What Job Seekers Can Learn from the Hit TV Show
by Joe Turner, for Yahoo! HotJobs
If you are interviewing for a better job, try watching "American Idol," the huge money-making singing contest from Fox these days. Love it or hate it, "American Idol" (and its country equivalents) is a good metaphor for life on a number of different levels, which is one reason why it's so popular. Job seekers could definitely learn a lot by watching this show.
Branding Gets the Edge
"American Idol" sometimes feels like some weird group interview where each candidate makes his or her case to three fickle interviewers and is either advanced or "let go." Aside from the constant reminder that this is a "singing competition," we all know it's more than that. It's about that elusive quality called a "total package." Ditto the job interview.
Here's the reason why all job interviewees should take heed of the show: It's about a process called "differentiation." Some candidates understand this early, while a few just get lucky. Too often, we'll see a very weak singer retained while a much stronger performer gets cut. Some may call this an injustice, but it's not so. What's happened is that the "total package effect" came into play. A singer may win more votes, not for singing ability, but for that fact that the candidate's "brand" differentiated him or her from the pack. No one else is similar by a long shot, and that brand triggers visibility, memorability, and votes.
The moral of the story: you don't have to be the best singer, just the most remembered decent singer. Same for the job interview. You don't always have to be the best candidate with the top skills. You do have to find a way to be the most remembered, hirable candidate.
Know Who You Are
On "Idol," almost everyone who begins the show is a decent singer. Those who know who they are early in the show always enjoy a huge advantage over those who haven't a clue, even though they may be better singers. Those who understand this principle include Chris Daughtry, Bo Bice, and Taylor Hicks, to mention three.
They knew their strengths, and they stayed with them, often maddenly so. And look where they are now.
In many ways, this is not about finding and molding raw talent, it's about finding and marketing talent that's already well-branded. The interview process is much the same. The branding should occur long before you walk into the interview room. Too many job hunters try to get through the interview by merely giving the "right" answers. The real issue is they haven't a clue about who they really are or what they bring to a company.
As a job seeker, you must define your strengths and hone a message (your "unique selling proposition"). This is called branding. Branding is a process that clearly defines who you are and what clear benefit you bring to an employer.
If you can't do that, then please watch "American Idol." You'll see what awaits the next fallen "idol" who failed to learn this message in the singing world.
As a recruiter, Joe Turner has spent the past 16 years finding and placing top candidates in some of the best jobs of their careers. Discover more of his job interviewing insights by visiting his site.
by Joe Turner, for Yahoo! HotJobs
If you are interviewing for a better job, try watching "American Idol," the huge money-making singing contest from Fox these days. Love it or hate it, "American Idol" (and its country equivalents) is a good metaphor for life on a number of different levels, which is one reason why it's so popular. Job seekers could definitely learn a lot by watching this show.
Branding Gets the Edge
"American Idol" sometimes feels like some weird group interview where each candidate makes his or her case to three fickle interviewers and is either advanced or "let go." Aside from the constant reminder that this is a "singing competition," we all know it's more than that. It's about that elusive quality called a "total package." Ditto the job interview.
Here's the reason why all job interviewees should take heed of the show: It's about a process called "differentiation." Some candidates understand this early, while a few just get lucky. Too often, we'll see a very weak singer retained while a much stronger performer gets cut. Some may call this an injustice, but it's not so. What's happened is that the "total package effect" came into play. A singer may win more votes, not for singing ability, but for that fact that the candidate's "brand" differentiated him or her from the pack. No one else is similar by a long shot, and that brand triggers visibility, memorability, and votes.
The moral of the story: you don't have to be the best singer, just the most remembered decent singer. Same for the job interview. You don't always have to be the best candidate with the top skills. You do have to find a way to be the most remembered, hirable candidate.
Know Who You Are
On "Idol," almost everyone who begins the show is a decent singer. Those who know who they are early in the show always enjoy a huge advantage over those who haven't a clue, even though they may be better singers. Those who understand this principle include Chris Daughtry, Bo Bice, and Taylor Hicks, to mention three.
They knew their strengths, and they stayed with them, often maddenly so. And look where they are now.
In many ways, this is not about finding and molding raw talent, it's about finding and marketing talent that's already well-branded. The interview process is much the same. The branding should occur long before you walk into the interview room. Too many job hunters try to get through the interview by merely giving the "right" answers. The real issue is they haven't a clue about who they really are or what they bring to a company.
As a job seeker, you must define your strengths and hone a message (your "unique selling proposition"). This is called branding. Branding is a process that clearly defines who you are and what clear benefit you bring to an employer.
If you can't do that, then please watch "American Idol." You'll see what awaits the next fallen "idol" who failed to learn this message in the singing world.
As a recruiter, Joe Turner has spent the past 16 years finding and placing top candidates in some of the best jobs of their careers. Discover more of his job interviewing insights by visiting his site.
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