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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A psychometric test, or aptitude test, provides insights into someone’s cognitive ability and indicates the potential of a candidate to excel in a position or career.

Psychometric testing takes various forms (numerical, mechanical, logical, verbal, etc); the tests are intended to streamline the recruitment process and reveal top applicants efficiently. Most psychometric tests are administered online or in-person at an assessment centre. The test length relative to the time assigned to answer the questions will require mental agility to deliver rapid accurate responses.

They are now a common hurdle, particularly in graduate scheme applications. The tests are often used in tandem with each other, the chosen test selection dictated by the career sector to which the applicant is applying.

Psychometric test scores do not stand alone but are often considered in combination with candidate CVs, cover letters and other assessment rounds such as more tailored, sector-specific tasks, role-play scenarios and group interviews.

The value of performing well in psychometric testing should not, however, be overlooked. A high psychometric test score will dramatically increase your chances of securing a final stage interview.

Why do employers use psychometric tests?

Employers commonly receive an extremely high number of applications for anyone role. Quick and easy to administer at scale, psychometric tests are an excellent way to reduce the size of the applicant pool.

The tests enable employers to confidently siphon the top 5–10% of candidates, who have displayed that they possess key transferable skills. This streamlining speeds up the recruitment process, providing a logical candidate shortlist of manageable length and reducing HR costs.

The tests are considered to be reliable indicators of candidate potential and suitability, as a strong correlation between a high score and subsequent high-quality performance in the role has been identified.

Verbal and numerical reasoning tests tend to be most popular with employers, as they test key transferable comprehension and arithmetic skills. The testing of accuracy under pressure indicates how the candidate will cope in a demanding everyday role.

Whilst psychometric testing may be an initially daunting prospect, remember that – unlike some recruitment stages – it can be comprehensively prepared to avoid any unpleasant surprises.

Practising the psychometric tests you are likely to encounter will ensure that, come assessment day, you achieve the high scores that reflect both your ability and potential.

The main types of psychometric tests

Here at Practice Aptitude Tests, we have broken down the structure and content of the different types of psychometric tests commonly encountered in the recruitment process. Explore the detail of each by reviewing the list below, so you know exactly what to expect from each test type.

Numerical Reasoning

Numerical reasoning tests demonstrate your ability to deal with numbers quickly and accurately. The questions are not testing high-level ability, but your capacity to use simple mathematical concepts to analyse data and draw conclusions. They assess your knowledge of ratios, percentages, number sequences, data interpretation, financial analysis and currency conversion.

Mechanical Reasoning

Mechanical reasoning tests challenge your understanding and application of mechanical concepts. You will be required to deduce the elements at work in a particular scenario and answer a directly related question. Usually specific to the sector, they require an element of background knowledge and experience. Common topics include forces, energy, electrics and gears.

Logical Reasoning

Made up of non-verbal content, logical reasoning tests assess your ability to interpret shapes, numbers and patterns. Candidates must identify the next figure in the sequence from a selection of possibilities. These tests commonly encompass elements from both diagrammatic and numerical reasoning assessments.

Verbal Reasoning

Verbal reasoning tests assess your comprehension and interpretation of written passages. A short excerpt of text is provided for review and candidates are then asked questions relating to its content. Typically, you will be presented with a series of statements that make certain inferences and tasked to deduce whether each statement is ‘True’, ‘False’, or if you ‘Cannot Say’.

Diagrammatic Reasoning

Testing pure logical reasoning, diagrammatic tests involve the analysis of sequences of shapes and patterns. You will be required to identify the rule that governs the sequence to choose the next correct element from a provided selection or to correctly apply the rule to a new scenario.

Abstract Reasoning

Abstract reasoning tests measure your ability to deduce the relationships between shapes and within patterns. They do not require any numerical or verbal analysis, but test your logic and lateral thinking, alongside your accuracy and speed.

Spatial Reasoning

Spatial reasoning or awareness test is used to assess your ability to identify patterns, visualise movements and mentally manipulate 2D or 3D objects. Common questions include identifying which image is a rotation of a given shape and which net corresponds to a certain 3D image.

Situational Judgement Assessments

Situational judgement tests are used to assess how you would approach different practical situations that may arise in the workplace. Your response to a series of hypothetical scenarios helps employers to judge whether your behaviour and attitude align with company expectation and ethos.

E-tray Exercises

An E-tray assessment involves a simulated email inbox in a particular scenario. With background information provided and in keeping with a given job role, you will be required to read and respond to the messages accordingly. These assessments provide an excellent insight into a candidate’s approach, manner and written communication skills.

What to expect when taking a psychometric test

Any type of psychometric test will require you to answer multiple-choice questions within a given time limit. Both test length and time provision will vary depending upon test type and provider.

As psychometric tests are an assessment of mental agility, you will need to be prepared to answer the questions rapidly without compromising accuracy.

If the number of questions seems overly ambitious in the given time, it may be that the test is intended to be ambitious. Focus on correctly answering the questions rapidly, but do not rush to finish the test.

It is common for multiple psychometric tests to be administered in the same session. For example, you may be required to sit a verbal reasoning test, followed by a numerical reasoning and a situational judgement assessment. Knowing as much as possible about the test structure beforehand will help you pin down the specifics of what to expect.

What are psychometric tests used for?

Psychometric tests are used by employers to assess a candidate’s traits, as well as their knowledge and skills. This allows employers to build a personal profile and see if it matches with the company’s culture and the role in particular. They also provide an overview of how the person might perform in the workplace. This all helps employers streamline the hiring process by finding the right candidates more quickly.

You can access HR Headhunting platform to conduct your psychometric test for potential candidates.


As a job candidate, it can be very helpful to consider just how employers make hiring decisions as you plan your strategy. Early in the hiring process, employers will write a job description that outlines the candidate’s required and preferred qualifications.

The job description will do more than just list the job requirements and duties associated with the role:

It will specify skills, education, training, work experience, and other requirements for the job.

It may even provide a sense of where the role falls in the reporting structure and give a sense of what the day-to-day responsibilities will look like.

For example, the job description might say whether you’ll be required to travel and what your goals would be, should you be hired.

How Does an Employer Decide Which Applicant to Hire?

It starts with determining who would be a good candidate for the job. Typically, a prospective supervisor will work with human resources professional to make sure both departmental and organizational perspectives and requirements are represented in this document.

  • Applicant Screening

At some employers, resumes are screened by an Applicant Tracking System (ATS) before being reviewed by a recruiter or a hiring manager. At other companies, the resumes or applications will be manually reviewed, and a decision on whom to screen further and possibly interview will be made and also we at HR headhunting have a technology that can help you, screen candidates, as a recruiter.

In some cases, the hiring manager will arrange a screening committee to review applications and interview and evaluate candidates. The hiring manager will usually hold a meeting to review the ideal candidate profile and to charge the committee.

Each member of the screening committee will have their preferences for the qualifications and qualities of the candidate, given how they intersect with the position. You should find out the composition of the committee, if possible, before your interview and try to anticipate their vested interest in the job.

  • Evaluating Candidates

Once interviews are completed, most employers will seek input from all parties who have encountered candidates during the interview process.

Keep in mind that even seemingly lower-level employees like administrative assistants who greeted you and set up your interview day may be asked for their impressions.

Treat everyone respectfully and be your best professional self at all times, including during informal lunches or dinners with prospective colleagues.

It is hard to anticipate what each employer will be looking for as they make final decisions about candidates, but it is useful to consider some common factors.

Selection Criteria Used by Employers

Here are some criteria employers frequently use when they decide which candidate to hire:

  • Would the individual fit in with the colleagues in their department?
  • Does the finalist have an appealing personality? Would we enjoy working with her?
  • Does the candidate possess the skills necessary to excel in the job?
  • Does the individual have the appropriate depth and type of prior experience?
  • Does the candidate have the technical proficiency to get the job done?
  • Does the applicant possess the licenses and/or certificates required for the job?
  • Does the individual have the knowledge, expertise and information base to carry out the job effectively?
  • Does the finalist have the required academic background?
  • Does the candidate have a positive, “can-do” attitude?
  • Does the applicant have a strong work ethic and a high energy level?
  • Does the candidate have the confidence and experience to be a leader?
  • Has the applicant proven that they have added value, made improvements and positively impacted the bottom line?
  • Would the individual be a good team player?
  • Can the finalist communicate clearly and effectively?
  • Is the candidate a good long-term prospect to fill higher-level jobs?
  • Is the applicant likely to stay in the position for a long enough period? Will she be happy in the role? Is she overqualified?
  • Does the individual fit in with the corporate culture?
  • Can the candidate cope with the pressures and stress of the job?
  • How enthusiastic is the applicant about the job?
  • Can the finalist innovate, think outside the box, and creatively meet challenges?
  • Is the individual aware of their weaknesses, comfortable with constructive criticism and motivated to improve themselves?

How to Enhance Your Chances of Getting Selected

Even though some of the selection processes are out of your control, other parts are not. You can use your resumes, cover letters, and interviews to make the case as to why you’re the best candidate for the job:

Take the Time to Match Your Qualifications to the Job Description: When writing your cover letter and resume, be sure to emphasize your skills and abilities listed in the job description. If you’re able to show why you’re a strong candidate, you’ll make it easier for those who review your application materials to come to a positive decision on your application. It will also up your chances of success.

Keep It Positive and Promote Yourself: Employers love upbeat and positive applicants because they will bring that mindset to the job with them.

Write a Thank-You Note After the Interview: It’s more than just polite; sending a thank-you note after a job interview gives you an opportunity to reiterating your qualifications for the position. It also gives you a chance to add anything you wish you had brought up during the interview. It’s one more way to pitch your candidacy for the job.


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You may believe that to put forward a strong application you need to provide a long and detailed CV. Wrong! Employers decide on whether to read your full CV within the first 30 seconds.

Even more eye-watering, professional recruiters make the ‘fit/no fit decision in less than 6 seconds. So how do you pass the test?

Is it tailored to the job role?

Take a little time to compare your CV to the job you’re applying for. Tweak it and move relevant points to the top. Downplay irrelevant areas and expand on the bits you know they want to see.

All in all, remember that your CV is just a tool to get you the opportunity to go in and meet your potential new employer.

Include just enough detail to satisfy job-specific criteria, show your relevance to the job but ultimately, aim to tantalise the reader and make them want to invite you in to learn more about you.

Is it brief and clear?

Don’t try to be clever with wordy content, special fonts, profile pictures or other distractions. A CV should be two pages, a maximum of three.

Make use of bullet points and write in short sharp sentences. Don’t waffle. Focus on job content i.e. what you did. Use facts, examples and clear sharp language.

Make the most of headings and bold fonts to make the key info stand out.

Employers and recruiters focus 80% of their reading time on:


Current title/company

Previous title/company

Current title/company start/end dates

Previous title/company start/end dates

Avoid business lingo and acronyms. What makes sense to you, may not make sense to your reader. Don’t give them the opportunity to furrow their brow for a second.

Ask your CV checking friends to highlight anything that doesn’t make sense to them.

Is it free of common CV mistakes?

See the CV mistakes to avoid guide.

Mistakes are a total no-no! Get your CV checked by a second and third pair of eyes. Errors on your CV are unforgivable and may result in an instant ‘NO’ or put you to the bottom of the pile. The job market is competitive, don’t get rejected for something so easily avoided.

Don’t put your social networks on there unless they’re going to promote your experience and ability to do the job. If you’ve got any doubts, suspend personal social accounts and start a professional account when job hunting.

Are work history gaps and/or job-hopping explained?

Got gaps on your CV? Explain them now and keep it brief. Jumped around a lot or temped on a regular basis?

Don’t expect your recruiter to guess or wait for that face-to-face explanation. You may not get that opportunity. Use cover letters for clarification and make temp/contract roles clear on the CV.

Have numbers and examples been used to illustrate your skills and competencies?

You may do a great job of listing your relevant skills and experience, but without showing the impact your actions made on previous employers, you will not clearly demonstrate your value.

Rather than simply detailing your input into a role, you should endeavour to explain how your work impacts your employers or customers. Maybe you help to cut company spending, or perhaps you help to reduce customer waiting times. Whatever impact you make, ensure that it is clearly visible in your CV.

You can score your CV on our portal at Hrheadhunting

Source: Totaljobs


All employers want the best person for the job by finding the right applicant. It’s about hiring the person who will best fit the job; from skills, intelligence, personality and cultural perspective. 

Psychometric testing results provide employers with a behavioural profile of you – your level of intelligence or aptitude (measured by aptitude tests), and your personality characteristics (measured by the personality test). The profile will indicate whether you can solve problems, are a team player or whether prefer to work individually and other relevant attributes.

So before taking the test, pick up the phone and call the recruiter for a chat to find out what attributes the right applicant has. Often you will also find clues in the position description or job advertisement.

  1. Learn about psychometric testing techniques

Psychometric Tests are not like any other test you’ve ever taken. All too often job seekers assume that if they are good at maths or can speed read in English or have just finished uni, they will blitz the Psychometric Test. This is a wrong assumption. Psychometric Tests aim to measure your abstract, verbal and numerical reasoning skills. These Aptitude Tests are timed and designed in a very unique way. To master these tests you need to add a new set of test-taking strategies to your toolbox.

  1. Get yourself in good physical and mental shape

You need to be at your best to produce good results in psychometric testing. Tiredness is likely to severely damage your scores in the Intelligence or Aptitude tests. Make sure you are well-rested and try to take decent breaks in between aptitude tests to ensure you regain your energy.

4. Get to know the types of aptitude test questions

Familiarising yourself with the typical content and format of psychometric tests will give you a significant advantage. Verbal and Numerical Aptitude Test questions are generally multiple-choice questions that must be completed in a very short time. These questions can include topics like social sciences, physical or biological sciences, and business-related areas like marketing, economics, and human resource management. The Abstract Aptitude Test is a non-verbal test that uses shapes as test questions. Generally, no specific knowledge of these subject areas is required. Familiarity with the type of test questions will get you a competitive edge. 

5. Practice the Psychometric Tests online

Prepare for and practice the Psychometric Tests just like you would for any exam or test. Practising test questions and training your brain to identify frameworks for solving problems will significantly improve your results. The majority of Psychometric Tests are administered online, therefore you must train or prepare for your Psychometric Test using the same medium as the real tests – online.

6. Find out the type of Psychometric Test questions you need to practice

Not all jobs get the same test questions. The level of difficulty and complexity of Psychometric Test questions changes based on the job you are applying for. A test for a management position is likely to have more difficult questions than that of an entry role. Ensure you are practising the right type of test questions for your test.

7. Plan your time and set milestones

All Aptitude Tests in the Psychometric Test are timed. On the other hand, they are also designed in a way that only 1 – 2% of people who take such a test can finish it. Here’s the good news, you don’t have to complete all the test questions to get a perfect score, and easy questions score the same as hard ones. The best strategy is to set milestones and if you don’t know the answer to a question, go on to complete others. If you have time left, you can revisit the harder questions.

8. Use any tools that are allowed

Most Numerical Aptitude Tests will allow the use of a calculator and will advise this upfront. If you haven’t used a calculator for a while, familiarise yourself with the different types of operations well ahead of the test. Brush up on reading tables and graphs as well.

9. Read and increase your English vocabulary

Start reading a broader section of the newspaper or any industry-specific information regarding the job you are applying for to increase your vocabulary. It will help you to grasp Verbal Aptitude Test questions quicker, answer them faster and therefore improve your score.

10. Be sure not to trigger a lie or fake good scale in the Personality Test

Most Personality Tests are designed to indicate whether you were consistent in your answers and to what extent you tried to portray yourself in an overly positive manner. It’s fine to make yourself look good. We all do it when we want to get a job. However, ensure that you don’t overdo it as it will cause inconsistency in your answers. Just be yourself and know what set of your strengths you want to highlight.

Succeeding in the Psychometric Tests

As daunting as Psychometric Tests sometimes appear, the key to success and achieving a top score is practice and preparation. Research the company you are sitting the Psychometric Tests for. Identify their culture, values and the calibre of employee they’re searching for. This will help you in the Personality Tests. Practice by answering the Psychometric Tests online to build your confidence and get that job!



Here’s some of the advantages video resumes give you as a job candidate, and increase your chances of being hired:

It shows effort

While other candidates are sending the standard ATS compliant resume, you are delivering that to them, and going an extra mile and doing something new. You’re making the job of recruiters and employers much easier to go through potential candidates, and more quickly get an indepth picture of you.


People frequently stretch their resume credentials, and spend time creating an alternate perception of their skills and experience. However, you help reinforce your skills and believability with a video pitch resume. You’re committing to your representation as a candidate, and are boldly making a statement.

More scope of presenting

There are times when the words on a resume are just too limited to convey your qualifications. As they say, a picture is worth a thousand words, and you can convey volumes about yourself in a video pitch resume beyond your submitted resume.

More scope of understanding

Not just your work experience and qualifications, but the way you stand, you talk and your gestures add up to your personality. A video pitch resume facilitates this insight at an early stage of the hiring process, and lets you get feedback to polish your presentation.

Easy on storage

Empower Resumes greatly assist recruiters in terms of keeping track of your documents. In one convenient, online format they will always have access to your video pitch, resume document, contact information, other qualifying documents, and more.

Reflects the enthusiasm

A video pitch resume can help reflect your excitement for a position much easier than a standard resume. You will easily show employers your enthusiasm towards the job opportunity.

Much more attractive

Your voice, words, and personality can win over your employers, and recording video pitch resumes gives you feedback on how you are seen. You can record the video pitch over and over until you think it conveys you in the best light. Also, if you are personable and have flair with words, then video pitch resumes are the thing for you!

Sets the correct impression

As some say, the “First impression is the last impression”. There are times when you turn out to a bit nervous in personal interviews and fail to show your true self. However, in video pitch resume you can be yourself, in your comfort zone. This will give you an edge of impression over those who chose to send a standard resume, and then come in for a first impression interview.

Portrays you as tech-savvy

Employers favor employees who are tech savvy and can utilize the newest trends and practices. Doing more than a standard resume, and approaching a technologically new way of sharing your career experience and qualifications, will give you a progressive edge.

Highlights your personable or unique nature

If you are personable or unique in a way, then opting for a video pitch resume can add benefits for you. Employers like to see how you may fit into their work dynamic. And if you’re looking beyond your own resume, and want to work on how you are presented to employers, using Empower Resume to develop your professional, personable self is very easy.

Cost effective

It is a tedious task to keep changing your resume constantly when your work experience adds another month or year, or creating multiple resumes for different jobs or occupational flavors. When called into interviews, you can sometimes be expected to carry multiple standard resume copies, and can be a hindrance if you made some changes in the format or details. An Empower Resume creates a dynamic resume presentation that lets you edit and update it on the fly, and be easily printed.

Shows the level of your confidence

Going into a personal interview can make even the most confident, nervous. With a video pitch resume, you are taking the initiative and revealing yourself. This shows how confident you are about yourself, your experience and abilities. It can also help you gain confidence going into an interview, knowing that the employer has already seen you, and wants to find out more.

Different from written language

Written resumes depicts your achievements, experience and extra-ordinary skills in detail. However, in the hundreds and thousands of resume sent, they are scanned and imported in seconds to be automatically filtered without anyone even reading it. Video pitch resumes, on the other hand, ensures your achievements and skills are in focus, as it’s been generally watched till the end.

Reflect on you as dynamic

Living in an era where technology has created more position competition, companies like to hire employees who would adjust with ever-changing technology. The use of a video pitch resume reflects of a dynamic personality of an individual, ready to adapt themselves, thus making them an asset for the company.

Ability to be certain and precise

Video pitch resumes give you the chance to talk about yourself, highlighting your skills and achievements. Many candidates find it easier to mention their achievements and skills in just a written resume, however, when it comes to talking about them, they may fumble. Video pitch resumes show the ability of an individual to be precise and certain about what his goals are and how he can be an asset to the company, without the pressure of initial presence performance.

Communication skills

In most companies, communication skills are always a consideration. In a written resume you cannot show your verbal skills, but if you have strong communication skills, it’s time to show them to potential employers through a video pitch resume.

Double benefit

As mentioned above, video pitch resumes are more effective than a written resume. Apart from their differences, it also helps both, showcasing what the other does not. An employer can reference your resume at anytime during your video pitch for more information, and look through the video pitch if they still had questions after reading your resume.

Performance demo

Video pitch resumes can also works as a demo if it’s needed for a particular job. For example- If a candidate is applying for receptionist job or call center job, they can also show a short demo portraying their skills. Thus, it helps the hiring manager to get an idea of a candidate’s skills.

Professional approach

It’s very important for an individual to project himself as the best candidate for job. Video pitch resumes are an excellent, professional tool at your disposal. You’ve decided to use professional presentational tools through a video pitch resume for your next position you apply for, and the employer will see your professional decision.

If you want that job, then a video resume will act as a powerful tool for you. Go to Hr headhunting portal sign-up and add your video resume for employers to see.



Young Recruiter

Working within the recruitment industry provides the perfect opportunity to learn and develop a fantastic array of skills and business attributes. There is great satisfaction in helping people with some of the most important decisions of their lives. Before you start or you might have started a career in recruitment, Then take a look at these tips to help you make the most of your career in recruitment.

Your Knowledge of Your Business is Important

Deployment of a company’s human capital cannot be actualised without the understanding of the business that your company is in, and how your specific skill set can help to identify the best way for your company to achieve business goals. And this happens when you have good knowledge about the business as well. This involves recognizing the particular stakeholders. It also involves being considerate about their specific needs. Once you have a clear understanding of the vision of the business, you will be able to develop the culture that will help to achieve the business goal.

Enhancing your skill Set

Learning is a continual process. And you must make sure that you keep enhancing your skill set. Seminars, training courses or simply taking up projects that are complementary to the HR profile. It will provide you with much-needed exposure to different verticals and help you to learn and grow more.

Expand Your Network With Social Media

Social networking platforms like Facebook, Twitter, and LinkedIn have become indispensable tools for growing a person’s professional network, enabling professionals in many industries to organize, and grow, maintain contact with their networks much more.

Embracing your Role

An HR Manager must strive to have the knowledge and be strategic to make an impact on an organization. And this requires determination and a long-term commitment. Those who treat their careers as a constant educational course will be the ones who see the changes well before they occur. They will be able to find the early adopters and influencers in their organization’s field and will be invaluable educators for their existing staff.

Streamline Through Software

Find one good piece of software through which you can run recruitment, payroll, retirement plans, insurance plans, employee and employer taxes, time and attendance, scheduling, and employee information. It stores and tracks everything and streamlines the bulk of important processes. Hr headhunting portal helps you with your recruitment process hereby reduce the time and stress for shortlisting of qualified candidates.