Recruiting. Inbound. (the blog)

3 Ways Recruiters Can Cultivate Lasting Relationships with Hiring Managers

Posted by David Fernandez

Feb 16, 2015, 11:00 AM

This post is a first for RecruitingInbound.com with respect to writing for recruiters. Posts to date have been focused on the candidate experience – don’t fret I’ll be back to this soon! However, I felt it time to finally address my community of fellow recruiters. This one’s for you. The good ones, the ones that truly care about developing strong relationships with candidates and hiring managers alike.Cultivating Lasting Relationships

Below is a distillation of my thoughts and practices that have proven successful at establishing, maintaining, and most of all, cultivating lasting relationships with hiring managers.


 1. Think like Hiring Managers

This point seems obvious, a no-brainer. But how many of us really practice this? Thinking like a hiring manager involves thinking about ramp-up time or time-to-optimal productivity, risk of bad hiring, cost of bad hiring, etc. All of these anxieties culminate to a perfect storm of too much money and too much time spent on an employee that will never work out. Further exacerbating the risks of a bad hire are the time it takes to discover that the bad hire is, well, bad. Abstractly, this all makes sense. But next time, try starting your next hiring engagement by asking your hiring manager to tell you about the last bad hire experience they had.

 

2. Listen

Nothing places you directly in the shoes of your audience than listening. Asking questions like, “can you tell me about the last bad hiring experience you had?” or “what was is like identifying, interviewing, and hiring your best employee?” can uncover hiring managers’ priorities, anxieties, and keys to successful hires. At the very least it helps you to begin to identify with what matter to your hiring manager. The sooner you can identify with your hiring manager the sooner your hiring managers identify with you. And let’s face it, whenever you can get a hiring manager to identify with a recruiter, it’s a win.

 

3. Your Hiring Manager is Your Customer

Notice, I didn’t say treat your hiring manager like your customer. That is because they are your customer. It is simple logic, without a hiring need, there is no need for a hiring manager, thus no need for a recruiter. This point is easily lost to recruiters experiencing booming times in bullish markets. And particularly lost on corporate recruiters [of which I am one] who get a paycheck regardless to whether or not they have a distinct hiring quota. This is a dramatic point but one that helps us stay honest. This final point helps recruiters in that it keeps us connected to our customer at all times and really good recruiters are usually a hybrid salesperson, account manager, and HR rep. Good recruiters realize that their customers are both the hiring manager and the candidate at the same time and these recruiters are obsessed with the customer.


The best recruiting, is team recruiting, and the best team recruiting looks like this: the CEO cares about the candidates, hiring managers, hiring goals, and most of all what talent represents to the growth of the company and its culture. This type of leadership trickles downstream from hiring managers to their direct reports all the way down to the recruiter. Great recruiters foster this type of attitude, cultivate it, maintain it, and make it grow.

 

Get the Salary You Deserve Ebook

more

Topics: Recruiting Advice

3 Reasons Why Your Boss Is More Important Than Your Job (Super Bowl Edition)

Posted by David Fernandez

Feb 9, 2015, 10:30 AM

If you were expecting Harvard studies suggesting that you should dote on your boss or myriad statistics claiming to hold the keys to success and promotion than you're better off reading Inc. Magazine. While my expertise carries no star status it does contain loads of common sense. And if it is common sense insights you seek, keep reading.
Below is a list of 3 reasons why who you report to is often times more important that the actual job you do.
Great Bosses

 

1. Your Boss is Your Offensive Line

If you're a football fan heck, even if you're not, the concept of an offensive line is a pretty simple one. The offensive line is made up of a bunch of 250lbs+, 6 foot-something-sized men whose job it is to protect the quarterback from equally huge men coming directly toward him, thus affording the quarterback time and space to do his job. A good boss does to redtape and beauracracy what a good offensive guard does to a massive human being barreling toward a quaterback, he buys you the time and space to be able to do your job well. Conversely, without the proper time and space, blocking and tackling, even a great employee will find it frustrating and at times impossible do their job well - no matter what the job.

2. Great Bosses Create Great Rewards

If you've ever had a bonus that no one's ever received, a quota that is a widely known office myth, or worse yet, no idea of whether you're doing a mediocre, good, or great job than you already know the pain of poor reward systems. On the contrary, good bosses manage to figure how to create a reward system with just enough complexity to have it be difficult but attainable. Just like winning the Super Bowl is designed to reward the teams with the winning-est records, a great reward system is designed to motivate employees all quarter-long (season-long) and year-long to perform at their very best. Thoughtful bosses hold regular one-on-one meetings with their team members just like the best coaches do. While horrible bosses provide you with vague goals that apply to broad swaths of people (like say, the whole company) and surprise you during annual reviews with goals you missed that were never communicated.

3. Mentor or Obstacle?

We know a good boss blocks and tackles through red tape and helps us get our jobs done. We also know that a good boss keeps us motivated for the long term win by focusing on carrots instead of sticks. But, good bosses also help us grow to be better workers and much like the old addage: if you are not part of the solution, you are part of the problem so to is your manager. If they're not working to help you develop intrinsically - and that includes constructive critism and sometimes barked orders - than they're working against you. A good boss uncovers your strengths and your weaknesses and aligns your metrics and role with what will help you and the organization be successful.


If you follow football (American, yes), than you know the story of Julian Edelman. The 5'10", 198 lb. (that is small for football) college quarterback, that in what seems like an unlikely set of circumstances, became an NFL all-pro super bowl XLIX winning wide receiver. Translation: Sure, it matters that you chose a career and a job at which you at least stand a chance of being happy. And yes, the organization you work for matters too but, when all is said an done nothing beats the wisdom and vision of a well-organized leader with the best interests of his people and the organization at heart.

 

  9 Kick-A#! Resume Tips

more

This Game-Changing Tip Will Improve Your Job Search

Posted by David Fernandez

Apr 24, 2014, 10:45 AM

Job_Search

Lots of us dread the job search. We know it takes a lot of time (time we generally don't have), we don't know where to start, and some us of secretly hate that one piece of paper can be what stands between us and our dream job. But one game-changing tip can intricately focus your search, positively impacting everything from the content that appears on your resume to which keywords you'll include to be found online by searching recruiters.

One little known and little used feature of Indeed.com to most job seekers but not to recruiters is its resume search. That's right, don't be shy, click on it here. This is a gateway into what appears at the very top of resume search results to any recruiter using Indeed.com. But what if recruiters aren't searching Indeed.com for resumes? That's okay, because the real power behind the resume search is in helping us access the kinds of content our resume needs to contain in order for us to be found.


Another tool for your "get hired" arsenal. 

 Size up the competition: Do a resume search using different keywords associated with the kinds of jobs you're looking for.  Size up the resumes that appear in the search results. Is the resume you're looking at impressive?  Why?  If it is, ask yourself what makes it impressive. Is it the format? The way the bullets are clear and communicate how successful that person was at their last job? How is the content different from your resume? Are they still employed? If it is not impressive, move on to the next one but not before asking yourself, why did this resume pop up first in the search results for this keyword?

Test out different job titles as keyword searches: If you're an account manager try searching "Account Director", "Account Development Manager", etc let the titles you see on other people's impressive resumes guide your next keyword search. Open up multiple browser tabs to search between Indeed.com's resume library for different keywords. What keywords net the most impressive resumes? Can you incorporate some of those keywords into your resume in a way that is natural and not contrived?

Think about trajectories: How does your career path to-date match the career path you'd like? Try finding resumes of candidates that have more experience than you have and who have ended up working in jobs you would like to have and at companies you hope to work for. That will give you ideas about what your next career move should be.

Take what you've learned from the most impressive resumes and apply it to your own search. Make your resume's content pop like the one's that caught your eye. Use the same keywords to search for jobs on your list of job search sites. Most importantly, think like a hiring manager, think like a recruiter. Once you're up and running check out this blog post and be prepared to crush your job interview.

 

9 Kick-A#! Resume Tips

more

Topics: Resume Tips, Job Search Advice

Social Media Can Ruin Any Chance You Have of Getting Hired

Posted by David Fernandez

Feb 14, 2014, 2:10 PM

I'm just as guilty as anybody when comes to hyping the benefits of social media in the job search; that is because it really does work!  But, nevermind that point, if you're a believer you've heard it all before. If you're a non-believer, it'll be a little while, but you'll come around. What gets far less attention are the social media faux pas that will almost certainly ruin your chances of getting hired if they're spotted by a recruiter or hiring manager.

How_NOT_to_Get_Hired


 Social Stumbles.



The Over-Partier

Although you've been out of college for three years, you've forgotten about the instagram spread of photos depicting the trashed front lawn of your frat house after a particularly raucous party (or, just your run-of-the-mill crazy Friday at the 'Cuse). Followed by the photo spread of that time you and 35 of your closest friends decided that it would be a great idea to go splitsies on an ice luge molded in the shape of a unicorn. 

You get the picture (pun intended), and so does the hiring manager that just changed their mind about you. 

The Partisan Politico

You are a seasoned professional, an expert in your field, someone that worries more about being over-qualified than not cutting muster. But, you're also extremely outspoken on twitter about your position on everything from healthcare to foreign policies. When a hiring manager stumbles upon your tweets it clear to them that they've entered a "no spin zone". 

Quite frankly, someone with the keys to your next career opportunity was just offended.

9-5 Social Media Maven

Your tweets, Facebook posts, and content curation skills are enviable. Inbound Marketers the world over are, to put it plainly, jealous. The only thing is, you're an accountant who seems to spend most of the day tweeting and posting and my company is looking for an accountant (fill in the blank with whatever job you like) that actually spends most of her working hours doing, well, accounting.

I like a good tweet just as much as next guy but 15 during work hours is a bit much. Remember, we're paying attention.

The Physique Profile Pic

No matter how you cut it, your abs are a work of art, bro. You've got 12 pics in various angles to prove it. It's clear from your profile pic that you did not skimp out on your Dolce and Gabbana bikini, girl. The problem here is, if I viewed you as professional from your LinkedIn profile picture, I'm now considering your use of judgement skills based on your physique photo spread.

Don't be that guy. Get cozy with your pics and privacy settings.

Whether it involves simply revisiting and deleting some of those now ancient college pics or deciding to toss the remote at Bill O'Reilly the time nigh to make sure your online presence is underming your professionalism.

 

  Twitter Job Search Guide

more

Topics: Job Search Advice, Social Media

HubSpot Thinks Your “Careers” Site is Broken

Posted by David Fernandez

Jan 21, 2014, 10:54 AM

Broken_Heart

HubSpot recently revamped it's careers site making it more than just a repository for inbound resumes. The new site attempts to create an interactive feeling where candidates can explore all opportunities available to them at HubSpot.


 

Check out my latest blog post on The Ladders that begs the question: Why isn't every company doing this?

 

more

Topics: Company Culture

7 Reasons to Dropout of College

Posted by David Fernandez

Nov 7, 2013, 11:00 AM

Dropout

I bet you expected to get to this article and be provided with yet another recountment of Mark Zuckerberg or Bill Gates. Something along the lines of: if you quit school you'll be a millionaire. Not so. I think most people are aware that the odds of becoming the next Steve Jobs are pretty slim (even slimmer are the odds of a correlation between dropping out of college and developing the next big startup). So what then? Does that mean that no one should consider dropping out of college? Of course not, some people should dropout! Not because they're not smart or because they're lazy, not even because they can't afford it - not very many Americans can - but because, a traditional college education is no longer the only way increase one's skills. Nor is it the only way to increase one's job market value.

*Sidenote: having a bachelors is not to be underrated, both in terms of its ability to increase your desirability among employers as well the actual value imparted by the education itself.


 Here's Why You Should Quit School:


1. What you want to do school won't help you learn:

Let's say you want to start a successful business and you're sitting in Bio 101 class wondering what millions before you have also wondered in shame: How exactly is this going to help me learn to start, run, and sustain a successful business? If the only answer you can come up with is: it's not. Or: it's a required course perhaps it is time to consider alternatives to the traditional debt-anchoring path.


2. Your great idea for a startup just got funded:

I mean, for real? Congratulations, you better get busy doing whatever it is someone else is paying you to do. You get one shot at this; college will still take your money whenever you decide you're ready to go back.


3. The only reason you're there are your parents:

Also not to be underrated is the love and support (financial and otherwise) you get from your parents. However, this is it. If the only reason you're there is to please your parents you might think of a better way to spend your time and their money. Just as your parents taught you, you get out, what you put in - this goes for college too! If your heart isn't there, why fake it?


4. You just landed your dream job:

Once again, congratulations are in order! Why wait? While the chances that you'll be the next Micheal Dell (yes, another college dropout) are very rare, the opportunities to work at the next earth-shattering success of a company or organization are not quite as rare. Take Google for example, coming in at #8 out the 25 Toughest Places to Interview your chances of becoming the latest addition to their 71,000-person employee roster are, well, better - and nothing you want to bat a college eyelash at, were you to get the opportunity.


5. You're still not sure what you're interested in:

Back to the loans you'll be paying or the money your parents are spotting you with, or both. If you're in your junior year and are still undecided on a major, you might be paying a hefty price to try your hand at a bunch subjects and experiences you might otherwise get at a discount. With all the open courseware available today from sites such as Codecademy, Khan Academy, or Edx. There is now like no other time in history a near risk-less way to try out different subjects without spending a dime (well, there is always opportunity costs that must be weighed - but you can learn about that for free too).


6. If you're very good at something else and simultaneously very bad at college:

Let's say you're pretty awesome at computer programming but terrible at Comp 101 and Chem 102 and Calc 103 etc, chances are, you're bored and/or not interested in a traditional education. If you have a marketable, in-demand skill that you can capitalize on now, do it.  Who knows how long before the job market is over-saturated with people that have skills you're good at today. Some might argue that when the job market does get over-saturated with people that have your current abilities that is when you'll wish you'd finished college. To those folks, I say, it's never to late to go back to school which is also another way of saying that college isn't going anywhere.


7. You know exactly what you want to do, and think an apprenticeship would be better:

I am no historian but it strikes me that apprenticeships are by far older than college.  Apprenticeships are another low risk way to try out a bunch of different careers before deciding to commit to one, or heck, before even deciding what you want to major in. In the cases where you do know what it is you want to do, why not go for the jugular and do it.
Twitter Job Search Guide
more

Why Startups Are Better Than Your Company

Posted by David Fernandez

Oct 25, 2013, 3:30 PM

Startups vs. Established Companies

If you're thinking, "hey, that's a bunch of baloney my company's awesome, and startups are overrated". I'd agree. While I'm partial to startups, it is for very specific reasons. A startup environment fits with my lifestyle, whereas it would not necessarily make sense for, say, my brother's lifestyle.  Bottom line: there are key differences; trade-offs that one should consider before jumping on the I-want-to-work-for-a-start-up-because-I-hear-they're-a-utopian-work-environment-where-everyone-smells-good-and-skateboards-to-work, bandwagon. 

The key points of consideration:

9 - 5 versus Anytime, Anywhere: Plain and simple if you like working 9 - 5 you're better served working for an established company that has enough resources that you're job can be done within that 8-hour (or often less) time frame. Cash-strapped startups with 24-month runways before being totally broke don't have that luxury. On the other hand, if you like to have input on virtually every part of a business and the idea of working up to 80-hours a week doesn't give you the heebie-jeebies than it is time to climb aboard the Uncertainty Startup Express.

More Money versus Stock Options: True startups have some seed funding, maybe an angel investor or two but when all is said and done startups operate leanly because they have to, as a result, money for salaries is a lot less abundant than at the IBMs and Oracles of the world. This is rather sizable; leaving here-and-now money on the table for job at a company that might or might not make it to next year is a risky proposition, literally. Which is pricisely why stock option awards closer to a startup's launch are much more generous than they are as the company starts to gain signicant traction in the marketplace. What must it feel like now to have turned down a job offer from Google back in 1999 because the salary was too low? If you want to find how much you're really worth to startups check out my earlier blog post.

HR versus Autonomy: The truth is, most established companies and more traditional work environments are too busy running the business, improving their product, and providing their service to think too long or hard about their HR policies. And, let's face it, standard policies like PTO, 9 - 5 hours, and fixed sick days for the most part, work. However, the downside to the cookie-cutter HR approach is that the policies tend to be adversarial. Take the fixed sick days for example, what happens if you're sick for longer than your fixed sick days allow? If you're not sick, can you not take those sick days? Do you need a doctor's note to prove that you were sick to begin with? Too many policies have the effect of placing a litany of obstacles and imparting a sense of "big brother" breathing down your neck. The alternative is to have very few or no policies but this is virtually impossible as a company grows. For example, let's say you work for a Boston startup whose only 4 employees also happen to be single, aren't in relationships, and are solely focused on their careers, in that case a maternity leave policy is not critical. It would be nice, but unnecessary for our hypothetical Boston startup at this stage in their growth. Fast-forward to a few years later in our wildly successful, diversely employed 50-person Boston Startup (now we're talking); a company this size has too many people to consider a "no policies" policy - all of a sudden maternity and paternity leave policies become absolutely necessary. The trade-offs are big here but at the end of the day, established firms provide well known benefits which lack in freedom and creativity whereas you're far more likely to find unlimited paid time off policies at startups.

Twitter Job Search Guide
more

Topics: Job Search Advice

Most Annoying Post-Interview Follow-up Habits

Posted by David Fernandez

Oct 17, 2013, 4:00 PM

Most Annoying Post-Interview Follow-up Habits

Post-interview follow-up can be tricky.

Do you send a card in the mail? Do you email right after the job interview from your phone? Is that creepy? If you're a concientious interviewer, these and many other thoughts race through your head, especially if you're excited about the place at which you just interviewed and really want to get hired. I speak from experience here: there is certainly such a thing as too much follow-up. It doesn't necessarily come in the obvious forms either, like emailing too often.  Below is a list of the most annoying post-interview candidate follow-up habits, ugh.


 

1. The Stalker 

It starts out innocously enough. First, its a request to connect on LinkedIn promptly followed by an InMail, then a card in the mail. Before long the candidate is leaving you voice messages asking you out to coffee or drinks. The details matter here because in and of themselves Inmails, voicemails, phone calls etc don't bring the negative effects of losing confidence in a candidate. It's the increasing desparation exhibited in the tone, content, frequency, and reiteration of similar points.

Fix: Find a way (email or a card) to say 'Thank You'. Then wait. If you find that a week has gone by, check-in once. That's it! The proverbial ball is now in the decision-maker's court.

 

2. The Unprepared Phone Call

Yikes. Unexpected phone calls are intrusive and interrupt the object of your employment affections. However, they can also show initiative! Where this follow-up goes wrong is when the candidate makes the call with no idea of what they're going to say to you if you pick-up the phone. It goes something like this, decision-maker is busy, candidate calls and says,"Hi, David! I didn't think you'd pick-up the phone ..." meanwhile the clock is ticking.

Fix: Have your follow-up elevator-pitch ready! While you're at it, make one for voicemail too. A rambling voicemail might actually edge-out an unprepared phone call-er in the annoyance category.

 

3. Wrong Name 'Thank You' Note

I wish that this one didn't make the list. Alas, it has happened often enough to earn the #3 spot. It's one thing to go informal, like addressing your 'thank you' note to Mike, instead of Michael. It's entirely different to write your 'thank you' note to someone who doesn't exist and whom you never met, like say, Marcus (when you meant Mike). C'mon, if you're going to write a 'thank you' email at least get the name right.

Fix: Just get it right. 

 

4. The Referral Blitz

It seems like a good idea to get everyone you know at a company to refer you for a job at said company, right? Admittedly, this idea doesn't sound that bad. However, there are some very serious red flags (also read: annoyances) about getting multiple people to refer you the first of which is if a referrer(s) don't know you well, it begins to look like a strategy to get hired instead of pound-the-table endorsement of your candidacy. The second is if you're being referred by multiple people for multiple jobs it gives off the appearace that you're not necessarily interested in any one particular job which in turn makes the hiring managers feel as though you don't really care about their opening, thus undermining your own candidacy.

Fix: If possible find one referrer with whom you either have a strong relationship, or plan to cultivate one. If you're starting from scratch with someone you don't know at all and want to get to know, try starting with someone that is related to the job you're interested in applying for, that'll also ensure that you're serious about that particular position.

 

9 Kick-A#! Resume Tips

more

Topics: Job Interview Advice

Your Culture IS to Blame: Recruiting (and Keeping) Top Talent

Posted by David Fernandez

Sep 11, 2013, 10:55 AM

Improving_Business_Culture

Marketing is to sales, what culture is to recruiting, I once read that somewhere and have not forgotten it since. Despite an improving but still ailing economy the very best talent out there is still pickier than most. In fact, the best talent are likely already employed. Add to that the fact that millenials are driven by finding meaningful careers (check out this Forbes article) and aren't the slightest bit afraid to hop around from job to job (and this Forbes article too) until they find the right fit, this all adds up to a very troubling and expensive calculus for employers.

So, let's break this down. If the very best employees are already employed (at companies like yours) and companies like yours are looking for the very best employees, doesn't this embolden us recruiters to seek them out? And, if you're trying to poach the best talent from the best [insert your city here -->] Boston Startups, doesn't it also follow that other recruiters are trying to steal your best talent too?

How to recruit and keep the best talent, therein lies the rub.


Here are 5 suggestions to make you look like a smarter recruiter during your next meeting with your HR manager:


1. Define Your Culture: Not sure where to start? Every company big or small should rip a page (or several) off of the Netflix Culture Deck aka, "the most important document ever to come out of Silicon Valley" according to Facebook COO Sheryl Sandberg. Whether you sell software or shoes (check out the Zappos Culture Book) culture matters in proportion to the talent you want to attract and the talent you mean to keep.

2. Create a Culture Comittee: It'll be important to create a culture committee to demonstrate to your employees that you're serious about culture at your company. But, before you go on making an annoucement that you're creating a culture squad, make sure to think through who should be on that culture coven. What you DON'T want is a bunch of HR or recruiting staff manning the culture squad. Your company's culture crew should consist of group of trusted (by other employees) people from a diverse group of departments and job titles with an HR rep to audit the once quarterly or monthly meetings.

3. Measure Employee Statisfaction: If you haven't heard of Net Promoter Score check it out. A quick and dirty explanation is that NPS is a 1 - 10 rating scale attached to as few 3 questions such as, would you recommend a friend to work at [your company name]? The elegance in this approach is in the way NPS is calculated. See here for a detailed explanation. NPS is a fast an accurate to measure customer or employee sentiment. Oh, one last thing anonimity is key, if you want honest responses.

4. Act on your Findings: This one is easy, right? If you bother to find out what ails your culture but do nothing about it, well then, that is just your mistake. There is no surer way to ruin your company culture than unkept promises. Instead, have your culture cluster act on your NPS findings.

5. Build an Online Forum: If your company is big enough it my benefit from a place to hold public conversations. This online forum could serve many purposes from bulletin board to a place to let off steam about the messy kitchenette. A place for conversation is great way to prevent the build of up resentment for small issues, empowers employees to address and solve grievances among themselves, and is a wonderful transparency sandbox allowing you to publish the results of your NPS findings thus holding the company accountable for its own culture. 

Most of these suggestions require executive will and employee buy-in but at the end of the day employees that find their workplace meaningful and trutworthy will be compelled to be stay. 

 

Twitter Job Search Guide

 

more

Topics: Inbound Recruiting

The Perfect Job Interview Handshake

Posted by David Fernandez

Sep 3, 2013, 4:35 PM

Awkward Job Interview Handshakes

"Eeeeew", is one of many popular refrains evoked when people think about the wettest handshake they've ever received. We also remember the time(s) we shook hands with the person that tried to crush our hand ala Lennie Small's powerful petting in Steinbeck's Of Mice and Men - awkward. But while we seldom remember the many handshakes we've given, we seldom ever forget the "cold fish" handshakes we've received. Like it or not, handshakes can make a (sometimes too) powerful first impression. So it's important to get it right, the first time.

Here some key things to remember (and incidentally, not to forget) when shaking hands with your interviewers at your next job interview.


Remember.


1. Make eye contact: Handshakes usually come at the beginning and the end of your interview, they make the first and leave the last(ing) impression so don't get distracted! If you're shaking your interviewers hand and simultaneously checking out that "tall drink of water" by the cooler, you're going to come across as disinterested. Not just disinterested in the job but also disinterested in the interviewer this is an ever-so-subtle personal affront unitentional as it may be.

2. Wait for your interviewer to extend her hand: All while maintaining interest and eye contact as you're interviewer walks you to the door, face them and patiently wait for him to extend his hand. This shows deference to your future employer and in many cases would-be boss. It sends the signal that you're a team player and cooperative.

3. Mirror handshake: This one can be tricky. As you're shaking her hand you might be thinking: so far so good, nice, we're shaking, we're smiling, oh god, when do I let go? Remember to mirror your handshaking counterpart. Simply follow their lead with respect to hand tension and duration. The easiest way to do this is to stay engaged with what is happening. For example, if the interviewer is thanking you for coming in and letting you know that you should hear back in 2 weeks time. You might nod, smile, and say, "I'm looking foward to it." Voila! Handshake is over.

Cold Fish Job Interview Handshake


 Forget.


1. Bone-crushing dominance: There is a popular doctrine that states: if you want to establish dominance offer your hand with palm facing down and top of hand facing up, then proceed to give the firmest handshake known to humankind. While I've read and heard of this approach many times. I've yet to come across anyone that remembers this bone-crushing approach fondly.

2. Sweaty palm: We've all gotten a bit clammy particularly when nervous which is common in a job interview setting. The simplest way to avoid this is to 1. be aware and 2. swipe you hand against a dry part of your clothing as you get ready to handshake. Problem solved.

3. The Politico, don't do it: Using your free hand to cup the hand you're already shaking with your other hand is just as awkward to describe in a sentence as it is to have done to you. This politician's mainstay is increasingly perceived as a contrived way of making more personal contact; this kind of handshake is at it the very least out of date.

 Go forth, classy candidate and crush job interviews not hands.

Twitter Job Search Guide

more
    
rss-icon-1

About Recruiting Inbound

Thanks for finding us!  One of the best parts of the inbound marketing movement is it's ability to bring power to the people.  It acknowledges that the internet's biggest advantage is its ability to place control in the hands of the consumer.  

Our goal is to promote this same inbound mentality to the world of recruiting through useful, engaging, and valuable content.  Everyone should have access to the best information and best practices - recruiters and candidates alike. 

 

Get the Salary You Deserve Ebook

Subscribe to Email Updates