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    6 reasons why you should hire job hoppers

    Tom Sorensen, Published on 28/08/2017

    » Before you think we have gone totally mad, suggesting you should start hiring job hoppers, check out this data from the US Bureau of Labour Statistics: the average worker today will stay in a job for 4.4 years. It gets worse: the tenure of the youngest employees entering the work force is predicted to be only 2.2 years per job.


    Two ways to test candidate personality and intelligence before you hire

    Tom Sorensen, Published on 03/07/2017

    » Picture a jigsaw puzzle. Then think about the next candidate you are going to interview. This candidate is like the jigsaw puzzle you just pictured, a human being put together by many different shapes and forms of puzzle pieces.


    The top five fatal mistakes made by Job-Seekers

    Business, Tom Sorensen, Published on 03/01/2013

    » In my last column, "How to Make the Headhunter Hate You", on Dec 21, I looked at five of the Top 10 faux pas committed by people in the course of applying and interviewing for new jobs. To recap briefly, they were: getting people's names wrong, an overlong re{aac}sume{aac}, dressing for the disco instead of for an interview, failing to prepare, and faking your qualifications. But it gets worse: here are our final _ and potentially fatal _ five:


    The top 10 greatest resume mistakes ever

    Business, Tom Sorensen, Published on 13/09/2012

    » Why do you think that having a great resume is the single most important part of your job search? The right answer: because if your resume does not excite and impress anyone, you will not be invited for an interview. If you can't get the interview, you will never get the job. Agree?


    Too many recruiters are Buzzword-Matching paper pushers

    Business, Tom Sorensen, Published on 24/04/2012

    » Did you know that most people are not looking for a job? A recent survey by the US company The Adler Group and the networking website LinkedIn revealed that 83% of 4,550 respondents classified themselves as passive candidates. And here is the irony, HR departments still spend most of their time trying to attract candidates from the remaining 17%, what we call the pool of active candidates.

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