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7 Simple Steps to a Stress-Free Career


stress free zoneDo you feel like you’re always stressed on the job? Unfortunately, you’re not alone. Some 83 percent of American workers say they often feel stressed at their jobs. If this isn’t bad enough, apparently our workplace lives are just getting more stressful. The same poll by Harris Interactive for Everest College found only 73 percent of workers cited frequent stress just last year, meaning our stress levels have risen by 10 percent in just 12 months.

Unsurprisingly, work stress is bad for your health and for your productivity. Rushing around in a frenzy can actually infect your team with second-hand stress, according to DePaul University professor Robert S. Rubin. Plus, the more we rush, the less we’re able to focus on any one specific task.

“No one wants to be seen as the slowest moving object in the solar system. You have to keep up with the Joneses—literally,” Ben Jacobson, co-founder of Conifer Research,told The Wall Street Journal.

Whatever happened to workplace simplicity? It’s time to cut back on your stress by taking a few simple steps to declutter your work life. Here are a few ways to go back-to-basics and show your career stress the door:

1. Kick Your Email Addiction

This might be hard to face, but it’s best to just tackle the truth directly: you have an addiction and it’s your inbox. So many workers spend much of their day just playing catch-up to their emails. You might be in the middle of work when you hear the siren beep of a new email zooming into your inbox, and suddenly your work is halted so you can take a look.

It’s time to detox from your inbox. Choose a few times during your day to check your email and stick to this schedule no matter what. For instance, you can check once in the morning, once around lunch, and a follow-up time an hour or two before clocking out. By limiting the amount of time you spend lost in your inbox, you can tune out the noise and allow yourself to focus.

2. Steer Clear of Workplace Drama

You came to your office to work and yet somehow your workplace has become more political than an episode of House of Cards. Office politics hurts company morale, and47 percent of workers feel office politicking also hurts productivity. Sadly, a study by by Robert Half International found 60 percent of workers felt like they had to play the game.

Don’t get caught up in stressful office politics. Let your work speak for itself and take yourself out of negative situations where gossip flows and hurt feelings flourish. One of the best ways to simplify your work life is to steer clear of the drama.

3. Give Yourself a Break

If you feel like you’ve hit a wall after lunch, know you’re not alone. According to research, your body hits a sleepiness peak around 2 p.m.

Instead of taking a nap, which is still frowned upon in many workplaces, give yourself a little mental break. Take a few minutes to check in with friends on social media or take a walk outside to clear your head. Don’t stress if your attention is lagging — instead, give yourself permission to let your mind wander.

4. Surround Yourself With Positivity

It’s hard to feel stressed when you’re looking at a picture of a baby animal. This is certainly what researchers at Hiroshima University discovered when they found pleasant images such as tiny kittens make workers more productive.

To cut down on stress, surround your office space with positive images. Don’t leave your office or cubicle empty — fill it with planets, posters, and pictures of loved ones. A positive work environment can work as a pick-me-up when you get particularly stressed.

5. Communicate Regularly

It’s easy to feel overwhelmed if you don’t think your voice is being heard by upper management. In fact, less than one-third of workers felt management would change practices based on suggestions and feedback provided by employees. You want to be respected at your company, and the best way is to make your voice heard. Cultivate communication networks with your coworkers, your team, and your boss. If your workload is overwhelming, don’t be afraid to say something and ask for practical solutions to cut down on your stress levels.

6. Learn to Say No

You might want to do everything and tackle every possible challenge, but sometimes the biggest challenge is finding the strength to say no. Taking on too much responsibility is the best way to end up burnt out and feeling frayed. Research by the University of California in San Francisco found people with difficulty saying no are more likely to experience stress. While unpleasant, sometimes the healthiest thing you can do is bow out gracefully and avoid overextending yourself.

7. Take Note of Your Silver Linings

It’s easy to let the little stresses on the job pile up and blot out the things you genuinely love about the job. Every day, take a few minutes from your schedule to jot down your workplace “silver linings.” Write down a project you’re excited about tackling, a nice thing a coworker did, or even a reminder of why you love your job. It’s easy to make a mountain out of a molehill, but don’t let the daily grind rid you of your career passion.

Stress doesn’t have to weigh down your career. To become happier and more productive, it’s time to simplify your working life.

The Differences Between Successful People and Unsuccessful People

People Success

A few weeks ago I received a postcard in the mail from the CEO of Petra Coach, the creator of Align Software and a fellow member of Entrepreneurs Organization. I’ve never met him, but Andy Bailey and his postcard that I hung up on my wall have already had a profound effect on me, reinforcing values I believe in and reminding me on a daily basis of the attitudes and habits that I know I need to embrace in order to become successful.

Below are the 16 differences between successful people and unsuccessful people that Andy Bailey and the postcard claim, followed by a picture of the postcard itself:

1. Embrace change vs. Fear change

Embracing change is one of the hardest things a person can do. With the world moving so fast and constantly changing, and technology accelerating faster than ever, we need to embrace what’s coming and adapt, rather than fear it, deny it or hide from it.

2. Want others to succeed vs. Secretly hope others fail

When you’re in an organization with a group of people, in order to be successful, you all have to be successful. We need to want to see our co-workers succeed and grow. If you wish for their demise, why even work with them at all?

3. Exude joy vs. Exude anger

In business and in life, it’s always better to be happy and exude that joy to others. It becomes contagious and encourages other to exude their joy as well. When people are happier they tend to be more focused and successful. If a person exudes anger, it puts everyone around them in a horrible, unmotivated mood and little success comes from it.

4. Accept responsibly for your failures vs. Blame others for your failures

Where there are ups, there are most always downs. Being a leader and successful businessperson means always having to accept responsibility for your failures. Blaming others solves nothing; it just puts other people down and absolutely no good comes from it.

5. Talk about ideas vs. Talk about people

What did we all learn in high school? Gossip gets you nowhere. Much of the time it’s false and most of the time it’s negative. Instead of gossiping about people, successful people talk about ideas. Sharing ideas with others will only make them better.

6. Share data & info vs. Hoard data & info

As we all learned in kindergarten, sharing is caring. In social media, in business and in life, sharing is important to be successful. When you share you info and data with others, you can get others involved in what you are doing to achieve success. Hoarding data and info is selfish and short-sighted.

7. Give people all the credit for their victories vs. Take all the credit from others

Teamwork is a key to success. When working with others, don’t take credit from their ideas. Letting others have their own victories and moments to shine motivates them and in the long term, the better they perform, the better you’ll look anyway.

8. Set goals and life plans vs. Do not set goals

You can’t possibly be successful without knowing where you’re going in life. A life vision board, 10 year plan, 3 year forecast, annual strategic plan, and daily goal lists are are useful tools of the mega-successful people in your life. Get your vision and goals down on paper!

9. Keep a journal vs. Say you keep a journal but don’t

Keeping a journal is a great way to jot down quick ideas or thoughts that come to mind that are not worth forgetting. Writing them down can lead to something even greater. You can even use mobile apps or your Notes function in your phone. But don’t fool yourself by saying you keep a journal and not following through.

10. Read every day vs. Watch TV every day

Reading every day educates you on new subjects. Whether you are reading a blog, your favorite magazine or a good book, you can learn and become more knowledgeable as you read. Watching television, on the other hand, may be good entertainment or an escape, but you’ll rarely get anything out of TV to help you become more successful.

11. Operate from a transformational perspective vs. Operate from a transactional perspective

Transformational leaders go above and beyond to reach success on another level. They focus on team building, motivation and collaboration across organizations. They’re always looking ahead to see how they can transform themselves and others, instead of looking to just make a sale or generate more revenue or get something out of the way.

12. Continuously learn vs. Fly by the seat of your pants

Continuously learning and improving is the only way to grow. You can be a step above your competition and become more flexible because you know more. If you just fly by the seat of your pants, you could be passing up opportunities that prevent you from learning (and growing!)

13. Compliment others vs. Criticize others

Complimenting someone is always a great way to show someone you care. A compliment gives a natural boost of energy to someone, and is an act of kindness that makes you feel better as well. Criticizing produces negativity and leads to nothing good.

14. Forgive others vs. Hold a grudge

Everybody makes mistakes; it’s human. The only way to get past the mistake is to forgive and move on. Dwelling on anger only makes things worse – for you.

15. Keep a “To-Be” list vs. Don’t know what you want to be

A “To-Be” list is a great way to strategize for the future. I want to be an elected official one day. I want to be a TED speaker. I want to be the CEO of a public company. I want to be a great father and husband. Unsuccessful people have no idea what they want to be. If you don’t know what you want to be, how can you achieve success? What do you want to be?

16. Have Gratitude vs Don’t appreciate others and the world around you.

Moments of gratitude, each and every one, transform my life each day- and unquestionably have made me more successful and more happy. The people who you are grateful for are often the ones who have a huge part in your success. Be sure to thank everyone you come in contact with and walk with a spirit of gratitude and appreciation and even wonder, about the world around you. Gratitude is the ultimate key to being successful in business and in life.

Successful vs Un

Eight rules for success at work

We desire success at work and a satiating career. But what does it take to get there? In this article, I have jotted down traits that I have always adhered to. These work for me. These generic guidelines transcend industries and will help you too. If widely followed, they will also make the work environment a positive place for everyone.

success of work

  1. Be open-minded: All workplaces are not the same. So, it is best not to bring in rigid notions about your job, your team or your company. Instead, being open-minded allows you to imbibe the company culture and to successfully navigate through its dynamics. Observe, understand and quickly calibrate yourself to your new work environment.
  2. Learn: Boredom at a job typically sets in when you stop learning. Consistently strive to learn new skills and to apply them more efficiently. As Tennyson says, work “to strive, to seek, to find and not to yield.” This will keep you enthused and help you deliver more value for your organization.
  3. Enjoy: Work with a happy spirit. When you relish your work, your passion for what you do will show. Your happy and amicable demeanor will also influence positivity in the larger organization. On the other hand, if you don’t appreciate your job, step back and re-evaluate your fit/needs and pursue your heart.
  4. Communicate: Listen well and respond well. It is important to know your audience so you can customize your verbal or written communication. Think ahead, anticipate follow-up questions and be ready. Ensure that your message avoids ambiguities and is not warped or lost in translation. Share information, provide timely updates and call out expectations. Don’t be afraid. Communicate.
  5. Set the right expectation: Right from day one, you have to draw the line on what you want to do, are willing to do, and can do. Of course, this needs to be balanced against situations that need you to step up. If you have been stretching yourself at work without indicating so to your managers, you will be setting yourself up for that level of productivity all the time. This will ultimately lead to a bad work experience.
  6. Be diligent: Good work ethics are a must for success. You cannot expect your workplace to reward you if your commitment to the organization is not evident. The relationship between the employee and the company is built on mutual commitment, and diligence is integral to this dynamic. These four lines sum it all- “The heights by great men reached and kept
    Were not attained by sudden flight,
    But they, while their companions slept,
    Were toiling upward in the night.”
  7. Be yourself: You shine best when you are your natural self. Attempting to be someone you are not will result in unhappiness and also stunt success. When you have an artificial persona at work, you will also be outshone by others who can naturally perform similar responsibilities as their flair and interest levels will be much higher than yours.
  8. Be a good human: This one is closest to my heart. Your work place, much like your life outside of it, is all about people & relationships. Be it your bosses, peers, other teams, reports or customers, please display empathy. Put yourself in their shoes and appreciate the alternate perspective. In some situations, empathy and kindness are branded as weaknesses. On the contrary, they generate trust and foster a great working environment.

The truth is that there is no universal framework for success at work. It depends on individual capabilities and company DNA among other things. It also rests on whether you love what you do. However, you ill maximize the chances of your success by following a set of rules. The tenets I have articulated here resonate with me. Hope they provide you a basis for realizing your career goals too.

I would love to hear from you on other metrics you use. Please also comment if you disagree with this framework. Perhaps that will help me finesse my approach further.

The Top Transferable Skills Every Manager Should Have

Every sector or profession comes with its own set of demands but when it comes to management there are certain skills and character traits that are always transferable.

Whether you look at a successful leader in manufacturing or in a service industry, you will see that they share very similar skills. Here are just a few of those:


If you want people to go that extra mile then you have to be prepared to show them how it is done. The best managers and leaders are those who set an example by working the hardest and making the most effort. Managers who are complacent will either attract like-minded individuals or create a sense of resentment from their staff.


Good communication removes any doubt or misunderstanding from the workplace. That means making it absolutely clear to your staff what is expected from them. Steer clear of unnecessary jargon and double check that when you have briefed someone they have properly understood everything. However, the art of good communication is also about explaining the vision and values of a company. Every single employee should grasp exactly what the company stands for, and as a manager it is your responsibility.


The soft skills of management should never be underestimated. If you want to get the very best from people you have to be able to understand exactly what it is that makes them tick. We are all complex and complicated individuals and are motivated in many different ways. Some are driven by financial incentives whereas others are focused on constantly developing their skill set. Some people need constant encouragement but others are more individualistic. The very best managers are the ones who are psychologically tuned in to all of their staff. Get that right and half the battle is already won.


This is important at all times, but particularly in tough situations. Managing is not something that can be done half-heartedly and every decision should be taken with real purpose and decisiveness. Employees can very easily spot when somebody is not in control, so it is important you are never unsure of yourself. Whatever the situation; remain calm, gather all the necessary information, and make your decision with conviction.

Phone Interview: Preparing for a Phone Interview

Consider these tips as you prepare for a phone interview.

A phone interview is a key step in the hiring process and your success in the phone screen is critical to move your candidacy forward for a position.  Remember, it is an interview – take it seriously.  If you don’t do well on the phone interview, you are out of contention for the position.

Telephone interview

  • Be prepared.  Treat the phone interview no differently than a traditional in-person interview.  Do your homework on the company and the interviewer.
    • Have your resume in front of you – the one the interview has in their hands.
    • Have the job description in front of you.
    • Have a list of questions ready to ask.
    • Have a list of items you want to be sure are covered in the call.  Review the list before the call ends.
    • Have paper and a pen ready for taking notes and a solid surface for writing.
    • Go to a quiet place and remove all distractions.  Shut off the TV and the music.  Shut off your cell phone.  Minimize open programs on your computer, but have it ready to go in case the interview wants you to go to something online.  Go to an area where there is no background noise – no door bells ringing, no dogs barking, no kids playing.  Close the door to the room you are in.
    • Conduct the call from home.  You have more control over the environment at home than in a public place.
    • Use a landline.  Unless you have highly reliable cell service and quality cell phone, conduct the phone interview from your landline.  If you do use a cell phone, make sure the battery is fully charged.  Have the charger ready in case you need it.  Turn off call waiting.
    • Be ready to accept the call 5 minutes before the scheduled start time.   Do not let the call go to voicemail.
    • Answer the phone professionally when it rings, “Hello, this is Jane Smith.”
    • Posture yourself as you would during an in-person interview.
    • During the conversation, do not smoke, eat, drink or chew gum.
    • Speak slowly and clearly and directly into the phone.
      • Don’t doodle or get otherwise distracted.
      • Don’t talk about money.  A phone interview is a pre-screening tool and it is too early in the process to discuss money.
      • Have your calendar in front of you in case the interviewer wants to schedule the next step.
      • Ask what the next step is in the interview process and clarify that you are interested in moving forward in the process.
      • Be prepared with a strong finish to the call summarizing why you are the best candidate for the position.
      • Thank the interviewer for their time speaking with you.
      • Be sure you have the interviewer’s email address and send a thank you note a few hours after the call.  If you don’t have their email address, ask for it during the call

Practice, practice, practice!  Phone interviews are very common and most employers use them.  If you can, conduct a mock phone interview with a family member or friend.  Work out the kinks and get feedback on how you may be perceived by the interviewer.

The Undercover Interviewer: “Do You Have Any Questions for Me?”

“Do you have any questions for me?” could be the biggest trap of the professional job interview. That is, when the interviewer turns the tables and offers to answer whatever questions may be on your mind. Don’t be fooled. This is not the moment to relax or think that the interviewer is just being polite. In fact it is often the most important part of the interview. This is your chance to show how much homework you’ve done – or not – about the company. How much insight you have – or don’t – about the position you’re discussing. And whether or not you are accurately reading the dynamics of the interview.

Do not wait to be surprised when this question comes at you with five or seven minutes left in the interview. Get ready beforehand and use it as the opportunity to differentiate yourself from your competition.

The worst possible answer to this question is, “No, thanks, I think I have everything I need.” If you do that the interviewer will write you off, then and there. as someone who isn’t hungry, isn’t curious about the organization or doesn’t care about the interviewer him or herself. Rather, prepare a series of questions that link to your narrative as discussed in my previous “Undercover Interviewer” post.

Some examples of good areas to probe and effective questions to ask when given the chance:

  • About the culture – “How would you describe the kinds of people that thrive in the company and those that don’t fit in? What does that say about the culture?” Or even more specific, “As I reflect on my two previous organizations, one culture was all about collaboration, teamwork, never using the word ‘I’ and the other was much more a star system, where it was all about standing out as an individual performer. How does this organization operate on that dimension?”
  • About the position – “What would success look like in the position? If I were to be offered the job and a year from now we were reviewing how it’s going, what would I have accomplished for you to say, ‘What an amazing year you’ve had?’
  • About the interviewer – “Tell me a little bit about your story. How did you find your way into the company? What have you enjoyed most and what’s been most frustrating?” It goes without saying (but it is worth repeating), people love to be asked about themselves. An even better way to ask this question is to have Googled the person you’re meeting and framing a question about them with specifics about what they’ve done, where they went to school, what they may be known for.
  • About the company – “In the most recent earnings call, the CFO said that the company is now projecting flat revenue for the year. Given that the market is growing double digits, shouldn’t I be concerned about the strategy not working?” Or “Would it be an accurate interpretation to say that your two most recent acquisitions were made to attract talent, or ‘acquihires?” If that is the case, why do you think it’s been so difficult to attract the talent you need?” When asking about the company and strategy, assuming you’ve done your homework it’s fine to be challenging – as long as you’re not being insulting or personal about it.

As you can see, there are any number of questions to ask when you’re given the opportunity in the last part of an interview. Your goal for the interview is for the interviewer to describe you, once you’ve left as being “very sharp and asking great questions.” Asking great questions in an interview is among the most sure-fire ways to get the job.

Desperately Seeking Superstars: Three Can’t-Miss Interview Questions

Blog Interview from Linkedin










Reading this morning’s jobs report, I was glad to see improvement over the last several months, but still shocked that the unemployment rate remains so high. I continually hear from friends that their companies can’t hire fast enough, yet new job creation remains depressed across the country. The startup world is hungry for new talent, innovative ideas, and great people to build their companies. ZocDoc currently has 120 open positions and most startups I know are working hard to bring great people on board.

Why is it that so many innovative companies have such a hard time finding top people to join their teams while millions of capable, engaged individuals struggle to find work? It appears to me that there is a huge information gap on both sides of the equation: many candidates don’t apply for roles they would excel in, assuming they’re not qualified to work in certain departments, companies, or industries while hiring managers often get hung up on a candidate’s resume and miss great people who would be tremendous assets to the team.

I frequently remind managers to consider a potential candidate’s intrinsic qualities and remember that while hard skills can be taught or enhanced, someone’s natural talents are a better predictor of success. Early in ZocDoc’s growth, I was close to hiring a candidate for business development who I believed had the tenacity, sales skills, and intelligence that we needed to move to the next level. I ultimately passed, because it seemed as if his resume was too short and his experience wasn’t specific enough to our industry. I regretted my decision afterward and still do. He would have been an excellent addition to the team but I allowed the resume to make my decision. This experience stayed with me and it soon became clear that my potential next hire was around every corner. Years ago when ZocDoc was planning to expand to Chicago, a small group of us spent a few days on the ground to learn the market and understand the layout of the city. While there, we met a server at a pizza restaurant who floored us with her helpfulness and ability to stay cool in stressful situations. We were looking for an office manager at the time and encouraged her to apply. Three years later, she’s incredibly savvy in negotiating property deals and has been integral in fostering the culture here at ZocDoc.

How do you gauge intrinsics in an interview? How do you really learn someone’s true nature? It’s challenging, of course, but preparedness goes a long way in talking to candidates. Everyone has their go-to interview questions, and I spoke with a few friends to understand their tactics to suss out whether or not a person will be a good fit for their organization:

Which aspect of your job do you like the least?

Siggi Hilmarsson of Siggi’s Diary is fond of this question, which allows the interviewer to quickly understand the candidate’s disposition and ability to communicate honestly, effectively, and diplomatically. This question will also uncover the candidate’s peeves, allowing you to determine whether or not there might be conflicts with other members of the team or the organization on the whole.

What motivates you to work hard?

I loved H. Bloom CEO Bryan Burkhart’s rationale for this question:

“When I ask this question, I’m looking for superlatives: ‘I am extremely driven. I rowed crew in college and wanted to be the best,’ or ‘I am a perfectionist. I work hard to ensure that everything is perfect,’ or ‘I am so passionate about this industry. I want to delight everyone with our service.’ This might sound a bit strange, but I’m looking for intensity in body language. I want to hire people who hear this question and lean forward, make unequivocal eye contact, and speak with conviction.”

How does your behavior at work differ from that at home or with friends?

I’m a fan of this question for a number of reasons. It’s unexpected, which encourages a candidate to get out of autopilot and have a thoughtful and natural conversation with the interviewer. The response should indicate that the candidate has a healthy sense of self-awareness and adaptability. Don’t look for the “right” answer, but rather a clear indication that the candidate has learned from prior positions and can effectively articulate how he or she continues to improve. This quality – the desire to always grow and improve – is one of the traits that we most value at ZocDoc, and this question can be great for uncovering this drive in candidates.

With graduation season on the horizon and scores of new job-seekers joining the search for a career, let’s remember to keep an open mind about who we invite to join our teams. Be sure to encourage everyone in your organization to think in the same way, because you never know where your next great contributor will come from. Referrals are an awesome way to grow your team and you’ll be wowed by what happens when your whole company takes on the role of recruiter (we’ve got great hiring stories about helpful store clerks and chatty neighbors on airplanes to prove it!).

Do you have a great unexpected hiring story or special interview question you ask? Let me know in the comments below!

Hanna Briggs writes on the awkwardness of Skype interviews….

Hannah Briggs Skype Interviews

The job interview is an ordeal that most people face at some stage in our career. But as video starts to take the place of the face-to-face interview, is it easier or harder now to land your dream job?

Today the trick to making a good impression at interview may be less about what you know and more about how you come across on camera.

Jean Luc, a 30-year-old marketing professional from Greenwich, recently had his first video interview for a role at a web start-up company based in Berlin.

“I had the usual nerves before my interview. But I Skype all the time as my parents live in South Africa so it felt like a much more familiar process. What I found quite disconcerting was when I first turned on the video, my interviewer had his camera turned off.

“It would have been awkward if I turned my camera off and on again so I just went through the interview with a black screen. It was a bit like talking to myself.”

Looking in the wrong place is just one of the common pitfalls of video interviews, says New York-based career coach and blogger Megan Broussard.

“It’s tempting to watch yourself in that little box to make sure your hair isn’t in your face or that you’re not making weird facial expressions. But the truth is that it is very distracting to the other party and can come across as shy and even insincere – two qualities both employers and new hires want to avoid.

“It’s OK to watch the speaker on the screen, but respond by looking into the camera to create the illusion of direct eye-contact, always.”

In the US more than six out of 10 HR managers now use video to interview job applicants, according to a survey.

A growing number of UK firms are adopting a similar approach, says Claire McCartney, from the Chartered Institute of Personnel and Development (CIPD).

“Video interviewing is becoming an attractive option as organisations branch out overseas,” says McCartney.

As well as live interviewing on services like Skype, some firms are giving video “questionnaires” for candidates to record.

The UK company, Webrecruit, reports a steady increase in the use of automated video interviewing over the past few years. Employers can view recorded responses from candidates in their own time.

“Clients will input their questions, then the candidate receives an automated email inviting them to sit the interview,” explains Webrecruit’s Leona Matson. “The interviewee can then sit the interview within an allocated time frame, the answers are recorded, and then the client can view it at a time that suits them.”

As hiring becomes more global for candidates and employers, video interviews can be much more cost-effective.

In 2012 employers in the UK spent an average of 10 working days interviewing, 16% of the working week travelling to meet candidates and £3,286 reimbursing candidates’ travel expenses, according to a survey carried out by Cammio – a Dutch company specialising in online video services.

“The significant drain on time and resources companies face when scheduling and carrying out interviews means for many, it can be an expensive and time-consuming task,” says Matson.

For large firms with international graduate schemes, the savings can be significant. Sellafield’s graduate scheme cited cost savings of £14,000 using video technology to screen interview candidates.

The European Organization for Nuclear Research (CERN) also report cutting recruitment costs by 20% using automated video assessments for first-round interviews.

First impressions are still crucial.

“You can definitely gain a better first impression of candidates using a combination of video and CV rather than their CV only,” says Walter Hueber, chief executive of Cammio. “It’s much more visual and allows you to get a broader assessment of the candidate.”

But does the technology give the younger generation an unfair advantage?

“It can take some getting used to,” says Peter Russell of VuCall, a company offering video consultations based in London. “When we started three years ago, it took some time for people in a business context to feel comfortable seeing themselves on screen. After a while though, they just got used to it and learned to relax.”

Jean Luc says he would prefer to do all his interviews via video in future, to avoid unnecessary anxiety.

“This way you avoid the pressure of getting to the interview on time, getting stuck in traffic or worrying so much about what to wear. I felt much more at ease interviewing at home and I was able to think more clearly before responding.”

But sometimes you can’t beat face-to-face contact says Mike Parker, who runs Pitchcoach, a business communication consultancy.

“I suspect that for senior jobs face-to-face will continue. You can’t see the handshake. You can’t see how they walk into the room.

“Half of all business travel, in theory, could be substituted with telecommunications, but it isn’t. Why?”

Some good basic points still missed by some…

Donna Fuscaldo writes about the seven deadly sins of job interviewing.

Women Interview1. Don’t Be Late To the Interview

Even if your car broke down or the subway derailed, do everything you can to get to that job interview on time.

“If you have a legitimate excuse it’s still hard to bounce back,” says Pamela Skillings, co-founder of job coaching firm Skillful Communications. “People are suspicious because they hear the same excuses all the time.”

On the flip side, you don’t want to show up too early and risk appearing desperate, but you do want to be there at least five minutes early or at the very least on time.

2. Don’t Show Up Unprepared

It seems simple, but countless people go on job interviews knowing very little about the company they are interviewing with when all it would take is a simple Google search to find out. As a result, they end up asking obvious questions, which signal to the interviewer that they are too lazy to prepare.

“Don’t ask if the company is public or private, how long it’s been in business and where they do their manufacturing,” says Mark Jaffe, president of Wyatt & Jaffe, the executive search firm. “Sharpen your pencil before you go to school.”

3. Don’t Ask About Salary, Benefits, Perks

Your initial interview with a company shouldn’t be about what the company can do for you, but what you can do for the company. Which means the interview isn’t the time to ask about the severance package, vacation time or health plan. Instead you should be selling yourself as to why the company can’t live without you.

“Your interest should be about the job and what your responsibilities will be,” says Terry Pile, Principal Consultant of Career Advisors. “Asking about vacation, sick leave, 401K, salary and benefits should be avoided at all costs.”

4. Don’t Focus On Future Roles Instead Of The Job At Hand

The job interview is not the time or place to ask about advancement opportunities or how to become the CEO. You need to be interested in the job you are actually interviewing for. Sure, a company wants to see that you are ambitious, but they also want assurances you are committed to the job you’re being hired for.

“You can’t come with an agenda that this job is just a stepping stone to bigger and better things,” says Jaffe.

5. Don’t Turn The Weakness Question Into A Positive

To put it bluntly, interviewers are not idiots. So when they ask you about a weakness and you say you work too hard or you are too much of a perfectionist, chances are they are more apt to roll their eyes than be blown away. Instead, be honest and come up with a weakness that can be improved on and won’t ruin your chances of getting a job.

For instance, if you are interviewing for a project management position, it wouldn’t be wise to say you have poor organizational skills, but it’s ok to say you want to learn more shortcuts in Excel. “Talk about the skills you don’t have that will add value, but aren’t required for the job,” says Pile.

6. Don’t Lie

Many people think its ok to exaggerate their experience or fib about a firing on a job interview, but lying can be a surefire way not to get hired. Even if you get through the interview process with your half-truths, chances are you won’t be equipped to handle the job you were hired to do. Not to mention the more you lie the more likely you are to slip up.

“Don’t exaggerate, don’t make things bigger than they are and don’t claim credit for accomplishments you didn’t do,” says Jaffe. “You leave so much room in your brain if you don’t have to fill it with which lie you told which person.”

7. Don’t Ask If There’s Any Reason You Shouldn’t Be Hired

Well-meaning career experts will tell you to close your interview by asking if there is any reason you wouldn’t be hired. While that question can give you an idea of where you stand and afford you the opportunity to address any concerns, there’s no guarantee the interviewer is going to be truthful with you or has even processed your information enough to even think about that.

“All you are doing is prompting them to think about what’s wrong with you,” says Skillings

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