My best performing articles get over 50 comments and over 100 retweets in less than two weeks so I use that as part of my judging process
New York NY (PRWEB) August 22, 2012
Janis Spindel, Serious Matchmaking, Inc., lets all interested interns fight it out for three top spots by using third party platforms as a rating system.
“I have so many interns applying for non-paying and paying jobs since matchmaking shows have flooded television that I now set up a game-like qualification requirement," says Janis as she laughs at the thought of how many young girls want to become matchmakers.
Spindel reads all resumes, cover letters and replies to everyone within two days. She then selects the ones with outstanding cover letters, as those are the possible new hires that make an effort to distinguish themselves. "I want winners that will do what others are not willing to do.”
Once she narrows down the field, she requests they submit a 600-word article based on a rubric she created. “I give them a chance to showcase their writing skills, because part of their job is to help me create unique, remarkable, and relevant content that I give them and they organize it for me.”
Once a 600-word article is composed and submitted, the Janis Spindel team reviews each submission and decides which articles get placed on Janis’ third party platforms. The test will be to see how many comments and how many retweets each article gets.
“My best performing articles get over 50 comments and over 100 retweets in less than two weeks so I use that as part of my judging process.”
Each potential intern gets one chance to see if they can live up to the standard Janis created. After a two week period, the articles that reached 50 comments and 100 retweets are reviewed and those interns are called in for the second round of interviews.
“I use a very selective screening process similar to my matchmaking business. Since there is a very large pool to choose from, I can afford to be picky. I ask the candidates to write a one-page business plan giving me their top ideas on how they would bring in business and what percent of revenue they would share with me. I try to explain that today, in this business environment, companies can afford to be very selective and many are hiring on a performance basis only.”
When a Janis Spindel spokesman was asked if they think this is a good idea, we were told, "today's young people are cut from a different mold. They move fast, they think and process information at the speed of light, they have less loyalty, they are smarter than workers 20 years ago and they don’t mind being subjected to this type of competition. They think it's part of the process so we as employers must learn their game and play by their rules if we want to make them happy.”