What do you do if you need to manage stress before and after an interview?

Preparing well in this market is still only second place. AI resume scanners and sourcers are now combing through to such specififty of waht companies are looking for that it can almost be a disservice. In your preparation, be prepared to STAND OUT in ways that STICK OUT and STICK IN the mids of the interviews. Being an ear worm in an interviewers ear will get you a follow up call, or a referral. Doors open when you stand up as yourself and prepare to set yourself apart from race.

Pranayama, the breath and life force of our very being. As a yoga and meditation teacher I like to remind my students of the seemingly placebo benefits from deep breathing and meditation. However, science has proven the sedatative enhancing and stress relieving physiological response and cardiovascular reset following and keeeping ryhtmn or mindfulness of ones breath.

Science has shown us that the neural pathways we carve out ingrain to habit in our daily activity, speech, and thought. Speak and think positive, and powerful manifestations in affirmation to your worth regardless of the interviews presumed success. What is meant for you will come to you, but also, Go and Get it!

If you felt an interview didn't go well, the most effective way to improve is to get feedback from the interviewer. But be specific with the feedback you are requesting. Recruiters have to be mindful with the feedback they provide so just asking the open-ended question, "Do you have any feedback for me?" may not provide a constructive answer. Instead, ask questions like "how was my communication style throughout the interview" or "what did you think about the way I answered this question" etc.

I don’t really believe that there are inherently difficult people. In my experience, different backgrounds and levels of information can certainly make it difficult to understand another’s point of view, but someone always has something to bring to the table. As a leader, I don’t look at someone’s weaknesses, but rather their strengths. Some people are more analytical than others, some are risk takers, some are more direct, it’s all part of the human condition. Rejection is a big part of sales, if you can resolve the conflict early on, be fair and unbiased, focus on solutions and not blame and learn from past conflicts, you’ll start to look at your question very differently.

Hiring is bias There are many types of hiring bias, including: Affinity bias: the unconscious tendency to get along with people who are like ourselves. Expectation anchor: forming opinions about candidates based on first impressions or irrelevant criteria. Confirmation bias: the tendency to look for information that confirms our preconceptions. Affect heuristics: taking mental shortcuts to reach a conclusion about a candidate’s ability to do the job, without carefully examining all of the evidence first. Halo effect: the tendency to let one positive trait overshadow other negative traits. 65% of tech recruiters believe their hiring process is biased, new survey suggests.