Interview Nerves

The Psychology Behind It and How Best to Harness It.

Although not always a comfortable experience, being nervous can be a good thing and if used correctly – even productive. Nervousness, unlike anxiety (which is something very different), is a common emotion that occurs very naturally in the body when your normal state or system is ‘threatened’. This can occur in situations that challenge your comfort zones such as a job interview or giving a speech. The fear that accompanies these situations is biologically designed to actually assist you more than it is to hinder you and links back to your fight or flight response. When you feel nervous your brain does an incredible thing of preparing your body for a response to the adverse stimulus by triggering a sequence of events that ultimately leads to the production of adrenaline. So how exactly would you utilise this response so that it works to your advantage?

1. Think of yourself as excited, rather than nervous.

So often we think the best way to handle being nervous is to try and calm ourselves down but studies show that this isn’t actually the most effective way of handling those situations. Instead, get yourself excited! If you think about it, it makes sense: the emotional charge being used for nervousness is the same that is being used for excitement. In these moments you already have your endorphins going and heart racing, so it’s harder to get yourself to calm down than it is to turn those nerves into excitement by channelling it in a different way. By seeing the task as an opportunity rather than a threat you trick your brain into responding in a more productive manner.

2. Develop a ritual

Think about a professional golf player – do you notice the small rituals they are performing before they hit the ball? These small acts form a part of a valuable function of neutralizing nervousness. Before an interview, a ritual for you might be to straighten your jacket or put your hands on your lap and straighten your posture. See these as acts that focus your concentration on the task at hand and counter your mind that is racing and overthinking.

3. “Fake it till you make it.”

You might have heard this one already, but there is actually a lot to be said for tricking your brain into thinking positively and expecting the best outcome. Even the smallest cues you give yourself, such as smiling, and nodding can have a massive effect. By creating an affirmation and telling yourself “you’ve got this” your physiology will follow suit.

When you think about all the good things that have occurred in your life you will notice that nerves have been present for them. Starting a new job, your wedding day, meeting a new person, becoming a parent, your graduation- the list goes on. Nerves will always form a part of your life, but it doesn’t always need to be in a negative way. If you learn to become comfortable with being uncomfortable nerves can be your biggest tool in pushing your boundaries and reaching your goals. 

Article by Chrissi Preuss, Psychology (Hons.)

Tips on How to Avoid an Employment Scam

 

It was recently brought to our attention that one of our candidates had been victim to one of the latest recruitment scams. In light of this we wanted to inform you of the ways to recognise these scams and how to prevent it from happening to you.

 

1. You are offered the position outright without ever having gone for an interview or having spoken to a person on the phone. If you receive an email that says you have been offered the job with a start date- but no company name or profile, this is a red flag. No company will realistically employ you off your CV alone, never having met you.

 

2. There is a monetary transfer involved. In South Africa it is prohibited by law to charge someone to find them a job. The second that someone asks you for money, without ever having met you, we would advise you to think twice!  This includes payment of registration fees or background checks.  

 

3. Look at the email address and website– are they legitimate? The one way of telling if it is a fake site or address, is to look critically at the email or website address- not just the display name that they are using. If they have used a made-up company name or number, Google them and do some research. Does the website look roughly put together and not professional? When you search their details do multiple sites come up referring to them or is it just the one site that they have created? If it is genuine company they will have a footprint and presence on the web.

 

4. What do the documents they send you look like? Are they professional with a letterhead and logo? If not, I would start to question it. If they have provided you with contact details try and get hold of them and ask to speak to their HR department. If there are only cell phone numbers provided, see if you can get a landline number.

 

5. They refer you to a second party that will do the background checks. There is a new scam were they refer you to a second party for background checks, but the second party is part of the scam, and once you pay your money, the job and company cease to exist. 

 

6. Lastly, if you have fallen victim to one of these scams – don’t beat yourself up or feel ashamed, they are designed in such a way that they know how to get money out of you. By targeting job seekers, they know that their target market is one that is desperate and it is in this desperation that we sometimes don’t always make the most rational decisions – it’s part of being human. The best thing you can do going forward is to speak up and to make people around you aware of how you were scammed. Alert people to the names of the companies who scammed you so you can bring more awareness to how these scammers are operating.

 

Article by Chrissi Preuss, Psychology (Hons.)

Navigating Your Third Month at a New Job:

Gaining Feedback and Addressing Concerns

 

Starting a new job is an exciting and often nerve-wracking experience. By the time you reach your third month, you’ve likely settled into your role, become familiar with your coworkers, and have a better understanding of the company culture. This is a crucial time as you transition from being the “new person” to becoming a valued member of the team. In this blog, we’ll explore what to expect during your third month and how to effectively gain feedback from management while addressing any concerns you may have.

 

What to Expect in Your Third Month

By the third month of your new job, you’ve likely overcome the initial learning curve and have started to establish a routine. Here’s what you can generally expect:

 

Increased Comfort: You’re no longer feeling like a complete outsider. You’re familiar with your tasks, responsibilities, and the expectations of your role.

 

Building Relationships: By now, you’ve hopefully formed connections with your coworkers. You might find yourself engaging in more casual conversations and understanding the dynamics of your team better.

 

Growing Confidence: As you become more skilled and knowledgeable, your confidence will naturally increase. You’ll find yourself making decisions more independently.

 

Understanding Company Culture: You’ve had some time to observe and adapt to the company’s culture, which should help you feel more aligned with its values and ways of working.

 

Identifying Challenges: By this point, you may have encountered some challenges. These could be related to your role, interactions, or processes within the company.

 

Gaining Feedback from Management

Feedback is an essential tool for growth and improvement. Here’s how you can effectively seek feedback from your management:

Initiate Regular Check-ins: Schedule regular one-on-one meetings with your immediate supervisor. This could be weekly or bi-weekly, depending on your company’s culture. Use these meetings to discuss your progress, ask for feedback, and clarify any doubts.

 

Ask Specific Questions: Instead of asking, “How am I doing?” try asking more specific questions like, “Is there anything I could have handled differently in the recent project?” This shows your willingness to improve and allows for targeted feedback.

 

Request Constructive Criticism: Let your manager know that you value constructive criticism and that you are open to suggestions for growth. This demonstrates your commitment to self-improvement.

 

Share Your Goals: During feedback sessions, communicate your professional goals and ask for guidance on how to achieve them within the company. This not only shows initiative but also indicates your long-term commitment.

 

Addressing Concerns

It’s natural to have concerns during the early stages of a new job. Here’s how to address them effectively:

 

Identify the Concern: Pinpoint exactly what is bothering you. Is it a specific task, a coworker issue, or a broader company policy?

 

Gather Information: Before raising concerns, gather all relevant information. Understand the context and any possible solutions you can suggest.

 

Choose the Right Time and Place: If you want to discuss a concern with your manager, choose an appropriate time, preferably during a one-on-one meeting. Avoid bringing up concerns in a public or high-stress setting.

 

Be Constructive: Frame your concerns in a constructive manner. Instead of simply stating the problem, offer potential solutions or ask for advice on how to handle the situation.

 

Stay Professional: Keep the conversation professional and focused on the issue at hand. Avoid making it personal or emotional.

 

Be Open to Solutions: Remember that your manager or supervisor might have insights that can help address your concerns effectively. Stay open to their suggestions.

 

Final Thoughts

The third month of a new job marks a significant milestone in your journey. By this time, you’ve likely settled into your role and are better positioned to understand your strengths, areas for growth and any concerns you might have. Use this time to actively seek feedback from your management, demonstrating your dedication to personal and professional development. Moreover, addressing concerns in a thoughtful and professional manner showcases your problem-solving skills and commitment to contributing positively to the team and the organization as a whole. Embrace this period of growth and learning, and remember that each step forward brings you closer to becoming a valuable and integral part of your new workplace.

Your Second Month in a New Job:

Tips for a Successful Probation Period at Your New Job

Starting a new job is an exciting yet often nerve-wracking experience. The first month is usually a whirlwind of learning names, understanding processes, and getting acclimated to your new environment. But what about the second month? As you settle into your role and continue your journey within the company, this phase brings about its own set of challenges and opportunities. Moreover, it’s during this time that your probation period often comes into play. In this blog, we’ll explore what to expect in your second month of a new job and how to ensure your probation period is successful.

Embrace Learning and Growing

By the time the second month rolls around, you’re likely more familiar with your daily tasks and responsibilities. This is the perfect time to delve deeper into your role and understand how your work contributes to the larger goals of the company. Ask questions, seek clarification, and strive to become a valuable member of your team.

Tip: Set up meetings with your supervisor or mentor to discuss your progress and areas for growth. This proactive approach shows your commitment to improvement.

 

Building Relationships

Relationships take time to develop, and the second month is a crucial period for strengthening your connections with colleagues. You’ve probably identified a few people you naturally get along with, so take steps to foster those relationships. Remember, networking isn’t just about advancing your career; it’s about creating a supportive and collaborative work environment.

Tip: Initiate casual conversations, join team lunches, and participate in company events. Try and surround yourself with like-minded colleagues who want to grow and progress- not those who are negative and prone to gossiping.

 

Demonstrating Adaptability

As you settle into your role, you might encounter situations that require you to adapt quickly. This could involve taking on new tasks, shifting priorities, or working on projects outside your comfort zone. Embrace these challenges as opportunities to showcase your flexibility and willingness to learn.

Tip: When faced with a new task, break it down into manageable steps and tackle them one by one. This approach can help you stay focused and maintain your confidence.

Addressing Concerns and Insecurities

It’s natural to experience some concerns and insecurities during your second month. You might worry about meeting expectations, fitting into the company culture, or whether you’re making the right decisions. Remember that these feelings are common, especially during the probation period.

Tip: If you’re feeling overwhelmed, don’t hesitate to talk to your supervisor or consultant at RESOURCE recruitment.  We are here to provide you with guidance, reassurance, and practical advice for overcoming challenges.

Meeting Probation Period Expectations

The probation period is a standard part of many job contracts, serving as a trial period for both you and the company. During this time, your employer evaluates your performance, and you assess whether the job aligns with your expectations. To ensure a successful probation period:

Understand Expectations: Make sure you’re crystal clear on what’s expected of you. Seek clarification if needed, and ensure you’re meeting the key performance indicators.

Communicate: Regularly update your supervisor and recruitment consultant on your progress. Don’t wait for formal evaluations to discuss your performance.  Not all managers are familiar with managing staff!

Seek Feedback: Actively ask for feedback from your colleagues and superiors. This shows your commitment to improvement and your willingness to take constructive criticism.

Show Initiative: Take on tasks that go beyond your immediate role. This is how you grow!

Stay Positive: Maintain a positive attitude even in the face of challenges. Your resilience and ability to maintain composure during stressful times are valuable traits.

Document Achievements: Keep a record of your accomplishments, no matter how small. This documentation can be useful when discussing your progress with your supervisor.

Set Goals: Identify areas where you’d like to improve and set achievable goals for yourself. This showcases your dedication to growth.

 

Remember, a probation period is not just about impressing your employer—it’s also an opportunity for you to determine if the company aligns with your career goals and values.

Performance Appraisals:

A Guide to Conducting Effective Reviews

 

“The art of communication is the language of leadership.”- James Humes

“Communication is one of the most important skills you require for a successful life.”- Catherine Pulsifer

 

The basis of any relationship, employment or otherwise, is communication.  Managers are often not trained to have difficult conversations in a productive and motivating manner, and employees don’t know how to approach these discussions, and as a result, minor issues are not discussed until they have escalated, and often there is a complete breakdown in the employee/ employer relationship, resulting in disciplinary action or good employees resigning.

Performance appraisals are a crucial component of any well-functioning organization. These assessments provide an opportunity for employers to evaluate their employees’ job performance, set goals, and discuss career development. Communication and feedback is especially important when employees are on probation.

 

Understanding Performance Appraisals

Performance appraisals are systematic evaluations of an employee’s job performance and contributions to the organization. They serve several purposes:

 

Feedback: Performance appraisals provide employees with valuable feedback on their strengths, areas for improvement, and achievements. This information helps individuals understand their performance from the employer’s perspective.

Goal Setting: These assessments are an opportunity to set clear performance goals and expectations for the upcoming period. Goals can be aligned with the employee’s role, team, and overall organizational objectives.

Recognition and Rewards: Effective performance appraisals acknowledge and reward employees’ accomplishments, boosting morale and motivation.

Development and Growth: Performance discussions are a chance to identify areas for growth and development, including training and skill enhancement opportunities.

 

Conducting an Effective Performance Appraisal

Follow these steps to conduct a successful performance appraisal:

1. Prepare Thoroughly:

It’s a good idea to have a standard template for all probation periods, that keeps the discussion on track, and ensures that all topics are discussed.  Have notes from previous appraisals, job descriptions, and a list of the positive and concerning feedback that you would like to mention.

2. Choose a Suitable Time and Place:

Select a quiet and comfortable location for the appraisal meeting. It is essential that the appraisal is free of interruptions and distractions, and that both parties feel relaxed and able to communicate freely, without fear of other people listening in.

3. Initiate the Discussion:

Begin the conversation by acknowledging the employee’s efforts and contributions. Put the employee at ease, and encourage them to share any concerns or suggestions that they may have.

4. Discuss Performance:

Address both strengths and areas needing improvement. Use specific examples to illustrate points. Constructive feedback should be framed in a way that encourages growth and development.  As the aim of an appraisal is to make the employee better in their roles, ensure that all appraisals are ended on a positive and motivating note, while still relaying your concerns and what corrective action is required.

5. Set SMART Goals:

Collaboratively set Specific, Measurable, Achievable, Relevant, and Time-bound (SMART) goals for the upcoming period. These goals should align with the employee’s role and the organization’s objectives.  If the employee is on probation, these goals should align with the outcomes you desire from the probation period.

6. Seek Employee Input:

Encourage employees to share their self-assessment, concerns, and career aspirations. This promotes a two-way dialogue and a sense of ownership in the appraisal process.  In John Doers’ book, “Measure what Matters” he suggests that the employee should initiate the appraisal, draw up an agenda and run it, giving feedback on their progress and asking for support where needed.

7. Provide Development Opportunities:

Discuss training, podcasts, literature or projects that can help the employee enhance their skills and advance in their career. This demonstrates the organization’s commitment to professional growth.  Don’t may offers that you are unwilling or unable to keep.

8. Address Concerns:

If the employee has concerns or challenges, listen actively and offer support. Problem-solving together can lead to a more productive work environment.  If you commit to take action, ensure that you do and give the employee feedback.  If you do not agree with the matters raised by the employee, explain to them why you will not be taking action.

9. Document the Discussion:

Record key points from the appraisal conversation, including goals set, dates to follow up and areas for improvement. This documentation serves as a reference for future appraisals and can help in tracking progress.  It is also legally an important aspect of the dismissal process, should a probation period, or permanent employment, be terminated for poor performance.

10. Follow Up:

Traditionally appraisals are conducted monthly during probation periods, and annually for permanent staff.  Ideally, you need to have these discussions more frequently.

 

Performance appraisals are a valuable tool for fostering employee growth, aligning goals, and enhancing organizational success. When conducted effectively, these assessments contribute to a culture of open communication, learning, and development. By following the steps outlined in this guide, organizations can conduct performance appraisals that inspire employees to excel and contribute to the overall success of the business.