How To Choose Your Target Companies by Spin Strategy

Article Source:  http://blog.spinstrategy.com/2009/07/how-to-choose-your-target-companies.html

Everyone looking for a job should have a list of 10 target companies.  These are companies where you’d like to work if a position came open matching your skills and experience.  Not having this list puts you at a distinct disadvantage when networking.

You see, I may not remember everything about you.  But I am likely to remember a few of the companies you shared with me.  Why?  This is a very tangible bit of information.  And often when I ask “what are your objectives?” I get:

I’m looking for a sales position in a stable but growing company

What?

If this is your response, I will not remember it and I may not remember you based on this answer alone.

Better answer?

I am looking for a director level position in apparel sales based on the West Coast. My target companies include Nike, Under Armour, Adidas.

Now that I can work with.  And you can do a nice job reinforcing those objectives through the use of a few simple tools:

1. Hand me a networking business card. I created a really simple template here that you can download and use starting today.  It’s called the Flashcard™.

2. Hand me a one-sheet that highlights your skills, experience and accomplishments. And, yes, here’s another free template. It’s called the SoloSheet™

3. Ask to be added to my Watchlyst™. This is a one page document I keep (and you should too) to help track the job objectives of those in my network looking for a job.  You can learn about the Watchlyst here.

So to answer the question about choosing target companies, you have to identify the possibilities first.

Task: Build a list of 100 companies.  Selection criteria?  (1) in your industry and (2) in your target geography.

Start with the ones you know. Determine whether they have an office/territory in your target geography. Get in your car and drive around key industrial areas and keep your eyes open for companies as you drive down the freeway (sounds funny, but it works).  Find others in your network who are targeting the same industry and ask for their list.  Use the internet, the local chamber of commerce or a local business journal.

Task: Shrink the list (50 companies) based on a few other factors. Criteria: (1) company size and (2) industry sector

Do you want to work for a really big company with a powerful brand and big budgets?  Or would you rather be a part of a younger, more nimble start-up?

Is there a segment of the industry that you like better?  Athletic apparel vs. outdoor?  Shoes vs. t-shirts?

Once complete, this new list of 25 or so will be your big target list.  These are the companies you are really feeling good about and want to share with others. And you are free to share this larger list with your close-in network.  But I have one more task for you.

Task: Reduce this new list to 10 target companies.  Criteria: (1) Name Recognition and (1) Culture

Why 10?  An easy number for people to swallow and a list you can quickly communicate to people.

I say name recognition because I think that helps.  If people in your network have never heard of any of these companies (especially the people not in your industry), they will be less likely to make the connection if they see a job advertised.

And culture is important.  Make sure that your top 10 represent a place you’d really like to work.  If you are really into casual Fridays or company picnics, find out where all that happens and put them in your top 10.

But what if my top 10 target companies have no jobs for me?

That’s OK.  Because while these are target companies, they are also examples of the types of companies where you’d like to work.  Any suggestions from your network with jobs from similar companies will be welcome, right?

Do you have any secrets to choosing target companies?  How did you do it?  I’d love to hear your thoughts!

Also  . . .

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Tim Tyrell-Smith was gracious enought to share his insight with us.  Please visit his site at http://www.spinstrategy.com.

INTERVIEW WEEK: How To Nail The HR Interview by Tim Tyrell-Smith

Article Source:  http://tinyurl.com/yb9dy67

During your interview process, the odds are you will spend a decent amount of time talking with people in HR.  For most jobs, you will at least have a screening or phone interview with someone in HR prior to being invited for an in-person interview.

Once on-site there is also a really good chance that you will interview with an HR manager or director during your interview day.  Depends on the level of your interview.

But why worry so much about the HR interview? 

Well, if you are thinking that the HR interview is the least important of all. Or if you think that it will be simply a time to fill out the basic application and review benefits.  I got news for you.

The HR interview is not a walk-off and is not the time in the day where you relax or coast.  In my experience, it is a key time when you need to be on top of your game.

Do not underestimate the value of your on-site HR interview.  And do not assume it is yet another screening interview.  Or do so at your own peril.

If the HR interview is first up on the list and you are expecting an easy start, you may be jolted out of your chair and end up on the defensive for the rest of the day.  How does that sound?

So, here are my 5 tips for nailing the HR interview (and they may not be what you were expecting to hear):

1.  Prepare the same way for the HR interview as you do for any other interview. 

Use the same vigor and same attention to detail. This shows respect and consideration of their role within the company.  Vet them and get to know their background.  Can you add some unique prep just for HR related issues?  Of course.  But if that is all you ask of the HR group, you are missing out on a significant learning opportunity.

2.  Ask HR the same questions you ask those in sales, marketing, finance and purchasing. 

Ask a smart HR person about plans for the next company picnic and you may see the eyes roll back.  Not that building and managing a positive culture isn’t part of the HR role, but it is not the way to the HR heart.  Many HR staffers are keenly aware of the company’s compensation programs which are often tied to company performance and stock price.  So as long as you are not asking the “look how smart I am” question, assume HR is in the loop on company strategy.  And by asking each question to every person on your dance card, you get a better research result.  A better N or sample size.

3.  Assume HR is a key influencer in the decision process. 

At the very least, the HR person will be a part of the end of day round-up where your next steps get decided.  More likely, HR will be the one compiling the larger group’s comments for the hiring manager.  And if they don’t get all the comments they need, they may fill in a few extra of their own to fill the gap.  And you get to influence those comments by being a strong interview.  Finally, many hiring managers use the HR team as a deciding opinion.  After all, they do a lot of interviewing and can compare you with a lot of others.

4. Kick off your day with a big burst of energy.

Since HR interviews are often first, it is the pace setter for your day.  Stumble early and you may have trouble catching up by lunch time. If you nail this interview, you not only have created early momentum.  You have created an informal sponsor of your candidacy.  Someone who can help you quietly work your way to the top of the list.  Your positive energy combined with a strong skill set and experience match reconfirms the decision to invite you for an interview in the first place.  You move on to round 2 and HR looks good for finding you.

5. Clearly highlight or reinforce your qualifying and memorable accomplishments.

Remember, of all the people you meet during the interview day, the HR team is going to be most schooled on what the hiring manager is targeting.  Often, they are also the most knowledgeable of the company’s desired personality or work-style fit.  So be clear on who you are, what you’ve done and how it will benefit the company.  And how you can drive or support its future growth.

So, be aware of the possibilities when interviewing.  It is possible that the HR interview will include filling out the application and the sharing  of company information.

It is also possible that during your HR interview you will earn every ounce of the complementary bottled water you got on your way in the door.

And wouldn’t you rather be prepared for the latter?  I thought so.

The Real Reason For “Thank You” Letters Isn’t To Say, “Thank You”

After an interview, sending a “Thank You” letter is common etiquette and a nice thing to do, but saying “thank you” should not be the main reason for sending it. Most candidates send one after interviewing with a company, but as a recruiter, I rarely receive one. I personally don’t need one, but on the occasions when I have received one, I think the candidate misses a great opportunity by just saying, “Thank you for the interview.”

I believe a good “Thank You” letter should be used to reinforce your ability to do the job and/or address any potential issues that came up during the interview. It can be another marketing document. It is important not to over do it, but a tactful letter, that does some subtle marketing can have a big impact on the person reading it.

Click here to read the entire article.

10 Questions Never to Ask in Job Interviews

Article Source: http://bit.ly/SxJB

You know enough to bring a list of questions to a job interview. When the interviewer asks you, “So, do you have any questions for me?” the last thing? You want to say is “No.” But that could be the best option if you’re at a loss for words, because some interview questions are better left unasked.

Here are 10 highly unsuitable interview questions that should never make an appearance, unless you don’t want the job:

1. “What does your company do?”
This was a reasonable interview question in 1950 or in 1980, before the Internet existed. Today, it’s your job to research any company you’re interviewing with before setting foot in the door. We need to show up for a job interview knowing what the employer does, who its competitors are, and which of its accomplishments (or challenges) have made the news lately.

2. “Are you going to do a background check?”
It is amazing how many job candidates ask this question, which provokes alarm on the part of the interviewer, instead of the more general, “Can you please tell me a little about your selection process, from this point on?” Lots of people have credit issues that cause them worry during a job search, or aren’t sure how solid their references from a previous job might be. If you’re invited for a second interview, you can broach any sensitive topics from your past then. Asking “Will you do a background check?” makes you look like a person with something to hide.

3. “When will I be eligible for a raise?”
Companies fear underpaying people almost as much as they fear overpaying them, because a person who’s underpaid vis-a-vis his counterparts in the job market is a person with one eye on the career sites. Instead of asking about your first raise before you’ve got the job, you can ask (at a second interview) “Does your organization do a conventional one-year performance and salary review?”

4. “Do you have any other jobs available?”
A job search requires quick thinking about straight talk, and if a job is far below your abilities, you’re better off saying so than beating around the bush with this question. You don’t have to take yourself out of the running; you can say, “The job sounds interesting, but frankly I was earning 30% more and supervising people in my last job. Could you help me understand the career path for this role?” That’s the cue for the interviewer, if he or she is on the ball, to highlight another job opening that might exist.

5. “How soon can I transfer to another position?”
You’re broadcasting “I’m outta here at the first chance” when you ask this question. If you like the job, take the job. If it’s not for you, wait for the right opportunity. Almost every employer will keep you in your seat for at least one year before approving an internal transfer, so a job-search bait-and-switch probably won’t work out the way you’d hoped.

6. “Can you tell me about bus lines to your facility?”
Get online and research this yourself. It’s not your employer’s problem to figure out how you get to work.

7. “Do you have smoking breaks?”
If you’re working in retail or in a call center, you could ask about breaks. Everyone else, keep mum; if your need to smoke intrudes so much on your work life that you feel the need to ask about it, ask your best friend or significant other for smoking-cessation help as a new-job present. Lots of companies don’t permit smoking anywhere on the premises, and some don’t like to hire smokers at all. Why give an employer a reason to turn you down?

8. “Is [my medical condition] covered under your insurance?”
This is a bad question on two counts. You don’t want to tell a perfect stranger about your medical issues, especially one who’s deciding whether or not to hire you. Ask to see a copy of the company’s benefits booklet when an offer has been extended. This is also a bad question from a judgment standpoint; no department managers and only a tiny percentage of HR people could be expected to know on a condition-by-condition basis what’s covered under the health plan. Anyway, your pre-existing condition won’t be covered under most corporate plans for at least a year.

9. “Do you do a drug test?”
If you have a philosophical objection to drug tests, wait until they ask you to take a drug test and tell them about your objection. Otherwise, your question sounds like, “I’d fail a drug test,” so don’t ask.

10. “If you hire me, can I wait until [more than three weeks from now] to start the job?”
Employers expect you to give two weeks’ notice. If you’re not working, they’d love to see you more quickly. If you ask for tons of time off before you start working — unless you have a very good reason — the employer may think, “How serious is this candidate about working?” In any case, a start-date extension is something to request after you’ve got the offer in hand, not before.

Liz Ryan is a 25-year HR veteran, former Fortune 500 VP and an internationally recognized expert on careers and the new millennium workplace. Contact Liz at liz@asklizryan.com or join the Ask Liz Ryan online community at http://www.asklizryan/group.
The opinions expressed in this column are solely the author’s.

Hope is NOT a Job Search Strategy

Article Source:  http://tinyurl.com/l3usuv

Liz Lynch, over at The Smart Networking Blog, just posted a blog article by this very same title. This is one of my favorite phrases I use all the time in our Job Search Webinars, Workshops, Seminars, and Private Coaching.

Why do most job seekers base their job search on hope and luck?

This is NOT a strategy. Trying to “will” the phone to ring is NOT effective. Liz talked about a candidate profiled on CNN who submitted their resume over 600 times to job ads on job boards and had a response rate of around 2.5%. It’s a waste of time and a useless technique.

Yet, many job seekers continue to base their entire job search strategy on hope and luck centered around answering ads on job boards.

My experience in 25 years as an Executive Recruiter is that most candidates fall into the trap of answering ads and praying the phone will ring because of 3 reasons:

1. This is what they know and what they did 5 years ago. They are trapped in a tribal paradigm of conducting an out-dated job search.
2. They are unwilling to learn how to conduct an effective job search. They refuse to read the blogs of Barry Deutsch and Brad Remillard, Liz Lynch, Jacob Share, Dan Schwabel, Miriam Salpeter and the hundreds of other outstanding experts in resume writing, personal branding, networking, and interviewing. They don’t take advantage of the FREE audio recordings, videos on YouTube, and products and services offered by these award winning experts. I just wrote a blog post on this topic basically raising the question of “Don’t Be the One! Why is Job Search Like Playing a High School Sport?” focusing on why candidates mistakenly feel they have to go it alone in their job search?”
3. Although the techniques of conducting an effective job search are simple, the effort is intense. It requires long hours, hard work, and a disciplined approach. Most importantly, you’ve got to have a great plan and then work your plan. You can’t treat your job search like a hobby. Many candidates are NOT willing to work hard at finding a great job.

Brad and I recently released a new Scorecard to assess the effectiveness of your job search. It’s our FREE Job Search Plan Self-Assessment Scorecard. We were stunned when candidates started filling it out and sharing their “Score” with us. Very few candidates we discovered meet a minimum threshold for having a plan that will lead to an effective job search.

I challenge you to take the Self-Assessment – Score Yourself – See where the holes and gaps are in your job search plan. If you can fix these holes and gaps, you’ll be able to reduce the time it takes to find a great job.

Barry

P.S. Don’t forget to join our LinkedIn Job Search Discussion Group, one of the fastest growing job search discussion groups on LinkedIn. Learn and discuss how you can conduct a more effective job search.

What To Look And Listen For On Interview Day

Article Source:  http://tinyurl.com/ye5f59v

Interview days are big days in job search.  You worked hard to get it, arranged a day to be available, took time to prepare and likely sacrificed something to be there.  And while not quite as big as your wedding day or the birth of your first child, one piece of advice remains the same.  Pay attention to what is happening around you.  Be especially conscious.  It will fly by so fast that, if not careful, you will be left tired and without much memory of what just happened.

From the second you leave the house, forget about trying to memorize key questions and answers and begin paying attention.  Paying attention to the sights and sounds of the day.  Because someone you love, at the end of the day, will say:  “How did it go?”  And you’ll need to have some sort of answer for them.  But more important, your reason for interviewing is not just to impress.  You are there to understand if there is a fit from your standpoint.  The company, those people, that culture. 

And if you spend all of your preparation time on how you will impress, you will be left without any of your own data regarding the fit question.

And if you get an offer at the end of the process, it will largely be because the company sees you as a great fit.  But as you evaluate the job offer – objective and subjective aspects – you’ll need a good memory of the sights and sounds of the day.  You’ll need to separate your desire to find a job with your total response to the experience.

So, what can you look and listen for on interview day?

Well, here’s where knowing yourself a bit prior to arriving really helps:

• Are you a social or introverted person?
• Do you like a busy or calm office environment?
• Are you a team player or more of an independent?

And if you know these things, you can even have “a few things to look for” in the back of your mind.

Here are my thoughts:

1. The Parking Lot.  From the second you exit the car and head toward the front door, there are things to observe. How big is the parking lot?  Is it full?  If visible, what can you see by looking through the exterior office windows?  Are there product posters or other signs of life?  How about the grounds?  Well manicured and attractive?  Does that matter to you?
2. The Lobby.  How is it furnished?  Are there company products out and available to touch?  If there is a receptionist, how are you greeted?  Do you feel welcome or do you feel like you’ve just disrupted something important?  While you wait, is the phone ringing off the hook?  And how is the phone answered?  With authority or with a real desire to help?
3. The Hallways.  On the walk to your first interview, you have a unique opportunity to get a sense for the culture and energy of the office.  As you pass people in the hallway, do the smile and say hello to you?  Do they say hello to your escort and ignore you?  
4. The Offices.  If you walk by offices, how are they furnished?  Lots of personal effects?  Are there meetings going on there or is it mostly just people on computers?  Are the office doors open or shut?  These are all signs. If you choose to notice them.
5. The Conference Rooms.  How about the conference rooms?  Are they being used?  Do people look up when you walk by?  Yearning to be in the hallway with you?  Or are they animated and focused?  Having fun or getting frustrated?
6. The Total Office Environment.  What noises are you hearing?  Dead quiet?  Loud banter?  Joking?  Laughing?  Is that what you’d like to be a part of everyday?  Is this a thriving and growing company?  Or one struggling to figure itself out?  Of all the people you meet, how many smiled at you?

Now I’m not here to suggest you look for Utopia.  And the culture of some offices are not so easy to predict based on a walk through on interview day.  But, unless you know someone who has worked there and can share their experiences, your walk through is the best evidence you have.

If you get a break.  Even a short bathroom break.  Take some notes that can help you remember HOW YOU FELT as you walked through the office area.  Especially important is to remember how you felt as you walked through what would be your department.  If those people weren’t smiling, well now you’ve learned something, right?

And of course, in addition to your open ears and eyes, you can ask some questions to get a sense for those who work there.  Open ended questions are best here.  Such as: “How do you like working here?”.

So, on your big day, make sure to bring big ears and big eyes.  Pay attention and allow the hours in that environment to burn a solid impression.  One that will remain well into the week in which you need to decide if it is the company for you.

Or if you’ll be running from the altar in a matter of weeks.

6 Reasons Why LinkedIn Is So Critical In A Job Search

Article Source:  http://tinyurl.com/kvucxa

A candidate recently asked me, “How do I find a hiring manager in a large company like Microsoft?” There are a lot of ways to do this but one of the easiest and best is using LinkedIn. When I recommended this to the candidate he completely agreed, however, the problem was he only had about 60 connections. Too few to be effective.

So often I speak with candidates that just don’t understand the value of LinkedIn as a job search tool. We constantly are sent invitations to join someone’s network only to find after months of searching they are just now starting build a LinkedIn network. You should consider building your LinkedIn networking all the time. NOT JUST WHEN IN A JOB SEARCH.

Some benefits to a large LinkedIn database of contacts:

1. People can find you. The more people at the second and third degrees of separation the more times you will show up in a search. For example, I have around 500 contacts. However, I am linked to over 5 million people on LinkedIn. When I search for a candidate that is a huge database.
2. LinkedIn will eliminate the need for resume databases on Ladders, Monster, Careerbuilder and other job boards. This is because it costs on average between 5,000 and 10,000 dollars to have access to these resume databases. LinkedIn is free. Why would a recruiter or any company pay that when we can use LinkedIn for free.
3. Resumes databases by the job boards are not pick up by Google or any search engine. These are the ones you want to make sure you show up on. LinkedIn is and you can even improve your search results for as little as $25 a month. (See prior blog article SEO Your Search On Google)
4. It helps you find the people you want an introduction to. This is very powerful. I have helped numerous people with introductions as a result of LinkedIn. On a weekly basis I receive requests indicating they found a person in my connections and would I make an introduction. I always agree.
5. Even when working this is a great tool for resources, customer contacts and introductions, references, service providers and even potential hires for you or your company.
6. On a personal basis it is a great way to stay in-touch with friends, colleagues, prior employees and networking contacts. When you update your profile they will get a notice and likewise when they update theirs.

Work hard at building your connections. Make every effort to reach that magic 500+. If you use Outlook download the LinkedIn tool bar. It makes inviting people very easy.

There are many more positives to building your LinkedIn network than there are negatives. Many have resisted. I believe this recession has proven to be good thing for everyone’s network.

If you have other ideas share them by adding a comment. Lets help everyone build a strong network.

A good way to start is building a network is making sure your profile is complete. If it isn’t start there and then begin expanding your contacts. Don’t miss the opportunity to get a high ranking on Google.

You can download for free our “8 Matrix LinkedIn Profile Assessment” tool.

Our complete job search home study course the, “Career Success Factor Methodology” is a comprehensive resource that covers all 5 steps in an effective job search. You can review the complete system for just $14.95. We will even pay the shipping and to ensure your success include in a copy of our job search workbook. To review the Career Success Factor Methodology CLICK HERE.

To learn more about our FREE services including help with my resume, volunteer resume, free resume rewrite, resume rewriting, cover letters free and the help my resume blog follow us on Twitter and become a FaceBook Fan!

Tell Me About Yourself? Why Is This Question Asked In An Interview?

Article Source:  http://tinyurl.com/ycb6vmd

This is so often the first question asked in an interview. It may not be worded exactly like this, but in one form or another, many if not most interviews start this way.

Knowing this question is coming, why do most candidates get so frustrated answering this question?

It is, for the most part, a break the ice question. It gets the candidate talking, gives time for everyone to relax, is wide open, and generally a meaningless question. However, just because it is meaningless, doesn’t mean you can ignore it. In fact, this is an excellent opportunity for you to engage the interviewer.

You have a golden opportunity to hit the salient points in your background, open a discussion around what defines success in this role, and to get the interviewer excited about this interview.

In our opinion this should be a short 2 minute, so well rehearsed answer, that is doesn’t appear to be rehearsed. This is not the time to give your autobiography, go over every position in your background or bore the interviewer with a long winded answer.

In most cases, the interviewer is using this to simply start the conversation. They aren’t looking for a complex or even complete answer. They just want a quick overview. That is it.

We recommend starting with your most relevant position and hit the accomplishments that closely relate to the position. It is even acceptable to outline some of your current responsibilities, organization, relevant company information, products or services, and basic duties. The goal is to give the interviewer the information they need to better understand how your company, industry, experiences and organization aligns with theirs.

This is not the time to give a lot of information that doesn’t align with the company. For example, if the company is a small entrepreneurial company, it would be a fatal mistake to highlight your experience in a large Fortune 500 company, that you managed a staff of 30 people, and your department budget was bigger than the company’s sales last year.

A better answer would be to highlight a past company similar in size that you enjoyed working at, felt more fulfilled by the impact you made, preferred the ability to be hands-on and what you did to contribute to the growth of the company. This better aligns with the interviewer’s needs.

You should have a number of canned, well rehearsed, thoughtful answers to this question. This is your opportunity to start the interview on the best footing for you.

Join our Linkedin Job Search Networking Group. There are over 2500 people in the group, so it is a great resource for you and your search.

Get a free download on our homepage of a sample cover letter, job search self-assessment tool, and Linkedin profile assessment. All  are free in our “What’s New” section on our homepage at http://www.impacthiringsolutions.com

Every Monday at 11AM PDT listen to our live talk radio show on www.latalkradio.com.

The Street Smart Job Changing System

The Street Smart Job Changing System.  We thought their job search tips video would be good for sharing –

http://www.youtube.com/watch?v=PgQ6aHg9B1Y

15 Ways to Annoy Your Job Interviewer

Article Source:  http://finance.yahoo.com/news/15-Ways-to-Annoy-Your-Job-usnews-3700067627.html?x=0&.v=2

By Karen Burns

On Monday September 28, 2009, 2:58 pm EDT

Of course, almost everyone knows you shouldn’t light up a cigarette at a job interview, or text your closest friend, or eat, or bring your dog, or show up drunk, or challenge the interviewer to arm wrestle (all things people have actually done at job interviews). You’d never dream of doing any of this, right?

[See what to do when your job interviewer is incompetent.]

But you may be guilty of other less horrible but just as damaging behaviors. While you’re trying to wow hiring managers with your knowledge and enthusiasm, you may forget that they’re watching you as well as listening to you. In fact, hiring managers actively search for annoying mannerisms in job applicants. They assume that if you are a little annoying at an interview, you will be much more so once you’re hired and off your guard.

Unfortunately, lasting impressions are formed within 90 seconds of first meeting. So, consider whether you’re guilty of any of these less than horrendous but still irksome mannerisms, and take steps to eradicate them:

Gum chewing. Not a high crime, but a really easy way to look unprofessional. Throw your gum away before even entering the building, or find another way to get fresh breath.

Hair twirling. It may simply be a habit, but it makes you look young and silly. Ask a friend if this is something you do. If it is, consider sweeping your hair back for the interview. Outta sight, outta mind.

Slouching. Good posture communicates energy and confidence, while slouching communicates lethargy, boredom, or insecurity. Note: If you’re an “older job seeker,” know that experts recommend you make an extra effort at posture so you project youthful enthusiasm and health.

[See 5 resume tips for job hoppers.]

Avoiding eye contact. If you can’t meet someone’s eye, it looks like you’re hiding something. If gazing into someone’s eyes freaks you out, look at their nose. It works just as well.

Knee jiggling or finger drumming. Do you want to appear nervous, even out of control? Do you want to drive your interviewer crazy? If your answer is no (let’s hope so), train yourself to keep still by breathing deeply and consciously relaxing your muscles.

Yawning (or sighing). Yawning may seem like something you can’t control, but your interviewer will see it very differently and might think: “He’s bored” or “What, she didn’t get enough sleep the night before her interview? She must not care enough.” Remember: you’re supposed to be on your best behavior in an interview.

Playing with your pen. This is an easy one–set the pen down.

Checking your cellphone. Leave it in the car. Or just shut it off. You won’t need it, and you really don’t want it to ring during the interview. If you forget, and it rings, swiftly grab it and shut it off, and apologize quickly and concisely. Then move on. Definitely do not answer your phone or check your texts during your time at the company.

Nail biting. Come on, are you in high school? Stop biting your nails!

Sniffling. If you have a cold, take a decongestant, or make sure you blow your nose before the interview. If you sneeze, simply say: “Forgive me for sneezing, I have a bit of a cold.” You definitely don’t want to give the impression that you’re sick a lot, so don’t sniffle through the whole interview or make it an issue in any way.

Picking at, rubbing, or scratching any part of your body. Eww. Bottom line: The interview is not the place for personal hygiene of any kind.

[See the best places to find a job.]

Waving your hands while speaking. Using gestures to punctuate your ideas can be part of being an effective speaker. But overdoing it derails your answer and the impression you’re trying to make. This is another area where feedback can be very helpful.

Tugging at your cuffs or at the hem of your skirt. Fiddling with your clothes communicates discomfort and insecurity. The interviewer may conclude you’re not used to wearing a suit or you’re not comfortable in your dress, and that’s not good. An employer wants to hire people who look like they were made for the job–like they already suit the position.

Resting your chin in your hand. You bored? Tired? Bored and tired? Wish you were somewhere else? No problem. The hiring manager will wish you were there, too.

Smiling too much (or not smiling at all). Yes, it’s important to appear congenial and interested in the interviewer and in the job, but you don’t want to come off like a con artist or a fake. Ask someone close to you if you tend to smile too much when you’re nervous.

Bet you didn’t know there were so many ways to be annoying! Before your next interview, practice with a trusted friend or adviser. Or videotape yourself answering questions. It could be the best thing you do for your job hunt.Karen Burns is the author of the illustrated career advice book The Amazing Adventures of Working Girl: Real-Life Career Advice You Can Actually Use, recently released by Running Press. She blogs at www.karenburnsworkinggirl.com/.