Does the thought of making small talk make you cringe? Does schmoozing make you feel like a schmuck?

Zack, who’s the president of Only Connect Consulting and an expert in personality and the workplace, travels the nation, rubbing elbows with and making presentations to executives in private industry, the public sector and federal agencies; she’s also an introvert … so who better to write about introvert networking than a person who shatters the stereotype?

Introverts Can Sizzle on Networking Job Search

By Devora Zack author of “Networking for People Who Hate Networking: A Field Guide for Introverts, the Overwhelmed and the Underconnected.”

To network or not to network?  That is the question.

What’s at stake?  Whatever you most want to accomplish; no biggie.

What if you don’t like networking and have no interest?  It drains you.  It never works.  You don’t have time.  You don’t need to.  It’s phony, self-serving, fake, inauthentic, superficial, conniving, manipulative and useless.

Hold it right there.

In my experience, people who claim to hate networking also believe they are not good at it.  The reverse is true.  People who hate networking fail at traditional networking by following advice never intended for them in the first place.  You have the raw materials to be a stellar networker.  You are just following the wrong rules.  Standard networking advice fails you, so you assume you fail at networking. Plus you hate it.  What is networking?

Networking is the art of building and maintaining connections for shared positive outcomes.

That doesn’t sound so bad.  You can now learn networking methods aligned with the true you.

Networking propels you to your potential.  Think of a goal.  Perhaps you want to find a job, build your career, win a promotion, make a connection, improve the world, build a reputation, achieve your dream or grow a business.

Networking will further your aim.

As a consultant and author, I have never met a person who did not benefit tremendously from learning how to network on his or her own terms.

The more authentic you are, the more resilient and valuable networks you create.  You can successfully network by being real; applying natural strengths.  You can learn to work with, rather than fight against, your lovable self.

The very traits previously labeled as liabilities are now your finest networking assets.

I am an off-the-chart introvert.  I have conversations with people in my head that I think actually took place.  I need to process ideas before speaking up – or get myself into trouble.  The idea of a free-floating happy hour propels me into free-floating anxiety.  A cacophony of external stimuli doesn’t excite me; it drives me away.

I happen to also be Type A with an exceptionally high energy level.   Introverts can be low-key or intense; prefer the back of the room or the spotlight.  These traits are not linked to what defines introversion.

Introverts are reflective, focused, and self-reliant.  Extroverts are verbal, expansive, and social.  These characteristics lead to three key distinctions:

• Introverts think to talk; extroverts talk to think.
• Introverts drill deep; extroverts stretch wide.
• Introverts energize alone; extroverts energize with others.

These differences lead to a plethora of opportunities for introverts to shine in the networking arena.  Don’t condemn yourself for who you are.  Embrace, accept, and flaunt your natural style.  Okay, maybe flaunting is a bit much to ask.  Still, it is something to work towards.

I have discovered techniques that turn the world of networking for introverts upside down — or shall I say right side up? These insights can transform you into a networking star. You can even enjoy your customized version of networking.  Seem impossible?  It’s not.

Standard networking adages include:

• Promote yourself constantly.
• Never eat alone.
• Increase contacts for increased success.

Until now, networking advice has been written for people of a particular temperament – the very personality style already predisposed to enjoy the prospect of spearing cheese in a room full of bustling strangers.

Research reveals this personality type is 30-50 percent of the general population.  The rest of us have been left to wander aimlessly through the foreboding terrain of meet-and-greets.

Networking tips just for introverts

Pssst.  Want customized networking techniques created especially for you? 

Introverts think to talk.

• Focus on listening rather than self-promotion in initial job search conversations.
• Carefully select what job search events to attend – target those of most interest.
• Prepare in advance specific questions to ask new contacts. 
• Prepare and practice aloud responses to FAQ while on a job search.

 Introverts drill deep.

• Research the type of job most suited to you and focus your attention there, rather than dissipating your energy casting a wide net.
• Arrange one-on-one meals with select individuals rather than joining large groups.
• Follow up with others based on their interests, proving your immediate value.
• When at a career fair or job conference leave yourself blocks of time between sessions to pace yourself, increasing your focus at the programs you do attend.

 Introverts energize alone.

• While at networking events, periodically step away from the group to recharge.
• Volunteer – this gives you a focus, purpose, and specific role while networking.
• When arriving at an event, pause to look over attendee nametags – giving you initial alone time and the opportunity to strategize who to meet.
• Make notations about new contacts on their business cards – increasing your ability to remember details and creating breaks between conversations.

No more stamping out your instincts.  Welcome to the world of networking for people who used to hate networking. 

Interested in learning more about networking? Click here for more on TheWorkBuzz.com.

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Have you ever been asked a question in an interview that seems to come out of left field? One that makes you skip a beat and make you want to ask, “Come again?” and “Are you serious?” Unfortunately, not all interviewers ask the most kosher questions and it’s easy to become discombobulated.

Today’s guest blogger addresses this very issue.  Frances Cole Jones, author of “The Wow Factor: The 33 Things You Must (and Must Not) Do to Guarantee Your Edge in Today’s Business World” tells how to keep your cool even in the face of the most unnerving interview questions.

Don’t Get Flustered, Get Factual
By Frances Cole Jones

There appears to be an epidemic of inappropriateness pervading the job interview world these days. Several people I know have gotten questions that left them, literally, speechless — and one wasn’t so much disconcerted by a question as by the manner in which it was asked.

Following, a few suggestions I made for how each of them might have responded. If any of you have additional ideas, I’d love to hear them. (Alternatively, if you’ve been asked anything, or experienced anything, that left you confounded, I’d love to hear those stories, too.)

Q: “Do you know the average age of the people who work in this company?”

This was a question an older client of mine got when she applied for a position in a very youthful organization. While I can only speculate about what the interviewer’s intention might have been, I can tell you the result was my client left feeling shamed for even applying.

How did I recommend she handle this kind of leading question?

Leading questions demand fact-based responses. You don’t want to get into what you think your questioner is after, or do the dirty work of negating something that hasn’t been overtly stated.

Consequently, my Monday-morning quarterbacking coaching to her was to have responded, “I do.”

Q: “You realize you’re going to need to ugly-up if you get this job.”

This leading question was asked of one of my, admittedly, extraordinarily beautiful clients. As always, we could only speculate about the questioner’s intention– though I have to say we both found the pigtail-pulling undertone distinctly … underwhelming.

In this instance, again, I didn’t want her to do the troublemaker’s dirty work for him. Consequently, my 20/20 hindsight recommendation was to go with the factual, “I don’t understand what you’re saying.”

Admittedly, thinking on your feet when you’re asked these types of questions isn’t easy, but if you can keep your answer short, sweet, and fact-based you’re likely to disconcert your questioner as much as he or she has disconcerted you.

Finally, one of my clients went into an interview during which, in her words, “The interviewer turned his back to me throughout the interview and asked his questions while looking out the window.”

How did I recommend she handle it? Well, calling him on his behavior was going to end in a lose-lose situation: His reaction was unlikely to be positive; her outcome was therefore likely to be negative. Consequently, I suggested saying, “I find it hard to answer your questions without being able to see your face. May I ask you to turn around, or may I join you at the window?”

What makes this statement powerful is that she takes the onus on herself — it’s not that he’s being difficult, it’s that she finds it tricky to talk to someone who refuses to look at her. Also, it reminds him that her goal is to be her best self in every situation, no matter how difficult.

And, as I’m sure you’ve discovered, if we can be our best selves– regardless of the circumstances — not only do we wow others, we wow ourselves: the ultimate challenge.

Frances Cole Jones is the author of “The Wow Factor: The 33 Things You Must (and Must Not) Do to Guarantee Your Edge in Today’s Business World.” Her company, Cole Media Management, works with clients to enhance their professional and personal presentation skills. She lives in New York City.

Need more interview advice? Check out these previous posts:

5 Rules for Asking Better Interview Questions

What Makes Them Want to Hire You?

A Resume Helper Disguised as a Interview Guide

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And according to a new CareerBuilder survey, your body language can also hurt your chances of landing a job … especially a lack of eye contact.

In the survey of more than 2,500 hiring managers, 67 percent said that failure to make eye contact would make them less likely to hire a job candidate. Other nonverbals that hiring managers cited as negative included these seven things:

• Lack of smile – 38 percent
• Fidgeting too much – 33 percent
• Bad posture – 33 percent
• Handshake that is too weak – 26 percent
• Crossing arms over their chest – 21 percent
• Playing with their hair or touching their face – 21 percent
• Using too many hand gestures – 9 percent  

“In a highly competitive job market, job seekers need to set themselves apart in the interview stage,” said Rosemary Haefner, vice president of human resources for CareerBuilder. “All that pressure, though, may have some job seekers making body language mistakes that don’t convey a confident message. To avoid these faux pas, and ensure you’re remembered for the right reasons, try practicing ahead of time in front of a mirror or family and friends.”

Haefner offers the following tips to avoid body language missteps during an interview:

• Keep calm. To make the best impression and avoid nervous body language, take measures to stay as calm as possible before the interview. Leave the house with plenty of time to get to the interview, avoid caffeine if possible and take deep, calming breaths.
• Practice makes perfect. The old adage proves true in this case, as you’ll feel more comfortable the more you prepare for the interview, and in turn, it will help decrease your anxiety. Rehearse ahead of time with friends or family, do your homework on the company and be prepared for common interview questions.
• See for yourself. Viewing yourself while speaking can help you notice what body language mistakes you might be making without realizing. Look in a mirror while practicing interview responses or videotape yourself to figure out your typical physical movements, and whether or not you need to change them.

Saylor, who is a certified group dynamics and behavioral coach, says it is possible to change your behavior and be conscious of what messages you’re sending with your own body. Her book gives the reader tips on overcoming many communication roadblocks including how to project confidence, how to look intelligent, how to eliminate verbal pauses, and how to use your posture to show confidence.

For additional blog posts on what makes a hiring manager say “yay” or “nay,” check out the following:

• What makes them want to hire you?
• What can a handshake say about you?
• Interview mistakes you wish you could take back

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With about five unemployed people per available job and 6.8 million who have been out of work for 27 weeks or more, this seems like a no-brainer at first glance. Proponents say this emergency relief can help the unemployed pay bills and put food on the table and also stimulate consumer spending. Yet many argue that extending unemployment benefits will deter people from looking for jobs and dig deeper into the nation’s deficit.

So which argument is right?

A March 2010 report from JPMorgan Chase argues that emergency unemployment benefits have contributed to longer durations of unemployment and a higher unemployment rate.

But in an April 2010 report from the Federal Reserve Bank of San Francisco, researchers Rob Valleta and Katherine Kuang wrote: “Analysis of unemployment data suggests that extended unemployment insurance benefits have not been important factors in the increase in the duration of unemployment or in the elevated unemployment rate.”

And this July, the U.S. Congress Joint Economic Committee released a report entitled “Does Unemployment Insurance Inhibit Job Search?” The report states “it is unlikely that extended unemployment benefits inhibit individuals’ job search efforts. Simply put, even a low‐paying job is likely to provide more support than that offered by [unemployment insurance].”

Still unsure? Are both sides right? Watch this clip from MSNBC’s Hardball to learn more:

For more information on related to this post, check out:

• June Jobs Report Redux
• Tips for the Long-Term Unemployed
• Handling Job-Search Desperation

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Over the last two-and-a-half years, we’ve written a lot on recession-proof jobs and the future’s most-wanted workers, but boy were we missing some. Some of today’s thriving industries include interactive technology, wellness and family entertainment.

Check out these 10 surprisingly recession-proof industries on the Huffington Post. The article points out that Americans are spending less on “essentials” like education and funerals and more on things like checking that marathon off their bucket list, pampering their pooch and getting some fresh ink. “Perhaps mounting frustrations and anxieties about the economy have shown a new side of human nature,” mused the writer.  

Inc. magazine also points to industries ripe for would-be entrepreneurs, including environmental consulting, vintage clothing and even cupcakes. As more long-term unemployed consider self-employment and starting their own businesses, this piece provides some fresh ideas.

If you’re looking for that next great opportunity, try searching some of these growth areas as keywords on CareerBuilder.com, or check out OpportunityBuilder.com for advice especially for small business owners and entrepreneurs.

Have you thought about starting your own business or pursuing a career in a new industry? Tell us your experience.

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Said one report in the NY Times:

Just as last month’s government job report appeared deceptively robust, swollen as it was by 411,000 workers hired by the federal government to help with the census, so the June report appears deceptively anemic, as the government is shedding many of those same temporary census workers.

Here’s why: While nonfarm payroll employment fell by 125,000 in June, the decline reflects the shedding of 225,000 temporary Census 2010 jobs. The number of jobs in the private sector actually edged up by 83,000. If you remember May’s report, temporary census hiring accounted for about 411,000 jobs and private-sector employment rose by a modest 41,000.

Since the beginning of 2010, private sector employment has risen by 593,000; yet, that is still a sharp contrast to the 7.9 million jobs that have been lost since the start of the recession.

June’s job growth is due to modest increases in several industries including:

• temporary help services
• management and technical consulting
• business support services
• amusements, gambling, and recreation
• transportation and warehousing
• mining
• health care
• manufacturing

Construction employment, which has changed little this year, continued to fall.

For the long-term unemployed, there is added concern. More than 2 million people will lose their unemployment benefits by the end of next week, according to NPR news:

Unemployment benefits generally last 26 weeks, but they are inevitably extended during recessions. With the jobless rate hovering around 10 percent … Congress has already extended the benefits several times over the past two years, offering assistance for up to 99 weeks.

But such additional coverage expired June 4 and the Senate has since failed to renew it. The House approved an extension Thursday, but it appears the Senate will not pass its version until after the July 4 recess.

If you want to know more from CareerBuilder’s perspective on job growth, watch CareerBuilder CEO Matt Ferguson from this appearance on CNBC’s SquawkBox:

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What can Kennedy and Gore teach us about work?

First up this morning, I hit the keynote speech with Al Gore. Before the former Veep came out, we were treated to a surprise guest, Edward Kennedy Jr. The son of the late Senator Ted Kennedy addressed an issue particularly special to him – employing people with disabilities. Kennedy, who lost his leg as a child to bone cancer, shared a startling stat: 2/3 of people with disabilities can’t get jobs. He also said the most important lesson his father taught him was that if you can find common ground with someone, you can solve anything – a lesson that can be applied in any workplace.

Next up, Al Gore, who called himself “the former future President of the United States” and a recovering politician, discussed the importance of diversity in the workplace. It’s not too often that one goes to a conference keynote session and the speaker actually ties in the audience to his or her topic. I thought that would be the case yet again but was pleasantly surprised when the Grammy- and Oscar-winner/ Nobel Prize recipient seamlessly tied his expertise in global warming with trends in HR. His overall lesson: Sustainability and diversity can make a workplace thrive.

Insider interview secrets

As a job seeker, it’s always useful to understand where the hiring manager is coming from. I sat in on a great session moderated by Nancy L. Newell, SPHR with nth degree consulting in from Albuquerque, N.M. Here are some of the things she talked about:

• Interviewing is hard for hiring managers, too. These folks are responsible for determining in a very short amount of time if a virtual stranger is going to be a good fit for the job, company culture and co-workers.
• What’s more, employers think job seekers are pretty dang smart. They know job seekers are more savvy than ever before and know how to look good to hiring managers … the caveat, Newell said, is that there’s a difference between giving a textbook answer and showing that you’re the best candidate. The stakes are higher for employers and recruiting is more crucial than ever. Companies need their workers to do more with less in this economy and are expecting more from these smarter candidates.
• Search for a company’s interview questions online. If you have an interview with a large company, there’s a good chance you can find some of their favorite interview questions online and the types of answers they’re expecting. I’m not suggesting you completely lift the answers, but use them as a guide for crafting your own responses.
• Be prepared for: “Tell me about a time when…” vs. “What would you do?” Newell told recruiters that past performance is predictor of future behavior. They should be looking at what the candidate did instead of what they would do. Be able to tell employers about your successes.

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Recently, President Obama relieved Gen. Stanley McChrystal of his job as commander of all U.S. and NATO forces in Afghanistan because of negative remarks he and his aides made about several officials in the Obama administration that were published in a Rolling Stone magazine article. The comments made were pretty clear that the general did not agree with many of the policies and decisions made about the war in Afghanistan.

McChrystal isn’t the first U.S. general to be sacked by a Commander-in-Chief. George Washington, Abraham Lincoln and Harry Truman are among those who have done the same during wartime. In a statement, the president gave his reasons for the decision:

The conduct represented in the recently published article does not meet the standard that should be set by a commanding general. It undermines the civilian control of the military that is at the core of our democratic system. And it erodes the trust that’s necessary for our team to work together to achieve our objectives in Afghanistan.

While not everyone is going to be the subject of Rolling Stone feature, more and more people are airing grievances about their bosses to the public via FaceBook, Twitter and text … and getting in trouble for them. For every story you see in the newspaper about this issue, I bet there are many more that aren’t reported. Just this week, a friend told me she might have to let an employee go based on a FaceBook post.

So can you disagree with your boss without losing your job? Yes, but it’s how you do it that can make or break your employment.

Most importantly, you should address the issue directly with your boss in a respectful manner. Joseph Grenny, coauthor of “Crucial Confrontations,” gives some tips on how to do this.

1. Get your motives right. Sometimes we wait to bring up concerns until we’re irritated. This is ineffective because at that point our goal is no longer to be constructive, it’s to punish. Before opening your mouth, ask yourself, “What do I really want?”
 
2. Start with safety. Begin by clarifying your respect and your intent. Help your boss understand that your intent is to provide a different viewpoint you feel will help achieve your mutual goal.
 
3. Start with the facts. Once you’ve created safety, you start describing your concerns facts first. Don’t lead with your judgments or conclusions. Start by describing in non-judgmental and objective terms the behaviors that are creating problems.
 
4. Don’t pile on. As you lay out the facts, monitor safety. If your boss becomes defensive, pause for a moment and check in. Reassure them of your positive intentions and allow them to express any concerns they have.
 
5. Invite dialogue. Finally, having shared your concerns, encourage your boss to share their perspective. Invite dialogue. The result of your openness will be a greater openness on your boss’s part as well.

Have you ever been fired for something you said about the boss? Have you ever let anyone go because of something he said? Tell us.

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Whether you’re a recent grad or a career changer, there’s a common catch-22 that comes with embarking on a new occupation: You can’t get a job without experience, but you can’t get experience without a job.

 How many of us have said, “I’ve got the brains and the know-how, I just need the chance to prove it and start building my experience”? Today our guest blogger Wendy N. Powell, author of “Management Experience Acquired: Necessary Skills for Successfully Managing Any Employee” (Synergy Books, May 2010), tackles this nagging issue. Powell has spent more than 20 years of her career advising managers at the University of Michigan and is currently on the business faculty at Palm Beach State College and the University of Phoenix. Here’s her advice for this common conundrum:

When you need experience to get experience
By Wendy N. Powell, author of “Management Experience Acquired: Necessary Skills for Successfully Managing Any Employee”

One of the most common questions from job candidates is “How can I get experience when jobs require experience?” Overcoming this “career catch-22,” however, is within your reach; the key is preparation. Here are some tips to land a job without experience, whether you are a new grad or changing careers. 

1. Evaluate yourself
Are you truly ready to search for a job or do you need to spend time catching up on current work trends? Perform a critical and honest personal audit of your style and skills. Think about the type of employee you want to be and list the qualities that come to mind. This list will help you discover any issues that you need to work on prior to your pursuit of a job. Once you have addressed these issues, you will move ahead with your search with more confidence. To employers, confidence translates to readiness for the job. 

2. Stay current
The good news for new grads is that many hiring managers place considerable importance on current learning experiences. Because conditions change and techniques evolve, a recently conferred degree often holds more weight than a degree received years ago. If you have contemporary learning experiences that relate to what the company needs, explain what you have learned and how you can apply that knowledge to their company.

The bad news for career-changers is that earning a degree doesn’t mean you get to stop learning! Always read about the current issues in the profession(s) of your choice and have a plan in case your present career choice doesn’t work out. You might even consider taking classes at a local college to learn new methods and technologies. If you keep abreast of modern business practices in your desired field, you will be well-prepared to describe how your experiences will contribute to the success of an employer.

3. Do your homework
As you should do in any job hunt, research the company and identify the specific requirements for the position in which you are interested. Before you submit your résumé for a job, find out what the company does and how they do it. Once you understand this information, you will be better able to relate and apply your knowledge and experience from school or a different field of work to the needs of the company.

4. Find a role model
Choose someone whom you admire at work or school and ask that person for guidance in modeling your chosen professional behaviors. Most people will be pleased and willing to help, as imitation is flattery.  Emulate the employee you want to be and be ready to demonstrate these traits in searching for a job.

Use this experience as preparation to respond to behavioral questions in the interview process. Employers ask questions such as, “What would you do in these circumstances?” and “What have you done when this type of situation has happened in your workplace?” With prior consideration and the example set by your mentor, your responses will be well-practiced and sharp.

5. Donate your time
Yes, I am suggesting you work for free. No, I am not suggesting you quit school or your current job to do so. Plenty of companies, nonprofits in particular, are more than happy to accept the free labor of someone without copious amounts of related experience. Are you an accountant hoping to break into advertising? Volunteer a few evenings a week to put together a small campaign for a local charity. Unfortunately, new grads often don’t have an income to support them while they search for a job. Sometimes, it might be beneficial in the long run to take a position short of your dream job while you earn valuable experience in an internship or volunteer position.

Don’t forget, the selection process is a place for you to shine. Be ready to explain why you are the best candidate for the job, whether it is a career change or a new business endeavor. You may not have the job experience, but you can still demonstrate to the boss that you are ready to do the work. Be the job candidate the company can’t refuse to hire.

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CareerBuilder’s annual survey about unusual tactics came out recently and it turns out more and more job seekers are trying everything and anything to stand out from their competitors. Twenty-two percent of hiring managers reported that, compared to last year, they are seeing more job seekers try unusual tactics to capture their attention. This is up from 18 percent who said the same in 2009 and 12 percent in 2008.

While you don’t want to be remembered for the wrong reasons, some hiring managers, say that unusual tactics can be effective. One-in-ten said they have hired someone who used an unconventional tactic to get their attention.

If you’re thinking about trying something to catch an employer’s eye, it’s all about the execution. You want to be remembered in a good way, so be professional and creative. Consider some of these unusual job seeker tricks that have actually worked:

• One candidate brought in a video recommendation from a former boss
• The person applying for a casino dealer job dealt a game on the interviewer’s desk and interacted with imaginary gamblers
• The applicant identified an existing technology problem and solved it
• A prospective teacher brought in a box of props to demonstrate her teaching style
• An applicant created a full graphics portfolio on the employer’s brand
• The successful candidate submitted a business plan with his job application

Tell us, have you ever tried something unusual or unique to get an employer’s attention? Did it work or did it backfire?

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