Well, not exactly. In a poll taken on LinkedIn—in which 1,177 people voted—35% chose video platforms like Zoom to communicate, whereas 34% chose social media sites like LinkedIn. Where did the other 31% go? The two other options were telephone, 16%, and email, 15%*.
The poll ultimately speaks to how people prefer to communicate, whether they’re searching for a job, helping people find jobs, or working in business of one sort or another.
The winner goes to Zoom
Video conferencing has seen enormous growth. According to SkillScout.com, “The video conferencing platform Zoom has seen 200 million daily meeting participants on average at the beginning of 2020 compared an average of 10 million participants in December 2019.”
This comes as no surprise considering it became a regularity to many people since mid-March. Zoom dominated many video conferencing platforms like Skype and Webex if not literally but in our daily vocabulary. I find myself saying to colleagues and friends, “Hey, let’s Zoom.” It’s bad when a product becomes a verb.
A safe assumption as to why people chose Zoom and the like is because they prefer not only speaking to people, they also like seeing with whom they’re speaking. This is good news for Zoom because, according to the same source mentioned above, it has 41% market share.
LinkedIn rules…on LinkedIn
The poll question was not LinkedIn specifically; it was social media in general. I figure that because I conducted this poll on LinkedIn, people naturally assumed I was referring to LI. I’m sure if I conducted the same poll on Facebook or Twitter, all would assume I was speaking of those platforms.
One of my connections, Ana Lokotkotova, chose LinkedIn for practical reasons. She’s a career coach and it’s her first point of contact. She wrote:
I chose LinkedIn because that’s where most of those professional conversations start for me. Then I take them to email or Zoom, but the initial interaction happens mostly on social media.
The definition of “communication” can have different meanings. When we think of communicating with others, we think of direct messaging. But what about writing posts and commenting on posts written about others? Isn’t this considered communicating? I think it is.
The problem with communicating on LinkedIn is that people don’t often check their LinkedIn messaging as much as someone like me and many others I know. We also have LinkedIn set to send any messages to our email, so we never miss a beat. Nonetheless, email is a safer bet if you want to get your correspondences.
Telephone is preferred by a few
If you’re wondering why someone would choose the telephone option, one of my dear LinkedIn connections, Erin Kennedy explains:
If I am talking to clients (initial consultation) it’s over the phone. It would take too long with email. However, I like email for basic/quick communications, “What time would you like to speak? How can I help” etc. I sit in front of this computer all day so it’s pretty easy for me to answer emails quickly.
This makes sense if you’re an executive career coach and resume writer like Erin. Another executive career coach, Sarah Johnston, finds the phone more practical in her line of work and she enjoys the intimacy of using the phone.
I love the phone. I put on my Bose sound proof headphones (a must when you are working from home with “coworkers”) and can have a hands-free conversation. I’m often taking notes (job search strategy or interview coaching sessions) on a pad or typing away if I am doing a resume intake call.
The other thing about a phone is that you can say, “so how are you doing?” And get a real response AND give a real response. People want to work with multi-dimensional people. When writing an email, it feels so insincere these days to say “I trust this email finds you well” because well is pretty relative during a pandemic.
I wonder if people considered texting as a way to communicate before they chose Zoom, LinkedIn, or the phone. If they had, I’m sure more votes would have gone to the phone.
Email is consistent
Email came in last as a means of communication, barely beat out by the telephone. These means of written communication (email) and oral communication (telephone) were the cellar dwellers. Whereas the other means of written and oral communications (Zoom and LinkedIn) were the clear winners.
The final conclusion is that oral communication wins over written communication by one percentage point in all four cases. What does this tell us about humanity? Is it true that the disparity between extraverts and introverts is closer than many believe? Does it have anything to do with these two dichotomies?
Another close LinkedIn connection, Edythe Richards, chose email as her favorite means of communication. She’s an ENFP. The theory that extraverts prefer oral communications is thrown out the window in Edythe’s case. She commented:
E-mail here- and I’m very fortunate that although my day job uses Zoom, we rarely use video. So my wardrobe these days can’t be beat!
*In full disclosure, I chose email for a very clear reason: I prefer to communicate via writing. I wrote about this in a post after I had experienced an excruciating telephone conversation from which I couldn’t escape. I also prefer to return phone messages with email. In this way I have control.
I wonder if the results would have been the same if we were not going through a pandemic. Would people still be using Zoom as often? Or has COVID-19 caused social awareness in a technical manner. Has it replaced human interaction for the time being or forever? That would truly be a shame.
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As a career strategist at MassHire Lowell Career Center, I lead a job club for our clients. Prior to the Coronavirus pandemic, we met in-person in a large room. At these meetings, there would be anywhere between 10 and 20 people.
We didn’t meet in person often—only every second and fourth Tuesday of the month—but our clients enjoyed the opportunity to get out of their house and share the news of their job search or participate in a mock interview.
The mock interviews were a key activity of the job club meetings—sitting in the hot seat and being interviewed by me or another member of the group while being filmed with a digital camera. The rest of the participants provided feedback at the conclusion of the interview on the interviewee’s answers.
Times have changed
Now, all of the in-person meetings have been thrown out the window. We’re confined to our homes, only allowed to venture out for groceries, gas (who needs it, though?) takeout food, and exercise. Life has changed rapidly.
To pile insult upon insult, we’ve experienced the worst number of unemployment of all time. Our labor market is truly in a crisis. Hopefully a two-trillion-dollar relief fund will help the new and currently unemployed. But the future is unpredictable for everyone.
For the unforeseeable future job seekers can’t network in-person. They can’t share ideas on how to better search for jobs, talk about potential opportunities. tout their happy landings. So, what can job seekers do?
Go to virtual communication
The only solution to continue networking, even meet for social reasons, is to go online. The phone is another option, of course, but it’s not as intimate as using platforms like Zoom, Skype, Facetime, Google Hangout, and others. (Employers have resorted to interviewing candidates online.)
The job club I lead, since the pandemic has forced us to practice social distancing, has had two meetings via Zoom so far. We haven’t let the pandemic phase us. The first meeting garnered 15 members, the second 19. There are 21 members in the group.
The first Zoom meeting was all about job-search talk. I would normally insert my advice in the past, but I wanted the group to simply touch base. It wasn’t as rewarding as meeting in-person. But it was the best we could do.
The second meeting was our Zoom mock interview. I had one member interview another member. The logistics were not hard. There was no need to make one of them a presenter and the other a guest. Zoom makes it extremely easy to facilitate mock interviews.
After the mock interview, the other members provided sage advice to the interviewee. I inserted my opinions as well, but I wanted the group to be more self-sufficient. Besides, many of the members have had far more experience interviewing candidates than I have.
Of course I recorded the event. The interviewee gladly allowed me to share the recording with the members. She said it was a learning opportunity for everyone.
Although the mock interview was but an exercise, it still demonstrated to the other 17 members what it’s like to be interviewed online. A few of the members have experienced video interviews. For the majority of them, however, this was a new experience.
I ended the meeting encouraging the group to form smaller buddy groups. I want them to reach out to each other without having to attend a formal job club event. As job seekers, they need to be self-sufficient. Already some of our members have contacted me asking with whom they should connect.
To use a cliche, online job club meetings are becoming the new normal for our members. Given the positive acceptance thus far, I’ve considered increasing the job club meetings every week if only to get these job-searching warriors together.
If you lead a job club at your career center, consider doing it online. Don’t let the momentum die because you can’t meet in person for the time being. Of all the platforms, I highly suggest Zooom.
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The interview is the most important component of the job search; it’s the End Game. For the job candidate, there’s no room for error. For the interviewers, they can’t make the costly mistake of hiring the wrong candidate. Is the process perfect? No, it’s far from perfect, but it’s what employers have.
Some job candidates find being interviewed exciting, others get anxious being in the “hot seat,” and a few are utterly terrified of interviews. Whichever you are, these articles can help you in the interview process, or at the very least make it easier. Read some of them, or read all. They are still relevant.
The majority of people I interview aren’t transparent when I asked the questions that require them to reveal something about their personality. The question could be what they enjoy doing outside of work or even something as simple as the genre of literature they prefer.
This is natural; who wants to talk about their personality with a complete stranger? In an interview their focus is on answering questions that are relevant to the job at hand. This is what they’ve prepared for.
Three career strategists recently weighed in on ageism in this post. All three couldn’t deny that ageism exists, but the question is when does this deterrent to employment effect older job seekers? The most obvious of stage in the job search is the interview. This is why older job seekers need ways to combat ageism.
Has it always been the case that shorter is better? I’m sure there was a time when verbosity was appreciated; when long-winded stories captivated the listeners. Even elevator pitches—statements that answer, “Tell me about yourself”—were longer. I remember a workshop I led where I encouraged two-minute elevator pitches….
It’s inevitable. When an older job seeker delivers their elevator pitch to me, they lead with something like “I have 20 years of experience in project management.” My reaction to this auspicious beginning is that it’s not…auspicious. In other words, the person’s years of experience doesn’t impress.
I have the privilege of working at an urban career center where the average age of our clients is 53. For older workers, the job search can come with challenges—one of which is facing stereotypes, due to their age, from employers. This article examines 10 false stereotypes older workers face.
Going into an interview is nerve wracking, especially when you’re not sure which questions will be asked. Questions like, “What is your greatest weakness” is predictable but what about behavioral-based questions. Read this article to learn which skill employers are looking for and the types of questions they’ll ask.
Networking meetings–often called informational interviews–are a gem for job seekers who are serious about their job search. One, two, three networking meetings are not enough; you have to be committed to asking for them and presenting great questions. The account I give at the beginning of this article is not the the to ask for a networking meeting.
This is one question you must be prepared to answer in an interview. You might think it’s airtime filler for interviewers—a question to check off their list. Not so fast, there are times when interviewers are concerned. Very concerned. Here are three major concerns interviewers might have.
It is 2020 and you are in the job hunt, either because you are unemployed or looking for a better gig. While the hiring process might be painfully slow, you still must shine in the interview, and this means every stage of the process.
Here’s some good news: I asked 5 interview authorities to weigh in on what to expect in 2020. They tell you what to do before the interview, what to do during the interview, and what to do after the interview.
LinkedIn has launched a new interview-practice feature which leaves me with a sense of ambiguity. On one hand, I think it’s a great attempt to educate job seekers on how to interview for a position. On the other hand, there are limitations to this new feature.
What should we expect with any feature that tries to be all things to all people? Where you might love the new information presented, I might see it as slightly contrived and overdone. LinkedIn has done its best, and I give credit where credit is due.
Recruiters are often the front line of the hiring process; they advertise an open position, read more résumés than they’d like, interview and screen multiple candidates, and finally present the best of the best to the hiring manager (HM). And all of this leads to the interview.
Even if it’s been five years since you’ve had to look for work, you might not be aware of all the tools employers are using to find the best candidates. Employers are being more creative with their hiring efforts while making it more difficult for job seekers to land a job. Let’s begin with the first and most well-known tool.
There are three obvious qualifications job candidates must demonstrate in the interview—read this article to learn about them. But there’s one qualification you might not have considered. It is revealed in this article.
Tough interview questions can raise the hair on the back of your neck, and behavioral-based job questions usually fall into that category. One behavioral-based question my clients say catches them off guard is, “Tell me about a time when you failed in your job.”
No one likes to talk about the mistakes they’ve made. However, interviewers want to know about more than just your successes. They want to hear it all — the good, the bad, and the ugly. This includes your mistakes.
You might have had to motivate someone to do their work, whether it was a coworker or subordinate. They might have been the bottleneck that was holding up a major project. This is frustrating, especially if you like to finish projects before the deadline, nonetheless on time.
Let’s look at a behavioral-based question whose purpose it is to determine a candidate’s ability persuade her boss: “Tell us about a time when you convinced your boss to adopt an idea that he disagreed with.”
You’re in a group interview and it’s been going smoothly. You’ve answered the questions you prepared for. To your credit, you read the job description and identified the most important requirements for the job, Marketing Manager.
The interview is going so well that you’re wondering when the hammer will fall. When will the killer question be asked? That question would be, “Tell us about a time when you had to deal with pressure.”
Interviewers want proof of what you’ve accomplished or failed to accomplishment. You can achieve can prove your assertions by delivering a well crafted stories. You’ve probably heard of the STAR formula. You’ll use this formula to guide yourself through telling your story.
Interviews are not something most people relish, especially if they have to address the fact that they were fired. (I prefer the term, let go.) The fact is that people are let go, good people. So the revelation will come when an interviewer asks, “Why did you leave your last job?”
One of my clients was supposed to have a face-to-face interview, but it was scheduled for a day of a Nor Easter. With the interview an impossibility, what would be a plausible alternative? The answer is simple: the company could conduct a Skype interview. And that is what happened.
The future of job interviewing may include increasingly more Skype interviews. If you’re a job seeker and haven’t had a Skype interview yet, chances are you’ll have one soon.
In my interview workshop one attendee asked if having to perform a skill for an interview is normal. I told her that it might not be commonplace, but it’s a great way to find the right candidate, along with asking behavioral-based questions and tough technical questions.
Most people get nervous when they’re being interviewed for a job. They are peppered with questions that are meant to get to the core of their technical abilities, motivation, and fit. It’s a stressful situation. This is called “getting the nerves,” and it’s natural. Most likely you feel the same way about interviews.
You’re probably aware of the order in which employers attempt to fill a position. First, they consider their own employees; second, ask for referrals from their employees; third, seek referrals from trusted people outside the company; fourth, hire recruiters; and lastly, advertising the position. Or they use a combination of all of these.
You’ve probably heard the saying, “Employers don’t care about what you’ve done; they care about what you will do.” If you haven’t heard this, rest assured it’s the truth. By conducting multiple interviews, employers are trying to determine how you can save them money, improve quality, increase revenue, improve productivity, and help the company in other ways.
The directive from the interviewer, “Tell me about yourself,” strikes fear in the hearts of even the most confident job candidates. That’s because they haven’t given serious consideration to how they’ll answer this directive.
We rarely see articles on how extraverts* can succeed at getting to interviews, but we often see articles directed toward introverts on this matter. In fact, I can’t recall self-help articles, let alone books, for extraverts (Es). This said, Es need to focus on their strengths and challenges that get them to interviews.
Succeeding at the interview begins before you sit in the hot seat. The first step is being mentally prepared. This means overcoming the negative feelings that came with losing your previous job. To lose a job for any reason can be a blow to your self-esteem.
Interviewing for a job is tough, whether you’re actively or passively seeking. If it were so easy, people like me wouldn’t have to provide advice on how to interview. One of the challenges of the interview process is knowing yourself, really knowing yourself.
To be an excellent baseball player or pianist, you need to practice, practice, and practice. You wouldn’t expect to hit home runs effortlessly or play at Carnegie Hall with no practice. The same principle applies to interview success.
Guess what; all of the lessons you were taught as a child apply today. Now that you’re an adult, you still need to maintain consistent eye contact, deliver a great handshake, smile, and more. And if you’re interviewing, your first impressions count more than ever.
You’ve been invited in for a face-to-face interview. You feel this job is great for you. You like the variety of responsibilities and have heard great things about the company. You’ve done everything right so far – and now it’s time to answer some tough interview questions.
Some job seekers believe the interview is over once they’ve shaken the interviewer’s hand and left the room. “That went well,” they think. Perhaps it did go well, but perhaps one or two other candidates also had stellar interviews. Perhaps those other candidates followed up on their interviews with thoughtful thank-you notes.
So when is the interview really over? Not until you’ve sent a follow-up note.
One of my clients told me recently that the mock interview I conducted with her was the best experience she’s had preparing for interviews to date. This was after a session where I reviewed her performance with constructive criticism, at times brutal honesty.
I understood my client’s sentiment, because I also think a mock interview is extremely effective, if done correctly. I’ve conducted hundreds of mock interviews over the course of my tenure at the urban career center for which I work.
As a career strategist, I often come to the defense of older workers who experience ageism, but I don’t talk enough about reverse ageism. In other words, how older job seekers treat younger interviewers during the process.
If you think a telephone interview isn’t a real interview, you’re sadly mistaken. Telephone interviews are generally thought of as a screening device, but they carry a lot of weight and, in some cases, they’re full-fledged interviews. Often times job seekers don’t take the telephone interview seriously, and this is a huge mistake.