Starting around 2008, many organizations’ human resources departments needed to eliminate their own staffs, and thus many of the traditional human resources functions got bounced over to the respective hiring managers. Unfortunately, those discrete departments couldn’t always afford expensive job boards, so they needed to think out of the box in order to meet their staffing needs. That need accelerated the use of social media for staffing purposes. At the same time, recruiters, too, felt the same financial pressure, and the result was that 80 percent of them started using social media as well for the same purpose. That new reality was welcomed by practically all sides because it facilitated two-way communication. Plus, social media enabled seeing applicants not only in terms of their skills such as via résumés but also in terms of revealing their personalities for assessment of cultural fit. From a candidate’s point of view, it represented mostly an advantage, but at times, it backfired.
The advent of social media as a staffing medium from the recruiting vantage point as well as a networking tool for candidates necessitated learning to use new tools. And not only that, but the tools are continually evolving, with new ones frequently surfacing to make the old and familiar ones instantly obsolete.
Despite the steep learning curve, however, candidates welcomed the new medium—in many cases if for nothing else because they did not have to meet people in person. In the American culture, as opposed to certain other cultures people typically feel uncomfortable initiating communications with someone else, especially if the two have not been introduced by a third party. Online networking provided candidates with several advantages: it’s free; it allows researching the other party before even initiating a first communication; it’s learned quickly; it’s relatively easy to use; and, if applied right, it’s effective.
Networking is all about building mutually beneficial relationships, but it’s practically worthless unless the other party is willing to refer the first party further—to other people. Since networking is time-consuming, the introduction of efficiency tools into the process is reasonable. Several free tools are worth exploring. Gist.com and Batchblue.com are robust and can help those who want to put some time into learning how to use them. Both of those tools are modified customer relationship management tools, with heavy emphasis on social media such as LinkedIn, Twitter, and Facebook.
Logically speaking, extensive networking is virtually impossible to carry out while people are employed, even though it’s very important to keep doing and is time-consuming. However, when people are in transition, networking is an absolute must. People will not remember you unless you remind them of yourself periodically. An efficient way to do that is via a program called MailChimp.com. Once it’s been set up, this program is easy to use and can potentially prove very useful as a social networking tool.
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Ten minutes after I meet with a coaching client for the first time, the client is facing my video camera for 60 to 90 seconds. Then we watch the video together. Differently from in real life and because we have modern technology, I can separate the impression—and the client’s image—from the spoken words. I simply turn the speakers off so I don’t get influenced by the video’s verbal content and context. This is a powerful experience, one that provides rich information. In most cases a client can use that information for improving job interview skills and then can apply the newly learned skills during a job interview. Most people are awestruck by their video experience. In less than two minutes, people can see for themselves how they’re perceived by others—something they couldn’t have known before.
Albert Mehrabian, currently UCLA professor emeritus of psychology, published his findings on inconsistent communication of feelings and attitudes and on the relative importance of verbal messages and nonverbal messages. He devised what’s known as the 55%-38%-7% rule. Professor Mehrabian’s basic tenet is that when we communicate with other people, we’re being judged to the extent of 55% by our nonverbal behavior such as body language and facial expression, 38% by our tone of voice, and only the remaining 7% by the actual words we speak and their context. Moreover, if the words we use are incongruent with our body language and tonality, then the other person tends to believe more in what he sees and hears and less in the meaning of the words.
When we interview, our body language says a lot about us and about our emotional state; and poor body language often sends the message that we’re stressed or fearful. But even before the interview interaction begins, the interviewer looks at your face, your hair, your clothes, and the image you’re projecting. Thus, he forms an opinion about you before you’ve even had a chance to formally meet.
The interviewer observes your body language and interprets it quickly, knowing at once whether you’re scared, passive, under- qualified, or something else. If you say the wrong thing, the interviewer can forgive that, but if your body language says something different from what you actually say—for example, you say you’re a person who works well in stressful situations, but your body language betrays the fact that you’re indeed stressed; or, for another example, you say you’re confident, but your body language again betrays the fact that you’re not—well, those are things an interviewer knows you can’t change.
Following are a few body language mistakes to avoid during a job interview.
- Crossing your arms, which suggests you’re either overconfident or uncomfortable
- Lack of eye contact, especially while the interviewer is talking
- Not smiling, which makes you appear nervous or unfriendly
- Hiding your hands, because the interviewer will want to interpret how open and honest you are by looking at your hands
The only way to improve correspondence between the words you say and what your body language says is to prepare for the interview and practice, practice, and practice some more. It’s best to practice interviewing with someone who can point out to you your areas of deficiency and can guide you in making improvements.
The day for your interview has been scheduled. That means you were among the handful of people selected out of dozens of applicants to continue the competition toward the job offer. Not only do you need this job very badly, but also you studied for it thoroughly by preparing yourself for difficult interview questions and you’re really psyched up. But wait. What will you wear to this coveted interview?
An administrative assistant will usher you into an office or conference room where the interviewer and possibly others are waiting for you. They’ve studied your résumé and are prepared. The door opens and you walk in–energetically and with a big smile. They’re looking at you and noticing your appearance. You’re making an impression, and you want that impression to be excellent. You also know that that first impression is a lasting one. Some of what they see cannot be changed. This is the way you look–whether it’s good or bad. But there’s a lot you can do to improve this first and vital impression.
For men it is to some extent easier. Make sure your appearance is clean. A recent haircut and a close shave are musts; a graying beard or mustache adds years to your age. Typically, a well-tailored suit in a dark color–but not black–is recommended. In summer a nice light color is appropriate but preferably for the follow-up interview, not the first one. However, if the dress code is business casual, the suit may be waived. The shirt–well fitted and in a contemporary style–should complement your attire. Investing in a today’s-fashion tie is smart. A haberdashery sales associate could guide you, or you could look at a few pictures in one of the clothing-store catalogs that get stuffed periodically into your mailbox. A belt, too, should accentuate your positive appearance. Socks should be in a solid color, without any visible pattern, and should match the color of your shoes. Shoes are extremely important, not only to feel comfortable in but also because they, too, speak about you. A well-shined pair of new shoes creates the image you want to present.
The same principles apply to women as well. A hairstyle that enhances appearance is important. Don’t overdo makeup, and my recommendation is to skip the perfume when going for an interview. Your taste in perfumes may not match others’, and the aroma may linger long after you’ve left the office. If you smoke, I suggest you refrain from smoking for at least six hours prior to the interview and that you make sure your interview clothing has been aired out; nonsmokers can detect smokers from far away. Keep jewelry to a minimum, and remember that cleavage and revealing, short skirts might enhance your candidacy in the modeling profession, but if you’re applying for other jobs, consider a more professional, conservative look.
Remember the cliché that “the clothing makes the man,” and if you believe it, then investing in your interview wardrobe to enhance your image and thus your chances for the job offer makes sense.
Alex Freund is the founder of Landing Expert–Career Coaching. His Web site includes a current and comprehensive list of job search networking groups in New Jersey, Pennsylvania, Connecticut, and the city of New York, and the site is visited by thousands of people every month. Landing Expert is a premier career-coaching service with the objective of preparing job seekers for interviews. Alex’s clients are gaining knowledge, receiving marketing material, and acquiring the know-how to beat the competition.
Alex can be reached at:
609-333-8866
