The way you blink may be freaking people out

The way you blink may be freaking people outThe way you blink may be freaking people outIf you want to know what someone is really thinking, look them in the eye. Specifically, keep track of how much blinking theyre doing. Career experts and studies have shown that this is where we reveal ourselves, whether we want to or not.It also may be where we lose the opportunity to make friends any unusual pattern in blinking - too much, too little, strangely timed - can freak other people out.Too many blinks indicates stressWe dont just tend to blink when we look at something bright. We also start blinking excessively when were under pressure. For hiring managers, its something to watch out for in job seekers.If youve been making great eye contact the whole interview and suddenly start blinking rapidly - mora than 70 blinks per minute- when asked a question, this can indicate stress and a desire to avoid the truth, body language expert Patti Woodtold the Houston Chronicle.Too few blinks in dicate lyingExcessive staring is a schwimmbad sign too in workplace settings. When you stare at your interviewer unblinkingly, you may be lying, according to experts.As Lillian Glass, a behavioral analyst who has worked with the Federal Bureau of Information put it, When people tell the truth, most will occasionally shift their eyes around and may even look away from time to time. Liars, on the other hand, will use a cold, steady gaze to intimidate and control.A 2008 study had similar findings, and found that liars blink less while lying, and start blinking rapidly after the lie. The studys lead author, Sharon Leal, suggests that the staring is a form of liars controlling the situation liars will be more inclined than truth tellers to monitor and control their demeanor so they will appear honest.As for the rapid blinking after the act of lying? Leal suggests that it may be a release of energy after the tension of lying.Its as if your eyelids cramp with the effort of lying and need t o stretch.We blink when we want something out of sight, out of mindHave you ever seen someone do a slow blink after hearing something terrible come out of someones mouth? I certainly do it when I wish to forget what I just heard. A 2010 study found a reason for why we do this to block out information. In the study, neuroscientists tracked peoples blinking as they were reading a book, and they found that we blink more when were not paying attention.What we suggest is that when you start to mind-wander, you start to gate the information even at the sensory endings - you basically close your eyelid so theres less information coming into the brain, one of the studys authors, neuroscientist Daniel Smilek, said.In these cases, blinking is a way to create a tiny physical barrier between us and the outside world. A tiny nope to whatever you just heard.However you blink, realize that after reading this, you may start counting them, as I do now. One, two, three. Am I anxious, under stress or a liar?

How to integrate search, email and text for better recruiting

How to integrate search, email and text for better recruitingHow to integrate search, email and text for better recruitingHow to integrate search, email and text for better recruitingWe just had our 100thmonth of continued job growth.That makes for a job market in which the best candidates have seemingly limitless options, and recruiters have to work double-time to turn the gezeit in their favor.Technology certainly helps even the odds by making it easier to find and communicate with the best talent in the most efficient way.But as most TA professionals know, managing so many digital moving parts efficiently email, search, text, and social, for starters can be overwhelming.In order to maximize your tech stack and processes, its all about integration figuring out which tools work best with which candidates and at which time. And, making sure that your candidates know that there is a human recruiter behind it all.Here are some best practices to help you integrate the digital and hum an sides of your recruiting campaigns and be more efficientConsider your audienceWhen youre trying to integrate all of your tools, it might be helpful to know that you dont have to useallof the tools forallof your roles.If Im recruiting blue collar maintenance technicians, they might bedrngnis have active LinkedIn profiles, says Ashley Inman, special expertise panel member with SHRM, so I might try to get to those candidates via text message.This is where creating candidate personas can help.For example, there are generational differences that can help dictate the best ways to connect with particular candidates, says Eric Dickerson, managing director, senior practice leader, Kaye/Bassman International Corp, a recruiting and executive search firm.Millennials are truly tech natives for whom texting might be second nature, while prior generations are tech adopters who might prefer more traditional outreach like email, he explains.Thats why you need to have the different avenues, becaus e there are certain candidates that will not respond to a phone call, but they will respond to a text, he says.The level and type of role can also impact which channels you rely on, says Dickerson. If youre looking for midlevel or senior level people, in those cases you should be doing a lot of touch.That is via email, with text, then with not just phone conversations but it will be video conversations as well, he says.No matter who your target audience is, though, you need to be respectful of candidates time and desires. Be sensitive to how they prefer to be contacted, says Dickerson.I would not recommend blasting everyone in a text, he adds. However, some candidates will appreciate a quick, but personal, just checking in text.Focus on timingTiming is everything when it comes to connecting with candidates, says Liesl Bernard, CEO of Cannabizgruppe,an executive search and staffing firm for the cannabis industry.Candidates of all levels appreciate quick response and direct feedback o n their application status, rather than left wondering if they are currently being considered for a position or not, she says.This is where deploying automated responses and messages can help tide candidates over until you can make time for more human interactions.The method of communication is not as important as the outreach itself, and the preference on communication channel varies from candidate to candidate, says Bernard.Inman suggests trying to orchestrate your work week to coincide with how your job seekers like to engage and if you have a platform that can help you manage it all, even better.For example, while the mornings might be when they are most receptive to email and texting, you can use your afternoons to get your social sourcing messages scheduled, she says.Toward that end, she also recommends reading up studies that indicate the best time of day to push out on Facebook, Twitter, and LinkedIn messages, so that youre posting at the highest engagement times.As for pho ne conversations, Inman suggests scheduling them mid-week when professionals are more likely to have time to connect.Customize messaging by role and channelCanned messages can be very effective when used in initial outreach if there is a larger potential candidate pool, says Bernard, but when you have a narrower focus, personalization is the way to go.Customized messages are more effective when recruiting top-quality talent, and this especially true for passive candidates who are currently employed and satisfied with their position, but may be open to new opportunities, she says.However, any recruiter that follows through with consistent candidate communications will stand out, she says.You also want to speak to the candidates motivations.You really want to think about how your message fits with the type of candidate youre profiling to figure out which aspect of the company brand you want to market, says Inman.Youre not going to target a senior level professional by touting the cool office perks that youd market to a prospective intern, for instance.Lastly, pay attention to the platform youre using, says Inman.You cant just copy and paste your email blast onto a text message and expect it to work. You have to adapt your message to the appropriate length and tone so it feels natural on each channel.Get as centralized as you canThe ability to integrate multiple platforms so you can track everything on one dashboard can be a game changer, if youre lucky enough to have it.For instance, Bernards team tracks all candidate outreach using a customized CRM solution, which integrates multiple online platforms and sources using custom APIsThis centralized solution not only improves the overall efficiency of our teams, but also provides visibility throughout the team and company to not duplicate our efforts in targeting potential candidates, she says.If you havent had success at integrating your various recruitment efforts, help is here.Monsters new Searchplatformintegrat es its very robust search tool along with direct messaging email and texting capabilities, and social integration to access a candidates entire digital footprint. It aims to help recruiters streamline the way the search, review, and connect with candidates.

How to Thrive Under a Micromanager

How to Thrive Under a MicromanagerHow to Thrive Under a Micromanager I once had a anfhrer who, though he appeared to be laid-back and less intrusive, would often showcase his true micro management self when I would turn in copy or blog posts. I would spend hurs working on something I was really proud of, only to be given back a heavily edited document that essentially turned the project into his. Even though I was given the title of manager, I felt I truly didnt oversee the department because he was constantly changing our copy or moving dates around on our content calendar. It was tough working under that kind of boss, to say the least.No one likes having a boss who micromanages . Not only is it incredibly annoying to work under someone who constantly changes your work, checks in on projects, moves things around or is always scrutinizing your work, but its also counterproductive to you as a growing professional. But, if you find yourself working under a micromanager , there are a few ways to flip the situation and thrive under your annoying boss. Angela Copeland, career coach at Copeland Coaching , suggests taking the following steps to help turn a negative micromanager situation into a positive working environment.When it comes to thriving under a micro manager, confidence is key. If you love your job and the biggest issue is your micro manager, then its time to take control of the situation so you can be successful at work without having to worry about the stress your boss adds.It can be tough to build self-esteem when your boss is constantly bringing you down, but Copeland says the important thing to remember is that you are good at your job and youre in the position youre in for a reason.Just remember that they hired you for a reason, says Copeland. Dont gesangsknstler your boss fear of losing control to be a reflection of your work.Handle the issue directly with your bossIt sounds scary and the idea of tackling the issue head on might gi ve you a burst of nerves, but Copeland says that, when it comes to personality conflicts with your boss , the best way to handle it is to speak with them directly. If you talk to another manager about the issue, your boss will likely find out and will feel like you went over their head. Moreover, bringing HR into the situation doesnt always go as planned. Very often, we think of the HR team as our best friends who are there to help make things happier at work for employees, explains Copeland. In reality, their role is typically to help protect the company from serious legal risks, such as lawsuits. Going to HR first will likely make the problem worse. Wait to escalate to HR until youve tried to work it out with your boss one-on-one.So what exactly do you say when you talk to your boss about how their micro management makes you feel? Think of your boss like your customer, suggests Copeland, who adds you should try to come up with asolution that will help them feel better and will give your conversation a starting point.Copeland suggests getting ahead of the annoying ways in which your boss micromanages you. For example, if they are constantly checking in with your or showing up to meetings unannounced, try saying something like, Im feeling as if I may not be providing the type of update about the project that would work best for you. I want to be sure Im providing everything you need. Would it be helpful if I were to provide a daily e-mail update on the project status?This is a direct way to take control of the situation and hopefully come to an understanding with your boss that you will provide the updates and reach out when they are needed. Another idea Copeland suggest is proposing a weekly meeting for you and your boss to catch up on hot topics.When you look for ways to ease their fears, you can begin to manage your manager, says Copeland.If youre einstellungsgesprching for a job but are worried about working for a micromanager, the interview is a goo d time to keep an eye out for any red flags that your boss is a micromanager. When youre interviewing for the job , be sure you look at the process as a two-way street., says Copeland. Dont simply hope and pray the boss will hire you. Think about the things you need to know before accepting an offer. While you go through this process, pay attention to how you feel about your interactions with the boss. Take note of little signs , including how specific they are about your interview schedule, your start date, and your salary.Moreover, another great way to learn about your future boss is to look up the company on Glassdoor . You can look for feedback from employees who have previously worked in your position or work in the department you would be under and can see what employees are saying about the boss .It is possible to thrive under a micromanagerIt might sound impossible now, but if you consider the following and have a one-on-one with your boss, you can pave the way for a b etter working relationship with a little more freedom.If you can be open to finding a solution that will calm the managers fears, you will be more likely to thrive, says Copeland. Dont immediately dismiss your managers needs. Remember that theyre your customer. You need to work with them to find a solution that will work.