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Your Career Story - The cornerstone of a good interview strategy I am constantly asked questions about the interview and its many variations and complexities. This all too common topic has become a major fear factor for most candidates moving through the recruitment process. Actually, the interview is simply one party trying to understand if the other party can do the job and/or has the potential to do the job and of course, is telling the truth. Oversimplification, I know.  In the defence of the interviewer, this screening process is a critical part of ensuring that an incorrect candidate is not hired. The interviewer often or not resorts to a form of an interview that assimilates interrogation.  The candidate, however, moves into the interview process blissfully unaware of the interrogation that is about to follow and many times is not well informed of the key issues around company corporate culture and hidden key details that have not been included in the specificatio
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Are you an Opportunistic Candidate?

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Most candidates that I assist in my career coaching business move into the market with great reluctance. There is an assumption that the experience will be one of pain and entirely unrewarding. Attitude is by far the most significant reason for people failing when looking for work in the market. This fear of impending death by strangulation manifesting itself as a non-opportunistic mindset has one significant drawback - poor career moves. So how do you change this mindset and get yourself into the market with an opportunistic mindset?  When career coaching I push all my candidates to change their attitude radically. These immediate changes include looking at all opportunities in the market, expand your efforts by using different go to market channels, don’t think of the job market as a deep hole with minimal opportunities and the list goes on.  Here are some practical ways to change this bad habit.  Consider many roles - do not be too picky  When in the market I
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The purpose of the CV UNCOVERED! by Rob Ridout The traditional  CV/resume has been around forever. Even with the advent of Linkedin and other social media platforms the candidate and hiring manager still considers this necessary document as the primary screening document. There is little chance of this document being replaced in the near future.   This CV has, however, three specific uses that the candidate needs to understand before entering the market. The CV, therefore, will need to cater to each of these but still keep that narrative on point according to the job specification.   Screening Purposes    The ultimate test for the CV is that it passes the screening test. The CV should always give the initial “minimum requirements” test. Most candidates still seem to think that there is no need to adjust their CV when submitting. The CV needs to be ‘loaded” for each specification! The reader will cross-reference your CV with the specification to ensure that the two docu
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