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The difference determines whether you receive notice — and therefore whether a dismissal is summary. Misconduct is behaviour falling short of expected standards but not so serious as to destroy the
A 360-degree review collects feedback on someone from multiple perspectives — manager, peers, direct reports and sometimes clients — rather than from a line manager alone. The name describes the full
They provide different things, and the one most people ask for is not the one that most affects careers. A mentor shares experience and advice. Usually someone more senior or further along, in a
TUPE — the Transfer of Undertakings (Protection of Employment) Regulations — protects employees when the business they work for changes hands. Its central effect is that your employment transfers
A zero-hours contract is an arrangement with no guaranteed minimum hours. The employer offers work when available; how much obligation exists on either side depends on the contract's terms. The two
An assessment centre is a structured selection event, usually half a day to two days, where candidates complete several different exercises while being observed by trained assessors. It is common for
Psychometric tests are standardised assessments measuring cognitive ability or personality traits, used to compare candidates on a consistent basis rather than on interview impressions. The two broad
The critical question with all of them is who pays them, because that determines whose interests they serve — and in almost every case, it is not you. Internal (in-house) recruiter. Employed by the
A performance improvement plan (PIP) is a formal, documented process setting out where an employee's performance falls short, what improvement is required, over what period, and with what support.
An exit interview is a conversation, usually with HR, when you leave a job — covering why you are going, your experience, and what could improve. What the employer wants from it: patterns across
Imposter syndrome describes persistently doubting your own competence and attributing success to luck, timing or having fooled people, alongside a fear of being exposed as a fraud — despite evidence
Because withholding it has historically favoured the employer in negotiation, and until recently almost nothing compelled them to publish it. The reasons employers give: Flexibility. They want to pay
Usually not, though the standard advice against it is repeated more confidently than the evidence supports. A counteroffer is your current employer's attempt to retain you after you resign, typically
Because job adverts are usually written as a wish list, not a specification — and understanding that changes how you should respond to them. Why they end up that way: They are assembled, not
Redundancy is a dismissal for a specific reason: the job is no longer needed. Dismissal generally refers to termination for a reason relating to you — conduct, capability, or another substantial
Both are mechanisms employers use to limit what you do after you resign, and they work very differently. Garden leave keeps you employed but away from the workplace during your notice period. You
In UK law these are three distinct employment statuses with sharply different rights, and what your contract calls you does not decide it — a tribunal looks at the reality of the arrangement.
A probation period is a contractual arrangement at the start of a job, during which both sides assess whether it works. It is a contractual concept, not a legal status — which is the point most
The central fact is that an initial offer is frequently not the maximum, and that asking is normal and expected in most professional contexts. Employers who would withdraw an offer over a polite,
Silence after an interview is usually about the employer's internal process rather than about you, which is worth holding onto because the assumption people default to is the opposite. Ask about
Start with your contract, which is the binding answer. Most specify a notice period, commonly a month for professional roles, longer for senior ones and sometimes shorter during a probationary
It depends which country you are in, which is why the answer is confusing and why generic advice often contradicts itself. In the United States and Canada, the two are genuinely different documents.
Briefly, honestly, and with the emphasis on the present rather than the past. Gaps are far more common than the anxiety around them suggests, and interviewers encounter them constantly. What creates
Having no questions is the one answer that actively counts against you, because it reads as indifference or as not having thought about the role. Beyond that, the questions serve two purposes