Handling competency based interviews

http://ht.ly/lvhWV

How to Answer the Top 35 Interview Questions [INFOGRAPHIC]The Undercover Recruiter

The Twitter CV: how to sell yourself in 140 characters | iJobs

Could Twitter CVs become a way of shortlisting the CVs that make it through for full reading before the interview shortlist is made?

The Twitter CV: how to sell yourself in 140 characters | iJobs:

'via Blog this'

How An Online Reputation Can Hurt Your Job Hunt http://www.forbes.com/sites/deborahljacobs/2013/05/17/how-an-online-reputation-can-hurt-your-job-hunt/

Social media for job searching

Useful report about use of social media for job hunting in US (interesting because I don't think UK is far behind).  The opening stats are not well written but I think they mean:

• 84% of job seekers have Facebook and of them, 2/3rds use it to look for work.
• 35% of job seekers are on LinkedIn and almost 100% of them use LinkedIn to look for work.

Most interesting, one in 6 of the sample had found a job in 2011 using social networking (although the sample was from a recruiting software platform so will be skewed towards computer literates).

Skills for getting a job

A CIMA hosted event run by Robert Walters and Kimberley Clark

Key points:

• CV should emphasis achievements not just responsibilities
• COGS analysis is experience that people often have but frequently omit from CVs
• CV should state that driving licence is held
• Consider adding totallyfinancial.com to watchlist
• Business Partner is latest financial buzzword. Incorporate this into CV
• "Create value and manage risk" is part of Kimberly-Clark's mission statement, but seems like a good phrase for adding into a CV
• Market for part quals and newly qualifieds is quite active.

Notes about Robert Walters:

• Worldwide coverage but office for Guildford office covers an enormous patch covering the whole of the south of England from Reading downwards
• Their main focus is blue-chip companies although they also cover SMEs when they can
• Ben Davies is their man covering interim work

Notes about Kimberly Clark

• Wherever possible they recruit from within
• Where this is not possible, they highly value referrals from employees
• When they have to recruit from outside, they prefer people with a big company background and specifically try and avoid people with SME background because of their concerns that people will have problems with cultural adaptation
• KC has a long recruitment process with many different levels. This includes telephone screening by an HR person as an initial check that the boxes are ticked (rate ambition etc). This is followed by a telephone interview by a line manager. Success at this stage leads to a first formal interview with normally two line managers. A second interview is usually with two further line managers.

1.5 hours CPD