Imagine you are working for a multinational company which receives hundreds or even thousands of job applications for various jobs on a daily basis. How would you differentiate the star achievers from the poor performers right from the beginning? Screening candidates can be a lengthy process, there are two methods that a company can choose from.

Imagine … you applied for a job ten days ago. You know that you invested a lot of time to write a tailor-made cover letter, you customised your CV for a certain position and two weeks went by and nothing happened. You wonder whether you will ever get a phone call, a letter in the mailbox or an email from the company’s HR department. Does this sound familiar? How would you feel as a candidate?

When people create their CVs they usually list a series of tasks that they performed in their jobs. Smart jobseekers also know about the power of including their main achievements in their CV. Would it not be great if there would be also a section in which candidates would actually share the lessons that they learned at various stages in their career? In this blog post I would like to share my personal lessons I learnt as a Recruiter some years ago.

There are many jobs that require a candidate to be able to work under pressure and who is able to cope with different levels of stress. Some people will be able to cope well while others might be struggling a lot. I’m thinking of jobs which require to finish certain tasks within certain deadlines with a certain outcome, such as: journalists, recruitment consultants, translators, builders, architects, software developers etc.

There are many people out there who call themselves “Social Media Experts” and the names you come across for this relatively new job title can vary. You might come across names such as: Digital Marketing Manager, Social Media Manager, Content Producer, Digital Content Manager, Social Media Strategist, Content Marketer, SEO Manager etc.

“Attention to detail” is a crucial requirement for many jobs, such as: accountants, software developers, translators, surgeons, lawyers, newspaper editors and many more. Each of these professions might require job-specific technical tests in order to assess a candidate’s competency. However, there are still some additional general sample questions you might want to ask as a recruiter in order to get a better idea about the candidate’s focus on details.

If I would be a Recruitment Consultant this would be my personal strategy as to how I would try to gain new business. Cold calling seems to be the approach that many companies apply but I would not just rely on that option. In today’s competitive recruitment market you need to be creative, quick and professional.

Is it really relevant to pay some attention to a candidate’s hobbies and personal interests when screening a candidate’s CV? Some Hiring Managers will say that it’s a waste of time, while others see it as an opportunity to get some more information about a candidate’s personality

I've just released a new feature for Skillmeter Testing Platform that lets you configure your tests to either serve candidates the complete set of questions or pull randomly a number of questions from a larger pool of questions

A job interview is an opportunity for both parties, HR manager and candidate, to find out whether the company and the candidate are a good fit or not. It requires therefore preparation from both sides and many things can go wrong during the interview stage. I would like to focus on the most common mistakes that recruiters are making when interviewing their future employees.