The summer holidays are over and we are back at work adapting to the stricter regime. For many, this can be hard as we often struggle to be productive. There appear to be endless distractions, overflowing inboxes are overwhelming, the need to share holiday stories with the team is essential and planning the catch-up BBQ with friends all seem to stand in the way of getting THAT much done....

Here are TalentFind's top tips to a less painful transition from holiday time to work time:

1. Don't leave it too late. So you resisted the temptation to party right to the very last day of the holidays right? A break even if busy, can help us refuel so we can go back to work feeling energised and well rested. Adopt a positive mindset; whether its your fellow co-workers you may have missed or getting feedback on a project you completed before you left. Focus on the things you can look forward to on your return.

2. Give yourself time to re-settle. Allow yourself to adapt to the change in pace and then take one thing at a time. We are often bombarded with questions and emails which can easily undo all the calm benefits of the holiday. Multi - tasking can be a waste of time, instead prioritise taking just one task at a time to work through.

3. Plan something fun. Nothing can spear us on to work more productively than knowing that at the end of the day there is something to look forward to. Whether you plan to meet up with friends for dinner, go to the movies or treat yourself to a relaxing bath and early night; organising an incentive will go far to motivate you.

4. Assess what your goals are. You may have found that over the break you have some new ideas of what you want this year, where you want to go in your career and how you are going to get there. Dissect these into small achievable steps that you can progress through and have the gratification of experiencing progression towards your goal.

For free career advice register with TalentFind today.

Contact us: +64 (0)21 473471

jobs@talentfind.co.nz

TalentFind - Realise your potential, start your journey with us

to finding your dream job.

It should be a time to celebrate and to then sit back with a sigh of relief ...right? So why to many can this sometimes be the most difficult and stressful point of the whole job change process.

For one - its because now you have so much to lose and for another perhaps you have not said all that you needed to say at interview.

In order to help you through this final process and ensure a smooth transition from leaving your current employment to your next, TalentFind have come up with a useful check list to ensure it is as painless, professionally handled and efficient as possible.

1. Ensure you have an Employment Contract before you start your new role. Read through this carefully. Take your time and refer to a legal representative /third party to look at it too. Go back to your employer with any questions and make sure you are 100% happy with all the terms of your working there, before you sign.

Please note: You are entitled to read through and sit on a job offer (for a week if you like!) You do not have to sign this straight away or within a given time. If you are rushed then you have to question why...?

2. Go back to all other parties you have applied or interviewed with. Let them know you have a job offer. This is especially true of the roles you were particularly keen on. Keep all parties informed. An ideal scenario is that you have two written offers to choose from. For you this gives you the opportunity to compare and contrast and for all parties it ensures your commitment and informed decision that this is the right role.

3. Check you have communicated any future commitments to your new employer, such as:

Annual leave bookedStudy or exams pendingFamily commitmentsAppointments / Operations

4. Hand in your notice only once you have agreed to terms and have received and signed the contract. This may mean that you may have to leave confirmation of your start date with your new employer until after this as often your present employer will let you leave prior to your contractual notice period states. Recall the reasons why you initially decided to leave and be mindful of these if you are offered more money to stay. A percentage of people that are swayed to stay with the offer of a small increase to their basic salary decide to job search again within 3-6 months as they discover that money was not their main motivator.

5. Make preparations for your predecessor. Offer to do a handover with your replacement and take the time to leave things "tidy"and ordered for them. There is nothing to be gained (for you or your present employer) by you leaving on bad terms however much you are looking forward to your departure. Continue to offer the same work ethic and accountability to the role for your own integrity ....but you also may need to call upon them again in the future for a reference....!

6. Leave on a good note. Keep your leaving feedback professional.

Look to thank your employer and the team around you. It goes a long way.

You have often spent many hours with these people and there has bound to have been highs and lows. Whether the experience has been positive one or not you will have learnt from those experiences and for that alone you can be thankful!

For more career advice feel free to email TalentFind:- jobs@talentfind.co.nz

It can often be daunting to know where to start with your job search and overwhelming when you explore the options available to help you. Whilst checking out job adverts it can be tricky to accurately assess your owns skills with the stated requirements and making connections via social networks can be time consuming.

Making the decision to utilise the services of a recruitment expert should make the job search more efficient, informative and effective.

However you may first want to identify the following:

How best can you work with a recruiter?How can you identify a recruitment consultant that will suit my needs?

To go some way to finding the right representation for you, consider whether you will be offered the following:

Open Communication - active and prompt communication from an initial phone call once registering to emailed updates after interviewsHonesty – they give timely news whether it is good news or bad. They give you constructive feedback from your cv to your initial meeting to the interview feedback with the client. They keep you informed, telling you when the job has been offered to someone else as well as what your chances are of getting offered the roleIntegrity – they make the search a positive experience, they do not make you feel guilty, pressure you, or push you to reveal information you are not comfortable mentioning. They do not avoid your calls or keep you hanging on for news.Consultancy – they do not lecture or dictate to you what you should be doing but rather present the facts and offer you choices.Understanding – They need to ask lots of questions to understand what you are looking for in your next role, i.e. what is important to you now and in the future.Provide Information – on the company and job, interview information including who will be present and the format it will take. How many people they are interviewing and wen they hope to make a decisionProvide resources – give you interview tips and advice and white papers that will support your success in finding the right next role.Get to know you – They interview you for 30-45 minutes discussing your past roles, offering CV advice.

However, it is important to understand that relationship building is two-way. Ensure to offer transparency with all the information necessary and commitment needed.

Like most relationships it takes two to make it work and time to perfect....!

To work effectively with your consultant it is beneficial to offer the following:

Contact the consultant straight after you have completed an interview to give them your thoughts and feedback as to whether you are interested in the roleCommunicate which times and days you are able to attend an interviewYou confirm via email and commit to interviews arrangedAdvise them of other interviews you are attending via other meansLet them know if any circumstances change as soon as possibleBe open with any information that could affect the work they are doing on your behalf.

It can often be temping to use more than one recruiter to explore the market, however, most say that if you can find one that is proactive, that you have rapport with and adopts many of the best practices above you are better placed to find that next idea role.

TalentFind aims to build long term working relationships offering honest and transparent service to its clients and candidates alike. If you are looking for a new role, we would love to hear from you. Send your updated CV and cover letter to: jobs@talentfind.co.nz

There is no crystal ball.

It is really just about making it all work for you. The CV, the interview preparation and then the actual meeting.

We all know that practice makes perfect right? but how do we know what questions will be asked so we can ensure our answers are specific, relevant and best sell ourselves?

Follow these 3 simple steps to job success

1. Turn your CV into a sales tool.

Does your CV really sell you? It is imperative that your CV is unique to you and that in addition to the description of the company and role that you have illustrated your achievements under each role you have held. This can cover the following:

Show how you have contributed and added value. EG. Increased x% sales/ calls during the period of x and x. Highlight where you have streamlined procedures, added efficiencies, made something your own and used your initiative. Demonstrate how your role has changed since you first started. Show the progression you have made even if there hasn't been a change in job title.

2.

Typically employers are looking for a high level of the following competencies; work ethic, problem solving abilities, attention to detail, resilience, persistence and communication skills.

3. Practice using the STAR framework to structure your work story used for competency based interview questions.

Situation - Whilst I was working at x company, I came across a customer who ....

Task - the focus of my role was to ....

Action - In order to resolve this I did....

Results - I was able to resolve this situation and as a result I learnt x and added value by...

...and how does this all add up to job success??

By adding your achievements on your CV the interviewer is more than likely ask you about this and thus you will have your work stories at the ready.

By utilising the STAR technique you will give an answer that is unique to you as no other person will have the exact same experience/story, thus making you memorable and standout. Giving an example of what you actually did rather than describing what you would do in that situation shows actual prove of your ability it reassures the interviewer of your ability and gives more creditability to your answer.

By highlighting the "results"you achieved you will highlight what you learnt and your ability to add value and leads the interviewer to imagine you doing the same in their organisation.

Putting a CV together can be an arduous task. However, if we can make it work for us by encouraging the interviewer to ask the questions that allow us to fully demonstrate our abilities and competencies enabling them to make well-informed decisions, then it is well worth it.

Email us at TalentFind for more information on finding long-term job success.

Feeling apprehensive about pursuing with your job application?

Have you been for an initial interview and unsure whether you should go for the second?

Deciding whether to move forward with your application can sometimes be a complex one. Often anxiety brought on by the thought of change or logistics and getting time off work can play a part. However, it can also be specific to the new role you are exploring in that you are just not sure the job outline describes what you are looking for.

So when is it still worth pursuing with your application or interview and when would it be deemed a waste of everyones time?

In order to decide on whether you should attend an interview or pursue with your application ask yourself this:

Do you know enough about the company and role to be able to 100% know for myself that this role is not right for me? The answer to this is likely "no" unless you have been to at least one (extensive) interview.

Timing can also play a part but be aware that often job roles are like buses...you don't hear anything then they all come through at once. It can be exhausting and time consuming looking for a job and so when one opportunity that comes along looks promising it is tempting to put the any others on hold.

To ensure that you do not pass up a great opportunity, be aware if one of the following applies to you:

The job description does not seem to tick all the boxes The Recruitment Consultant didn't really sell it to meI heard from a friend that the company is not a great place to workI have seen that they are often recruiting so I think they have a high turnover of staffI am feeling overwhelmed at work at the moment and so I don't think I can concentrate on looking at going for an interviewI am not familiar with that location so I think it will be hard to get toI am waiting to hear back from another job before I look at going for an interview anywhere elseIt offers a longer commute time and I am not sure about parkingThe salary does not give me an increase and I am not sure what they will offer

These are all very valid issues but arguably before you properly explore them yourself by asking all the relevant questions at interview can you really be sure that they are true or that they can not be negotiated or overcome?

For example, the frequency of an advert could mean a new project or a company expanding, a new location could work well on a bus route or there may be a route or parking close to the office you are unaware of. A job description tells you about the job and responsibilities but not about the culture or the people. These are the factors which often hold more weight in deciding whether the role is right for you or not.

What if you are thinking you may want to stay put after all?

Should I cancel an outstanding interview?

There is a difference between "an attitude of intending to stay in ones current role and being completely closed to change". As long as there is at least a small percentage chance that the interviewing organisation could make an offer that is too good to pass up, then seeing the interviewing process through would not be wasting anyones time but rather it would be ensure that you can be confident that you are making a full and informed decision.

Proceeding with an opportunity can give you the chance to compare a new opportunity with that of your present job. It can give you that clarity that your current role offers you the stability and long term challenge.

Following through on opportunities to the end before closing the door, is often the best way to avoid regret and missed opportunities. Act professionally and with integrity. You never know may find you cross paths with the same recruiting manager again in the future .

Ideally we would have all the time in the world to prepare for interviews, but if recruitment is not a key aspect of your role, finding the additional time with an already full workload can be near impossible.

For your convenience, TalentFind have summarised the key areas to consider whilst conducting interviews to distinguish Top Talent.

Top two questions to ask at interview:

These are pretty straight forward questions but they can also be the most telling:

Why are you here?

This question is a great opener and can really distinguish a persons personality, attitude and understanding. Most will be able to show that they have done their homework on the company and job role. However, only some will answer this question demonstrating the following:

A clear understanding of what the position entailsHow they can add valueWhat makes them unique

Do their skills, experience and aspirations match with yours now and in the long term?

Why shouldn't I hire you?

This can throw a lot of candidates despite it being being commonplace in interviews and can again reveal a lot about an individual.

Some will try to avoid answering it directly, others will give you a well rehearsed answer such as I am a perfectionist or I often work too hard.

What they decide to mention can be eye opening and unpredictable but the best answers will be able to demonstrate the following:

HonestyHumilityAbility to turn any negatives into a positive by identifying what they have learnt from the situation.

Job Interview Approach:

Use a "job content" approach by asking the candidate to do some of the actual work or walk you through a scenario of a real work situation.

Identify a problem or obstacle that they would face whilst in the role and ask then to walk you though the steps of the process they would use.

EG "Walk me through how you would deal with an irate customer on the phone"

The best answers will then be able to go on to evaluate their process by identifying the pain points and flaws.

3 Key Competencies to identify

Use competency based interviewing by asking candidates to "walk the walk" offers more of an idea of their capabilities. 3 key competencies that are often present in "top talent" include:

Integrity

"Tell me about a time where it has been appropriate to break confidence"

Intelligence / EQ

"Outline what your main achievements are in your current role"

Passion

"Describe a situation where you have gone above and beyond your job role and why you did this"

Consistency across interviews is key. Look to ask all the candidates the same questions and have a tick list* of desired attributes and "best answers" prepared prior to conducting the interview. This will help with objectivity.

For more information and advice on best practice throughout the hiring process, contact us at TalentFind on 021473471 or email us with your enquiry.

Video interviews can often provoke very extreme reactions from people, with most of us verging on the "prefer to avoid" side of things. However, with the necessity for time efficiency, creating automation within the hiring process is now fast becoming common. One way video interviews in particular are catching on fast.

How does it work?

A pre-set list of video interview questions can be sent to interviewees via an email link thus allowing recruiting managers to use objective measures to screen and can help eliminate human bias.

In turn job seekers can interview in their own time, at home, enhancing ones application by highlighting achievements, showcasing their personality and bringing their CV to life.

However, to ensure you do not waste this opportunity or scupper your chances it may pay to read the following top tips:

Before your video interview:

Set up your recording space. Find a quiet, clean, and professional-looking area where no one else is around to record your video interview. To avoid looking like a faceless shadow, be sure to have any light facing you and not shining from behind you. Position yourself in the centre of the webcam ensuring all of your head, neck, and shoulders can be seen.

Test your webcam and microphone. If you are using a computer to complete a one-way interview, verify the microphone you are using before recording. Additionally, you can play back your first recorded answer to confirm the audio and webcam are working properly. This way if you don’t see yourself on the screen on the recording you know your webcam isn’t properly connected or verified.

Things to avoid doing in your video interview:

Skimming instructions. Read the instructions provided carefully so as to avoid delays in completing your interview or errors in your recording. Gain full understanding of the process, how to best set up the camera and microphone prior to completing the interview.

Choosing an inappropriate location. Whilst you can complete your one-way from anywhere via your mobile phone or using your home computer and webcam, think about the room you choose and what will show up on camera that is located behind you.

Not speaking clearly. Don’t force a recruiter or hiring manager to turn up the volume or strain their ears to hear your answers to their interview questions. Speak loudly and clearly so that you can be understood. It would be a shame for your one-way interview to be passed over just because the person reviewing it had no idea what you were saying.Getting too comfortable. You may be recording your video interview in the comfort of your own home but be aware to keep up the same level of professionalism as you would during a face-to-face interview. This includes your posture. Ensure to sit up straight to show that you are confident and taking the interview seriously.

Being unprepared. Your preparation for a one-way interview should be no different from how you prepare for an in-person interview. Rehearse your responses to the interview questions so you can sound natural and sincere when you’re ready to record.

Dressing for your video interview:

Opt for an outfit that would be suitable for an in-person interview. Choose clothes that fit you well; nothing baggy or too tight. Despite usually only seeing waist high on video wearing a complete interview outfit can help you to focus and maintain the state-of-mind needed for having a successful interview.

Avoid wearing white as on camera the clothing will appear brighter and may overpower your face, potentially making eye contact difficult. Instead, choose darker colours like navy and avoid patterns - solid is the way to go!

Avoid too much or flashy jewellery or accessories. You want to keep the attention on yourself and your answers rather than your fashion. Steer away from anything too bright or shiny that could catch the light on camera.

Don’t forget the basics. A video interview is no less formal than an in-person interview, so men, don’t think you shouldn’t have a clean-shaven face. And women, keep your makeup minimal and conservative.

TalentFind works in partnership with job seekers and recruiting managers to find long term career and hiring solutions. Contact us for more information.

Interviews are a two way process and in order to establish whether a role is right for you, it is important to ensure that you have gathered all the information you need to make the right decision.

Changing jobs should not to be taken likely and leaving a new role within a few months can cause red flags for future interviewers not to mention a poor reference from your employer. At times, with unpredicted structural or organisational changes, early departures cannot be helped as the role is changed and thus is not as described at interview. However, it can also be due to a lack of hard questions not asked and several assumptions being made during the interview process.

So how can you make sure you are having the right discussions during this time?

Decide ahead of the interview what is important to you in your next role and be sure to ask the question if it is not covered in the interview.Remember that just because you are offered a job you do not have to accept it. Give yourself time to read through the employment contract and discuss with a third party. Follow through on other already arranged interviews and write a list of pros and cons. Ensure you are not just hearing what you want to hear. Selective hearing is all too common when you are eager to find your next job. This is especially common when you like one aspect of the role such as the location or salary and then “want” everything else to be perfect too.

Asking the right questions at interview enable us to be informed and reassured but are also a great way to impress.

Here are TF's top 8 questions to ask at interview:

Why do you enjoy working here and what would you change?What skills can I hope to learn in this position?Where do you see yourself in 3 years time?What can you tell me about the team of people I will be working with?Why has this position become available?What can you tell me about the company’s new products and plans for growth?What are the performance expectations in this role and how will I be measured?What concerns or reservations do you have about me for this role?

You have the new job offer in your hand, everything is as you wanted, this is the day you have been waiting for...

so why does it feel like such a tough decision?

Is it just nerves about the unknown and fear of change – or have you realised that maybe it was getting offered the job that was exciting? Perhaps it has made you realise that you just need to feel appreciated and valued ... nothing a good chat with your current manager wouldn't solve.

To help decide whether you should love it or leave it read below:

Think back to the initial reason for wanting to leave your current employment? Does this new job address those areas? Read through your employment contract and question anything you are unsure about. Ask all the questions you need to.

Check yourself – do you find change easy? How did you feel last time you changed job? If the answer, like for most of us, is with caution and some anxiety then do not waste a new opportunity and misinterpret new job nerves for it being the wrong choice.

Are there avenues in your current role that you have not yet explored? Did you mean to express interest in taking on more responsibility or position with your reporting manager but never quite got round to it. The best time to bring it up is BEFORE you start job searching, however don’t fall for the thought that the “grass is always greener”.

Were you headhunted for this role? Did it appear almost out of nowhere from a referral from an old colleague, friend or family member? Check that you are not accepting the role out of obligation or flattery.

Does the salary or package being offered feel too good to turn down? Whilst the remuneration is important, others often find that it is not the recipe for a long-term successful job move. Look past the trimmings of the salary and benefits and check that the role and company are also a good fit.

Have you met the people you will be working with? Have you seen where you will be working and looked around the building? Simple things like these help you grasp an idea of what working there would feel like and will reassure your future boss that you are making an informed and committed decision.

TalentFind - offering job seekers the professional advice you need to support you finding the right career move.

Please note:

Ensure that you have your job offer in writing in the form of an employment agreement.

For more information contact your local CAB who can link you up with free legal advice in your local community. You can also contact the Ministry of Business, Innovation and Employment's (MBIE) Workplace Contact Centre on 0800 209 020.

“Emotional intelligence is your ability to recognise and understand emotions in yourself and others, and your ability to use this awareness to manage your behaviour and relationships.”

Drs. T. Bradberry and J. Greaves Emotional intelligence 2.0

How we communicate to others:

"93% of communication is through body language and tone only 7% by verbal language".

Employers make decisions based on a number of factors such as previous experience, skills and competencies and recommendations but how they feel about a person in terms of what they perceive they will fit into the team and organisation is key.

The Psychology behind interview success is certainly noteworthy:

1. Be confident - even when you don't feel it.

2. Build rapport - Mirror their body language and tone of voice (subtly) avoid any habits such as leg twitching or knuckle cracking. This helps to build trust and makes people feel at ease.

3. Follow their lead - whether a serious straight talker or a light hearted casual chatter take the same approach.

4. Ask advice - "How did your company get to be so successful at x?" this type of flattery goes a long way to creating a great impression.

5. Reflective listening - Para-phasing and repeating back to the interviewer what they have said to you not only show them that you have understood but makes you sound intelligent, a quick learner, and that you agree.

Top Tips to overcome Procrastination:

1. Identify that you ARE being indecisive.

Do you feel the need to make a cuppa when you have THAT task to do? Are there items on your to do list that stay on for weeks?

2. Check out what Type of Procrastinator you are (see infographic).

3. Create a REWARD to motivate you into action.

A sweet treat or a little something you have had your eye on.

4. Be accountable to another - enrol a friend or relative that you need to report to.

A daily catch up or weekly summary on the tasks you are avoiding:)

5. Identify what will happen in time if you DO not do it.

What is the cost of time spent not doing it. In still fear!?

6. Create a TO DO LIST and break the tasks into down into manageable chunks.

Is the task really as big/hard/dreadful as you think?

7. Believe in yourself - that you DO have the skills and resources and then take a deep breath and take the small steps to start things moving.

8. Follow up - Once you have achieved it write a note to yourself that will act as a motivator for the next time...and remember to give yourself that treat!

Remember Procrastination is just a habit you need to break!

TalentFind

Transparency. Efficiency. Expertise.

Contingent workers are non-permanent employees such as freelancers, independent professional, temporary contract workers, independent contractors or consultants. It is typically work that is for a fixed time period to complete a project of some kind. With non-permanent staff on the increase does this mean we no longer aspire to secure a long term "permanent” opportunity in the same way that we used to?

A study by software company Intuit reports that:

“In the U.S. alone, contingent workers with exceed 40 percent of the workforce by 2020"

Is it no longer the ideal, to seek a role that will lead us to stay within a company for many years, decades even, where the only change is more responsibility or a position within the same organisation?

Fewer job changes used to be synonymous with commitment and loyalty. Your colleagues were like family, people you grew up with. It is now becoming less common to see this longevity at one organisation. With the knowledge and accessibility of opportunities on offer, changing jobs has become more achievable. Resources are readily accessible to help us make decisions and so it seems job seekers have more control over their career than ever before.

It appears that we no longer attribute contract roles as stopgap positions that we commit to when we find ourselves out of work or waiting for the right opportunity. Perhaps we are less concerned about the security of the situation or about our being part of a work family.

With on demand professionals and the opportunity to adjust employment levels and costs, organisations can respond to change and remain competitive. But what is in it for the job seeker?

Here are 5 reasons why many consider "non-permanent" the way to go:

1. Flexibility – Other commitments outside of work can lead many to see this as an ideal solution. The flexibility of days, hours, holidays and conditions under which you work can be agreed to suit both party.

2. Wider network – Working at different organisations allows you to build up a network and source the best matches in terms of project and cultural fit. Reputation for both employer and employee leads to demand of the best organisations and candidates.

3. Attractive salary / rates of pay – On demand professionals and experts with the specific skills needed at critical times often leads company's to offer competitive salaries for projects completed.

4. More career opportunities – Over time contingent staff gain exposure to many different business situations solving issues, improving processes and streamlining systems making them in demand and in line for more career choices.

5. Increased skills and experience - Changing roles can expose individuals to many different cultures, structures and industry, becoming an expert in one or more fields. Whilst contracting sounds irregular, it can be anything but. Through word of mouth and reputation, contracts are renewed or new ones are able to be secured prior to one ending. As deadlines are extended or furthermore, the rights of contractors are changing to become inline with those of their “permanent employees”.

How many jobs do you expect to have in your career life-time?

1. Poor Hygiene - The worst failing is having poor breath and the worst culprit is cigarette smoke. Cleaning your teeth (and mouth wash if necessary) prior to interview is essential if you had spicy food for dinner. Never smoke or wear clothes that have been near a smoker.

2. Interrupting the interviewer - however enthusiastic you are about getting your answer or question out, never ever speak over the interviewer. It appears rude, self-important and makes you appear a poor listener.

3. Lack of enthusiasm - Smile when you meet the interviwer, be attentive and nod where appropriate. Don't look out the window or at your watch. Never lean back in your chair, with your arms behind your head – you'll look arrogant and self important.

4. Not asking questions - To ask a question shows that you have listened, understood and are interested.

5. Arriving late - If the worst happens and your car breaks down, call them immediately, explain what has happened and give them the opportunity to re-schedule. This shows that you appeciate that their time is precious. However be sure to express your huge disappointment and frustration so they know that you are interested.

6. Not turning off your cell phone - Worst still would be answering it. If you forget to switch to mute or off simply apologise and switch it off immediately. Express that this was an oversight and that you are very sorry.

7. Lack of knowledge about the company or role - Even if you feel nervous about getting the details of the role or company wrong, this is better than saying you don't know. Start the sentence with "I was interested in reading about the company and products and would like to hear much more".

8. Poor attitude - everything you say needs to be a positive statement. If asked for a failing or weakness take responsibility and discuss what you learnt from the situation.

9. Cold, sweaty or clammy hands - The handshake is often the first impression, make sure it's a good one.

10. Poor presentation - dress smartly even when the company culture is stated as casual. Ask for permission to take off your jacket or tie if the weather turns warm. Always wear clothes that are smart but fit comfortably and shoes you can walk in. Tie long hair back and forget the perfume as the interviewer may be allergic.

TalentFind helps you discover and showcase the best of yourself for career success

Interviewing tips:

Timing is everything - I once had an interviewee that turned up for an interview 40 minutes early. When questioned why, it turns out that she hadn't got the time wrong but rather it turned out to be about taking shelter from wet weather and having sore feet in new shoes. I appreciated her honesty but there were better first impressions. I am now very careful when I advise people to be early for interview. 10-15 minutes is the ideal. Earlier that this can leave the interviewer with a question.

Start Strong - Firm handshake, good eye contact, no gum, remember the interviewer's name are all a given, right? There are also a few things that most do not seem to see as important. Enthusiasm for one. This can be demonstrated in lots of ways. Body language, for example, sit upright and forward rather than slouched back with your arms crossed. Be an attentive listener and ask questions that follow on from what they are telling you.

Finish Stronger - Thanking interviewers for their time, conveying your interest in the role (assuming you are) and asking them how you match up with what they are looking for are all pivotal to creating a positive lasting impression. This feedback can be critical as it gives you the chance to address any reservations they may have, as well as showing them you are keen to impress.

Make the effort - Aim to exceed expectations; dress smart (even if the culture is quite casual, be prepared (take pen and paper/ ipad) and have a list of questions on the company and role. Research the company so your question relates to something that is newsworthy and shows you have understood what the position involves. Check out the interviewer on Linkedin and ask a question about their career choices or why they enjoy working there.

Be different - We are all unique. Show them who you are. Take along a piece of your work or something you are proud of. Ask for a testimonial from your last employer / tutor or ask friends how they would describe you. Ask yourself "why would I be great in this role?" and ensure to tell them during the interview.

Video interviewing is growing in popularity and it is of little surprise when you examine the benefits for both employer and job seeker. The time and convenience for both parties makes it a practical and cost saving process. Even the camera shy and perfectionists among us have the opportunity to practice answers. No longer having to worry about catching the right bus, or parking – surely the logistics of this type of interview are fail free?

If you are not the right candidate for the position that’s one thing, but to ensure you get off to a good start and have the best opportunity to impress be mindful of these situations that could affect your chances:

5 top tips for video interview success:

1. Check what is behind you on the bookshelf!

Ensure there is a clean neutral background with nothing too distracting or competing with your wardrobe.

2. Put your dog outside and tell your family or housemates not to pop in with a cuppa.

Whilst it is not always possible to avoid distractions (such as low flying airplanes or noisy neighbours) look organised and have your resume at hand.

3. Don’t sit in the dark or need to keep apologising for technical hitches

Practice using Skype or Google hangouts to avoid embarrassment and be sure to clean the lens and avoid over exposure or shadows.

4. Position your chair so we can see more than your nostrils

Remain still and focused, leave the swivel chair alone and look straight into the camera when speaking.

5. No plunging neck lines or greasy stained shirts!

Dress professionally, as you would for an in-person interview.

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A well earned rest.

Be sure to take some time to take stock of your achievements, visit friends, take a trip but don't be tempted to put off the job search for too long as some of your fellow peers won't!

Where to start is often the hardest thing to get to grasp with.

Here are a few simple ideas that can help you get started:

1. Check your online presence

Ensure all social media profile photos are professional and your profile matches your CV. Add links to your CV and profile to include websites, blog posts, videos and testimonials. Handy Tip: Google your name. Does your online presence reflect the image you want to would want to depict to your future boss?

2. Brush up on your interview technique

In a survey by LifeSkills (created by Barclays) according to 500 interviewers, the most common error in interview was seen to be "failure to do research prior to the job interview" (51%). In addition, 12% of employers said they found "forgetting your manners" to be the most off-putting behaviour.

3. Identify your competencies, skills and unique selling points (USPs)

These can be personal and work related. Struggling? Then ask your family and friends - see which attributes crop up more than once. Add these to your CV and profile. Include them in your interview answers. Speak with someone doing your dream job and ask them how they got there, find out what skills and experience are needed. Find out their career journey and ask for advice and any connections.

4. Be realistic

Research companies you would like to work for. Look at all the roles within that organisation and consider working your way up rather than waiting for the "Graduate placement role". Before you turn your nose up at the Customer Service or Telesales role, consider this... It is often the all rounder, the multi skilled individual that finds themselves moving up the ranks faster. Exposure to different departments gives deeper understanding of how a business operates. Employees with "hands on" experience often are the ones targeted for management roles.

Recent studies reveal that employers spend on average only 8.8 seconds on each CV they receive. With the increase in number of applications per job advertisement, it makes sense that job seekers are looking for additional ways to introduce themselves to potential employers.

Is the CV an outdated tool? How can you showcase your skills more effectively and stand out from the crowd?

Here are 5 ways to consider:

1. Video - Don’t be camera shy! Video is becoming the new CV and it is no wonder why. For job seekers it is a fabulous way to demonstrate your unique personality and experience. Send a video link with your application with a 2 minute summary of why they should hire you. For employers it is time efficient and offers an effective way of assessing company fit.

2. A creative cover letter - I am not talking about flowery borders here... cover letters give you more opportunity than a CV to personalize and tailor to each position and organization. Take the time to pin-point how your skills and the company needs are aligned. Include links and examples of your work as well as references from customers or past employers. Triple check grammar and spelling.

3. Research - Most of us spend longer researching for a week’s holiday than we do for a job. Do more than your fellow job seekers! Look on the company website for recent news and developments. Read up on industry challenges, ideas and updates. Look into who the key personnel are and industry influencers.

4. Social Media - Introduce yourself via social media prior to application. Join a group and blog on industry issues. Ask advice or share information found to build your profile. Seek out the company careers page on social media and ask how and who to contact. Build a network of passive relationships with possible future employers.

5. Create your own job description - Always wanted to work for a certain organisation? Well why not let them know? Create a job that solves real issues the business in question faces and match to your own competencies and values. Link this with evidence of your previous work achievements and they would find it hard to move past your application.

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