5 Ways to Boost Your Confidence in a New Job

5 Ways to Boost Your Confidence in a New Job5 Ways to Boost Your Confidence in a New JobYou walk through the door on the first day of your new job, and there it is that shrinking fear that tells you that you dont know anyone, you dont know how things are done, you dont know who to talk to, and you dont know how friendly or over-the-top professional you need to be.You dont even know where the good coffee is.And for many of us, thats just the beginning. Starting a new job can stir deep feelings of anxiety, making you feel as though youre on the outside, elend good enough, or smaller than you really are.But, the sooner you can face those fears, the sooner you can dive in and start making an impact. Here are five helpful ways to keep those nerves at bay, ease your fears, and feel more confident at your new job.1. RelaxWalk into a new job with your body full of tension and your fists (even metaphorically) clenched, and youll leid only stress yourself out, youll put everyone else on edge, too. Youll be short or snappish with people because thats how your body is. Youll be less inclined to open up with new colleagues because youre in self-protection mode. And you wont be in a place to do great work because youre so focused on yourself.Your bodys a great mirror for how your mind is, so if your body is tense and anxious, theres a good chance its because thats how youre feeling.So relax. Loosen your shoulders. Breathe naturally. Listen to your body, and when you feel it becoming tense or tightening up, make a deliberate choice to loosen up and relax.2. Remember Why Youre ThereThe scariness of a brand new job in a big new building can easily make you forget what youre doing there in the first place- all that excitement and buzz gets swapped with fear and trepidation.So, its helpful to remember why youre there. Right off the bat, remember that youre at your new workplace because you were selected- among all the dozens of candidates- as the best person for the job. Your emp loyers have faith in you and want you to succeed, and their job is to help you flourish in the role.Secondly, remind yourself why you got excited about landing the job. Whether its because of what you get to do, how you get to grow, the value you get to bring, or the difference you get to make, those are the things to focus on and remember.3. Trust the ProcessIn any new role, theres pressure to perform right from the start, whether that means finding the best solutions, providing the right answers, or impressing the right people.But perhaps the most important thing to remember in any job is that you dont need to have all the answers. In fact, acting as though you do is really just using bluster and hubris to keep people from thinking youre not good enough.Nobody expects you to know everything. And when youre faced with something you dont know about, sometimes the brave thing to do is to tell people youre still figuring things out and that youll get back to them with an answer. Then, trust yourself enough to use everything youve got to navigate through one step at a time.4. See Them as People, TooPart of the fear of a new job is comparing yourself to others and thinking that everyone around you is better in some way that they know more or do more or are capable of more.But, of course, thats just your brain making stuff up. Everyone around you is incomplete and imperfect. Everyone has their own strengths,weaknesses, wins, losses, history, and potential. And comparing yourself to those people and automatically making them better is just a strategy to keep you small and afraid.The truth is, were all people- and weve all been in a new job before. So, the next time you find yourself clamming up with new colleagues because you think theyre better than you, just smile and remember that were all in the same boat.5. Normalize NewSimply put, new is scary. Thats just how it should be.If it wasnt scary, it would mean youve done it all before or are simply following to the letter what someone else has already carved out. And that doesnt sound like much fun at all, right?Your brain lights up like a Christmas tree when youre in a new situation where the outcome is uncertain, so the fear you feel about starting a new job is just your brain doing what its supposed to do. The real problem then, is thinking that the fear and anxiety is a problem. It isnt. Its perfectly normal.When that part of you thats scared of the new starts to scream at you, give yourself room to pause. Reassure yourself that youve come this far, tell yourself that youre not going to die, and press on through that fear. I promise With time, this too shall pass.Tell us How do you deal with the fear and anxiety of a new job?Photo of woman at work courtesy of Shutterstock.

What if companies let employees pick their holiday gifts Well ... they can

What if companies let employees pick their holiday schadstoffs Well ... they canWhat if companies let employees pick their holiday gifts Well ... they canFor companies big and small, the process of finding and ordering the perfect holiday gifts for employees can be a real nightmare before Christmas.On average, companies spend $80 per employee on holiday gifts. These tend to be basic, branded, everyday items such as bags and pens. The problem with these types of traditional corporate gifts is they dont mean anything to employees on a personal level, and they do nothing to make them feel valued.Most companies also often settle for gift cards because theyre easy to give but just as easy to forget. Cash and gift cards are practical and transactional, so they feel generic and cold rather than creative, thoughtful and appreciative.Research has revealed that 66% of people say they would quit their jobs due to lack of appreciation, and with unemployment rates at a record low, right now there is an unprecedented need to show employees that their work is appreciated.So how can companies make sure their holiday spend pays off this year? The only way is to choose gifts that really make employees feel appreciated.Meet Snappy, the company founded by Hani Goldstein and Dvir Cohen to revolutionize corporate gifting. Snappy offers companies an effective and efficient solution for personalized gifting in a fun and special way. Snappy gives recipients the option to choose their gift from a collection of premium, joyful gift options.Snappys system personalizes the gift options for each employee according to the employees profile taking into account, amongst other data, the employees gender, age, and location. Snappy offers to automatically send the surprise at the time of celebration Birthday, Work Anniversary, Appreciation Day, etc., or to have managers send on-the-spot rewards to deserving employees for a job well done. The gifts are curated and sourced by Snappy from leading brands and retailers such as Amazon, Best Buy, Birchbox, and Cloud9Living creating a marketplace of best-selling items and memorable experiences.Gifting options include everything from hot air balloon rides, cooking classes and global getaways to trending products like Amazons Echo Dot and drones. This year, Hani and Dvir expect voice assistants, tablets, fashionable smartwatches, and genetic testing kits to be among the most popular employee gifts.In the current employees market, demand for recognition is growing, and its never been more critical for companies to retain talent. Any good manager knows its also important to recognize every individual employee as a uniquely valuable member of the company. Just as the same management style wont work for each team member, its also necessary to personalize employee appreciation.

Mechanical Engineers Help Stop Breast Cancer

Mechanical Engineers Help Stop Breast Cancer Mechanical Engineers Help Stop Breast Cancer Mechanical Engineers Help Stop Breast Cancer It may sound strange that mechanical engineers are studying breast krebs. But two decades of research has shown that the krebs does exhibit mechanical properties. Mechanical engineers, working with experts in other fields, can help with treatments that might one day stop the progression of krebs.Certain aspects of the cancer and its surroundings, such as the stiffness of breast tissue, help dictate whether the cancer will progress and spread outside the breast, says Ovijit Chaudhuri, a Stanford University assistant professor of mechanical engineering.He is now looking at the way the cancers mechanical properties interact. By understanding those interactions, the researchers could one day develop treatments for women fruchtwein at risk of cancers spread while allowing women with less invasive cancer to forgo some forms of treatment, Chaudhuri says.His lab works with two Stanford groups that join researchers across disciplines to aid human health. Stanford ChEM-H brings together chemists, engineers, biologists, and clinicians to understand life at a chemical level and apply that knowledge to human health, while another group, Bio-X, crosses disciplines to create new knowledge of biological systems and healthcare solutions.A lot of our focus is on understanding the fundamental interactions between cells and the extracellular matrix underlying processes such as breast cancer progression, Chaudhuri says.Breast cancer researchers have long studied why some tumors stay put while cells break free from other tumors and spread to surrounding tissues. Should the tumors metastasize, which happens when cells spread beyond the breast into the body, the cancer is considered more aggressive and is classified as stage four, a potentially fatal diagnosis.For You Find Out More About the Mechanics of BiomedicineUnderstandably, physicians want to tr eat patients before their tumors can reach that stage. But they dont want to subject those with cancer that may never spread to debilitating rounds of radiation and chemotherapy. Unfortunately, today its hard to know upon diagnosis if the cancer could spread. So when the cancer is caught while still in the breast, most patients undergo the same types of treatment.Researchers have found some signs in mutated genes or proteins on the cells surface that may give clues to potential spread. But those discoveries dont tell the whole story, Chaudhuri says.His team is looking at how breast tissue stiffness influences the tumor cells. The labs research area is mechanobiology, the study of how mechanical properties and forces, often at the molecular level, affect everything from what genes a cell turns on to the chemical processes underlying disease.One group of researchers cultures mammary cellsthe kind most likely to become cancerousinside a hydrogel. Theyve designed the hydrogels to send s ignals that resemble those the mammary cells would receive when theyre actually within the tissue. The researchers then make the hydrogel stiffer, in order to see the effect that property has on how tumors within mammary cells form and grow.A second group within the lab wants to determine how cancer cells escape the membrane that surrounds breast tissue. A typical cancer cell is hundreds of times larger than the membranes pores, so cells should have a difficult time moving beyond the breast. The researchers suspect the cells must actually push and pull on the membrane to break free from it, Chaudhuri says.One theory put forth by many breast cancer researchers is that cancer cells use enzymes called proteases to essentially cut their way through the membrane. But drugs on the market that target proteases often dont stop cancers spread, suggesting theres more going on than just enzymes, Chaudhuri says.Elsewhere, a group of European researchers have applied atomic force and optical-twe ezers microscopy to measure the stiffness of breast cancer cells. Theyre investigating whether softer cells have greater potential to leave the breast membrane. That research is a joint effort between several Eureopean universities and research centers, among them the University of Lincoln in the United Kingdom the KTH Royal Institute of Technology in Stockholm, Sweden and the Abdus Salam International Centre for Theoretical Physics in Trieste, Italy.Back at Stanford, Chaudhuri hopes that within the next decade, his labs findings can be used to improve breast cancer treatments. Of course, like all researchers working in cancer research, he wants to keep breast cancer from starting in the first place.Thats pretty far off, Chaudhuri says.But by bringing together mechanical engineers with scientists from several other disciplines, his lab has a good start on the problem, he says.Jean Thilmany is an independent writer. For Further Discussion A lot of our focus is on understanding the fu ndamental interactions between cells and the extracellular matrix underlying processes such as breast cancer progression. Prof. Ovijit Chaudhuri, Stanford University

Top 10 Business Risks in 2014

Top 10 Business Risks in 2014Top 10 Business Risks in 2014Protiviti, a subsidiary of Robert Half, is a global consulting firm that helps companies solve problems in finance, technology, operations, governance, risk and internal audit. This post is adapted from our report on a survey of mora than 370 board members and C-suite executives about the risks they consider top-of-mind for the coming year. The survey was conducted for the second consecutive year by North Carolina State Universitys ERM Initiative and Protiviti. For mora information, visit protiviti.com/toprisks.Expectations of key stakeholders continue to be high regarding the need for greater transparency about the nature and magnitude of risks the organization faces. Pressures on boards to be effective in risk oversight lead to continued calls for management to design and implement effective risk management processes to ensure operational and functional leaders identify, assess, understand and manage the organizations key ri sk exposures.According to our study, the top-risk concerns for 2014 largely mirror our survey findings for 2013. Board members and executives continue to be concerned about risks that could impact business growth and health, but there was a slight reduction in their perceptions of the severity of most risks in 2014 relative to 2013.Of note, boards of directors seem to view the business environment as more risky than management does. Directors rated four of the top five risks as Significant, more than any of their executive counterparts. This may be due to the fact that boards of directors tend to focus more on strategic issues, and the issues they rated as higher were all in the strategic category. We intend to look at this more closely in next years survey.As shown in the following chart, the one area that business leaders rated as a higher risk compared to last year was Organizational resistance to change. My interpretation is that, in these uncertain times, it makes sense to incr ease the organizations ability to change and adapt to a rapidly evolving business environment. Therefore, response readiness is important, as is the agility and resiliency of the organization. Early movers to exploit market opportunities and respond to emerging risks are more likely to survive and prosper in a rapidly changing environment.In order of perceived severity, here is a quick rundown of the top 10 risks for 2014, as identified by our survey participantsRegulatory changes and heightened regulatory scrutiny. This suggests companies continue to have significant concerns that regulatory challenges may affect their strategic direction. The stakes are high since, without effective management of regulatory risks, organizations are reactive, at best, and noncompliant, at worst, with all of the attendant consequences.Economic conditions. While this dropped somewhat from 2013, the challenge of adjusting to changes in the global economy presents a complex, ever-changing picture.Uncer tainty surrounding political leadership. There continue to be concerns that ongoing shifts in domestic and international political dynamics, including divided government in the United States, will limit growth opportunities.Succession, recruiting and retention challenges. The war for talent remains a concern, as a significant shortfall of workers looms on the horizon in many developed countries. This risk translates into succession issues that may not be addressed adequately.Restrictions on organic growth. Organic growth through expanding the overall customer base, increasing output per customer and generating new sales is a priority as organizations are concerned with the high costs of replacing lost business and the significant uncertainties of seeking growth through mergers and acquisitions.Cyber threats. Over the last two years, reports of cyber attacks of unprecedented sophistication across multiple industries, resulting in loss of intellectual property and business intelligenc e, have made the headlines. While these stakes are serious enough, the consequences could also include loss of business. Since it is unlikely that all breaches have been reported, the sheer number and magnitude of malicious attacks create a need to better understand the threats and develop proactive solutions to mitigate them.Organizational resistance to change. Following up on my earlier note, early movers to exploit market opportunities and respond to emerging risks are more likely to survive and prosper in a rapidly changing environment.Privacy/identity management and information security. Technological innovation is a powerful source of disruptive change of which no one wants to be on the wrong side. Cloud computing, social media, mobile technologies and other initiatives to use technology as a source of innovation and an enabler to strengthen the customer experience present new challenges for managing privacy, information and system security risks.Volatility in global financial markets.Significant financial risks in the form of emerging market, credit, currency and other risks continue to be a concern. Few organizations are immune to the vagaries of the global economic and financial markets and the related impact on rates, credit availability and currencies.Healthcare umgestaltung compliance costs. Business leaders are concerned about the unknown costs of complying with changes implemented as part of the U.S. healthcare reform rollout and worries that those costs will be higher than expected, which will take resources away from investments that might lead to new growth opportunities.Our report, Executive Perspectives on Top Risks for 2014, provides information on our methodology and offers more detail and analysis. Related blogs can be found at The Protiviti View, which features commentary, insights and points of view on key challenges and risks facing companies today.Id be interested in hearing directly from you. What do you view as the top risks to your business this year?

What to wear to an interview business casual, creative, informal

What to wear to an interview business casual, creative, informalWhat to wear to an interview business casual, creative, informalWeve all been told you shouldnt judge a book by its cover, but when it comes to job interviews how you look definitely influences whether or leid youll get the job. Hiring managers are looking for someone who appears to fit with the vibe of the company culture and demonstrates knowledge of their field. If two identically qualified candidates are battling it out, the job will mora than likely go to the person who overall presented themselves the best.While a stylish cardigan wont make up for a poor resum, nailing the interview outfit is still a crucial step in getting your foot in the door. Job interviews are all about creating a great first impression. Your clothing choices allow you to present yourself as confident, put-together, and familiar with the company culture before you even open your mouth.While 20 years ago, it was likely fine to walk into any off ice in a standard black pantsuit or pencil skirt, interview attire is no longer one size fits all. More and more industries are moving away from the typical business suit standard and expecting job seekers to demonstrate more personality through their clothing choices. A candidate applying to a PR agency will be expected to have a completely different look than a potential architect or accountant.Thankfully were here to take away the pre-interview fashion headache and save you hours spent tearing through your closet by revealing the best outfit options for every kind of workplace dress code.1. Formal/corporate interviewsSuit up If youre applying for a role in a corporate/finance field like banking, real estate, or insurance your best bet is to keep it traditional and conservative. The typical look of these industries has changed, the least in the brde few decades, and seem to be one of the few sectors where a formal business suit or tailored skirt and blazer combo is still the norm. Your color palette should be firmly neutral, (black, navy, gray, tan) and any jewelry should be similarly small and non-distracting. You never want to get caught fiddling with long necklaces or shaking around a flashy, heavy wristwatch. Similarly, avoid messy flyaway hairs by keeping your do slicked back away from your eyes. Women with long hair should opt for sleek ponytails/up-dos and ditch any extra clips/accessories.Finally, before you leave the house, make sure everythings wrinkle-free and tailored to your specific body. Nothing says kid playing dress up in their parents clothes more than a candidate whos drowning in their suit sleeves or tugging at too-tight tie.2. Business casual interviewsWhat even is business casual?Jobs that require in-between dress codes like marketing, sales, and administrative roles are often the trickiest interviews to nail down. If youve got a semi-professional interview coming up, treat your clothing choices as if you were dressing for a nice dinner out or family holiday.Try pairing separate pieces (suit jacket/slacks) in complementary colors. Shirts and blouses should still be collared and conservative, but feel free to add a little variety with patterns/stripes/details.Thankfully (for our feet) heels are no longer the only shoe option for professional women. So if its more comfortable for you go ahead and skip the pumps. Opt instead for a basic pair of leather ballet flats or oxfords.If youre looking for something other than a standard suit jacket, try out a dark vest or sweater over a button down.3. Creative arts interviewsCreative industries like art and media generally offer candidates the most freedom in terms of styling. These careers thrive on unique and fresh ideas, so you never want to go in looking exactly like everyone else. However, you never want to go too wild with the first impression and risk looking like youre not taking the opportunity seriously.Show off your personality with small touches like bright colored shirts, detailed jackets, or one to two pieces of interesting jewelry. In certain fields like graphic design, tattoos in interviews are even welcomed because they demonstrate the interviewees willingness to use himself as a canvas.4. Laid-back/informal interviewsInterviews with engineering companies and fresh tech startups allow for candidates to loosen their buttons a bit. In the past decade, the Silicon Valley uniform has come to mean a basic black or white t-shirt, jeans, and a pair of well-worn Chucks.But even if the company itself prides itself on a laid-back reputation, its always best to aim a little more put together. Never assume you can just roll into the interview in an old t-shirt and jeans. You never want to find yourself in an awkward spot like this guy, who lost out on a tech position when the interviewer confused him for a lost intern.Being overly casual implies a sort of cockiness to your interviewer that youre already in. Whereas, showing up slightly overdressed i s much more easily forgiven as an eagerness to impress.Your best bet for more informal industries is a pair of well-fitting khakis or cotton slacks paired with a basic button-down. Tennis shoes/loafers are also both great choices for a relaxed but put-together vibe.Once youve officially landed the job and become a part of the company culture, youll likely be able to dress more casually, but till then its safest to scale up.Remember, dress for the job you want and above all be comfortable and confident in whatever clothes you choose. And no matter what youre wearing, remember to finish off your look with a smileThis article first appeared on Kununu.

The Characteristics of Resume Skills and Abilities Examples

The Characteristics of Resume Skills and Abilities Examples If youre able to do that, an employer will certainly notice. If youre a high schooler that has been accepted to a college already, you may also state your colleges name and the date you will start attending. Resumes give potential employers a means to learn about applicants quickly and readily, and theyre your very first step toward new job opportunities. Entry Level Accounting Resume It is very important to highlight your qualifications and abilities in your resume. Resume Skills and Abilities Examples Secrets As a receptionist working in a major company, individuals can significantly boost their likelihood of making a superior administrative position in a massive company. At precisely the same time, you have to do mora than just use the keysie sagen ess. Review their About Us page and see whether your soft abilities or attributes are aligned with the firms core values. For students that are new to the work marke t, interests and activities are an excellent means to show employers you have skills they are searching for. The competitive climate of the work market has gotten to a fever pitch in the last few years. When youre looking to land up a job in a trusted business house you will want to get a detailed resume. You might have to customize your resume for every type of job that youre applying to. It is possible to also leave off any jobs that are entirely unrelated to the job which you desire. The part of a receptionist is extremely crucial in any organization, and is frequently viewed as an entry level job that may change to numerous administrative tasks as time progresses. To be an excellent receptionist, or to employ the very best person for the job which you are able to find when recruiting for the place of a receptionist, the abilities and qualities that were discussed above must be considered. Even when you arent actively searching for employment, your resume is a significant bit of your digital portfolio. The receptionist must therefore be someone with the capability to work under pressure to find the task done. Therefore, to be a very good receptionist, an individual must possess an amazing amount of organizational skills. You saw above how to select the most suitable collection of hard abilities vs soft skills. 3 First, you must pick the best skills for your resume. Bear in mind, the majority of the distinctive skills that you platzset on your resume ought to be job-related skills taken from the work description and your best transferable skills. The Meaning of Resume Skills and Abilities Examples If youve got these general abilities, you are going to improve your marketability. Teamwork skills in the workplace are crucial for the greater part of jobs. Thus, the receptionist has to be in a position to prioritize tasks and have them done dependent on their degree of importance. With interpersonal skills, she is able to relate with clients ef fortlessly. When youve determined the most proper type, you will be ready to begin inserting these abilities into the remainder of your resume and application. At the same time that you can list these skills on your resume, its also a fantastic place to demonstrate that you know how to pair type and make killer content thats simple to read and appear at. You may find below a list of the greatest skills you may put on your resume based on the sort of job that you are applying for. Consider what youre going to be putting on your resume, and select your template accordingly. Wherever you choose to place your skills on your resume, be certain to tailor your list of skills to the specific job. As you proceed through the list of skills above, make a distinct list with the skills which you already possess. Each word on your resume can be a trigger for a question via an interviewer, and youll frequently be requested to provide examples of the skills that youve referenced. Depending on the recommendation of our expert sources, here are a number of broad classes of skills your resume could include, together with unique approaches to express them. Soft abilities, on the flip side, arent simple to quantify. Relevant skills ought to be backed by further data in the resume. Listing your skills provides a chance to showcase your abilities and experiences to prime employers for the remainder of your resume. Some of your advertising skills will inevitably appear in the resume itself. Why Almost Everything Youve Learned About Resume Skills and Abilities Examples Is Wrong Thus when writing down your job skills take some time to strategize and find out the very best approach to organize them in your resume. Technical skills are either something youve got or you dont, but theyre always something which youre able to learn. Your multitasking skills will be placed to the test if the organization receives high footfalls each and every day. Interpersonal skills Having the capability to interact with people on a one on one basis aids in getting the work done. How to Find Resume Skills and Abilities Examples Online Dont pack your resume with software thats so common that everybody should have the ability to utilize it. If youve assigned the job to compose a resume, you should know its format first. Its also advisable to check their social networking pages and take note if theyre frequently citing specific hard and soft skills that are desired by the organization. Employing an online resume builder is a powerful means of quickly producing professional-looking resumes that you may tailor for each application. The Pain of Resume Skills and Abilities Examples Using resume skills examples isnt an uncommon thing. It is one of the most important sections of a resume. Perhaps your skill set is wholly different. Choice of entry level resume templates that can help you to create a skilled and persuasive resume. Using samples can help you to creat e your resume with perfection. A Key Skills section, on the flip side, is listed at the very top of a resume.

Using Video Interviewing to Collaborate on a Hire - Spark Hire

Using Video Interviewing to Collaborate on a Hire - Spark HireAs hiring manager, you know very well that the hiring process is difficult. Whether it is your job to hire new employees, or it was a task appointed to you as a manager, its notlage an easy thing. For one, it takes a lot of time to adequately hire a new employee. In fact, it takes on average 45 days to complete a new hire. That is a long time and a lot of hard work comes with that time as well. You have to search through countless amounts of resumes, contact qualified job seekers and start bewerbungsgesprching to find the best fit. On top of that, when you hire the traditional way collaboration can be a difficult thing to accomplish. Collaborating on a new hire can make the process much easier and can increase the chances of making a good hire.Unfortunately, collaborating on the hiring process when you interview the traditional way can be very difficult. When you do a phone screen, you are the only person judging the job s eekers responses. When you have an in-person interview, it can be difficult to include other coworkers or managers for fear of confusing the job seeker. Thankfully, there is an easier answer to collaborating on a new hire video interview. When you incorporate video interview into your hiring process, collaboration is much easier.Video interview technology is not entirely new, but its certainly gaining popularity among hiring managers and HR professionals. There are countless benefits that you gain from incorporating video interview into your hiring process, but increased collaboration is a big one. Especially if the position you are hiring for is expected to work closely with a team. A bad hire can cost your company thousands of dollars, and tons of wasted time as well. That is why collaborating with others is so important. You can gain insight into a candidate and get a better feel for what others think. Take a look at some of the ways you can increase collaboration in the hiring p rocess with video interview technology.Screening ProcessTraditionally, the screen process is kicked off by phone interviews. You call a candidate that seems qualified and ask them some questions to get a better feel for how they operate. This may be a fine way to screen candidates in the hiring process, but its difficult to incorporate collaboration with coworkers on a phone screen. Unless you have a conference call with another coworker and the job seekers, the only person that is gathering information on a candidate is you. When you tell another manager or coworker about the candidate, they are only gaining your perspective on the phone interview. They can tell you what they think, but their opinion is based off of the information you give them.On the other hand, when you use video interview technology such as one-way video interviews in the screening and hiring process, collaboration is seamless. With one-way video interviews, you ask your candidates a series of questions to whic h they answer in video format. When you receive their video answers you are free to playback and share them as you see fit. You can show a coworker their video responses and they can give you their input. With video interview, collaboration is easier than ever.Collaborate on QuestionsFurthermore, when you use one-way video interviews you can easily collaborate on what questions you ask candidates. True, you can ask coworkers or team members what questions they would like a candidate to answer in a phone interview, but it can be easy to forget to ask them or push them aside. What team members expect from a new employee is important. With one-way video interviews, you create a series of questions and present them to each candidate. That way, when you play them back for your coworkers or other hiring managers they can listen to a candidates answer to their questions. Now your coworkers can have more of a say in who is hired- this is invaluable if teamwork is imperative of the new hire. Gain Input on the InterviewAfter the phone interview, the qualified candidates are usually asked to come in for an in-person interview. If you had many qualified candidates, the hiring process can take even longer. When you incorporate video interview into the process, you have another means of screening candidates. After a phone interview and before an in-person interview, why not participate in an online video interview? You can get face-to-face with a candidate, ask them pertinent questions and gain more understanding of their qualifications. On top of that, you can record the live video interview and play it for your coworkers or other hiring managers.Its true, you can have 2-5 people sit in on an interview with a candidate, but unless you have a tried and true system in place for interviewing this way, things can get messy and confusing. You can have two people asking a candidate questions at the same time, and it can turn into a confusing babble. Instead, you can have an onlin e video interview with just the candidate and you, and others can review it afterwards. Collaboration is seamless and you can widdle candidates down to the best two or three. That way when candidates come into your office for an in-person interview, you know it will be worth your time and theirs.Collaboration on a hire can really make a world of difference. Of course, the hiring process will not always be a collaborative effort, but when you are hiring for a position that must work closely with a team it is essential. Start incorporating video interview into your hiring process and make your life- and the candidates- much easier.Has your experience with video interview made the hiring process easier? What other ways do you collaborate with other hiring managers or coworkers on a hire Let us know in the comments section below