How to Decode Non-Verbal Communication in Interviews

How to Decode Non-Verbal Communication in Interviews “Electric communication will never be a substitute for the face of someone who with their soul encourages another person to be brave and true.” â€" Charles Dickens It is said that if you interview for employment and answer all questions correctly while effectively selling yourself, you might get the job. Honestly, it is easier said than done. While articulating properly is important, it’s imperative to understand that little things, too, can make a world of a difference between pass and fail. You might think that non-verbal behaviour is incapable of sinking the ship. According to CollegeJournal, an interview comprises of 55% body language, 7% verbal communication, and 38% paralanguage or intonation. Hence, non-verbal communication is not just essential, but exceptionally vital to ace the process. There have been numerous cases where qualified candidates did not make the cut due to their behaviour or manner of dressing. Body language in its entirety can wheedle out the no-getters from the go-getters. It is to the applicant’s advantage to fully grasp the fundamentals of non-verbal behaviour for ultimate success. Basically, non-verbal cues: Supplement verbal communication. Example: nodding your head when saying “yes”. Define relationships between two people. Example: shaking hands when exiting the room. Convey information about the emotional state of the applicant. Example: blinking too much or tapping your feet (nervousness and anxiety). Give definitive feedback. Control the flow of communication. Example: signalling to start or stop speaking. Before we go any further, let’s throw some light on the different components that define non-verbal behaviour: Body language or kinesics: Body movements include posture, gestures, hand and head movements, or movements of the whole body. Body language constitutes a vital part of communication as it reinforces what an individual is trying to say while offering information about their emotions and attitudes. Sometimes, it’s possible for body language to conflict with what is being said. For example, when answering questions in an interview, a seasoned observer could pinpoint discrepancies in behaviour and use them to reach a certain conclusion. According to research, body language can be broken down into the following categories: Emblems: Gestures that mean the same as what is being said. For example, the sign for “OK” and “V” for victory. However, the interpretation of these gestures can wary internationally. “V” could mean the number two in US and the symbol is downright offensive in Australia. Illustrators: Gestures that supplement verbal communication. For example, pointing to something that you are talking about. Such signals reinforce what is being said. Illustrators, too, are different from culture to culture. ‘Looking into the eyes’ while emphasizing a point is considered rude in Asia, but shows interest and confidence in America. Affect Displays: Gestures or facial expressions that show emotions. They are normally unintentional and may easily conflict with what is being said. For example, shaking when in anger or using silence to show displeasure. Regulators: Gestures that provide feedback during a conversation. They modulate, regulate, and maintain the flow of speech. For example, using sounds like “uh-huh” when nodding your head to indicate understanding. Adaptors: Gestures that satisfy a physical need. For example, scratching an itch or biting fingernails when nervous. Such body movements are carried out at a low level of awareness. Eye movements or oculesics: The magic of sight can make or break your chances of landing a lucrative job prospect. Staring at the panel with a look of utter terror on your face is a sure shot ticket to instant dismissal. Pupil dilation, blink rate, frequency of glances, and the intensity of your gaze can publicize hidden intent during an interview. Eye movements are a window into ones soul and have a tendency to divulge information, unintentionally. To avoid embarrassment, it’s best to focus at a point close to the interviewer’s eyes, maybe the nose, while glancing briefly at the other interviewers when addressing them directly. Maintaining eye contact indicates interest, which is one way to give and receive feedback. Oculesics cultivates relationships. For example, you avoid eye contact when you are uncertain about answering an interview question, whereas, you maintain a positive eye contact when you are eager to respond to a query. A steady gaze forms a bridge between speaking and listening. Eye movements have a tendency to imply different emotions. For example, looking down when you are unsure of an answer, or blinking too much in a state of confusion. Voice modulation or paralinguistics: Paralanguage refers to all those aspects of speech which are not directly related to “words”. Voice modulation includes intonation, pitch, tone, and audibility level of your baritone. When answering questions in an interview, always be aware of how you enunciate, the volume and speed of your message delivery, and the pauses between words. Emphasis on certain words can be easily picked up by the hiring manager. Paralinguistics indicate feelings about what is being said. Emphasizing certain words gives way to prompt feedback. Voice modulation helps in judging your situational temperament. Girls generally have a shrill voice which can be mistaken for nervousness, whereas boys have a deeper baritone which could indicate ignorance. Personal space or proxemics: In today’s multi-cultural society it is very important to understand the detailed nuances of personal space expressed in different ethnic groups. Violating an individual’s space can be highly offensive and completely open to misinterpretation. In Western society proxemics is defined by 4 types of relationships that are internally divided into a close phase and a far phase: Intimate (up to 45cm): This distance stretches from “touching” to 45cm. Invading an individual’s intimate space without permission can be very disturbing. Personal (45cm â€" 1.2m): This is the most appropriate distance for having a conversation. Handshaking takes place within this boundary. At this distance it is very easy to see and analyze the other person’s body language. Social (1.2m â€" 3.6m): This form of proxemics comes into play when sitting for an interview. It is the normal distance for impersonal business. This is where the different aspects of non-verbal communication like facial expressions, eye movements, posture, etc. become prominent for observation. Public (3.7m â€" 4.5m): At a far distance of 4.5m it is essential to exaggerate non-verbal cues for effective communication. Facial gestures are normally lost at such long distances so bold hand movements are employed as a clear substitute. Study of time or chronemics: The language of time can be very technical to understand. Getting a hang of chronemics makes for good interview ethics and bodes well for your character in case you get hired. The concept of time in interview preparation pertains to interactions, punctuality, patience, and willingness to wait. Your time-usage acumen can define whether you are suitable for a particular job position or not. The simplest example is reaching the interview venue on time. Chronemics across cultures in divided into: Monochronic time: Everything is organized, scheduled, and pre-planned. Events and occasions are conducted at one particular point in time. Switzerland, Germany, and Canada are monochronic. Polychronic time: Multiple proceedings are conducted at once, and scheduling time is highly flexible. Latin America, Africa, and Asia are polychronic. Pointers to impress: It’s easy to simply talk about non-verbal behaviour, but it’s quite a different story when it comes to practising it in real time. There are no tips or pointers about non-verbal cues that you can mug-up before giving an interview. These are inherent traits which could manifest themselves in any form on the final day. However, to abate nervousness and gain some confidence, keep these suggestions in mind when preparing for an interview: Dress appropriately for the interview â€" business formals, polished shoes, and ties for men. Keep stray hair in check by clipping them properly. It is a massive turn-off for an interviewer when a candidate’s face is obscured by tufts of hair. Tone down the bling when it comes to jewellery, makeup, and especially fragrance. Ensure that tattoos and piercings are well hidden. Bring several copies of your resume to the interview centre. (organized) Smile when you meet the hiring manager for the first time. (openness) Glance at the interviewer from time-to-time but never stare or avoid eye contact completely. Be attentive and pay attention to detail. Sit confidently and do not shrivel in your own space. (strength of character) Relax your limbs and sit naturally. NEVER start scratching in front of the manager. Control the itch if required. Take care of your intonation, pronunciation, and rhythm. Do not shout or raise your volume. Be positive when narrating experiences and avoid negative comments. Remember to listen attentively. Keep your emotions in check, always. Prepare interesting questions to ask the hiring manager. Thank the interviewer for his time and patience. Never: Chew gum in front of the hiring panel. You will find yourself walking out the door the very next instant. Proceed with a “limp fish” handshake. Keep it firm, but not bone-crushing. Lounge in the chair. Sit straight, preferably at the edge of the seat to appear eager and attentive. Flail your hands around when enunciating. Wipe sweat off your body indecently. Stop speaking abruptly in the middle of a sentence and trail off. Tap your feet, doodle, drum your fingers, or keep touching your hair incessantly. Lean too much towards the interviewer. It is a clear violation of his personal space. Demean or speak ill of your previous employer. Bring a cell phone, gum, iPod, candy, cigarettes, dirty clothes, or a soda can to the venue. Interrupt the hiring manager. Glare at the manager out of anger. Use words like um, er, uh, like, you know. Slouch, slump, or drag your feet. Behave indecently on being rejected. Keep your cool and accept defeat gracefully. Be completely expressionless. This behaviour can be quite irritating. Hiring managers are interested in people, not robots. Come armed with a bag full of attitude. It is never cool to act haughty and superior. Final thoughts: Non-verbal communication is an essential part of a candidate’s profile. Several job seekers are unaware of this form of communication; hence, making mistakes is quite common. With sufficient practise and repeated interview sittings, you will not only grasp the minute details of this daunting process, but will begin to understand the non-verbal cues of the interviewer as well. An in-depth knowledge and understanding of the aforementioned pointers will lead to greater shared interaction, which is the sole purpose of effective communication. Author:  Tina Jindal is a professional content writer who works on a variety of topics like employment, real estate, and education. A career advisor for naukri.com, she has been involved with renowned publications and has tried her hand at editing works on Cookery, Gardening, Pregnancy, and Healthcare.  

How to Write Better Manufacturing Job Descriptions

How to Write Better Manufacturing Job Descriptions Manufacturing is a vertical with several special considerations in recruiting. You’ll need experienced, skilled candidates for niche positions in most cases, and that means you’ll need to write accurate, appealing job descriptions if you want to attract them. Why job descriptions matter for manufacturing Why is it so important to have top-notch job descriptions for manufacturing positions? Onsite responsibilities. Manufacturing jobs are usually physical and revolve around the use of specific equipment. Describing an individual’s onsite responsibilities and surroundings is essential during the application process; not only will you attract better candidates from the get-go, you’ll also stand a higher chance of retaining them in the future. Skills and qualifications. Most  manufacturing positions contain phrases like “all experience levels,” which describe the skills and qualifications necessary for those positions. While entry-level positions do exist, many high-level positions require a significant degree of experience in specific areas. It’s important to address these requirements with focus and precision, or you’ll end up with a pool of applicants who don’t meet your baseline requirements. Sheer numbers. Some positions are entry-level, which means you’ll see an overwhelming number of applicants for them. Writing better, more accurate descriptions will help you ensure these pools are filled with smaller numbers and better-qualified candidates. Differentiation. We’re on the verge of a talent shortage in the manufacturing industry, thanks to “sexier” industries and college educations drawing away many candidates here. That means manufacturers are in fiercer competition with one another. Already, many manufacturing positions are indistinguishable from one another in the plain, straightforward way they’re described, so it’s important to have your description differentiated to gain a competitive advantage. How to improve your descriptions So how can you make your job descriptions better? Be specific. This is the golden rule for job descriptions, and it applies to a number of different areas. The job title should be specifically reflective of the position, the requirements should be concretely and unambiguously acknowledged, and your expectations of candidates should be clearly stated. The more details you include here, the betterâ€"this will help ensure you get the perfect fit. Define daily responsibilities. Don’t just list the equipment that will be used or what the environment is like; make sure you describe what a “day in the life” is like. What will this person be doing every day? How will that change over time, if it changes at all? This glimpse into the future will serve as an additional filter to sort out uninterested candidates. Acknowledge conditions. Conditions in manufacturing can vary from very loud, dirty, and somewhat dangerous, to calm, serene, and office-likeâ€"all depending on the manufacturer and the nature of the position. Accordingly, you’ll need to describe those conditions accurately to clarify any misconceptions and adequately prepare your candidates for what may come. Address your workplace culture. What are the core values of your company? How much collaboration takes place? How do people treat one another? These cultural components are more important than you may realize, and may serve as the tiebreaker in getting someone skilled to apply. List the benefits. Though your pay may be based on previous experience, you should list the peripheral benefits to working at your location. Do you currently offer insurance or any kind of retirement plan? Are there discounts for the goods you produce? The little perks here will help differentiate your business and make it more appealing. Describe your performance evaluation. Your applicants should also know how their performance is going to be evaluated over time. Are there productivity minimums or quotas that they’ll need to adhere to? Are there other standards in place? Update your descriptions regularly. It’s also vital that you update your job descriptions on a regular basis. Even though your company and the equipment you use may remain relatively constant, there may be significant changes in your internal hierarchy, your pay and benefits, or even the skills you want to see in your workers. Reviewing your descriptions at least a few times annually can help you keep them in accurate order. If you can follow these strategies in creating and updating your manufacturing job descriptions, you’ll attract a richer pool of potential applicants and ultimately enjoy a team of more talented workers. It’s a relatively small investment with an enormous potential payoff, so don’t procrastinate implementing this strategy. If you’re unsure about your changes, consider using an A/B test, with both versions in circulation, to determine which one is capable of attracting the best people. As long as you keep moving closer to your ultimate goal of better recruitment, you’ll be in good shape. About the author:  Larry Alton is an independent business consultant specializing in social media trends, business, and entrepreneurship. Follow him on Twitter  and LinkedIn.

Money Makeover Series Introducing Our Four Participants

Money Makeover Series Introducing Our Four Participants After a fun late-in-the-workday brainstorming session, Nicole and I started to think about how we are all battling something in our financial lives and how we usually feel completely alone in this battle. But we’re not! At one point or another, we all face financial situations that we may never have expected but we usually know that many others have dealt with that same problem. However, since it’s not always easy to talk about finance, we tend to keep to ourselves and end up missing out on valuable support and advice. That’s why we’ve decided to start the Money Makeover Series. We’ve handpicked four fantastic girls to help them build a stronger future and help you see that you’re not alone in your struggles. I’m not a financial planner, but I work for a website that helps people automate and track their debt payoff and through this have learned a lot about personal finance. I’m going to use this experience to help each girl shape a new relationship with money and share each step of their journey with you. Don’t miss a second you just might find a story that resonates with you! Kayla: In Need of a Money Plan Kayla is a young professional with years of writing and social media experience and is currently running the blog at Colorado PERA. While Kayla was lucky enough to graduate without student loan debt, she’s made a lot of changes in her personal and professional life and with these changes she needs to create a new money plan. At this point, Kayla battles anxiety over unplanned purchases and wants to take steps to feel in control of her financial situation. Does this sound like something you’ve been through? Give her some words of encouragement on Twitter! Then, stay tuned to read about her: Goals and Action Steps Financial and Emotional Progress Results! Mimosa: Ready to Launch Mimosa is a relatively new college graduate working for the Toronto Public Library Foundation. Now that she’s in the first year of her job, she’s in a position to start thinking about money in a way she never has before. Mimosa is working full-time while obtaining a masters degree, but she wants to close the chapter on school debt and prepare for future possibilities like traveling abroad. Previous to this, Mimosa was what she calls a budget “tweaker”.  Always with the best of intentions but not the best habits, she’s now ready to find a plan she can stick to. Are you a reformed budget tweaker? Send her a tweet to share your own methods for ending the madness. Then follow her: Goals and Action Steps Financial and Emotional Progress Results! Krystle: New to the Workforce Krystle has struggled with unemployment after obtaining her master’s degree in a saturated job market in Illinois. When she and I first spoke, she was working as a temp to make ends meet. Now, just weeks later, (and after saying she was afraid she may never get that first professional job) she just landed her first job! With this new beginning, Krystle is ready to change lives in her position as a substance abuse counselor for adolescents, all while getting her finances under control and moving out on her own. Are you new to the workforce yourself? Check in with Krystle on Twitter to send her words of encouragement and even ask her for advice as she goes. Then, stay tuned to read about her: Goals and Action Steps Financial and Emotional Progress Results! Pamela: Future Financial Leader Pamela is a first generation college graduate who is ready to pave the way for her financial future and help other women do the same! Pamela has a job in Chicago that requires a lot of physicality and was excited to beat out several men for the position (go girl power!). With this money makeover, she plans to use that same drive to eliminate debt. Stay tuned as she organizes her finances and tackles her debt one credit card at a time! Goals and Action Steps Financial and Emotional Progress Results! We couldn’t be more excited about this series and hope you enjoy it as well. And remember, this is about you too. So let us know if you have questions or advice to share in the comments below, and don’t forget to send these girls words of encouragement as they embark on this financial journey. Together, we can all help each other reach our financial goals!

The Danger of Unconscious Bias in Hiring

The Danger of Unconscious Bias in Hiring An unconscious bias is an automatic belief about a person or group of people without the benefit of getting to know them. Psychologists agree that unconscious biases are universal to the human experience. The brain forms these biases automatically by making assumptions and categorizing people according to certain external characteristics such as age, gender, or race. A real problem occurs when it comes unconscious bias in interviews and the hiring process. All other things being mostly equal, the human resources representative may rule out qualified candidates due to their own deeply-rooted biases. While this can rob the company of quality talent, it’s hard for people to recognize this trait in themselves and even more challenging to figure out what to do about it. Common Biases in Hiring Federal law prohibits discrimination in hiring on the grounds of race, age, gender, disability, or any other personal attribute that has no bearing on a person’s ability to do the job. Modern biases in hiring are typically not cases of outright discrimination. Instead, they occur due to pre-conceived notions about the applicant’s education, experience, and enthusiasm. An example of an education bias is choosing a candidate who graduated from Harvard over one who obtained the same degree from a state college. Being overly impressed with how long an applicant has stayed in his or her current position is a common example of an experience bias. The person could be a mediocre employee who retreats from opportunities to pursue professional growth. It’s more important in this case to look at achievements than time on the job. Most people can muster enthusiasm during a job interview or sell themselves well on paper. That doesn’t mean they will have the same excitement for their position or that they will be a good fit for the organization. Someone with a more introverted personality could have a larger number of skills necessary to perform well in the role. Tips for Uncovering Unconscious Bias in Hiring No one likes to think that they possess a bias of any kind, whether it’s obvious or hidden. However, this attitude isn’t helpful for organizations attempting to create a better hiring process. The first step is to recognize that unconscious biases do indeed exist and to bring the human resources department together to explore the issue. After completing the above step, it’s important for company leadership to identify where individuals and teams could improve. This needs to follow with immediate actions in order for the newly discovered unconscious biases to take hold. Some examples of requirements could include participation in a class about hiring biases, attending outside events put on by people of a different culture, and having accountability partners willing to call out biased behavior when they see it. Reviewing job descriptions for subtle bias can help companies recruit more evenly. Words like determined and competitive tend to draw more males to apply while words such as collaboration appeal more to females. Companies can even use software programs to find instances of word choice bias that people wouldn’t always recognize at first glance. These are just a few of many ways to tackled unconscious bias in hiring. While it may never go away completely, acknowledging it and making a proactive plan to address it will benefit future job applicants and the company as a whole.

12 Reasons Why 70% of People Never Get a Dream Job

12 Reasons Why 70% of People Never Get a Dream Job Just about everyone dreams of one day being able to do what they have always wanted to do, from jobs like a professional athlete, singer or actor, only 30% of people are working in what they consider their dream job or something close to it. On the other end, the 70% of people in the western world do not enjoy the work they do, and continue to have big dreams but end up still working at a job they do not like.Photo Credit â€" huffingtonpost.comSo why isn’t it easy for them to just wake up and pursue their dream career?While the vast majority of us have unrealistic targets, most career goals can be achieved with diligence and motivation. To move ahead in your career and do what you want to do, you might have to face tough decisions to actually make it happen. This may prove to be a hard pill to swallow, but certain traits and mindsets can get in a way of getting that dream job and achieving success.evalHere are 12 reasons why you’re never getting your dream job, and what you might be able to do to fix the solution:1. Letting Fear Guide Your DecisionsMany of us fear of the consequences that involve changing jobs, making a career change or even considering self-employment. But sometimes taking chances and risks is exactly what we need to do in order to get where we want to be in life.If we want to advance in our careers, it usually means moving outside of our comfort zone or interviewing for another job. Don’t let fear take over; and embrace the new direction for all it’s worth.2. Blurred Career GoalsWhat is your passion? What do you want to be doing 5 to 10 years from now? If you are not sure, take some time to outline your career goals and learn to articulate them to prospective employers.3. Failure to Establish Your WorthFocus more on what you have to offer at your prospective dream job, rather than what is in it for you. Know what you are worth by showing your value in terms of knowledge, experience or career successes.4. Your Network is Too SmallYou s hould know by now that most jobs nowadays are landed through networking. The more people you are connected with, the better chances you will land your dream job.First step is to create a LinkedIn profile if you haven’t already, and connect with as many people as possible I your desired industry. When you have signed up, join relevant professional organizations and consider volunteering for an organization that works on causes dear to you.5. Your Location is LimitedevalA recent survey found that 40% of Americans net move away from the place they were born. Like mentioned above, change and starting from scratch may be fearful, but might be necessary in order to fulfill your dream.For instance, if you live in a small town and want to someday become an aspiring actor, you should be open to moving to bigger cities like Los Angeles or New York City because these cities give you a better chance of landing a job in your career.6. Lack of Goal CommitmentsWe all make goals â€" short or long term, but most of us never actually achieve that goal. Why? Let’s put it this way, you’re really probably not committed to it, especially for goals that involve our future or careers.It’s easy for us to keep putting it aside, and not giving the goal attainment their full effort. If you want to succeed with anything in life, you need to commit and actually make it happen.7. Having Too Many GoalsevalIt’s okay to set up a few goals for yourself, but don’t overdo it. Too many goals cause you to not be able to focus on the real goal. Easy way to stay organized is to write down your priorities and figure out your main goal and then focus on that. Then when you achieve this goal, move and focus onto the next.8. Sticking It OutYou convinced yourself that if you stick things out at your current miserable position, things will improve at some point. However, many people have been staying out and coping with their jobs for years â€" so why not save your time and misery and look else where.9. Waiting for Magic to HappenLet’s be real â€" do you think one day you’ll wake up and you’ll be working your dream job? That is not how it works, in order to land the job you want, you have to work for it and whether you like to hear it or not, it may involve failure during the process. There is absolutely no such thing as shortcuts; it will take time, patience and baby steps to get where you want to be.10. Lack of EnthusiasmIf you are not excited or passion about what you want to pursue, how are you going to get there? Employers can see true authenticity and the more you are enthusiastic about your career, the better chances you’ll succeed.11. Failure to Recognize OpportunitiesThis is a common reason for most people. We tend to recognize and grab opportunities as they present themselves. If you happen to stumble upon a company you are unsure is the right path to take for your career, do your research and take chances, you never know where you’ll end up.12. You Lac k a Critical Skill or TwoEven though you may think you’re good at your job and don’t think you need any extra skills, think again! Doesn’t matter how smart or savvy you think you are; you should always be learning something every single day. It’s always great to be well-rounded and be trained in basic skills that may help you in the long run.Which of these are making you stop you from doing what you want? It is never too late to start heading the direction you want, start by figuring out exactly what you’re passionate about and give yourself goals on how to achieve it.Remember success is about diligence, patience and motivation; in no time you’ll get there!

How to attract millennial and Gen Z employees

How to attract millennial and Gen Z employees How to attract millennial and Gen Z employees Listen up, business leaders and human resources managers. How much time do you spend planning for the next generation of employees? Im talking about those already in the job market (ages 21 to 32) and those who are 16 to 20 years old now. As the job market continues to tighten and favor job seekers, employers should be listening closely to what those prospective employees are looking for in the workplace. Whats appealing can include anything from salary and benefits to management styles and company culture. To discover whats most important to Americas youngest employees, Randstad US and Millennial Branding recently conducted a study on the workplace preferences of Gen Y/millennials and the next generation of workers, Gen Z. The insights derived from this study can help you improve the attraction, retention and engagement of your current and future employees. Here are four steps you can take that will make your company more attractive to the next generation: 1. Provide competitive healthcare benefits In terms of benefits, healthcare coverage is the clear leader for both generations. About 38 percent of Gen Zs say healthcare is the most important benefit an employer can provide, which is more than double the number who name work flexibility as the most attractive benefit. Paid vacation time ranks third, and it is the top choice of only 9 percent of Gen Zs. Similarly, more than one-third of Gen Y respondents say they are most interested in receiving healthcare coverage, while 17 percent prefer paid vacation time and 11 percent believe work flexibility is the most important benefit. 2. Offer a wellness program In addition to healthcare benefits, both generations express a high interest in employer-provided wellness programs. About 54 percent of Gen Zs and 58 percent of millennials indicate that a company-supported wellness program is important or extremely important. To boost attractiveness to younger workers and ensure that benefits are up to par, employers would do well to evaluate and compare benefit offerings to those companies that are employers of choice both within and outside of their industry. 3. Consider their influencers Randstads research shows that when looking for career advice, Gen Ys prefer to talk to their friends or managers, with only 16 percent relying on parental advice. However, the next generations choice of guidance and inspiration is drastically different. More than half of Gen Zs rely on parental advice to influence their career moves, and a strong majority want a workplace mentor. By understanding that Gen Zs are interested in and accustomed to strong one-on-one interactions, organizations of all sizes can create pathways for formal or informal mentor relationships that will prove attractive to Gen Z applicants. 4. Reconsider your work environment When asked to select the type of work environment they feel is best for collaboration, the two generations show some interesting differences. Gen Ys strongly prefer to work in a corporate location, while 27 percent prefer a co-working environment. More than one-third of Gen Zs do not show a workplace preference and, similar to Gen Ys, 26 percent selected a co-working situation. While it might be assumed that large numbers of both generations would prefer to work at home, only 11 percent of Gen Ys and 20 percent of Gen Zs selected a home office as a top workplace environment. Employers should also note that nearly half of Gen Zs think personalizing their workspace and listening to music/wearing headphones is important, while Gen Ys are influenced by the location of a job site and the size of a work space. Companies that align employee attraction strategies and corporate culture with generational preferences can gain a distinct advantage in the hunt for top talent. To read more generational survey findings and to download employer tip sheets, visit Randstads Workforce360 thought leadership website.

Damnell Resume Writing - Is Damnell Resume Writing the Best Way to Land a Good Job?

Damnell Resume Writing - Is Damnell Resume Writing the Best Way to Land a Good Job?Damnell resume writing has been the best way to help clients get through their first job interviews. This is why a lot of companies and people still rely on Damnell resume writing. Unfortunately, it is also one of the reasons that you have to be disappointed with your own ability to land a good job.Instead of being disappointed in Damnell resume writing, make sure that you understand why you are doing things the way you are. Your belief in yourself is what determines how you will proceed and what you are going to accomplish.There are a lot of people who believe that it is wrong to write a Damnell resume because it will affect their job interviews. However, the only thing that is being influenced is their attitude.To learn how to be successful in the field of Damnell resume writing, you have to be patient and think ahead. You also have to make sure that you are not too much in front of your deadlines. I f you do not do this, you will never get to see success.Resumes are not something that you should settle for on a whim. They should be carefully crafted and used so that you can show your potential employer that you are able to do well. Most employers are looking for people who have other things in their life that are equal to working.If you are not home on a regular basis or if you are always at work, this can create a lot of problems for you and your company. They would eventually end up having to look elsewhere for the employees that they need.When you start out, you have to make sure that you are doing the right things for your company. You can still make mistakes, but you have to be ready to face them head on and keep working at it.You have to know that you are making the right decisions when it comes to Damnell resume writing. You have to make sure that you are focused on what you want to accomplish and not on the way that you are feeling. Only then will you succeed and your c areer will be able to move forward.