Better Ways to Love Your Job and Advance Your Career
By Barry Lawrence
In August, Jobfox identified the Top 20 Most Recession-Proof Jobs. But what do you do if your not one of the lucky in-demand professionals?
I ran across a nice blog post in Rhett Laufenburger’s Mortgage Blog. Rhett, a mortgage professional, provides some simple tips to help you avoid the chopping block.�
By Barry Lawrence
While jobs are still out there, especially for qualified professionals, starting job salaries have remained flat and even down a bit for many professions. (See Jobfox Salary Expectations report.) It’s critical that job seekers have solid salary negotiation skills — especially at a time when companies are being stingy with starting pay levels.
Keep in mind that a poor starting salary has many long-term consequences since things like bonuses, merit-pay increases and even future salary negotiations are often calculated based on a percentage of current salary levels. So, once you get behind, you stay behind.
Here are some basic salary negotiation guidelines to help you put more money in your pocket:
♦ First, know what you’re worth by conducting salary research. Professional and trade associations are excellent resources.
♦ While employers — especially in a down economy — may be reluctant to budge much on starting base salary, there may be more bargaining room for bonuses, tuition assistance, cell phone expenses, gas cards, wellness benefits and other meaningful perks.
♦ Delay the discussion of specific salary requirements until a formal offer is in hand. Job seekers usually have greater salary bargaining power at the offer stage, when companies figure they will come out ahead giving you some extra dollars versus having to start the hiring process anew.
♦ If asked about salary needs early in the hiring process, provide the recruiter with a broad range of salary expecations. Most recruiters aren’t trying to trap job candidates into taking lower-than-deserved salaries. They just want to make sure that you are in the same ballpark in terms of what they can offer.
♦ Never accept a job offer on the spot. It takes time to fully evaluate a job offer and compensation package. Recruiters expect that it may take you a day or two — but no more — to get back to them with an answer.
♦ Never lie about your current or past salaries. Recruiters can easily discover salary records via background checks. Falsifying salary information may also be grounds for termination.
For additional tips, see “Salary Negotiation,” by About.com’s Alison Doyle and “Salary Negotiations” from Ace the Interview.
Salary.com has something it calls a “Salary Wizard,” but you may have to put up with advertising and pay a user’s fee to get reliable information. I checked the site’s free information for a public relations executive and the base salary range seemed very high to me. If you have to pay for better salary information, I suggest you first check your trade or professional group. This may also require a membership fee, but you will also benefit from magazines, networking and other goodies that come with professional organizations. Plus, professional membership look good on your resume.
Barry Lawrence is the community advocate for BetterMondays. He is also a career and public relations evangelist at Jobfox.
By Barry Lawrence
On Friday, Jobfox will release its Jobfox Most Wanted U.S. Job Candidates: August 2008 report. Lucky you, you get to see it here first.
The Top 25 professions remain fairly stable. However, Medical Administrative Services and Procurement are new to the list comnpared to July’s top 25. Falling out of the Top 25, from July to August, were Advertising and Product Management. Perhaps there are tough times ahead for marketing gurus?
What’s unique about Jobfox’s August report is a five-month snapshot of median desired salary range expectations among job seekers. In addition to creating job loss fears, the Jobfox report indicates that the weakened U.S. economy is casting a shadow on the psyches of job candidates and how aggressively they bargain for new starting salaries.
Of the 25 most in-demand professions analyzed by Jobfox:
♦ None had increasing salary range expectations among job candidates over a period from March to July, 2008.
♦ Sixteen of the 25 professions (64 percent) recorded flat job seeker salary expectations.
♦ Nine professions (36 percent) recorded decreasing salary expectations over the five-month period.
Barry Lawrence is the community advocate for BetterMondays. He is also a career and public relations evangelist at Jobfox.
Your job, like any social setting, is a mixing bowl of habits. If you are lucky (like me) you end up in an enjoyable environment. Your officemates possess positive attitudes and good work standards. We all hope to land a job of this nature.
But the bitter reality is that some cubicles are too closely quartered to not-so-cordial neighbors. Day in and day out, you are forced to bump heads with Co-WorkZilla, the epitome of clashing habits.
Here’s my list of the Top 5 Aggravating Office No Nos.
1) Hygiene Hater. Picture the smell of spoiled milk, stinky feet and burnt cigarettes. This person probably does not bathe on a regular basis and they certainly don’t do laundry. What wafts through the air and crinkles all noses is the cheap cologne or perfume feverously sprayed in an attempt to hide their filth. All I have to say is Gross!
2) Screeching Speakers. This person seems to have a phobia of a phone actually touching their ear. Each call received is broadcasted across the office – including non-work-related content. No, we do not care what Aunt Sally had for breakfast!
3) Obnoxious Oral Fixations. This is the person that always has something in their mouth, usually gum. Thus constant smacking and sucking noises. I’d rather be barned up with cows.
4) Nervous Pen Action. What starts out as simply popping the tip out to write memos turns into a clicking catastrophe. “Up, down, up, down click, click, click.” Is Chinese torture next chair over?
5) Drunk or Hungover. Boozing it up on the job is tacky and downright stupid. The slurs and stumbling alone are enough to make the company appear sloppy. And no one wants to hear the moaning about a “killer” headache.
Hopefully, these office offenders will read my list and shape-up. Unfortunately, it’s more likely that society will build a Utopian workforce which will involve sitting in a circle singing KumBaYa.
In any case, not all habits are bad. But we can certainly create a more peaceful work atmosphere if we consider the thoughts of others.
Please comment or send us your cube-mate nightmares to share. Send to jbrown(at)jobfox(dot)com and BetterMondays will publish the best ones. Names will be changed to protect the innocent.
For some additional thoughts on bad cube mates, see Working Stiff.
Jennifer Brown is a voice of Gen Y and a career advocate at Jobfox.
By Barry Lawrence
You’ve got the right stuff: the skills, education and experience needed to do the job. You should be a no-brainer pick for the organization. All that’s left is a successful face-to-face job interview.
All things being equal, most hiring decisions come down to job interview chemistry.
Good interview chemistry is the most important factor in determinin
g whether a job seeker lands a job offer, regardless of formal qualifications, according to Career Playbook.
Said eJobCoach: “Generally, all the people called in for an interview have the skills to do the job. So, the deciding factor is usually the chemistry.”
But what does good job interview chemistry look like? Is it really that important? How can a job candidate create more of it?
Based on research and expert opinions, here is some guidance from BetterMondays:
Keep the Conversation and Body Language Positive
Keep job interview answers and discussions as positive as possible. Even the first few seconds — when you introduce yourself and shake hands with the interviewer — are critical moments (See BM: Get a Good Grip on a Job Interview).
As noted by Malcolm Gladwell, author of Blink: “When you meet someone for the first time . . . your mind takes about two seconds to jump to a series of conclusions.”
Research suggests that interviewers, indeed, can make very quick decisions about applicants. And they make their quickest decisions about applicants who share negative information about their qualifications. In other words, negative information can quickly eliminate you from consideration.
On the other hand, “positive first impressions of applicants are followed by interviewers who display more positive regard for applicants — things such as more positive interview styles, vocal styles and a favorable orientation toward job offers,” according to research.
Nonverbal cues, especially good eye contact, are vitally important, according to studies. Positive nonverbal cues also include proper attire, good posture and smiling.
Studies show that the most prepared job seekers also rate the highest in job interviews. Always do your pre-interview homework. There is no excuse, in today’s information-rich world, to go into a job interview without knowing the basics about the company and the position you are seeking (See BM: Asking the Right Questions during a Job Interview).
Eliminate Awkward Moments
Silence can be deadly. Especially in a job interview.
Interviewers often interpret silence as evasiveness. This is not a trait you want to signal to a potential employer. In fact, research shows that interviews filled with many silent stretches are highly correlated with fewer job offers.
Unfortunately, silence is not always the candidate’s fault. Some interviewers are dreadful at generating conversation, which puts the job seeker in a tough spot. While it’s certainly fine to take a few seconds to think about your answers to questions, keep the conversation flowing — just as you would if you were a guest on a television talk show.
Sell Yourself with Stories
A great way to fill up silence and answer questions is to tell stories that help sell you as the best candidate for the job. Prior to job interviews, candidates should have several stories planned and work to weave those stories into the conversation. Jot down the stories you want to share (just the topics) and bring the note with you to help you remember.
The best stories do more than just list past experiences and job functions; they demonstrate how specific efforts were performed and the results they produced. Did you help add profit or bring some other new value or benefit to the org
anization? A job interview without memorable story lines is like watching a bad movie. Not good.
It’s not enough to say you’re ambitious, motivated, driven, people-skilled, organized, self-confident, etc. Recruiters and hiring managers have heard all these buzzwords before. What they will remember are your stories. You’ll be amazed at how your best stories will help you carry the interview.
Stories also help you give answers to more difficult questions such as: “What is your biggest weakness?” You know this question is coming. One of the best answers to this zinger is to explain that you are a bit of a perfectionist; then, you can launch into one of your stories demonstrating how your attention to detail was a key to success.
Close the Deal
A job interview is a lot like a first date, according to Shawn Graham, the author of Courting Your Career: Match Yourself with the Perfect Job. BM loves this metaphor, especially his advice on closing the interview.
The job interview close is the equivalent of the “call me” moment at the end of a good date, according to Graham. This is the time to reaffirm you interest in the job and let the interviewer know you are looking forward to speaking with them again for next steps. But please, no kissing!
Practice Makes Perfect
Some people are just born with good job interview skills. The good news is that you can improve, even if you’re not the most extroverted person. In fact, research suggests that mere belief in your job interview skills often predicts job search outcomes – even for people who don’t rate high on extroversion and conscientiousness.
Practice interviewing as much as possible. Success breeds success. Accept all job interview requests. Even if they are jobs you’re not overly thrilled about, the experience will help you sharpen you skills and confidence. Help can also be found by working with employment agencies, career counselors and reviewing print and online job-hunting guides.
Conclusions
A good job interview performance dramatically influences the hiring process. Without a doubt, your career credentials are important. But once you get to the job interview, study after study suggests that chemistry is the difference-maker.
Here are some additional quick tips to help you succeed in your next job interview:
♦ Structure answers and performance to create a comfort level for leadership qualities, goal-driven performance and interpersonal warmth.
♦ Emphasize your similarity. Don’t be afraid to praise the interviewer or the organization in your conversation. People are attracted to others who seem to be attracted to them.
♦ Be agreeable. Don’t overdo it, but a few endorsement of attitudes or values held by the interviewer and the organization can be powerful.
♦ Highlight your motivation and competence. Use positive statements to describe yourself, your future plans and past accomplishments.
♦ Use stories to demonstrate how you were responsible for positive outcomes and ways you have helped organizations overcame obstacles. It’s always better to show than tell.
♦ Dress properly and be mindful of nonverbal cues such as good posture, eye contact and smiling. Remember, you are on display.
♦ Avoid vague or evasive answers. Recruiters often complain about this.
♦ Be ready to explain, with a story, the type of person you are and how you are a good fit for the organization and the position.
♦ Demonstrate how you are growth oriented and flexible.
♦ Express often your interest in the position and the company.
♦ Take charge during interviews to get your main points across.
Barry Lawrence is the community advocate for BetterMondays. He is also a career and public relations evangelist at Jobfox.
Research References:
Tay C. & Nanyang, S.A (2006). Personality, Biographical Characteristics and Job Interview Success: A Longitudinal Study of the Mediating Effects of Interviewing Self-Efficacy and the Moderating Effects of Internal Locus of Causality. Journal of Applied Psychology, Vol. 91, No. 2, 446-454.
Stevens, C.K. & Kristof, A.L. (1995). Making the Right Impression: A Field Study of Applicant Impression Management During Job Interviews. Journal of Applied Psychology, Vol. 80, No. 5, 587-606.
Dougherty, T.W., Turban, D.B. & Callender, J.C. (1994). Confirming First Impressions in the Employment Interview: A Field Study of Interview Behavior. Journal of Applied Psychology, Vol. 79, No. 5, 659-665.
Tullar, W.L. & Mullins, T.W. (1979). Effects of Interview Length and Applicant Quality in Interview Decision Time. Journal of Applied Psychology, Vol. 64, No. 6, 669-674.
Anderson, C.W. (1960). The Relation between Speaking Times and Decision in the Employment Interview. Journal of Applied Psychology, Vol. 44, No. 4, 267-268.
By Barry Lawrence
When interviewing for a job, corporate recruiters, hiring manager and others will inevitably ask: “So, do you have any questions for me about the job or the company?”
This moment usually comes near the end of the interview, when the interviewer essentially opens the floor to any questions you might have as a job seeker.
Be very careful here. There is a lot of bad advice that you may uncover in online searches and in books written on the topic. BetterMonday’s simple online search found a lot of advice telling job seekers to view their questions as golden opportunities to investigate and dig up dirt on the company, the position or the people you will be working with.
BM believes this is entirely the wrong strategy.
You have one goal and one goal only as a job seeker in an interview. That is to showcase your experience, skills and personality to GET THE JOB OFFER.
This is not the time to get all “investigative reporter” with a corporate recruiter or hiring manager. Save the tougher questions for later, after you have an offer letter from the company in your hands.
“There are great questions and dumb questions and, worst of all, no questions at all,” said John Kador, author of 201 Best Questions to Ask on Your Interview, on his Web site.
Ironically, it is many of Kador’s suggested questions that BM finds a bit dumb.
However, Kador and others do make some good points. Don’t ask questions, for example, that you can find the answers to by spending a few hours carefully reviewing the job description, the company Web site, press releases and the latest news coverage about the organization. That is certainly good advice.
Also, never go into an interview without knowing the basics about the company (recruiters tell BM that this is a major turn off). Sites like Jobfox will even provide you help on obtaining background information.
BM also agrees that not being prepared with three or four smart questions — to ask the interviewer — is another major strike against you as the job seeker. It makes the interviewer wonder if you really want the job. Have you given the position any thought at all?
However, we disagree with tactics such as those offered in Alexander Kjerulf’s Chief Happiness Officer blog (BM otherwise likes Alex’s blog). Alex lists a number of questions to help candidates “cut through the corporate b.s.” (his words) to learn about an organization’s “real” corporate culture.
Don’t go there!
This is not the time to try to trick interviewers into uncovering some deep, dark insider information. You goal is to get the job offer. The “questions” moment in the job interview — like all other moments — is another important chance to demonstrate you preparedness, drive and self-confidence.
Here are some basic rules:
♦ Rule No. 1: NEVER ask a question that you can easily find an answer to on your own.
♦ Rule No. 2: NEVER ask a question that will cast you in a negative light or make you sound arrogant, unmotivated or, yes, even stupid.
♦ Rule No. 3: Remember the goal: To get the job offer!
Here are some safe, but smart, starter questions:
What are the significant trends in the industry?
Could you explain your organizational structure?
How would you characterize the culture and management philosophy of the company?
What are the most important challenges faced by the organization (or department)?
What will be my biggest challenges in this job?
Who are your major competitors and what are the companies strengths and weaknesses compared to these competitors.
What are the major changes in the industry and how is the company responding.
What attracted you to the organization?
For all of the above, even better if you can site an example you’ve learned in your research on the company and build that knowledge into the question. This is a great way to show you are prepared and energized to help the company grow. For example: “I just read that your company is now No. 2 in its industry. What is the company doing to continue its growth?”
Bring a prepared list of questions with you to interviews with recruiters and others you may meet at the organization. Just having a list of thoughtful questions at the ready is — by itself — a great indication of your organizational skills and ambition to succeed.
Your questions are another opportunity to impress the interviewer — nothing more. In fact, a great way to close the interview is with a final question: “I am very interested in pursuing this job opening further. What is the next step and what else can I provide you with that will help you in the selection process?”
One final note, refrain from asking questions about salary and benefits unless this subject is brought up by the recruiter or hiring manager. Keep such “thornier” issues as questions to ask once an offer has been made in writing.
Are these really the questions you want to ask?
Back to some of the “dumb” questions (with BM’s comments) that the so-called experts provide as examples. BM urges you stay away from these types of questions during an interview:
What is the organization’s policy on transfers to other divisions or other offices? (Why? Are you already bored with the job before you even accept it?)
Can you describe a typical day for someone in this position? (That’s what I want you to figure out. Didn’t you read the job description?)
How will my performance be measured? (Ask this after the offer has been made.)
Does the organization support ongoing training and education to help employees stay current in their field? (Why? Are you already behind in your skills?)
Why is this position available? (Are you kidding me?)
Is the company financially sound? (Please. Do your homework.)
When can I expect to hear from you? (We’re talking now, aren’t we?)
What do you like least about this company? (Are you just trying to be a smarty pants?)
What percentage of routine, detailed work will I encounter? (We pretty much always expect to get detailed work from all of our employees, slacker.)
How much opportunity is there to see the end results of my efforts? (We don’t hire people unless they can produce end results that we can see.)
How much opportunity will I have for decision-making? (Are you sure you are capable of making a decision with all these stupid questions?)
What kinds of processes are in place to help me work collaboratively? (We call them people-skills and computers.)
Do team members typically eat lunch together or do they typically eat at their desks? (Is this what you’re really most concerned about?)
When top performers leave the company, why do they leave and where do they usually go. (To lunch, the bathroom and home for the evening. Seriously?)
If this position is offered to me, why should I accept it? (Are you being a smarty pants again?)
What’s the most important thing I can do to help within the first 90 days of employment? (Do your job the first 89 days.)
What are my strongest assets and possible weaknesses? (Planting negative thoughts in my head is certainly not a strength.)
Why did you come to work here? What keeps you here? (My wife makes me work. I am kept here by this dumb line of questioning.)
Can you describe an ideal employee? (It certainly isn’t you.)
Do you have any question or concerns about my ability to perform the job? (I do now.)
What do you see in me? (I see dead people.)
Who are the coolest people on my team and why are they cool? (We keep all of our human resources refrigerated.)
Barry Lawrence is the community advocate for BetterMondays. He is also a career and public relations evangelist at Jobfox.
By Barry Lawrence
Jobfox recently announce a new service called Jobfox Intros. In short, this service will create immediate introductions between highly-matched candidates and compatible employers. For job seekers, this means they need to be more prepared than ever for the common “phone screen” tactic used by corporate recruiters today.
The phone screen is a critical step in landing a new job and one that is often overlooked by job seekers. Many are caught off guard when a corporate recruiter calls. With the emergence of Web 2.0 tools such as Jobfox, the phone screen will become even more common. Job seekers need to be prepare
d since the phone screen decides, among a first cut of potential new hires, who will be invited to participate in the next stage: face-to-face interviews with the company.
“It happens all the time. We get a resume that everyone thinks is really exciting . . . And then I call them up and I can’t stand them,” writes Joel Spolsky, who provides phone screen advice at Joel on Software.
Here is a compendium of advice from BetterMondays:
Know the goal
Your goal, during a phone screen, is to get invited to a face-to-face interview. Be prepared with three or four supporting stories about your career strengths and experiences and how they specifically apply to the job opening. Also, be prepared to give a brief elevator pitch about yourself — how you got to your current position as a professional and how your career trajectory is on a perfect path for this new job opportunity.
This is not the time to open up discussions on salary, concerns about the company or other thornier issues (see BM Asking the Right Questions During a Phone Interview). Remember the goal.
Energize
Enthusiasm and passion are your best friends during a phone screen. Tips of the trade include standing rather than sitting during the conversation and making sure you have a smile on your face at all times while talking to the interviewer. Although unseen, these tricks tell your body to boost its energy level. Some professionals even go as far as to dress up for a phone screen, even though they are taking the call from the privacy of their home.
Be Prepared
Recruiters and hiring managers, such as Joel, complain of “a frightening lack of preparation” by candidates prior to phone screens.
“Jobfox is trying to improve the first impressions that job seekers make on phone interviews by providing ‘prep sheets’ of tips, company links and job-fit highlights to candidates who have successfully made employer introductions on our site,” said Rob McGovern, CEO of Jobfox. “With us, they can expect to get a call and they need to be in top form.”
As you apply for positions or, in the case of Jobfox, are matched and introduced to employers, keep a folder handy of job descriptions, contact names, your resume and the main points you want to make about career strengths, career trajectory and how the position will help you reach your next goals as a professional.
The worst thing you can ever say on a phone interview is: “Which job are you calling about again?”
Rehearse a typical phone screen conversation with a friend or family member. Do the phone rehearsal over the phone and get feedback about your answers and level of enthusiasm. Make sure you rehearse for specific job openings. Is your voice clear? Are you talking too fast or too slow?
Minimize Distractions
Chances are, you may not be in a quiet place when the corporate recruiter calls. You may even be at work, surrounded by your boss and peers. When this happens, you can’t give your full attention or best performance. Recruiters understand. In such cases, and in your friendliest voice possible, explain how glad you are to hear from them, that it’s not a good time to talk right now and work with them to schedule a new time — preferably the same day or at least within 24 hours, if possible. Phone interviews can range in time from 10 minutes to an hour, so plan accordingly. Take a day off or use personal time if you can’t easily get away at work.
Follow Up
After all phone interviews, e-mail the interviewer, recap your strengths for the position and let the company know how excited you are to further explore new employment opportunities. You’d be surprised at how many recruiters and hiring managers will consider only people who reach back to them. If you haven’t heard back from the interviewer after a couple of days, send them some additional work samples or references and let them know again that you look forward to exploring career options with the organization.
Do Not:
Risk getting fired from your current job by doing the phone interview at work where others can hear you. If the recruiter needs to hear from you immediately, ask if you can call them before work, at lunch or at the end of the work day.
Have inappropriate home voice mail recordings that the corporate recruiter will hear if they call you at home when you are unavailable.
Chew gum, eat or smoke during the phone interview.
Do:
On your resume and other communications with employers, make sure your contact information is correct. If you are going to be away for an extended period of time, provide alternative contact information.
Make sure you have a fully charged, working cell phone or wireless headset for your land line. Telecommunications disruptions can easily throw you off your game and are frustrating for the interviewer.
Be sure to listen carefully to the recruiter and give them time to complete their questions before you speak.
Thank the recruiter over the phone for their time and consideration.
Barry Lawrence is the community advocate for BetterMondays. He is also a career and public relations evangelist at Jobfox.
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By Barry Lawrence
Free gas if you accept this job.
OK. Not entirely. But many corporate recruiters do hope to lure new hires with benefits designed to help lessen the money squeeze at the gasoline pump. In an Jobfox online poll of 197 recruiters, conducted in July, three-fourths said they offer gas-saving perks to attract job candidates.
The most popular “gasoline benefits” that are offered to attract new hires are (recruiters could choose more than one benefit):
• Flexible work schedules — 36.6 percent.
• Higher starting salaries — 20.3 percent.
• Gas cards — 18.9 percent.
• Public transportation discounts — 16.8 percent.
• Compressed work week schedules — 17.3 percent.
• Raised mileage reimbursement — 18.3 percent.
• Telecommuting options — 16.8 percent.
• Car pool programs — 12.7 percent.
• Other — 9.1 percent.
• None of the above — 25.4 percent.
On one hand, I’m delighted to see that most recruiters are doing something “a little extra” to help them attract quality candidates. However, I’m still disappointed in recruiter responsiveness to this no-brainer corporate branding opportunity. Throw out flexible work schedules and compressed work weeks. Those are things companies should be doing anyway with the rising number of dual-income families and a younger generation of workers who demand the ability to make their own schedules.
Perhaps it’s the PR and marketing side of me, but this seems like the perfect opportunity for a feel-good campaign — without much cost — to help an organization stand out in the competition for getting and keeping top talent. So far, most companies don’t see it that way. In a May poll by Robert Half International, 60 percent of workers said their companies have not rolled out any programs to help people reduce the energy cost burden.
The most common effort, according to a May Society for Human Resource Management poll, is raising the mileage reimbursement rate to the IRS cap, which was raised to 58.5 cents a mile on July 1.
Debbie Downer. Many businesses do this anyway.
Where’s Al Gore when you need him?
Alas, all is not lost. The Families and Work Institute is collecting and sharing innovative approaches. Beyond the basics, here are some creative ideas:
♦ Gas cards given to employees who participate company wellness programs.
♦ A personal valet that runs errands for employees.
♦ Bonuses for star employees with long commutes.
♦ Bike-to-work incentives including subsidized bike purchases for employees.
♦ “No-Drive Workdays,” giving employees the option to work remotely two days each month (and really meaning it).
♦ For larger companies, visitor centers or “hoteling” offices — complete with copiers, printers, phones, etc. — that enable employees to work closer to their home locations.
♦ Offering employees $1,500 toward the lease or purchase of a new car that’s at least 25 percent more fuel-efficient than what they currently drive.
For the rest of us, stuck in our gas-guzzling ways, check out MapQuest Gas Prices to find the least expensive sources of gasoline along the commute path. On the date of this posting, the site reported the nation’s lowest gas price at $3.46 in Oklahoma City. The highest price was $5.65 in Cantwell, Alaska.
Happy trails!
Barry Lawrence is the community advocate for BetterMondays. He is also a career and public relations evangelist at Jobfox.
By Jennifer Brown
Sunny day.
Sweepin’ the clouds away.
On my way to where the air is sweet.
Can you tell me how to get, how to get to Sesame Street?
Meet my idols. Big Bird, Snuffy, Burt, Ernie, Elmo, Grover, Oscar the Grouch and, of course, Cookie Monster. Let me introduce myself. I am a genuine, first half-generation Gen Y, working Millennial.
I grew up being taught that life should be stress-free, easy and enjoyable. My Baby Boomer parents told me I can do anything that I put my mind to. (Which will one day be an accredited writer.) Here I am in cyberspace — a jobbed-*Foxx*, bright-eyed and bushy-tailed worker ready to make my mark in this crazy jungle we call business.
I have been asked, by BetterMondays, to shed light on my generation’s views about work, careers and jobs. So, here it goes, my first blog entry:
Bosses Beware. You may be unknowingly creating an environment of unhealthy employees whose productivity will sink to new levels of low. The culprit? Business clothing.
Believe it or not, wearing casual clothing versus a spiffy suit affects the physical activities in our daily routines, according to an American Council of Exercise (ACE) study. (Many thanks to SheKnows for uncovering this report.)
Wearing casual clothing every day for 50 weeks of work translates into burning an additional 125 calories per week and 6,250 calories per year, according to the ACE. The added activity from casual clothing workdays can potentially offset the average annual weight gain — between 0.4 and 1.8 pounds — experienced by American adults.
“Wearing casual, comfortable clothes to work may be an easy way to encourage us to put physical activity back into our daily lives,” said Cedric Bryant, chief exercise guru for ACE.
Great news. But this led me to a troubling report from the Society for Human Resource Management’s HR Magazine. In the January 2008 issue, the magazine reported that Millennials (such as me) might be uneducated about such basics as to what constitutes “proper” work attire.
Lucky for me, SHRM has guidelines for business and casual attire. I was shocked and dismayed. SHRM places such a heavy emphasis on “presenting a professional image” that it tends to negate the health, happiness and wellbeing of the person inside the suite. I find this to be ironic. Isn’t it also the HR department’s job to deal with the health and attitudes of the organization’s workers? Isn’t this what everyone wants: a team of strong and focused workers who are giving 110 percent?
Maybe it’s my defiantly youthful nature, but I fail to see any motivation or dedication that supposedly comes from stuffing yourself into a rigid wool suit.
It’s high time that the business community comes to understand that flip-flops are our friends. And maybe the jean and T-shirted Millennials know more than meets the eye.
Jennifer Brown is a voice of Gen Y and a career advocate at Jobfox.
By Barry Lawrence
Handshakes are like opinions. Everybody’s got one. But some are definitely better than others.
A firm handshake may be an important key to landing a job, according to a study to be detailed September in the Journal of Applied Psychology. (Much thanks to LiveScience for bringing this to BetterMonday’s attention.)
In the upcoming new study, students who received the highest marks for “good handshakes” were also rated most hireable.
I polled a bunch of career and recruiting experts at Jobfox, where I work, and here was the general consensus:
The handshake is an important business tool for making good first impressions. Like many other body language signals, the handshake is a measure of self-confidence and character.
Weak, dead-fish handshakes are the worst. But don’t overdo it with the Hulk grip.
Really, it’s the entire handshake action that’s important. This includes squaring your body, looking the other person in the eyes and grabbing their hand firmly without squeezing too hard. This is a great way to start and end interviews with recruiters, managers and others you meet in the organization.
If you’re unsure of how hard to squeeze, err on the side of firm rather than limp. You should feel the muscles in your forearm contract when giving a proper handshake.
“I have strong opinions about handshakes,” said Peggy Padalino, president of Sales and Client Services at Jobfox and someone who has given and received her share of handshakes. “Women who do not know how to shake hands right come across as inexperienced. Men that shake hands with a woman too hard come across as blockheads.”
A poorly delivered handshake isn’t a deal-breaker, but a good handshake sets the tone for the rest of the interview. It demonstrates a person’s professionalism, level of engagement and gratitude for being considered for the position.
A handshake is old-fashioned courtesy. But it works.
BetterMondays will keep you posted when the new study is published.
Barry Lawrence is the community advocate for BetterMondays. He is also a career and public relations evangelist at Jobfox.
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