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5 body language moves that will ruin an interview

ByDave Johnson

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(Photo courtesy Flickr user Lars Plougmann)

(MoneyWatch) Much of the information that we communicate happens non-verbally via subtle signals we put out with our posture, gestures and attitude. It's no surprise, then, that your success in a job interview depends quite a bit on almost everything except what you actually say. Recently, WiseBread explained the most common body language mistakes people make in interviews -- and how to avoid them. Here are the highlights:

Your handshake makes a critical first impression. Your dad probably taught you how to shake hands and his lesson was more important than you know. Make it firm -- not body-builder-aggressive and certainly not feeble like a dead fish. Also, be sure your hand is dry, so if you're perspiring, wipe it off before you meet your interviewer.

Don't touch your face. People touch their faces instinctively and without conscious thought. But if you want to make a good first impression, you'll need to be very conscious of where your hands are for the duration of the interview. Keep them well away from your nose and mouth, which can be a turn-off to germophobes. And for everyone else, touching your face is sometimes interpreted as a sign of dishonesty.

Don't cross your arms. Even if you only know one or two ways to read body language, you probably know this one -- crossing your arms is a sign of defensiveness and passive aggressiveness. That's not the impression you want to convey, so put your hands on the table where they can't cause you any trouble.

Don't stare. You probably know that making eye contact is a good thing, right? Well, there's a difference between positive eye contact and just plain staring. This is one of those things that should be natural, but if you think too hard about it, it is challenging to do in a natural way. The bottom line is that you want to maintain eye contact in moderation, without letting it devolve into uncomfortable staring. At the same time, don't let your eyes wander around the room as if you're bored.

Avoid nodding too much. You might think it's a good idea to nod a lot, either to appear to agree with your interviewer or to imply you're paying close attention, but the reality is that this can make you come across as sycophantic or spineless. Like eye contact, nod in moderation, and only when it's clearly appropriate.

Photo courtesy Flickr user Lars Plougmann.

Fastest Growing - 8 Spot Jump - New Client Pricing 

    San Ramon, October 28th, 2011 - FGD Finance, an FGD Group Direct, LLC Company today announced that it has jumped 8 spots to grab the 37th fastest-growing private company in the San Francisco Bay Area.  The rankings appeared in the October 28, 2011 edition of the San Francisco Business Times and were announced at an awards reception on October 27th at the Hilton San Francisco.

  The San Francisco Business Times partners with PriceWaterhouseCoopers to conduct research and produce the Top 100 Fastest-Growing Private Companies List annually.  The Fast 100 ranks privately held companies in the Bay Area on percentage of revenue growth during the three most recent fiscal years.

  "In a geographic area that has so many of the country's most accomplished and innovative companies, it is a huge honor to be recognized for a 2nd year in a row," said Mark Woodburn, Founder and CEO of FGD Finance.  "Since our inception, we've been focused on being the premier provider in the accounting and finance niche.  We know that taking care of both our clients and employees are and will continue to be the cornerstone of our success.  It sounds cliche, but treating everyone with integrity and respect really does make the difference," added Mark Woodburn.

    For further details visit:

Over the past few years, we’ve seen social media used in the job market in a number of ways — startups, small businesses and large corporations alike are diving into the socialverse to find top talent, and job seekers are likewise getting creative with social media.

Social media monitoring service Reppler recently surveyed more than 300 hiring professionals to determine when and how job recruiters are screening job candidates on different social networks.

The study found that more than 90% of recruiters and hiring managers have visited a potential candidate’s profile on a social network as part of the screening process. And a whopping 69% of recruiters have rejected a candidate based on content found on his or her social networking profiles — an almost equal proportion of recruiters (68%), though, have hired a candidate based on his or her presence on those networks.