Guest Article: We’re only just getting started: 10 years of people2people by Ross Clennett

Twenty two years ago I met Mark Smith when he joined my Recruitment Solutions Sydney temporary accounting team after deciding that a career as a Big 6 (now 4) auditor wasn't for him. Shortly afterwards, ex-CBA Account Manager, Simon Gressier joined the permanent accounting team and a couple of months after that another bored accountant, Manda Milling, joined Simon in the permanent team

Article source:Ross Clennett - We’re only just getting started: 10 years of people2people»



Check out more of Ross Clennett's work at hisblog

How LinkedIn Can Help Your Career Stand Out

Social media is more than just a tool for socialization. Used wisely, social media can help you stand out from your colleagues and get recognized by your bosses, which can lead to raises and promotions. 

You may think that your bosses already know what you do, but with so many workers to manage and so many projects to oversee, it’s unrealistic to think that they can remember the specifics regarding every employee. As a result, you need a way to stand out without actually saying, “Hey, over here! Look at me!”

Social media can also bring you the attention of recruiters for other companies, leading to a lucrative career with another organization, at a company that you never even thought you could work for. While companies in search of new employees may post recruiting notices, this method yields a lot of applicants who do not meet the company’s competency standards. So, a number of companies are using their own recruiters to hunt for qualified candidates. You want to show up on their search.

However, just any social media avenue won’t garner these types of results. The higher-ups are unlikely to search for—or be impressed with—Facebook photos of you grilling in the backyard or smearing ice cream on your spouse’s face. If you want to reach the professionals, you need to go where they hang out. And currently, LinkedIn is the top online destination for people who are serious about their careers.

The beauty of LinkedIn is that it provides a central location to post your profile, showcase your skills, display your accomplishments, gather recommendations, and network with other professionals. By implementing six key steps, you can use LinkedIn to your advantage and catapult your career much further—and much faster—than you think.  

Step 1: Create a Professional Profile 

Creating your profile is the first and most important step in the process of making sure that your career stands out from the crowd. It will require an initial investment of time, but the rewards are well worth it. And if you have an updated and thorough resume, you can upload it to your profile page, which will significantly reduce the amount of work you will need to do. 
You also need to upload a quality photo of yourself. Since the goal is to present yourself as a professional, this photo should be a headshot of you alone, as opposed to a photo of you with your family or favorite pet. Don’t even think about not uploading a photo. LinkedIn career expert Nicole Williams, in an interview with The Washington Post, underscores the importance of a photo: “It’s like shopping for a house online,” she says. And how likely are you to seriously consider a house if it does not include a photo?

Your “headline” which is directly under your name, should immediately tell viewers your employment status and also highlight your strengths. An article by Liz Ryan in Business Week provides samples:

Anne Smith

Startup Veteran/Online Marketing Manager ISO Next Challenge

Or

Mark Rogers

Sportswriter/Editor with Print and Broadcast Chops Seeking New Opportunity

In the summary section, you can share information about your career history or objectives. Ryan provides the following example:

"Ever since I began covering business events for my college newspaper, I've been fascinated by business story-telling and its power to shape audience behavior. As a PR manager for B2B and B2C companies for the past 10 years, I've gotten my employers covered by Businessweek and USA Today by crafting stories that connect readers with our brands." 

Since your profile is similar to your resume, it includes sections for your chronological work history and education. However, as opposed to just listing this information, spice it up by listing your major accomplishments at each stage of your life. 

There are also areas in your profile to upload documents or videos. If you have relevant material, such as slideshows or published articles, adding it will help you to stand out. 
In addition, LinkedIn provides places for you to add your interests and causes. While it won’t hurt to add your love of softball or race cars, you may really gain points by listing your volunteer work. 

In fact, Brendan Browne, LinkedIn’s director of global acquisition tells the Washington Post that he knew a hiring manager who was trying to decide between two equally qualified candidates for a particular job. From reading the candidates’ LinkedIn profiles, she discovered that one candidate volunteered at an animal rescue shelter. And since she was an animal lover, she hired that candidate.

However, you should avoid listing polarizing information, such as membership in political affiliations, since this may produce the opposite effect.  

Step 2: Use Industry Specific Keywords 

This is especially important if you want to be found by recruiters. And, since you never know when your company may downsize—and you will need another job, or when another organization may approach you with a better job offer, it’s a good idea to use keywords in your profile. 

Recruiters often narrow LinkedIn search results through the use of keywords. So if you are an information security analyst, there are certain industry-specific words that you should include, such as “cyberattacks,” “cybersecurity,” protecting data,” “database administrator,” and “penetration testing.” If your profile uses generic phrases such as, “keep files safe,” you can see that your profile will not be picked up by someone searching for industry specific keywords.

On the other hand, if you’re a video editor/animator, your profile should include such terms as “Final Cut Pro,” which is the industry-standard editing software. There are a lot of smaller editing programs, but major film and TV studios use Final Cut Pro, and they don’t want to hire anyone who doesn’t know this program. 

If you know Final Cut, but don’t list it on your profile, you may miss the opportunity to be courted by a company searching for this particular term. And some employers prefer candidates who can also edit audio, so “audio editing,” or “post-audio,” would be crucial keywords to include.

Think through the keywords employers in your field are likely to be searching for and include them in your profile.

Step 3: Connect Liberally  

LinkedIn has over 50 million members, so take advantage of the opportunity to connect with friends from college, former colleagues, and clients broadly. Other sources for connections include people that you meet at conferences, in addition to members of local organizations you're active in and neighbors. 

Having a large network makes you appear to be a friendly, well-rounded person who gets along well with others. And your varied connections make you appear to be more interesting. Companies want employees who have good interpersonal skills, and work well with others, and developing your network is one way to demonstrate your social and interpersonal skills. Also, your contacts may include people who can help you in your job search.

For example, you may be on the neighborhood softball team, but you were not aware that your pitcher’s wife is a senior vice president at that marketing company you would like to work for. Or your college roommate may live next door to the hiring manager of an IT firm that’s recruiting for a position that you’re more than qualified to fill. 

However, avoid trying to connect with people that you don’t know and don’t have anything in common with. For one reason, if your invitations are frequently rejected, LinkedIn will note this and start viewing you suspiciously. They may also revoke your account. 

Also, having a lot of connections that you do not know can backfire. For example, imagine that a recruiter notes that Bob Smith in Marketing and Jane Dane in Accounting are both listed as contacts. The recruiter calls Bob and Jane to inquire about you, and discovers that neither one of them knows you, or knows anyone else who knows you. The recruiter may question if the rest of your contacts are also people that you don’t know—and that is not the type of impression that you want to leave.

While you may not know all of your connections personally, you should have something in common with the person, such as mutual acquaintances, the same alma mater, or membership in the same groups. 

Step 4: Join Groups Within Your Industry

This will help you grow your network, provide you with professional resources, and give you an opportunity to share your expertise. Tufts University states that LinkedIn has over 300,000 groups. For recent Tufts graduates, the University provides examples of potential groups to join:

• Tufts University Professional Network
• Tufts University Alumni Association
• Women for Hire
• Young Professionals in Foreign Policy

If you’re a career coach, LinkedIn has groups for career coaches and resume writers. There are also groups for construction workers, marketing managers, event planners, and just about every industry you can think of. 

However, it’s important to not just join, but to take an active role in some of these groups. For example, if you’re an event planner and someone in your group states that they’re just starting out and having trouble juggling all of their projects, you could volunteer to share your wisdom, tips and tricks regarding how to plan and multitask as an event planner.   

By answering questions and offering helpful advice to others who are not as far along in their career, you stand out as someone who is concerned with helping others. 

Step 5: Ask for Recommendations  

It’s one thing for you to toot your own horn, but it’s another matter entirely when other people sing your praises. And LinkedIn provides a section on your profile page for other people to upload letters of recommendation.  

You should aim for a variety of recommendation letters. If you’re a recent college graduate, ask your college professors, your advisor, your dorm manager, and the manager who oversaw your internship for recommendations. 

Testimonials from current and former colleagues, former bosses, clients and customers, and people with whom you serve in a volunteer basis are also critical for adding validity to your profile. Obviously, these testimonials are impressive to recruiters, but they also show your bosses that other people consider you a valuable member of the organization. And in turn, your bosses may view you more valuably as well. 

Recommendation letters can only be written by other LinkedIn members. And while this may seem like an unnecessary requirement, it actually adds credibility to the recommendations. For one reason, the authenticity of a LinkedIn member can be easily established. For example, if someone wrote a recommendation letter for you, how would anyone know if that is a real person or if you wrote the letter yourself under an assumed name? However, if they have a LinkedIn profile, a photo and connections, it’s a safe bet that this person is real. (And that’s another reason why you need a profile photo. It makes you appear as a “real” person.)

Also, members are more likely to be honest when writing a LinkedIn recommendation since everyone can read it. As a result, even if one of your former coworkers was also your best friend, they’re less likely to embellish your accomplishments because other people who worked with you can read the letter, and would know if the comments were exaggerated. 

LinkedIn recommendations also work in your favor because you have the option of accepting and posting the recommendations you receive, or rejecting them. As a result, if someone writes a letter that you don’t find flattering, you can simply decline it.

Step 6: Follow Thought Leaders and Leading Companies

One of the best ways to show your bosses, and recruiters that you are serious about your career is to follow thought and industry leaders. And fortunately, you can follow them without asking to be connected. You can also follow companies. For example, if you’re in information technology, you may want to follow Bill Gates, Microsoft, Google, Sun Microsystems, and Apple. Organizations frequently post articles, updates and notices through LinkedIn, so you will be abreast of the latest trends and news by following leading companies.

And this is also a great way for you to know when there is an opening in your favorite company so you can apply for it. Plus, if you’re applying for a position, it puts you in a better position to be able to reference company news in your cover letter.

You can also share these articles within your LinkedIn network. Your activity may capture the attention of your bosses and cause them to look at you in a new light. Your professional online presence and online activity makes you stand out to your busy manager.


If you would like to learn more about career  advice, please go to PsychPress website. We provide services and testings that can help you develop your career pathway.

Phone Etiquette For Job Seekers

These days, we are all expected to be accessible and available 24-7 and in the workplace, this is the time when we need information and we need it now! For recruiters, calling a candidate is the quickest and easiest way to get the information you need, when you need it. However, as a Seeker, if you are not expecting this, your surprise phone call from a recruiter can sometimes be a surprise phone interview. When speaking to or leaving a message for hiring managers or recruiters, it’s important to follow some basic etiquette rules.

1. Always sound professional and ready to speak to the hiring manager/recruiter… but also be prepared and have a well memorized or written out message in case you need to leave a message

2. If you leave a message, always leave your name and number twice…name at beginning and end of message and number twice at end of message (repeated back to them)

3. Leave the message slowly and carefully so they can take notes without having to replay the message

4. Let them choose when to call you back by stating in the message “please give me a call at your earliest convenience.”

5. If you do speak to someone, always start off with a brief introduction and question the call time: “Hi this is Matt Warzel calling about the sales position advertised in the newspaper…is this an OK time to speak?”

6. If you do speak to someone, use that time to schedule a meeting in person and not to speak in further detail, unless they wish to do so

7. A great time to call is Friday afternoon after 3:30.

8. Do not bug recruiters constantly because if they need someone with your skills, they will call you. They might not have an opening right away that fits your qualifications, but if they do, they will call you. (Quick non-phone related note: Only apply to the openings that fit in your realm. They do get the “jack of all trades” candidates who in actuality only fit the bill for one or two jobs at most. So be aware of your resume submissions. Follow the job posting directions and make sure you do what they tell you to do if you want to apply to their job. They implement rules for a reason)

Need Capable People? When you need fast and accurate performance indications for your next hire, you need Capable People!

Working with assessment partner, Psych Press, Capable People’s recruitment process integrates the full strength of online assessments and interviewing for fast, job-fit relevant, data-driven results. We use science, not ‘face value’; we learn your goals and company intricacies, not an off-the-shelf solution; and, we are fast and cost effective. Contact CapablePeople on 03 9670 4275 or email info@capablepeople.com.au to find out how we can assist your next campaign.

Guest Article: It's All About You, Right? by Jay Kuhns, SPHR

"Level 5 leaders channel their ego needs away from themselves and into the larger goal of building a great company. It's not that Level 5 leaders have no ego or self-interest. Indeed, they are incredibly ambitious-but their ambition is first and foremost for the institution, not themselves."

- Jim Collins


As you think about the choices you'll make today...your words...your behaviors...what do you think your team will think?


How about your peers? Will they want to follow you; or, is today all about you?


I'd love to hear from you.


No Excuses.







pic







Article source:Jay Kuhns, SPHR - It's All About You, Right?»



Check out more of Jay Kuhns' work at No Excuses HR

Guest Article: Complete Trust: It's how you behave when it's hard or inconvenient by Ross Clennett

I've recently embarked on some further study and one of the first things the program has had us closely consider is trust. Most people, including me, would find it relatively easy to identify those people we trust, those we don't trust and those that are somewhere in between. What is the basis for our trust in a person, or our lack of trust, or our indecision about whether we trust a

Article source:Ross Clennett - Complete Trust: It's how you behave when it's hard or inconvenient»



Check out more of Ross Clennett's work at hisblog

Predictors of job performance: How important is Personality?

It is considered that experience and skill are important predictors of job performance, and traditionally the hiring process has been based on these qualities. In recent years, however, personality has increasingly been recognised as an equally important predictor of job performance. 

Business mogul and entrepreneur Richard Branson is known to place more value on personality than skill set when hiring. Branson maintains that most jobs can be taught relatively quickly, and suggests “if you can find people who are fun, friendly, caring and love helping others, you are on to a winner”. Indeed, more and more businesses are incorporating personality testing into their hiring processes.

Attributes that make up Personality

Motivation, resilience, flexibility, and the ability to take initiative are examples of personality characteristics that strongly affect individual job performance. When planning your next workforce addition/s, it is important to underline which mix of these attributes equals ‘getting the job done effectively’ for the short and long term in your unique setting.

For example, the way individuals approach and complete tasks, adapt to change, and deal with stress are strongly influenced by personality and can have various connotations to performance depending on the environment and culture, not just the role at hand. A receptionist at a health clinic may have to be far more open to sudden adaptation and change than a law firm receptionist.

Predicting environment match 

Personality may also determine the workplace environment in which an individual is most likely to be successful. For example, introverted individuals are more likely to perform well in a job involving independent work, whereas extroverted or outgoing individuals are generally better suited to jobs involving more human interaction. 

Matching personality types together

Employers should also keep in mind how the workplace dynamic is influenced by the personalities of employees, who are more likely to stick around if they are happy in their workplace and get along with their co-workers. Matching younger up and coming employees to more experienced mentors can have great benefits for both parties, but be sure that there isn't a large clash in flexibility or openness.

Recruiting based on personality therefore has a noticeable effect on your organisational goals. Being sure that your chance of turnover is significantly reduced is ultimately going to save costs, knowing that your staff members are adaptive to change will allow larger changes to become successful more quickly, and knowing that your staff are resilient during times of stress will reduce complaints and increase openness to job rotation and potential promotion.

Whilst experience certainly counts for something, the role personality plays in predicting job performance should not be discounted. Businesses can benefit from including an aspect of personality testing early in the recruitment process.

Want to learn more about testing personality directly related to your role and company?

Talent assessment and development Psychologists, Psych Press have a large selection of in-house and customisable assessment tools that link personality to performance prediction for a variety of companies. One such tool, Business Personality Reflections (BPR) has been used for a multitude of roles to ascertain a strong fit for recruiting decisions. Based on a wide field of research and multiple industry norms, this assessment provides a full report for your informed decision. To find out more visit the Psych Press Business Personality Reflections page.

Guest Article: The Last 10% by Jay Kuhns, SPHR

Guest Article: 19 Essays About Achieving Breakthrough Results with Your Team by Jennifer Miller

This month’s Frontline Festival is about how leaders can inspire breakthrough results with their teams. Hosted by Karin Hurt of the Let’s Grow Leaders blog, you’ll find 19 essays written about both the internal and external elements leaders need to help inspire their teams to greater heights. Topics include:

– Business results takes more than smarts

– How to proactively build trust into your business strategy

– Six important benchmarks for high-performing teams

See all the essays at Experts Share Advice on Inspiring Breakthrough Results: A Frontline Festival.

Article source:Jennifer Miller - 19 Essays About Achieving Breakthrough Results with Your Team»

Guest Article: Lonely Is The Word by Jay Kuhns, SPHR

Guest Article: Strength of the World by Jay Kuhns, SPHR

Guest Article: Another insipid piece of lazy recruiter-bashing hits the web by Ross Clennett

The recruitment industry is one that is an easy target for the knockers. I have written about this topic a few times before. The (supposed) quality broadsheet media, use incomplete facts to paint our industry as enjoying a taxpayer-funded 'bonanza'. 'Internet entrepreneurs' looking for a bit of free publicity, engage in a recruiter-bashing by accusing our industry

Article source:Ross Clennett - Another insipid piece of lazy recruiter-bashing hits the web»



Check out more of Ross Clennett's work at hisblog

Is a pay raise the only way to reward employees?

If you have an employee that always shows up on time, obliterates their KPIs and is an overall high achiever, you may feel as though they deserve a raise. However, times are financially tough, and you may not have the sufficient funds to do so. What are you to do? Keep things the way they are until they leave for a higher paying job?

When a pay raise is not an option you need to utilise employee retention strategies, whereby you seek to retain the number of exceptional employees that work with you.

Conducting job satisfaction and culture/climate surveys would be a helpful place to start. These allow you to recognise what employees think is going well and what can be improved.  This information will give you a basic insight into what your employees are thinking/feeling and you can build your retention strategies from these results.

Something as simple as providing a morning tea once a week, for example, could allow staff to feel wanted and is little perk to look forward to.

Offering formal training and career development opportunities is key to maintaining employees. It allows employees to view their career path at the company, and lets them to see themselves as an investment, and you as the investor.

Look into offering flexible working hours, and working from home options, as it allows employees once again feel valued and listened to and may be worth more than a raise, particularly for a parent raising children.

Communicate with your staff. Let them know the great job they are doing, and how much you value their work. The benefits that positive feedback and encouragement from management can provide employees are amazing!

For a growing company, if you don’t already have a Human Resources manager, get one into the fold; they could take huge load off a manager. They will be responsible for implementing such programs and may have their own ideas, as it is their area of expertise.

There are incentives you can offer your staff other than a raise, which still make employees feel valued and wanted. Importantly, they won't hurt your bottom line! If your business can’t offer the same cash as other businesses you need to differentiate yourselves in other forms, and make your company a desirable place to work.

Office laughing and why we should

Feeling a little bit low? Try laughing more! The term "laughter is the best medicine" is often touted a lot, but upon looking into the benefits of how it can help you feel better and get you back on track during times of stress it is definitely worth taking seriously. Several research claims cover how laughing is beneficial to your physical health, including improved blood flow, immune response, endorphin levels and sleep quality; but what about mental health?

Here are 3 ways that laughter can benefit your wellbeing: 

1. Laughter dissipates distressing emotions

Rather than expressing negative emotions such as fear, anger and sadness, people often store their negative emotions. But laughter is a perfect way to let those negative emotions go. In short, laughter is very much cathartic. An example of this is when you are feeling stressed or upset; you watch a funny movie so you can laugh away negative emotions. After you watch the movie, you realise you are no longer pent up with negative emotions.

2. Humour changes perspective

Laughing helps you see events in a more realistic and less threatening light.  A humorous perspective creates psychological distance and this can help you avoid feeling overwhelmed. More and more mental health professionals are suggesting ‘laugh therapy’ which teaches people to laugh openly at things that are not usually funny and to cope with difficult situations by employing humour. (Just don't laugh openly at a client's issues!)

3. Laughing helps learning and creativity 

Daniel Goleman, psychologist, noted that laughter seems to help people think more broadly and associate more freely.  Listening to jokes or even working out a new punch line for a pun activates different areas of the brain and keeps the brain on its toes. In short, you tend to be more innovative and flexible.

Now that you know that laughter works wonders on your mind, how do you bring more laughter in your personal life or workplace? 

Here are 3 simple ways to make a head start on developing a healthier mind: 

1. Create opportunities to laugh. 

This is easier than it seems, and just requires a little kick and reminder when you're going through stressful times. Host a game night with friends or work colleagues. Share a good joke or funny story with others. Visit a comedy club for your next team outing. Attend a “laughter yoga” class, or ever better – run one in the workplace! Play with a pet. Check out the humour section of the bookstore. Make watching funny cat videos a daily habit. 

 2. Try laughing at events instead of lamenting them. 

No one likes a grouch or sourpuss that takes everything too seriously and never laughs at anything.  Some situations in life are clearly sad and not meant for laughing but there are also situations that fall into a grey area, giving you the choice to laugh.  Look for the humour in a situation and uncover the irony and silliness of life. Slowly, you will find the humour in everyday events and you will generally develop a brighter perspective.

 3. Surround yourself with funny and playful people.  

This is probably the easiest way to find laughter. These people are walking reminders to lighten up your day. Their playful point of view and laughter are contagious; stick with them in every chance you get and you will feel more energised and ready for new challenges. Incorporating more laughter into both your personal and professional life can have numerous benefits, so make an effort and start today! If you have any advice or examples of lightening up the environment around you during stressful times, we'd love to hear them!

Guest Article: The F Word: To use or not to use? The sequel by Ross Clennett

Well, didn't last week's blog The F Word: To use or not to use? cause a stir. Within hours of the blog going live, I had a lively social media exchange with Vend's Talent & Innovation Manager, Troy Hammond and various other interested parties, all with something to say on this (clearly) polarising topic. Troy wrote a blog in reply to mine; My reply to Ross Clennentt's blog about our use of

Article source:Ross Clennett - The F Word: To use or not to use? The sequel»



Check out more of Ross Clennett's work at hisblog

Job Interviews: How to Dress for Success

First impressions are everything when applying for a job. Did you know that it only takes around 4 seconds for a person to make a judgment about you? Unfortunately, that judgment is largely based on how you look and what you are wearing so it is imperative you look the part when applying for a job. Your attire and how you are perceived set the scene and tone of the interview and can show a potential employer that you are professional and committed to the job. Hiring managers need to be able to visualise you in that role.

Nicole Williams, LinkedIn’s career expert and best-selling author says, “On a job interview, your attire makes a statement about yourself before you even open your mouth,” she says. “A scuffed shoe, a messy bag, or a low cut shirt can speak volumes.
So, what should you wear to an interview? See the tips below to help you ace that next job interview and make an excellent first impression.

What to wear

Males:

• A suit in black or grey is generally the accepted attire for most companies. It makes you look professional and ready for work. Business shirt with collar and buttons. It must be ironed before you attend your job interview. 
• Matching tie. Don’t be that guy who turned up in a tacky tie with “fun” pictures of Looney Tunes on it. Stick to a colour that matches your shirt and a neutral pattern that looks business-like. Leave the outrageous ties for parties. Shiny dress shoes. Scuffed shoes or sneakers are a definite no as they project a “don’t care” attitude which will not increase your hire ability.

Females:

• A neat business skirt/pants and shirt ensemble with a blazer is the best option. Don’t confuse nightclub attire with business attire. If you would wear it out partying, it’s probably not appropriate for the workplace. 
• A knee length skirt is professional and chic. Showing your thighs while sitting down is not.  
• Keep the shoes conservative and looking neat. Don’t go in with sky-high stilettos or bright, sparkly flats. This looks unprofessional and may suggest to your employer that you are not a good fit for the workplace. 
• Neat make-up, tasteful jewellery and clothing that looks good on you to give an overall impression of competency and professionalism.

Quick tips

• Good grooming:  Men need to be clean shaven or their beards closely trimmed and neat. Clean clothes, trimmed fingernails, fresh breath and your hair neat are essentials for everyone.
• Consider wearing a jacket. A blazer or suit jacket adds polish and dresses up an otherwise more casual outfit. 
• If you’re really stuck you might want to swing past the office a few days before your interview to check what the other employees there are wearing and use that as your guide. Even sitting in the lobby or café for a few minutes and watch who walks into the building will be helpful. However, it is always better to be over-dressed than under-dressed.
  

What not to wear

Males:

• Scruffy or baggy clothes are unacceptable and unprofessional. Graphic t-shirts are also a no-no.
• Keep your thongs at home no matter what other people in the workplace wear on daily basis.
• The same goes for jeans. Turning up in jeans will show an employer that you didn't bother to dress up for the interview and therefore do not take it seriously. This is not the image you want to present.

Females:

• Keep the skin-showing to a minimum. Low cut tops and short skirts are inappropriate and will detract from the ideal employee look that you are going for. 
• Invest in stockings that are ladder and hole free. A little extra effort can go a long way. 
• Do not have a messy hairstyle. It can ruin the rest of your outfit.

Quick tips

Don’t:

• Don’t have your sunglasses on top of your head and your headphones on when you arrive. Remove them before entering the lobby as you never know who you will meet in the elevator.
• Don’t wear too much perfume/cologne or a scent that is overpowering. Many people are allergic to certain scents and it is not the thing that you want your potential employer to remember you by.
• Don’t look like you have been in your clothes all day. Make sure they are as clean and as wrinkle free as possible to show you are professional and prepared.

Guest Article: The Idiot Box by Jay Kuhns, SPHR