No doubt about it, the concept of a corporate “lifer” has become a thing of the past. Americans are no longer staying at the same job for 40 years. In fact, on average, Americans between 18-44 years old held 11 jobs between 1978 and 2008. Here are some surprising statistics on the current state of the workforce:

• The Bureau of Labor Statistics reports that today, the average worker stays at each job for 4.4 years.

• 91% of millennials (born between 1977-1997) expect to stay in a job for less than three years, according to a Future Workplace Survey.

• Today, a third of our workforce is either self-employed or hired on a contract basis.

As a staffing strategist, I don’t look at job-hoppers the same way I did ten years ago. After all, often people who frequently change jobs are doing so for exciting or challenging growth opportunities – and employers are increasingly viewing them as well rounded and ambitious, with a variety of skills and experiences under their belts. These candidates are especially attractive to some hiring clients, who have cut back on training and education for their employees, due to economic constraints. Dig deep into a resume chock full of jobs and you may discover a history of forward motion and increased pay at every move.

On the other hand, there are many unfortunate reasons why “hoppers” jump around. It’s vital that recruiters remain non-judgmental and open-minded to a resume listing multiple jobs. Some excellent candidates have been repeatedly “victimized” by downsizing, corporate relocations or the disbanding of departments. Take the time to listen to their stories and you may find that so-called job hoppers have legitimate personal or professional reasons for numerous job changes.

How do you determine if a job hopper is HOT or NOT?

Check out these scenarios…

Candidate performed the same job–at the same level–for numerous companies: One of the recruiters on my staff just interviewed a woman who was searching for her fourth marketing manager position in the past five years. Her previous jobs were all strikingly similar. And although her past employers were industry-specific, the firms she worked for varied in size and corporate structure. We were concerned that this candidate could not “fit” in to any of her previous roles for longer than a year.  NOT so hot…

Candidate dabbled in many different industries, and had many different jobs, with no clear direction. The lack of continuity on a resume sends up red flags for most recruiters. But I believe that it is totally acceptable for people to explore different opportunities throughout their career. The key is to determine if there are common threads that run from job to job. It is up to the recruiter to look beneath the surface and explore the candidate’s drivers.  What are the applicant’s ultimate goals? (Without an objective, how will this person stay motivated in future roles?) Does the applicant have any noteworthy successes and accomplishments? Does s/he possess the skills, enthusiasm and work ethic for the job s/he is applying for? This is the real question! Could be hot…or not.

Candidate worked for large organizations but never showed promotability. Sure, there are many small, flat organizations that limit growth potential. But when a candidate goes from large organization to large organization, constantly hitting a dead end, you SHOULD be concerned about their promotability (or lack thereof).  Ask the candidate very specific questions about departmental structure and headcount. Question if others in the same role advanced. Find out why or why not? The responses will tell you if s/he is hot or not.

Candidate was laid-off. According to the U.S. Dept. of Labor, In February of 2013, employers took over 1,400 mass layoff actions involving over 135,000 workers. And while the true definition of a layoff is when a firm eliminates jobs regardless of how good the employees’ performance, we all know that companies use these reductions in workforce as opportunities to clean house, too.

So, how do you spot hot talent in this large pool of prospects? There are some key questions that need to be answered. Was the candidate laid off once, or over and over again? (Multiple lay-offs raise the red flag.) Was this an individual, departmental or company-wide lay off? How many people in the candidate’s department were affected? And how many held a similar position? Of those, how many were let go? If there were several in the role and some were spared, why was this candidate one of those laid off? Ask these questions to determine whether or not to lower the red flags. Could be hot … or not.

Candidate gave up on difficult problems. Did the candidate choose to flee rather than fix challenging work situations? Many people have legitimate reasons for leaving a “job from hell.” But does the candidate seem adaptable? Now more than ever, S@#T happens. New managers. Changing responsibilities, Shifting initiatives. Increased workloads or hour—it’s all part of today’s “doing more with less” business environment.  If the candidate has a history of leaving job after job because s/he couldn’t deal with change, you should assume they’re not so hot.

In an ironic twist, some employees who stay at a job for five or more years are viewed as unambitious, inflexible or set in their ways. For example, those in certain technology roles are most valued when they show a history of challenging, growth-oriented moves as opposed to holding one position in “maintenance mode.”

But consider my friend John, a 15-year veteran with a telecommunications giant. He stayed with the same organization all these years, as his industry continually redefined itself. John exemplifies the traits of a survivor! Candidates like John, who have adapted to changing times, technologies, processes and management, are NOT set in their ways or inflexible. Quite the contrary…

In today’s corporate world, there’s very little loyalty left on either side of the equation. Since the economic downturn, many employers have been vilified as heartless, selfish and focused on the bottom line.  Now, the tables are turning and employees are the ones moving up and out. HR needs to accept that job-hopping has become the new normal. Critical thinking and targeted inquiry will help you determine the true value of so-called job hoppers as well as those with long-term work experiences.

“The List” is meant to add some levity to the office. And, yeah, some of its contents are pretty funny. But in the face of a dismal job market it is also quite sad that so many qualified candidates are losing opportunities because of phone interview mistakes.

Here’s an opportunity to learn from “The List” — presenting my 11 worst phone interview foul out.

1. Lost calls: Cell phones make our lives easier and more productive but they still can’t be trusted to deliver crystal clear, continuous communication. If at all possible, use a land line.

2. Background conversation: It’s difficult to concentrate on the conversation when there are crying children or barking dogs in the background. Don’t be in a room with other people, don’t keep the TV on in the background and ALWAYS apologize for any background interruption.

3. Phone fuzz: Ask any recruiter and they’ll tell you that the #1 pet peeve is speaker phones – they are annoying as hell! Headsets come in a close 2^nd; I have asked dozens of people to remove them during calls.

4. Dreary Droll: Some people have a difficult time projecting their enthusiasm … and their voice. When our candidates prepare for phone interviews wealways advise them to smile while talking – this gives their voice an air of enthusiasm. And so does standing up and walking around while on the phone. Try it. It works.

5. Clicking interruptions: The irritating delay caused by call-waiting is usually avoidable since most phone services allow you to temporarily disable this feature. I highly recommend this. Also, NEVER type on the computer during a phone interview. The recruiter on the other side of the line can hear every clickity clack.

6. Inattentive talker: Give your interviewer your full attention. Don’t be distracted by emails, doorbells or nature’s call. Make sure to deal with these potential distractions before your interview is scheduled.

7. Jabber jaws: Some people react to stressful situations by talking too much. Don’t feel the need to fill every moment of silence. The interviewer may be taking notes or collecting his/her thoughts. Once you answer the question clearly and concisely, just zip it.

8. Motor mouths: The sound and cadence of your voice is an easy thing to control yet so many job candidates overlook this. Remember to speak slowly …. And not too loudly or too softly. If your interviewer has to ask you to repeat yourself more than once, take the hint and adjust accordingly.

9. Quirky conversationalists: For some reason, many interviewees feel as though they need to show their strength and leadership by controlling the conversation. The key to an interview is to understand that it is a fact-finding mission. You have 2 ears and 1 mouth so you must listen more than you speak! Try not to stray off topic and if you do, recognize it, apologize and reel it back in. When you are able to gracefully return to the subject you were discussing you are exhibiting your self-awareness and self-control.

10. Gotta gos: Give yourself ample time when you are scheduling a phone interview; I would advise at least an hour, since it is not uncommon for a good interview to be lengthy. There’s nothing worse than sabotaging your success by having to cut off the interview because of scheduling conflicts.

11. Sales snafus: You’ve heard it before–an interview is a personal sales call. So when you’re done selling yourself don’t forget to close! Never hang up without understanding the next step in the processor asking the recruiter when you can meet in person. And don’t forget to follow up with a written thank you!

“Today’s preparation is tomorrow’s achievement.” Although the source of this quote is unknown, it is key to succeeding at the phone interview game. By recognizing these common foul-outs and creating your own strategy, you’re sure to score and WIN the job that’s right for you!

“Gail, I really need your help. I’m in crisis mode,” said Karen, in a voice that trembled with stress and worry. “I’m stretched to my limits, and now the CEO wants my team to tackle an enormous hiring project.”

This is the gist of a phone call I recently had with Karen, the HR Director of a mid-sized media company.  She needed to staff 14 various positions — some F/T, others consultants, and all management level or below. With minimal support staff, quarterly reporting and goal-setting responsibilities, Karen was already inundated with a slew of demands. She felt tremendous pressure, knowing that her performance would be judged by the outcome of this recruiting initiative

I really felt for her. She was overwhelmed.

Little did Karen know, I had a proven solution! I suggested that she exhibit at one of my firm’s upcoming, national SpeedHIRE events. At the next local event, I explained, she would be able to conduct dozens of fast-paced interviews with pre-sourced, screened and EXCLUSIVELY invited candidates. A far cry from the typical job fair.

Karen signed on and, as I expected, had great success. In fact, as of last Friday, Karen had already secured 80% of the talent she needs without lifting a finger to recruit. As more and more Fortune 500s can attest, SpeedHIRE is recruiting’s biggest secret.

Want the details? Here are the 6 simple steps to SpeedHIRE success.

1) CALL to schedule a strategic staffing session: Discuss your open temp and F/T positions. Once we thoroughly analyze and assess your job requirements, we’ll get to work as your headhunters.

2) GIVE US 3 WEEKS to work our magic: Before the event, our staffing pros will use proven, human recruiting practices to painstakingly source, interview and qualify several top, passive candidates for each open job. These qualified candidates will receive exclusive invitations to your local SpeedHIRE event.

3) ATTEND a SpeedHire event in your area: Upon arrival, you will be matched with your Personal SpeedHIRE Roadie, who will be by your side throughout the day to ensure total ease and efficiency.

4) INTERVIEW MANY INVITED candidates:  The SpeedHIRE Tour Manager will monitor the clock as you meet each candidate during a concise, 6-minute Xtreme recruiting sessions –think “speed dating for talent.” These increments give you enough time to determine which candidates you want to pursue.

5) FOLLOW UP: Once your initial meetings have concluded, you can arrange follow-up interviews, either then-and-there, or at a later time, at your office.

6) MAKE OFFERS! It’s THAT fast. Imagine, interviewing and potentially filling numerous positions in just ONE day!

Can you imagine a more efficient way to meet qualified, targeted job candidates? I asked Karen this question and she answered, “NO!” In fact, she met more exceptional talent – over 50 prescreened candidates — in one day than she could have done in weeks.

Do you have a proven method for tackling huge staffing projects? Please share it with our readers. Thanks!

Gail Tolstoi-Miller is dual CEO & Chief Staffing Strategist at Consultnetworx and Speednetworx. Together, these businesses revolutionized a complete solution that combines the skills and expertise of their on-staff event planners and staffing pros. SpeedHIRE makes it possible for employers to quickly, easily and efficiently conduct dozens of fast-paced interviews with professionally sourced, screened and invited talent that employers need – for less than the average cost per hire.  Call 973-309-5474 or visit http://www.consultnetworx.com/speedhire/ for more information on the SpeedHIRE U.S. Tour ’13. BONUS: Limited-time discount code. See site for detail

Quick. Say something memorable about yourself, on the spot, in less than 15 seconds. Now come up with another – and then smile professionally, right in front of a bunch of strangers. Oh, and if you’re feeling bold, drop in a phrase that indicates you’re looking for your next job or another client. That’s your mandate at the next professional association, MeetUp or chamber mixer.

Don’t just introduce yourself. Stand out and be memorable; be the person they recall the next time a project manager job opens up or a colleague needs a first-rate translator. After all, networking is one of the best ways to land a new job.

Your introduction ought to build on your personal brand, and it might be light-hearted or heart-felt. But it definitely must be short and memorable. Here are five easy ways to network more effectively in person:

1. Create a clever one liner about you. “Spend some time before your next networking event coming up with at least one humorous, self-deprecating or intriguing way to introduce yourself and what you do,” a blog post for the National Association of Entrepreneurs recommends. Use “short pithy snippets of information…. keep it light and snappy and you will be memorable.”

2. Jot it down and try it out. Consider what it conveys about you and how it could be misconstrued. Refine your pitch and “try different things to see what works,” said Gail Tolstoi-Miller, who runs a recruiting and speed networking company in New Jersey. She’s finishing her book called Networking Karma.

3. Consider your value. Often the best pitch shows how you benefit other people, what problems you can solve, said Tolstoi-Miller. This pushes you way past your job title into thoughts on how you could help the person you are about to meet. Sometimes you cannot know that, so Miller suggests you may want to end your introduction with a question such as ‘How can I help you out?’ or ‘How can we help one another be more successful?’

4. Add a twist.  Most people use their job title to introduce themselves. That works better if you jazz it up or add a surprise or a mention of some interest that jazzes you. Think of the twist as the squirt of fresh lemon juice in a big glass of water or the olive in the martini. Try saying: “I’m Julie Jobseeker, and I’m an HR manager who loves to shop. I want to land a job at a mid-sized or regional retailer with a great employee discount!” Or “I’m Jeff Jobhunter. I believe in second chances – for people and furniture.” He sells used office furniture and is striving to create a second career in sales training. Or use your nametag to highlight your hobby or some fun fact about you to be more approachable, Tolstoi-Miller suggests.

5. Practice your pitch, but be perky too. It doesn’t matter that this is your fourth networking event or career mixer this week. You still need to sound enthusiastic and passionate, said Tolstoi-Miller. Smile. If you feel discouraged or tired, “be an actress and pretend you’re happy,” she said. “Leave your problems at home” and remember you have only now to make a memorable first impression.

Vickie Elmer writes about consumer issues, careers and workplace subjects for the New York Times, Fortune magazine, the Washington Post and other top tier media outlets. Her articles are filled with actionable insights, compelling stories and inspiring people. The mother of three also co-owns Mity Nice LLC, a small social cart business based in Ann Arbor, Mich., which donates to more than a dozen charities each summer and fall. Her motto changes regularly, but her concentration on careers, kindness, creativity and high quality writing remains constant.

As the event unfolded, I was thrilled to be able to sit with many of the women and actually coach them on the delivery of their Elevator Pitches. It was really impressive to hear so many succinct, eloquent and compelling ways these ladies “pitched” their product, service–even themselves!

Still, there were a few attendees who arrived, unprepared. Or perhaps I should say, misguided. Like so many Speed Networking events before, I witnessed some hard-core sales schpiels, lightening-fast talkers and some who tried just a little too hard to be all things to all people. I thought a little blogging on the subject might be valuable…here’s why!

The Elevator Pitch is something every professional should perfect. It’s the most effective way to connect when faced with a limited amount of time and it’s certainly required to maximize impact and memorability. And a polished Elevator Pitch can absolutely help you make the most of every Speed Networking event you attend–it will certainly make the entire experience much easier and more productive.

There should be simplicity and clarity in your pitch’s message. A good rule of thumb to go by: Your pitch should resonate equally with a 10 year old child or a 75 year-old grandmother. In other words, it should have universal appeal. After all, if your listener doesn’t “get it,” how can he/she advocate for you, consider you for a job or refer you to others?Now, that you have the basic overview of what an Elevator Pitch is, let’s talk about what an Elevator Pitch IS NOT.

An Elevator Pitch is never…

• A hard sales pitch
• A verbal resume
• A deal-closer
• An interview.

Remember, if you only have a minute to state what it is that you do, you’ll simply want to pique someone’s interest by explaining relate-able benefits (not just features) — don’t think of this as a “close the deal” kind of conversation. During your pitch, simply share enough with your audience so that he/she will want to ask you for a follow up to the conversation.

Do you turn red, get flustered or tongue tied when talking about yourself? All the more reason to create a compelling Elevator Pitch! Putting time into the development of your pitch will take a lot of stress out of many situations, especially networking. There’s no doubt that when you have a well-honed pitch, you come across as confident and capable, and it makes others more inclined to trust you and consider you as a valuable contact. Besides allowing you to develop a rapport, a solid pitch will help you gather information about the people you meet and, most importantly, it will help you to be remembered!

Do you have any tried-and-true Elevator Pitch advice? Please share below…

“I like to think of anything stupid I’ve done

as a “learning experience.” It makes me

feel less stupid.”

P. J. O’Rourke

Yikes!

When I came across this image the other day (see below), I didn’t know whether to laugh or cry. I decided to laugh–and share it in hopes that it might help others to successfully navigate the holiday party season.

You’re probably saying to yourself, “Yeah, right! I’m going to take advice from this chick?” Well, we are all allowed some indiscretions in our 20s. Trust me, this was a long time ago and with age comes wisdom. Here’s mine …

• DON’T dress to excess: This photo of me is a perfect “What Not to Wear” example. (Talk about Ho Ho Ho!!!) Play it safe at business holiday functions, and opt for nice rather than naughty! Think about what you consider normal business attire and then kick it up just a notch. Don’t forget to add a festive touch that reflects your personal style.
• DON’T party too hearty: You’ve heard it before but it bears repeating! After putting your best foot forward all year long, striving to present your capabilities and knowledge, DON’T blow it in one night! Consume more than 2 drinks and you risk slurred speech, impaired judgment, vomiting, decreased coordination or worse! And smoking? Ewwww, what was I thinking? Thankfully, public smoking is no longer acceptable – but even the smell of cigarettes leaves a lasting impression – for all the wrong reasons.
• DON’T be the center of attention: While it is a huge mistake to be a wallflower at a company-sponsored event, demanding the spotlight is equally bad, if not worse. Observe your surroundings and do your best to mirror the behavior of those who command the most respect. Have fun and be engaging, but stay composed and aware.
• DON’T ignore etiquette: Drinking out of a beer bottle? Really? This isn’t a frat party! Nor is it a feast of gluttony. Use your best manners. Be patient, whether awaiting the pass-around snacks or on the buffet line. Remember to take small portions of food, and always say please and thank you to servers.
• DON’T whip out your cell phone:Sure, it’s fine to put your phone on vibrate in case you’re awaiting an important call or text. But ignoring those around you to make or take a call sends a message
  

  My Holiday Party Don’t!

  that the person on the other end of the phone is more important than they are. Unless you want to make your fellow party-goers feel insignificant, keep phone chats and texts to a bare and necessary limit.

• DON’T forget to network: The holiday party is a great environment for renewing old acquaintances or meeting new colleagues. But the biggest challenge for many is how to ease into conversation naturally. A great icebreaker: bring a camera and tell people you’re taking photos for the company intranet. You can also try standing near the food.  A simple comment like, “Have you tried the brownies?” may be all it takes to strike up a convo with the CEO of your company. Tips: Keep you right hand free for shaking and keep business conversations very light.

Finally, here’s my bottom line DON’T: Never, ever, ever do anything to harm your company’s reputation. When you accepted your job, you made an unspoken commitment to uphold the values of the firm you work for. If you can’t be responsible for your own behavior and choices, how do you expect to be perceived?

Do you have a holiday party DON’T. Please share! And happy holidays…

As promised, I am dedicating this blog post to employees. If you or your coworkers are struggling with a hostile work environment, here are …

7 Smart Strategies to Safeguard Yourself from Workplace Bullies

1)   Recognize a real bully: Everyone is entitled to an occasional bad day. Don’t mistake a hostile comment or an icy response as bullying. Once a pattern of hostility begins to emerge, you can confirm that you are truly being bullied.

2)   Communicate, don’t confront: As difficult as this may seem, you must remove all emotion when dealing with your harasser. No matter how nervous, angry, stressed or confused you feel, pull yourself together and address the issue professionally. Deal with it as soon as it happens, and as often as it happens.

If the bullying occurs in private, look the bully in the eye and very calmly tell them what you think. “I thing (not feel) that what you just said is inappropriate/rude/unacceptable. Please don’t speak to me like that again.” No matter what the response, do not veer off course. Repeat the same statement, if necessary.

What if the treatment occurs in a group setting? I would recommend doing exactly the same thing as above. In fact, having a witness present during this face-to-face discussion is a plus. The key is to remain calm, confident and steady.

3)   Document every detail: As a bullying pattern emerges, it is vital that you have a detailed paper trail. Write down the scenario, time and place that events occur. If there are witnesses, include their names in the documentation.

4)   Find strength in numbers: You may not be the only person on the bully’s radar. Keep your eyes and ears open; reach out to colleagues who are experiencing similar abuses. You and your coworkers will be empowered if you are able to deal with the situations as a team. If possible, a compiled list of offenses can be delivered to HR. This type of broad-ranging evidence is difficult for a firm to deny.

5)   Escalate the matter: If the hostilities and poor treatment continue, take your grievance to the next level. If the perpetrator is a coworker, discuss it with your manager. However, if you are dealing with a bully boss, contact a department head or HR (or both) and lay out your complaint in writing. Continue to keep detailed records of the entire process. Let them know that the firm is required to provide a safe and healthy work environment. Request that the offender be transferred to another department or ask for another acceptable resolution. Schedule a follow-up discussion to fully resolve the situation.

6)   Put your health before your job: Nothing is worth physical and psychological illness. If you find that the treatment you receive at work is affecting your sleeping, eating, vital signs or emotional wellness, contact your EAP (Employee Assistance Program) to help you address your issues. You may need to take some time off and get medical intervention for whatever is ailing you. Be certain that you are strong and stable enough to deal with whatever may come your way.

7)  Hire an employment attorney–or quit: Bullying is not illegal. True, words can hurt people in numerous ways. But, the law walks a fine line between freedom of speech and personal defamation. Plus, there is a possibility that your firm will side with the bully and put the blame on you. They may even “manage you out” or fire you.

Some people choose to contact an employment lawyer to explore the possibility of legal action. But be warned: according to the Workplace Bullying Institute, “the injustice that resulted from bullying is rarely reversed by lawsuits. Lawsuits in the U.S. are bound by existing laws. U.S. labor laws provide embarrassingly few worker protections. Lawsuits are expensive.”

Want my advice? Decide what will make you happiest and then follow that path. If you demand justice and want to fight for it, find a qualified lawyer and take it on. (Frequently, legal proceedings in these situations lead to negotiating a mutual parting and a hearty financial settlement.) On the other hand, you may not feel a sense of relief until you remove yourself from the environment. If that’s the case, start looking for a new job and put this experience behind you as quickly as possible.

Just as employers are free to fire at-will, so too are you free to leave. Every day, and for many different reasons, I find myself telling unhappy workers the same thing: You are not a prisoner. As difficult as it is to find a job in today’s market, take control and stop feeling victimized.

Have you been the victim of bullying on the job? How did you handle it? Your insight and advice would be welcomed in the comment box below. Thanks!

Waking up in a 46-degree bedroom. Eating cereal for dinner–by flashlight. Waiting 3 hours at the gas pump. Getting little or no cell service for days on end.

Debbie felt helpless and ashamed. She didn’t know what to do. Should she ignore the bullying? File a complaint? Risk her job? She was at her wit’s end and needed a plan of action.

The first things we needed to determine was if Debbie was in fact a victim of bullying or if she was just dealing with incivility.  According to Pamela Lutgen-Sandvik, Author of Take This Job and … , workplace bullying is “persistent verbal and nonverbal aggression at work, that includes personal attacks, social ostracism, and a multitude of other painful messages and hostile interactions.”

Based on this and other, similar definitions, we concluded that Debbie was certainly being bullied—badly! Her boss was creating an incredibly hostile work environment, with frequent yelling, belittling and ongoing–and unfounded–threats to her job security.

Together, we came up with some good ideas.  (I’ll share them in my next blog post, which will discuss how to handle a workplace bully.) Yesterday, my client called me to say thanks for the advice — she told me of the positive outcome to the situation. I came away from this experience more convinced than ever that it is a moral obligation for companies to inform and guide employees on their expected behavior as well as the consequences.

I am still amazed that Debbie’s firm, a global marketing company, didn’t have protective measures in place for Debbie and her co-workers.

After all, according to the 2010 WBI’s Workplace Bullying Survey, 35% of the U.S. workforce (an est. 53.5 million Americans) report being bullied at work; an additional 15% witness it. Half of all Americans have directly experienced it. Simultaneously, 50% report neither experiencing nor witnessing bullying. Hence, a “silent epidemic.”

Clearly a lot of employees are needlessly suffering. And so are companies! Workplace bullying is responsible for absenteeism (which affects productivity), needless turnover, expensive worker’s comp payments for stress related complaints, costly legal filings and untold damage to corporate brands.

My 2-cents. If public school systems throughout the country are taking proactive and very decisive action to wipe out bullying in academic settings, shouldn’t companies do the same?

Here are 6 Culture-Boosting Steps Your Firm Must Take to Combat Bullying

1) Show commitment to the issue: Companies should clearly communicate their ongoing cultural attitude regarding a respectful workplace.  One approach: Hang “Stop Bullying” posters throughout the office to reinforce the message.

2) Write an Anti-Bullying Policy: This policy must apply to everyone who works for the firm as well as consultants and vendors. It must define workplace bullying, give specific examples and state the consequences of committing these acts.

3) Develop and communicate procedures for evaluating, formalizing and responding to complaints. This process should be confidential and employees must be assured that no retaliation will be made against them.

4) Enlist Anti-Bullying Ambassadors : These impartial, third party colleagues should be trained to help mediate and resolve situations and support those with concerns over bullying.

5) Inform ALL employees: A clear and comprehensive communication plan must be put in place to explain the details of the Anti-Bullying program. This should be an ongoing effort.

6) Integrate the program with other ongoing corporate initiatives such as orientations, performance reviews, training, reputation management, social media outreach and recruiting policies.

Workplace abuse and harassment is a source of shame for everyone involved.  In honor of Freedom from Bullies at Work Week – which was just last week – let’s all get motivated for some positive change!

Imagine… every word you said, every move and mistake you made being caught on camera, broadcast to millions of people and analyzed by experts and commentators for days to come.

In essence, that’s exactly what occurs during the presidential and vice-presidential debates. These face-offs are no doubt the ultimate interviews for the world’s toughest jobs; they’re incredibly nerve-wracking, and critically important.

Every day, I coach job seekers as they embark on their often-challenging adventures in interviewing.  Over the past few weeks, I’ve been tracking successes, and blunders, of the Republican and Democratic candidates, and have been pointing out those Dos and Don’ts to job candidates. Here they are…

The Candidate’s Top To-Dos

Manage Body Language: Sometimes candidates are so concerned with what they have to say that they don’t think about how they look. Body language and hand gestures can, and should be used advantageously. When greeting someone, the handshake should be warm and sincere.  Don’t be in a rush to let go of the hand you are shaking. If you want to express honesty and openness, whether standing or sitting during your discussion, make sure to keep arms open.  To add impact to your words and holds the attention of listeners, make sure you’re using hand gestures.

Shift Conversation: Politicians plan their approach long before debate day. They master the art of expertly shifting the conversation to the issues they want to discuss. Before an interview, you should do the same. Plan out the major points that you want to make. Then, during the interview, find a subtle way to shift the conversation so that you are able to drive those points home.

Share Concise and Quantifiable Success Stories: Long, drawn out conversations are tiresome and frequently meander. The debaters worked to make their arguments quick and pointed. As a job candidate, it is vital that you concentrate on keeping your comments focused and your language clear. It is also critical to give detailed results of your achievements as opposed to general comments.  The candidates throw out many facts and figures to underscore their successes and so should you!

Connect on a Personal Level: The candidates are pros at engaging their audience. They speak to people by name, they ask probing questions to sway the conversation in their favor and they re-iterate the concerns that their questioner may have.  This is a communication skill that will serve you well during interviews.

What NOT To Do: Learn From The Debate

Don’t Over-Do the Facial Expressions: Pursed lips, strangely enthusiastic smiles, bulging eyes. These are just a few of the facial expressions and cues that were analyzed by the press following the debates.  These expressions send a silent signal that the speaker may be aggressive, uncomfortable or overly emotional. While facial expressions are hard to control, being aware of them is the first step in changing your demeanor.

Don’t Interrupt: During the debates, the candidates who interrupted came across as hyperactive and lacking self-control. These traits are not valued in a leader OR in an employee. However, you can increase your value by showing that you have the ability to pay attention, take in new information, and make others feel valued—all of which begin with listening.

Don’t Talk Too Fast: Instead of appearing calm, cool and professional, some have criticized the debaters who rattled off information and chomped at the bit. Of course, debaters and interviewees are nervous, but showing a calm demeanor gives the appearance of confidence and honesty.

Don’t Be Over Confident: Cocky candidates may come across in 2 different ways. Sometimes, they come across as lazy, entitled and undeserving of our vote–and the job.  Other times, overconfident candidates appear swaggering and domineering. Confidence is no substitute for readiness. Be prepared with your research and show sincerity during your interviews.

A good debate performance can shift the polls and strong interviewing skills can secure jobs. Just like the political debates, every interview is either an opportunity to convince or a chance to fail. What else can we learn from the presidential and vice-presidential debates? Without being political, how can the candidates and job seekers correct their stylistic flaws? Please share your comments.