, 2012

The job market is a rollercoaster. Corporate America sits on their pedestal at the peak of the hierarchy and they control who gets hired, who gets fired, and even down to what kind of shoes employees can wear to work. Then with a switch of the light, their power is lost. The economy shifts, and now it’s the candidates, the interviewers, the everyday people that hold the upper hand. Instead of spending months looking for a way to put food on the table, they are flooded with calls from recruiters which result in multiple interviews and often multiple offers. Although this sounds like a wonderful ‘problem’ to have, this flux in the market changes demeanor for the worse.

Professionalism comes from both the Employer and the Employee, and this should never be compromised. Unfortunately, professionalism is often affected depending on who has the current ‘power’ in the market. When the Employer holds all the cards, they push down wages, benefits, and instill an uncertainty in their employees with the “no one is irreplaceable” mentality. When the Employees, or more importantly job seekers, hold the market’s edge, they use other offers or potential offers to nickel and dime companies in order to receive higher salaries. They negotiate in extra time off, working from home, company allowances, etc.

The issue that we are seeing with both circumstances comes back to the lack of professionalism. Employers are firing employees without notice, throwing them back to their families with no severance or often even knowledge of what went wrong. Employees are quitting without any notice. Leaving in the middle of projects, expecting their coworkers to pick up their slack, or even worse, scramble to find someone that has similar experience. The lack of courtesy, the absence of professionalism is negligent on both parties and results in negative circumstances for all.

Every industry, be it IT or Healthcare or Education, is comprised of a small group of individuals. By abusing ones’ stance, or ‘power’, and making unprofessional decisions, both Employers and Employees are merely harming their reputations and futures. Instead of battling and trying to abuse their stance granted to them by the every changing job market, both parties need to realize that karma always wins, and professionalism should never be substituted

By: Greg Denman – IT Recruiter at BravoTECH

As an IT Recruiter at BravoTECH, Greg has an experienced background in the areas of PM, BA and Infrastructure. Greg is passionate about helping people start a new career and takes the time to develop relationships through communication with his associates and clients. Prior to working for BravoTECH, Greg worked for GE and Colgate-Palmolive, and has lived in the states of Ohio, Colorado, Kansas, and Texas. Greg has a bachelor’s and master’s degree in sociology from Kansas State University and enjoys traveling, concerts, and golf. To contact Greg, email gdenman@bravotech.com.

Leave a Comment » | Advice, Jobs, Tips | Tagged: bravo, bravo technical resources, bravotech, greg denman, importance of professionalism, professionalism, professionalism in the workplace, tech | Permalink
Posted by Sondra Heffernan, Marketing

Reference Checking

March 30, 2012

An important aspect of the recruiting process that needs additional attention is candidate reference checking. Some employment agencies and hiring managers do not put adequate thought into the reference checking process and it is extremely important in identifying quality candidates.

First, ask candidates to provide a list of who they want to be contacted rather than only asking for their last 2-3 managers. By not directly asking for managers, you’ll notice it’s more often on a reference call where they will rave about the candidate.

Second, does the reference call really change the outcome of a hiring decision? I asked around to get some thoughts from my colleagues with other firms and out of 10 conversations, only one said it had changed their decision on whether to hire or not to hire. Very few of the colleagues I spoke with could provide me with a real world example of how a reference check changed the outcome of their decision.

Lastly, most companies do not have the same reference check policy. Some companies operate under a very strict policy, which prohibits their employees from giving a former employee a reference or restricts the types of answers to be given during reference checks. However, in the staffing community, these policies have never stopped a good recruiter from getting a reference when one is needed. A lot of companies have strict policies, but they are unaware of their employees activities and really don’t have a good way of enforcing the policy.

So, what’s my opinion on references?

I think professional references are very important, but only if you talk with the right person. Should you base your hiring decision on what his/her friend or close colleague says and ignore your initial concerns during the candidate’s interview? No, I don’t think you should. I also believe that candidates need to be more prepared to share professional references and to understand how important it is to provide reference information during the hiring process. If you know your previous company’s policy is that your manager is not allowed to provide you with a reference, make sure you have accurate contact information for the HR Dept so your new employer can call and at least verify dates of employment and your eligibility for re-hire. Also, keep in mind… just because you decide to take your dream job or you are separated from a position, this doesn’t mean that you aren’t eligible for re-hire (and I’m speaking from personal experience).

I believe that references should be solicited by the interviewer. This way you can identify concerns in the interview process. It’s important to ask about colleagues and managers that the candidate has worked with and have them tell you about current situations. If it sounds like they worked with this person on a daily basis, it’s relevant for you to ask them if you can call him/her and if they would provide the candidate with a good reference.

References should be a key factor in any company’s hiring process, so it makes sense for any hiring manager to want to personally check references. I know most companies don’t operate under this type of policy, and normally a thirdparty checks references, but when the candidate is working directly for you and is someone you will be managing, it’s important for you to communicate with the reference so you can address any concerns. Plus, you get to talk with the actual person that previously managed the candidate you are thinking about hiring as part of your team.

How do you check references at your company? Is it a streamlined process, do you allow your managers to check them themselves, or do you even check them at all? When do you ask for references, and do you do this at the interview stage or at the end when you already know you want the person on your team?

By: Mindy Brockman - Senior Technical Recruiter at BravoTECH

With over ten years of experience, Mindy brings a deep understanding of the technical industry to her role as Senior Technical Recruiter. Mindy’s area of focus is based on a variety of IT specialties and positions that include: Network Administrator, Engineer, Architect, Manager, System Administrator, Engineer, QA Analyst, Engineer, Manager, Business Analyst, Database Developer, Project Manager, Technical Writer, .NET Developer, Java Developer, Technical Recruiter, Help Desk & Desktop Support Technical Professionals. Prior to her role at BravoTECH, Mindy was an onsite recruiter for Adecco Employment Services. What makes her stand out as a recruiter is her dedication, integrity, responsiveness, and commitment to delivering qualified candidates. Outside of work Mindy enjoys scrap-booking, spending time with her family, and is a very competitive Fantasy Football player. To contact Mindy, email mbrockman@bravotech.com.

Leave a Comment » | Advice, IT, Jobs, Recruiting, Staffing, Tips, Uncategorized | Tagged: bravo, bravo technical resources, bravotech, mindy brockman, recruiting, reference checking, reference checks, staffing, tech | Permalink
Posted by Sondra Heffernan, Marketing

Helpful Tips to Find a Job

February 16, 2012

1) When you apply to a company, or post your resume online, often times there are software applications that sort through the resumes to find viable candidates. This is often called a VMS. The VMS selects candidates by the highest percentage of “key words” in the resume. These are words in the Company’s Job Description that stipulate what they are requesting. For example, a Web Developer will need JavaScript, AJAX, CSS, HTML, Development, Application, Mobile, etc. Every time one of these words is used, it increases the likelihood that the VMS will select that resume, which in turn increases the likelihood that the resume gets to the Hiring Manager’s desk. Therefore, NAME DROP on the resume as much as possible. So the Web Developer should say something like “Developed mobile applications using JavaScript and HTML, and increased the GUI with advanced CSS development on the front-end”

2) Incorporate key words from the job description into your resume!!

3) LinkedIn is your Friend! I have found LinkedIn to be one of the best resources for job searching, and here is how: Every position that you apply for you can search for their “Hiring Manager, Talent Acquisition, or Recruiter” per the company on LinkedIn, and then you can send them a message (connect with them and briefly say you applied for the job) for every single job you apply for, be it on LinkedIn, company’s website, etc. Also, Search in the status updates for openings. When you connect with people, you can see their connections, and recruiters will post in their status updates “Looking for a Bank Teller in Dallas, TX” then you just connect with them.

4) Refresh your posted resume (CareerBuilder, Monster, Dice, etc.) every week. You can do this by inserting and removing your middle initial. This brings your resume to the top of a recruiter’s search.
5) Dallas is a huge hub for recruiters. A lot of companies use recruiters to fill their advanced positions, so reach out to all recruiting companies that specialize in your industry. BravoTECH for IT, etc.

By: Greg Denman – IT Recruiter at BravoTECH

Leave a Comment » | Advice, IT, Jobs, Recruiting, Tech, Tips, Uncategorized | Tagged: advice, bravotech, greg denman, how to find a job, it, job, kansas state, tech, tips, tips to find a job | Permalink
Posted by Sondra Heffernan, Marketing

Management Bullies…Do You Know One?

January 30, 2012

The other day I was following up with one of our new hires in Business Development to see how she was adapting to the BravoTECH culture. She answered my inquiry with a surprising comment. She said, “I have been here a month and no one has screamed at me yet!”

I let her know that she should never be yelled at by anyone at our office. Mistakes can happen and people can get upset, but yelling is not an acceptable response. Our new employee then shared that being yelled at or berated, was a daily occurrence at her former job. I was shocked. That really happens? Why do people put up with it?

I thought that management by intimidation was a thing of the past, but apparently it still exists in a few places. I find it sad to know that there are workers out there facing the daily stress of an uncontrolled, unprofessional work environment. And after discussing this problem with a few friends, I found that management bullies exist in larger numbers than I thought.

If you are a yeller or catch yourself yelling at your staff, you need to stop. Anger does not motivate employees, it just makes you a bad manager. Sooner or later your career will suffer. Get some help from a psychologist or find another, less stressful position.

If you work for a boss who thinks it is acceptable to yell, make threats or intimidate, find a new place to work as soon as possible. Life is too short to work for a jerk, and by enduring a bully at work, you are passively supporting an unhealthy workplace.

Fortunately, the improving economy will offer a greater number of options for people caught in an unpleasant work environment. If you’re one of them, I hope you will make 2012 a year of positive changes.

By: Andrew Jackson, President

Leave a Comment » | Advice, IT, Jobs, Staffing, Tips | Tagged: andrew jackson, boss, bravotech, bully, management, management bullies, tech, technology | Permalink
Posted by Sondra Heffernan, Marketing

Final Question to the Interviewer

January 9, 2012

One of the best interview tips I have heard was about how to frame your final question to the interviewer. You want to make sure there are no “hidden objections” in the interviewer’s mind. To smoke them out, a summary question like this works. “Is there any reason that I am not the right (best, most qualified etc.) candidate for the position we have discussed?”

This will hopefully surface any hidden questions or doubts the interviewer may have had but was unwilling to mention. This question will unmask those hidden concerns. Now you have the opportunity to confront them directly, before they fester.

By: Andrew Jackson, President

Leave a Comment » | Advice, IT, Jobs, Staffing, Tips | Tagged: advice, andrew jackson, bravotech, interview, interviewer, it, questions, tech, technology, tips | Permalink
Posted by Sondra Heffernan, Marketing

Lying on Resumes

December 12, 2011

Post written by Valerie Freeman, CEO of BravoTECH

Last week a reporter from the CW33 channel did a story about “lying on resumes”. She interviewed a dentist who fired about 30 people who had good resumes but could not do the work. Then she interviewed me about the prevalence of resume fraud and fudge and what employers can do about it. So here’s my take on the issue:

I’ve heard statistics that throw out 40% as the percent of resumes that contain fabrications or exaggerations. In my experience, I’d say that figure is probably true. It’s more difficult these days to lie about degrees, certifications, felonies and misdemeanors, credit history, driving record, salary, etc. because those items are more easily checked through background screens and other supporting documents. What is more difficult is employment history, real reasons for leaving a job and skills/knowledge proficiencies. A job hopper may choose to leave out some of their very short-term jobs; a bilingual person may not have enough proficiency in speaking a particular language, a social media expert may not be an expert at all.

Job seekers are getting wise to applicant screening systems which are looking for key words to screen out the mass of resumes submitted. So job seekers are responding by trying to fit as many key words and phrases into their resumes to fit these very tight job descriptions that companies are now writing. In the past few years, job seekers who are desperate for interviews, will wordsmith their resumes to try to fit into whatever job description possible. They may have some of the skills and background required, but not all; therefore, they fudge on their resume to make it look like they have the whole package.

Companies should always perform due diligence on prospective employees – background screen for credentials and criminal activity, driving record, credit history. If salary history is important, ask for a W-2. Drug tests are increasingly becoming part of the hiring process. Testing is the best means for discovering whether one can actually perform a job – and this includes having experts or people doing the job screen for proficiencies. If a company has only one Network Administrator and no one else in the company has that skill, then find an expert and pay them to screen the candidate. At BravoTECH, we have a whole list of language proficiency experts that we use to vet candidates. Check references and make your candidate give you the names and phone numbers of previous bosses so that they can be called. The internet can sometimes find useful information about the candidate. Your own network can provide useful connections to people who may have worked with this candidate. It’s a smaller world out there than you can imagine.

As for job seekers, be as truthful as possible while making yourself look as good as possible. We all know that a resume is supposed to make you look your best and resume preparers seek to help you stand out; but lies are unacceptable. When discovered, it calls into question everything else in your background — trust is destroyed and can’t be replaced.

Clip from CW33 news cast.

Leave a Comment » | Advice, Jobs, Tips | Tagged: Hiring, job search, Resume | Permalink
Posted by Kelly Lemon, Marketing

NETWORKING – 10 TIPS FOR INTROVERTS

September 22, 2011

By: Valerie Freeman, CEO

1. Go to professional meetings where you are likely to know someone or where you are likely to find people in your same industry or share your same interests, i.e. college alumni meetings.

2. Go to events or meetings where the program is interesting to you – meeting people and enjoying the program is preferable.

3. Ask a friend to go with you to a meeting so you don’t have to carry the conversation.

4. As you converse with individuals, think of ways you can help them – givers get.

5. Follow up on people you meet with an invitation to LinkedIn or to coffee, lunch or a business/social event.

6. Start your own networking group by first asking friends and then adding to with their contacts.

7. Experiment with several events/meetings to see which ones might benefit you the most.

8. Be patient as it takes about 6 months for people to start recognizing you.

9. Realize that many of the people you meet are as uncomfortable as you – it’s a good conversation topic

10. Adjust your attitude – it’s not so much about being an introvert as it is about accepting the concept and practice, practice, practice.

Leave a Comment » | Advice, Jobs, Networking, Tips | Tagged: 10, advice, ceo, freeman, introverts, job, networking, social, ten, tips, valerie | Permalink
Posted by Sondra Heffernan, Marketing

BravoTECH Blog

“Me” Time

Candidates Have a Shelf Life

The Importance of Professionalism

Reference Checking

Helpful Tips to Find a Job

Management Bullies…Do You Know One?

Final Question to the Interviewer

Lying on Resumes

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