According to the Better Business Bureau, around 14 million individuals are victimized by employment scams each year, and those who are inexperienced with work scams are more likely to lose money to them.

Even for experienced job seekers, distinguishing between a scam and a legitimate offer can be difficult. Protect yourself throughout your search by being familiar with the warning indicators.

Review these strategies to recognize and prevent a range of internet scams aimed at obtaining your personal information and money.

1. Sounds too good to be true

As the adage goes, if anything sounds too good to be true, it generally is. Here are some red flags that the “job” is a hoax:

You did not make contact with them. They got in touch with you.

According to the BBB Scam Tracker, 80 per cent of victims stated that the fraudster started contact with them, most commonly via a job board or social media. In this case, the “employer” may frequently offer you a position straight immediately or attempt to tempt you by claiming that you have already made the first cut and that they want to interview you as a finalist for the position.

The pay is excellent—much higher than is typical for the job.

You are given the job right away.

Following a brief phone or online interview, the “interviewer” calls you to offer you the job. Scammers scour job boards seeking victims. To limit the possibility of being scammed, utilize employment sites with strict privacy standards and that only allow verified employers to access the advertisements.

2. Job Requirements and Job Description Are Vague

Scammers try to make their emails appear legitimate by include employment criteria. Typically, these qualifications are so easy that practically everyone qualifies:

You must be at least 18 years old. You must be a U.S. citizen. Internet access is required.

The job description makes no mention of years of education or experience. As a general rule, if it’s a true job, the specifications will be fairly explicit.

Typically, employment scam emails do not provide detailed job descriptions. Many job seekers claim that when they ask for a job description or a list of work responsibilities, they are ignored.

 The interviewer either dismisses the queries or replies something to the effect of, “Don’t worry, we’ll train you.”

3. Emails that are not professional

Some scam emails are well-written, but many are not. Professionals that can write properly are hired by real firms. Be wary if the email involves spelling, capitalization, punctuation, or grammatical errors. Here’s a reader-submitted example:

Human resources have just examined your resume as a result of the one you uploaded on You have now been booked for an interview with the company’s recruiting manager.

The errors in this example are as follows:

Errors in capitalization: “Human resources” should be spelt “Human Resources.”

Punctuation errors: Commas, periods, and parentheses should all be followed by a space.

Grammar errors: “Human resources have reviewed…” should be “Human Resources has reviewed…”

 4. Online Interviews Through Messaging Services

Many attempted frauds state that the interview would be conducted online using an instant messaging service. Scammers frequently offer instructions for setting up and contacting the recruiting manager, and they may request sensitive information.

If you apply for an online job and are informed that the interview will take place online by instant messaging, do some research on the firm and its representatives before agreeing to an interview. And, if you accept to be interviewed, ask comprehensive questions about the position during the interview.

Don’t give out sensitive information like your bank account, BVN, or NIN.

5. Contact information is not included in emails

If the email does not include the company’s address and phone number, it is likely a hoax. Also, be wary of interviewers who make reasons for utilizing a personal email account, such as the company’s servers being down, etc.

Some phishing emails can appear to be from legitimate businesses. According to one reader:

Google email addresses to verify their authenticity. Take care to copy and paste each address exactly into the search box. You may also insert the phrase “scam” after the email address to discover whether the firm has already been reported.

6. Search Outcomes Don’t Add It Up ​

Do your homework before committing to an interview. If it’s a legitimate firm, you should be able to find out more about it by conducting an Internet search. Finding information does not ensure that the firm is legitimate, but if you can’t locate anything, it’s probably a hoax.

ALWAYS call the REAL firm and inquire about the existence of this employee. That’s how I discovered this employee was a liar.

Sophisticated fraudsters may design up attractive websites, but appearances can be misleading.

Go to Who. Is and enter the company’s website address into the “domain names or IP addresses” box before clicking the search button. The results will show you when the website was created.

7. You’re Asked to Provide Confidential Information​

Some scammers ask for your bank account information to set up direct deposit or transfer money to your account, or ask you to open a new bank account and provide the information to them:

8. Sending Money or Using a Personal Bank Account

Some readers claim to have received payments that seem to be genuine.  

9. They Expect You to Pay for Something

Legitimate businesses do not demand payment. Be wary if you are told that you must acquire software or pay for services.

10. Your Gut Feeling Tells You It’s a Scam ​

Your greatest defence is to research the firm, although some fraudsters are quite smart. If you get a feeling that something isn’t quite right, listen to your gut instinct. Ask questions and listen carefully to the replies.

Slow down the process and avoid being coerced into making a commitment or disclosing personal information. Do additional research. If it turns out to be a scam, notify the authorities.


Finding a job is a full-time job by itself! ” A term often used by job applicants who have had a difficult encounter or from others attempting to be helpful and encouraging to a job seeker. While it might not be as comforting to someone who has been looking for work for weeks, it sounds real!

Job hunting can be time-consuming, challenging, and depressing all the same time. For others, it’s an emotional roller coaster where the peaks and downs can be a real test of character. Although it is impossible to regulate the external forces that influence the labour market.

1. Control the procedure.

Conducting an effective job search entails effectively managing all steps and tasks of the job search. You can maintain control of data by staying organized and adhering to a systematic and well-structured job-hunting strategy. It entails following all job searching strategies at the same time, such as responding to advertisements, partnering with companies, making direct contact, and networking. It entails not delegating blame for the work quest to others and not being discouraged by the inevitable failure or rejection.

2. Pay attention.

Employers are searching for employers who have a specific goal in mind and can express it clearly. People who think they can take every possible work or who can’t articulate a specific job goal are less likely to be active workers.

3. Demonstrate your motivation.

Employers want committed employees: individuals who keep track of their own lives rather than waiting to be led by others. Unmotivated people don’t care whether they do a decent job or not. You can demonstrate your motivation and enthusiasm not only through your words, but also through your previous work accomplishments, your body language during interviews, and your willingness to accept new challenges

4. Maintain Your Boldness.

The amount of time it takes you to find a new career can focus largely on how aggressively you follow all job-hunting strategies. The more involved you are and the more time you devote to a well-planned, organized activity, the shorter your search can be. Maintaining a high level of engagement would also reveal a wide variety of career openings, allowing you a wider selection of employers.

5. Pause for a moment.

Since you will not be working all day until you have a career, it is equally important to take a day or two off from your job hunt to re-energize. Spend time with family and friends, and concentrate on the good aspects of your life. Take the time to pamper yourself by walking daily and consuming a well-balanced diet. When going through a big transition, you will discover that retaining the power of your physical endurance, self-confidence, and mental vitality are all important to help you move on.

So, schedule the job and then work it!


Graduates, including employers, are often encouraged to prepare for a job interview.

An interview aims to learn as much as possible about an individual to decide whether or not they are a good fit for a position. Given that you would have already read their graduate CV, as well as their LinkedIn profile or online portfolio, determining whether or not they are a good candidate should be pretty simple.

You’re about to interview some prospective recruits, so you’re not sure what questions to pose. Of course, you’d like to make the best of it by posing strategic and pointed questions. What are some of the questions? 

Candidates can be asked a variety of strategic interview questions, including behavioural, situational, and job growth questions. Behavioural questions probe the candidate’s previous conduct, situational questions probe their new problem-solving abilities, and career growth questions probe their long-term objectives.

This article will go through some general pointers for making the best of your interviews. It will then go on to some strategic behavioural, situational, and career growth questions that you should ask your applicants to get a complete picture of how they can do at your business.

Tips for General Interviews

Pose Specific Role-Related Questions:

While this post will address some general strategic interview questions you can ask your candidates, don’t be shy to have some more detailed questions that will help you decide whether or not they are a good fit for the job they are interviewing for. 

For example, if you need someone with exceptional people skills and they are applying for a high-level HR job, you might want to ask questions about their communication, how they collaborate with others, dispute resolution, and so on.

Ask the Same Questions from Each Candidate

The best way to ensure a rational decision is to ask the same strategic interview questions to and candidate.

If you ask different questions about different people, you may not get the same facts about any of the candidates. Furthermore, certain candidates might find it simpler to answer those questions than others, so you won’t get an impartial view of all of your interviewees.  

Select Open-Ended Questions:

Closed-ended questions are less useful than open-ended questions. During the brief interview time you have allocated, you hear more about the applicants. They also provide you with a much deeper understanding of the person.

Make sure the strategic interview questions for applicants are open-ended. Instead of asking, “Have you ever made a mistake at work?”

Have you ever made an error at work?” “Tell me about a time when you made a mistake at work,” for example. What happened and how did you deal with it? 

Strategic Interview Questions Based on Behavior:

Behavioural interview questions are designed to elicit information about a candidate’s previous conduct.

They assist the interviewer in understanding the candidate’s approach to job-related situations, work style, and decision-making abilities.

You will predict how well they can treat similar scenarios in their new job by evaluating their previous encounter role

Top Strategic Behavioral Strategic Interview Questions

Tell me about a moment when you messed up at work. How did you deal with the situation?

Since everybody commits mistakes, this is a brilliant topic to ask candidates. People’s reactions to faults, on the other hand, vary from person to person.

Pay careful attention to the candidate’s response. Do they blame someone else for the error, or do they accept responsibility? Did they benefit something from their blunder? How did they make sure that didn’t happen again?

You’ll want to recruit someone who sees their failure as a learning opportunity and who puts what they’ve learned into action.

Describe a difficult situation that you’ve seen at work. How did you plan to do it:

We are also subjected to stress. Most jobs are stressful in some way, while others are highly stressful (nurses, brain surgeons, police officers, you get the idea). 

Regardless of the job your candidate is applying for, constructively handling stress is important. You want a candidate that can manage a moved-up deadline or the office being understaffed without completely deteriorating under pressure. 

If you are interviewing candidates for a high-stress job, then the way they answer this question is crucial. You want to hire someone that will be able to stick it out when the going gets tough. Pay close attention to determine if they have any concrete strategies that they use to help them get through stressful times. 

Tell me about a moment when you set a target for yourself and achieved it. How did you plan to do it?

This topic probes the candidate’s willingness to drive themselves and accomplish their goals.

The response to this question may indicate how committed and ambitious the nominee is. It will also give you an idea of their management abilities, which are essential since most priorities need a well-defined schedule.

The successful candidate will set targets for themselves and accomplish them with little oversight, which is particularly important when applying for a management position.

Situational Interview Questions

Situational questions assist you in assessing your candidate’s problem-solving abilities. You ask the applicant what they will do in a hypothetical case and observe how they react.

These types of questions force the interviewee to think on the spot, giving you an inside look at their intuition and decision-making abilities.

Top Strategic Situational Questions You Can Ask Your Candidates:

What would you do if you were almost finished with a project that you had worked hard on when suddenly the goals or priorities were changed?

The response you are looking for to this question depends on the role the candidate is interviewing for. 

For example, if this is for a lower-level position, you’ll mainly want the candidate to show that they are flexible and are willing to work hard to get the job done. 

If the candidate is interviewing for a higher-level position, you may want someone who can use their problem-solving skills to come up with a way that they can meet those priorities without redoing the entire project.

You want someone who can meet the expectations of the company while also being resourceful.

What would you do if you were assigned to work with a colleague on a project, but you two just couldn’t seem to agree on anything?

This question allows you to see your candidate’s conflict resolution skills working in real-time. 

You’ll want to hire someone that tries to see the situation from their colleague’s point of view and who would try to talk it out with them first.

Open communication is key, so you want the interviewee to demonstrate that they would be able to openly discuss the issues in a solution-oriented way, as opposed to getting defensive or emotional.  

How would you handle an instance of receiving criticism from a superior:

Criticism, while often difficult to take, is an important part of learning and helps us grow into more competent individuals. 

You’ll want your candidate to view criticism as an opportunity to learn from their mistakes.

A good candidate will acknowledge their mistake, learn from the criticism, and effectively implement the feedback. 

Be wary of candidates who view criticism as an attack on their character or who get defensive. 

Career Development Questions 

Career development questions let you know how ambitious your candidate is and tell you where they see themselves in the future.

These questions are important because you want someone who is proactive and who wants to keep growing instead of remaining stagnant. 

What are your long-term career goals:

This question is important because it gives you an idea of how ambitious the candidate is. 

While the candidate may mention that they eventually want to be a manager or a CEO, they should also provide you with steps on how they plan to slowly gain more responsibility in the company.

You want someone who knows that obtaining a higher position takes hard work and dedication. 

This question also lets you know whether or not your company will be able to offer the candidate the things they want in the long term.

You want their future goals to align well with the companies, so they will be happy staying with your company in the long run. 

These questions to ask an interviewee give you a look at different aspects of the candidate so that you get a well-rounded picture of what they have done in the past, their current judgment and problem-solving skills, and what their goals are for the future.


DO negotiate the best possible pay, and DON’T Hesitate TO DO YOUR Homework. Here’s how to do it:

Despite popular wisdom to always negotiate your wage, according to a HR poll, the majority of employees do not negotiate for higher pay when they are offered a job.

The thing is, managers are always likely to consider a counteroffer: Some employers claim they’re willing to compromise compensation on initial employment deals for entry-level jobs, and they usually recommend a smaller wage than they’re willing to pay to leave space for negotiation. We’ve outlined a few dos and don’ts for effectively negotiating your pay below:

DO examine your demeanour at the entrance.

Check in on your mood when you enter a wage agreement before you do something else, There’s nothing wrong with displaying a little passion. Behave and talk as though you think the wage agreement would be a fun, fruitful experience and it just could be.

Do not fail to Research

You can also look at pay levels for the job. “You should be prepared to know what the average starting wage is for that job, in that specific area, and for someone in that particular industry.” “You should be prepared to know what the average starting wage is for that job, in that place, and for someone with your level of experience.
Some helpful online resources to determine salary ranges include:

Do think about the take-home salary.

There’s nothing wrong with suggesting to the recruiting manager that your take-home salary, after taxes, insurance, and so forth, “won’t necessarily cover the median cost-of-living needs of my metropolitan area.

Do not believe you have to provide an exact figure

It is often best to begin by listing your salary request in the form of a range. This way, you don’t price yourself too low or too high, and you still demonstrate that there is space for negotiation.”

Do enquire about incentives.

Salary is just one component of the overall pay plan, so don’t get all wrapped up in the numbers. “Don’t overlook incentives and other contingent incentive plans, such as salaries and sign-on bonuses.
When making an educated decision, the ‘total wage’ figure (base income, insurance, and other contingent pay) is critical.”
To that end, keep in mind that compensation can still be negotiated, particularly if your pay doesn’t have much wiggle room. “Assume that everything you care about is at least debatable. If you are unable to get anything you want right now, request a review in three to six months.”

Do not consider the bid immediately

“You are not expected to consider, refuse, or counter a work offer on the spot,” says Dudley. “It is entirely appropriate to thank the recruiting manager, and then let her know you would like more time to consider the bid before responding with your approval or bargaining demands. Only make sure you answer quickly or you can miss the offer.”

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