What Job Seekers Can Learn from “American Idol”

When employers and/or hiring managers decide they are going to ‘add to the corporate family', they will do the following:

• Decide to search for a superstar - Regardless of the size of the company or organization, they will employ a panel of judges, either though panel interviews or successive interviews to critique the contestants' [read candidates’] performances.
• Devise and employ an effective selection process - The selection process will include reviewing résumés and/or recommendations from trusted sources. 
• Advertise the opportunity - Hold an open audition to collect applications
• Cull the number of applications - They will eliminate all of the candidates who do not have the minimally required skill set
• Invite prospective candidates in for an initial audition [read 1^st interview] - Successful ‘auditionees’ [read candidates] will appear/perform either on the phone, through a video conference set up, or in person where, if unremarkable, they will be cut.
• Decide on a’ winner’ -  N.B The 'winner' is not necessarily the one with the best credentials.

Talent plays a significant role in the competition, afterall, brilliance is difficult to ignore.  True talent, however, is not just an acquired and accomplished set of skills.  Winning talent is a unique combination of many different traits and a couple of elements that lay outside of the contestant's' [candidate's] control.

Side note:

From a psychologicaland scientific perspecive, researchers James C. Kaufman and Michelle Evans looked at college-age students' perceptions of their own creativity in math, science, writing, and art and found very little agreement between self-ratings and expert ratings of their output. Self-delusion, it seems, cuts across all boundaries including age, sex, ethnicity and education.

The three abilities that were absolutely necessary as a baseline were intrinsic motivation, charisma and a basic skill set:

• Those with intrinsic motivation have a genuine love for the industry [profession].  They aren't doing it just for the paycheque.
• Those with charisma are able to draw people in with their dynamic personalities.  A major component of charisma is what psychologists call "expressive control, i.e. "the ability to impress and/or entertain others.
• The other distinguishing trait that offers an edge includes the ability to influence others (referred to as "social potency") and a creative personality.

While all these traits are certainly influenced by the environment and some may be learned, not all can.  Those who have 'it' most naturally, without self-conscious effort, will prove to have the edge over those who attain 'it' only through a painful struggle.

The news here, isn’t all bad.  Historically, a lot can be said for the ‘losers’ on the show.  Perhaps one of the most notable unsuccessful contestants when on to accomplish far more than she ever could have, had she ‘won’ during the 3^rd season of “American Idol”.  Although Jennifer Hudson came in 7^th place in the competition in 2004, she did go on to earn the following:

·        Golden Globe Award for Best Supporting Actress and Breakthrough Performer of 2006

·        Golden Globe Award as Best Actress in a Supporting Role 2006

·        Broadcast Film Critics Association, the Screen Actors Guild, named her the Best Supporting Actress

·        The third African-American celebrity, and the first African-American singer, to grace the cover of Vogue magazine [March 2007 issue]

·        British Academy Film and Television Award [BAFTA] for Best Supporting Actress in  2007

·        Academy Award [Best Supporting Actress for Dreamgirls] in 2007

·        Academy Award nomination for Best Original Song in 2007 ["Love You I Do" ]

·        Grammy Award for Best Song Written for a Motion Picture, Television or Other Visual Media in  2008

·        Grammy Award for her self titled debut album in 2009 [Best R&B]

It is quite likely that Jennifer was devastated by losing ‘American Idol’, but sometimes, when life throws you a curve, it is not always ‘bad’ thing. Do you agree or not?

Copyright © 2012, Career Matters. All Rights Reserved. Permission to Reprint: This article may be reprinted, provided it appears in its entirety with the following attribution: Copyright © 2012, Career Matters. Reprinted by permission of the author, Mary Salvino. “Career Matters” is a blog authored by Mary Salvino, Senior Consultant for SMART Career Planning.com that is dedicated to those who are seeking advice on managing their career and future job opportunities. We welcome readers to share their experiences, post their comments or ask questions about career related matters. This blog is also dedicated to those who stand a little taller each time they picked themselves up after failing and those who gained the wisdom and humility from those experiences to help others do the same. For any questions or comments that are better addressed privately, please feel free to e-mail Mary directly at Mary.Salvino@shaw.ca

Your References Need Coaching, Too!

Now that you have been invited back for a third interview and have been asked to provide references, you may want to consider ‘helping’ those who are going to support you in your efforts to finding suitable employment.

In addition to the ‘tombstone references’ that will verify the start and end date that you worked at a certain company and your job title, [most companies will not share any other information because to do so can leave those former employers open to litigation], companies will want to do what they can to help them get a better understanding of who you are and if they would be making the correct decision in hiring you.   

References are like customer referrals. Before a potential employer is going to invite you to join the company, they are going to want to talk to some former co-workers to gain some insight into your work ethic and character.

Step One:       Call your potential references and ask for permission to use their name.

Step Two:       Once your potential references have agreed to stand for you, it is time to start grooming them for success.  Assume that your references only know part of your background.

Step Three:    Provide your references with the job description of the position for which you applied as well as a copy of your résumé.

Step Four:      Provide/fill in/add the details to the parts your résumé that your references may not know about.

Step Five:       List and share, in bullet form, the key selling points and value add with bullet points that you would like your references to speak to when called by potential employers

Step Six:         Supply your references with a list of likely questions that potential employers may ask. Sample questions could include the following:

• How long have you known the applicant?
• Describe how the applicant interacts with other people.
• What do you believe are the applicant's strengths and weaknesses?
• Can you explain to me the circumstances that led to the applicant leaving the company?
• Can you give me a general idea of the direction you see their career heading?
• Is there any other information you can share?

Step Seven:    Provide your references with the contact information of those who will be contacting them on behalf of your potential employer.

Step Eight:     Follow up with your references. ALWAYS thank your promoters for their efforts regardless of if you got the job, or not.  References can be the make-or-break point in the process, so be sure to praise them for saying such wonderful things about you.

HINT: The higher the level of the position for which you are interviewing, the more thoroughly your references will be checked.

HINT: Start collecting reference letters while you are in school, from teachers and/or professors, or, as soon as your leave your first job

Please note that some employers prefer written references that are written on company letterhead, if possible.  The rationale is for the preference is that it is a lot easier to read your reference letters than to personally contact all of your references and it is easier to add them to your employee file.

Furthermore, if you have not been asked to provide references, or, your references were never called, it is not necessarily a bad omen.  Some employers completely forego the reference check as part of the hiring process. They feel that you will only provide written or telephone references that are positive, so they do not believe that this step in the hiring process is useful for gathering unbiased information about you.

Other Housekeeping Information:

·       References should be a separate document and not be included with your resume.  Although you should use the same format and header that is present on your resume to maintain consistency.

·       Provide accurate contact information for each individual you list.  This includes their full name, title, employer, phone number, email address and your relationship with that individual.

_____ 
 These song lyrics have been posted below, just becuase it's fun.

I Heard It Through The Grapevine Lyrics
-Words and Music by Norman Whitfield and Barrett Strong

Ooh, I bet you're wond'rin' how I knew
'bout your plans to make me blue
With some other guy you knew before   ~> With some other boss, you might do more
Between the two of us guys you know I love you more
It took me by surprise I must say
When I found out yesterday
Dontcha know that I

Heard it through the grapevine
Not much longer would you be mine
Oh I heard it through the grapevine
Oh I'm just about to lose my mind
Honey, honey yeah
(Heard it through the grapevine)
(Not much longer would you be my baby, ooh, ooh, ooh)

I know a man ain't supposed to cry  ~> I know a boss ain’t supposed to cry
But these tears I can't hold inside
Losin' you would end my life you see  ~> Losin’ you is oh so tough you see
'cause you mean that much to me
You could have told me yourself
That you love someone else
Instead I

Heard it through the grapevine
Not much longer would you be mine
Oh I heard it through the grapevine
And I'm just about to lose my mind
Honey, honey yeah
(Heard it through the grapevine)
(Not much longer would you be my baby, ooh, ooh, ooh, ooh, ooh)

People say believe half of what you see
Son, and none of what you hear
But I can't help bein' confused
If it's true please tell me dear
Do you plan to let me go
For the other guy you loved before? ~> For another boss that you’ll love more?
Dontcha know I

Heard it through the grapevine
Not much longer would you be mine
Baby I heard it through the grapevine
Ooh I'm just about to lose my mind
Honey, honey yeah
(Heard it through the grapevine)
(Not much longer would you be my baby, yeah, yeah, yeah, yeah)

Honey, honey, I know
That you're lettin' me go
Said I heard it through the grapevine

FADE
Heard it through the grapevine

Copyright © 2012, Career Matters. All Rights Reserved. Permission to Reprint: This article may be reprinted, provided it appears in its entirety with the following attribution: Copyright © 2012, Career Matters. Reprinted by permission of the author, Mary Salvino. “Career Matters” is a blog authored by Mary Salvino, Senior Consultant for SMART Career Planning.com that is dedicated to those who are seeking advice on managing their career and future job opportunities. We welcome readers to share their experiences, post their comments or ask questions about career related matters. This blog is also dedicated to those who stand a little taller each time they picked themselves up after failing and those who gained the wisdom and humility from those experiences to help others do the same. For any questions or comments that are better addressed privately, please feel free to e-mail Mary directly at Mary.Salvino@shaw.ca

Phone Interviews: Is NOW a Good Time?

 The short answer for job seekers should always be, “NO.”  Phone interviews are challenging enough without the added ‘surprise’ element. All job seekers should ALWAYS politely turn down surprise telephone job interviews and ask that the interviewer call back at a specified date and time, or, offer to call the interviewer back at a specified date and time.

Although you, as the job seeker,  may be sitting by the phone and anxiously waiting for it to ring, that does not mean that you are able to formulate ‘intelligent’ answers to the questions the interviews will likely ask.  The basic questions for phone interviews are:

• Why did you apply for this position?  You are likely to have applied for more than one position.  Unless you have an eidetic memory, you won’t even remember applying for position X at Company ABC, much less the detailed requirements of the particular position. 
• What can you tell me about the company?  In all likelihood the person who wanted to conduct the interview introduced themselves quickly.  Unless you have the wherewithal to ask that the person conducting the interview to repeat their name and name of the company for whom they are making inquiries, you are at a distinct disadvantage and will spend the next few minutes trying to gain your bearings rather than concentrate on the questions being asked.

The reality is that it may not be a good time for you to participate in a phone interview for the following reasons:

• If you have applied for the job using a customized cover letter and résumé that was tailored for the opportunity, you will need copies of the information that was sent to the potential employer  as well as a copy of the original job posting [if you applied for or found out about the job via the Internet] in order to answer questions effectively.
• It is unreasonable for anyone to be able to speak about Company ABC unless that is the ONLY job opportunity for which you applied.  Those who are successful in securing a job will not only know about the company, but they should also be able to field questions about the company’s competition.  It is unreasonable for any interviewer to expect that the job seeker, ‘breathe, eat and dream’ about every company and every opportunity for which they have applied.
• It may not be a good time!  You, like everyone else, have lives outside of your job seeking activities. You may be on your way out to run an errand, or even perhaps another interview.
• You may not be sitting in front of your computer, have access their research or the Internet to the Internet in order to do the research or pull up the files you have stored in your computer
• You may have household distractions that need to be mitigated before they can focus on the interview
• You may not even be home at the time of the call

As a job seeker, you should NEVER allow yourself to be put in the position of weakness.  Surprise telephone interviews should be viewed as a blindsiding tactic used to thin the candidate pool.  No one is going to argue that job seekers sometimes get desperate, but they also need to be cautious with regard to how they respond under pressure.  Now that I think about it, it would not surprise me if this blindsiding tactic is actually a test to see how the candidate responds under pressure.  It’s just a thought!

As a job seeker, you will be far more successful in your search for a suitable position when you can and do say, “No” to surprise telephone interviews.

What do you think?

Copyright © 2012, Career Matters. All Rights Reserved. Permission to Reprint: This article may be reprinted, provided it appears in its entirety with the following attribution: Copyright © 2012, Career Matters. Reprinted by permission of the author, Mary Salvino. “Career Matters” is a blog authored by Mary Salvino, Senior Consultant for SMART Career Planning.com that is dedicated to those who are seeking advice on managing their career and future job opportunities. We welcome readers to share their experiences, post their comments or ask questions about career related matters. This blog is also dedicated to those who stand a little taller each time they picked themselves up after failing and those who gained the wisdom and humility from those experiences to help others do the same. For any questions or comments that are better addressed privately, please feel free to e-mail Mary directly at Mary.Salvino@shaw.ca

What “Shark Tank” Can Teach You About Answering Questions

 “Shark Tank” is a TV show follows aspiring entrepreneurs as they present various business ideas to money moguls (known as "the sharks") in hopes of landing an investment in their ideas. Each week, ambitious entrepreneurs present their business concepts to a small group of ruthless investors in an effort to convince them to invest in the business idea or product they are pitching.

In this episode:

Raven Thomas, a stay-at-home mother, asked for $100k to help her grow her gourmet pretzel business.  Raven started business in her kitchen and has been in business for 3 years.  She currently has orders that she cannot fill and needs capital to buy the raw materials she needs to make the product. 

The conversation between Raven and the Sharks can be summed up as follows:

Shark #1: “Who else can make pretzels that look like this?”

Raven: “Lots of people can make pretzels, but no one makes them like I do.”

Shark #1: “So your answer is that anyone can.”

Shark #2:  “Why should we invest in your business?”

Raven:  “The main reason is because I have two little kids and I am showing them that if you just follow your dream you can do whatever you want and become successful…”

Shark #3: “It’s a good story, but it’s not a good reason to invest.”

All but one of the sharks lose interest.  The lone shark then provides Raven with the following mini coaching session.

Shark #4:  “Try again.  This time, remember that you are in the real world of business.  What is the benefit of investing in your business?”

Raven’s revised answer:  “I need the capital to buy the ingredients to make the product.  I had to walk away from a $2million order because I knew I couldn’t deliver on the amount of product they ordered.  The door is still open to make that deal.”

Raven got the cash she needed and a strategic partner to help her grow the business.

When you rework the job titles in the scenario above, and view the ‘sharks’ as hiring managers and Raven as a job candidate, and the hiring managers make the, “Tell me about yourself” inquiry, they are not interested in your family background regardless of how interesting it might be.  Hiring managers, like the “sharks” want to know what makes you different from all of the other candidates out there.  They want to know about the interesting details in your career history that may not show up in your résumé that can show evidence that you can be a valuable asset to their organization.

Moral of the story:

When answering questions, always be cognizant of who is asking the question and tailor your answers accordingly.

Copyright © 2012, Career Matters. All Rights Reserved. Permission to Reprint: This article may be reprinted, provided it appears in its entirety with the following attribution: Copyright © 2012, Career Matters. Reprinted by permission of the author, Mary Salvino. “Career Matters” is a blog authored by Mary Salvino, Senior Consultant for SMART Career Planning.com that is dedicated to those who are seeking advice on managing their career and future job opportunities. We welcome readers to share their experiences, post their comments or ask questions about career related matters. This blog is also dedicated to those who stand a little taller each time they picked themselves up after failing and those who gained the wisdom and humility from those experiences to help others do the same. For any questions or comments that are better addressed privately, please feel free to e-mail Mary directly at Mary.Salvino@shaw.ca