Summer Job Hunt? 9 Tips to beat the heat and show up to your interviews looking fresh

Photo by Tomwang112/iStock / Getty Images
Photo by Tomwang112/iStock / Getty Images

As if interviews don’t make us nervous enough, during these few months of summer we have to contend with the suffocating mugginess that is summer in the city. Here are our favorite tips and tricks to stop that sweat in its tracks. Well, maybe we can’t promise to stop it, but we can make you seem like some sort of sweat-immune deity. Interviewers will bow down and worship your crisp button-downs and matte foreheads. To the tips!

 

1. Go ahead and splurge on that cab fare: There is nothing like standing on the subway and feeling that trickle down your back, amiright!? It’s terrible. Do everyone a favor, hop in a cab and bask in the air conditioning all the way to your interview. You’re not only mitigating later damage control, but your fellow New Yorkers will thank you—the less people on the subway, the better. Consider it an investment in your future.

 

2. Up is the new down: Rock a chic up-do. Short hair? Keep it that way and be sure to carry some extra hair gel.

 

3. Be smart, don’t wear light gray: Opt for dark colors (or white) and natural fabrics. Check out this black sleeveless number from our fave shop for professional garb, MM.LaFleur. If you’re not into dresses, these linen shirts are pretty cool, pun intended.

 

4. Bring a back-up: If you’re opting for a shirt or blouse, bring a back-up. Give yourself a few extra minutes (you should always allow extra time for an interview anyways), and pop into a local chain bathroom (Pret is a fan favorite) for a quick wardrobe change.

 

5. Save the face for last: While you’re in that bathroom, go ahead and give yourself a quick touch-up. As your mom has been telling you for years, you’re gorgeous. But if anything could mar the perfection that is your face, it’s 90-degree weather and a humidity index of 80%. Burts Bees Cleansing Facial Wipes are a dream. If you wear makeup, now is the time to apply it!

 

6. Take a breath: You’ve come this far. Now it’s just a quick walk from your luxurious green room, toilet and all, to the office building where your potential future life awaits. Walk slowly and once you’re in, stop to take a breath or collect yourself in the lobby or atrium.

 

7.  Battle of the blazer: If you have to wear a jacket, keep it off until you’re in the building. You can put it on in the lobby, while checking in with security, or in the elevator on your way up. Just make sure you’re not caught red handed, tugging it on while the doors open onto your waiting interviewer.

 

8. Hands of steel: Sweaty hands are every interviewee’s nightmare. You’re nervous so your hands get clammy, which makes you more nervous, and the cycle continues from there. The added heat won’t help. We’ve heard two great tricks that people to use to counteract this: Purell or Baby Powder. The alcohol in Purell will briefly dry out those soggy paws, and baby powder will soak up the excess sweat.

 

9. Don’t rush: This is probably the most underrated advice you’ve been getting for years and ignoring at every turn. Leaving yourself enough time (which includes extra time, by the way) will give you the opportunity to focus on the interview itself instead of the traffic and the ONE TIME you landed in a taxi that is actually piloted by a safe driver. (How dare you abide by the traffic laws!) Worst case scenario you hang out in that café for an extra few minutes and review the job description and/or your talking points one more time. (A little extra preparation never hurt.)

 

You now hold the keys to working that interview circuit like a pro. Get out there and make us proud!

 

If you’re in an active job hunt and looking to add some more interviews to your schedule, reach out to us at careersteam@cfwcareers.com. We specialize in recruiting for b2b sales positions within media and tech.

Changing the Conversation: Spring 2018

Over a hundred inspired individuals listened on intently as our panel of trailblazing women, each bringing a unique perspective to the stage, discussed the business case for diversity, introduced the idea of “culture add” vs “culture fit,” and presented actionable recruiting strategies for attendees to employ in informing the Diversity & Inclusion initiatives at their own organizations. Read on for some key takeaways from the evening!

The Key to Achieving your Diversity & Inclusion Goals: Include D&I in Your KPIs!

So you’ve done the heavy lifting: you have the buy-in from the C-level on the launch of a new Diversity & Inclusion initiative, and now it’s time to build it. How do you ensure you’re assembling a program that will yield results?... The same way you’d build any other program within your organization: Accountability, accountability, accountability

Panelist Spotlight: Stephanie Sandberg, Out Leadership

We're thrilled to feature panelist Stephanie Sandberg, Director of Out Leadership and President of Sandberg Consulting, in a spotlight for our upcoming Changing the Conversation event on April 26th! Below, you can read about her experience with a challenging boss, trusting your gut, and the correlation between corporate diversity and greater equality. 

From the Ground Up: 5 intentional recruiting practices for building diverse and inclusive organizations

White, Male… We can’t deny that those are still the primary descriptors that come to mind as we move towards the capstone of the corporate pyramid. How can we progress towards a leadership team reflective of the ethno cultural and gender diversity embodied by our population? To increase the number of women at the top and create more diverse and inclusive organizations, we need to consider our recruiting practices.

 

We asked our panelists--Ashley Babinecz, Director of Talent Acquisition at AppNexus; Kamilah Mitchell-Thomas, SVP Human Resources and Global People Management at A+E; Stephanie Sandberg, Director of Out Leadership and President of Sandberg Consulting; and Diane Herz, Chief Diversity Officer at Mathematica Policy Research--for our upcoming Changing the Conversation event (April 26th at AppNexus!) for some tips on intentional diversity recruiting, and they offered a wealth of wisdom. Here are the highlights:

 

Be intentional and transparent about Diversity Recruiting. Set clear goals and track progress. Establish diversity incentives at the pipeline level and aim for a diverse set of qualified candidates (a good rule of thumb: include two diversity candidates in every hiring slate). It’s critical that you not only advocate to ensure Diversity and Inclusion initiatives are part of your company’s strategic plan but that, in conversation with decision-makers and colleagues, you refer back to these initiatives often and drive home why they’re important to the success of your teams and broader organization. Everyone has a role to play in building inclusive teams, so make this work central and imperative to everything you do, and make it visible so the accountability is shared and owned by your entire organization.

 

Proactively reach out to diverse sources of talent. It’s hard to find a vegan at a butcher shop… let us explain: in order to attract the candidates you’re seeking, you have to reach them where they are. At the very least, promote job openings on job sites, professional organizations and colleges where there is a greater percentage of women and minorities underrepresented in your organization. Forge alliances with individuals and organizations who can assist with that outreach and help you garner a stronger presence in those communities.

 

CFW ProTip: Consider Cultivating a Talent Pipeline: Some organizations like Jun Group are reaching as far back as high school to cultivate that future pipeline of talent.

 

Write job descriptions that attract diverse applicants. Think tabula rasa—your job description should be a blank slate that any candidate can see themself in. Be attuned to the way you describe the role and the qualifications you’re seeking that will attract or dissuade women and other under-represented candidates. There are tools like Textio, Unitive, and Gender Decoder that are designed to help you write job descriptions to attract diverse talent.

 

Hiring diverse talent means you also have to acknowledge differences in opportunity afforded to underrepresented populations and how they feed into a candidate’s experience. A willingness to offer wiggle room within certain requirements will take you far. Consider how you can open the qualifications to embrace diversity. IBM, for example, stopped requiring 4-year degrees for many programming positions once they realized they weren’t necessary in order for an otherwise qualified candidate to excel.

 

The interview process is key. In addition to building pipeline through all sources, your interview panel needs to reflect the diversity you're looking to hire. Your panel, just as your candidate pool, should take into account multiple perspectives and personalities. A diverse panel will help enrich the interview process as these members will be able to formulate questions that probe more broadly and deeply into what the candidate brings to the table, and the value the candidate brings to the organization. That can make all the difference.

 

Think of your interview panelists as your company ambassadors; If candidates are able to identify in some way with their interviewers it makes an astronomical difference in terms of how they see themselves fitting into your team. Don’t forget that candidates are assessing how they fit into the puzzle as much, if not more, than you are throughout their interview process.

 

Take a look at your Employer Brand. Who is, literally, the face of your firm and what do potential employees see when they visit your website and view your marketing materials? If your organization presents cookie-cutter it will be less appealing to candidates who break the mold. If you find that your employee population is predominantly white male, you can still begin to message your aspiration to become more diverse and inclusive—sponsor events like Changing the Conversation, openly support organizations working to close the pay gap, send your executives to speak at events on/about diversity as a key organizational goal, use social media to show a commitment to diversity.

 

One more thing: When was your last checkup? To successfully execute the above, dig deep into your own cultural expectations and unconscious biases; awareness is half the battle (intentional execution is the other half). Try this exercise: draw the ideal individual for the job you're filling. Include attributes and competencies. Then read this piece from The New York Times. Ask yourself: Are all of your figures also male? Did you think about not only gender but other aspects of diversity, and did that go into your drawing? Is there an arrow that indicates difference? Free-form sketching tends to bring out your real thinking.

 

Add these diversity dimensions to your next sketch, and hold onto it as a reminder that diversity is in fact a core competency that you need to solve for in the hiring process. Come join us on Thursday, April 26th to learn more about successful D&I initiatives from the experts themselves.