16 Social Media Networking Sites to Find Your Next Job

With the epic rise of social media networking platforms over the last few years, more and more candidates are finding jobs by means that were a few years ago simply not possible. There maybe lots of social media networking websites on the internet, but some are totally useless, with others being vital to your job search. In this section we’re looking at those social media networking sites that will really add value to your job search.

Social Media Networking Sites

Below I have listed out My Top 16 Social Media Networking Sites that either I have used to find candidates for my clients or I have heard being used to find new jobs. Some of these social media platforms can be linked together, such as LinkedIn and Twitter, whilst others are completely independent.

If you are serious about finding a new job, it’s a great idea to combine as many of these social media networking sites together rather than focusing on a single platform.

Social Media Websites

LinkedIn – http://www.linkedin.com

All Internal and External Recruiters use this social media networking site so why shouldn’t you. You also have the added benefit of over 200 Million Business Professionals at your fingertips. If you’re looking for a hiring manager to send your resume to, LinkedIn should be your first point of contact. The Job boards are also a great place to start, given they show who posted the job advert and in many cases, this will be the hiring manager.

Plaxo – http://www.plaxo.com

Plaxo was original designed as an online address book and whilst its not as big as LinkedIn above, there are still over 20 Million contacts on this social platform which can be used if you need to find a hiring manager to send your resume to.

Twitter – http://www.twitter.com

Personally I don’t use this tool so much, however I know people that actively use twitter to advertise jobs. Run a Search in Google for “how to get a job using twitter” and start reading. Currently there are over 500 million users on twitter and over 350 million tweets per day. How many of those are companies advertising their new positions?

Facebook – http://www.facebook.com

Any website that can give you access to 1.2 billion users must have some use. Firstly Facebook has a “marketplace” section where you search for jobs in your location. Secondly it allows you to update your “status” and get the word out that your looking for a new job. Finally you can use it as a networking tool, which could help you, stand out from the crowd.

Jobster – http://www.jobster.com/

Jobster is one of the growing new bread of interactive employment search websites that allows you to not only search for a new job, but also create an online profile or even a video profile to show to potential employers.

Craigslist – http://www.craigslist.org

Craigslist is one of the best places to find a new job in your local area. Craigslist has two sections where you can find a job, The Jobs Section and the Gigs Section. The jobs section is designed for companies to place specific role, whilst the gigs section is more for freelancers looking for their next project.

My Workster – http://www.myworkster.com/

My Workster helps connect college graduates with quality employment opportunities through their innovative “alumni only career fairs” which are held throughout the country. The fairs give employers the opportunity to meet directly with college graduates in a social environment.

Job Fox – http://www.jobfox.com/

Instead of searching job boards, JobFox works in the opposite way, by emailing jobs directly to you each week. Jobfox searches through over 50 major job sites throughout the USA and selects jobs based on a set criteria that you choose. Best of all its completely free.

Google+ – http://www.google.com

Google+ allows you to create a profile and then add connections to your “circles”. Once you have added people into your circles you can then start networking with them. Google+ is very much an up and coming networking platform, however with the mighty Google behind it, it’s a force to be reckoned with.

TweetMyJobs – http://www.tweetmyjobs.com

TweetmyJobs is a recruitment Platform that provides users with specific job matches based on their search criteria. Users can either enter the type of job they are looking for or, share their resume with employers directly. In addition the site helps connect users with any Facebook friends that have connections to a company therefore potentially helping you with contacts to the hiring manager.

Execunet – http://www.execunet.com

Execunet is a private members club with over 250,000 members that offer networking and personal introductions to Senior Candidates and Key Decision Makers.

Alumni – http://www.alumni.net

Alumni is a global alumni registry that connects school and work friends from all over the world together. The register has millions of users from over 100,000 different companies all over the world.

Doostang – http://www.doostang.com

Doostang is an online career community that helps to connect young working professional to thousands of good relevant career opportunities and networking opportunities.

Gadball – http://www.gadball.com

Gadball is a one-stop shop for job searching where user can create a profile and then interact with other users, provide and ask for recommendations, network, create resumes and search and apply for jobs. Gadball has built in integration with many other social sites such as Facebook and Twitter.

MeetingWave – http://www.meetingwave.com/

MeetingWave a social media networking site, which helps you to meet new people in person therefore protecting your identity details until the time comes that you are ready share personal details. One slight problems is that this website is not free and charges $1 per meeting that is arranged through the website.

Careers 2.0 – http://careers.stackoverflow.com

Careers 2.0 is a social site dedicated to the I.T. and programming industry. Users create profiles showcasing their work and allowing potential employers to have an in-depth look at their expertise, Knowledge and Talent.

What other Social Media Networking Sites can you recommend? Do you have any other favourites that you could add to this list, as whilst I have a good few, I am sure there are some other great Social Media Networking Sites out there.

VisualCV – http://www.visualCV.com

VisualCV is self-branding website that allow you to create your own branded webpage where you can add not only information about your career, bit also videos, images and presentations allowing you to stand out from the crowd. Once you have created your profile, you can publicly show it across the internet using it’s URL and even apply directly for jobs on the site. This type of interactive CV works create if you’re working in Media where you can showcase your skills

Your Own Blog

Very similar to Visual CV above, you can create your own blog that will allow you to showcase your skills and knowledge. If you need help, we have written a section on creating your own blog and developing your own personal brand.

Xing – https://www.xing.com/

Xing launched at a very similar time to LinkedIn and whilst it has not got the same publicity or user base to LinkedIn, it’s a great European competitor that allows you to create a profile and find jobs or network with potential employers. Membership is free for search and contact people, however if you want full access to the site, you will need a premium membership.

Beyond.com – https://www.beyond.com/

Beyond.com is a career network that connects more than 50 million US focused professionals across a wide range of companies from technology to healthcare. Once you have created your profile, the site allows you to search for jobs by position, industry and location whilst at the same time connect with other likeminded professionals. The site is free, however a premium membership will allow you to gain full access to company profiles and become a featured candidate to help you stand out from the competition.

Data.com – https://www.data.com/

Data.com has been developed as a professional networking website mainly to be used for commercial sales. Given that Data.com provides both the phone number and email address for companies, it’s easy to use this information to get your CV in front of the right person using out simple CV reach out strategy. Joining data.com is free, however you will be limited in the contacts that you can see, however with a premium membership starting at around $250 per year, this is a small price to pay to get your CV in front of the right person.

Sumry – https://sumry.me/

Sumry is part of the new breed of job searching portals and allows you to build an online CV that highlights your education, knowledge, work experience and can even facilitate candidate references from people that you have worked with in the past. Candidate references are very important to a potential employer and therefore can really add value to your application. Once you have created a profile, use the job search facility to find a position that you’re interested in and apply directly through the app.


LinkedIn is firmly the largest professional networking site in the world today and if used in the right way, will help your job search. That said, there are other’s that you should be spending seeing if they can add value to your job search.

One point, social media is brilliant for your job search, but it’s also very easy to either get distracted or waste time creating a profile that’s not going to be beneficial to your job search.

As an example, Careers 2.0 is a fantastic website for IT professionals, however if you’re not looking for a job in IT, don’t spend time creating a profile and researching companies or you’re likely to waste a lot of time with very little effort.

Need Help Writing Your CV Summary? Here’s 25 Great Examples

The Profile or Summary section of your CV is probably the most important part of your CV to get right even though, it’s highly likely that it will never be read by a recruiter or hiring manager.

CV Summary

The CV profile or summary is the second section of my How to Write a Resume Guide. It’s very important that you write a profile section as it’s a great place to add a selection of relevant keywords that will help your resume to be found by a ATS program.

Recruiters and hiring managers are now using Applicant Tracking Systems to search through the large numbers of resumes that are being sent to companies or job boards each week. Recruiters will search through thousands of resumes using keywords that are relevant to their candidate search.

​Your profile is a great place to put a selection of these keywords into your resume, however candidates often find it very difficult to write a good profile. Below I have given you 25 of the best resume profiles for a range of different positions to give you some idea of what you should be writing in your CV or Resume.

Profile/Summary Examples

Technology Management Professional – Management Professional with over 18 years international experience and expertise in project and programme leadership, risk management, Enterprise Architecture, IT Audit,strategic planning, ERP applications(SAP/Oracle -business suite, Peoplesoft, JDE,MFG/PRO ,Hyperion, Business Objects,Microsoft Ax-Dynamics) and directing technology deployments, managing complete project life cycles and enhancing operations through change management and process improvement. Ability to liaise among business and technical stakeholders at all levels. Proven track certified PMI Project Management professional (PMP), ISACA CISM/ISC2 CISSP (Information Security), CISA (IS-Audit), CGEIT(IT Governance and enterprise IT), CRISC (RISK ,IS and Control),BCI-UK Master of Business Continuity Professional (MBCI), Open Group enterprise architecture TOGAF-9 , APICS CertifiedSupply Chain Professional (CSCP), ITIL, Cloud Computing

Project Manager – Certified PMP with 20 years in Project/Program Management of achievement embellished performance in the senior management in international banking environment. Innovative, Profit and Result oriented technocrat with deep skills and experience in increasing the revenue, market share through utilizing the technology for improving customer satisfaction, market analysis and successful organization integration. Extensive experience in managing cross-functional teams with diverse technical backgrounds for the successful delivery and operation of remittance and money transfer platforms within budget, scope, schedule and customer satisfaction.

Project Manager – Extensive experience in Project Management, Quality Assurance, Requirements Analysis, Configuration Management, Testing Manager, Testing and Evaluation, Software Testing, Regression, Functional, Usability and Integration testing on complex object oriented systems. Experience in testing and conducting QA Audits in highly regulated industries such as Food and Drug Administration, Current Good Manufacturing Practice, ISO 9001, CMMI level III and DOD regulated. Possess experience in process assessments, improving process, implementing process and enhancing process. Experience in Full Software Development Life Cycle (SDLC).

Change Management – 20 Year’s experience in QA principles, practices to develop new and improved approaches methodology, and have recommended policy changes to projects and programs to become more efficient and effective. Solid Experience in the following DoD programs: Army Standards and Policy; MIL HDBK-61A, Military Handbook Configuration Management Guidance, DoD Instruction 5000.02, Operation of the Defense Acquisition System, Configuration Management, DI CMAN-80858, System Configuration Management, AR 70 37, Defense Acquisition Guide (DAG), MIL STD-109C, Military Standard, Quality Assurance Terms and Definitions, Department of Defense Guide to Item Unique Identification Quality Assurance, MIL-STD-3004B Quality Assurance Surveillance for Automated Entry Systems.

IT Engineer – IT Engineer and Business Technologist specialized in client facing management of software project scopes and the coordination of integrated Web, Mobile, Business Process Management and Operations Support Applications. Working as a bridge, connecting technical teams to clients and remaining stakeholders while translating business objectives into specification documents and an effective solution architecture. Working for more than 15 years in Software Development Engineering in various industry verticals and cross functional projects integrating CRM, BPM, ECM and B2C Apps while regularly involving the lead of development teams made me a fast domain learner and an adaptable consultant.

Operations Management Professional – A Result Oriented Professional with 11 years of rich and diversified experience in Manufacturing Operations, Quality Assurance, Internal & External Logistics, CAPEX & OpEX Project Management, Cost reduction projects, World Class Manufacturing (WCM), Change Management (ADKAR Model). Expertise in managing cross functional, multi-cultural and multi-national teams for World Class Operations management. Possess a clear understanding of the manufacturing industry, technology trends with the distinction of instituting modern World Class Manufacturing techniques like Cost Deployment,3M analysis, 4M analysis, TPM, FMEA, POKA YOKE, SMED and Problem solving tools to achieve business excellence at lowest overall cost. Excellent communication & analytical skills.

Change Management Professional – Results oriented professional with excellent communication and interpersonal skills, as well as the ability to work in a team setting with people of different backgrounds, skills and experiences. Over 10 years of proven experience in accomplishing complex assignments in administration and project scheduling. Excels in communicating with governmental and non-governmental stakeholders as well as decision makers both remotely and hands on. OSHA 30 and HAZWOPER Certified. Lean Six Sigma Green Belt trained.

Payment Card Industry – 15 years of experience in the Payment Card Industry, Treasury, Financial Risk Management areas. Functional expertise on OCC, CCAR, Basel 2.5/III, risk modeling such as Scorecard and FINCAP, IT Risk Management frameworks like COBIT, COSO. He has domain expertise on ERP, BI, Analytics with present focus on BI, Analytics, Risk Management. He updates himself regularly on latest business and technology related development activities.

Trade Operations – Business graduate with over 7 years of experience in the trade operations and data management. Experience managing pre and post trade processes for equities and fixed income -trade allocations, confirmations, settlements , reconciliations and corporate actions. Experienced user of trade-order and investment management systems – Black Rock Inc.’s Aladdin, Eagle Investment Systems (STAR&PACE), Bloomberg, Charles River. Strong communication and interpersonal skills, experience working as part of diverse, multi-cultural teams.

Sales Professional – Banking Sales Professional with over 10+ years of comprehensive experience in Bank Sales of Bank Accounts, Credit Card &Personal loans for leading Banks. Recognized as a top performer consistently achieving annual sales / goals. A highly motivated individual with excellent organisational and leadership skills and a proven ability to deliver against key business metrics Expert knowledge and proficiency in business development, relationship management, risk management and product development. Demonstrated track record of developing product strategies based on business objectives and leading implementation to deliver measurable business results. Weathered the financial crisis with flying colours, delivering growth and perspective

Treasury & Finance Professional – Results-driven, dedicated professional with solid experience in treasury and finance. An effective communicator at all levels, good problem solving, analytical and organisational skills, and highly motivated either in a team or working on own initiative. Extensive experience of leading and executing balance sheet management and funding strategies in key Emerging Markets, (namely UAE, Turkey, South Africa and recently in APAC Region) to deliver against challenging objectives in a short time frame. Good understanding of the financial services industry (including both commercial/ retail and investment banking environment), with a proven record of managing change and managing people through change. Strong knowledge of international money markets in EMEA and Asia Pacific and full range of treasury products. Direct experience of dealing with international regulators and regulations. Well-organized, self-motivated individual with ability to rapidly learn new skills, and adapt to new business and regulatory environments.

Management Executives – In-depth knowledge of methods and techniques of automation, portfolio management, research, statistical analysis and report preparation using business intelligence tools like Tableau Visual Analysis Tool, Micro Strategy and MS SQL Server 2008 (SSRS, SSIS, SSAS) with strong programing skills to develop data architecture, data mart and data mining for analyses and reports. Developing Risk Analyst Internal Rating Models IRMA Certification from Moody’s. Banking Sales Products, Banking Professional with over 7 years of successful experience in sales position of branch assets & liabilities. Good performer with track record of consistently meeting or exceeding sales goals and customer expectations. Skilled at educating customers on banking products and recommending best options that meet their short-term and long-term needs. Team player with polished communication skills: Verbal, Written, interpersonal, presentations and rapport building. Key skills to include, Customer Service Relations, Sales Management, Marketing Financial Services, Loan / Account Origination, Banking product & Services, Regulatory Compliance, New Business Development, Revenue Growth Generation.

Finance Manager – Finance professional (ACCA) with an extensive track record of driving the operations and performance of a finance team. Proven ability to work both strategically and operationally across various corporate cultures in multiple locations. Strong analytical skills, knowledge and understanding of financial control functions; change management; lean improvement initiatives and operational productivity through off-shoring. Specialties: Financial Analysis, Project Management, Inter-company Reporting, Financial Control, Transitions and Outsourcing across multiple geographies.

Operational Risk Manager – 10 Years experience in risk to include experience of reviewing and development of operational risk strategy, and maintaining an effective internal control environment within PCB Financial Reporting and Control whilst identifying risk mitigation solutions for the business as a whole. Active involvement with SOX and Governance team to ensure appropriate risk management and control strategies are in place and monitored through KRI/KPI. Review and challenge risk processes and controls within the wider team. Analytical review of the Account Ownership and Reconciliation Process – which comprises of reconciliations and verification of internal and external financial reporting data, transactions and balances.

Finance & Treasury – Results-driven, dedicated professional with solid experience in treasury and finance. An effective communicator at all levels, good problem solving, analytical and organisational skills, and highly motivated either in a team or working on own initiative. Extensive experience of leading and executing balance sheet management and funding strategies in key Emerging Markets, (namely UAE, Turkey, South Africa and recently in APAC Region) to deliver against challenging objectives in a short timeframe. Proven ability to build strong customer relationships including interaction with Senior and Regional Management Executives.

Finance Manager – Dynamic, result driven Financial Manager with almost 7 years of working experience within the Banking/Finance & Sales Arena, holding degree of Master of Business Administration in Finance & Marketing. Excellent in Client Relationship Management, Customer Service Management, preparation of statistical reports, Business Development, Quality Assurance, Portfolio Management of clients & Compliance, AML and Risk Management Related Activities. Possess extensive knowledge of Various Financial Products. I aspire of Responsible Position to discover growth opportunities and to hone my skills in a reputable organization and contribute significantly to their growth. I do not like to restrict myself to single role or profile and I am always open to new and fresh challenges. I also aspire to have a better understanding of finance and hence pursuing my CFA Level 1 this year.

Risk Manager – Risk Manager with 10 years experience in risk and in-depth knowledge of methods and techniques of automation, portfolio management, research, statistical analysis and report preparation using business intelligence tools like Tableau Visual Analysis Tool, Micro Strategy and MS SQL Server 2008 (SSRS, SSIS, SSAS) with strong programming skills to develop data architecture, data mart and data mining for analyses and reports Developing Risk Analyst Internal Rating Models IRMA Certification from Moody’s.

Recruiter – Top performing and results-oriented recruiter with advanced sourcing and recruiting skills. Proven ability to source and recruit passive candidates via LinkedIn, Colds Calls, Networking and other cost-free/niche sites. Extensive experience using advanced Boolean search strings and X-Ray. Consistent overachiever with a background in both high-volume agency and corporate environment. Skilled at building relationships with senior executives and managers, while managing a heavy requisition load and working under tight deadlines. Experience using Taleo, PeopleSoft, ADP/Virtual Edge, Catsone, Salesforce and Microsoft office. Industry experience in O&G includes: EPC, Midstream and Oilfield Services.

IT Transfromation – Certified Bullet Proof Global IT Transformation Head [Enterprise & Large Scale Banking & Financial services , ERP, Contact center applications ] of 14+ yrs of successful IT Transformation Planning, Transformation levers identification , IT Capacity Planning , Performance engineering , Application Value Management (AVM), Earned Value Management (EVM) , Product Value Management ,Technical Solution Management track record ICT Program transformations & Services, Transformation & Outcomes measurement. Experience of the following core skills, Delivery Maturity assessment (DMA), IT Program Information Quality (PIQ), Data performance assessment (DPA), Delivery Engagement profiling (DEP), IT Governance & Process excellence, Steering Committee Management, Strategic Alliance, Vendor (A&V), IT Business capacity Management ICT Program Measurement & Quality, Transformation levers identification, Transformation objective building Outcome vs KPI measurement, Delivery & Operational excellence (DOE).

Senior HR Professional – Versatile senior management professional with 25+ years of experience in HR management, staffing, organizational development, and performance management. Proven ability to strategize and implement human resources structures and policies that support companies in building a growth-oriented workforce of skilled personnel able to meet the needs of the business. Demonstrated talent for identifying gaps in workflows and processes and deploying effective change management initiatives to address gaps. Solid track record of creating and implementing training programs designed to maximize workplace efficiency and productivity. Human Capital (HC) Management, HR Strategy, Training Program Development, Team Building & Leadership, Organizational Development, Career Path Modeling, Change Management, Employee Development, Performance Management, Employee Relations/ Engagement, Needs Assessment, Program Management, Communication Staffing & Recruitment, HRIS (Human Resources Information System) Management, Process Optimization, Relationship Building/ Stakeholder Management.

Strategic Planning – 8 years of experience in strategic planning and project management of technical implementations. Skilled in process development, managing communications, IT service delivery, consultative sales, C-level prospecting and digital marketing solutions. Collaborates effectively with stakeholders to coordinate ongoing client meetings, demos/presentations, and project planning sessions. Digital Marketing & eCommerce Strategies, Business Analysis & Performance Reporting, High-level Client Relationship Management, Strategic Planning for New Initiatives, Client Implementations for Service Delivery, Process Improvement & Workflows.

Agency Recruiter – Over 6+ Years of strong hands-on experience in Full life-cycle recruiting with expertise in processes, systems, compliance, sourcing, reporting and vendor management. Heavily involved in candidate/client/management interaction. Experience with the clients like State clients of USA (State of NJ, PA, VA, NC, SC, OH….) with different Departments, (Federal Clients – Fresno County, Marinette County, Manatee County, San Diego County, Hennepin County), Guthy-Renker, Verizon, Merrill lynch/BOA, AT&T, Cap Gemini, HP, Deloitte, TCS (Tata Consultancy Services) and Etc. Exposure to contemporary recruitment Jobsites like: Career Builder, Tech Fetch, Dice, Monster USA, LinkedIn, Pro Hires, 3rd party vendors, Independent consultants and execute various recruiting strategies. Expertise working on Job Diva, VMS, People Fluent, Covendis, IQNavigator, Beeline, AcroXRM, Field glass, Taleo, ATS and etc. Expert in Boolean Strings, Searching Local candidates within the expected rates. Expertise working on VMS, People Fluent, Covendis, IQNavigator, Beeline, AcroXRM, Field glass, Taleo, ATS and etc. Experience in Internal databases like RMS and ConRep. Extensively involved in recruiting candidates for various technologies and skills such as web development, Client-Server, ERP, Mainframe, Data Warehouse, Networking Technologies, Firmware, and Hardware and also recruited consultants in Accounts payable and receivable areas.

Business Process Manager – Seasoned multi-discipline professional with over 15 years of experience in Business Process Management, Business Analysis, Reporting Analysis, Quality Assurance, Change Management, Balanced Scorecard, SAP-FICO Functional Consulting, OpenERP, and Call Center Management. Achievements to include, Designing and implemented performance metrics (balanced scorecard) for key operations to support strategic planning and budgeting. Assisted in the revamp of the overall organization structure and company-wide ERP deployment. Lead the team in creating the overseas call center’s quality department, resulted in the saving of 30% support cost and recipient of the best performance award and bonus. Spearheaded organizational business re-engineering efforts in supply chain and logistics, delivering 20% reduction in operating cost.

Strategy Analysis – 20 years of US Professional experience in Strategic Analysis in Demand Planning, Sourcing, Quality, Manufacturing, & Logistic. Demonstrated strength in Strategic Business Analysis, functional performance measurement, and reporting. Experienced in, recommending corrective business actions, expediting, leading Business Intelligence projects to improve performance, and achieving operational excellence. Oil & Gas service provider experience. Top-Tier MBA, from renowned #1 ranked, Thunderbird School of Business. PMP Certified, support all aspect of business (Evaluation, Demand Planning, Sourcing, & Logistics) SAP MM, Market Trends Analysis, Data Reporting & Analysis.

Software Security Professional – Over 22 years of experience in the Information Technology, Software Security & System Engineering. I have been involved in all phases of the System Development Life Cycle with emphasis in implementation, integration and testing, acceptance, installation, deployment, and maintenance. Expertise lies in IT Auditing, Software Assurance, Security Analysis and Penetration Testing, Mid-Large IT systems administration, IT project management, IT System Auditing, Policies and Standards, customer relations, network performance optimization, excellent analytical, interpersonal and problem-solving skills.Google Adwords, Google Analytics, YouTube Analytics, WebTrends, DART, MediaVisor, ComScore, OutBrain, NielsenAnswers, WordPress, SQL language, Adobe Creative Suite (Photoshop, Illustrator, and InDesign), Microsoft Office Suite(Word, Excel, Access, PowerPoint, Project and Publisher), Prezi, Qualtrics, SPSS, Vertical Response, and CRM systems(Salesforce.com, Zoho CRM, and Microsoft Dynamics).

Learning & Development Professional – Experienced Learning and Development leader with exceptional skills in facilitation, curriculum design, global program management, project management, talent management, relationship management, needs analysis, event planning,succession planning, metrics and a passion for strategy; seeking to become a catalyst and key contributor in attracting,retaining and growing top talent for a dynamic organization. Exceptional Facilitation Skills Project and Program Management Relationship Management Curriculum Design Web-based Training Creation Research & Strategic Planning Succession Planning. Diversity and Cross Cultural Training Exceptional Organizational and Leadership Skills Report Analysis and Metrics Talent Management Marketing & Communications. Global Learning ManagementSystems (LMS) Innovative Problem-Solving Leadership Development Vendor Management Career Coaching

25 Things Not To Do In Your Next Job Interview

Have you been invited for a job interview?  It means you’re going to be seriously considered for this job.  Hiring Managers will not waste their time interviewing candidates they are not interested in meaning that you have a real chance of getting this job.  

There are probably two small hurdles in front of you to turn your job interview into a job offer – Two Interviews.  The idea of meeting someone new, building rapport and then talking about yourself and your career, whilst sounding professional and impressive, but not arrogant, often puts the fear into even the most experienced candidates.


Everyone has made a mess of an interview in the past.  Yours truly made a complete mess of a competency based interview a few years ago.  If you make a complete mess of your job interview, remember, you’re not the first and you certainly will not be last, but if you follow the job interview preparation advice and avoid these top job interview blunders, you should be in the right place to excel at your next job interview.

Below are twenty-five things that you should not discuss, talk about or do in your next job interview if you want to have a chance of it going well.

25 Things Not To Do In Your Next Job Interview

No Interview Preparation – I am sure you have all the experience, knowledge and skills, but you don’t know about the company, have not prepared answers to key interview questions and have not prepared any questions to ask at the end of the interview, it’s more than likely your interview will not go as you expect. There’s an old phrase that works well in this situation, “Fail to Prepare and you Prepare to Fail”.

Arrive Late For Your Interview – These days where everyone has a mobile telephone, really there is no excuse for turning up late and not phoning ahead to apologies.  If you’re late, you need to have a very good reason, “I am running late because I got stuck in traffic”, shows a lack of maturity to plan ahead and will not win you any favours.

Taking A Call During an Interview – Switch off your phone.  There is nothing worse than that vibrating sound where you have not bothered to switch it off. Show some respect to your interviewer by switching it off.

Not Dressing Professionally – First impressions count, especially during a Job Interview.  You want to make sure that you’re dressed professionally.  This means suits are needed for both men and women.  Smart Casual might be accepted in an office, but unless you have been told ahead of time, you should be wearing a smart suit.

Get Your Hand Shake Right – As above, first impressions really count and getting your hand-shake wrong is make or break.  To give the perfect hand-shake, you should ensure that you fully connect with the interviewers hand and offer a medium squeeze.  

Offer and limp hand shake and you are showing that you lack confidence, whilst offering a bone-crunching hand-shake could be a sign of arrogance or lack of maturity.

Stand Up – Stand Up as the interviewer walks into the room and only sit down when you’re invited to.  This is both polite and professional and gives a sign of respect to the interviewer.  Not standing up, is arrogant and can be taken in some environments a rude.

Playing with your Pen – I always recommend that candidates take a pen and paper with them to an interview so they can write any important information they receive down on paper, however watch out that you do not end up just playing with your pen.  You will take the interviewers attention off you and onto your pen.

What’s Your Body Language Saying? – Up to 90% of what we say actually does not come out of our mouth so what your body is telling the interviewer is very important.  No-one wants to work with a grumpy old man or women, so make sure that you have good eye contact, you sit up straight, smile and generally come across as a nice, happy person.

What Does Your Voice Say – Speaking with a clear, strong voice shows confidence and maturity whilst mumbling along, speaking to the table shows that you’re shy and lack any confidence.

Answer the Question That Being Asked – Interviewers want an answer to the question that is being asked.  Yes you can use examples, but you need to get to the point pretty quickly otherwise your interview is going to be bored.  You need to concentrate on answering the question within the first couple of sentences and make sure that you only answer the question that’s being asked.

Bad-Mouthing Your Current Boss or Employer – Don’t complain about your current boss or employer even if you feel you’re being treated badly.  No-one wants to hire some who will cause problems for them.  Moaning about everything that is wrong in your life is a real turn off!!!

Not Asking Questions – There is no possible way that you can understand everything about a company, a job or your personal future, from a few hours of research and a few interviews.  Candidates that don’t ask questions show that they are not able to think for themselves or maybe are not interested in the company or role.  If you’re interested, you need to ask questions which will show that you want to know more.

Bending the Truth – Don’t bend the truth either on your Resume or in an Interview.  You will be found out and quite frankly it looks terrible when you have said you have done thing, when actually you have not.  You waste the interviewer’s time and risk any further job prospects within that company in the future.

Not Building Rapport with Your Interviewer – Hiring Managers buy people, not machines and building rapport before, during and after your interview will go a long way to getting to know your interviewer.  Here’s how to build Rapport with your Interviewer.

Building Rapport is Great, but Getting Personal – well this is just pathetic.  Watch out for those stories about how bad your life is and how badly you need the job to earn some money.  Employers want mature, professional individuals who are going to grow with the company.

Getting Personal Is Bad, but Flirting – it’s never worked and never will.  You may get a date, but you’re really unlikely to get a job.

Bring a couple of Updated Resumes – Hiring Managers and Recruiters often either forget or cannot print your resume and will often show up without your resume.  By taking a few copy’s your showing that you have prepared for the interview.

Don’t Forget to Bring a Pen and Paper – Candidates will often be asked to prepare a presentation or case study for a final interview and it’s often hard to remember what exactly you were meant to be doing after the interview has finished.  If you have written everything down, you had a resource to read after you have finished your interview.

Bad language or Cursing – It generally not acceptable in the working environment and will not be tolerated in an interview.  Cursing shows that you’re aggressive and arrogant which are both generally not wanted by hiring managers.

Employment Details – If you want this job don’t start to discuss employment details.  Any mention of sick-day leave, maternity leave, paid holidays, working hours, holiday arrangements will open a whole barrel of questions that you do not want.

Money – Another than basic questions with regard to salary, you should not be going into details about money, bonus’s or packages unless an offer is put in front of you.  When the salary question does come up, make sure that you explain why you’re asking for the increase and base it on examples.

Finishing an Interview because you’re Busy – is really not a good excuse.  Interviews often run over time, so make sure that you allocate and appropriate amount of time.

Stopping an Interview because you’re Not Interested – Finishing an interview early because you’re not interested in the job can be done the right way or the wrong way.  I am not interested in this job and walking out, is the wrong way and you need to make sure you don’t do it.  Think long term – next time there is a great job that’s perfect for you, it will be much easier if you have a contact within the company that likes you to put you forwards for the job.

Not Following Up After your Interview – Even if you have built rapport, had a fantastic interview, its common curtsy to drop a note to the hiring manager or interviewer to thank them for their time.  As a recruiter, if you meet 10 candidates in a day, by the time you’ve finished the 10th, it’s hard to remember what the first looked like.  A thank you note helps out to remember the good candidates.

12 Common Candidate Mistakes in Competency Based Interviews

Interviews in general are notorious for bring out nerves in candidates, particularly candidates who have not prepared or do not have much experience.

Competency based interviews are worse because the questions are likely to be obscure or have an answer that really requires a “one word answer”.  If you want to perform well and score top marks, you need to create a story before answering the question.

Sometimes They Go Horribly Wrong

It’s very important to remember that you will not be the first or the last person to badly fail a competency based interview. Yours truly failed a competency-based interview in the early part of his career.

It was one of the first interviews I had ever been to after graduating University. I remember meeting the interviewer, I remember the first couple of questions, which I thought went well and then they asked me the question, “Give me an example where you have gathered lots of information, analysed it and written a report” and my mind went blank.

Nothing… the fact that I had literally just finished my thesis, which would have been a great answer, was nowhere to be seen. Needless to say the interview went from bad to worse and the within a few minutes I was a complete mess. I badly failed that interview.

Competency Based Interview Mistakes

In this section we’re looking at the common mistakes that candidates makes during competency based interviews.  If you learn from the common mistakes and make sure you don’t make them, any mistakes you do make are likely to be overlooked during your job interview. Below are my top 10 mistakes to make sure that you don’t fall apart in your next competency based Job Interview.


Prepare for your Interview or Prepare to Fail. Guess what, I did not do any preparation, I did not know what to expect and quite frankly deserved to fail.

Preparing for the interview means reading as much as you can find on competency based interviews. Questions, Answers, Mock Interviews, How to Answer Interview Questions, questions about the company and anything else you can find.

You need to make sure that you read and have a think about as many competency based interview questions as you can before your interview. My advice is to try and find as many questions, but also look at the sample answers to make sure that you answers are on the right track.  This way you can get an idea of how to answer the question.

Remember, DO NOT LEARN answers to competency based in interview questions parrot fashion.  It’s very important that you give answers in your own words. I could not answer a question in exactly the same way as you could and I am sure its vicer-versa.

STAR Approach

Learn how to answer a competency-based interview correctly. My advice is to learn the STAR approach and make sure that you follow it with each question you answer.

The STAR approach means that you follow a set structure when answering each question.  This not only to create a great story, which is a key part of answering competency based interview questions, but also stops you from missing bit or going off on a tangent.

What Competencies

It’s a great idea to ask what competencies you will be tested on before your interview. If you know what competencies you will be tested on, it makes it much easier to tailor your answers to what the interviewer is looking for.

One of the best reasons for using a recruiter to help you with your job search is because they will be able to advise you on this. If you’re not using a recruiter then you must make sure you ask before your interview.

The Pause

Before you start answering the question, pause for a few seconds to think. 99.9% of the time, the candidates that stops and thinks for a few seconds about an answer before speaking, produce a much better answer, than those who jump right in.

Pausing to think can also be a sign of maturity and show the interviewer your confidence in their surrounding.

Use “I” Rather Than “We”

When answering a competency based interview questions, it’s important to use the word “I” as much as possible. In a competency based interview, you’re tested on what you actually did and what role you played within the task.

You need to make sure that your sentences start with “I”, however there is a major difference between saying “I” within your answers and sounding like a dictator where all your answers start with “I told this person to do this”. No one wants to work with a dictator.

A Great Story

60% of giving a good answer in a competency-based interview is making sure that you have a good story to tell. This is something that you can prepare in advance.

Make sure that you prepare a selection of different stories that you can use as examples. Often where candidates go wrong in a competency based interview is they do not have any stories prepared beforehand and therefore have think of an example before answering the question.

The Details

If creating a good story to answer your competency based interview is 60%, then 30% is going into the small details. To really answer a competency based interview question well, you need to go into the details whilst showing your experience in different situations. One of the usual complaints from an interviewer, is the candidate did not use examples related to their personal work experience.

Answer The Question

The last 10% of answering the question is to make sure that you answer “the question”. Often candidates give a really good answer, but have not really answered the question and therefore are marked down.

Think Outside The Box

Remember to think outside of the box when answering competency based interview questions. Often candidates, especially those in back office or support functions struggle to think of answers to situation based questions.

An example – I once asked a finance support professional the question “tell me about a difficult customer that you had to deal with?” His response was that he worked in finance and did not deal with customers.

Actually after a few follow up questions it turns out that he had spoken with customers in the past when dealing with invoicing inquiries.  If you’re faced with this type of question, try to think think outside of work. Have you ever had a problem with a babysitter or waiter when paying a bill at a restaurant?

Ask Questions

Remember to ask questions at the end of your interview. Candidates always forget this.  Just because it’s a slightly different interview structure think they don’t need to ask questions. You do, so have some prepared. An obvious question would be, how did I do, but there are other here.

Stay Calm

Where I really went wrong in my competency based interview was to panic which made trying to think of answers to the next question even more difficult. I appreciate that staying calm during an interview is far easy said than done, but if you prepare as much as possible in advance, familiarize yourself with the interview format, get a good night’s sleep and turn up in advance of the interview, you give yourself the best possible chance.

Final Thoughts

What mistakes have you made in your competency based job interview?  As always, if you have any questions, leave them in the comments below and I will be happy to provide an answer.

10 Tips To Passing Your Next Competency Based Job Interview

Competency based job interviews are becoming widely used during the job interview process, as they provide employers with greater accuracy to what you’re really like as a person and more importantly an employee.

Competency based interviews use your past performance in specific situations as a guide to how you will perform in the workplace. From the questions, hiring managers get a better view of what you’re going to be like as a team member and whether you’re going to fit into both the role and the company culture.

Preparation Is Key

Being successful in a competency based interview is actually very difficult as you’re unlikely to know what competencies each employer is looking for or what specifics within each question they want to hear.

Your competency based interview could also just be one small part of a traditional interview or can be a separate interview.  What we do know, you’ll to prepare for both types of interviews. Below are 10 great tips to help you be successful in your next competency based interview.

Plan and Prepare

Most people will have great answers to the simple questions, but interview questions are designed to challenge you.  There will be many questions that you might now know the answer, or only have an understanding of the answer, but cannot be considered to be an expert in that topic.  It’s much easier to have a successful job interview if you have prepared answers to a selection of questions before you enter the interviewing room.

Research the Role

Read the Job description at least five times and really try to think about the keywords in job description as this will give you an idea about what are the likely competencies that you will be tested on.

You should also research in detail the company and gather as much information on their culture, strategy and what type of people they like. Whilst the questions about the job description and company are unlikely to come up during a competency based interview, by working out what keywords they like to hear, you can structure you answers to suit each interview you go to.

Think of Examples

Examples are key within a competency based interviews.  You need to prepare examples for each competency that you will be tested on before the interview starts.

This way you’re unlikely to have that “brain freeze moment”, where your mind goes blank and you cannot think of an answer. At the bottom of this page, you will find a list of key competencies that you could be tested on if the company will not provide you with them.

Mock Interviews

Old phrase, “practice makes perfect” and it really applies to interviews. Candidates often perform twice as well on their second competency based interview as they do on the first. Use a recruiter and or an interview coach to practice your interview skills.

Over the years i have met a selection of candidates that suffer from a lack of interview practice.  One solution, apply to jobs that you have little or no interest in but can use the interview to practice answering questions.

Learn the STAR or SAR Approach

Both are very simple communication techniques that allow you to structure your answers to competency based interview questions. STAR stands for Situation, Task, Action and Result and SAR stands for Scene, Action, and Result.

Whilst there are slight differences between the STAR approach and the SAR approach, effectively both approaches ensure that you set the scene, tell the interviewer what you did and what the result was, in a clear natural style.

Talk About “I” as Much as Possible

There is no “I” in team, however in a competency base interviews, “I” really counts. Interviewers want to know what you did and what you were responsible for.

“I” is especially important in any leadership or managerial questions as you’re trying to show what you were responsible for, not what the team did. Make you use “I”, but not “I told” as you really don’t want to sound like a dictator.

Watch out for Those Interviewers

Interviewers are human, but at the end of the day they’re doing a job and are likely to have been trained to follow a script and show no emotion. They may have a large number of questions to get through in a short period of time and therefore have no time for rapport or any time wasting. Whatever you do, don’t let this put you off your stride. Building rapport with an interviewer is important, but if you cannot, don’t worry and move on.

Watch Out for Those Odd-Ball Questions

Search in Google for “Competency Based Interview Questions” and you can find list of almost every question that will/could ever come up in an interview. Interviewers are clocking onto this and throwing in a few oddball questions.

Watch out for these. At the end of the day, these oddball questions are there to try and put you off your game and get you worried. There really is no right or wrong answer, but my advice is to always stay positive. An example – What’s your favourite colour? Choose yellow, because it’s a positive colour…!!

Ask For Feed-Back at the End of Your Interview

Even if the interview went really well, you need to ask for feedback on your interview performance. Unfortunately it’s not always the best candidate that gets the job.  Whilst you have the interviewer in front of you, it’s a great idea to ask them how you did.

Constructive feedback is vital to improve your future job interview performance and can really help you avoid making similar mistakes in your next competency interview.

Give Real Example and Include Details

Competency based Interviewers love stories and love stories that really go into depth. In a competency interview, the interviewer is looking for the action that you took and what the result was. Use examples and make sure that you mention specific names, dates, places and the outcome of what you achieved.

To do this you need to make sure that you use real examples that have actually happened rather than a theoretical example. You will find it much easier to provide an interesting example and provide detail, if your answer is based in a real situation.

Competency based interviewers hear both real and manufactured situation. Unless your interviewer is a complete beginner, they will be able to spot the difference.

Final Thoughts

Competency based interviews are difficult, but as long as you prepare, stay calm and focus on answering the question, you will be able to make it a success.  If you have any questions please don’t hesitate to leave me a comment below and I will do my best answer it.




Companies That Hire Felon’s

You have just left prison or have a felon from a previous conviction that you cannot remove and therefore understand that not every company is going to look at your application. One of the best ways to find a new job is to apply to a company directly.

Applying to a company directly rather than using either a job board or a recruitment company is the best way for two key reasons.

If you use a recruitment company, the company where you get a job will have to pay for a fee for your application to the recruitment company. Applying directly to a company means there is no recruitment fee involved and therefore the company will be more likely to take risk on a candidate knowing that it will not cost them anything.

Job Boards are brilliant for companies to collect resumes and in my experience, a job on a job board will easily collect over a thousand resumes in a week. The problem for you is that unless you’re one of the very first candidates to apply to the position, your resume is likely not to be seen given the recruiter has too much choice. Most candidates don’t bother to email directly to a company their resume, because it take time and therefore, if you take the time to tailor your resume and cover letter to each company, then you’re resume will likely be read and you will be shortlisted for any jobs that are in process.

The problem comes that not every company will accept a resume from a convicted criminal and therefore there is no point in wasting time and effort tailoring your resume specifically for a company, only for it to be dismissed as soon as they see that you have a felony.

Below I have prepared a list of companies that will hire candidates who have felon’s. Its best to apply to these companies first before you start exploring other opportunities.

Companies That Hire Felon’s

AAMCO Transmissions and Auto Care – http://www.aamco.com/career
Abbot Laboratories
Adams Trucking
Air Southwest
Alamo Rent a Car
Alaska Airlines
Allied Van Lines
Allstate Insurance Company
America West Airlines
American Airlines
American Express
American Greetings
American National Logistics
Andersen Windows
Anderson Trucking Services, Inc
AON Corp
Apple INC
Archer Daniels Midland
Arthur J
Atlas Van Lines
Avis Rent-A-Car
Avon Products
Bahama Breeze
Barr-Nunn Transportation
Baxter International
Bed, Bath & Beyond
Best Foods
Best Western
BF Goodrich
Black & Decker
BMC Software
Borgata Casino & Spa
Braum’s Inc
British Airways
Brunswick Corporation
Budget Rent-A-Car
Buffalo Wild Wings
Builders Transportation Co
CalArk International Trucking
Calvin Klein
Cambell’s Soup
Candlewood Suites
Career Education
Carl’s Jr
Carolina Cargo
Carrier Corporation
Caterpillar INC
CDW Computers
Celadon Trucking Services
Central Refrigerated Svcs
Chase Manhattan Bank
Chicago Mercantile Exchange
Chipotle Mexican Grill
Coes – Coin
Coldwell Banker
Comfort Inn &Suites
Community Education Centers
Compaq Computer
ConAgra Foods
Core Carrier Corp
Country Inn & Suites
Covenant Transport
Crete Carrier
CRST Van Expedited
Dap Products
Darden Restaurants
Dart Containers
Davis Transport Inc
DeBoer Transportation Inc
Deer & Co
Deer Park Spring Water co
Del Monte Foods
Dell Corporation
Dell Monte Foods
Delta Airlines
Delta Faucet Company
Delta Faucets
Divizio Industries
Dole Food Company
Dole Foods
Dollar Rent a Car
Dollar Tree
Domino’s Pizza
Dow Brands
Dow Jones & Company
Dr Pepper/Seven Up
Dunkin’ Donuts
Dunlop Tires
DuPont Co
DutchMaid Logistics Inc
Eddie Bauer
Eddie V’s
Embassy Suites
Equity Office Properties Trust
Exxon Mobile
Fairfield Inn
Family Dollar
Federal Express
Firestone Auto Care
Firestone Complete Auto Care
Firestone Tire & Rubber Company
First Health Group Corporation
Florilli Transportation, LLC
Flying J
Food Services of America
Fortune Brands
Freymiller Trucking
Fruit of the Loom
Galuoub Toys
Gedney Pickle, Chaska, MN
General Electric
General Growth Properties
General Mills
GMAC Real Estate
Golden Corral
Goodwill Industries
Gordon Trucking, Inc
Great Clips
Groendyke Transport
Hampton Inn
Hawthorn Suites
Hewitt associates
HH Gregg
Hill Brothers Transportation
Hilton Hotels
Holiday Inn
Home Depot
Homewood Suites
Houston Hydraulic Sales and Service Inc
Hunt Transportation
Hyatt Hotels
Illinois Tool Works
In-N-Out Burger
Interstate Distributor Co
J & R Schugel Trucking
Jack in the Box
Jiffy Lube
Jimmy Johns
K&B Transportation
Kelly Moore Paints
Knight Transportation
Kraft Foods
Kreilkamp Trucking
L.A Times
Labor Ready
Landstar Trucking
LCT Transportation, LLC
Longhorn Steakhouse
LSG Sky Chefs
Magnum Express
Marriott Hotels
Marten Transportation
Maverick Transportation
McGriff Transportation
MCH Transportation
McKelvey Trucking Company
McLane Foodservice
Melton Truck Lines
Men’s Warehouse
Metals USA
Miller Brewing Company
Miller Transporters, Inc
Millis Transfer, Inc
Mobil Oil
Molson Coors Brewing Company
National Carriers
Navistar International
New York Times
Newell Rubbermaid
Newsweek Inc
Northern Trust
OIX, Inc
Old Republic International
Olive Garden
Omni Direct
Packaging Corporation of America
Party City
Paschall Truck Lines
Perkins Restaurants
Perkins Specialized Transportation, Inc
Phillip Morris Inc
Pilot Flying J
Prime inc
Red Lobster
Red Robin
Residence Inn
Restaurant Depot
Revel Hotel Resort & Casino
Reyes Beverage Group
Riverside Transport, Inc
Roehl Transport Inc
Ronnie Dowdy Inc
RSC Equipment Rental
Rubbermaid Inc
Salvation Army
Sam’s Club
Schneider National
Sears & Roebuck Co
Sears, Roebuck & Company
Seasons 52
Seven Up, Inc
Shaffer Trucking
Sharaton Hotels
Sharkey Transportation, Inc
Shell Oil Company
Showtime Networks
Simplex Leasing
Sisbro, Inc
Smith Transport, Inc
Smurfit-Stone Container Corp
Southern Refrigerated Transport Inc
Southwest Air
Springhill Suites
Sprint Corp
Sprint Corporation
Starwood Hotels
Tandem Transport Corp
Target Corporation
Target Stores
Telephone & Data Systems
TGI Friday
The New York Times
Towneplace Suites
Toys R Us
Trader Joe’s
TransAm Trucking, Inc
Transport America
Tribune Company
Tropicana Casino/Resort
Trump Plaza Casino/Hotel
Trump Taj Mahal Casino/Resort
Tyson Foods
Uneven Investments
United Airlines
United Parcel Service
US Cellular
US Foods
US Steel Corporation
USA Truck
Van Wyk, Inc
Verizon Communications
Volunteers of America
Voyager Express, Inc
Ward Truckload Express LLC
WEL Companies
West Side Transport
Western Express
WinCo Foods
WM Wrigley
Wyndham Hotels
Xerox Corporation
Yard House
YRC Glen Moore
Zebra Technology
Zenith Electronics