Why Your First Impression is So Powerful

Why Your First Impression is So Powerful First impressions throughout life are crucial. Sometimes you dont get a second chance! A first impression can be what you wear, what gesture you make to how you act. In fact, research has shown that non-verbal cues have over 4 times more impact than anything said. Find out more in the infographic below, courtesy of Davitt. Takeaways: 38% of a persons first impression is determined by tone of voice. First impressions are formed within 7 to 17 seconds of meeting someone. 55% of a first impression is what you wear, how you act and how you walk through the door. 26% of interviewees have a weak handshake. Only 7% of your first impression is the words you say. RELATED: First Impressions â€" Is There a Second Chance?

8 Interview Questions to Discover if You Are a Good Cultural Fit

8 Interview Questions to Discover if You Are a Good Cultural Fit Finding out you are a good cultural fit for a company is great. It is even better when it happens during the job interview. In order to find what company culture and values you will be dealing with (if hired), try asking these 8 questions. The answers will tell you if there is a positive company culture already in place.Normally, these types of interview questions would come at the end of the job interview when the job seeker is asked, “Do you have any questions for me?”1. How Would You Describe the Work-Life Balance for This Position?You are finding out if you are a good cultural fit for the work ethic of the company. If you like 9 to 5 jobsand they expect someone to live at the office or on the phone, you will not be a good cultural fit. Some jobs are a traditional “9 to 5” while other jobs are more of a “lifestyle”. If they describe a work-life balance that sounds either too traditional or too busy for you, you run the risk of being criticized for your work ethic.2. Do You Offer Training and Education to Advance Throughout the Company?If expanding your skillset, while growing your career, is important to you this is a great question to ask. Some companies hire for a specific set of needs but never choose to grow the employees’ skills, in order to help them advance throughout the company. After a few years, the employee is let go and someone comes in with newer, updated skills.If you are a person who likes to spend a long period of time with one company while learning many skills to grow your career, you want a company culture and values that believe in having long-term relationships with employees filled with advanced training and education. 3. What Is the Best Way to Describe Your Company Culture and Values?If the hiring manager proudly answers this question quickly, and without stumbling, you can bet there has been work done to create a positive company culture. It takes people and hard work to create company culture and values. It does not h appen overnight and all employees must be involved in their own way. If the company culture is important to a business they will answer this question with confidence.4. What Kind of Employee Achievements Does the Company Recognize?You will discover from this answer if there is a positive company culture of achieving goals and reaching milestones. If you prefer to just “do work” and care not for things like “achievements”, you will not be a good cultural fit for a goal-oriented company.5. What Would You Like to Change in the Company If You Could Change It Right Now?The answer to this question will show you if the company communicates well internally. If you interview with someone who appears to be frustrated, it may be a sign the company culture does not foster or acknowledge how employees feel. Especially, when it comes to discussing how a company can change for the better.6. Can I Work Remotely a Few Days out of the Week?If you prefer virtually working from home, but the co mpany makes it mandatory for you to be in an office, you will not be a good cultural fit. Offices and “virtual offices” appeal to different types of people. Some like rolling out of bed and into the office while others prefer to leave the house and go to work. If you like the answer from the hiring manager to this question, it is a good sign you will fit the company culture and values.7. What’s Your Favorite Part About Working Here?Listen carefully to their answer to this question. If they have nothing nice to say, it may be a sign that the company culture is not a good fit for you. Someone who does not have a “favorite part” of a job is either bored or feels no connection to the company culture and values. See if the hiring manager actually has something nice to say, a positive sign of company culture.8. Why Are You Proud of This Company?A company culture that is not proud will usually breed employees who are just collecting paychecks for showing up to work. That is fine if that is what you like.But if you ask this question and receive a description of the person’s pride in the company, you can bet there is a positive company culture at work. For workers to be proud of a company, they must first have company culture and values to lean on in order to be successful.FinallyWhen these questions are over, see if the person you interviewed with appears happy or frustrated. Happiness is a sign they enjoyed talking about a positive company culture. Frustration is a sign they may be tired of the company, so such questions above were quite exhausting to answer.If you enjoyed this article, you may also find this comprehensive article to be helpful,100+ Questions to Ask in an Interview.

How Recruiters Can Attract Top Candidates in Person

How Recruiters Can Attract Top Candidates in Person It’s not always easy making a connection with top talent in person. Most often, they happen in speedy small talk at career fairs, off-hand conversations at industry conferences, or formal sit-downs during the hiring process. It’s important, however, that recruiters are able to make the most of these moments so that they can attract and hire the best talent for their company. Here are some tips on how recruiters can make the most of in-person events and bring in the most qualified candidates. Look professional Most candidates are expected to dress professionally, so recruiters should as well to show mutual respect. If you show up to a networking event in sneakers and jeans with a messy bedhead, you can make yourself and your company come across as lazy and entitled. Instead, be sure to wear a tie or skirt and blouse to appear thoughtful and help project yourself well to the best candidates. But, don’t forget about the rest of your look, either. Studies show that grooming is one of the first things people notice about others, so it’s important that you’re keeping your hair and face tidy. Keep your hair brushed and styled, and consider using a hair loss product to thicken your locks and avoid a patchy look. Similarly, keep any facial hair trimmed and try to keep visible facial piercings to a minimum. These small steps will help you come across as a serious recruiter and will best represent your organization as a place where others would be valued. Understand different personalities When interacting with several different types of people, it’s crucial that you understand how to best communicate with them. This will help you better appeal to their professional and social needs and put them at ease throughout the conversation. Some candidates will prefer you to lead the whole conversation, while others would like to steer the dialogue themselves. Be sure you study up on how to recognize the different personality types so you can create a bond quickly and enjoy comfortable conversations with prospects who you feel have the most potential. Understanding their personality early will also help you understand how each individual you meet could fit into your organization, make the conversation more unique and improve your decision-making after the event. Control your body language While it may seem inconsequential, the way you move and stand can speak volumes to candidates about you and your organization. If you cross your arms or furrow your eyebrows, you can come across as stand-offish and unfriendly. Instead, try to use your hands to accentuate your points and smile regularly. This will attract others by portraying an air of warmth and kindness and put prospects at ease throughout the conversation. Additionally, the way you speak and listen can impact the way candidates feel about you. Nodding and maintaining eye contact can show your interest in them while matching their tone of voice and pitch can subconsciously display your similarities to them. These small changes can help attract talent and convince them that your organization is one with similar values as them. Be sure you’re keeping an eye on yourself throughout the event, however, as nerves, boredom, and exhaustion can become clear if you forget to check in on your nonverbal cues. Use these tips to guide your meetings and ensure you make the most out of every in-person event to attract top talent to your organization. About the author: Capri is a professional content creator who specializes in personal and professional development. She focuses mostly on discovering new ways to motivate readers to take control of their careers.

What Employers Really Want Leadership

What Employers Really Want Leadership Embed from Getty Imageswindow.gie=window.gie||function(c){(gie.q=gie.q||[]).push(c)};gie(function(){gie.widgets.load({id:'KxR8sdn_QOZcQIDjkUpw1Q',sig:'Ebn267CKyC9JHNYf9LP6OkHPAC18DIMpPxVzY5ZR0II=',w:'507px',h:'338px',items:'531337715',caption: false ,tld:'com',is360: false })}); This is one of a series of posts based on LinkedIn’s Talent Solutions’ Guide: 30 Behavioral Interview Questions to Identify High-Potential Candidates. Here’s the list of the qualities managers value: Adaptability Culture add Collaboration Leadership Growth potential Prioritization Leadership is a slippery concept. It’s not strictly confined to actual leaders of a company; we hope to see it at all levels of an organization. That means it’s an important quality to spot early â€" leadership potential is more valuable to the company in the long run than technical skills. But how do you define it? I found a great list pf leadership qualities on the website of Queensland, Australia’s small business site. Here’s what it says: Though different leadership styles can be used at different times in a business, some character traits are important for all leaders: self-awareness   understanding your own strengths and weaknesses decisiveness   the ability to make decisions quickly fairness   treating others equally enthusiasm   motivating a team with a positive attitude integrity   earning the respect of your team knowledge   keeping abreast of the facts and figures creativity and imagination   coming up with new and innovative ideas endurance   persevering when things go wrong. It’s as good a list as I’ve ever seen. How can you interview to uncover these qualities?   Here are the questions managers suggested to determine leadership. Describe a situation where you needed to persuade someone to see things your way. What steps did you take? What were the results? Give me an example of a time when you felt you led by example. What did you do and how did others react? Tell me about the toughest decision you had to make in the last six months. I would add these: What do you do at work on a regular basis that’s not part of your job description? Tell me about a time something went wrong at work and you took over. What happened? Tell me about the first time in your career you thought of yourself as a leader. If a candidate has no answer for these questions, he or she hasn’t yet adopted a leadership mindset. That’s the essential first step to true leadership. John Maxwell once said: “A leader is one who knows the way, goes the way, and shows the way.” None of those actions requires a manager’s title on a business card.

Book recommendations from the worlds top CEOs

Book recommendations from the worlds top CEOs This post was written by an external contributor. These book recommendations from top CEOs will definitely prep you for success, says Aayushi Sharma. “Just a casual reminder that 2018 is four months away”. Errmmmm what?! Actually, a more terrifying question would be where did my summer go?! Though the stubborn side of me would argue that watching Game of Thrones and reading fan theories was an extremely productive and intelligent way to beat the heat and spend my time, the more rational side of me would disagree. The realisation came as a shocking surprise that besides my graduation and a two week family vacation, I have not done anything fruitful over the last three months. I dont know how many of you are also in the same boat as I am, but if you feel like its about time you got around to doing something other than binge watching Netflix or playing the PlayStation all day, then please do keep continue reading this. I recently read an article on Debut called “This summer reading list from Bill Gates is exactly what you need”, which got me thinking about the sorts of books that CEOs of top organisations recommend people to read. Therefore, I came up with the idea of listing a few of them below. I challenge you (and mostly myself) to read at least three of these books by the time I have to leave for my Masters programme in September. So without further ado, here are some book recommendations from CEOs of some of the largest firms. Warren Buffett CEO of Berkshire Hathaway Business Adventures by John Brooks Also known as Bill Gates’ favourite business book, Brooks brings to life stories about Wall Street in a way that is both entertaining and informative. The Intelligent Investor by Benjamin Graham Benjamin Graham teaches the philosophy of “value investing”, i.e. investing in stocks that are undervalued in their market but will appreciate in the long run. A good book for those who want to follow the steps of legendary investors like Graham and Buffett. Jeff Weiner CEO of LinkedIn The Art of Happiness by Dalai Lama and Howard Cutler Through conversations and stories, the Dalai Lama shows us how to defeat day-to-day anxiety, insecurity and other negative feelings. He explores many aspects of everyday life, including relationships, loss and the pursuit of wealth, and illustrates how to go through life in order to find long lasting inner peace. Mountains Beyond Mountains by Tracy Kidder Kidder describes the life and work of Dr. Paul Farmer, whose mission is to serve poor countries and put an end to infectious disease while bringing lifesaving medicines to inaccessible regions and for those who need it most. Elon Musk CEO of SpaceX Benjamin Franklin: An American Life by Walter Isaacson A biography of Franklin’s life from his childhood to his successes as a scientist, statesman and a Founding Father. The Hitchhiker’s Guide to the Galaxy by Douglas Adams The Hitchhiker’s Guide to the Galaxy is about Arthur Dent’s journey to outer space after his alien friend whisks him away to save him from Earth’s annihilation. As Arthur makes his way across the stars he tries to better understand the meaning of life and other such questions. Satya Nadella CEO of Microsoft An Astronauts Guide to Life on Earth by Chris Hadfield Chris Hadfield has logged nearly 4000 hours in space. In this book he takes the readers on a journey from his training days to space exploration. His stories teach you how to think like an astronaut and change your view of life on Earth. Evicted: Poverty and Profit in the American City by Matthew Desmond Desmond discusses the lives of eight families as they struggle with poverty in Milwaukee. The book plays an important role in transforming our ideas of poverty and economics whilst providing ideas for solving this crisis in America. Mark Zuckerberg CEO of Facebook Genome by Matt Ridley Ridley concentrates on the each of the 23 pairs of chromosomes in the human body and the genetic information associated with them. Each chapter discusses one pair of chromosomes and the various issues surrounding them. This allows the reader to get an insight into the biochemical and genetic principles by which these genes function. The Idea Factory by Jon Gertner This book highlights the role of Bell Labs, a scientific development company, as an incubator of innovation as well as the birthplace for some of the most influential technologies. Jeff Bezos CEO of Amazon The Remains of the Day by Kazuo Ishiguro The book focuses on a butler who decides to go on a motoring trip through the West Country, south west England. The character reflects upon his life over this six day trip. The Innovator’s Dilemma by Clayton Christensen Christensen demonstrates how successful companies can do everything “right” yet still lose their market leadership â€" or even fail â€" as new, unexpected competitors rise and take over the market. As one of the most influential books, a must read for entrepreneurs and those keen in learning about management of innovation. Charlie Taylor, CEO and founder of Debut The White Mans Burden: Why the Wests Efforts to Aid the Rest Have Done So Much Ill and So Little Good by William Easterly Poverty and hunger afflicts much of the worlds population, and despite efforts from the West to alleviate the problem, it persists into the 21st century. Its a thorny and controversial issue, but Easterly tackles it with great depth and perception in this highly acclaimed work. Easterly is one of the worlds best known economists and specialises in development and growth, so this book is thoroughly researched and will help you to see global economics in a whole new light. Hellfire by Ed Macy This true story is based on Macys experiences with the worlds deadliest helicopter during the Afghan war. His split-second decision to deploy the machines Hellfire missile changed the course of modern warfare. This is a captivating insight into what it really mains to make decisions under pressure, and how to work with a team under the most challenging of circumstances. Connect with Debut on Facebook, Twitter, and LinkedIn for more careers insights.

Time to Eliminate Confusion Call For Standardization Of Résumé Formats - Pathfinder Careers

Time to Eliminate Confusion Call For Standardization Of Résumé Formats - Pathfinder Careers Time to Eliminate Confusion: Call For Standardization Of Résumé Formats People applying for jobs come in so many different facets in terms of what they offer in experience, skills, education, experience, and achievements that it is positively dazzling. One thing I have learned in the years that I have been working with clients is that EVERYONE offers an employer several valuable skills but the difficulty lies (in the employers eyes) in finding the best fit for the position for which they are hiring. But there is a huge obstacle in the way.  Job applicants have a long way to go in understanding how to write their career credentials. Some of this can be attributed to simple lack of training in developing critical career materials. But there is a bigger problem than that. The real issue is that there are too many myths and conflicting arguments from the human resource side on how résumés should be developed.  One HR professional provides feedback to a job seeker to revise their document only to have a different HR person tell the candidate that they like the first format better. Is it any wonder that job seekers are not only confused, but frustrated? What we need is a proactive effort to help provide trusted advice on how applicants can reliably prepare their credentials in a way that employers can not only accept but also digest. Id like to issue a radical challenge to the human resources sector (Attention: Society for Human Resource Management  leadership):  Come up with accepted résumé  formats that HR folks can agree on that can be in turn be communicated to job seekers.  Think about how much EASIER everyones job would be if we all knew the expectations for writing career credentials. Job seekers can have a go-to resource on how to prepare their materials. Career centers and one-stop job retraining centers can have up to date information on employer / HR expectations in developing  résumés. Human resource professionals have a much easier time going through  résumés because the format has become standardized. I know that there will be some folks who will say that how can we try to pound candidates into round holes- not everyone is going to fit. What I am proposing isnt a strict format, as in: You will write your  résumé this way,  but instead, provide a SHRM-sponsored recommended format that provides human resource insight on what to include and where to include it on a  résumé. This would eliminate so much confusion among job seekers.  Heck, even some of the human resource clients that I have worked with who are looking for jobs are confused themselves on the formatting! The careers and human resource industries need to do a much better job of clarifying the expectations of what should and should not be included in a  résumé to help eliminate a guessing game which may or may not exclude people because they simply got confused by which was the right format to use. I would love to hear from human resource professionals on what they think. Would this work? Would standardization make your job easier? Give you want you need to know in order to make an informed decision on applicants?  What are your thoughts?

How to Write a Curriculum Vitae For Fitness Professionals

How to Write a Curriculum Vitae For Fitness ProfessionalsA resume is a key element in the resume writing process for any professional looking to get a job. The resume should be comprehensive and portray the professional to an employer well. The online curriculum vitae is a useful tool when it comes to writing a well-crafted resume.The term curriculum vitae means 'curriculum vitae' which can be a modern Italian word referring to a printed resume that is used in a similar way to a book. In addition, this term is also the English translation of the more old-fashioned term that means 'classroom text'.What is a resume? A resume is the document that tells an employer everything they need to know about you. The resume has to contain information about your education, work experience, education and experience in a position that best suits you. It has to be well written and have the right information about you in order to be as effective as possible.Every one of us wants to find a job and beco me a professional. But there are so many different requirements that it can be hard to stand out from the crowd. When you have a well-written resume, it will help to give an employer a good idea of your qualifications.The most important thing is to be professional. You do not want to be seen as an amateur who was just trying to make a quick buck. A resume that looks sloppy or poorly written one will be very noticeable and will not be taken seriously by your prospective employer.If you are going to look for a job online, then you will be able to find other people's resumes on sites such as mine. You will need to use a program called Word to create a curriculum vitae.You will want to create a good resume that looks professional and reflects your personality. You may have to ask someone to edit the resume for you, but it is a good idea to spend some time looking at the resumes that are already on my site. The more time you spend making sure that your resume is professional and correct, the easier it will be to write a new one.You want to make sure that you take the time to look at each resume that you get and make sure that you match it up with the needs of the employer. If you see that the resume is not the best fit for the job, then you need to make changes and try again.