As Seen On:
Grammy® Award-Winning Musician and Tech CEO Reveals How to Screen up to
45 Candidates per Day and
Make Excellent Hires in a
Fraction of the Time.
Connect With Rock Star Candidates and
Get Through the Screening Process Fast With
Our Self-Service Video-Interviewing and
Screening Platform for Networking Recruiters! Only Available at
"I can't think of a better marketing tool in the Human Resources realm. It's not cheap, but it works. As this method of promotion takes hold in the marketplace, the question won't be whether you can afford to do it, but whether you can afford not to."
- Ron Garant, Owner/Publisher MI Media
To Hire Isn’t Getting Any Easier Is It?
You’ve probably used key words
as a basis for selecting candidates…
…or waded through hundreds of
resumes and cover letters
looking for candidates who
might be a “great fit”…
…or tried to build your candidate database
by phone screening and interviewing
…all with frustrating results!
But There’s Good News!
We Both Know Things Didn’t Start Out This Way…
Before I ever achieved any success at all,
there were a lot of roadblocks.
They were the same obstacles
that made me feel like quitting
when I was a candidate:
No Callbacks Or Interviews
Companies didn’t even have the courtesy to let me know if I was being considered or if I should move on.
I didn’t know most interviewers (85-90%) were not formally trained on how to conduct proper interviews. When I was lucky enough to get an interview, they asked a bunch of irrelevant questions that didn’t highlight my talent.
Some recruiters lead me to believe that I had a great chance of getting the job and then abruptly stopped communicating.
Of course, you know exactly
what I’m talking about, right?
have a bad reputation because
and act like
You’ve got a thick skin
who use every trick
in the book
to get past the
applicant tracking system.
If up to 75% of my candidate pool was
unqualified, I’d be a bit short-tempered too!
You’ve seen resumes
formatted in a zillion different styles but
learned the hard way they were likely
written by professional writers and
NOT the candidates…
You’re posting your
jobs and getting inundated with
To make things worse,
you’re Googling and sifting through a
bunch of irrelevant social media posts
just to piece together some idea of what
you’d really be getting in a candidate…
All of which results in
no increase in
Rock Star Candidates!
It looks like the best candidates are frustrated
because screening isn’t getting any better,
even though you’re working harder than ever.
The term “Black Hole” comes to mind.
Well, right or wrong
I blamed you for that too…
I could only try to get your attention
for so long before
I felt like giving up.
The results speak for themselves:
As soon as I started doing this,
everything instantly got easier:
I Started Getting Callbacks
The phone started ringing. The good recruiters were asking
excellent follow-up questions based on my content, and
inquiring about possible start dates.
The lazy recruiters were asking questions
I’d already answered and still getting my last name wrong.
(By the way, how do you screw up “Brown”?)
There Were Better Positions
Good recruiters asked about my interest in different fields
and other “unadvertised” positions.
Many were better than the job I was applying for.
Rude recruiters asked I could “hold off” on interviews with others.
Good thing I didn’t “hold-off” because they ghosted me anyway…
The Referrals Started
I started getting calls from fantastic recruiters for excellent jobs at
companies I hadn’t applied to. They’d say that I was “referred by someone” at a different company.
Some crappy recruiters had a different referral in mind:
“Would you mind putting me in touch with whoever made this for you…”
Yeah…Let that sink in…
This happened when I was laid off from my job at a bank.
I was moonlighting as a musician and decided to
see if my Profile worked in the music industry. A late-night talk show host named
was having a contest that required a video submission,
so I sent him my Profile and asked him for job instead.
He hired me 19 days later.
And told the story to
20 million viewers.
I continued in music and used my Profile to land jobs with some of the
biggest names on the planet.
To date, I’ve recorded on
quite a few successful
recordings as reported in
Top 10 Billboard Singles
#1 Billboard Singles
The Bottom Line:
Regardless of the industry,
My Profile Got Me in the Door
with BETTER recruiters and employers. My talent and hard work kept me there.
understood the value of my Profile and took
full advantage of vetting me at lightning speed.
ignored the Profile, asked questions I’d already answered, and
proved why I wouldn’t want to work with them anyway.
That’s When I Knew
I’d Created Something
After achieving this success,
I wanted to share my solution with
candidates and recruiters.
Since then, I’ve helped
countless others in many industries
never-ending crap in their job search,
and anonymously posting their complaints
on social media or blogs
to avoid retaliation from bad recruiters.
I’ve always thought complaining was useless.
So I decided to stop being a part of the problem and
FIND A SOLUTION!
I launched a company online called
with the single goal of making
the screening process better for
excellent candidates and the
looking for them.
So what exactly is Pointe Savant®?
Pointe Savant® is an excellent
screening tool for recruiters
willing to accept a candidate’s resume,
video interview and
additional video content,
at first contact.
HR expert Lou Adler
recommends candidates’ linking to
video supporting their fit for a position:
Prove you're a contender...include a link to a video or website that further validates your abilities..."
– Lou Adler, The Adler Group
Here’s How Pointe Savant® Features
Will Benefit You:
Screening Event Builder™
Our interview builders offers the ability to quickly create high-quality, job-related screening interviews that meet or exceed the best practices of many recruiters. Just follow the on-screen instructions and Screening Event Builder™ will guide you through creating creating a fantastic screening interview. With Pointe Savant® creating a relevant, structured behavioral interview (or a custom interview entirely from scratch) is easy.
Bring Your Own Interview
Tired of scheduling interviews? With Pointe Savant® every incoming connexion may occur with the first interview already done. Every Connexion Pointe® interview begins with the same 2 questions:
Tell me a little bit about yourself...
– Every Interviewer at every interview…
Tell me about your responsibilities on your current or previous job...
– Every Interviewer on the planet…
These 2 questions serve as an introduction to each candidate. They’ve literally got 4 minutes to sell you on why they’re great for the job. If you like what you see, you can view their responses to 6 more questions. If they don’t make the cut, you can enter your notes and quickly move on.
Control the Size of Your Candidate Pool
If the goal is to get better hires in a cost-effective manner, it’s more important to scare away candidates who don’t fit than to jam more candidates into the recruiting funnel.
– Peter Capelli, Harvard Business Review
You don’t have to be a Data Scientist to notice traditional screening channels were bogged down long before social distancing. One reason for this is that it’s too easy for unqualified candidates to click all day applying for jobs online. In addition to raising the bar for candidates just to be seen, Pointe Savant® has 3 powerful tools to keep frivolous and unqualified candidates at bay:
1. Purge Rejected Candidates
The Purge Rejected Candidate button identifies any candidate previously rejected by your staff, These candidates can be reviewed and reclassified at any time.
2. Accept Profile Settings
This simple setting gives you the ability of controlling the scope of acceptable interviews by job title, related fields, or if the interview was created by a candidate.
3. Limited Submissions
Pointe Savant® monitors the candidate submissions and ensures candidates are limited to one submission per job title within a 90 day period.
Fast & Easy Evaluations
In Pointe Savant® Your first interaction with candidate data is in the Candidate Evaluation Window, which houses all of the information for you and your team to view, evaluate and comment. Just click on 1 of the 4 easy to access tabs:
Tab 1: Resume
The first tab has the candidate’s contact information, photo, and a link to view their resume in PDF format. The resume opens in a new browser tab or window, where it can be saved, shared with staff, or printed. Recruiters who prefer starting with the resume can start here.
Tab 2: Video Playlists
If the resume sparks interest, the next tab conveniently displays the interview and optional video content prepared by the candidate. Staff can rate responses to interview questions by clicking one or more of the stars next to each question.
Tab 3: Notes & Comments
The third tab is where notes, comments, and a recommendation can be entered to advance, reject or save the candidate for later. Team members can not see the comments entered by other members, and a Lead Team Member can be designated.
It may be obvious why an interview is valuable, but we added three additional video playlists! Experts like Alison Doyle also recommend maintaining an inventory of accomplishments:
"Create an inventory of your accomplishments, including your educational background and work history, to keep at hand should a chance encounter become a contact."
– Allison Doyle, The Balance Careers
Pointe Profile® offers the perfect solution for creating such an inventory! First, candidates choose a few really important questions they wish recruiters like you would ask. Then they go the extra mile using their favorite presentation software to illustrate their answers in 2 minutes or less! These playlists are organized into three categories: Experience, References, and Insight. Great Recruiters reap the benefit of this valuable information:
The candidate formulates their unique answer to a question like, “Can you describe your most significant career accomplishment?” Then they use their favorite presentation software to combine photos, slides, and any other appropriate media to create a short video illustrating their response! The video is uploaded to the experience playlist to make it available to recruiters.
Candidate’s who did some excellent work for some folks on their network can present video testimonials of current or previous coworkers. The References tab where these testimonials are available to recruiters. This infinitely more potent than a faceless endorsement, email or letter.
Many people have skills, experience, or talent that perhaps wasn’t used directly for the job title they are looking for, but relates to it. Candidates can present that information to recruiters using video uploaded to the “Insights” tab.
AskMe™ is our response to slow and inefficient follow-up screening. Pointe AskMe™ is a text-based communication system built-in to all of our applications. It enables quick, easy and inexpensive follow-up communication between recruiters and candidates.
Like recruiters, great candidates despise getting ghosted. At Connexion Pointe®, letting candidates know where they stand is standard practice and creating notifications for your candidate pool is a part of creating the event. At the conclusion of your screening events, Pointe Savant® automatically delivers them to all of your candidates.
1. Candidate Advancing Message
This message is for candidates that have captured your interest and will be advancing to the next round of screening.
2. Candidate Save-For-Later Message
This message is for the candidates that aren’t advancing to the next round of interviews, but we’d like to keep them in mind for future positions.
Open Submissions Database
At Connexion Pointe, we understand recruiting cycles and candidate interest don’t always operate on the same timeline. That’s why we added an Open Submissions feature Pointe Savant®. If you receive a Pointe Profile® interview link between screening events, you can save the candidate’s data in the Open Submissions database. When you’re ready to start a new hiring again you can start sourcing candidates right here!
Connnexion Pointe® University
At Connexion Pointe, we know that a lot of folks get “promoted” into interviewing and recommending hires in addition to their primary roles. One of the best ways to adapt to evaluating candidates this new task is learning some essential fundamentals about interviewing. CXPU is a series of videos illustrating several methods for organizing your thoughts and answering interview questions in-person or on video.
You Don’t Have to Take My Word for It…
of documented proof that
my methods work.
Even though I was
just getting started as a Bassist,
my Profile device
was so strong that
ran feature stories about it:
The next time someone tells you that Mel Brown is a top bassist, believe them. They've probably seen Brown's unique enhanced-CD Profile.
Chris Jisi, Senior Editor, Bass Player Magazine - Winter 2000
Bassist Mel Brown has been causing quite a stir in the music industry lately. He has done more in the last three years than most musicians accomplish in a lifetime. while the rest of us have been sending out the typical demo discs, Mel has created what he calls his "Profile CD".
This invention is the most amazing self-promotion marketing tool of our time.
Tony Senatore, Global Bass Magazine - Spring 2000
"…Mel’s method is a perfectly timed tool for getting or staying ahead…"
Bass Player Magazine - Sep 2008
…and here are some recent
comments from real folks
The software also allows both parties (candidates and hiring entities) to do their prep work upfront before the interview process begins. So while it does take more planning and effort, the return on investment is so much greater to both parties as well…” On the candidate side, they are able to decide for themselves what type of interview they want to give and will get feedback only from interested parties. They don’t need to chase anyone down, wondering if they are interested or not, because they will only hear from companies that ARE interested.
My name is Kim Vehon, and I’m sharing my personal experience on putting together a profile in hopes of finding a new job. I was really grateful for the opportunity to give an employer the full package of experiencing who I am as a candidate so that they can make an educated decision about whether or not I was the right fit for the job.
My profile empowered me to be able to not just able to bring my resume to the table, but really being able to showcase my skill sets and allow them to see the many aspects of skill sets that I have. I think that’s the most powerful thing about Connexion Pointe. It is not assuring that you’re going to get a job. It ensures that you’re able to be confident in what you bring to the table and to be confident they’re able to connect with you as an individual and make an educated choice from there
If you are in a similar situation, I can tell you there are two things:
1 – I did get the job! Yes, I do feel like I give them a lot of information, but the beautiful thing was they were able to look at the things they wanted to look at and bypass everything else.
2 – Going forward, if I’m ever in the situation where I have to to look for a job or network again and allow someone to get to know me, my Pointe Profile® is a tangible resource that exists for them to connect very quickly to my work.
So I would really encourage you to give it a chance just like I did.
Connexion Pointe® is brilliant.
One of those ideas that seems obvious after hearing about it… but of course if that were the case someone else would have done it first.
I really want the company to succeed, and I think it fits in perfectly with modern technology/media.
Using the Connexion Pointe video-interview and online learning tools helped me create a “rock star” first impression online interview that is easily included with my resume to H.R. departments and recruiters. This gives me the extra advantage I need to approach any career or job application I desire with confidence that my resume will stand-out amongst the crowd.
Pointe Savant® All-Access Pass
Today and You’ll Also Get
To All of These Free Bonuses…
Connexion Pointe® ProNetwork™
What good are all of these tools if you still have to schedule phone screens after sourcing? Networking is king for finding the best candidates or getting the job you want! I created ProNetwork so that excellent recruiters and candidates can focus on connecting with the first screening interview already done, and putting some “Human” back into Human Resources!
ProNetwork takes the familiar social media functionality you already know and applies it to pure screening. Unlike other social media networks, ProNetwork is all screening, all of the time.
I really mean it! Pandering, puppies and politics are for LinkStaBook™. They’re strictly prohibited on ProNetwork™.
ProNetwork™ Is Screening at the Speed of Social and None of the Noise!
Membership for ProNetwork will be $97/mo after this offer closes!
3 to Get Ready...
The Definitive Guide to Standing out in the Video Age & Interviewing is a Skill Masterclasses
Don't know where to start with interviews or uncomfortable with video? We've got you covered!
Learn the 3 types of videos you should be using to support your resume and how to create them for FREE! My masterclass is packed with examples, step-by-step guides, and advice to get you started fast!
If you've ever used the term "video resume", please go sit in the corner and take a 10-minute time out!
Master the art of interviewing with my Interviewing is a Skill bonus workshop!
These comprehensive courses are an excellent place to start if you don't have the money laying around for a professional career coach!
Training provided by Career Equity LLC
Pointe Profile® Resume Builder
This is a good thing because at Connexion Pointe® we understand that an excellent, well-formatted cover letter and chronological resume are “must-haves”. Use our template to create a beautiful PDF resume and cover letter. It’s the same awesome template you’ve seen on national TV!
Other templates can cost $25 per month for continuous access. Ours is free to you with unlimited use! Why? Because you never know when you’ll take your turn in the role of candidate!