5 Ways to Spot a Bad Boss In An Interview

Stephanie Taylor Christensen, Contributor Forbes.com

A boss can literally, make or break your career. Here are five ways to spot the bad ones before they become yours.

A great boss can make you feel engaged and empowered at work, will keep you out of unnecessary office politics, and can identify and grow your strengths. But a bad boss can make the most impressive job on paper (and salary) quickly unbearable. Not only will a bad boss make you dislike at least 80% of your week, your relationships might suffer, too. A recent study conducted at Baylor University found that stress and tension caused by an abusive boss “affects the marital relationship and subsequently, the employee’s entire family.” Supervisor abuse isn’t always as blatant as a screaming temper tantrum; it can include taking personal anger out on you for no reason, dismissing your ideas in a meeting, or simply, being rude and critical of your work, while offering no constructive ways to improve it.  Whatever the exhibition of bad boss behavior, your work and personal life will suffer. Merideth Ferguson, PH.D., co-author of the study and assistant professor of management and entrepreneurship at Baylor explains that “it may be that as supervisor abuse heightens tension in the relationship, the employee is less motivated or able to engage in positive interactions with the partner and other family members.”

There are many ways to try and combat the effects of a bad boss, including confronting him or her directly to work towards a productive solution, suggesting that you report to another supervisor, or soliciting the help of human resources.  But none of those tactics gurantee improvement, and quite often, they’ll lead to more stress. The best solution is to spot a bad boss—before they become yours! Here are five ways to tell whether your interviewer is a future bad boss.

1. Pronoun usage. Performance consultant John Brubaker says that the top verbal tell a boss can gives is in pronoun choice and the context it is used. If your interviewer uses the term “you” in communicating negative information ( such as, “you will deal with a lot of ambiguity”), don’t expect the boss to be a mentor.  If the boss chooses the word “I” to describe the department’s success—that’s a red flag.  If the interviewer says “we” in regards to a particular challenge the team or company faced, it may indicate that he or she deflects responsibility and places blame.

2. Concern with your hobbies. There is a fine line between genuine relationship building, and fishing for information, so use your discretion on this one. If you have an overall good impression of the potential boss it may be that he or she is truly interested in the fact that you are heavily involved in charity work, and is simply getting to know you. On the other hand, the interviewer may be trying to determine whether you have too many commitments outside of work. The interviewer can’t legally ask if you are married, or have kids, so digging into your personal life can be a clever way to understand just how available you are.

3. They’re distracted. The era of email, BlackBerrys and smartphones have made it “okay” for people to develop disrespectful communication habits in the name of work. Particularly in a frenzied workplace, reading email while a person is speaking, multi-tasking on conference calls and checking the message behind that blinking BlackBerry mid-conversation has become the norm of business communications. But, regardless of his or her role in the company, the interviewer should be striving to make a good impression—which includes shutting down tech tools to give you undivided attention. If your interviewer is glancing at emails while you’re speaking, taking phone calls, or late to the interview, don’t expect a boss who will make time for you.

4. They can’t give you a straight answer. Caren Goldberg, Ph.D. is an HR professor at the Kogod School of Business at American University. She says a key “tell” is vague answers to your questions. Listen for pauses, awkwardness, or overly-generic responses when you inquire what happened to the person who held the position you are interviewing for, and/or what has created the need to hire. (For example, if you are told the person was a “bad fit,” it may indicate that the workplace doesn’t spend much time on employee-development, and blames them when things don’t work out).

You should also question turnover rates, how long people stay in given roles, and what their career path has been. All of these answers can indicate not only if the boss is one people want to work for, but whether pay is competitive, and employees are given a career growth plan.

5. They’ve got a record. Ask the potential boss how long he or she has been at the company, in the role, and where he or she worked before coming to it to get a feel for his or management style, and whether it’s what you respond to.  For example, bosses making a switch from a large corporation to a small company may lead with formality. On the other hand, entrepreneurs tend to be passionately involved in business, which can be a help or a hindrance, depending on your workstyle.

Goldberg also recommends searching the site eBossWatch, where you read reviews that former employees have given to a boss. If you’re serious about the position, she also suggests reaching to the former employee whose spot you are interviewing for, and asking for their take on the workplace. (LinkedIn makes this task easy to do). The former employee’s recount may not necessarily reflect your potential experience, but it can help you to determine whether his or her description of the job and company “jibes” with what the potential boss said.

Okay, so for the past three years you finally got the courage to take that leap of faith and put your resume out there and go after the job of your dreams. Restaurants are starting to expand once more and you figure ‘now is the time’ (and in my professional opinion your opportunities couldn’t be more plentiful). You do your homework and target the three restaurant companies as your next ‘home away from home’ and after the two to three week courtship, you accept the best offer, throw in your two week notice and take a weeks vacation to get energized for the next chapter of your life. Sound too familiar?

While you’re sipping on your Pina Colada on the warm beaches off of some exotic Caribbean island, now’s the time to start thinking and ask yourself “how do I get to the next level of my career”. Let’s face it; unless you have a crystal ball, that actually works, there is no textbook answer that any professional can offer because every restaurant operation has their own set of rules, culture and beliefs. However, there is one constant variable that is universal no matter what segment of the restaurant or hospitality industry you’re in and that’s people, people, and people. A successful manager knows how to identify, relate and lead multiple groups of people from various backgrounds and genders to a common goal of customer satisfaction. Restaurant professionals need to remember that perception IS reality in the eyes of consumers and your employees play a large role in your success as a manager.

If you’re looking to fast track your restaurant career you may want to consider integrating these 5 tips:

1. Share Your Career Path With Your Company. There’s a saying in business that, “If you don’t promote yourself, nobody else will.” Don’t be reserve and keep your goals to yourself when it comes to your desire to move up the company ladder. Share your goals with your immediate supervisor and ask them if they’re attainable. Get your immediate supervisor to “buy in” to your goals and set reasonable time limits to have them completed. By having this “buy in” with your company, you’re demonstrating that not only can you accomplish the goals set by the company, but those that you have set for yourself.

2. Help As Many People As You Can. People develop relationships with those around them when you offer help. The more people you help in attaining their goals, you’ll find that your goals get a lot easier to accomplish. Why? Not only are you investing in the future to those you assist but karma seems to make its way full circle.

3. Be Consistent. As restaurant managers, we make hundreds of decisions each week that, whether good or bad, decide various outcomes. No one person keeps a mental tally of your impartiality, fairness and consistency than your employees and the professionals you surround yourself. Restaurant operations, as well as its employees, are based around routines because each routine is meant to be consistent. From how an employee is counseled on excessive tardiness to loading the dishwasher, each company sets its standards for each routine that must be followed and employees need to be able to depend on its management staff to be consistent.

4. Hire and Retain Quality Employees. Bottom line, quality employees inspire and motivate others by their example and enthusiasm. Good employees will inspire others directly and indirectly toward higher achievement and those around them feel more confident because of that higher level of competency. As hiring quality employee’s accounts for fifty percent of the equation, keeping those superstars happy account for the other fifty. What managers fail to realize is the smallest gestures mean a lot and don’t cost much to keep employees happy. Notoriety for a job well done in the presence of and surrounded by fellow employees is gratification that employees crave. Employees want attention and recognition and are hungry for any and all types of acknowledgement of their value.

5. Educate and Train Constantly. Continuing to improve your employees to become more educated within additional areas of your restaurant operations so you can be more effective with them is an area that many managers do not take enough advantage. Training not only maximizes overall efficiency of restaurant operations but also encourages a culture of constant progression and learning in a dynamic industry. A quality-training program not only assures that all employees have the tools they need to succeed but reduces the turnover rate, which subsequently increases the ROI for each employee. Your commitment to the art of People Development assures you of a rewarding career within the restaurant and hospitality industry.

As mentioned earlier, there is no one silver bullet that can propel a manager from one level to the next but if you look closely, the restaurant industry revolves around two words; passion and people. If you’ve been in the restaurant business for as very long as I have, the word passion gets thrown around so loosely like rice at a wedding. If you take into account the amount of hours a company demands of its restaurant managers for the salaries being offered, accompanied by the strain this industry places on ones personal life, others would call it extreme lunacy while we in the restaurant industry call it passion. How quickly you rise through the ranks is not determined in the level of passion that you possess but the passion that is bestowed upon, filtered and carried on through your employees.

By Alison Doyle, About.com Guide

You’ve done it! You passed the first interview with flying colors and you just got a call to schedule a second interview. What happens next? How can you use a second interview as a means to get a job offer? It’s important to be aware that the company is seriously interested in you, or they wouldn’t have called. You are definitely in contention for the job! Here are suggestions on how to use your second job interview to help secure an offer.

Second Interview Tips

Get the Agenda
Sometimes, a second interview can be a day-long interview. You may meet with management, staff members, executives, and other company employees. Ask the person who scheduled the interview for an itinerary, so, you know upfront what to expect.

For example, at Microsoft the second interview process involves meeting with people from different product groups. Candidates usually meet with four or five people who are geared to provide an idea of what it’s really like to work for Microsoft.

Research, Research, Research
Learn everything you can about the company. Review the About Us section of the company web site. Use Google and Google News (search by company name) to get the latest information and news. Visit Message Boards to research what’s being discussed. If you have a connection, use it to get some insider information on management and staff, as well as the company in general.

Review Interview Questions and Answers
You may be asked the same questions you were asked during the first interview. So, review the questions you will be asked and brush up your responses. Like the first time around, it’s good to take some time to practice interviewing, so, you are comfortable with your answers.

Dress Professionally
Even if the workplace is casual, until you get the job, you will want to dress in your best interview attire, unless you are told otherwise. If the person scheduling the interview mentions dressing down, business casual attire would typically be most appropriate.

Lunch / Dinner Interviews
When you are scheduled for a full-day of interviewing, lunch and/or dinner may be included on the agenda. Dining with a prospective employee allows the company to review your communication and interpersonal skills, as well as your table manners. It’s important to dine carefully. The last thing you want to do is spill your drink (non-alcoholic, of course) or slop food all over the table. Order appropriately and brush up on your dining skills, and your manners.

What You Didn’t Say
Was there something you thought you should have mentioned during your first interview? Or was there a question you had difficulty with? The second interview will provide you with the opportunity to expand upon your responses from the first interview. Review the notes you took during the first interview, to see what you might have missed talking about and what you can clarify or add.

Ask Questions
When you’re invited to interview a second time, the chances are good that you are in contention for the position. It’s appropriate to ask for a copy of the job description to review, as well as to ask about the organization structure and how you will fit in.

Is There a Fit?
Sometimes, whether a particular job is a good fit is hard to define. I’ve been in a position where I had an uneasy feeling that I really didn’t want the job. It wasn’t anything I could pinpoint specifically, but, it was there. If a voice is telling you you’re that you are not sure about this job, listen to it. You don’t have to turn down the job, but, you can ask for additional meetings with staff, especially the people you are going to be working with, to make sure the job is a good fit for you.

If You Get a Job Offer?
In some cases, you may be offered a job on the spot. You don’t have to say yes, or no, immediately. It actually makes sense not to say yes right away, unless you are 110% sure that you want the job. Everything may seem perfect while you’re there, but, once you have a chance to mull over the offer, and the company, it may not seem as wonderful. Ask for some time to think it over and ask when the company needs a decision by.

Say Thank You
You have, I hope, already sent a thank note to the people you interviewed with the first time. Again, take the time to send a thank you letter (email is fine) to everyone you met with and reiterate your interest in the company and in the position.

Listen. Is that your phone not ringing? And after sending out 100 resumes, each of them four pages long, powder puffed, enveloped in coral green and sealed with a wax stamp? Maybe it’s time to take stock of that all-important document, and make sure it’s not stumbling around out there with its figurative foot in its mouth. Here’s 10 kisses of death, classic mistakes made in writing a job resume that have been known to keep phones from ringing.

1) Missing Contact Information

You’d be surprised how many people leave off their phone number on a job resume, or ignore the opportunity to include an email address in the heading. And on that latter point, make sure your email address is stable, long term, and professional sounding. Skip the one you use with your friends, PartyGirl@loadsofun.com, and opt instead for something that won’t raise eyebrows.

2) Too Long

If your job resume is over two pages, you’d better be a world-class CEO with instant name recognition. Then again, if you meet that description, you can get by with a single page, can’t you? Regardless of your real or imagined worth to a company, limit your job resume to two pages max, one page ideally. With regards to all the valuable ‘stuff’ you’re leaving off the job resume, be happy you’ll have something to talk about during the interview.

3) Over The Top Design

Ignore your impulse to write a white-text job resume on black paper, or include a scratch-and-sniff perfume spot on the page. Limit your font selection to one or two. Use the traditional and popular New Times Roman if you prefer lettering with a serif, or consider Arial, Helvetica or Verdana if you want a clean, more modern san serif font. Go easy on the bold and the underlining. And limit your paper selection to white or beige with a weight of 22 or 24 lb. Black type.

4) Misspellings; Poor Grammar

Nothing signals inattention to detail like a misspelled word on a resume. The job resume, the one document on which you intend to present yourself to your ideal company, and you’ve misspelled achievemints. Well, you won’t be adding to your list of achievemints with that company.

5) A Photo on a Job Resume

Never, never, never include a photo on your job resume–unless you’re applying for a job in Germany, or as a fashion model. U.S. companies outside of the modeling industry will trash your resume immediately to avoid any future accusations that they might have discriminated in a hiring decision.

6) Personal Information Not Relevant To The Job

You may be the Friday Night Dart Champion at Willie’s Bar, but leave it off the job resume. Likewise don’t mention your marital status, number of children if any, social security number, height and weight, hobbies, and sports–unless you’re an avid golfer applying to Titleist.

7) Missing Dates, Missing Employment Information

The hiring official doesn’t like to be left guessing how you acquired your superhuman talents, or where you acquired them, or when. If he is left guessing, you’ll be left guessing why you never get a response.

Hard To Read

Long, dense paragraphs are tough slogging. Make use of bulleted points. Don’t crowd your information. Weed out extraneous details and know what employers are looking for–which leads to the next point.

Weasel words are adjectives or action verbs that sound impressive as you’re typing them (extraordinary communication skills, vitally participated in conference XYZ, demonstrated ability to extricate donut from bag with minimal disturbance to icing) but to the trained eye (i.e., the eye of the hiring official) they are indicative of a desperate fellow scrapping the bottom of the barrel for anything positive to say about his time spent at Acme Wingnuts.

BONUS

11) Functional Resume

Many hiring officials have come to associate the functional format with a candidate seeking to hide some aspect of his work history. And for good reason–many are trying to do just that; hiding gaps in their work history, hiding too many jobs in too short of time.

While it can still be an effective resume, know that choosing a functional format will send up a red flag in the eyes of many employers, something your resume will have to overcome from the get go.

How many of us have heard these famous last words at the end of a not-so-successful date? They remind me of Charlie Sheen’s character on Two And A Half Men. “I’ll Call You” was Charlie’s escape hatch which allowed him to quickly part company with his lady friends without a big confrontation. It was never genuine. Rather flip and dismissive. Which is why Job Seekers recoil when they hear the same words from a Professional Recruiter: “I’ll Call You.”

I understand the temptation to lump Recruiters in with the Charlie Sheens’ of the world. After all, today’s society has been conditioned to understand “I’ll Call You” to be the ultimate blow off. However, I can assure you, and the rest of today’s Job Seekers, that when we Recruiters say “I’ll Call You” we actually mean it! It may not be the next day or next week. But if your work history is strong, and your skill set relevant to our niche, we will eventually call you.

Most Agency Recruiters, like me, are driven by our clients’ immediate needs…critical positions which need to be filled ASAP by candidates who meet a very specific set of criteria. This explains why a highly-qualified Accountant will hear “I’ll Call You” when the Recruiter is working on filling Sales positions. Or why an accomplished Engineer will hear “I’ll Call You” when the Recruiter is handling several Chef openings. Or why the recent college grad will hear “I’ll Call You” when the Recruiter is seeking out CEO candidates. It doesn’t mean the Accountant’s or Engineer’s or College Graduate’s resumes were awful and that they “never find a job in this town again.” It simply boils down to timing.

I’ll admit we Recruiters see thousands of resumes a month. Even if we say “I’ll call you,” how do you, the Job Seeker, know that we won’t forget you three months from now? I’ve been asked by Job Seekers before:”Can I call you every week to stay in touch?” It’s a nice idea, really. But if I honored this request by the several hundred prospective candidates I’ve been in contact just in the last month, then you will legitimately be able to compare me to Charlie… *after* he lost his mind!
If you, the Job Seeker, wish to stay on a Recruiter’s radar for future opportunities, then you will benefit the most by supplying the following:

• an updated copy of your resume
• accurate salary history
• reasonable salary expectations
• markets for relocation
• list of tangible, measurable accomplishments
• aspirations for your next position
• three professional references
• an active cell number
• and a viable email address

A good Recruiter will enter every tidbit of this information into a profile he/she has created for you in their keyword-optimized database or tracking system. Between your resume and the above bullets, you have armed the Recruiter with the information needed to match you to upcoming positions. And when the right position matches up…then the magic happens. And unlike Charlie Sheen…the Recruiter actually calls! It may be in two weeks…two months…or two years. But the Recruiter calls.
Please don’t misunderstand. I do not mean that you, the Job Seeker, should completely drop out of sight after the initial phone screen with your Recruiter. I’ll confess that occasionally well-timed calls from active Job Seekers who want to update me on a new accomplishment or a changed email address, have been followed up with my query “By the way, may I run a new opportunity past you?” So in the end, the best way to treat “I’ll Call You” from a Recruiter is to view it as the beginning of a beautiful friendship. (Giving props to Bogey.) Not the dismissive end of a brief encounter. (Ala Charlie Sheen.) Your Recruiter likely wants to help. It’s just he/she may not be able to do so right now. But when that perfect project does come along with criteria that matches your background & skill set, then both you and the Recruiter will be…Winning!

Wendy Gawlik CPC

By Michael Neece, Monster Contributing Writer

1. Confusing an Interview with an Interrogation
Most candidates expect to be interrogated. An interrogation occurs when one person asks all the questions and the other gives the answers. An interview is a business conversation in which both people ask and respond to questions. Candidates who expect to be interrogated avoid asking questions, leaving the interviewer in the role of reluctant interrogator.

2. Making a So-Called Weakness Seem Positive
Interviewers frequently ask candidates, “What are your weaknesses?” Conventional interview wisdom dictates that you highlight a weakness like “I’m a perfectionist,” and turn it into a positive. Interviewers are not impressed, because they’ve probably heard the same answer a hundred times. If you are asked this question, highlight a skill that you wish to improve upon and describe what you are doing to enhance your skill in this area. Interviewers don’t care what your weaknesses are. They want to see how you handle the question and what your answer indicates about you.

3. Failing to Ask Questions
Every interview concludes with the interviewer asking if you have any questions. The worst thing to say is that you have no questions. Having no questions prepared indicates you are not interested and not prepared. Interviewers are more impressed by the questions you ask than the selling points you try to make. Before each interview, make a list of five questions you will ask. “I think a good question is, ‘Can you tell me about your career?’” says Kent Kirch, director of global recruiting at Deloitte. “Everybody likes to talk about themselves, so you’re probably pretty safe asking that question.”

4. Researching the Company But Not Yourself
Candidates intellectually prepare by researching the company. Most job seekers do not research themselves by taking inventory of their experience, knowledge and skills. Formulating a list of accomplishments prepares you to immediately respond to any question about your experience. You must be prepared to discuss any part of your background. Creating your talent inventory refreshes your memory and helps you immediately remember experiences you would otherwise have forgotten during the interview.

5. Leaving Your Cellphone On
We may live in a wired, always-available society, but a ringing cellphone is not appropriate for an interview. Turn it off before you enter the company.

6. Waiting for a Call
Time is your enemy after the interview. After you send a thank-you letter to every interviewer, follow up a couple of days later with either a question or additional information. Try to contact the person who can hire you, and assume that everyone you met with has some say in the process. Additional information can be details about your talents, a recent competitor’s press release or industry trends. Your intention is to keep everyone’s memory of you fresh.

by Alexis Grant

The digital revolution may have changed the hiring game, but for most applicants, the resume is not dead.
Candidates can now expect to be Googled and scoped out on social media, but in most cases employers still want a resume to learn about your skills, experience, and career path. A resume also makes it easy for them to make the case for hiring you to colleagues or bosses.
Here are five common misconceptions about resumes and how you should approach them during your job search:
1. It has to fit on one page. We’ve all been told at one time or another to keep our resume to one page, but this old standard no longer holds true. If you have enough experience to highlight on two pages, go for it.
Of course, if you’re new to the workforce, one page should suffice. But now that resumes are often entered into an applicant-tracking system, it’s more important than ever to include keywords that help the system match you to appropriate positions — and you might need more space to do that. This is even more essential to workers in certain technical fields who need to list, for example, fluency in multiple technical languages.
So experienced applicants, if you need the room to show how you’re the best candidate for the position, don’t be afraid of that second page.
2. You need an objective statement. Objective are out, professional summaries are in. As our blogger Alison Green often points out, objectives often don’t help your case, and they have the potential to hurt it. Hiring managers want to know you’re passionate about working for their company, not any company that fits your vague description.
A professional summary, on the contrary, allows whoever’s recruiting you to understand what you have to offer in a quick skim. It’s also an opportunity to present your experience in a way that applies to your goals and the company’s goals. Don’t just summarize what you’ve done; take it a step further and show what you have to offer the company you want to work for.
“Companies who are interviewing you don’t care about your objective, they care about their objective,” says Tony Beshara, a recruiter and author of Unbeatable Resumes. He advises against both an objective and a summary on a resume and says job seekers should dive right into experience.
3. You have to include all of your past experience. A friend who’s looking for a new job after only a few months with her current company asked me recently whether she needs to include the last few months on her resume. Here’s what I told her: You don’t have to include anything on your resume. What you include is up to you.
Everything you write on your resume has to be true, of course, but omitting certain positions that won’t help you get your next job and replacing them with experience that will put you in a better light is not only acceptable, it’s smart. Your resume is your chance to tell your career story, so weave that story in a way that’s beneficial to you.
In this case, the friend would likely have to explain a gap in employment if she left off her most recent job, which might be a good reason to include it. But nothing has to be on your resume.
4. Once you send it in, you’re off the hook until you hear back. With a crowded job market, following up is more important than ever. Even if the company asks you not to follow up with a phone call or email, you have plenty of other options. Research the company on their website, LinkedIn, and Twitter, and look for ways to connect with employees. Figure out where those employees hang out online or in person. Contact them in a non-annoying way, establish what you have in common, and you might earn an “in” with the company.
You can also research the hiring manager specifically. And if the company has a Facebook page or Twitter feed, interact with them there. Your goal is to come across as interested and enthusiastic, but not desperate. Failing to follow up after submitting your resume is a sure-fire way to let it disappear into a black hole.
5. It has to look interesting to catch a hiring manager’s eye. Yes, you want your resume to be interesting, but more in content than appearance. Aside from the content you choose to include, the next most important aspect of your resume is that it’s easy to read. De-cluttering, or getting rid of experience that’s not relevant or necessary, is one way to do this. Another is to use bold type, bullets, and plenty of white space.
For the average position, your resume is in competition with 110 others, Beshara says. “If it doesn’t hit them in the mouth real fast by having what you’ve done and who you’ve done it for [front and center], it gets passed over,” he says. “They move onto the next one.”

What Gen Y Job Hunters Need to Know

It’s old wisdom: surround yourself with people better than yourself. But how? How do you know that the people you’re putting around you are actually better, and not just richer/smarter/better looking?

Now that you know I can do this, here’s my methodology so you can do this, too:

• Let go of judgment. The first step in recognizing talent is recognizing talent! You can only do this if you are able to put aside your own issues and prejudices and see others for who they are. ie, if you’re starving, any chef is a 4 star chef. You’ve got to be able to compensate for your own “schtick” when assessing others.
• Let go of ignorance. Sifting through the self-promoters to get to what’s real requires that you have some education about the world around you.
• Let go of jealousy. If you’re jealous of what they’ve got, you’ll feel it, they’ll feel it, and badness will be inevitable.
• Let go of need. Needing others is only fractionally better than being jealous of them. Needing people leads you to make demands. Which amps up the awkward and ends painfully.
• Let go of labels. Strong people don’t need anyone to define a relationship with labels because they’re able to figure it out on their own. Trying to label a relationship can scare a strong person off. (Not comfortable with ambiguity? Keep that to yourself.)
• Let go of doubt. Great people want people around them who are even better then themselves. If you don’t believe you belong, you don’t belong.
• Let go of control. Great people will do things you don’t understand and can’t explain. Insisting on living in a world you fully understand will keep you from experiencing people who can open you up to new and bigger ideas. Great people approach their worlds with innocence, wonder, and curiosity.
• Let go of you. Help the people around you shine brighter. The strong ones’ll keep you around and start feeding your gift back to you. (The weak ones will show their true colors by trying to take advantage or assuming malintent on your part—easy to deal with once you’re prepared for it.)
• Let go of work/life distinctions. When the relationship comes first, it’s sometimes difficult to know if it’s going to grow into friendship, business, or both. Especially with great people who jump from idea to idea with ease, and make no distinction between a project that makes money and one done for fun. Be profersonal.
• Let go of self-esteem. The thing about surrounding yourself with awesome is, you are always being challenged. It’s with love and support, but they’re challenges nonetheless, and you must win, without help, without cheating, without rationalizing. And when you don’t win, you must bounce back quickly and confidently because you don’t want to fail twice in a row.
• Let go of ego. You love that local band? Accept that you’re just one small part of their success, and help them get big anyway. Make it your goal to enjoy next year’s conversation with that girl who claims she “discovered” the band on the radio “last month.”
• Let go of negative. Awesome people fix things or laugh about them. They see no third option.
• Let go of safe. Surrounding yourself with extraordinary people guarantees one thing: change. Scary, risky, life-altering change. No-more-comfort-zone change. For instance, if I were the worlds’ best matchmaker and we were hanging out, I could find you your true love. When I did, would you be ready? Great people requires us to abandon the safe harbor of our routines.

Did you get it yet? Greatness happens when you let go. It’s the ultimate “stone soup;” you bring only your true self and all the other ingredients you think you need actually are provided by others when the time comes. It takes an incredible amount of self-confidence and faith to play this game—but I never did say it was easy.

That’s my recipe. I hope you can make it work for you!

Dressing for an interview is a very important matter as it’s the first impression the hiring manager sees. The first impression is something you can’t take away as it could make or break your interview.

As a recruiting professional in the state of Florida, I made the mistake of not telling my candidates what to wear. I only assumed my candidates knew to wear their best and that I didn’t need to remind them of this. In my opinion, Florida is a different bird of a state when it comes to interviewing. Many candidates in Florida believe everything is causal but unfortunately the only people who should be casual are the tourists; it’s a laid back state. However interviewing is a different story!

Funny story, one time I forgot to tell a candidate what to wear to his interview and instead I told him to “dress well”. Okay, his “dress well” was nice blue jeans and a causal “going out with the boys” shirt. Well, my client was not happy and I spent an hour apologizing for this candidate! I then called my candidate and asked him why he would wear blue jeans to an interview? He replied, “they were my nice jeans and the restaurant is causal!”

In a separate instance, I received a call from one of my clients and asked if my candidate knew what to wear to the interview. I told my client that I told the candidate to dress well. The client said my candidate looked like he was on the way to the beach right after the interview. As a recruiter, this is not what you want to hear from a client.

So, now when I prepare my candidates for their interviews, I go in detail what they should and shouldn’t wear to their interview. “Dress sharp” means you need to wear a nice business suit, freshly pressed dress shirt, tie and dress shoes. For women, a pants suit or dress (nothing low cut), not too much perfume, conservative jewelry and smile. I definitely make sure I repeat this information to my candidates a few times before their interview so I can set them up for success! I believe in all states, not just Florida, that we as recruiters need to do this. It could make or break your interview so remember to set yourself up for success!