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.

When was the last time you noticed a really impressive job ad? I mean a really memorable one? Most of the job ads look just ordinary, dull and with no eye-catching WOW factor. In order to get noticed instantly a company needs to apply different strategies.

Hiring practices have changed dramatically in the last few years. Technology changed the rules and jobseekers need to be aware of that. If a company expects high quality candidates they need to make sure that they also portray their own company in a professional manner. A pre-employment test is one strategy that a company can use in order to brand themselves as a great, future-oriented company.

Hiring the wrong person can become a costly and time-wasting issue for an organisation. Many companies consider therefore pre-employment testing tools which will allow them to screen and select the most suitable, qualified and reliable candidates and screen out those that don’t seem to fit for whatever reason.

I am excited to announce the launch of a new feature of Skillmeter that allows recruiters to create programming/code tests to measure the “practical” skills of your candidates. Programming tests support a wide variety of languages like C#, C++, Java, Perl, PHP, Python, Ruby, VB.NET.