Comments - 5 Easy vocal tips to get your message across: "IT'S NOT WHAT YOU SAY, IT'S HOW YOU SAY IT!" - RecruitingBlogs2024-03-29T11:41:46Zhttps://recruitingblogs.com/profiles/comment/feed?attachedTo=502551%3ABlogPost%3A1488957&xn_auth=noI wasn't thinking image as mu…tag:recruitingblogs.com,2012-01-05:502551:Comment:14920092012-01-05T15:29:53.721ZCora Mae Lengemanhttps://recruitingblogs.com/profile/CoraMaeLengeman
<p>I wasn't thinking image as much as non-verbal communication. </p>
<p>Unfortunately image is considered incorrectly - a great accountant shouldn't be judged by their image; but by their work. You're right, totally another discussion.</p>
<p> </p>
<p>Best wishes for continued success!</p>
<p>I wasn't thinking image as much as non-verbal communication. </p>
<p>Unfortunately image is considered incorrectly - a great accountant shouldn't be judged by their image; but by their work. You're right, totally another discussion.</p>
<p> </p>
<p>Best wishes for continued success!</p> Yes, fortunately and unfortun…tag:recruitingblogs.com,2012-01-04:502551:Comment:14916152012-01-04T18:43:14.917ZValentino Martinezhttps://recruitingblogs.com/profile/ValentinoMartinez
<p>Yes, fortunately and unfortunately, the "image factor" can dominate the final decision. But that's the subject for a another discussion.</p>
<p>Yes, fortunately and unfortunately, the "image factor" can dominate the final decision. But that's the subject for a another discussion.</p> The "55% What they see" is al…tag:recruitingblogs.com,2012-01-04:502551:Comment:14913722012-01-04T17:38:17.674ZCora Mae Lengemanhttps://recruitingblogs.com/profile/CoraMaeLengeman
<p>The "55% What they see" is also very true for face-to-face meetings.</p>
<p>The "55% What they see" is also very true for face-to-face meetings.</p> @Cora Mae,
While I've emphati…tag:recruitingblogs.com,2012-01-04:502551:Comment:14913662012-01-04T17:15:23.905ZValentino Martinezhttps://recruitingblogs.com/profile/ValentinoMartinez
<p>@Cora Mae,</p>
<p>While I've emphatically stated my position earlier and stand by those comments--I must concede to your premise that "IT'S NOT WHAT YOU SAY, IT'S HOW YOU SAY IT", based on a fundamental dynamic that you shared but I dismissed which is the immediacy of the TURN-OFF FACTOR.</p>
<p>The following comment I lifted from an article on personal branding said it loud and clear and reminded me of knowledge that has always been out there which is:</p>
<p><b>“Studies show that in the…</b></p>
<p>@Cora Mae,</p>
<p>While I've emphatically stated my position earlier and stand by those comments--I must concede to your premise that "IT'S NOT WHAT YOU SAY, IT'S HOW YOU SAY IT", based on a fundamental dynamic that you shared but I dismissed which is the immediacy of the TURN-OFF FACTOR.</p>
<p>The following comment I lifted from an article on personal branding said it loud and clear and reminded me of knowledge that has always been out there which is:</p>
<p><b>“Studies show that in the first 30 seconds of meeting you, people base their impression of you on this:</b></p>
<p><b>55% What they see<br/> 38% How you speak<br/> 7% What you say”</b></p>
<p><a href="http://internsover40.blogspot.com/2010/06/so-do-you-look-job-after-50.html#" target="_blank">http://internsover40.blogspot.com/2010/06/so-do-you-look-job-after-50.html#</a></p>
<p>So, I must reluctantly concede, with some exceptions, e.g., the Thatcher/Streep movie clip example I provided and patient & good listeners, that HOW YOU SAY something will open one's ear and attention to WHAT you have to say--or close it before you get it said. Generally speaking, particularly in this fast-food, instant texting nation--you have approx. a 30 second (or less) threshold to impress or depress a listener with WHAT you have to say.</p>
<p>So, Cora Mae—kudos to you on a good bit of advice on HOW to make WHAT matter.</p> I knew we were cool - I wasn'…tag:recruitingblogs.com,2012-01-03:502551:Comment:14911332012-01-03T23:28:08.629ZCora Mae Lengemanhttps://recruitingblogs.com/profile/CoraMaeLengeman
<p>I knew we were cool - I wasn't offended at all. I love the movie trailer and it fit right in!</p>
<p>I knew we were cool - I wasn't offended at all. I love the movie trailer and it fit right in!</p> We're cool, Cora Mae,
Deliver…tag:recruitingblogs.com,2012-01-03:502551:Comment:14908762012-01-03T17:25:26.578ZValentino Martinezhttps://recruitingblogs.com/profile/ValentinoMartinez
<p>We're cool, Cora Mae,</p>
<p>Delivery is crucial. And a good one magnifies the value of the content.</p>
<p>Thought about you, and this discussion, when I noticed this movie trailer showing now on two great Ladies in my book...enjoy...</p>
<p><a href="http://www.imdb.com/rg/VIDEO_PLAY/LINK/video/imdb/vi1364893209/">http://www.imdb.com/video/imdb/vi1364893209/</a></p>
<p>We're cool, Cora Mae,</p>
<p>Delivery is crucial. And a good one magnifies the value of the content.</p>
<p>Thought about you, and this discussion, when I noticed this movie trailer showing now on two great Ladies in my book...enjoy...</p>
<p><a href="http://www.imdb.com/rg/VIDEO_PLAY/LINK/video/imdb/vi1364893209/">http://www.imdb.com/video/imdb/vi1364893209/</a></p> Valentino,
I totally agree wi…tag:recruitingblogs.com,2012-01-03:502551:Comment:14906342012-01-03T03:08:41.272ZCora Mae Lengemanhttps://recruitingblogs.com/profile/CoraMaeLengeman
<p>Valentino,</p>
<p>I totally agree with your comments. You need to use both content and delivery together. I wrote this post concentrating only on the delivery - content would take several posts, on several topics and would end up being a training book! </p>
<p>Thanks again for your comments.</p>
<p> </p>
<p>Valentino,</p>
<p>I totally agree with your comments. You need to use both content and delivery together. I wrote this post concentrating only on the delivery - content would take several posts, on several topics and would end up being a training book! </p>
<p>Thanks again for your comments.</p>
<p> </p> Cora Mae,
I’m not diminishing…tag:recruitingblogs.com,2012-01-02:502551:Comment:14908022012-01-02T21:59:46.746ZValentino Martinezhttps://recruitingblogs.com/profile/ValentinoMartinez
<p>Cora Mae,</p>
<p>I’m not diminishing the value and importance of how you say something. I complimented your input on that note. I’m just saying you cannot divorce what you say from how you say something. Doing so can put you on a slippery slope if the content doesn’t measure up with the delivery. Both work in concert to be effective. </p>
<p>Cora Mae,</p>
<p>I’m not diminishing the value and importance of how you say something. I complimented your input on that note. I’m just saying you cannot divorce what you say from how you say something. Doing so can put you on a slippery slope if the content doesn’t measure up with the delivery. Both work in concert to be effective. </p> I totally agree Valentino, bo…tag:recruitingblogs.com,2012-01-02:502551:Comment:14904232012-01-02T19:06:33.946ZCora Mae Lengemanhttps://recruitingblogs.com/profile/CoraMaeLengeman
<p>I totally agree Valentino, both what you say and how you say it are important. But you missed the point of this blog.</p>
<p> </p>
<p>My point in this blog is - as shown at the beginning - that you can say one sentence in different ways and achieve different results. If recruiters, candidates and hiring managers are using a tired, unenthusiastic voice and are not understood when discussing anything; there is certainly a lack of communication skills happening. A preferred candidate will be…</p>
<p>I totally agree Valentino, both what you say and how you say it are important. But you missed the point of this blog.</p>
<p> </p>
<p>My point in this blog is - as shown at the beginning - that you can say one sentence in different ways and achieve different results. If recruiters, candidates and hiring managers are using a tired, unenthusiastic voice and are not understood when discussing anything; there is certainly a lack of communication skills happening. A preferred candidate will be put off by the lack of interest shown in the "way it was said" and not even hear "what was said". Even more uninterested if they didn’t understand a word that was mumbled.</p>
<p> </p>
<p>Any recruiter or hiring manager that is fooled by a good communicator and unable to discern the skills required and preferred by asking the correct questions and moving the conversation in the right direction has more than a communication problem - and this blog will not help them. They simply don't know how to do their job when screening candidates.</p>
<p> </p>
<p><b>This blog wasn't written for candidates or even hiring managers - it was written to help recruiters (especially those who actually call people on the telephone) - improve their delivery and not sound robotic.</b></p>
<p> </p>
<p>I like that you included both candidates and hiring managers in the discussion and also believe they should know how to express themselves to be able to get their point across but it is the responsibility of the recruiter and the hiring manager to probe the candidate to make sure they have the required and preferred skills.</p>
<p> </p>
<p>Thanks for your comments and bringing the candidates and hiring managers into the mix.</p> I can only partially agree wi…tag:recruitingblogs.com,2012-01-01:502551:Comment:14902552012-01-01T10:20:11.033ZValentino Martinezhttps://recruitingblogs.com/profile/ValentinoMartinez
<p>I can only partially agree with your statement: “It’s Not What You Say, It’s How You Say it!”</p>
<p>I happen to believe that it is both “what you say” and “how you say it” that makes a candidate an effective communicator and a good hire prospect. Your detailed advice on how to be cognizant of certain “vocal aspects” that can become speech shortcomings if they are not leveraged in a positive way are on point and very helpful.</p>
<p>However, what value does good diction, tone and…</p>
<p>I can only partially agree with your statement: “It’s Not What You Say, It’s How You Say it!”</p>
<p>I happen to believe that it is both “what you say” and “how you say it” that makes a candidate an effective communicator and a good hire prospect. Your detailed advice on how to be cognizant of certain “vocal aspects” that can become speech shortcomings if they are not leveraged in a positive way are on point and very helpful.</p>
<p>However, what value does good diction, tone and inflection have on a recruiter or hiring manager who discovers a great communicator in a job candidate but one who is also sorely lacking in the required and preferred skills, experience and education they seek?</p>
<p>I coach recruiters to be especially observant of polished interviewees who have a gift for communication but may lack true depth in the education, skills, experience and accomplishments sought for the job and work place in question.</p>