Resumes are marketing documents, just like any other marketing piece; do you believe what’s in those other marketing documents? Then how about those resumes? We pretty much take them at face value until, and if, you decide to invite them to an interview.

Oh sure, you have to read all those resumes in order to determine who to follow up with, but if it were possible to interview every interested candidate, wouldn’t that be better? If you just had the time to do all those interviews; of course you don’t have enough hours in the day to do that, but technology does, economically and effectively.

Why do we advertise for each job and hope that the candidates will respond with the “right” content in their resumes? Not to imply that this is always the case, but if we provided all the detail in the posting, then the respondents would all claim to have all that experience and knowledge, right? So we make them guess at what we are really looking for and include that info in their resumes. So we frustrate our applicants and make them guess at what we’re looking for, what to leave in and what to take out of their resumes. And thus we begin the candidate vetting process on guesses, inflations, deductions, and omissions. That’s been a hell of a way to hire people!

Ok, now it’s your turn to dream a little – wouldn’t it be great if you could just interview every interested person to get the information you need to make a hiring decision? There’s little doubt that you’d discover more good candidates and truly hire the best available. That would make your employer brand shine too, to be able to offer an immediate interview to every interested person, with or without a resume. I know, it would be great! But who has the time to do all those interviews, right?

It can’t be denied that a thorough interview is much better than a resume submittal (beats a simple resume submittal every time). Plus, during an interview you get to inject information, stories, and other information about the company and the job to help “sell” the opportunity and motivate the best applicants.

In this age of economic change, none of us is looking forward to meeting a number of people in face-to-face interviews. You could use video interviewing solutions, but then who has the time to watch all those movies? What a person looks like and behaves in front of a camera is often neither relevant nor reliable. After all, trying to act natural in front of a camera is the most unnatural thing to try to do. Would you be comfortable making judgements about a person based on the way they looked or behaved in front of a camera? What does that have to do with being able to succeed in the job you’re trying to fill?

There is a better solution to this dilemma – HRMC Acclaim ^sm, Intelligent Talent Acquisition Process Automation.

Want proof? What would you do if you got 1400 applicants within a half hour of posting a job? By using our Acclaim solution, this company automatically interviews every one of those 1400 applicants immediately, and schedules the 4 or 5 best prospects for an onsite final interview while at the same time giving closure to all others; all completed by the close of the first hour! And if you don’t really know what questions to ask, we can help you with that too.

Using HRMC Acclaim ^sm will help you:

1. Improve the speed, accuracy, and repeatability of the recruiting process from start to finish, especially for remote store locations
2. Automate the initial interview, evaluation, assessment, and testing of every person that applies, not just a few good resume writers
3. Significantly reduce time to fill
4. Give every candidate the experience they only dream of with a job-specific interview 24/7, instant feedback, communication, and results
5. Attract better applicants with lure of immediate interview, no resume required
6. All decisions fully customizable and performed immediately by AI

HRMC Acclaim ^sm works well, really well. Using various technology, HRMC has been doing this for 28 years, automatically interviewing and processing many millions of candidates for all kinds of positions at all levels of an organization. We’re here to help you too.

To explore this further just send an email to ron.selewach@hrmc.com or give me a call at 800-749-4960 x25

Ron Selewach
CEO/Founder

Why Do Companies Mass Hire?

Many businesses can retain their employees easily and have the same workers for years. However, some businesses naturally have a high turnover rate. Whether it’s due to an expansion of business, stressful work environment, boredom, a low wage, or the very nature of the work itself, some companies must constantly replace high numbers of employees.

Companies with high turnover rates must have access to the most efficient solution to help with their mass hiring process. In the past, businesses relied on several members of a recruitment team to search through resumes and weed through candidates, but this often meant varied results between one hiring manager and another.

Automated recruitment systems, such as those that use artificial intelligence and/or IVR technology, not only reduce the number of HR employees required to monitor and run the software, they create parallel and consistent results across the board, so each new hire is as near-perfect fit as the labor market provides.

Challenges in High Volume Hiring

Mass hiring comes with its own set of challenges that each company must face and overcome. Speed is a major issue, because sorting through hundreds of applications takes patience and time. Hiring managers often begin to grow blind to the content they are reviewing and may try to cut corners to speed up the process, but this only results in missing out on good hires, or worse, hiring bad candidates.

That brings us to the problem of hiring quality candidates. When mass hiring, recruiters are faced with what seems like a never-ending supply of applicants. Reviewing all of the information attached to each application — education, work history, skills, and so on — can become a tedious task. Hiring managers can easily lose focus and, unfortunately, become biased. They tend to fixate on sheer quantity and overlook quality, an action which could increase turnover.

A major issue that comes with hiring the wrong person is the cost – both the financial cost and the time it involves. When you hire poorly-matched applicants, you spend time and money trying to make the situation work. Then there are the financial and time-consuming costs of replacing that individual with someone capable of filling the role.

Mass hiring can be a frustrating process for everyone involved. Candidates may feel that they are just a number among many resumes being fed through a machine. Hiring managers may feel overwhelmed, understaffed, and improperly prepared to handle the job assigned to them. Using an automated system speeds everything up and, when done right, makes the whole process painless for both employer and candidates. If some form of automation is used, hundreds of interviews can be conducted at the same time – without interruption and in a single candidate engagement.

Benefits of Using Automation for High Volume Hiring

Using fully functional AI software for mass hiring eases the process for both candidates and hiring managers. Choose a system that offers at least the following benefits for your business:

1. 1. 1. Candidates are automatically screened.
         Technology can take over the entire screening process, removing it from the recruiters’ hands. Not only does this improve the speed of the recruitment process, but it also improves the consistency of candidates chosen.
      2. Personality, culture, and values are all identified.
         It’s difficult to ascertain a candidate’s personality by reading a resume, but top recruitment software uses direct questioning and metrics to uncover not only knowledge, experience, and skill, but also personality, cultural fit, and values of each candidate.
      3. The screening process is fast and effective.
         SaaS (software as a service) that provides an automated ranking system finds the right candidates quickly, saving you and your hiring team time and money. And since it’s automated, it should also be unbiased (if done correctly), allowing your HR staff the ability to make the right hiring decisions the first time. Reports and analytics generated by the system can monitor in real time conformance to various hiring standards and goals.
      4. Expertise is verified.
         Top AI recruiting software can test candidates through job samples and mini-simulations. When candidates are required to perform critical, job-related tasks and behavioral situations, it becomes easier to make a hiring decision.
      5. The software is flexible and scalable.
         The best software can be flexible enough to integrate with tools your hiring team is already using while scalable enough to meet your hiring needs, whether you’re looking to interview ten candidates or 10,000 candidates.

      When your company is involved in mass-hiring practices, whether it’s because of a sudden increase in your employee needs or due to turnover problems, you’ll want to look into a hiring platform that is automated. Choose recruiting software that features the above benefits and you’ll find that mass hiring is not as difficult as it used to be.

      To learn more about HRMC Acclaim, and how your organization can benefit from a more robust talent acquisition process, schedule your free demo today to learn more.

      Ron Selewach
      CEO/Founder

• Why Aren’t People Going Back to Their Jobs
• The Great American Labor Shortage
• Millions of Jobs and a Shortage of Applicants. Welcome to the New Economy

All signs point to a dearth of qualified workers. But is that really the case?

Are Automated Recruitment Systems to Blame?

Let’s take a look at the typical process for talent acquisition:

1. Recruitment planning
2. Strategy development
3. Searching
4. Screening
5. Evaluation and control

Step three is where a lot of the hidden workers get stuck, thanks in part to automation filters in applicant tracking systems.

Consider the following scenario touched on in the Harvard report: a hospital is in dire need of registered nurses, so they post a job ad on one of the widely used recruitment systems (Indeed, Monster, and Glassdoor being popular ones). One minor (and easily trainable) element of the role is the inputting of patient data into a computer. The recruitment system, picking up on this component of the role as listed in the job ad or job description, begins filtering out applicants who don’t have ‘computer programming’ listed on their resume anywhere. In effect, disqualifying dozens (maybe even hundreds) of highly qualified registered nurses, while letting through those who may not have the necessary nursing experience needed for the role, but who may be skilled in computer programming. And then, being dissatisfied with these remaining candidates and their lack of relevant expertise, the hospital chalks it up to a labor shortage.

Another unnecessary roadblock that these systems present is arbitrarily eliminating someone with a gap on their resume, despite the many varied and valid reasons as to why such a gap might exist (e.g., a complicated pregnancy, child or parent caregiver responsibilities, a medical condition, an unavoidable layoff). By removing someone from the candidate pool simply due to a (potentially perfectly reasonable and warranted) gap on their resume, organizations can be missing out on star employees.

The global Harvard study surveyed over 2,250 executives from the United States, the United Kingdom, and Germany, and 88% reported that qualified high-skill candidates are being vetted out of their recruitment processes due to mismatched criteria.

What is the Better Approach to Recruitment?

There is a better way to work through that all-so-important third step in the talent acquisition process. Here are three facts to keep top of mind recruitment-wise.

#1 – Resumes are Marketing Documents

The concept of the resume is somewhat flawed. Resumes are designed to be a marketing piece for the candidate, where they can simply parrot back to the hiring manager what they think they want to hear. Resumes can be easily tailored based on the listed requirements of the role. Like with any marketing document, resumes can be embellished, they can be disingenuous, they can be feeding the reader what they want to read as opposed to what the actual reality is. What is required, instead, is a process that is candidate-centric as opposed to resume-centric. That’s where HRMC Acclaim, and its flexible and sophisticated candidate analysis process, comes in.

#2 – Consider that Someone with a Non-Linear Career Path Just May Be the Best Fit

Most automated recruitment systems look backwards. They rely solely on unsubstantiated assertions documented in a resume, as opposed to considering more pertinent elements, like cultural fit, attitude, aptitude, and core competencies. The candidate who has taken the less traditional road traveled may just be a game changer for your organization. Unfortunately, typical processes don’t do a good job of screening this kind of candidate in, instead of out.

#3 – Direct Questioning is the Best Way to Gauge Role and Organizational Alignment

HRMC Acclaim is an intelligent hiring process, one that starts with defining benchmarks for your organization as well as for the role you are looking to fill. By leveraging artificial intelligence (AI), HRMC Acclaim is able to look beyond the padded resume to curate a selection of high-quality talent who would have potentially slipped through the cracks in your traditional recruitment system setting. Direct job and company specific questioning of candidates, job samples, mini-simulations… these are just a few of the tools in the HRMC Acclaim toolkit. The insights gained from having candidates respond to potential on-the-job behavioral scenarios are far more valuable than what they have opted to self-report in their resume.

So, what does the Harvard Business School recommend as far as finding these hidden workers? The adoption of a more customized approach to hiring. HRMC Acclaim can deliver this customized approach. Over 64 million candidates have been processed with HRMC Acclaim. To learn more about HRMC Acclaim, and how your organization can benefit from a more robust talent acquisition process, schedule your free demo today.

Ron Selewach
CEO/Founder

Prospective job candidates, serious about an opportunity, put a lot of care and attention into applying for their desired roles. They pore over their resumes to ensure they are properly reflecting their experience and best relating it to the role at hand. They carefully craft a cover letter that explains what drew them to the role. They research the companies they are applying for to ensure a good cultural fit. They line up their references. They do mock interviews and may even spring for a new interview outfit. So, it’s disappointing when, after all of that effort and anticipation, they end up being ghosted by a prospective employer.

Why Do Employers Ghost Prospective Candidates?

There are several reasons why a potential employer might ghost a candidate after an interview.

The position is no longer available

The position may be no longer available. This could be as a result of budget cuts, or some organizational restructuring, or even by filling the position with someone internally.

They didn’t feel the candidate was right for the role

Perhaps the candidate did not interview well. Perhaps they missed a key instruction or deliverable during the application process that flags to the employer that they don’t pay attention to details. Or perhaps they received a less-than-glowing reference. Whatever the reason, if a hiring manager has decided not to proceed with an offer, they may simply choose to stay silent on the matter rather than be the bearer of bad news.

The employer is disorganized

Sometimes companies have the best intentions of getting back to all candidates, but the ball gets dropped as far as who is delivering the actual notification. Is it the hiring manager? Is it the interviewer? Is it human resources? Or things could have gotten busy, and the notification kept getting pushed further and further down the to-do list.

Sometimes it is the Candidate that Does the Ghosting

On the other hand, candidates have been known to engage in ghosting themselves. Pulling a no-show for an interview without notification or going silent upon receipt of a letter of offer. There have even been reported instances of candidates accepting a job and then not showing up for the first day. Suffice to say, this goes over about as well with potential employers as it does in the dating world.

The Ghosting Alternative

Ghosting candidates really should be avoided at all costs. Ghosting does reputational damage, and during times of rapid growth or labor shortages, companies who ghosted may end up regretting that move.

Fortunately, HRMC provides a perfect alternative to ghosting. The Acclaim process minimizes ghosting in several ways:

● First, it completes all it needs to know in a single candidate engagement up to the final interview. Stops and restarts for the candidate to abandon the process between steps;

● Second, the automated interview presents company information to the candidate in line with the nature of the questioning at that point. It creates a more lifelike interview experience and provides company information at the point of greatest impact, thus encouraging candidates to continue with the process;

● Third, Acclaim appeals to resume-less passive candidates who are truly interested in the company and the process, rather than just firing off resumes to every possible opening like active job seekers often do. And afterward deciding whether they really want to pursue the opportunity;

● Fourth, Acclaim provides disposition to all candidates for each job they applied to, so no one is left wondering;

● Fifth, Acclaim automatically stays in touch with all candidates, keeping them advised of other opportunities as they arise, company happenings, and anything that might impact their status.

Don’t let ghosting haunt your organization. Sign up for your free Acclaim demo today and make ghosting a thing of the past.

Companies have realized the importance of adopting better practices that keep the candidate experience in mind. However, some organizations have noticed that applicants will “bail out” or drop out of the hiring process (Ghosting), never actually reaching the final steps of applying. There are a few things that hiring managers can do to keep candidates engaged throughout the hiring process to prevent them from bailing out.

• • 1.

  Be transparent about the process.

  Communicate with applicants to let them understand your company’s distinct hiring process. Be specific about what will be expected of them during the online application process. Will they need a resume? Will they have to perform sample exercises to test job performance? Will they need to fill out an application? If candidates have a clear understanding of the entire process and know what to expect when starting an application, they are much more likely to proceed through to completion.
• • 2.

  Be available.

  Offer candidates an email address, phone number, or similar method of reaching out with questions or comments. Allowing candidates direct contact with the recruiter or hiring manager alleviates concerns and means that they can have a way to reach out if they have not heard back within a particular time frame, which you have set up.
• • 3.

  Maintain regular communication.

  Never leave candidates in the dark regarding where they stand in the hiring process. Contact them to let them know what to expect for the next steps. A candidate is offering you their time, talent, and interest in your company. It’s important to keep them engaged while you review all potential candidates. The right AI system can help you maintain consistent communication with all individuals who’ve applied.
• • 4.

  Make it possible to apply on a mobile device.

  Many applicants come to your job postings while on their smartphone or other mobile device, which means that they may not have access to their resume. But do you really need a resume? If you’d like to see one, you can go through the initial application process and request a resume at a later stage. A professional resume contains important information about a candidate, but it’s possible to retrieve that information without it. Many candidates, such as passive talent, do not have an updated resume anyway.
• • 5.

  Put candidates in control of the process.

  Conventional talent acquisition processes have many delays, stops and restarts, and repetitive busy work for both the candidates and the hiring manager. Candidates are often required to submit a resume that is specific to the role, but then are asked to fill out an online application which asks the same questions that the resume answers: job history, skills, experience, and so forth. Hiring managers work with a system where 20% of the total activity (the follow-up final interview selection and making the offer) yields 80% of the value. Allowing candidates to interview via online automation not only puts the process in control of the candidate, it relieves the hiring manager and recruiters of repetitive work. Equally important, don’t put candidates through unnecessary activity. The deeper into your process you take a candidate, the more the candidate anticipates a positive outcome, and when that disposition is negative, you have a very upset applicant, and possibly upset customer. Set up your process so that the process ends as soon as a negative conclusion is apparent, and communicate a “soft landing” at that point. Don’t take the candidate through the rest of your process when it is apparent that they won’t be hired; save time for the candidate and yourself.
• • 6.

  Providing information while requesting information.

  Companies understandably are focused on getting the information from candidates that they need to make judgements about the suitability of the applicants to the position and environment. But candidates also crave information about the job, compensation, the culture, the hiring manager, and so on. By offering this information as the process continues, companies can not only answer their questions and sustain their interest, but can actually help “sell” the opportunity to the applicant to help insure acceptance of any forthcoming offer.

Reducing bail outs and ghosting, or applicants who drop out of the application process, can help you reach top talent that you might otherwise lose out on. Taking the proper steps and using the right AI talent acquisition software can help you maintain applicants throughout the entire hiring process.

To explore an assortment of options available to you, just send an email to ron.selewach@hrmc.com or better yet a 5 minute phone call to 800-749-4960 x25

Ron Selewach
CEO/Founder

Our current national economic state has put a bonanza of talent on the market that would not otherwise be looking for a job. Talented, stable workers with very good skills. And yet we sometimes still have difficulty finding a good applicant for some jobs. We can’t put all the blame on our educational institutions not training workers for today’s requirements. When you step back and take an open- minded view of the process of attracting and vetting candidates, another major, major hurdle becomes evident – the process offers more discouragement than encouragement to potential applicants. Anybody (I don’t care who they are – actively seeking, passive, or not in the market at all) would like to be considered for a great career move if you make it easy to do so. As if the thought of having to take a lifetime of experience and reduce it down to 2 pages while wondering what to keep in and what to take out, guessing at the right key words to include, weren’t discouraging enough, compound that process with the belief that this will just be an exercise in futility as the resume will go into a black hole never to be heard from again. And we wonder why people don’t apply for our openings!!!! The hot recruiting technique of the day, social networking, is all about building relationships, right? So after working on building these relationships, what’s the culmination of the relationship – “Ah, dude, ya gotta send me a resume first before we can continue. Oh, you don’t have a current resume…Well do you know anyone like you that does?” How’s that relationship thing working out for you now?

All these tools, techniques, and technology will not significantly impact the recruiting process. If you want significant improvement, you must change the basic process – stop forcing candidates to jump through hoops, go through the agonizing exercise of creating or updating a resume, and instead whisk all of them through a good interview experience first (not last). Stop recruiting resumes and start recruiting people. Back to our original premise – “If you make it easy for people to be considered, every person for whom the opening would be a good career move would throw their hat in the ring.” Offer them an immediate interview rather than a cold, flat resume request first – a world-class candidate experience – and watch your applicant flow, relationship building, and your employment brand soar. You can always get a resume later in the process once you’ve established a relationship and potential fit. OK, so you don’t have the staff to interview everyone, there’s technology now that will do that for you. Really! It’s our HRMC Acclaim sm software-as-a-service platform. Everyone appreciates good technology for its accuracy, convenience, cost- and time-savings; we invented Acclaim in 1993 and have been refining it ever since. So we’ve encountered and solved all the intricacies and flexibility needed to meet any situation, any challenge. Check us out here.

To explore this further just send an email to ron.selewach@hrmc.com or give me a call at 800-749-4960 x25

Ron Selewach
CEO/Founder

Every attempt that I’ve seen to calculate the cost of recruiting never treats in-house processing with enough detail to capture all the costs involved. Most provide only a single line to notate applicant processing costs. We went ahead and put together a cost calculator that has more detail. Seen by this example.

We made it interactive here if you’d like to compute your own costs. It’s the same as shown here, but interactive. Whatever numbers are there are the ones left by the last employer to use the calculator; we do not ask for your name or contact info, just feel free to use it.

And I can guarantee that automated processing will cost far less than manual processing. As a minimum, you can expect a 60% – 70% reduction in costs.

So, by automating much of your candidate processing, you will not only enjoy the advantages outlined in my last email, such as much more time for higher value-add activities, enhanced applicant flow, less repetitive activities for you, and a more impressive candidate experience, but you’ll also save time and money, and create a candidate experience that is world-class, and starts the process with what’s most important – the first interview.

https://www.hrmc.com/cost-calculator

To explore this further just send an email to ron.selewach@hrmc.com or give me a call at 800-749-4960 x25

Ron Selewach
CEO/Founder

It’s a lot of work, and it’s not really appreciated or valued by the organization. As a professional, all that repetitive work is no longer challenging; you’ve mastered the process and could contribute so much more value if you no longer had to perform those redundant, time-consuming tasks. Think of the analytics and continuous improvement that can be made when every answer to every interview question is automatically documented and evaluated.

Known as the Pareto Principle, studies find that as professionals, we get to perform at our skill level only 20% of the time; the other 80% is spent on repetitive tasks below our skill level. For an example, look at your own daily routine.

By automating all or part of the 80% repetitive activities for recruiting, you and your staff can spend that time accomplishing more of the work at your skill level, the work that generates greater career and financial rewards.

Shedding the redundant, repetitive work is easy. This animated gif illustration shows how you can outsource all or part of that redundant work, save money, and free up your time, yet retain the more important final interview/job offer activity (that’s the 80% reward/20% of the effort).

We refer to this as “Mr. Toad’s Wild Ride” (with apologies to Mr. Disney). With our HRMC Acclaim platform, everything leading up to the final interview can be automated into a single candidate engagement, saving a tremendous amount of manual labor, and compressing the candidate experience into one single engagement from start to finish.

To explore this further just send an email to ron.selewach@hrmc.com or give me a call at 800-749-4960 x25

Ron Selewach
CEO/Founder

Michael Jordan is one of the greatest basketball players of all time. He played 15 seasons in the NBA and won six championships with the Chicago Bulls. He helped bring national attention to the NBA and increase its popularity worldwide, becoming a global cultural icon in the process.

Who would let Michael Jordan pass by if given the opportunity to have him on their basketball team? Apparently, the Laney High School Varsity Basketball Team did just that. During Jordan’s sophomore year, the coaches claimed he wasn’t tall enough or good enough to play on the varsity team, leaving him to be the Junior Varsity’s star player for the entire season. He grew four inches by the time tryouts came around the following year, and the team couldn’t overlook him anymore. He became a McDonald’s All-American his senior year and won the national title at the University of North Carolina a few years later before becoming the star NBA player who is a household name.

It took playing on the JV team and four inches of growth for the coaches to see his passion, motivation, and skill.

Now imagine that your child was nominated to join a volunteer baseball team to raise money for charity. Kids from throughout the school were chosen for their athleticism and commitment. And your child would fit in nicely with any team. But a few days later you find out that your child was not selected.

You are perplexed. Why wasn’t she chosen? Did they know that she was the all-time champion in the 50-yard dash? She could have run those bases like a cheetah. Did they know that she was an excellent tennis player? Her coach, who had nominated her for the team, said that her hand-eye coordination was above others her age. He was certain that your child would quickly master slamming those balls to be the next homerun star. Not to mention that your child carries a 4.0 GPA while competing in sports and babysitting for a family of six. Clearly, she’s already a team player.

Why was your child not selected for the team? Looking at the application gives clues.

   Question: “How many years have you played baseball”?

   Answer: “None”

   Question: “Why do you think you would be a good team member”?

   Answer: “I like helping people, and I thought it would be fun”

Ideal employees are missed because they were not asked more intuitive questions during the talent acquisition process. Some of the brightest diamonds are the ones that present as unpolished gemstones.

HRMC Acclaim can help you find these unpolished gems and turn them into the diamonds that they are destined to be. Our intuitive applicant questioning, and automated recruitment process enables you to ask the right questions and uncover the right candidates for YOUR company.

Acclaim offers candidate-centric solutions at the front end of the recruitment process. The AI-based system helps to identify mutual interests and alignments between the candidate and your organization, finding the best candidates quickly. Then Acclaim moves forward with the initial interview, rather than referring to the stiff and formal resume as most recruiting software does. In fact, you don’t even need to require a resume in your process but are welcome to include that step if you so choose.

Instead of relying on resume self-reported capabilities, Acclaim verifies expertise through job samples and mini simulations. Candidates are asked to perform tasks and answer behavioral questions related to the job for which they’re applying. Plus, candidates are checked for culture and fit, with your company’s values being placed at the forefront.

Acclaim uses intelligent ranking to sort candidates using interests, alignments, and Job-/Company-specific direct automated questioning, rather than (or in addition to) a resume. This enables recruiters to quickly and easily create a shortlist of the best candidates far beyond the content of a resume alone and move forward with the recruitment process. Relying solely on a resume or using other recruiting software brands may lead you down the wrong path, making callbacks on candidates who aren’t the Michael Jordan’s’. Sure, you’ll get a new hire, but will you overlook a star player you could have hired?

With Acclaim, you’ll be sure to find the diamond you’re seeking, and do so quickly and with surprising efficiency.

To explore this further just send an email to ron.selewach@hrmc.com or give me a call at 800-749-4960 x25

Ron Selewach
CEO/Founder