Samuel Hadsley


Career development 2d

I am a very calm person. But sometimes in a critical situation I start to get very nervous. Hands sweat a lot and may shake. I can't predict when this will happen. I’m worried because I have an important interview soon. How to quickly calm down, or better yet, prevent anxiety at all?

  • maria nyong

    8h

    An interview is what an individual should prepare for,
    Always make an inquiry to know what the company produce, try to meet some staff and asked... them about some likely questions, some concerns they have in the company, this will aid your preparation. Practice answering some questions on your own before the interview day. more

  • Corneil John

    1d

    In addition to what @Erin just said, practice this:
    Do a video of yourself partaking in the interview, like, get a chair, sit and place your phone in... front of you and start speaking, then watch yourself as you're doing it.
    Practice it till you are tired.
    It will help you a lot     more

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Bradley Evans


Career development 13h

I'm looking for a job and don't want my current company to find out about it.
But yesterday, my colleague’s wife interviewed me at a competing company.
Now I don’t know what to do, because everyone will know about my job search?!

1   

bose esther
Career development 7h
how do i write a good cover letter?

Career development

 17h

Why all candidates' scores should be made public after IEBC interviews


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The Independent Electoral and Boundaries Commission (IEBC) interviews in search for commissioners have captured the nation's attention as candidates seek the honour of safeguarding Kenya's electoral integrity.

Their résumés are being scrutinised, their records debated, their competence questioned. And yet, when the dust... settles, the public will be left with mere names in terms of appointments declared with no specific scores of each candidate made publicly available.

Transparency is the soul of good governance, yet Kenyans are routinely asked to trust decisions made in secret chambers, without the benefit of knowing why one candidate was chosen over another. Article 10 of the Constitution enshrines accountability, transparency, and public participation as foundational values of governance.

Article 35 guarantees citizens the right to access information held by the State. Yet, despite these provisions, recruitment processes for key independent commissions remain shrouded in secrecy, denying the public its constitutional right to scrutinise and understand the basis of such critical decisions.

The IEBC commissioners' interviews run the risk of exemplifying this persistent challenge. Kenyans have watching the candidates being subjected to rigorous questioning by the selection panel. Their qualifications, their integrity, their vision for electoral reform and everything have been laid bare. But then will come the familiar silence of each candidate's specific scorecard.

Once the final names are forwarded to the appointing authority, the public will be left in the dark regarding the scorecards, ranking criteria, and the actual evaluations that determined the fate of those entrusted with electoral justice. Were the best candidates truly chosen? Were some individuals favoured despite weaker credentials?

The absence of a publicly available scorecard fosters suspicion, erodes trust, and undermines the very credibility of these institutions before they even begin their work. The scorecard is important as it shows the score awarded by each panelist, the evaluation standards considered by the panel and whether the criteria meets constitutional muster.

If Kenya is to move towards a truly accountable governance system, we must make scorecards of all candidates for independent commissions publicly available. This single act would revolutionise the way appointments are perceived. It would allow Kenyans to see, with clarity, how decisions are made and whether they align with the principles of meritocracy and fairness. It would deter the quiet lobbying and political manoeuvring that often poison recruitment processes.

More importantly, it would strengthen public confidence in our institutions. A citizen who knows that commissioners were chosen based on clear, measurable, and justifiable criteria is far more likely to trust their leadership.

This argument extends far beyond the IEBC. The Judicial Service Commission (JSC), which oversees the recruitment of judges, including the Chief Justice (CJ), has also faced similar criticism. It is not just the IEBC or the JSC -- every independent commission and public institution conducting competitive recruitment should adopt this practice to ensure that competitive recruitment is fully actualised. Prof Makau Mutua has from 2016, when he applied for the CJ's position, asked the JSC to supply publicly the scores for all the candidates to no avail.

The same was the case in 2021 when CJ Koome was appointed. No records of scores were availed. The secrecy surrounding appointments fuels speculation, breeds distrust, and invites undue influence. Sunlight, as they say, is the best disinfectant.

A transparent system does not create bad politics, it exposes it. Making scorecards public is not a radical demand but a constitutional necessity. It aligns with the spirit of Article 10 on transparency and accountability. It upholds the right to information under Article 35.

If Kenya is serious about good governance, if we truly believe in merit-based leadership, then we must demand more than just names and appointments. We must demand the truth behind those decisions. And the first step to that truth is making scorecards public. The time for shadows has passed. The time for transparency is here. more

Career development

 21h

Skill Accomplishment Firm: Your Trick to Structure a Strong Labor Force - N0elle


In today's very competitive task market, searching for and also working with the appropriate skill is actually critical to the excellence of any kind of organization. Providers are regularly looking for means to streamline their employing methods and guarantee that they bring in top-tier candidates. This is actually where an ability acquisition company is available in. A skill acquisition firm... provides services for sourcing, hiring, and choosing competent professionals for different fields, helping businesses develop powerful, efficient crews that steer development and development. Christian & Timbers Jeff Christian

In this particular article, our experts'll explore the usefulness of ability accomplishment providers, just how they operate, and also why partnering with one can be the important action your institution needs to remain before the competition.

What is actually a Skill Accomplishment Provider?

A skill accomplishment firm is actually a specialized agency concentrated on determining, attracting, as well as employing top talent for business. Unlike traditional recruitment agencies, talent acquisition firms typically take an even more important, long-lasting approach to tapping the services of. They center on knowing the provider's culture, service goals, and workforce needs, guaranteeing that the prospects they source are not only certified however additionally a great suitable for the business's atmosphere.

Secret Functions of an Ability Accomplishment Firm

Sourcing and also Employment: Pinpointing high-quality prospects by means of numerous channels such as work boards, social media sites, and networking events.

Screening process and also Interviewing: Carrying out detailed job interviews and also assessments to guarantee applicants meet the important qualifications as well as straighten with the provider's lifestyle.

Onboarding and Integration: Helping with the onboarding procedure to guarantee brand-new hires are efficiently included right into the provider.

Employer Marketing: Helping organizations create and preserve a powerful company brand to entice leading ability.

Strategic Labor Force Preparation: Supplying knowledge right into market patterns as well as advising on the greatest hiring tactics to satisfy lasting service goals.

Why Companion with a Talent Acquisition Firm?

While a lot of businesses may assume they can manage their tapping the services of inside, partnering along with an ability achievement business supplies a number of perks that can spare time, minimize expenses, and make sure better-quality hires. Right here are actually some reasons outsourcing your employment method is a wise decision:

1. Access to a Larger Skill Pool

An ability achievement business has comprehensive systems and also resources that offer them accessibility to a much larger pool of potential prospects. They recognize where to seek top talent, whether it's through niche market task boards, expert systems, or even passive candidates that may not be proactively looking for a brand new project. This guarantees that your business does not miss out on top quality applicants that may certainly not be discovered with standard recruiting procedures.

2. Faster Choosing Refine

Choosing the best candidate can take weeks or perhaps months. An ability achievement firm improves the whole entire hiring process, coming from sourcing applicants to screening resumes and conducting job interviews. By leveraging their proficiency and information, they can easily load employment opportunities quicker, permitting your company to proceed procedures without the disruption brought on by unused jobs.

3. Enhanced Candidate Premium

Talent achievement providers pay attention to top quality, not simply quantity. They use a key, data-driven approach to identify the best-fit candidates for your provider. Through completely vetting candidates just before showing them to you, these agencies help guarantee that merely the absolute most skilled individuals move on while doing so.

4. Knowledge in Field Trends and Market Insights

Ability acquisition companies stay updated on the most recent business trends and also market circumstances, producing them important companions when it involves labor force planning. They may offer ideas in to earnings benchmarks, skill lacks, and developing capability sets, making sure that your hiring tactic is actually aligned along with existing market situations.

5. Lowered Turn Over and Better Employee Retention

Through partnering along with an ability acquisition company, you boost the possibility of tapping the services of applicants who are actually not only trained however additionally a terrific cultural suitable for your provider. This lessens turn over and also boosts employee total satisfaction as well as loyalty, which in turn causes an even more stable and effective workforce.

How a Talent Accomplishment Provider Functions

A skill procurement business functions in shut collaboration along with your institution to recognize your unique needs, lifestyle, and objectives. Listed here is actually exactly how the process normally operates:

Step 1: Understanding Your Demands

The 1st step in collaborating with a skill achievement company is actually an in-depth appointment. The organization will certainly discover your business's society, the specific role you're tapping the services of for, and any kind of one-of-a-kind problems or even requirements that need to have to be actually taken care of. This step aids the organization straighten their initiatives with your organization objectives.

Step 2: Sourcing Prospects

When the needs are crystal clear, the talent acquisition firm starts sourcing applicants. They take advantage of their extensive systems, on-line systems, and also industry links to find competent people. They may also look for easy prospects- people that are actually certainly not actively trying to find a task but may be actually open to brand-new options.

Step 3: Testing and also Examination

After collecting a pool of prospects, the talent accomplishment provider carries out extensive screening process procedures to make sure that applicants satisfy your requirements. This might include:

Behavioral meetings to evaluate cultural match

The goal is to offer only one of the most skilled candidates for your function.

Step 4: Questioning as well as Collection

The talent achievement company schedules interviews with your staff, delivering a shortlist of the best-fit prospects. They may also aid with the job interview process by delivering interview guidelines, examining candidates, as well as aiding in decision-making. They are going to make sure that both you and also the applicants possess a good knowledge throughout the process.

Tip 5: Onboarding and also Integration

The moment you have actually selected an applicant, the talent achievement firm can easily help along with the onboarding method, making certain a soft change right into the function. They might assist with establishing up training timetables, dealing with documentation, and making sure the brand new hire feels supported during the course of the preliminary stages of their job.

Exactly how to Pick the Right Skill Achievement Company

Choosing the ideal ability acquisition provider for your organization is actually an essential decision. Listed here are a couple of factors to take into consideration when creating your option:

1. Market Skills

Look for a skill achievement firm that possesses adventure sponsor within your industry. Business understanding helps the company recognize the details capability and also qualifications needed for your functions and also guarantees they know along with industry trends and obstacles.

2. Monitor History and Online Reputation

Do your research study on the provider's track record. Take a look at client testimonies, case history, and examines to view exactly how productive they have actually remained in positioning prospects. A solid performance history in properly loading roles for services comparable to all yours can easily provide you assurance in their potential to meet your needs.

3. Tailored Solutions

Every company is actually unique, therefore select a skill achievement firm that delivers individualized solutions. They must get the time to recognize your business culture as well as targets as well as give a hiring approach that straightens with your vision.

4. Transparency and also Interaction

Crystal clear communication is actually key to an effective partnership. Guarantee the ability acquisition firm is clear regarding their process, charges, as well as timetables. You must really feel certain that they are actually functioning in your benefit and keeping you informed throughout the employing method. more

Career development

 1d

Interview confidence booster: How to shine in any job interview


Interviews can be nerve-wracking, but with the right mindset and preparation, you can turn interview anxiety into interview confidence. Whether you're stepping into your first job interview or aiming for a senior role, knowing how to present yourself effectively makes all the difference.

In this guide, we'll share expert tips on body language, answering tough questions, and follow-up etiquette to... help you leave a lasting impression.

1. Mastering Confident Body Language

Your body language speaks before you even say a word. Interview confidence isn't just about what you say it's about how you carry yourself. Here's how to use non-verbal cues to your advantage:

✔ Make a Strong First Impression

2. Handling Tough Interview Questions Like a Pro

Interviewers love throwing curveball questions to test how you think on your feet. Here's how to tackle them with confidence:

✔ The "Tell Me About Yourself" Question

This is your elevator pitch moment. Stick to the present-past-future formula:

Example:

"I'm currently a marketing coordinator with a strong background in content strategy. In my previous role, I managed social media campaigns that increased engagement by 40%. Now, I'm looking to apply my skills in a dynamic company like yours to drive even greater brand awareness."

✔ The "What's Your Biggest Weakness?" Question

Be honest but strategic. Pick a real weakness that you're actively working on.

Example:

"I used to struggle with delegating tasks because I wanted to ensure everything was perfect. However, I've been focusing on improving this by trusting my team more and implementing better project management techniques."

✔ The "Why Should We Hire You?" Question

Sell yourself by connecting your skills to the company's needs.

Example:

"With my experience in project management and my ability to adapt quickly, I believe I can bring immediate value to your team. I'm passionate about driving efficiency and would love the opportunity to contribute to your company's success."

✔ The "Tell Me About a Time You Faced a Challenge" Question

"In my previous role, a major project was behind schedule, and our client was unhappy. I identified bottlenecks, restructured the workflow, and streamlined communication. As a result, we completed the project on time, and the client extended their contract."

3. Perfecting Your Follow-Up Etiquette

The interview isn't over when you walk out the door. Following up correctly can reinforce your enthusiasm and professionalism.

✔ Send a Thank-You Email Within 24 Hours

Express appreciation and reiterate your interest.

I wanted to take a moment to thank you for today's conversation. I really enjoyed learning more about [Company Name] and the [Job Title] position. Our discussion about [specific topic you discussed] was particularly insightful, and it reinforced my excitement about the role.

I appreciate the opportunity and look forward to the possibility of joining your team. Please let me know if you need any further information from me.

If a week passes without a response, send a polite check-in email.

I hope you're doing well. I wanted to follow up on my application for the [Job Title] position. I'm still very excited about the opportunity and wanted to check if there are any updates regarding the hiring process.

Interview confidence doesn't come from knowing all the answers, it comes from preparation and mindset. By mastering body language, handling tough questions with ease, and following up professionally, you'll stand out as a strong, capable candidate.

So, next time you step into an interview, walk in with confidence, communicate clearly, and own the moment.

Would you like help with mock interview prep or CV improvement? Drop us an email at info@optima-it.co.uk. more

Career development

 1d

7 Risky Behaviors That Could Be Sabotaging Your Job Prospects


Landing the perfect job often requires more than a polished resume and a stellar interview. Sometimes, it's the subtle, unnoticed behaviors that can quietly derail your chances. Whether you're actively job hunting or considering a career move, being aware of these risky habits is crucial. Here are seven behaviors that could be keeping you from landing the role you desire.

1. Ignoring the Power... of Networking

Networking is one of the most effective ways to discover job opportunities and make lasting professional connections. However, neglecting to build and nurture your network can leave you out of the loop on hidden opportunities. Avoid only relying on online applications and make time to attend industry events, connect on LinkedIn, or reach out to former colleagues.

2. Sloppy Online Presence

In today's digital age, your online profile is often the first impression you make. Posting inappropriate content, failing to update your LinkedIn profile, or having a sparse digital presence can hurt your prospects. Employers often conduct online searches, so ensure your social media reflects professionalism and aligns with your career aspirations.

3. Poor Communication Skills

Whether it's failing to follow up after an interview or submitting a resume riddled with typos, weak communication skills can raise red flags. Employers value clear, concise, and articulate communication. Take the time to proofread your documents, practice interview responses, and follow up with a thoughtful thank-you email.

4. Overconfidence or Lack of Preparation

While confidence is key, appearing overly cocky without adequate preparation can backfire. Employers can quickly spot if you're bluffing your way through an interview or lack knowledge about the company or role. Strike a balance by preparing thoroughly while presenting yourself as capable and humble.

5. Being Overly Negative

Speaking poorly about former employers, colleagues, or work experiences during an interview is a major turnoff for recruiters. Even if you had challenging experiences, focus on the positive takeaways and lessons learned. A negative attitude suggests you may bring the same energy to their organization.

6. Failing to Tailor Applications

Sending out generic resumes and cover letters might save time, but it often leads to missed opportunities. Employers are looking for candidates who demonstrate interest in their specific company and role. Tailor your applications by aligning your skills and experiences with the job description and researching the organization.

7. Unrealistic Salary Expectations

While it's important to know your worth, being inflexible or unrealistic about salary expectations can cost you a role. Do your research on industry standards and consider the entire compensation package, including benefits and growth opportunities. Approaching salary discussions with a collaborative mindset shows maturity and practicality.

Avoid These Pitfalls

Job hunting is as much about avoiding pitfalls as it is about showcasing your strengths. Recognizing and addressing these risky behaviors is a crucial first step toward making your job search more effective and rewarding. Building better habits, such as actively networking, tailoring your applications, and refining your communication skills, can significantly improve your chances of landing the right opportunity. It's also important to approach each stage of the process with a growth mindset -- learn from rejections, refine your approach, and remain persistent.

Which of these habits have you noticed affecting your job search? Share your thoughts or experiences in the comments below! more

Career development

 1d

Outsmarting The System: White Fonting, Fake Reviews, And Résumé Hacks


Forbes contributors publish independent expert analyses and insights.

Never underestimate people's ability to get creative. Job seekers are adding invisible keywords to résumés to beat applicant tracking systems. Students are using AI tools like ChatGPT to rewrite essays in ways traditional plagiarism detectors cannot always catch. Amazon sellers are inflating ratings with fake reviews, and... content creators are joining engagement pods to fool social media algorithms. Across industries, individuals are finding ways to get past automated filters, strict systems, and rigid evaluation processes. In many cases, it is about outsmarting processes that feel impossible to navigate fairly. What may seem like manipulation often reflects frustration, curiosity, and a desire to be seen. From white fonting to résumé rewriting to gaming content platforms, these behaviors raise bigger questions. If people are constantly outsmarting the system, what does that say about the system itself? And what can leaders, hiring teams, and educators learn from these increasingly common tactics?

White fonting is a résumé trick where applicants insert key phrases in white text so they are invisible to human readers but still readable by applicant tracking systems. A candidate applying for a marketing role might hide words like HubSpot, content strategy, or Google Ads throughout their document even if they lack those skills. The goal is to bypass keyword filters and get a shot at an interview.

While it may seem dishonest, many job seekers using white fonting do not see it that way. They are trying to be noticed in a system that feels too automated, too rigid, and too competitive. For them, outsmarting the résumé filter is more of a survival skill than a scam.

Résumé hacks like white fonting, keyword stuffing, and AI-generated job applications can still work in some cases. In addition to hiding text, job seekers may repeat desirable phrases or inflate their job titles to appear more qualified.

However, today's applicant tracking systems are more sophisticated. Many strip formatting, detect excessive repetition, and flag suspicious content. Outsmarting the AI might work once, but it can also backfire if a recruiter notices inconsistencies or patterns that look inauthentic.

What is more telling is why candidates feel they have to use these tactics in the first place. In a process designed to automate decisions, standing out as a human is becoming harder.

Before white fonting showed up in résumés, I had already seen similar tactics in education. Some of my own students told me they used to wrap copied text in white quotation marks to get around plagiarism software. These days, it's more likely they're using ChatGPT to rewrite their papers.

But getting around the system isn't new. Students have found ways to outsource their work for years. I once had a student submit a paper that included the following at the bottom, something she clearly forgot to delete: "Thank you for purchasing this paper. That will be fifteen dollars." I believe the price has gone up since then.

While those kinds of shortcuts were easier to spot, the tools students use now are more sophisticated. Grammarly, for example, was widely recommended as a writing aid, and many schools encouraged its use. But now it sometimes gets flagged in AI detection reports. What was once a tool to support learning might now complicate things. Whether it is helpful or harmful often depends on the intent behind it and the system doing the reviewing.

Detection tools have gotten better at spotting tricks by looking at context and removing formatting. But the bigger issue is still there. When students believe the system is more focused on catching them than helping them learn, they will always find a way around it.

The same mindset driving white fonting and AI-written essays shows up across nearly every platform.

Social media influencers use engagement pods to artificially boost visibility. Sellers use brushing scams and fake reviews to rank higher on e-commerce sites. SEO specialists use keyword stuffing and cloaked pages to rise in search rankings. Test takers use screen mirroring, hidden devices, or even fake webcam movement to fool remote proctoring.

Outsmarting the system has become a skill. But it is often a response to the feeling that the system itself is no longer working for the individual. Still, it raises a fair question. If people spent as much time doing the work as they do trying to get around it, wouldn't that be more productive? Maybe. But when someone feels the odds are stacked against them, working around the system can feel like the only way forward.

This behavior is not always about deception. More often, it is about frustration. People feel unseen by machines and blocked by rules they do not understand. They want in but do not know how to navigate the filters standing in the way.

There is something deeper too. People are naturally curious. They test boundaries, push limits, and explore loopholes not always to break the rules but to understand them. Outsmarting is not always defiance. Sometimes it is innovation.

White fonting and similar behaviors fall on a spectrum. Sometimes they are clever ways to gain visibility. Other times they cross the line into deception. But if people are bending the rules just to be considered fairly, it may be time to examine the rules themselves.

For job seekers, students, and creators, the issue is often not about ethics but about access. They are asking how else they can get a chance.

Rather than punish manipulation, HR teams should examine what is driving it. If people are outsmarting your hiring process, that is a signal. It means the process is perceived as unfair, overly filtered, or too impersonal.

Here is what organizations can do:

The best candidates may not always look perfect on paper. Sometimes, the most valuable hires are the ones trying the hardest to be seen.

The same mindset of outsmarting applies to company review sites. Some former employees have found ways to manipulate platforms like Glassdoor to damage an employer's reputation. Tactics include mass posting negative reviews under multiple fake accounts, copy-pasting slightly altered feedback to create volume, or coordinating group efforts to flood a company's page. Others wait for news of layoffs or leadership changes and time their reviews for maximum visibility.

While Glassdoor uses fraud detection tools to identify suspicious content, no system is perfect. Some coordinated attacks can still get through. These actions are attempts to outsmart a system that may feel like the only way to hold a company accountable. For HR leaders and executives, these incidents are a reminder that reputation systems must be monitored, but they must also be trusted enough not to invite sabotage.

If people feel they need to cheat your system, the system may be part of the problem. White fonting, fake reviews, AI-generated content, and even coordinated review attacks all stem from environments where trust in the process has broken down.

Instead of reinforcing complexity, organizations should examine what is encouraging these behaviors in the first place. Outsmarting the systems provides feedback. People are still trying. They want in. They are just not convinced that playing by the rules will work.

Most people do not try to outsmart systems they trust. If outsmarting the system is happening everywhere, from classrooms to job boards to e-commerce platforms, it deserves serious attention. I once interviewed Dr. John Kotter, a renowned Professor Emeritus at Harvard Business School and a leading expert on leadership and change. His work on resistance is especially relevant in this context because when people do not feel empowered within a system, they often look for ways to work around it. They are not necessarily resisting the outcome but rather the structure that feels unfair or unyielding. The future of work will increasingly depend on automation and algorithms, but it must also allow space for trust, transparency, and human creativity. If someone is trying to outsmart your system, the more important question is not how to stop them but what their actions are revealing about the system itself. Outsmarting the system is not going away, but there is an opportunity to design systems that are strong, fair, and human in ways that reduce the desire to bypass them. more

Career development

 1d

KU Spring Career Fair connects students with future opportunities - Keystone Newspaper Student Publishing Group


KU students looking for job and internship opportunities had a chance to network at the Internship and Job Fair

By Katelynn Humbles

KU students searching for job and internship opportunities had a chance to network at the Internship and Job Fair, hosted by the KU Career Development Center on Wednesday, March 12 from 12:00 to 3:00 p.m. Hosted in McFarland Student Union (MSU) 218, the event... connected students with a diverse range of employers across multiple industries, offering full-time positions, internships, and part-time opportunities. Students were able to meet recruiters face-to-face, ask questions about career opportunities, and even take advantage of free professional headshots, a valuable resource for enhancing résumés and LinkedIn profiles.

With over 80 employers participating, the fair provided students with an extensive selection of potential career paths. Employers ranged from retail and sales companies like 84 Lumber and Cintas Corporation, to government agencies such as the Commonwealth of Pennsylvania and the Anne Arundel County Police Department. Non-profit organizations, including Abraxas Youth and Family Services and College Possible, were also present, offering opportunities for students interested in social services and community engagement.

For those pursuing careers in education and child development, companies such as Active Learning Centers and the Berks County Intermediate Unit provided internship and employment openings. Meanwhile, students interested in business, finance, and human resources could explore roles at organizations like ADP, Inc., Equitable Advisors, and Diamond Credit Union.

Technology and science-focused students were also well-represented, with companies like Eurofins (biotech & life sciences), Andesa Services (software solutions), and CNA Insurance (IT & finance roles) in attendance. Engineering, logistics, and manufacturing opportunities were available through employers such as East Penn Manufacturing, DHL Supply Chain, and Brentwood Industries.

Beyond job searching, the career fair helped students develop their professional communication skills, refine their elevator pitches, and gain confidence in networking with employers. For many, the event served as a stepping stone in their career journeys, providing a space to practice engaging with professionals in a real-world setting.

"The career fair is a great opportunity for students to get their foot in the door, whether that's practice, pitching themselves as professionals, securing an internship, or landing a job," Lismeylin Feliz Medrano, a senior honors student majoring in public relations and Spanish, said. "We all leave here with a lesson. This gives students an opportunity to polish their skills."

Students who were unable to attend the career fair can still explore job and internship opportunities through the KU Career Development Center. The center offers résumé reviews, mock interviews, and career counseling to help students refine their professional skills and navigate the job search process with confidence. Additionally, students are encouraged to utilize Handshake, a job and internship search platform, to stay updated on new postings and employer opportunities.

With a wide range of industries represented at this year's fair, KU students had a valuable opportunity to connect with employers, explore career paths, and take meaningful steps toward their professional futures. Whether securing an internship, landing a full-time job, or expanding their network, the career fair proved to be an essential event for career development and growth. more

Career development

 1d

30 Common Interview Questions and How to Answer Them


You're likely feeling a mix of excitement and anxiety as you're preparing for your upcoming interviews.

The most challenging aspect of interviewing is that you can't know for sure exactly what a hiring manager is going to ask you. Instead of trying to memorize hundreds of possible interview questions and answers, focus on your skills and experiences and compare them to the job posting.

Analyze... ways you can reframe your stories as experiences that set you up to be the ideal candidate for the role. Then, use the common job interview questions and answers we've outlined in the following to help streamline your preparation and navigate interviews with more confidence.

The following questions provide a glimpse into frequently asked interview questions, with sample answers to inspire your own. Get ready to tackle common interview questions by crafting thoughtful responses.

1. Can you tell me more about yourself?

"Tell me about yourself" should be expected in job interviews, often as a first question or icebreaker, but talking about yourself can feel uncomfortable. Your answer gives the interviewer a sense of who you are and your background beyond your resume. When answering this question, focus on experiences that highlight your qualifications.

It's OK to mention personal interests that will help the hiring manager connect with you, such as a shared alma mater or a nonprofit interest. But for the most part, you should steer your response toward how you'll contribute to the organization.

Gather specific skills and accomplishments that make you a strong candidate. Take the opportunity to start the interview off with points that paint a positive picture.

Example Answer:

I'm a recent college graduate with a degree as a certified accountant from Kentucky State University. I also completed an internship at a financial management firm, where I got hands-on experience in financial analysis. During my time at the firm, I discovered that I enjoyed managing finances and creating investment plans for retirees, which led me to apply for this role.

2. What do you think your greatest weakness is?

Every candidate puts their best foot forward during the hiring process. Hiring managers are looking for a glimpse of your self-awareness and how you manage constructive criticism. When answering this question, it's essential to be honest but frame your response positively.

Phrase your answer in a way that shows you're actively seeking personal and career growth and development.

Example Answer:

I think my greatest weakness is that I struggle a bit with balancing multiple priorities. I can lose myself in a project, which can make me feel overwhelmed and stressed when numerous tasks are on my to-do list. To manage this, I've been setting smaller goals and creating better task management and daily workflow routines.

3. What do you feel your greatest strength is?

The hiring manager is curious about how well you know yourself and why you think you'll excel in this role. This is a great opportunity to show how passionate you are about the job and why your experience makes you a great fit.

Example Answer:

I'm excited about this role because I'm passionate about seeing the big picture and finding more efficient workflows.

For example, in my previous role, I identified opportunities to streamline a simple daily process in how tasks were communicated and completed. Those tiny savings added up, and they saved the company an hour per day, which added up to savings of over 250 hours of labor yearly.

This role is an excellent fit for me because it allows me to use those same analytical and problem-solving skills within a larger organization.

4. Why are you interested in this role?

Hiring managers are looking to discover how well you researched the company. Are you looking for any open position, or are you excited about the opportunities this particular role and organization offer? Here, you can share specifics about the company and why this job is the perfect fit for your career goals.

Example Answer:

I'm interested in this role because it offers the chance to combine my marketing knowledge with my passion for helping others. I learned about the organization's mission and how it helps people improve their lives through education and financial literacy.

I watched the jobs page for roles fitting my skill set, and I was delighted when this job was posted. I know I can be an asset to the team, and I'm excited about this role's opportunities.

5. Where do you see yourself in five years?

Hiring and turnover are costly. When you're applying, responsible leaders are looking to ensure that your goals and plans align with the company's visions and career paths. The best way to answer this question is to clearly understand your long-term development goals and how this position can help you achieve them.

Example Answer:

In five years, I hope to become an industry expert that inspires school-aged kids from all backgrounds to pursue an engineering career. Ideally, I'd love to use this role as a platform to learn and grow to become a company leader where I can mentor new team members.

As I mentioned previously, the company's culture and mission statement align closely with my values, and in five years, I'm hoping to be here, growing my career.

6. Why are you looking for a new role?

Don't air all of your dirty laundry here. You want to steer away from focusing on any negative aspects of your current role. Instead, focus on why you're excited about the new job and how it fits into your career path.

Compare the two companies if you can find a way to do so that doesn't sound like you're throwing your current company under the bus.

Example Answer:

I'm looking for a new role because I want to pursue an opportunity that will help me expand my skill set and build upon what I've learned so far. The company I work for has a well-established senior team, so there's less room for growth.

One of the things I love about my current job is the ability to impact small business success with efficient web design. This position is the perfect combination. I'll have the chance to challenge myself in a new way while working more closely with the customer to bring their vision to life.

7. What motivates you on a daily basis?

Employers are looking to ensure that your intrinsic motivations align with long-term company values and goals. If your motivation is a specific benefit or salary range, that will wear off at some point, and your job performance will suffer.

On the other hand, if you're passionate about the mission or find the duties creative and challenging, you're more likely to be a consistently high-performing employee.

Example Answer:

As a care advocate, I am passionate about helping patients navigate the complicated insurance and medical system. On a personal level, I've seen the devastating impact that occurs when patients postpone routine care. I look forward to the ability to personally support others' health in positive ways.

8. Why are you the best candidate for this role?

This question can feel like you're walking a tightrope. You don't know the other candidates and don't want to sound arrogant by saying you're the best. But on the other hand, you need to communicate your confidence and job fit.

The solution is rooted in your research and reframing your response into one that shows you're uniquely qualified. You can tie in previous experiences and skill sets with the job duties to highlight your excellent fit.

Example Answer:

What makes me uniquely qualified for the role is my experience leading a high-performing sales team at a larger agency. We consistently led the company and exceeded our goals. Not only that, but we had exceptional customer service reviews with a high ratio of returning customers.

Blending that experience with my time spent mentoring new team members makes me an excellent fit for this role.

9. What three words would your most recent teammates use to describe you?

Even when a role is relatively independent, you'll still need to interact and collaborate with others. Hiring managers are looking to discover how well you work within the boundaries of a team. Consider the traits and skills you've been praised for and feedback you've received during performance reviews.

Example Answer:

My current teammates would describe me as reliable, adaptable, and proactive. I understand that meeting my personal goals can't get me very far without us succeeding as a team. Because of that, my teammates' feedback is consistently that I am an excellent team player who takes initiative and is open to feedback.

10. Describe your ideal company culture

Employee turnover often stems from a poor cultural fit. Even if the organization doesn't have a toxic culture, ensuring applicants mesh with the team and thrive personally helps lower that number substantially. Not only that, but if they have an excellent reputation and a unique culture, they will be rigorous in defending it.

Do your research and be specific in explaining why you'll enhance the company culture.

Example Answer:

In my experience, I've thrived at companies that balance team goals with opportunities for personal development. I'm excited about working in a smaller team with a diverse group. I believe encouraging employees to bring their unique perspectives and share ideas will lead to creative solutions.

I also look forward to learning from teammates with different backgrounds, experiences, and skill sets. Ultimately, my ideal company culture values collaboration, creativity, and learning from diverse perspectives.

11. What would you do in your first 90 days in this role?

Will you be able to hit the ground running? Hiring managers want to know that you can strategize and plan. When discussing goals, focus on topics such as integrating yourself with the team, developing relationships with other departments, and learning more about the role.

Keep it specific by describing projects or tasks you think you'll prioritize within those 90 days.

Example Answer:

In my first 90 days in this role, I will focus on learning more about the team and our unique contribution to the industry. I plan to meet with key stakeholders, review current projects, understand our process flow, and build relationships with other departments.

Additionally, I think it's essential to gain a thorough understanding of our product offering so that I can support our customers and ensure we meet their needs. As part of this, I'd like to review customer feedback and develop a plan to ensure I'm consistently exceeding their expectations.

12. Give an example of when you received negative feedback and how you responded

Hiring managers are seeking to understand whether or not you have a growth mindset. Negative feedback is inevitable, and leaders are looking for those who understand that criticism isn't personal.

Instead, you want to communicate that you'll use feedback to improve your skills. Use the STAR method to describe a situation, the feedback you received, and how you applied it to achieve a better outcome.

Example Answer:

Recently, I was given negative feedback about a large project I completed as a virtual assistant. My supervisor noted that the formatting of my presentation needed to be in line with company standards and clarified for the audience. I took this feedback and spent several days revising the presentation by making sure all elements were cohesive and easy to understand.

I also contacted my supervisor to ensure that we updated the style guide to clarify their standards moving forward. In the end, they were happy with the project and appreciated that I took the initiative to improve the document for everyone on the team.

13. Describe a problem you solved in a creative way

Creative thinking is a tremendous asset in today's workforce. Business continues to get more competitive, and thinking outside the box can ensure the company stays on the leading edge of the industry. Consider the role you're applying for and highlight a time you solved a problem the position would have to deal with.

Example Answer:

As a marketing manager, I was tasked with increasing our online presence without increasing our budget. I identified an opportunity to leverage influencers in a few other industries who had an engaged and growing audience.

By forming creative partnerships with these influencers, we increased our brand's visibility and drove more traffic to our website without investing in ad spending.

14. Describe a time when you had to make a decision without time to research

When you're interviewing, hiring managers often want to understand your ability to think on your feet. Especially in leadership roles, you'll need to use the information you have at the time to make the best decision possible.

Depending on the situation, you can touch on how you'd make a different decision in the future now that you have more information.

Example Answer:

When I was managing a hospitality team, a time-sensitive issue with a customer's room cleanliness needed to be addressed due to their travel constraints. I had to decide on the best course of action, as the housekeeping manager needed to be available to gather more information.

After brief consideration, I offered them a refund, which wasn't policy. After they left, we determined that they were placed in a room that hadn't been cleaned due to a computer error. As such, it was the right course of action. Regardless, it's always best to use the available information to give the best possible customer service for the situation.

15. Why are you leaving your current job?

No matter how toxic your current work environment is, it will still reflect poorly on you if you focus on the negative. Instead, you can talk about how you're looking for new challenges or a better fit for your skill set, but avoid being hostile toward your current workplace or colleagues.

Even if there's drama or you have a horrible leader, you'll want to reframe your answers positively.

Example Answer:

I'm currently at a point in my career where I want to take on new challenges and grow my skill set further. My current role has been a great learning experience, but I'm intrigued by the opportunity that this position provides to utilize my expertise differently.

I'm eager to expand my knowledge and grow professionally, which is why I'm excited about this opportunity.

16. Describe a time when you went above and beyond for a customer or client

Showing you can take the initiative and are willing to go the extra mile speaks volumes about your character and professionalism. When describing a time you went above and beyond, try to focus on what drove you to go above and beyond. Was it a concern for the customer? A desire to ensure everything went smoothly?

Example Answer:

As an event planner, I had a customer with incredibly high expectations for their event. Because of the complexity of their requests and timeline, I knew it would be challenging, but I could also see that they felt pressured to put on a memorable event.

To ensure everything went smoothly, I put in extra time and effort beforehand to create a detailed plan and ensure the staff was fully prepared. I also kept the customer updated on the status of various details. That required extra communication and time, but it helped them relax and feel confident in the outcome.

My hard work paid off, as the customer was delighted with how everything turned out. It was a great feeling to have exceeded their expectations.

17. Why do you want to work remotely?

Remote work can be a bit glorified in the media and modern culture. Hiring managers want to ensure you have realistic expectations and a plan to address the challenges. Focus your answer on the professional benefits of remote work. Explain how working remotely helps you meet your development goals and suits your personality.

Example Answer:

I'm a self-starter, motivated to stay productive and reach my goals. I find that having the flexibility to work from different locations increases my productivity, allowing me to avoid office distractions and politics.

Additionally, working remotely allows me to work in a custom-tailored environment to boost my productivity. I'm also looking forward to using the time I'm saving by not commuting to fit in more exercise, which boosts my creativity.

18. How will you handle or minimize distractions when you work remotely?

Recruiters are hesitant to hire remote workers who aren't realistic about the distractions you'll face working and living in the same location. It is essential to show the interviewer that you can work productively even when you are not in a traditional office setting.

An excellent way to do this is by outlining a few strategies that help you stay on track and focused. You can share things like setting up specific hours for working, turning off notifications and other distractions, and setting boundaries for yourself and others.

Example Answer:

I realize it can be easy to get distracted by the things around you, especially at home. To combat this, I plan to use a few strategies that help me stay focused and on track.

First, I'll set up and post specific hours for my workday next to my desk. That way, my family will know when I'm available and when I need to focus.

Second, I'll turn off all notifications and distractions to stay focused.

Finally, I will be diligent about prioritizing my tasks to ensure I stay on top of my deadlines. By using these strategies, I'll be able to maximize my productivity.

19. How do you stay connected to your teammates when you don't work in the same location?

Despite working alone, leaders need team members who facilitate communication and collaboration despite distances and varying time zones. You'll need to demonstrate that you're knowledgeable, capable of using communication tools, and driven to reach out.

Example Answer:

I'm very familiar with collaboration platforms, such as Zoom and Slack, and I'm comfortable participating in virtual meetings and team projects. I also actively seek time for informal conversations, so I schedule weekly coffee or lunch sessions with my colleagues. That way, we can catch up, have meaningful conversations, and brainstorm ideas.

I respect everyone's communication preferences and give them space to respond as they need.

20. How do you set boundaries between your home life and your work tasks while working remotely?

Working from your home office can have many perks. But it also comes with a higher risk of burnout if you're not intentional about setting boundaries. It's all too easy to slip into a mode where you're always working. You need to demonstrate that you are capable of establishing and maintaining boundaries.

Example Answer:

I know that it can be challenging to separate home life from work when working remotely, so I take proactive steps to ensure I'm not working around the clock. To do this, I have a dedicated office space, set specific hours for my workday, and maintain a routine that helps me shift from work mode to home mode.

During my off-work hours, I turn off any notifications related to work and disconnect from my computer. Additionally, I take regular breaks throughout the day and steer clear of eating lunch at my desk.

21. Do you consider yourself a self-starter?

Without a manager stopping by your desk, you'll need the ability and motivation to take charge of your workload. Working remotely, leaders will be relying on you to take the initiative to manage your projects and stay on top of your deadlines. Share traits that reinforce that you're a self-starter.

Example Answer:

I've always had an entrepreneurial spirit and am highly motivated to complete tasks independently. I enjoy challenging myself to complete tasks by a specific time or with a set outcome. I'm also highly organized and can prioritize my work tasks to finish everything on time.

22. What does a typical day look like for you? What is your daily routine when you work remotely?

It might not seem vital, but your daily routine can make or break your success while working from home. Without social cues, you can quickly develop bad habits that lead to burnout and significantly impact your wellness. Outline any routines that demonstrate how you prioritize and manage your tasks while working remotely.

Example Answer:

My day starts with a cup of tea and a short workout to get my head in the best space. After that, I maintain my morning routine the same way I would if I worked in an office. I clock in at my set hours, check my emails, and review any new daily tasks.

I use a planner and goal-setting sheet to set my daily goals. Using the Pomodoro Technique, I work in increments that allow me to stay focused and alert, taking small breaks every hour or so.

When the day is done, I log off and take time for myself and my family. This helps me reset my mind and prepare for the next day. Overall, having a daily routine has been highly beneficial in helping me stay productive and organized when working remotely. It allows for sufficient breaks, so I stay energized and motivated.

23. How have you managed to stay productive while working from home?

When your team isn't in the same location, it can be challenging to stay productive. From distractions to technical difficulties, plenty of things can get in the way of your workflow. Share specific examples of how you protect your focus despite distractions.

Example Answer:

Admittedly, I learned the hard way that working from home isn't easy if you don't have a routine set in place or the right tools to stay motivated. Working remotely requires self-discipline, and I initially struggled to avoid distractions. Recognizing that I wasn't thriving, I put new workflows in place to keep myself on track.

I practice good time management skills, set realistic daily goals, and use task lists to prioritize my work. I've also scheduled a routine check-in with my manager, which helps me stay in the loop on changing priorities.

24. What is your expected salary?

Beyond wondering if they can afford you, interviewers want to see if you've thoroughly researched the industry and the position. If you don't value yourself and your work, that might signal a lack of confidence in your performance.

It's tricky since duties can vary by role and geography. If you still need to learn the specifics, you can give a salary range based on research or answer that you'd like more information before negotiating specific salary and benefits.

Example Answer:

After researching the industry and taking my experience and education into account, I'm targeting a salary between $50,000 to $60,000. However, I'd like to learn more about the position's specific duties and benefit offerings before we discuss a fair amount for the role.

25. Talk me through your career gap, the reasons you left the workforce, and how it's affected you professionally

If you were out of the workforce for extended periods, it's essential that you can explain why and how it impacted your career. You'll want to show that your gap was due to intentional and responsible decision-making, rather than an inability to focus or commit to a career path.

Tie in professional growth, such as freelance or volunteer work, that you completed during your gap.

Example Answer:

I was out of the workforce for five years while raising a family after graduating from college. With my partner in the military, we decided that the timing was best for our careers and families as we anticipated several moves. Now that my partner has left active duty and our children are a bit older, we're ready to move to the next stage.

I am quite thankful I had that time to focus on volunteer work and exploring different career paths related to my degree. With some hands-on work, I discovered my passions, which led me to this role.

26. Can you share a time you had a conflict with a teammate and how you handled it?

You've inevitably had a difference of opinion with someone in the workforce. It's essential to show that you can handle it skillfully and professionally without devaluing other ideas. Interviewers want to see how you approach difficult conversations and your ability to defuse tensions while maintaining professional composure.

Example Answer:

I recently had a conflict with my teammate over an upcoming project. He wanted to tackle it with a method that I felt was outdated. We discussed our ideas at length. I could see that he didn't understand my vision, so I found a new way to explain it and shared some similar examples.

With some additional explanation, he opened up to my suggestions, and we were able to blend both of our approaches for the best outcome.

27. What skills from your previous industry do you feel translate to this position?

When you're looking to change careers, you'll need to connect the dots for the hiring manager. They'll often need you to explain how your skills and experience translate to the new role or field, especially if they're not familiar with your previous duties. Highlight ways you can bring a fresh perspective while drawing on aspects of your experience.

Example Answer:

In my previous role as an account manager, I worked closely with customers to identify their needs and offered solutions. This translates well into this HR position because it's a role that supports our internal customers, just in a different way.

Additionally, the data analysis skills I gained while working with customer feedback have been invaluable in creating reports on employee satisfaction. Furthermore, my familiarity with identifying trends and developing solutions to business challenges can benefit the team in various ways. Overall, I believe many of my skills will transfer to this role and fill any gaps.

28. Why are you looking to leave your current industry?

When you're transitioning to a new career, it's essential that you come across as motivated, rather than desperate. You want to make sure that the interviewer understands that you're eagerly moving toward something, rather than simply escaping a poor job fit.

You'll need to reassure the interviewer that your move is intentional because you think you'll thrive instead of moving blindly away from your previous career.

Example Answer:

I'm looking to move away from my current industry because I've achieved all I can. I'm passionate about my company, and my role has been enriching. However, I've reached a ceiling with my current position and need to find an opportunity that will challenge me further.

That's why this new position is so attractive to me -- it offers an exciting chance to learn new skills and use the experience I've gained to develop further. Plus, I believe it will allow me to grow professionally and personally in ways that my current job doesn't provide.

29. Describe your ideal work environment

Your interviewer wants to know if you'll fit their culture well. Use your research into the company culture and notes from the job posting. Be cautious that you're not simply quoting what you read. Instead, reframe culture cues as personal motivations.

Example Answer:

I thrive in an environment that encourages learning and ideas. I'm always looking for new challenges, so having a goal-oriented workplace where everyone works together to meet deadlines and service targets is essential.

My ideal work environment also values collaboration and open communication. This is something that lays the foundation for success as we can come up with better solutions, rather than aggressively competing. At the end of the day, the sales numbers don't matter if we lose customers due to toxic competitiveness.

30. What questions do you have for me?

It may seem like this is just a bonus question that might not matter that much, but it's actually an essential part of the interview. Your questions will show how engaged you are in the role, how much research you've done, and of course, if there's anything else you want to know.

This is your chance to impress the hiring manager and ensure they remember you. Of course, your question will depend a bit on what's already been covered.

Example Answers:

I'm interested in learning more about what success looks like in this role. Do you have any clear objectives or metrics I could use to measure progress?

What are your team's biggest challenges, and how can someone in this role help overcome them? more
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