The Bagg Group Blog

Last week in this space we offered interview tips for the Y generation. This week, we give advice to job-hunters who have a longer history in the workplace.

History is rarely without its bumps.

It could be that you are looking for a new full-time position, contract work, or temporary placement in the GTA because you were laid off from your last job.  Or perhaps, you feel frustrated in your current position, not happy with your boss or work conditions.  Or you may simply be in the market for a new opportunity. 

In any event, how you think –and more importantly talk—about your reasons for your job-hunt can have an enormous impact on your success.

If you weren’t satisfied with your past position, you are not alone. 

A new study from Northwestern University and the University of Illinois puts career-related disappointments fourth on the list of most common regrets.    (The top three reasons people kick themselves are related to romance, family squabbles and education choices.)

But Dr. Neil Roese, a marketing professor at Northwestern U, suggests disappointment is a “helpful emotion.”    He says it can be just what we need to help us better decisions in the future.

Long before this study, The Bagg Group recruiters have been helping candidates look at their past job frustrations in a whole new light.

The Bagg Group experts prepare candidates for interviews with the best employers in the GTA by asking them this key question about their past work disappointments: “What valuable lessons did you learn from the situation?” 

We have successfully placed thousands of candidates over the decades.  One reason for our much higher than average success rate is this:  We make sure our candidates know that they can’t take anger, blame and resentment into an interview.    You can talk about lessons learned, but not about hurts suffered.

Negativity doesn’t sell. 

The best news is that putting on rose-coloured glasses, if only because it’s important for when you interview, makes you happier.

Another recent study of more than 750 people conducted by San Francisco State University shows that having a positive view of your past contributes to your happiness in the present.

This study concludes that reframing, or changing, how you think about past painful experiences can increase your life satisfaction significantly.  

The candidates who stand ahead of the rest are those who talk positively, with no resentment, about where they’ve been and where they are going.  

Their positivity is contagious, the interviewer will catch it.

And positivity sells.

 A recent Belgian survey of 1,200 employees says loud and clear what many just mumble about …working alongside people from other generations can be irritating.

The study conducted by a recruitment firm in Belgium found that 48% of employees are annoyed by colleagues of another generation.  People over 30-years-old showed a greater frequency of irritation than those under 30. 

In our latest Ask a Recruiter blog for candidates, we noted that today’s workplace is a mish-mash of four generations:  Traditionalists  (also known as Greatest Generation) born before 1945, babyboomers, born between 1954 and 1964, Gen X, born between 1960 and 1980, and Gen Y, born after 1980s, who are also known as millenials. 

Each generation has its particular values, aspirations and approaches to work.  For hiring authorities who aren’t part of Gen Y, interviewing these candidates can be a whole new ballgame.

The reputation of Gen Y, fair or not, precedes them.  In a US poll of hiring managers and human resource specialists, 85% reported they believe this generation has a greater sense of entitlement. 

The survey showed the great majority of respondents think the youngest employees expect more flexibility at work, more personal time, faster promotions and more money than older employees.

It’s true Gen Y may have attitude, but it’s not all bad, says Ron Alsop, in his book The Trophy Kids Grow Up: How the Millennial Generation is Shaking Up the Workplace. 

Alsop says a characteristic of Gen Y is that they are “bred for achievement.”  As well, this group understands the wired world better than most and they’re born multi-taskers. They have much to offer the workplace.

At The Bagg Group, we have successfully placed people, of all ages, in all types of positions with the best companies in the GTA for more than 40 years.  We know that regardless of their birth year, every individual ultimately wants the same thing – to take pride in what they do.

Still, when interviewing Gen Y candidates, for either full-time position, contract work, or a temporary placement, The Bagg Group recruiters suggest keeping these four tips top-of-mind:   

Talk purpose:  Be sure to tell the candidate, in detail, how they can make a difference, and why this job is important to the company.  A paycheck isn’t the key motivator for these young workers; they want to know their efforts mean something. 

Set out a game plan:  Gen Y expert RonAlsop notes that it’s opportunity that attracts and retains the millenials.  Let them know what they can strive for.

Spell it out:  Make no assumptions.  What older employees take for granted, studies show that Gen Y doesn’t. Discuss the expectations of the company.  For example, these multi-taskers, who easily text while working, don’t necessarily know to park their cellphones during meetings. Similarly, if there’s a corporate dress code, explain why it’s in place. Typically, this generation needs to understand the reason behind the rule before they’ll respect it.

Welcome ideas:  They want to be heard. Let the candidates know about forums for sharing their ideas.  The best managers of Gen Y staff listen to their younger employees’ opinions, and let them have some say in decisions. 

These strategies don’t just favour younger employees.  At The Bagg Group, we know they work for everyone.

In fact, Gen Y’s insistence of having a voice is doing everyone a favour.  They are prompting greater communication and openness in the workplace.   And that is what, in the end, will keep people of all ages working harmoniously together. Studies show the only way to keep irritation to a minimum in the multi-generational workplace is to make sure people communicate.

If you’re born after 1980 you’re part of Gen Y — also known as Millennials, the Internet Generation or Nexters.  You’re the first generation of employees to be born and raised in a ‘wired’ world.  While others came to the global network later in life and had to figure it out, many of you learned it like you would a first language. 

Employers in the GTA know that today’s youngest group of employees have a lot to offer.  After all, Mark  Zuckerberg is only 26 and his company, Facebook, is worth anywhere from $50 billion to more than $80 billion, according to recent media estimates.  And Forbes magazine recently noted that Andrew Mason, 29, reportedly turned down a $6 billion offer from Google for the deal-of-the-day website company he runs called Groupon. 

No one scoffs at young candidates. But interviewers at all companies in the GTA want to make sure these candidates can work well with people from different generations.  

The workplace is a mish-mash of Traditionalists (also known as Greatest Generation) who were born before 1945, baby boomers who were born between 1945 and 1964, and Gen Xers, who were born between 1965 and 1980, as well as Gen Yers.

Every generation has its own values, beliefs and reputation.   According to a US survey reported in the Wall Street Journal, 85% of hiring managers and human-resource executives said they feel that Gen Y has a stronger sense of entitlement than older workers. And 56% of respondents say they believe the younger employees will be demanding a promotion within a year.

If you’re looking for a full-time position, contract work, or temporary placement in the GTA, you don’t want interviewers to worry that you’ll be a workplace diva.   Recruiters of The Bagg Group offer these four tips for making sure that doesn’t happen.

There’s a difference between knowing a lot and being a know-it-all.   You have a lot to share, and a deep-rooted understanding of the global network. But before you talk, listen.  You want to show that you recognize other people have valid opinions, expertise, and points-of-view based on experience and knowledge of their company.  

Speak in suggestions, not shoulds: Your suggestions are always welcome, share your ideas with enthusiasm, but don’t tell those who interview you what they ‘should be’ doing.  For one thing, you don’t have all the facts yet to be credible.  For another, you’ll come off as arrogant. And hiring managers know that arrogance isn’t a good quality for a team member. 

Talk commitment, not career surfing:   Many studies indicate today’s college and university graduates may have as many as 10 jobs in the first 10 years of their career, as they jump from one to another in the quest for  personal satisfaction.  

Yet recruiters at The Bagg Group, who are experts in helping people find the best jobs, know that career surfing hurts career advancement.  Also, it’s more satisfying to learn and grow in a job. And that’s how you get promotions. Let interviewers know that you are eager to commit to their organization.

Consider the experience, not the title:  In an era where many young people say they want instant fame and fortune, it’s tempting to want to hold out for an awesome job title that impresses. Don’t.  The fast-track to success is through experience and the chance to develop skills.  

Give the generations ahead of you their due. Think of it this way: you have Gen Z coming up fast behind you.  And it’s said that Gen Z will be quicker at processing information than any other generation before them. As a Gen Y, you’ll want the Gen Z who join your team one day to respect the expertise you’ll have acquired between now and then.  Right now, others want the same of you.

Ever heard of the term glossophobia?  Chances are you, or someone you know, has it.  It’s fear of public speaking, even to a party of one, and it afflicts as many as 75% of us, according to glossophobia.com.  

At The Bagg Group, we know glossophobia can make the idea of speaking to an interviewer, or a panel of interviewers, an ordeal for those looking for work.

What makes people nervous is the thought that they might be seen as foolish, or incompetent, in the eyes of others.  Even people who have been recognized many times for their talent and expertise suffer from this. 

A famous example is Barbra Streisand, who stopped doing live shows when she was at the height of her career.  She was performing at a concern in New York City’s Central Park when the jitters caused her to forget some words to her songs.  It took her 27 years before she could get herself to sing live in front of a large audience again.

When you are looking for a job in the GTA you don’t have that kind of time. If you get stricken by a case of the nerves when presenting yourself to others, consider the advice of recruiters from The Bagg Group. With a 40-plus year history of helping candidates interview successfully for jobs, we know what works.

Remember, the only one judging you is you:  Interviewers are not looking to criticize you, they only want to learn about your skill set and experience to see if these meet their specific needs.

Interviewers are on your side:   At The Bagg Group, we have extensive experience in working with hiring managers at all leading companies in the GTA.  We know that each one wishes the best for those they interview. Whether you’re seeking a full-time job, contract work, or a temporary placement, the interviewer understands your desire to be employed and is rooting for you.  Many interviewers tell us they wish they had jobs for all the candidates they see.

Make eye contact:  We all know it’s critical to look people in the eyes when we speak to establish trust.  Yet, when we feel shy, we can unthinkingly avoid eye contact and focus on the wall or carpet. But doing so won’t decrease your tension.  People feel irritated when speakers won’t look at them – they feel invisible or unimportant — and you will likely sense their annoyance. 

Harry Beckwith, an expert on public speaking writes in Psychology Today “If you look each person in the eye for a few seconds, you make each person feel respected–a feeling every person craves.  It also makes each audience member feel involved, in what feels like a conversation.”  

Making eye contact for three to four seconds helps people engage with you, and that feeling is the key to helping you relax.

Like with everything, the fear of presenting decreases the more often you do it.  That’s reason enough to go to every interview you can.  But you don’t have to feel as if you need to conquer the jitters, you just have to manage them.  And when you think of it, there have been many occasions in your life when you’ve taken action despite feeling nervous; you’ve done it before, you can do it again.

There are two things you want to avoid in a job interview:  The first is to ask about the number of sick days to which you will be entitled. The second is to show up ill at an interview.

This year, the Toronto Public Health Office has declared that the flu has hit the GTA with a vengeance.  For candidates who get struck down by the bug the day before a much-awaited interview, that presents a dilemma.

No one wants to miss an opportunity.  And often, many of us feel we can toughen it out long enough to make it through an interview.  However, it isn’t just about how you feel, it’s about the impression you are making with the hiring manager.

Walking in looking feverish, glassy-eyed, and coughing, is not going to wow anyone.  No matter how much a hiring manager in the GTA wants to find the right full-time person, contract worker, or part-time placement, they don’t want to get sick themselves when doing it. 

To determine whether your symptoms merit calling off the interview, as much to protect the health of the interviewer as well as your own, check out the Toronto Public Health office flu alert.

If you do need to reschedule, follow these tips from the experts at The Bagg Group.  We have helped candidates prepare for interviews with the best companies across the GTA for 40 years, and sadly, each one of those years has included a flu season. 

1. Give as much advance notice as possible.
2. If your interview was set up through a recruitment agency, contact your recruiter. They will get in touch with the person who was to interview you. 
3. If you are not working with a recruitment agency, send the interviewer an email, with apologies for having to cancel because of illness and ask if they might be able to schedule you in for a meeting in a day or two. 
4. Call, as well as sending the email, just in case the interviewer doesn’t see your email before your appointment.   
5. When calling, do not try to prove how ill you are by coughing through the entire message.  At The Bagg Group, recruiters have been frustrated when they were unable to even make out the caller’s name. It doesn’t matter how high your fever is, for the one-minute call you need to stay professional, and clear.
6. Leave a number and let them know you will be available by phone and you will check your email so that you can quickly confirm another appointment.

If you don’t have anything contagious, and you feel you are able to power through the interview, try to do so.  If you’ve had a sleepless night, or you are a battling a headache, don’t feel the need to reveal all.  Consider this: How impressed would you be if when you sat down, the interviewer started giving you a detailed account of their aches and pains?

When you are in an interview, you want to focus on your strengths not your setbacks…but as soon as you get out the door, feel free to make a run for the couch. 

Stay healthy!

 Here’s a question you may never have thought to ask a job candidate: “If you were shrunk to the size of a pencil and put in a blender, how would you get out?”   Yet that’s what a hiring authority with Goldman Sachs asked when interviewing a candidate for an analyst position.

Or what about this question,  “What do wood and alcohol have in common?”  That one was put to a candidate for a staff writing job with Guardflex.

Those are just two of the 15 oddest questions, allegedly asked by top flight employers in the US in 2010.  The US job site Glassdoor.com sifted through 80,000 interview questions shared online by job-hunters to compile their list of stumpers.

With 40 years of interviewing candidates to successfully match people and organizations across the GTA, staffing experts at The Bagg Group don’t recommend peppering interviews with brain-teasers.  But we do suggest asking candidates some behaviour-based questions, albeit straightforward ones. 

We know that skills and experience aren’t the only factors to consider when hiring for a full-time position, contract work, or temporary placement.  The candidate also needs to have the attitude and approach that fits with the organization’s culture. 

We work with our clients across the GTA on developing attitude-based questions that make sense for the position.  The key when asking these types of queries is to put your own bias aside, and stay focused on listening for the traits that meet the needs of the team.  This can be trickier than it sounds.

Claudio Fernández-Aráoz, author of Great People Decisions notes that we all have a strong natural tendency to hire people who are like us, or make us comfortable.  But he warns, to make a good hire, we need to seek a match for the team’s personality, not our own. 

An interviewer might be a lone wolf who recognizes and appreciates another lone wolf when he or she meets one. But if the position involves a lot of team-work, then it’s the collaborative type who’s the best fit. And that’s where the behaviour-based questions come in. 

“Describe what a team environment means to you?”  and “What would you do if some team members reject your idea?” are examples of queries  that provide insight into a candidate’s approach to group dynamics, according to University of California research. 

Or you could take a more unique tact and pose the question said to have been asked by an interviewer at Capital One, “Rate yourself on a scale of one to 10 on how weird you are.”  But that might not tell you much.

An interviewer with Volkswagen in Germany allegedly asked a candidate who was vying for the position of business analyst, “What would you do if you just inherited a pizzeria from your uncle?” 

The interviewer apparently hoped to determine how the candidate would handle any project that she inherits.  At The Bagg Group, we maintain it would prove more helpful to ask the question straight up, just to be sure the answer isn’t influenced by a sudden craving for a cheese and pepperoni slice.

By the way, as to what we’d do if we were reduced to the size of a pencil and stuck in a blender, most of us agree with an online commentator who said, “I’d take a job with a different company.”

New study shows superstitions can help reduce performance anxiety

Do you avoid crossing the path of a black cat to avoid bad luck? Or pick up a penny on the street for good luck?  Some superstitions we never outgrow, and the surprising news is that for job-hunters, that can be a good thing.

Do you take a particular pen to every interview, or perhaps you make sure to wear a favorite watch or a certain pair of socks? You’re not alone.  A lot of us have superstitions, odd irrational beliefs and habits, that we think can help our game. And according to new research, they can. 

Athletes will tell you they don’t need to science to confirm that superstitions are important.  Michael Jordan didn’t credit talent alone for making him the greatest basketball player ever.  He believed he owed a lot to the shorts that he wore when he played for his North Carolina college team. He wore those same shorts under every uniform for every game. 

Tiger Woods has said he needs to wear red during the final round of a golf tournament to play well. And Patrick Roy, hailed as the best goalie to ever play in the National Hockey League, had a pre-game ritual that he considered sacred.  He would skate out to the blue line, stare at the net and imagine it shrinking. 

These little quirks and beliefs go along way to reducing performance anxiety, says Stuart A.Vyse, psychologist and author of Believing in Magic. 

It doesn’t matter whether you want to win a game, or win a job, we all feel we could use luck on our side.  And small superstitions give us a sense that we are doing something to help things go our way.  That belief doesn’t just reduce our anxiety, it may actually improve our performance, according to a new study at the University of Cologne, in Germany.

Research found that people who were told good-luck statements such as “break a leg” or “fingers crossed” or given a ‘lucky’ charm before a test, performed better.  Writing about the study in the prestigious journal Psychological Science, researchers concluded, “Activating a superstition boosts participants’ confidence in mastering upcoming tasks, which in turn improves performance.”

So whether you are interviewing for a full-time job, contract work, or part-time placement, if you believe wearing special socks will make you feel more confident, be sure to wear them.  After successfully placing hundreds of people over the years, at The Bagg Group we know that it’s important for you to feel good about yourself to make a good impression. And that’s not a superstition, that’s a fact…and here’s another one, we’re keeping our fingers crossed for you.

The popular TV series Lie to Me is inspired by the scientific discoveries that the face, body and voice provides clues to hidden feelings. 

As recruiters who are experts in the art and science of in-depth interviewing, at The Bagg Group we know that people send non-verbal cues.  But as many behaviour experts warn, the show Lie to Me oversells the point.  Making snapshot judgments can be unfair to candidates.

For example, psychologist Kevin Ochsner noted in an ABC TV interview on the subject that a person who is concentrating can be mistaken as angry. In both cases, people tend to narrow their eyes and furrow their brow.

That said, we can’t help but pick up signals from each other.  And certain signals can instantly put people at ease which is useful for the interview process.   

In his book Louder Than Words, Joe Navarro, a former special agent with the FBI and leading expert on nonverbal communications, talks about the power of what he calls “movement to action.” This includes the simple gesture of getting up to greet someone which sends a message to the person that they matter. 

Mr. Navarro writes that when bank managers or account managers get up to greet new or old customers, the customers rate the encounter as more satisfying.

He adds that his study shows that clients enjoyed a positive effect for a day, and even longer, when they were welcomed by a receptionist who stood to greet them, rather than by one who remained sitting behind a desk.

“It makes sense, we feel special when people move to action on our behalf and it makes us feel appreciated,” says Mr. Navarro.  He notes that parents instinctively use “movement to action” when they run to greet a child with open arms, which causes delight in the child.  

Writing in Psychology Today, Mr. Navarro notes, “We even find that jurors tend to look upon attorneys with greater empathy when those same attorneys stand as the jurors come into the room. This rise to action, which demonstrates respect, can and does influence individuals and not just in business or the courtroom.”

Conversely, failure to move to action can send a message that you are indifferent to the person coming to see you.  Such a signal can skew an interview. Interviewees may feel immediately defensive or nervous, believing that they have to turn cartwheels to make an impression.

That’s why after forty years of listening and “reading” candidates to ensure successful placements,  all of us at The Bagg Group urge hiring authorities across the GTA to pay less attention to the oversimplified claims of Lie to Me, and more attention to those small gestures that set the stage for an open conversation.

For more on nonverbal communications, Joe Navarro’s newest book is Louder than words: take your career from average to exceptional with the hidden power of nonverbal intelligence. He also co-wrote the 2008 book, What Every Body Is Saying: An Ex FBI’s Guide to Speed Reading People.

Recently, an A-level candidate met with a staffing solutions expert at The Bagg Group and said he was seeking a change because his boss’s negativity brought down the entire team. That’s certainly not the first time that a toxic workplace has prompted the departure of an excellent employee.

Candidates who have much to offer choose upbeat work environments.

With four decades of successfully placing people in full-time jobs, contract work and temporary positions, recruiters at The Bagg Group know that the saying, “birds of a feather flock together” holds true when it comes to attitude. Hiring authorities who think positively attract and retain positive thinking employees.  

Similarly, there’s truth in another cliché…misery loves company.  An employee who is easily defeated by problems will align quickly and comfortably with a boss who sees only doom and gloom.

But in an interview, everyone tends to be on their best behavior.  With that in mind, hiring authorities at  top companies in the GTA have asked how The Bagg Group staffing solution experts discern between negative thinkers and positive ones when meeting with candidates.  We do it by listening closely to what people tell themselves, and others.    

Negative thinkers complain and judge; positive thinkers assess, consider and explore possibilities with curiousity.     

The following chart from the Mayo Clinic offers some examples of the differences between negative and positive talk.

Negative self-talk                              Positive self-talk

As experts in interviewing, we know that a funny thing happens to you when you listen intently to determine if someone approaches work from a positive or negative perspective.   You start to notice your own communication patterns. 

Are you being upbeat or unenthusiastic? Our staffing experts say the minute they feel they are being negative, they change their  tone because every good interviewer knows the golden rule, established by Confuscius, “Do not impose on others what you yourself do not desire.”

Our recruiters at The Bagg Group often tell candidates that looking for a job is like running your own company. Whether you are seeking a full-time position, contract work, or a temporary placement, you need to promote and sell your expertise – just like anyone who owns their own business.

That’s why the tactics which entrepreneurs use to get ahead in the marketplace are useful for job-seekers in the GTA.  With that in mind, staffing experts at The Bagg Group offer these four tips, inspired by the book The Risk Takers: 16 Women and Men Share Their Entrepreneurial Strategies for Success.

1.  Don’t overlook the bonus skill:  Successful entrepreneurs say it’s a good idea to service even small, special or niche markets that others overlook or ignore. In the same way, it’s a good idea for job-seekers to develop extra skills, in their spare time, that others in the field may not worry about acquiring. 

These additional skills —  which may range from learning a second language to a new software program — may not be essential for your work. They may only be of use in certain specific situations. But bonus skills can impress interviewers and give you a competitive edge over other candidates.

2.  Keep your eyes and ears open: Top entrepreneurs say they always stay up-to-date on trends so they can meet new needs and interests.  When in the business of job-seeking, stay up-to-date on trends in your area of work so hiring managers will know you’re in step with ongoing developments in your field.  

3. The best time to do anything is now. Those who operate companies insist there is no perfect time to launch a new idea. Instead, they say, the right time to start anything is ‘now.’  Similarly, don’t wait to start your job search until the economy picks up, the holidays are over, or you get the new Ipad.  Begin it today.

4.  Avoid pessimists. People who have built thriving businesses from scratch say they had to ignore those who insisted their plans would never work.  As a job-hunter, you too will want to seek people who encourage and help you, and avoid those who doubt you.  When you do come face-to-face with a pessimist, remind them that you’ve had a job before, and you will have one again.  Then, change the subject to the weather.

In the next blog, we’ll bring you four more strategies to help you succeed in your business of finding a job.