Since it’s been reported that by 2025 (a mere 13 years away), 75% of the workforce will consist of Generation Y (those born in the late 80’s and 90’s), the topic of social media in the workplace becomes an ever more important one.

Why? Because more than any other generation before them, this group of youngsters highly values work-life balance. Not only that, but it’s a more integrated work-life balance than has ever been seen in the workplace before. They believe that work and life should not be separate entities at opposite ends of the day and different days of the week. Instead, they should be meshed together in harmony.

This leads to a greater demand for flexibility in the workplace and a broader range of responsibilities that allow them to do what they love. Most importantly though, this means a greater level of connection and communication, primarily through social media.

Just as work and personal data are being combined on the same mobile devices, this generation wishes to do the same in the office itself. Many studies have found the surprising result that a good majority of this generation deems the use of social media at work more important than a higher salary. And in a study surveying Facebook users, over half of this generation are Facebook friends with coworkers.

It’s a phenomenon that many companies are already embracing. This is a generation that can brings fresh new perspectives to the table, and you may be surprised that despite their use of social media in the office, they are often more productive and passionate about their work than you might have expected. Even if you’re not actively hiring Gen Y-ers, chances are that you will be in the future. Now is a great time to look over your policies and practices in order to attract the best workers of this millennial generation.

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Before 1938 the American work week looked a lot different than what we see today. Often times, an employee was required to work over twelve hours a day, sometimes six days a week. To improve employee morale on a National level, the Federal Government instated the Labor Standards Act, which standardized the eight hour work day and forty hour work week. Thus, the landscape of traditional American Employment was created.

The idea that employees should work the hours outlined in the Labor Standards Act is no more than that; an idea. While the standard was changed back in 1938 to fit the needs of the American people, it now looks like companies nationwide are moving towards a new idea. The concept of the four-day work week with 10 hour days is revolutionizing the way we work and resetting the ‘standard’.

The Benefits of Four Tens

The idea of the four day work week has actually been around for a while, and hesitant companies have watched eagerly as bolder organizations tested the waters. The results have proven to be a bit surprising, as employees on this schedule have demonstrated more innovation, creativity and productivity since the switch.

In the 1930’s, renowned business owner W. K. Kellogg decreased his company’s work week. He had this to say about his decision: “The efficiency and morale of our employees is so increased, the accident and insurance rates are so improved, and the unit cost of production is so lowered that we can afford to pay as much for six hours as we formerly paid for eight.”

Experts speculate the increased proficiency and efficiency is due to a new found sense of urgency. As an employee’s work week decreases, their workload does not. Even if they are working the same amount of hours, the idea of one less day creates a psychological notion that they need to work harder and faster to complete their weekly tasks. In addition to a sense of urgency, experts also see increased productivity as a result of decreased absenteeism. With one extra day during the week to themselves, employees are able to complete personal tasks such as doctor’s appointments, court dates and more without having to miss work.

It has also been shown that employees who participate in a four day work week are generally happier people. Sixty percent of Americans admit they do not spend enough time with their families. With a four day work week, employees will be at home almost as many days as they are at work. More time at home and more personal time increases employee morale exponentially.

Managers at organizations that have already decreased their work weeks have also seen increased levels of morale due to more frequent social interaction between employees. Generally, people have plans with family and personal friends on Fridays and Saturdays. Opening an additional evening for your employees to gather as friends outside of work creates meaningful and lasting relationships within your workforce. One of the top reasons a person will stay at their place of employment, even when offered more money from another company, is because of a strong personal relationship with someone they work with.

The Challenges of Four Tens

Although the benefits of creating an alternative work schedule are numerous, it’s obviously a big decision to make for any company, and there are possible negative impacts which should not be left unexplored. For example, the issue of trying to find childcare to accommodate the extended work hours has proven to be a challenge for some employees. Also, dependent on the type of business, closing your doors during normal business days could decrease clientele.

But these issues have only proven to present themselves as problems in the initial stages of implementation. Once employees and clients alike have acclimated to the changes, the positives in most cases seem to outweigh the negatives. If something like childcare may be an issue for your employees, give it test run during the summer. If it proves to be something that doesn’t work for your company, simply revert back to the customary schedule at the close of the summer.

The Big Impact of Four Tens

Luckily, decreased work weeks have been in place in the United States for some time. There have also been countless studies documenting alternative work schedules, which could assist an otherwise weary business owner in making an educated decision. During the “oil shocks” of the 1970’s, it was actually federally mandated that companies cut down their work weeks to decrease the demand for oil. This benefit of commuting just four days a week is still a major plus for many Americans. If each company was required to stagger the ‘fifth day’ and alternate days off, commuters would see an overall decrease in traffic by twenty percent! Not only would we save time, gas and money, we would also significantly lessen the release of airborne contaminates and harmful pollutants.

Reasons Behind the Current Trend

So, why is the change happening now, after nearly seventy years of a compliant American Public? The shift in employee wants and needs is largely due to the fact that employee demographics are also changing. As Baby Boomers retire, ‘Gen Xer’s’ take on powerful decision-making roles and the ‘Gen Y’ nineties babies graduate from college to enter into the workplace, the landscape of American employment is drastically changing yet again.

These generations will be looking to do things differently and improve upon what their parents left for them. Both Generations X and Y are the first to grow up being “plugged-in,” so to speak. They have had computers in their homes from early childhood or early adulthood, with the internet at their fingertips and social interaction through digital means. With more value on productivity rather than presence, Gen Y craves a healthy balance between work and personal time. Offering a four day work week could possibly be that ‘extra something’ which will help companies land attract and retain the most promising Generation Y candidates.

Bottom Line

The four day-ten hour work week is a trend that certainly has great benefits. Instead of mandating that everyone take off one day a week, let the employee decide! If that is the direction that your company would like to head, then letting the employee take charge of their own schedules will, in the long run, work out in your favor. The benefits of the reduced work week will eventually spread by word of mouth, and it won’t be long until everyone is opting in!

-By Megan Oldag

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Chances are, you are already fully aware that an interview with a prospective employee is a two-way conversation, that you and your company are on the spot as much as the candidate is. It’s the innovative new “advice” to help make employers realize the importance of employer branding, of making a good and appealing impression on your candidates.

But typically, that advice, while valuable, is short sighted. It just doesn’t fulfill the big picture when it comes to hiring. Sure, the interview, especially if it’s the first of several, is an essential part of the hiring process, but it’s not the whole story. In fact, if you wait until the interview to focus on attracting the best candidates, you’ll be missing out on a world of opportunities to attract even better candidates in the days, weeks or months before the interview is even scheduled.

In the big picture, the full candidate experience begins the moment a candidate comes into contact with your company as a job seeker.

First Contact

Whether that first contact is by phone call or email or even via some social network, the response needs to be timely and considerate.

You probably know how frustrating it is in any situation when your email or call goes unnoticed or ignored, or is responded to in a curt or even rude manner.

Put yourself in the vulnerable position of a job seeker, and this predicament is even more aggravating. And most likely, it will be enough to turn a candidate off a company, even if the situation is a bad representation of how it would be to work there.

Ultimately, then, make sure you have a plan in place to respond to every candidate who approaches your company. Even a courteous auto-response to career-related emails is better than nothing.

Before the Interview

It’s unlikely that you’ll be the first person to greet a candidate when they come to your office for an interview. But all the people they meet beforehand are just as important in the candidate experience as you are.

If your best candidate is met by a receptionist who’s having a bad day, this can have a detrimental effect on the impression of your office’s work environment. On the other hand, a receptionist who’s friendly and happy gives the impression of a friendly and happy workplace.

In short, ensure everyone in the office is prepared for the candidate’s presence, even if they won’t be involved in the interview. You don’t want to create a bad image of your workplace on the off chance someone in the office is having a bad day.

The Big Interview

This is the part of the candidate experience most advice is focused on. It’s the advice that reminds you an interview is as much about a candidate finding out about you and your company as it is about you finding out about the candidate.

In which case, it’s important to show the candidate that you’re actively listening to their answers, and that your time with them is valuable rather than an inconvenience.

It’s also a good time to further explain the dynamic of your workplace, office culture, and work environment, as well as any attractive perks and benefits you offer.

Finally, take the time to thoroughly answer a candidate’s questions, rather than hurrying through them to finish up the interview. This will strengthen the impression you’ve been striving to make.
If possible, try to keep the interview process down to just the one interview. Conducting three or four interviews across a week or two runs the risk of creating the impression that you don’t value your candidate’s time. Plus, it gives them more time to explore opportunities with other companies, and you may just miss out on your best candidate.

Following Up

The follow up after an interview is the final component of the candidate experience.

Even if you’re not choosing a particular candidate, skipping this step altogether is inadvisable. A candidate who is neglected after an interview may choose to spread that news to a potentially large network of people, which could easily damage your company’s employer brand.

Similarly, feedback that is delayed by a week or more once again sends the message that you don’t value your candidate’s time. And, again, it gives them extra time to accept an offer other than your own. Follow up, whether it’s a job offer or a rejection, should be as timely and considerate as that first contact with your candidate.

Clearly, the overall candidate experience is longer and more complex than many people realize. But if you have firm control over every phase of the process, your candidates will respond better.

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There are many investments a company must make to stay operational. Your employees, the building blocks and foundation of any organization, are generally the biggest of those investments. When trying to decrease overhead and spending, a business owner may turn to internal finance as a means of reserving resources. Generally personnel compensation is not something that can by trimmed down. However, their insurance costs are a whole other story! Employers can lessen their overhead, by encouraging healthy lifestyles, while not compromising employee medical benefits or compensation!

Health insurance is another area where, like employee salaries, companies cannot skimp. To keep competitive benefits while saving money, many companies are moving toward Employee Wellness Programs to earn insurance incentives. Employees are able to participate in everything from on-site exercise facilities and in office Pilates, to weight loss and smoking cessation classes which in turn puts health insurance premiums on the steady decline.

Encouraging a healthy workplace is not necessarily a new idea. Rather, it has been an ongoing struggle for employers to prove statistically to insurers that the implementation of wellness programs will actually save them money. More recently, it seems, the insurance companies are starting to come around, admitting that wellness programs do have merit, and are even starting to create programs of their own. At this stage in the development of Employee Wellness Incentive Programs, insurers are more apt to lower premiums when employees participate in programs that they sponsor, rather than programs created by their clients. For instance, Blue Shield of California offers “Healthy Lifestyle Rewards” to its client’s employees. The program offers cash and prize incentives to participants who fill out health questionnaires and display a healthy behavior.

Even if your medical insurance provider does not offer an incentive plan, there is still money to be saved by encouraging healthier lifestyles. Several studies have shown that companies save about three dollars for every one dollar spent on health and wellness programs. It is also common knowledge that daily exercise and a healthy diet, create a more active, energetic and focused person. Offering fruit in the break rooms, free fitness programs and in-office incentives for healthier behavior will improve over all employee performance and morale. Healthy employees will get sick less often, which means less absenteeism and more productivity for your company! Increased employee morale will generate a lower turn-over rate and higher employee retention, which will cut valuable resources spent searching for replacement personnel!

There is no arguing that wellness programs are a good investment. Whether your intentions lie in attaining lower insurance premiums, increasing employee retention or simply encouraging healthy behaviors, the benefits of a Well Workplace are limitless!

-By Megan Oldag

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In the technological community, the value of IT Certifications has long been a topic of debate. In an effort to resolve the question of whether certifications play an integral role in career advancement or if they are of limited value, the job search website Dice, which services only the IT field, conducted a survey.

Dice polled 17,000 IT professionals to see which certifications proved to have the most “bang for your buck”. With many certifications staying current only a couple years, Dice wanted to know if the expense of recertifying would be an investment, with the return reflected as a salary increase, or if your recertification efforts would be in vain. The findings illustrate that certifications do not generate a guaranteed advancement up the company ladder. Employers want the entire package. Neither experience nor certifications alone will be enough to achieve your compensation goals. It’s the combination of both qualities which makes a successful employee. The Director of Dice Learning, Evan Lesser confirms, “When you combine in demand skill-sets and proven salary impacts, specific certifications become valuable to individual tech professionals.”

There are thousands of certifications available in the technological field, and some will have very little effect on your value to a company. “Not all certifications are created equal in terms of paycheck impact.” states Lesser. Additionally the survey noted that while many IT professionals possess certifications, few of them found a correlation between having multiple certifications and pay increases. So which certifications are the most beneficial to acquire and maintain throughout your career? Dice has created a comprehensive list of the Top 10 in demand certifications, and the certifications most likely to sky rocket your salary and career!

This list of top tech certifications, along with descriptions, courtesy Dice :

PMP
By earning the Project Management Professional certification, technology professionals prove they have the knowledge and skills necessary to shepherd projects to a successful conclusion, on-time, on-budget, and using the resources allocated. It’s a particularly important job today, when companies are beginning to resurrect projects they’d shelved during the downturn, but want them completed as cost-efficiently and quickly as possible. There are currently 1,400 jobs on Dice with PMP certification requested.

MCSE
Microsoft’s Certified Systems Engineers have shown they can design, implement and administer technology infrastructures using Microsoft 2000 Windows Server and other Windows server platforms. Sought by systems engineers, technical support engineers, system analysts, network analysts and technical consultants, the MCSE is for professionals who spend their time maintaining the basic platforms on which so much business is conducted. Nearly 1,000 available career opportunities request this certification.

A +
This vendor-neutral certification from the trade group CompTIA is a standard for tech-support technicians. By earning it, they’ve shown they can install networks, conduct preventative maintenance, secure them and troubleshoot them.

CNA
Cisco Certified Network Associates demonstrate their ability to install, configure, run and troubleshoot medium-sized routed and switched networks. They’ve also proven themselves with security and wireless basics, and their ability to work with a number of protocols. Slightly more than 650 available job opportunities request the CCNA designation.

MCP
Microsoft Certified Professionals include developers, trainer, system architects and other tech professionals who want to spotlight their expertise with a range of Microsoft technologies.

Network
Another certification from CompTIA, the Network+ proves a technician’s competency in managing, maintaining, troubleshooting, installing and configuring basic network infrastructures. It’s included in certification programs of tech leaders like Microsoft, Novell, Cisco and H-P.

CISSP
Security is a growing concern for businesses around the world, and this is the certification anyone truly interested in field wants to earn. Globally recognized as a standard for expertise, five years of experience in information security are needed before a professional can earn this certification. Nearly 750 open available career opportunities request this certification.

MCSA
The Microsoft Certified Systems Administrator certification allows tech professionals to show off their expertise in systems administration and troubleshooting networks that use the Windows Server operating environment. It’s earned by systems administrators, network administrators, information systems administrators, network operations analysts, network technicians, and technical support specialists, among others.

ITIL
The three-tier ITIL (IT Infrastructure Library) certification demonstrates the expertise of professionals in tech management. Public and private organizations use the ITIL as compendium of IT operational best practices. The Foundation Certificate shows a basic knowledge of ITIL terminology, Service Support and Service Delivery. The Practitioner Certificate demonstrates an understanding and ability to apply specific processes within IT Service Management. The Manager’s Certificate is obtained by demonstrating expertise in overseeing service management functions.

Security +
The CompTIA Security+ certification demonstrates knowledge of system security, network infrastructure, access control and organizational security – all important areas at a time when companies are investing real money to keep their technology platforms safe from cybersecurity threats.

p.s. If you join us on Facebook from now through January 31, 2012, you could WIN a Kindle Fire! Just like our page and sign up on the Happy New Year tab! Thanks for helping us build our online community!

-By Megan Oldag

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Although the recent recession officially ended back in 2009, signs of positive turn around have only really become apparent during the past year. The unemployment rate has slowly been creeping back down as news of companies hiring has been bombarding us from all angles.

From big name corporations like Google, Microsoft, Boeing and Dell, to small businesses across the nation, hiring efforts are clearly on the rise. These sure signs of recovery, along with many others, leave us set to end 2011 on a high note and ready to kick off 2012 with a bang.

The big question is, however, as this slow and steady recovery picks up pace, what new hiring and workplace trends will begin to show their faces?

Job Seekers Turn to Contracting

The downturn of recent years has left many employees wary of the job market. Scared away from the potential instability of the traditional career path, many people are starting to see the benefits of contracts, whether short or long term.

What these people have found is a new kind of flexibility and job satisfaction that they couldn’t achieve as a permanent employee.

Contract hiring is typically a more popular option during economic recovery in the first place; but now, more than ever, it is becoming an appealing and long-term choice on both sides of the table.

Baby Boomers are Ready to Retire

The first of the Baby Boomers were eligible to retire during 2011, but as the economy had yet to really pick up, the number of those actually retiring tapered off. During 2012, however, it is expected that this generation will be more ready to pack up their desks and say goodbye.

This trend not only results in the obvious need to hire new people, it will also force employers to re-evaluate just who they need to hire. The Baby Boomers were a unique generation, and newer generations couldn’t be more different, especially in their work styles. Now is the time to really look at the roles and culture in your workplace and how they will evolve with this change.

90’s Babies are Ready to Work

2012 marks the first year of college graduates who were born in the 1990’s. These will be people whose prime childhood years were immersed in budding new technology.

What does this mean for workplaces? At some point or another, employers will have to start hiring this generation to replace gaps left by retiring Baby Boomers. To really attract and retain these youngsters, you may need to be looking at both your policies and resources in regards to technology.

If your office is chugging along on decade-old computers while restrictive rules about social media are in full force, you might have a hard time adjusting to this onslaught of nineties babies.

Hiring Meets Social Media

The buzz about social media and its importance in business and hiring has become old news. However, the real-world impact of this buzz is only now becoming apparent. More companies are slowly taking action and putting a social media plan into place.

In today’s job market, social media is taking on a large role. It creates a unique impression for job seekers who research companies they’d like to work for.

A company’s online presence shows just how up-to-date they are with current trends. Beyond that, social media shows how interactive a company is with their employees, customers and job seekers. It gives a glance into the company’s value and interests, and ultimately, it creates a “personality” for your company. Employers that pay attention to all these things will understand how social media plays a role in the hiring process.

Branding Gets Bigger

Speaking of the portrayed “personality” of a company, employer branding is now more important than ever.

As the economy recovers and the job market frees up, job seekers are afforded the luxury of being picky about where they work. Their choices will be based on various factors, just one of these being the aforementioned social media aspect.

Other aspects include things like your website, especially if you have a dedicated career page, reviews your company may have received on web sites like glassdoor.com, any press coverage you have, your hiring process and how job-seeker-friendly it is, and the impression of your company given to a job seeker in the interview.

Are You Ready for 2012?

Clearly, the traditional hiring process is ready for a big upheaval. Contractors, younger generations, social media, and more are all factors that are basically forcing companies to re-evaluate the way they hire. Are you ready?

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A plethora of online tests claim a link between our personalities and our preference of snack foods, animals, and even colors. Those kinds of tests consist of questions that only you would have the answer to. There is a less conspicuous personality marker that many employees may not be aware of. One that shouts loud and clear to your co-workers, prospective clients, and bosses about what kind of person you are. With most Americans spending longer days at the office, and more time away from home, it’s easy to see why the desk has become such a magnet for self-expression.

The picture someone’s desk paints can also be an important clue into how your office and team members function together in the workplace. When an employer can deduce their team’s personalities from their desks, they can get a better idea of how to increase performance and productivity.

As innocent as family photos and bobble head frogs may seem, you need to be certain of what your desk is saying to the people around you. We subconsciously judge a person within the first thirty seconds of setting eyes on them. See which category below you fall in to, and what you can do to rid yourself of the “Detrimental Desk”!

“Post-It-Palooza”
Desks covered in post-it’s show a certain level of disorganization. But don’t get discouraged, it also shows that you’re trying! Rather than advertising that you don’t have the best memory, try using a task list or another digital equivalent of a string around your finger.

“Photo Frenzy”
Pictures of family and friends can convey that this person is more of a “people’s person,” and is motivated by relationships in and out of the office. Photographs of yourself and your significant other from last summer show the viewer that you have a stable work-life balance. While pictures of your children show that you have roots. It is possible, however, to over document the happenings of your personal life. Too many family photos could look like you are distracted and would rather be at home than at work. Even if you’d rather be, it’s best that you don’t flaunt it!

“Fanatical Fan”
Sports paraphernalia may be one of the most “dangerous games” you can play in an office environment. By plastering images of your favorite sports team on everything from mugs to mouse pads, you could be inadvertently creating an instant office rivalry. A sports background does show an inherent ability and understanding of how to work on a team. But sporting mascots from a different city can cause tension in the workplace. If you choose to personalize your space with sports teams, just be sure you represent the city you are in!

“The Sweetest Thing”
Employees whose desks are laden with overflowing bowls of candy are generally very giving. They like to make people happy and are conscientious of others. Candy bowls can also show that you like to socialize, and the negative connotation of socialize is the “office gossip.” If you genuinely like to have “visitors” swing by and chat while picking up their sweets, just be sure to keep it professional. Don’t talk about other co-workers or confidential business practices. You don’t know who is privileged to what information, and more importantly who is not. When someone spills the “jelly beans” that you are the information source, it could be disastrous to your career!

While personality analysis via Desktop Décor is a fun and fascinating topic, it actually proves to be quite a serious way for employers to gather information of who we really are. By following the tips in each category and making small adjustments to your surroundings, you will be able to maintain a positive work station portrayal, and still express your individuality.

- By Megan Oldag

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So you have an open position on your hands. You want people who know how to get the job done, love what they do, and get along with your existing team. You’re ready to offer them the best salary and benefits you can get your hands on. But have you considered this: The best candidate also loves their life outside of work.

By now, most candidates have realized that “hobbies and interests” have no place on a resume, but in the chaos of the hiring process, this can make it all the easier to forget they have them at all. No doubt you’ve already heard all the hype and buzz about work-life balance. But the truth is, the lack of balance is still one of the biggest reasons people quit their jobs. And, given the current competitive candidate pool, it might just be the reason your best candidate rejects your job offer in favor of another.

What difference does it make?

We’re not just talking about rejected job offers and resignations. Implementing work-life balance policies in your workplace can provide inescapable benefits to each and every employee.

Have you ever lamented your team’s productivity for the week? Flinched at their lack of friendly customer service? Granted yet another sick day to someone who didn’t seem all that sick? Or maybe even caught an unenergetic employee with their head down on their desk?

They may not be quitting on you, but these employees aren’t being the best workers they could be – and it’s not necessarily their fault.

The benefits of a great work-life balance for each employee come in many shapes and sizes. Put just one policy in place, and you’ll see more energized team members who are more productive, more motivated to improve their skills, and more excited to serve their customers and clients.

Ultimately, it’s a simple equation. An employee who has more balance between their work and life is happier and more satisfied with their job. And an employee who is more satisfied with their job will perform better on than job than someone who’s dissatisfied, unhappy, and burned out.

The shapes and sizes of balance

Traditionally, the extent of a “work-life balance” policy is a couple weeks of vacation and a handful of sick days. In today’s workplace, it’s becoming increasingly clear that this is just not enough.

While the perks of work-life balance policies vary far and wide and can get very creative, you don’t have to be excessive to be effective.

The most simple form of balance that’s popping up in many workplaces is flexible scheduling. This includes flexible hours – such as 7-3 or 10-7 instead of your typical 9-5 hours – as well as telecommute options, compressed work weeks to create longer weekends, and even job sharing.

You might be nervous to let your employees choose their own hours or telecommute on occasion, but you’ll be surprised what a huge, positive difference it will make.

Other popular balance policies take the form of support services, such as childcare or health and wellness programs. Whether it’s full support, discounts, or simply extra time, it’s a solid gesture that you care.

Finally, many companies are focusing on the career path for their employees, through tuition reimbursement options, continued training, and mentors. This ensures their employees don’t get burned out in a rut.

Whatever you choose to implement towards your employee’s work-life balance, research your options first to find the one that works best for your company and its employees.

Making balance practical

Before you figure out what policies you’ll implement, make sure you first know your staff and what they need.

The only time money is wasted on implementing a work-life balance policy is when you neglect to evaluate the needs of your people first.

For example, there’s little point in providing free gym memberships if your employees aren’t the kind to appreciate it. Maybe they’d prefer a weekly telecommute day or even free fruit in the kitchen instead of those donuts you keep splurging on.

Instead of assuming their preferences, find out about their lifestyles and needs first. Conduct a survey if you have to, or simply offer them a variety of options to choose from.

Ultimately, when you make the move to provide better balance for your team members, you and your company will be quickly rewarded with greater productivity, performance, and company loyalty. And hey – let your best candidates know about your work-life benefits, and they’ll be much more likely to become your newest employee.

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If you have an open position or two that you’ve been earnestly trying to fill, no doubt you’ve become an expert at conducting an interview. In fact, you now know the art of interviewing inside out, in your sleep.

You know what the best questions are as well as the best answers, you know how to get insight into the person behind the suit, and you know what their slightest hint of body language means about their personality, attitude, and emotions.

But the question is, have you looked in the mirror recently? No, this isn’t about your new hairstyle or freshly laundered suit. The real question is, do you know what your own body language looks like during an interview?

It’s easy to become so focused on reading your interviewee that you overlook what kind of impression you’re giving and message you’re conveying on behalf of your company.

Here’s a quick run down of the mistakes it’s all too easy to fall into without ever realizing it.

Body Language: Having your legs crossed while shaking the top leg.

Message: The shaking leg portrays the image that you’re uncomfortable and nervous, or even bored and impatient. To the curious interviewee, this may say something about how you feel about the company or your position in it. Or, it could throw off a candidate entirely, leading to a misjudged impression on both sides. Keep that shaky leg still and you’ll show confidence and engagement, resulting in a better interview.

Body Language: Drumming your fingers or rubbing your face.

Message: Both of these gestures are clear signs of annoyance. If a candidate senses you’re annoyed with the interview or with them, they’re not likely to open up enough to judge their candidacy fairly. Or, they may become annoyed themselves, which makes for an overall negative experience for both of you. So try to be aware of and avoid those movements, and if you truly are annoyed, it’s a good idea to hide it.

Body Language: Leaning back while folding your arms across your chest or resting your ankle on the opposite knee.

Message: This move makes it appear that you are judging them or are skeptical. This clear arrogance can spark a negative reaction from someone who may have otherwise been a great candidate. It can also be very intimidating to a nervous candidate, which will hinder their interview performance. Instead, keep your arms down and your feet on the floor.

Body Language: Too much smiling.

Message: You may be trying to be friendly and make your candidate feel more comfortable, but put on that smile a little too much, and you’ll risk scaring off your candidate. A prolonged smile can make an interviewee feel as though you’re not taking them seriously or that you’re laughing at them. Put on a bit more serious of a face between those welcoming smiles, and your candidate will be more at ease.

Body Language: Pointing your feet or leaning your body towards the door.

Message: Maybe you have other work to do or maybe it’s late in the day, and all you want to do is get out of there. Either way, this subtle movement can reveal those very feelings, which can make your candidate feel as if he’s wasting your time. He’ll rush through his answers nervously, which will make it harder for you to evaluate him properly. Make sure you’re fully present in the interview, and don’t point your feet or lean your body towards your only exit.

Body Language: Leaning back while clasping your hands.

Message: This gesture can make you appear completely disinterested in the interview and what your interviewee has to say. And if the perception is that you don’t care, they’ll become negative and stopping caring, too, which once again makes for a pretty pointless interview. Your best bet is to lean slightly forward and keep your hands in your lap or on the desk.

Ultimately, your body language communicates a lot to your candidates. And while you are understandably human and it’s natural to get bored, annoyed, and generally disengaged, you are still conducting a professional interview, and it’s important to treat your candidate with respect. Plus, your in-the-moment feelings and thoughts shouldn’t be in a factor in evaluating each candidate objectively.

If you don’t take control of your body language in an interview, the potentially negative impression you inadvertently give a candidate may turn him or her against your company, which is bad news if they were your best candidate. Simply be aware of your own actions, and then you can get back being that interview expert you’ve become!

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You have your own individual style of interviewing. Maybe you stride in the room, armed with the hardest questions, ready to drill your sweating candidate. Maybe you’re relaxed and go with the flow, making conversation between light questioning.

Either way, you probably know that the right candidate usually has a good balance between great skills and a winning personality. A balance ensures they’ll be a good fit in the job alongside your existing team members.

The question is, how can a nervous, rehearsed, suited-up candidate give you any insight into their personality? And how do you know what kind of personality is best in any given position in the first place?

First, the best thing you can do is find out the personalities of your current employees. Even if you feel like you know them well, try to avoid subjectivity by finding a well-rated online test or look into testing companies. You want to make sure the test has a high level of validity so that results remain accurate no matter who’s taking the test.

With the results in hand, you can match up jobs and responsibilities with the personalities of the people who thrive in those positions. A pattern should emerge, and you’ll have a better idea of who will succeed in that open position.

Keep in mind that you would rarely want a team full of identical personalities. This can limit the level of innovation and new ideas, and can easily lead to a higher chance of conflict. As each personality has its own strengths and weaknesses, hiring a variety can combine those strengths and keep the weaknesses at a minimum.

So now you know who you want to hire, the first step is to write that into the job description you post or to tell the recruiter who’s searching for you. This should help attract the right candidates, so you’re not wasting time on candidates who don’t have the personality fit.

Once you’ve scheduled some interviews, now more than ever is a good time to have an accurate personality test. Otherwise, it is nearly impossible to gather a good sense of a candidate’s personality, as the context of the interview changes everything.

Whether you’re an intense interrogator or a curious questioner, with the help of a test you should be able to determine personality, no matter what your interview style.

* Want to avoid administering a formal test? It can be possible to get a fair sense of a candidate’s cultural fit if, after the first interview went well, you introduce them to your team and watch their personality slowly come out in the open.

Congratulations! You now have a new employee who is a great fit both technically and culturally. The next step? It’s a good idea to make everyone aware of each other’s personality types. Knowing how each team member works, thinks, and learns best makes it easier to understand and communicate with each other. Additionally, a good leader should manage each person according to his or her needs and personal working style.

Ultimately, it is important to be aware how each position in your company is best suited to a particular set of personality traits. It’s equally important to understand the balance of personalities within your team. Only then can you guarantee a successful hire.

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