Interviewing for a job and networking scenarios can test even the most polished professional. Such situations can stir up nervousness and anxiety that can be difficult to ward off, sometimes sending the wrong sign. It’s important to note that communications experts agree that the vast majority of face-to-face communication is presented by our tone of voice and body language, with only 7% being attributed to the spoken word. While the person you are speaking to pays close attention to your verbal answers, is the delivery of your message lacking due to non-verbal cues you are sending? Being aware of the messages you are conveying through unspoken communication can be critical to your career success!
Here are 6 common body language mistakes to avoid:
1. Eye Contact – Looking someone directly in the eye conveys confidence and trustworthiness. But too much eye contact can be unpleasant to the other party. Strike a good balance in making a personal connection by looking the other person in the eye when they are speaking to you and when you are responding. Avoid staring at them by taking slight breaks to look away.
The terms “recruiter” and “headhunter” are sometimes confusing to folks outside the human resources realm. What do they mean? How do recruiters vs. headhunters compare? When contacted by a recruiter or headhunter, how do you know if they have your best interest at heart? Are they working for the employer you are hoping will hire you? Or are they an outside recruiter who is representing you to the employer? What’s in it for them?
Basically, there are two types of recruiters: internal recruiters and headhunters. While both are typically referred to as recruiters, there is a big difference between them. Knowing the difference between recruiters vs. headhunters can really help as you seek your next career move.
If contacted by a recruiter who is on staff with an employer you are hoping will hire you, they are considered an internal, or in-house, recruiter. As part of the talent acquisition team or HR department, every interaction the internal recruiter will have with you is part of the evaluation process for the role they have in mind for you. They are working through the hiring process to assess you and move you to the next step in the evaluation process until that position has been filled. The internal recruiter likely became aware of you through an application you submitted to the company or they located your profile on a job board. Your communication with that internal recruiter is typically more formal in nature, and rightfully so, as everything you say and do really matters towards that single hiring outcome. With each communication, the internal recruiter is assessing you for fit – not only for a particular role within the company, but also for the company’s overall culture.
“What is your dream job?” can be a tricky interview question if you are not prepared to answer it. Your dream job may have nothing to do with the position you are interviewing for, so it is a good idea not to mention it in that case. Instead, connecting your answer to aspects of the position that appeal to you enables the interviewer to determine if you are a good fit for the job.
In addition to accessing if you have the right skills to be successful in the job, the interviewer is also interested in finding out how motivated you are, and if you will be satisfied with the role. Your response should reflect your skills, interests, and values as an employee.
Day one, hour one at your new job and you find in the stack of onboarding paperwork a “Covenant Not to Compete” or a “Restrictive Covenant”. Also known as a non-compete. What is it? Why do they want you to sign it? And what options do you have?
A non-compete agreement, also known as a Covenant Not to Compete or Restrictive Covenant, is a contract between an employee and employer which restricts the ability of the employee to engage in business which competes with the employer within a certain geographic region for a certain period of time. By signing it, you agree that you will not compete with your employer by engaging in any business of similar nature in any capacity (employee, contractor, owner, investor, etc.).
Unlike the photo accompanying this post suggests, quitting your job can create a lot of anxiety. Basically, it’s firing your employer. And like ending any relationship, there is a right way and a wrong way to do it. Here are six tips for two weeks’ notice done right:
1. Notify your boss first and in person. No matter how much you trust your co-workers to keep a secret, this kind of news spreads quickly through the grapevine. Once you’ve decided to quit, inform your supervisor first and your colleagues second. Have a conversation with your boss in person, unless circumstances make that impossible. At a minimum, have a phone conversation with them. E-mailing or texting the news to your boss is not considered a respectable way to quit your job.
2. Write a resignation letter. After the conversation, give your boss a formal resignation letter. Keep it brief – tell them you are leaving their employment, when your last day of work will be, and thank them for the opportunity. Your contract or employee handbook may specify how much notice you need to give, but if not, two weeks is considered the standard. Do not feel obligated to explain your reason for leaving or what your next career move will be.
As team member Lauren Shotwell and I prepare to head out to the Produce Marketing Association (PMA)’s Fresh Summit in Atlanta, GA later this week, I find myself thinking about the fresh produce industry as a whole and the vital part it plays in our lives. As today’s consumer becomes more aware of the importance of produce as part of a healthy diet, demand continues to increase and the industry becomes more diverse. There has never been a better time to be involved in this industry!
When asked what she likes most about working within the produce industry, Menita Villanueva of Ocean Mist Farms stated, “The people!” It is no doubt that the industry is filled with passionate people who love their work and want to foster an environment that welcomes new talent to keep it growing strong.
