Why Body Language is so Important as an Interviewer - Spark Hire

Why Body Language is so Important as an Interviewer - Spark HireIt can be easy to think of body language as only being important for an interviewee. After all, there are plenty of interview red flags and mistakes that can leave a bad impression and potentially ruin and candidates opportunity at being hired.However, while positive body language is immensely important for candidates, it is equally as important for the interviewer. Therefore, it is vital that hiring managers keep the following four fabrollcontainer-transportsystem regarding the impact of body language in mind when conducting interviews.The Majority of Cues are Non VerbalAccording to research, between 80-90% of all cues we make are nonverbal. In fact, some argue that in terms of communication importance, words we say are only 7% of the puzzle, with body language and tone of voice comprising the remainder.Hiring managers should consider the importance of body language and non verbal cues such as eye contact when conductin g interviews. Maintaining open and neutral body language, proper posture, and giving a warm greeting to each candidate can help set a positive tone for the remainder of the interview.Additionally, presenting a welcoming body language can even encourage interviewees to feel mora open and comfortable themselves, leading to a higher quality, natural discussion.Body Language Helps Build RapportOur body language plays a crucial role in how others perceive and relate to us. Considering this fact, its of little surprise that hiring managers that display positive and welcoming body language can build rapport more easily with potential hires.While not every candidate will be hired, positively connecting with interviewees greatly increases the overall quality of the entire interview. Candidates are often nervous during the interview process, and this is normal. However, if a hiring manager can help alleviate nerves by establishing rapport early on, they are more likely to get an accurate repr esentation of a candidate and can make more informed hiring decisions.Making eye contact, nodding occasionally as candidates provide answers, and smiling are just a few body language techniques hiring managers can use to present a friendly image and positively connect with interviewees.Body Language Reflects Company CultureA hiring manager will often be the first point of contact a candidate makes with a company. While a prepared candidate will have done their research to understand aspects of the business they wish to work for, first impressions still matter. Therefore, it is important to accurately reflect the corporate culture as a hiring manager during an interview by giving off the right signals.After all, one of the easiest ways to reflect the culture of a company is through behavior. Every workplace has a different level of energy and openness, and the culture of a company depends on several factors. However, a hiring manager acts as the face of the organization they work for based on how they present themselves.It would make little sense for an interviewer to act unnecessarily energetic and to present dramatic body language if they worked at an organization that was very formal and reserved. Similarly, a stiff and unwelcoming posture would not be representative of an organization that prides itself on openness and equal opportunity.These might seem like subtle tactics to keep in mind, but hiring managers must recognize the importance of body language and energy as they are often the face of their organization.Body Language Keeps Candidates EngagedJust as an interviewer should make an effort to warmly welcome candidates and to accurately represent company culture, they should also strive to keep candidates engaged.The energy we give off is contagious. After all, no one would find it enjoyable to be interviewed by a morose, disinterested interviewer for a job opportunity. It is important that hiring managers make an effort to give off an appropriate leve l of excitement and interest during an interview to encourage candidates to do the same. Maintaining proper posture, using hand gestures when speaking, and making an appropriate level of eye contact are just a few ways to encourage similar engagement from interviewees.Ultimately, there are multiple factors that contribute to the success of an interview. However, by remembering the importance of body language and non verbal cues, hiring managers can effectively engage with candidates, reflect company culture, and foster higher levels of engagement during an interview.About the AuthorDanielle K. Roberts is the Vice President and co-founder at Boomer Benefits, where her team of experts help baby boomers with their Medicare decisions nationwide.

Air Force Enlisted Job Categories - General

Air Force Enlisted Job Categories - GeneralAir Force Enlisted Job Categories - GeneralThe Air Force offers two enlistment options for new recruits. The first one is guaranteed job, where the applicant has a specific job guaranteed in their enlistment contract. The second option is the guaranteed aptitude area, where applicants are guaranteed to receive a job in a specific aptitude area, but wont actually find out what the job is until they are in basic training. But the recruit will have a general idea as to what area he/she will be learning at the beginning of their military career immediately after Basic Military Training (BMT). The Air Force divides theirAFSCs (enlisted jobs)into the following overall categories OperationsMaintenance LogisticsSupportMedical DentalLegal ChaplainFinance ContractingSpecial Investigations A recruit will be told what area of skills they will be learning, but will have more specific information than the seven categories above. Below are the Air For ce enlisted jobs which fall into the General aptitude area. Some of these are categorized general mainly due to the challenging nature of the training and education. There are no guarantees for instance for Air Force Special Warfare as the recruit has to qualify and pass extensive assessment and selection training to become a member of pararescue or combat control for instance. Click on the link for complete job description and other qualification criteria. Information in the parenthesis indicates the score required in the General Category of the Air Force ASVAB Composite Scores. 1A0X1- IN-FLIGHT REFUELING (G-53) 1A1X1C-FLIGHT ENGINEER (G-55) 1A2X1-AIRCRAFT LOADMASTER (G-55) 1A4X1-AIRBORNE BATTLE MANAGEMENT SYSTEMS (G-53) 1C1X1-AIR TRAFFIC CONTROL (G-53) 1C2X1-COMBAT CONTROL (G-43) 1C3X1-COMMAND POST (G-48) 1C4X1-TACTICAL AIR COMMAND AND CONTROL (G-48) 1C5X1-AEROSPACE CONTROL AND WARNING SYSTEMS (G-53) 1N0X1-INTELLIGENCE APPLICATIONS (G-55) 1N1X1-IMAGERY ANALYSIS (G-64) 1N2X1-SIGNAL S INTELLIGENCE PRODUCTION (G-52) 1N3X1-CRYPTOLOGIC LINGUIST (G-69) 1N4X1-SIGNALS INTELLIGENCE ANALYSIS (G-58) 1N5X1-ELECTRONIC SIGNALS INTELLIGENCE EXPLOITATION (G-69) 1N6X1-ELECTRONIC SYSTEM SECURITY ASSESSMENT (G-52) 1T0X1-SURVIVAL, EVASION, RESISTANCE, AND ESCAPE TRAINING (G-53) 1T1X1-AIRCREW LIFE SUPPORT (G-30) 1T2X1-PARARESCUE (G-43) 1W0X1-WEATHER (G-64/E-50) 2A7X2-NONDESTRUCTIVE INSPECTION (G-43) 2F0X1-FUELS (M-44/G-39) 2R0X1-MAINTENANCE DATA SYSTEMS ANALYSIS (G-43) 2R1X1-MAINTENANCE SCHEDULING (G-43) 3C0X1-COMMUNICATIONS - COMPUTER SYSTEMS OPERATIONS (G-60) 3C0X2-COMMUNICATIONS - COMPUTER SYSTEMS PROGRAMMING (G-60) 3C1X2-ELECTROMAGNETIC SPECTRUM MANAGEMENT (G-43) 3C3X1-COMMUNICATIONS - COMPUTER SYSTEMS PLANNING AND IMPLEMENTATION (G-58) 3E5X1-ENGINEERING (G-48) 3E6X1-OPERATIONS MANAGEMENT (G-43) 3E7X1-FIRE PROTECTION (G-39) 3E8X1-EXPLOSIVE ORDNANCE DISPOSAL (G-60/M-55) 3E9X1-READINESS (G-58) 3H0X1-HISTORIAN (G-69) 3M0X1-SERVICES (G-30) 3N0X1-PUBLIC AFFAIRS (G-69) 3N0X2-RADIO AND TELEVISION BROADCASTING (G-69) 3N1X1-REGIONAL BAND (G-30) 3N2X1-PREMIER BAND (G-30) 3P0X1-SECURITY FORCES (G-41) 3S1X1- MILITARY EQUAL OPPORTUNITY (A-45/G-43) 3S2X1-EDUCATION AND TRAINING (G-56) 3U0X1-MANPOWER AND QUALITY MANAGEMENT (G-64) 3V0X1-VISUAL INFORMATION (G-43) 3V0X2-STILL PHOTOGRAPHIC (G-43) 3V0X3-VISUAL INFORMATION PRODUCTION-DOCUMENTATION (G-58) 4A0X1-HEALTH SERVICES MANAGEMENT (G-43) 4A1X1-MEDICAL MATERIEL (G-43) 4B0X1-BIOENVIRONMENTAL ENGINEERING (G-48) 4C0X1-MENTAL HEALTH SERVICE (G-53) 4D0X1-DIET THERAPY (G-43) 4E0X1-PUBLIC HEALTH (G-43) 4H0X1-CARDIOPULMONARY LABORATORY (G-43) 4J0X1-OCCUPATIONAL THERAPY (G-53) 4J0X2-PHYSICAL THERAPY (G-48) 4M0X1-AEROSPACE PHYSIOLOGY (G-43) 4N0X1-MEDICAL SERVICE (G-43) 4N1X1-SURGICAL SERVICE (G-43) 4P0X1-PHARMACY (G-43) 4R0X1-DIAGNOSTIC IMAGING (G-43) 4T0X1-MEDICAL LABORATORY (G-58) 4T0X3-CYTOTECHNOLOGY (G-43) 4V0X1-OPTOMETRY (G-43) 4Y0X1-DENTAL ASSISTANT (G-43) 4Y0X2-DENTAL LABORATORY (G-64) 5J0X1-PARALEGAL (G-50) 5R0X1-CHAPLAIN SERVICE SUPPORT (G-43/A-40) 6C0X1-CONTRACTING (G-70) 6F0X1-FINANCIAL MANAGEMENT AND COMPTROLLER (G-55) * 7S0X1-SPECIAL INVESTIGATIONS (G-43) * SDI 8A100- CAREER ASSISTANCE ADVISER (G-45) * SDI 8B000- MILITARY TRAINING INSTRUCTOR (G-48) * SDI 8B100- MILITARY TRAINING LEADER (G-48) * SDI 8D000- LINGUIST DEBRIEFER/INTERROGATOR (G-69) * SDI 8E000- RESEARCH AND DEVELOPMENT TECHNICIAN (G-30) * SDI 8F000- FIRST SERGEANT (G-58/A-45) * SDI 8G000- UNITED STATES AIR FORCE HONOR GUARD (G-30) * SDI 8J000- CORRECTIONAL CUSTODY supervisorin (G-35) * SDI 8P000- COURIER (G-32) * SDI 8R000- RECRUITER (G-30) * SDI 8S100- SENSOR OPERATOR (G-30) * SDI 8T000- PROFESSIONAL MILITARY EDUCATION INSTRUCTOR (G-30) * SDI 9D000- DORMITORY MANAGER (G-45) * SDI 9L000- INTERPRETER/TRANSLATOR (G-69) Note AFSCs (Jobs) with more than one score area listed, require a qualifying score in both areas. For example, in order to qualify for AFSC 5R0X1, Chaplain Service Support, one would need to score at least 43 in the Gen eral area of the Air Force ASVAB Composite Scores, and at least a 40 in the Administrative area of the Air Force ASVAB Composite Scores. * Indicates that the AFSC (Job) is a special duty assignment or other AFSC which is not available to initial recruits.