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Securing a job interview is a huge win. However, deciding on the appropriate dress code for an interview can be a little tricky.

Whether you’re heading to an office or dialling in from home, here’s how to nail your interview attire and feel confident.

What to wear to an in-person interview

When it comes to in-person interviews, first impressions are everything. As a general rule of thumb, you should dress professionally. However, it is important that you still feel comfortable.

Stick to these pointers to impress your hiring manager:

Stick to classic career wear staples

Business formal attire such as suit jackets, shirts, and blouses convey professionalism effortlessly. These choices are timeless and universally recognised as symbols of a polished appearance.

Avoid bright colours

Neutral colours like navy, black, grey, and white are smart, versatile and sophisticated. By avoiding bright or heavily patterned clothing, the focus will remain on your professional demeanour rather than your attire.

Pay attention to details.

Make sure your clothes are clean, ironed, and fit well. Your shoes should also be well-maintained and polished, to complement your overall look and reflect your professionalism.

Choose minimal accessories

Keep accessories simple and understated. A nice watch or a pair of stud earrings can add a touch of personality without being overwhelming. Remember, less is often more when it comes to accessories in a professional setting.

What to wear for a video interview

In the age of video interviews, what you wear from the waist up makes all the difference. Aim for attire similar to what you’d choose for an in-person interview. But keep in mind these few simple adjustments to ensure you look your best on camera:

Opt for bright and light colours

Opting for colours that stand out on camera, like blues, greens, and soft pastels works well. These colours exude confidence and ensure you appear clearly on camera. This is especially important in varying lighting conditions or lower video resolutions.

Avoid busy patterned clothing

Busy patterns can be distracting on screen and may not translate well through video. Opting for solid colours helps maintain a clean and polished appearance that is suitable for a professional setting.

Prioritise comfort

Video interviews often involve extended periods of sitting. So it’s crucial to wear a top that is comfortable and fits well. Avoid anything overly tight or loose that could affect your comfort and on-camera appearance.

Even in a virtual interview, attention to detail is crucial. Make sure your background is tidy and free of clutter. Position yourself facing a window or use a ring light for good lighting on your face.

What to wear to an informal interview vs. formal interview

Dress code for an informal interview

How does the dress code differ if you know that you will be attending an informal interview?

Informal interviews are often more relaxed, but that doesn’t mean you should show up in your weekend casuals. Chinos or tailored jeans paired with a blouse, polo, or casual shirt are great options. Choose comfortable yet stylish shoes, avoiding open footwear like flip-flops or sandals.

Dress code for a formal interview

For formal interviews, the goal is to present yourself as polished and professional.

Wearing a suit is a safe bet. This could be a matching jacket and trousers with a shirt and tie, or a professional dress accompanied by a blazer.

Choose a pair of polished shoes to complete your interview outfit, ensuring they are clean and well-maintained. As mentioned, stick to neutral colours and keep accessories to a minimum for a professional look.

Final tips for interview attire

Your outfit should make you feel like the best version of yourself. Here are some final tips to guide your choice of interview attire.

Tip #1 – Research the company

If you’re uncertain about the interview dress code, research the company beforehand. There’s typically information available about the organisation’s expectations.

Alternatively, during your initial video interview, take the opportunity to ask the hiring manager about the company culture. Doing so can provide valuable insights into the most appropriate attire to wear to the interview.

Tip #2 – Tailor your attire to the job type

It’s important to note that dress codes can vary widely depending on the industry or location.

Creative fields such as advertising, design, and tech startups often have more relaxed dress codes. In these cases, you can incorporate your personal style into your outfit. However, in corporate sectors like finance, law, or consulting, sticking to traditional business attire is typically advisable.

Tip #3 – Err on the side of caution

When in doubt, opt for a smarter rather than a casual look. It’s better to be slightly overdressed than underdressed, as a professional appearance demonstrates your seriousness towards the opportunity.

Tip #4 – Be prepared

Plan your outfit in advance, trying it on a few days before the job interview to make sure everything fits well and looks good. Check for any wrinkles, stains, or loose threads. Having your outfit ready ahead of time will reduce stress on the day of the interview and help you feel more confident and focused.

Looking for more ways to ace your interview? Let Hays show you how

Now you’ve got the perfect outfit, learn how to ace your interview questions with confidence.

When participating in the hiring process, you will have several stages of interviews. The hiring manager’s aim in assessing an individual is to see if they have the skills needed for the job role. This process will include tasks to test your cognitive ability and problem solving skills.

One of these interview tests could be an aptitude test. So, what exactly does an ‘aptitude test’ mean, why is it included in job interviews, and how can you prepare for one during your application process?

What is an aptitude test?

An aptitude test assesses an individual’s abilities, skills, and potential for succeeding in specific roles. These skills tests measure various cognitive abilities.

Simply put, an aptitude test is a tool for hiring managers. With aptitude tests, hiring managers can assess specific areas of an applicant’s suitability for a particular job role. Hiring managers can determine how well candidates can handle the demands of the position. Additionally, aptitude tests help to gauge whether candidates possess the necessary skills to do well.

Depending on the organisation and its recruitment process, they can conduct aptitude tests in a number of settings. These tests can be online or in person and usually have time limits. Organisations can hold aptitude tests at an assessment centre as part of an overall assessment. Alternatively, some organisations host these tests at their offices or conduct them through recruitment agencies.

Common aptitude tests include:

Diagrammatic reasoning test

This type of aptitude test assesses your ability to analyse and understand visual information. Diagrams, charts, or patterns are common ways of presenting this information.

Numerical reasoning test

This practical test evaluates your ability to interpret numerical data. Numerical reasoning tests essentially test your basic maths skills, such as percentages and ratios.

Verbal reasoning test

This test focuses on your critical thinking skills. Assessors will evaluate your ability to understand and draw conclusions from written text.

Abstract reasoning test

Using shapes, symbols or figures, this test evaluates your ability to recognise patterns, relationships and sequences.

Logical reasoning test

As the name suggests, this test assesses your ability to think logically. The test will assess if you can solve a given problem.

Situational judgement test

Within this test, you will choose the most appropriate answer based on a hypothetical workplace scenario. This test assesses your judgement and decision-making skills in real-life situations.

What is an aptitude test for, and why is it included in a job interview?

Hiring managers include aptitude tests as part of the selection process for a number of reasons:

An objective way of assessing an individual

This means hiring managers rely less on personal impressions and can form a less biased view. An aptitude test promotes fairness and diversity, with each individual having an equal opportunity to demonstrate their skills.

Better hiring outcomes

By using aptitude tests, employers can identify individuals who are more likely to succeed in the job role.

Efficient screening process

These skill tests allow the hiring manager to efficiently filter high volumes of candidates to simplify the selection process. From there, hiring managers can create a shortlist of the individuals who have the required skills.

How to prepare for an aptitude test

Now you know what an aptitude test is and what it’s for, you should now look at how to prepare for one.

Preparing for aptitude tests can help improve your chances of success. Here are some effective strategies to help you:

Familiarise yourself with the test

Once you know what kind of aptitude test you’ll take, familiarise yourself with it. Find out the types of questions and time limits. Use practical tests and sample questions to gain an idea of what to expect when you come to take the test.

Identify your strengths and weaknesses

Assess your strengths and weaknesses in different areas of your cognitive ability. Areas include your numerical, verbal, and logical reasoning. Focus on sharpening your strengths while ensuring you spend extra time improving weaker areas through practice.

Keep practising

Practice is key to success with aptitude tests. Dedicated time to work on practice questions and exercises can massively improve your chances of scoring well. There are many online resources offering a variety of aptitude test materials tailored to different skill levels.

Ask for feedback and support

Feedback from mentors or career advisors can dramatically improve your testing ability. Constructive feedback can help identify areas for improvement and help you in your approach to tackling the tests.

Remain calm and confident

A positive mindset can make all the difference when taking a test. The ability to remain calm under pressure with confidence in your abilities makes all the difference in your performance. Take the time to read each question, and don’t rush through the test for the best chance at success.

Find more interview tips with Hays

For a full overview of the interview process and how to succeed, see more from Hays:

The official message for Earth Day 2024 has been for a reduction in plastic pollution, with the target of decreasing production by 60% in the next 15 years. We know that plastic pollution poses a severe threat to our oceans and wildlife, so I welcome the opportunity around Earth Day to raise awareness.

However, as a sustainability recruiter, I also recognise that education on this topic is vital, particularly given the green skills gap we’re seeing today. In this blog, I’ll be exploring this topic in more detail, and suggesting solutions that your organisation can easily implement.

Why do we need to tackle plastic pollution?

Plastic pollution is wreaking havoc on marine ecosystems, resulting in the tragic loss of approximately 100,000 mammals every year due to ingestion or entanglement. Our throwaway culture and excessive plastic consumption are unsustainable. Annually, we churn out a staggering 430 million tons of plastic, a figure which is projected to triple by 2060.

A holistic approach to tackling this pollution is required, whereby we amend our habits to reduce our dependence on non-essential plastic products. By conducting a comprehensive life cycle assessment (that factors in product design, production, consumption, and waste management), we have the opportunity to curb plastic pollution by 80% by 2040 and create up to 700,000 additional jobs in the process.

How can your organisation take action on plastic pollution?

It’s clear there are multiple benefits to us cleaning up our act. The numbers listed above may seem overwhelming, but they are a target we have to reach for. Here’s how to make a difference:

Influence individual behaviour regarding plastic pollution

On a personal level, we can make a difference by reducing plastic waste in our day-to-day life. Ensuring that your organisation’s people follow suit is a great place to start.

Furthermore, research shows that most workers, particular those of younger generations, are willing to act. In fact, Deloitte have found that half of Gen Z are pushing their employers to drive positive change regarding sustainability. Meanwhile, a 2023 study found that 93% of respondents felt happier when working in an environmentally friendly workplace. Think of reducing plastic pollution as part of your employee value proposition, boosting satisfaction while doing the right thing.

With this in mind, reducing plastic consumption and waste is an easy win. For example, avoid unnecessary food packaging – this includes water bottles or disposable coffee cups – and provide opportunities to recycle when possible. If these items are currently available in the workplace, it’s time to consider alternatives that will still appeal to your workforce.

Educate and inform through green skills and career development

Driving real change on environmental challenges such as plastic pollution means educating the workforce. we must bridge the green skills gap. In their 2023 Global Green Skills Report, LinkedIn found that just one in eight workers possesses any form of green skills.

The same report highlighted the growing demand for sustainability professionals. In a LinkedIn live event for Earth Day, my colleagues Kirsty Green-Mann and Travis O’Rourke made the point that the responsibility doesn’t lie with what we traditionally consider green workers.

The solution for this requires collaboration across the organisation, from designers and marketeers to supply chain specialists and policy makers. Each of these roles would benefit from green skills, which in turn benefits the business. This starts with investing in education, training, and development programs. In doing so, we can equip the next generation with the skills and knowledge needed to drive environmental change.

Final thoughts

Failing to act on plastic pollution through the measures outlined above risks damaging your organisation in a number of ways. Sustainable practices are good for your brand and make it more attractive to investors, employees and customers.

That’s why it’s imperative that we reflect on the urgency of tackling plastic pollution and other environmental issues. By reducing our reliance on plastic through individual actions and influencing others, we can make a difference. Similarly, closing the green skills gap is vital for driving progress. The key message to take away is that we must work together to promote change on a global and meaningful basis.

Interested in other blogs on sustainability? Read more:

When applying for a new role, it’s important to make sure you have all the relevant qualifications and that your CV fits the bill. But do your people skills meet the same high standard?

As AI tools and hybrid working continue to change how we work, employers are starting to focus more on the importance of soft skills and emotional intelligence.

In a recent interview, LinkedIn VP Aneesh Raman predicted that in 2024, “People skills are going to come more to the centre of individual career growth” and continues, “and people-to-people collaboration is going to come into the centre more for company growth.”

Leadership roles aren’t exempt from these developments either. Raman explains, “For leaders, you’ve got to start with communicating clearly, compassionately, and empathetically with your teams.”

Read on to learn more about developing these skills that can help you to thrive in the workplace as well as your personal life.

What do we mean by people skills?

The Merriam-Webster Dictionary defines ‘people skills’ as:

“The ability to work with or talk to other people in an effective and friendly way”

These skills are vital to keeping an organisation moving forward, regardless of your role or the department you may be working in.

Some of the soft skills that are most sought after in business include written and verbal communication, empathy and the ability to listen. However, all of these are interconnected. For example, you can’t empathise with someone if you don’t listen to them. Similarly, strong communication skills can help build trust, and are a key aspect of how to work well in a team.

Examples of valuable people skills include:

Communication: The ability to effectively communicate means that you get your point across and you’re understood by your colleagues. By being a strong communicator, you’re more likely to be good at networking too.
Empathy: Being able to recognise and understand emotions in team members can take practice and experience. Empathy requires that you are ready to listen, understand someone’s point of view and confident to respond in the right way. Empathy is invaluable for building relationships and trust.
Confidence: This may not come easily to everyone, but it’s one skill that’s certainly worth working on. By having confidence in your own abilities, you can positively affect and motivate the people working around you. Confidence is also reflected in your body language, such as maintaining eye contact when speaking with colleagues.
Accountability: Showing accountability means owning your work, recognising that mistakes can happen and taking steps to move forward. This approach will serve you well for your long-term career growth.
Honesty: Being honest and transparent will build trust, whether you’re a member of a team or in a leadership position. Dishonesty in the workplace can quickly create a toxic environment that can be damaging to workers’ mental wellbeing and morale.
Patience: Being patient is essential to avoid succumbing to the stresses of work. By improving patience, especially in high performance situations, you will be better placed to identify the causes of these areas of stress. Focus instead on making improvements rather than acting impulsively.

Why are people skills so important?

For a team to come together to achieve common goals, it’s important for everyone involved to be able to communicate well and treat each other respectfully.

There are also many more reasons as to why these skills are so important in the workplace, including:

Creating Opportunities: Being confident and open to working with the people around you will expose you to new experiences and opportunities.
Keeping Calm: Struggling to communicate your feelings in difficult situations can be stressful and frustrating. Honing the skills to work through these situations will help you build the confidence to cope with whatever your role may throw at you.
Solving Conflicts: Although differences of opinion aren’t always a bad thing, an ongoing conflict in the workplace can damage morale and productivity. Strong people skills will help you to see things from different perspectives, so you can diffuse the situation and make lasting disagreements much less likely.
Avoiding Misunderstandings: Clear communication can simplify instructions and ideas, whilst avoiding misunderstandings. Clear briefs and discussions can improve efficiency towards achieving team goals.
Promoting Tolerance: Understanding the differences between personality types and backgrounds will help you to get on with a wider range of people. Tolerance is valuable throughout your career and in life generally.

How to develop people skills in work environments

Take a training course

If you need guidance on how to begin improving your people skills, sign up to a training course or class as a positive first step. Your workplace may already have development tools in place, or provide a budget for further learning to improve your performance.

Learn to listen

Learning to listen involves more than just looking like you are paying attention or maintaining an appropriate facial expression. To listen well, you need to focus on what someone is saying and not think of your reply until they have finished talking.

Give genuine compliments

By complimenting someone about a skill or accomplishment, it triggers feelings of recognition and value. When you go out of your way to note the good work of colleagues or team members, it helps strengthen morale and encourages more of the same.

Maintain a positive mental attitude

A positive mental attitude doesn’t mean you have to be extroverted or visibly happy all the time. Simply focus on showing passion for what you do. By thinking positively, you can solve problems through decisive and constructive action rather than dwelling on weaknesses or shortcomings.

Be proactive

Being proactive demonstrates that you are confident in your decision making. It shows that you can anticipate any future issues and put problem solving measures in place ahead of time. A proactive team member will welcome change and identify opportunities to make improvements within the organisation.

Techniques to improve your interpersonal skills

Simply taking a few moments for self reflection can help to improve your people skills. By spending a few minutes thinking about your feelings and how you can handle your emotions, you can begin to understand yourself and your skillset better.

You can also take a proactive approach to becoming more aware of how you interact with other people. Leading mental health wellbeing app Calm suggests the following techniques:

Seek feedback from trusted colleagues or friends about your communication style.
Engage in active listening, where you focus entirely on the speaker, understand their message, and respond thoughtfully.
Practice empathy by considering others’ perspectives and feelings.
Participate in group activities or workshops that focus on communication and teamwork.

If you’re in a leadership role and would like to learn more on how to improve communication skills and developing your emotional intelligence, listen to our insightful podcast on the subject: How Leaders Can Develop Their Emotional Intelligence

Find more tips for developing people skills with Hays

Looking to succeed in your dream career? Put your best foot forward with advice from Hays:

Work appraisals are an essential part of every role as performance reviews offer a chance to learn. The purpose of an appraisal is to see where you’ve excelled and to identify chances for future growth. But for many people, an appraisal is a daunting formal meeting.

An appraisal at work shouldn’t be scary. Also known as a performance review, it should allow employees and managers to discuss key aspects of the role. Importantly, everybody should feel comfortable and know what to expect.

If you’ve got a review coming up, read on to see what it could involve — and how to prepare.

What is an appraisal at work?

An appraisal meeting is a discussion and overview of your employee performance. A formal appraisal may sound scary, and many people often find them intimidating. However, no part of your appraisal should come as a surprise — not a nasty surprise, anyway. This is a critical part of a good company culture.

Appraisals should be an honest discussion between managers and employees. Your line manager should let you know beforehand what to expect. They might even request that you come prepared with performance data, questions of your own, or anything else that might help.

Many topics can come up during an employee appraisal, whilst you discuss strengths, weaknesses and opportunities. Discussion topics will usually fall under one of the following umbrellas:

What has gone well for you recently
Could anything have gone better?
Employee development and training needs for the future

Appraisals should happen regularly — often every few months. Many companies also have a more in-depth annual review, where you’ll discuss bigger-picture topics. In any appraisal process, you can expect to discuss certain subjects time and again.

What does a performance appraisal involve?

Work appraisals are a vital part of performance management and professional development. They generally cover a few core themes. You might talk about any (or all) of the following:

Job performance

First, you’ll almost certainly cover recent job performance. Your appraisal system should take into consideration performance ratings, in relation to key aspects of your job. In some sectors, this might be heavily data-driven. In others, it could be more qualitative.

Whatever your role, you’ll discuss your individual performance of your essential requirements. If you receive a poor performance review, don’t panic. Take your time and try to frame it as an opportunity for growth.

Areas of improvement

In some work appraisals, you might discuss areas to improve. It’s important to try to take this as a constructive conversation — nobody is perfect, after all. If you recognise a potential weakness, you can ask your manager to help you to develop new skills. Work with your manager and or human resources to identify training courses or mentoring opportunities.

Teamwork

If you’re part of a team, your appraisal could cover how you function within that group. Reviewing teamwork doesn’t mean gossiping about other team members. Rather, you’ll talk about working relationships and how they function and benefit the company overall.

Career development plan

A key aspect of any good appraisal is to set goals for the long term. If you’ve been in your current role for a certain period of time, you’ll usually have an idea of future plans. You might even be part of a succession planning scheme to take over a more senior role. Talk about your career path with your manager to see if you’re on track.

Pay increases

In an ideal world, an appraisal might also relate to a pay rise. However, salary can be a sensitive subject. Remember: it’s vital not to go into your review demanding more money straight away.

If you think you deserve a pay increase, do some research first. Check the market, see what companies offer for similar roles. Then check your performance against key performance indicators (KPIs). If you’re lucky, your employer might offer you a pay rise. If not, you can make an evidence-backed and well-reasoned argument for a salary increase in your review.

Read our full guide to negotiating a pay rise.

What is a 360-degree appraisal? Is it different to a traditional work appraisal?

Many companies use 360-degree appraisals as part of their review process. While there are some similarities with traditional appraisals, there are also a few key differences:

A 360 appraisal features anonymous feedback from many inputs, including team members and managers.
Sometimes, 360-degree feedback can come from outside the business, including clients and vendors.
A 360-degree review is usually less likely to focus on data or statistics.

Businesses use 360-degree reviews to seek a broader look at behaviours and performance. This approach is a good way to understand how you perform day-to-day in the eyes of those you work with. If you’re nervous about a 360 review, read our guide to receiving feedback.

How to prepare for your performance review

No matter which kind of appraisal you have coming up, there are some fundamental things to prepare.

Think about your personal development: It’s time for a bit of self-assessment. Are you developing how you’d like to? Are you on track for future goals or larger targets? Think about these goals and note down your thoughts, then bring them along to your appraisal.
Look at your KPIs: If your role involves defined KPIs, then review how your performance measures up. If you’re meeting (or exceeding) your KPIs, your appraisal is a great chance to point this out. If you’re not meeting your goals, this is a good chance to ask for advice or training.
Think about any questions or concerns: While many people expect an appraisal to be similar to a job interview, it’s actually a two-way conversation. If you have any questions or concerns, this is an excellent chance to raise them.
Remain professional: Regardless of whether the feedback is good or bad, think about how to remain calm throughout. And, while it might be tempting, remember not to mention co-workers — especially when discussing financials. Keep cool and remain professional throughout your appraisal.

As with many aspects of your career, preparation is key. Gather information, think about expected questions, and consider strategies for staying calm. Then, you’ll be ready for anything that comes up in your work appraisal.

Explore more helpful tips about managing your career.

If you’re unhappy with your performance review, our experts can help.

Suggestions for further reading

One of the hardest parts of a job application is getting started with your CV. This is your chance to shine. Your CV shows hiring managers what you’re capable of, what you’ve achieved and what you can bring to the company. But how relevant are your hobbies and interests?

Job seekers might be tempted to use CV templates to show off their experience and soft skills. But it’s important to remember that this is not a cookie cutter exercise. Like a well-written cover letter, CVs should be tailored to the needs of your prospective employer. Where appropriate, this does leave room for relevant hobbies.

What do we mean by ‘hobbies’ on a CV?

Your hobbies and interests are any kind of extracurricular activities that you carry out in your spare time. They could be a passion project, or something you do to bring in extra income. Some examples of hobbies include:

Creative pursuits – such as writing, reading, music or arts
Sports – from solo activities like marathons to team sports like football
Fundraising – volunteering or holding events for causes close to your heart
Competitive – organised competitions/leagues outside of sports such as chess clubs.

Naturally, we each have our own personal interests. When it comes to writing a CV, the best hobbies to include are those that represent transferable skills.

For example, if you’re working on a novel, this might demonstrate your copywriting or proofreading skills. If you’re into theatre, this could translate to successful public speaking. Hobby painters may be inclined towards graphic design, and so on.

The key is to remember that potential employers are looking for a reason to hire you. Make sure that everything you include on your CV caters to your employers’ needs. Specify what you can bring to the company with your relevant extracurricular experience.

Reasons to include hobbies and interests on a CV

With sometimes hundreds of candidates to sift through, you might be wondering if hiring managers are interested in your pastimes. The simple answer is yes. Your hobbies section could mark the difference between you and another candidate. Spotlight hobbies that demonstrate that you’re a team player or have great technical skills.

You may also wish to include a hobbies section on your CV if:

You’re a recent graduate or have little professional experience.

Everybody starts somewhere, and there’s no shame if you don’t have years of experience behind you. Good hobbies that can show off your personality traits or working styles may very well impress your employer. Let’s say you play a musical instrument, for example. That shows you’re dedicated to practising and open to learning.

You can find out if you’re the right fit for the company culture.

Your dream job will be as appealing to you as you’re trying to be to the employer. This goes beyond the job description – it’s about the goals and values of a business. If your hobbies involve teamwork, for example, you’ll fit right in at a company that promotes collaboration and supportive mentoring.

Reasons not to include your hobbies on a CV

Hobbies are a great way to show off your personality, but they’re only one part of who you are. Remember that recruiters are looking for the best candidates with transferable skills. You don’t want to lose out on the next steps if you’ve focused too heavily on a list of hobbies.

You might want to skip the hobbies and interests CV section if:

Your interests don’t bring any relevant skills to the table.

By all means, fire eating and archery might make for great dinner party conversations – but are they helpful for project management? Don’t feel you have to pad out your CV with unnecessary fluff if there’s no way the skills you’ve learnt apply to the business.

You don’t have a lot of hobbies and interests.

Not everybody jumps out of planes, and that’s fine. Many of us love clichéd activities like socialising, going to the cinema, and playing video games. If that’s the case and there’s little value to your employer, focus on other achievements instead – such as education or volunteering.

You need to cut your CV down.

Your employer isn’t looking for War and Peace. They’re looking for succinct examples of how you can benefit their company. You might consider bullet points to demonstrate what you do in your free time, or scrapping this section of your CV altogether.

If you’ve got a lot to say, our CV help guides can show you where to cut the fluff – or optimise other channels like your LinkedIn profile instead.

How to include hobbies in your CV

If you’ve got the space and transferable skills, by all means feel free to include a hobbies and interests section. The structure of your CV should look something like this:

Personal summary and contact details – your chance to include a concise round-up of your skills and experience, with clear phone number and email address details.
Skills – these are best as a bulleted list, highlighting both soft skills (like problem-solving) and tangible skills (like software knowledge).
Work experience – talk about previous jobs, work experience and/or volunteering, discussing how they can be applied to new roles.
Education and qualifications – you should state your highest level of education and any professional memberships or qualifications.
Hobbies and interests – note how far down these are on the CV. While they can enhance a CV, they should be kept brief and relevant.

You can then round off by telling your employer that references are available on request.

What are good examples of hobbies to include in my CV?

Always remembering that your goal is to impress your employer, you can group your hobbies by transferable skills. For example:

Problem-solving skills

These skills are best lent to intellectual hobbies, like chess and book clubs. You can also demonstrate problem-solving ability by referencing fun activities, like cooking classes or escape rooms.

Communication skills

Demonstrate these skills with hobbies like volunteering for a local charity or performing on stage. If you coach a sports team or you’re learning a second language, those activities likely require communication too.

Project management skills

These types of skills can be carried over from creative pursuits such as blogging and painting, or even hosting events and mentoring team sports.

Teamwork skills

To show that you’re a team player, you could talk about your participation in local sports teams, as well as theatre groups or arts classes.

Creative skills

Any chance to showcase your art is an investment in your creative skills. Perhaps you’re an artist, writer, musician or performer. You can talk about your personal projects or your collaborations with your local community.

Find more CV writing tips with Hays

For more expert advice on your application, explore our step-by-step series to CV writing.

Workplace stress and its contribution to poor mental health has become an increasingly more important topic for organisations. Many businesses have become aware of the dangers of burnout in their employees and the best ways to tackle this. A lesser-known problem that can cause similar issues to burnout, is boreout.

In this blog, we’ll look at the differences between burnout and boreout, and the ways you can tackle them.

What is burnout?

Burnout at work is when we feel exhausted due to chronic stress. Gone unnoticed, it can negatively impact your mental health. Burnout doesn’t discriminate. It’s prevalent in all industries and at all seniority levels.

What are symptoms of burnout?

Burnout can appear in a number of ways, including:

Fatigue
Self-doubt
Lack of or loss of motivation
Decreased work satisfaction

What are the main causes of burnout?

Burnout at work can occur in any individual, at any time. Some key contributing factors to burnout are:

High or increased workloads
Having minimal control over responsibilities and tasks
Little to no reward or recognition
A lack of community amongst fellow employees
Poor communication and unclear expectations

Boreout – how is it different to burnout?

On the flip side to burnout, boreout is when a lack of meaningful work leads to similar outcomes.

What is boreout?

Boreout occurs when employees or individuals feel under stimulated or under challenged, which for the most part can lead to fatigue, dissatisfaction or low self-esteem.

What are the main causes of boreout?

Boreout can often be looked upon as the opposite of burnout. The main causes of boreout are:

Monotonous tasks
Unchallenging work
Overqualification for a role
Lack of responsibility
Underutilisation of skills

How to combat burnout and boreout at work

Burnout and boreout may be seen as the opposite of one another, however the ways to combat them, are largely similar.

Take care of yourself

Self-care needs to be prioritised, through good rest, nutrition and exercise. As discussed in a previous Hays blog, avoid presenteeism. Working when sick does not do you any favours, but you’re not alone if you’ve done so. According to the CIPD, 46% of UK employees have worked whilst too unwell to fulfil their duties, whilst 81% of employers saw presenteeism in its remote workers.

Communicate your boundaries

Be sure to set clear boundaries and communicate them with your manager. Many of us struggle to raise concerns of burnout or boreout with our employers, through fear of a negative reaction but it’s important to realise that bottling it up wont help. And remember, you’re not alone. According to the Financial Times, 50% of Americans said they’d suffered from burnout, whilst 46% of Australian workers felt burnt out in 2022. As for boreout, almost half of Americans are bored at work, according to research by Colorado State University Global. Talk to your manager to see if they can lighten the load or add to it, depending on your situation.

Manage your time

Learn to say no if the workload is becoming unbearable, or on the reverse, speak to your manager about taking on more responsibilities if you can feel boredom creeping in. Remember, with the explosion of AI tools such as ChatGPT, many monotonous tasks can also be taken off your plate.

Consider your options

In the event that these tips don’t fix your problem, maybe it’s time for a new challenge. Feeling satisfaction at work can lead us to fulfilling our career ambitions, whilst a lack of it will only create barriers to your success. If your workplace isn’t fostering a culture where wellbeing is high on the agenda, it may be time to find an employer who will.

Burnout vs boreout – things to remember

Whilst burnout and boreout can easily lead to the same results – poor mental health and dissatisfaction at work to name a few – they are the result of two opposites. Whilst increased workload and stress can lead to burnout, the opposite, a lack of meaningful work and responsibilities can increase the likelihood of boreout.

Remember to keep in mind the symptoms for both and raise concerns with your employer should you think burnout or boreout are becoming a problem for you.