When interviewing, it is important to have a small list of questions to ask of your interviewers. Asking the right question will not only help you determine if this is the right opportunity for you but may also help convince the hiring manager that you are the best fit for the position.

As a recruiting manager, it is important for you to be disciplined because you are in a position to reflect the image of your company. Your candidates will see you and adapt your ways and based on these assumptions form and image of the company.

Keep your resume consistent with any social media sites recruiters may check. If your resume says you are the Director of Market Access, but your Facebook says Market Access Manager and your Twitter bio says you are a Consultant, this will raise all kinds of red flags about your skill level, your social media savvy and your honesty.

A little bit of positive attitude can go a long way. Most qualified candidates have well-established resumes. However, the charisma and positive energy that an eager candidate carries can be a game-changer.

Many companies will start the interview process with a phone interview. This is an excellent opportunity to discuss the opportunity with a candidate to help determine if they are a good fit for the position and to evaluate your interest level in the position.

Rather than apply to any and every opening you see, it's best to narrow down your search and only apply to the positions that sound most fitting to your skill sets and career goals. Do a little bit of background research on the company to get a sense of its values and why employees do or don't like working there. Also, look into your own network to see if you are connected to someone who has experience at the company and who can share their perspective on working there.

Even if you're looking at jobs that are all within the same industry, it's still important to tailor your resume so that it matches each specifics posted in the job description. By doing so, you give yourself a competitive edge over the resumes that hiring managers know are used for any and every job.

Many people start their job search by looking at the job titles that sound most fitting to their career goals. While this technique may prove to be successful for some, Glassdoor career expert Scott Dobroski suggests job seekers look at the required skills of a position instead. By doing this, Dobroski says employees will be able to identify the skill sets they already possess and the jobs that best match their experiences.

When submitting your resume to an online portal, be mindful of the ATS. Make sure to utilize keywords from the job posting on your resume. If the ad states you need experience with A, B, and C, then be sure A, B, and C are on your resume if you have that experience. It may be more work but it is well worth the effort.

If you are applying for a position as a nurse or as a sales manager, we all have a basic understanding of your job description. Sending in a resume with a generic list of nursing or sales responsibilities isn’t going to make you stand out. Why are you the perfect nurse? What makes you different from the other 200 sales managers applying for the position? The answer is simple: accomplishments.

75% of HR departments will perform Google searches on potential candidates before making an offer. Take a minute to Google yourself and see what is out there. If there are negative items, there are things you can do to de-index or remove them from websites. Once you complete that make sure to update your privacy settings on each social media platform that you use.

When looking for your next career move, make sure you have an effective CV. To grab the reader’s attention, start with a profile or personal statement. Make sure to include qualifications, achievements and placement experience. It is also a good idea to follow your statement with a core skills section. This will create a snapshot of your skills, which can be seen at the top or your resume.

The candidate experience is the first interaction a potential employee has with your organization and its culture. If the hiring experience is poor (interviewers who are late, disorganized, intimidating, or disrespectful), your best candidates will likely decline your job offer.

Creates an impression that things are not going well at your company. You get one chance to hand pick and choose the top talent that joins your organization. To do so, be selective in engaging only 1 search firm that best represents you, your firm and the opportunity. Your external recruiting partner should be invested by you. 

Deadlines, tough bosses, rude clients, slow computers. Don’t make them into large dramas. Don’t lament the challenges of the world. Simply accept that they are there, and keep moving forward.

Would you like to be more productive and feel a greater sense of accomplishment at the end of each day? Well, you can. It just takes a desire and commitment to renew your habits and routines. Try not to check your email first thing. Unless this is required in your job, let it go until after you've completed your top priority of the day. Then, process the email in batches, say two or three times daily.

Consider crafting an original genuine thank you email (one for each interviewer) within 24 hours following the interview. The speed with which you send the notes, and the quality, will make an impact. Today, an email thank you is acceptable. Many like to send handwritten thank you notes as well. We recommend an email followed by a handwritten note due to people's travel and offsite working schedules.

Being productive and competitive in business doesn’t mean that you have to be serious all the time. Smiling doesn’t mean you’re not working hard. Enthusiasm doesn’t mean you’re not competitive. Being positive doesn’t mean you’re blind to challenges. Choose to enjoy your time at work. Find others who are like this and spread good cheer. It’s contagious and it grows. 

Look at your email address and ask yourself if that email represents a good business image of yourself. Emails like: golfnut@x.com, hatemyboss@x.com, fisheveryday@x.com are probably not images a hiring manager would like to see in a future employee they expect to be hard-working and dedicated

You can get more of everything in life except time. Would you rather run the business or sort through the resumes of unqualified candidates? Is it worth it to have an Executive Recruiter save you a hundred hours of interview time by providing the three best candidates? If you hire the wrong person on your own and they leave after six months, how much does that cost? In the long run, it is more cost-effective to hire the right person the first time around.