This post was updated to bring you the most up-to-date tips, October 2020.

Journeying to Stars Hollow has taught us many lessons on love, friendships, and life over the years. The Gilmore Girls’ multitude of personalities has given everyone someone to relate to — but managers have the challenging task of connecting with every personality type in the office without the drama. 

Leaders must connect with employees, but it’s challenging with so many different workplace personalities in the office. In fact, a 2017 study by Ultimate Software found that for 93% of employees, trust in their direct boss is essential to staying satisfied at work. More than half of employees surveyed say if they aren’t satisfied at work, they can’t put forth their best effort.

Gilmore Girls has provided perfect examples of varying workplace personalities — here’s a look at how to create a relationship with each one:

Interviews can set a naturally anxious person over the edge. Putting these personality types into a stressful situation, where self-doubt kicks in, makes it extra difficult for them to have a successful interview.

A June CareerBuilder survey, How To Rethink The Candidate Experience And Make Better Hires, of 4,505 job seekers says over 50 percent of job applicants wonder if the hiring manager is looking for someone like them. That’s a lot of pressure for anyone, but especially for those with high anxiety.

In addition to this, CareerArc surveyed 1,200 job seekers in The State Of The Candidate Experience, and found 60 percent of candidates have had a poor hiring experience. No one likes to be put back into a negative situation. This alone can create anxiety.

Inside an anxious job seeker’s mind

People with high anxiety are often stereotyped as those who are quiet, can’t stop fidgeting, or have trouble looking others in the eyes. This isn’t always the case; sometimes people who are really anxious have no outward nervous tendencies or entirely unexpected ones.

One thing they typically have in common is, job seekers with anxious impulses have fears that they’re not good enough for the job — or any job. This hit to the confidence can make anyone feel nervous in an interview, so applicants who are susceptible to high anxiety feel even more stress towards the process.

How to coach them through their anxiety

Even the greatest of therapists would tell you to never attempt to help someone with anxiety get over their fears. Rather, it’s important to coach them on how to deal with these anxieties during stressful situations — like an interview. Use these tips to help your anxious job seekers work through their next interview with confidence and ease:

In a recruiter’s pool of candidates, applicants who have never mastered professional habits like clear communication or an embrace of curiosity will stick out like a sore thumb. For your job seekers to stand out from the competition, ensure that they’re comfortable with the practices that lead to success. 

It’s always necessary to be competent with the technical skills required for the position. But a job seeker is much more likely to be a successful hire if they’re familiar with which behaviors are most beneficial in a professional setting. 

These habits are important for all job seekers to learn, no matter what stage of their career they’re in. Whether they’re fresh out of college, accepting a big promotion, or making a midlife career change, they need to establish valuable routines to earn sustained success.

Let’s take a look at the five most important professional habits they need to learn:

Soft skills are becoming increasingly important for job seekers. And according to a recent TalentLMS survey, communication and collaboration are the most important soft skills that many employees currently lack. 

Employers want to hire people who can write memos, talk with clients, create effective presentations, and clearly articulate what they want or how they feel to all levels of the organization. 

The takeaway? Job seekers need to focus on proving their strong communication skills to potential employers. 

Let’s look at how you can grab their attention:

This post was updated in September 2022

Too many candidates are failing to make a follow-up effort with employers after making contact with them. CareerBuilder found that 37% of job seekers don’t follow up with an employer after they have applied, and 57% of job seekers don’t send thank-you notes after an interview.

This lack of engagement can hurt their chances of getting offers and advancing in the hiring process. Here’s how you can guide job seekers to make the most out of their follow-up:

Desperate times call for desperate measures — and some job seekers get very desperate. An August 2016 survey from CareerBuilder found some of the most unconventional ways job seekers tried to get attention from hiring managers, like wearing a tie with the company name on it or sending homemade soap bars as a way to say thank you.

Good news! You don’t have to kiss a hiring manager or mail in an envelope with cash to get noticed. And you definitely don’t have to lie during your next job interview.

The job market is packed with job seeking hopefuls, and companies are placing an emphasis on higher goals to attract the best talent and keep them. Thirty-nine percent of 4,000 talent leaders surveyed in LinkedIn’s 2016 Global Recruiting Trends report agree quality of hire is the most valuable metric for tracking performance.

A high quality hire is defined as a new employee who receives positive reviews, and plans to stay onboard and grow with the company. Career coaches are striving to deliver these high quality candidates to employers.

Here are four traits of high quality hires and how to create them:

How many of your employees know the purpose behind your mission statement, how they contribute to it, or even what your mission statement is? A 2015 Achievers’ survey, The greatness gap: The state of employee disengagement, states a staggering 61 percent of employees don’t know their company’s mission statement. What’s more, of those who are familiar with their company’s mission, 57 percent are not motivated by it.

[Click to Tweet: “61 percent of employees don’t know their company’s mission statement (@Achievers).”]

The same survey shows only half of employees (49 percent) are happy at work. A greater number of employees are searching for new careers where they can identify with the company’s values and feel their role has a purpose.

Here’s how engaging employees with your mission statement can change these numbers:

As America continues to adjust to the impact of the pandemic, more and more employees are searching for jobs that will best fit their work culture needs. 

Thankfully, more and more employers understand the need to offer a flexible workplace culture considerate of today’s work-life balance. Deloitte surveyed nearly 9,000 professionals and found that building an organizational culture that celebrates growth, adaptability, and resilience ranks as the top priority for today’s workplace culture.  

With so many companies reexamining their culture, it’s hard to filter out which is the best option for you. Here’s why workplace culture is so important and where you should start looking when determining the best fit: