I recently read an article in SHRM magazine which was written by Lou Adler called Metrics for Better Hires where he states:
"Interviews per hire. If a manager needs to see more than four candidates to make a hiring decision, you have a major problem somewhere in your process. 

Many companies are using either Skype or FaceTime. Treat this as a formal face to face interview. Do a test run with your recruiter before skyping with the company.

Please never feel you cannot pick up the phone or send an email to a recruiter at a respected Agency. Our firm, in particular, welcomes the opportunity to connect with and assist job seekers. We recently received an email that started with...

When interviewing, do not act like an expert in everything. Everyone has strengths and you want to make sure you can provide good examples that demonstrate your strengths.

Prepare for a phone interview the same way you would for an in-person interview. Choose a location that is free from distraction. Check your phone reception or internet connection before the interview. Lastly, dress the part!

LinkedIn plays a big part for candidates who are actively seeking new career opportunities. This allows candidates to have a professional presence on the job market and to network with others in their field.

Professional courtesy goes a long way in the Recruiting Industry. The Bandish Group has always prides themselves on communicating with both their clients and candidates alike.

We are all taught that there isn't an I in team, but when it comes to interviewing it is important for the hiring manager/team to understand what you have accomplished on your own or what your role/responsibilities were on a group project.

Keep it simple; avoid fancy font and other special effects. Stick to Times New Roman. Prepare in a simple Word format so it can be read easily from any computer. No photos. Always use reverse chronological order, listing your present employer first.

When looking for a job, keep an excel spread sheet listing the companies you have applied to, the title of the position, the date you applied and if you applied directly to the company or through a recruiter. 

When interviewing, always have a brief list of questions that you would like to ask of your potential employer. Being prepared will go a long way in expressing your genuine interest in the position and the company. 

It is important to honestly evaluate if you and your family are willing to relocate for a career opportunity. Companies often are trying to build teams in their corporate office and are not willing to consider telecommute or home-based employees.

When working with a recruiter, forward your CV in a Word document. We need to put our company stamp on the CV when we forward it to the client and a Word document allows us to do that.

The value you bring to a company is a very important aspect as to why you might be hired. Understanding this value that you bring to the table can make all the difference in getting the position, rather than someone else. 

When preparing for an interview it is important that you are ready to answer questions in the following four categories: personal, experience, education and career goals.

It is vital to represent yourself in a professional manner during a phone screen. Eliminate all background noise, have a clear signal, and use correct grammar with no slang. Be prepared with your CV in front of you and have a list of questions to ask the interviewee. Only asking 2-3 questions though. Always end the call by thanking the interviewer for their time and consideration.

Even though you have had the seventh interview in a week for seven similar roles, it's essential to treat each one as an individual event, and to prepare accordingly.

When you are looking for a new position, contact your references, so that they know to expect a call from the client or executive search firm that you are working with.

Questions and answers with a recruiter should really go both ways. Understand the recruiter is trying to qualify you IN, not knock you out of consideration for the position. Recruiters need to know specifics and will ask hard questions. Our best advice is to just be truthful!

Your CV should state the month and year of employment. For example, 3/2010 - 6/2015, not 2010 - 2015.