Career Accelerator 4/30/2013
3 challenges of the hiring process for job seekers, Why your 'Personality Style' at work matters and 5 types of people that can get in the way of your...
Apr 30, 2013
3 challenges of the hiring process for job seekers, Why your 'Personality Style' at work matters and 5 types of people that can get in the way of your...
Apr 30, 2013
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This transcript is automatically generated
Hi everybody welcome to prayer accelerator to stay online and -- in any thank you so much for joining us.
I'll never forget my first interview the first -- interview with had a pile it was so high of -- -- -- put my right on top and he said.
-- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- because she went to my alma mater -- Bill Clinton George Washington university and that's how I got my first ever job interview which became my first ever job.
It's just not like that anymore those stacks are even bigger for -- east job opening there's about a 120.
Resonates that that employer is receiving since he got to find a better way not to get to the top of that resonates but maybe.
-- get off the -- analyst all together -- -- -- -- creative things that you can do and that's what we're gonna explore now at their first guest John -- joining us from Seattle -- done.
Hello how are you -- you -- the author of forget -- resume which is the topic of our discussion today senate is so why do you say forget the -- man what's and we do instead of sending that -- -- application.
The resume is a wonderful device it's not to be discarded were also would have said lose the resonate.
However it is something that I think it is so pervasive that you have to have something beyond that and the F forget the -- make careers system.
Shows you within -- six week process how to create.
A situation that allows you to get to the hiring manager and then be able to.
Give the most impact full positive image that you can.
So it's almost like they've hired you because -- -- them so much with your skills in your conversation.
That the -- -- almost becomes a formality.
Correct correct actually that is a very good capitalization.
Of that it basically -- what it comes down to.
Is you're treating the job search like -- product watch mine from a sales marketing background and so therefore this comes relatively easy for me.
However I looked at it from a point of view of what is it that the employer.
Slash buyer really wants and what.
What can you do detail of the message of your skill sets and the things that you have to offer to what that person they want that's what this book really at the heart of it is doing.
It seems like -- suggest suggesting that.
You -- very specific email or letter or some sort of document and and handed into that employer and say this is what it more than a couple of this is why I would be great for this position at this company.
Well let me walk you through some of the major phase of this for actually -- -- do it in brief.
The first one is to do the research on the industry that you're exit whether it be aviation and or or advertise and what have you and look at the twelve companies only twelve not fifteen one in twelve companies that -- -- in trying to get.
And do the research two.
Leadership what they made and so on and so on so that you have a pretty good snapshot of what that company is about.
Then the next step the second step is to create a position paper so what's a position paper.
It's a fancy name for a term paper we've all written that in high school college and so it's it's basically one to three pages of the most.
About the most impact -- -- hot topic.
-- trend that is in that industry something that is of interest to the people that are in that industry.
The third point and this one is a little more daunting but nonetheless unusually effective in this sense that.
You get to the the people that you need to get to call these CEO's office.
And get them to point you to where you need to go.
The fourth stage is when you get -- the individual that is the hiring manager or one of the selection committees that would be hiring.
Then what you do is you turn the interview upside down on its head as the work.
You start to ask questions about the company based upon the recent you've done so that it informs them that you are.
In an inquisitive that you are.
Insisted that you are also very well for so those are some of the four steps within the six week program that gets you noticed and get you on the radar.
It in case challenging that's gonna take a lot of work because -- becomes sole condition -- -- is surfing the Internet to finding the electronic postings.
To kind of answering really haphazardly just submitting any old -- that we -- not tailoring.
Ourselves to that job.
So what you're suggesting that takes a lot of work is -- is there is success rate that you can talk about.
Well I will tell you that what we have seen thus far is there is an 80% efficacy rate that is to say within six weeks which is a month and a half.
That you will start the dialogue live.
But the people that eventually hopefully will -- be individuals though you will be -- keep in mind.
You have to -- looking for a job as -- -- job.
You have to get up in the morning you have to you know get -- business casual in front of this is what the book the playbook recommends.
And the reason is because these that this book is not meant for everybody if if everyone was doing it a -- have a job which is great.
But a lot of people.
Not through anything other than the fact that -- we've been so conditioned to do the same thing over and over again that we follow these patterns but.
Patents are okay as long as they're effective but if they're.
Being out of work for a year to two years guess what some something's got to change.
-- you know excellent points -- there are are several challenges that lie ahead for job seekers and one of them we mentioned justice.
Electronic postings they're everywhere but there are some other challenges like.
Getting in touch with the the recruiter in the HR manager because there's so much screening that goes on.
Well you know he but he should say that's because a lot of people look at the HR and the recruiter.
As somebody that they need to get a -- of my my playbook says not at all.
The person you actually want is that hiring manager.
Before they post -- job that hence this is a little bit more radical approach.
The -- and HR's.
Purpose and role of life and rightfully so.
Is to sit people out to filter people people out so they have all the power to say no but none of the -- -- say yes then so the question is begged.
Why do you wanna talk to somebody that can all they can do -- they noting -- potentially noting they can't say yes they can't ultimately hire you.
Look I've gotten ten jobs in my life ten you know corporate jobs of which three of them were.
And three of them.
The six -- ten jobs one side effect of the system worked from hiring managed directly and never went -- terror.
Like you ninety your own system and that's a good point they make about it -- they -- but I would imagine just a -- -- a little bit.
I would imagine that there is a process that these companies have followed just flake when -- internally promoting or hiring.
Most companies typically figure out the current employee that's gonna get through that opening.
And then still have to post that job openings for external candidates as well.
Well so a -- -- Correct in those positions whereas some of these or even -- you probably not gonna get that.
To be very frank and honest.
And they're doing this as a yacht at the EE EOC compliant move.
Now if the position is relatively new -- is being created.
And they just are right now and kind of an amorphous stage where they don't really know if there is.
You know that that they have any strong candidates within the four walls.
That's where you -- -- hit them on the streets but but this system basically uses the idea.
The fact that you are doing -- informational -- the position paper is to talk about a topic other than you so it's not me centric it's then centric with a that's -- senator around what the company.
That you are talking to what -- and now what Europe's.
Because people like to do two things in life -- like to talk about themselves and they like to talk about the problems.
When you start to address these you know as far as the interest level of that individual.
That's when you start to get people to come and they -- you can -- -- I don't know what this is about but if you wanna know more about you know XYZ topic of our industry went out.
It's it makes it less of a sell job on your part and less defensive on their part.
John really good stuff thank you so much for coming on -- -- your book up on the screen where you can get more of your.
Tips and and helpful information forget the rest -- the website forget the resonate dot com thank you so much -- enjoy your day there in Washington.
Thank you very much and authority to break I just fun -- you guys feel the viewers feel about.
What HR managers are -- saying -- job interviews one in five.
Young job seekers so think millennia l.'s recent college grads.
-- come into the job interview chump in the non -- -- taking phone -- -- dressing appropriately.
And just having his bizarre behavior.
As some have even brought their parents.
On the interview with them and some of those parents have even called to the HR recruiter trying to negotiate.
A higher salaries.
Where there until child.
Wouldn't this make of that I think it's because this is the social media generation it forgot interpersonal skills anyway weigh in on the chat CNN that.
Welcome back everybody our next guest joins us from Denver -- -- -- Kate -- hello.
And good morning thank you for coming on.
Thanks for having me you say there are different personalities styles -- -- and sometimes the hardest part is being around what type of personality we are and what types of personalities we -- best -- Gather it's right so you know there's.
Can get down.
Well there's four basic styles and once you recognize what your own style -- and let the other people style you're interacting with and you can.
Minimize conflict and misunderstanding any kind of get on -- same -- -- but to get to know what you're on balance right so let's help people figure out what type of -- -- -- the first type is a direct personality which would be someone you know night.
Donald Trump like Donald Trump exactly period bottom line oriented to get to the point makes quick decisions.
Maybe likely to interrupt you -- -- and that.
Direct Donald Trump like personality work best with other trump like personalities or a different type of -- -- Yeah frankly probably not because there -- -- to direct experts the other they're likely to kind of escalate each other and so they're.
Might be better with a different style but that's not likely to engage in that conflict -- -- let's go over some of those different styles they had spirited personality is I would think Katie Couric Oprah Winfrey.
It's that Haiti's people are really engaging they're -- at persuading an influencing others they left -- stories.
They left to brainstorm anti big picture thinking so they're they're wrapped but they seem to have a little bit more warm then and -- -- and personality to them.
Yeah the way that we can think of it is they're more touchy Feely -- the direct does more but just the facts style that I got it consider it personalities.
-- who would consider personality and trying to think of some of the bigger names out there out Warren -- well be -- -- together for county need for one but I have -- up that difference here.
You're very us -- the they're great listeners there that quintessential team player and that they like to support other people.
Okay and then the -- just I conflict is -- systematic personality what is that.
Right think of Bill Gates gets your analytical thinker very methodical and logical.
Think through the consequences of an action.
Before they take -- so they can become a slower to make decisions but they will have -- through.
The choices Kate do you think people can.
The several personalities and one can we have a split work personality or multiple work personality.
Yeah yeah idea for sure I mean nobody is 100% of one thing in fear of another we all have.
A little bit about -- styles in us to one degree or another which actually makes it.
Easier to work with people if we just stopped to think about where we are and what the other person is thing you know you have it in you to kind of stretched to their.
To their style and get along better and sometimes it's all about the approach right and -- approaching your colleagues if there's a problem you -- discuss or just.
To increase the collaboration.
-- its helpful to know cool you're dealing with based on personnel -- right.
Right so if you're that direct styling you always like to just cut to the chase and get to the bottom line.
And you're working with the considerate style if you just take the time to develop a little bit of a personal relationship then you're more likely to get what you want with that person.
Yes and that's why -- say it think it all comes down to understanding the personalities styles at work.
-- a report recently done some research by UCLA as well as Rutgers university professors.
And this is what they found out Kate I thought this is great that there's the extrovert -- office.
And there's the introvert to office and -- -- like the action over its that you better on job interviews or affable their outgoing there you know we love them.
But a -- shows that.
When it comes toward teen team.
Massive and of that at all and that's they lose that status that they come in -- they lose it over time.
Where is the intra birds are the people you want on your team and I your company in the long haul would you -- -- Yeah yeah I would I -- -- in that in the young perspective of these four styles.
It's more like your directs and spirited are your high energy people -- more like acts diverts.
And then your system and it came in considerate styles.
The systematic person is great -- -- accusing your plan the very detail oriented and so you want them on your team because they are gonna get things done.
Now what we look at the corporate ladder he had the CEO the CFO the C a low low.
On -- is.
Wait to -- be generalized which types of personalities fit into each of those -- I know there's obviously exceptions but is there way to categorize this better.
Well I think you know I I I think.
-- what happens is that any style can be a leader and can be an executive.
And you -- from your strength so for example.
That systematic style which she might not think of as a leader is gonna be.
-- -- -- -- -- Where is that this spirited style leader which is more of -- Steve Jobs -- for example they they're charismatic and they lead from that strengthens so.
I think everybody can be a leader that you have to know what your own strengths are and lead from -- Q why -- think he's so much that is very interesting I also want to point out that you are an author.
Your book is called -- personality -- at work this secret.
To working with well almost anyone homeless almost of course I -- disease and your web site.
Personality style at work thank you so much Kate have a great day.
-- -- -- -- And now right yeah.
We're gonna go.
-- -- it came time encrypting -- thing handset and every decade basically and good things -- that.
Yeah I love it you know levels of the different yeah he's going to be a little bit but you -- -- -- you can and -- -- -- okay so our topic of discussion is -- for today is about finding ways to fox.
Your creativity and innovation and yes about a year and groups here anger at -- typical that time yeah absolutely SO with me.
-- a lot -- my -- back facilitate lots of strategy sessions and hundreds and sometimes these groups you're generate kind of bland ideas.
But come with a better product but selling for less money -- little bit them on -- -- become -- bold ideas.
And really what I'm interest -- -- how do groups come up with bold ideas if you think about great companies dreadful for example -- bold ideas.
And who -- the size of -- gonna give android software away for free of the great companies.
Are built on hold ideas and in this type of stock market you need to Foster -- innovation and do something different if you want to succeed absolutely yeah and and -- -- prior guests come a point.
You have to do that -- groups can't just -- you on your own coming up with the idea and and sharing it.
You need to build the managed to group together to generate these -- thank -- I love how you came up with five different types of people that get in the way and indignation -- -- just talking about personality styles but this is more about.
That the types of people and their common suggestions that you just -- push Saudi away in order to come.
Get that you know creative original and unique style yet so the first -- here's mr.
Yes who is that person mr.
practical is that -- all these people have good intentions mr.
practical -- recesses we have an immediate problem to solve so we don't have time to think about.
The long term future now.
-- us the founder Stanford University said man cannot create -- he cannot imagine.
The beginning of creating an innovative bold idea begins with the group imagining a different future.
And this mr.
practical stands up and says you know we don't have time that we have an immediate problem to self.
And so that's the first.
Gary sometime that's yes that's absolutely actually if you need time to think about now I don't think about tomorrow it's like when you're playing golf yet to -- -- short game in your long game.
Right so you would do at this time we want to tell mr.
practical is it.
Great we're going to set that time -- back on the agenda for we have thirty minutes to discuss that but for now but there's been one hour.
The next challenge that we're gonna face after we saw about.
And we also want to kick mr.
obvious out of the way yes mr.
obvious yes he comes in and he says.
-- an obvious solution to the problem there's an obvious area to solve -- people.
Often don't come up with new ideas just because they're more creative with these look any different part of the problem.
-- my favorite example this is Elon -- whose CEO of SpaceX the CEO of Tesla Motors.
And I got to interview and the few times he walked through how he decided to create electric car.
And you why he couldn't electric car was to solve the energy problem and he says everyone is solving one half of the problem which is.
How do we get energy from more greens some sources and he said I'm -- the other problem from -- just how do we.
Harness that energy more efficiently and electric cars -- big solutions and get people to want to drive this time yes exactly and get people got yeah.
Beautiful Hempstead N expensive yes and it seems -- the biggest problem getting people line drive them OK I was mr.
expert so mr.
expert and he knows the answer.
And bomb often if you have an expert in the room and 25 non experts and one expert and get this thing happen just actually Palo -- a couple weeks ago -- -- because for -- we don't you.
You don't want different things that sounds like this just here's an idea.
Well we tried that.
Here's an idea but that won't work.
Get the anti vaccination say there is but it didn't expert often falls into that role because they have so much knowledge.
And innovative ideas are always being consistent with what we believe and it's innovative because it's.
I mean -- just didn't it didn't -- that vote happened in the meaning of the word innovative means it's something we're not used to we haven't seen it before it's gonna make us uncomfortable yes.
Breaking boundaries yes exactly and -- and that expert he feels uncomfortable and he can use language in facts that we don't know so they say.
Well we know because of X percent to blah blah blah than you know this and then we believe that expert.
So you have to sort of let the expert play and observing role in the table right now we're just at this phase of the process -- is generating ideas.
We'll get -- really need your expertise but we need it at a -- -- -- -- -- what works so mr.
what works one step -- come up with these ideas they wanna look at what works and why are we gonna try something brand new.
When we have something that someone else is already doing that seems to be working pretty well.
But if we adopt what's already been done that we're gonna get kind of predictable results if we really want a -- You true transformation in the results -- produced big impact.
We need to be willing to try things that have not worked before in -- to me.
That's -- that's the other person that we have to look out for some sort content of this type business trip -- -- mr.
-- he had a lot of -- brainstorm Maine and says guys you know this was fun but.
There's no way people are gonna believe us.
You know the boss organization that bureaucracy they're gonna kill this idea so we're just go back to our jobs and we've got to get to do is get that -- To realize that we really have power and he influencing other people to adopt the innovation is a big part of that process and that's just part of what.
Companies doing to Foster a sense of creativity and innovation in their employees and retaining the cup cannot retain a one to help push these people out of the way the -- I think that.
We have to separate time so that there has worked talks without work to do -- so there's been a whirlwind of stuff that has to get done.
And -- outside of that there's the time to be creative and Google is famous for giving everyone 20% of their time.
On that creative stuff other companies will carve out a separate division to be the incubator of creeps -- because separate that because if at any moment your -- choosing between.
Answer that email.
We're dream about the future even -- into the evening I write I think I did this come alliance say.
This is time to dream you know.
There -- a story I did earlier this morning and bringing up because it just boggled my mind there's companies now all sorts of companies.
Health insurance companies snowboarding.
Company and I investment companies that are giving their employees all of these crazy perks and unlimited -- -- -- You -- here for four years you can take a sabbatical coming at a future date another sabbatical yet.
If it snows.
Two feet in 24 hours we leave the office and we go snowboarding they -- the -- step.
Company are doing this because they want to keep their employees.
Happy yes they want their top talent to stay there and you realize it's blurry line between your -- -- incredibly -- we have a Blackberry -- -- our our work -- with us.
But this also.
And I think this is main reason why they're doing it this fosters innovation -- if you're giving unlimited vacation days.
Parents -- -- doing fund staff -- -- -- sabbatical that publicly researching this and it's so they're fostering that innovation yes I'm and.
And over and great ideas and they think they come to in the shower they come to you why you're shoveling snow and so if you give people time then -- -- -- -- I -- -- -- -- don't know about -- -- I don't have a boss I can go in when I want I can no I come back from traveling I'll spend the whole day with my kids and bring in the school -- -- -- back.
But I'll tell you I work I think twice as hard.
In that structure that I would if someone said come in at nine worked -- six and when I leave at six under and not.
Think -- a lot of all hate that -- had heat that structured.
Outlet here and I -- not yet.
Exactly and I think everyone at some some level one -- -- if you've given that freedom got to get more out of.
And I'm -- this sum up this segment.
I think I -- this from you tell my notes here and get this a practical to dream mr.
obvious to explore mr.
experts and your team truly has and with that we'll sum up this segment thank you so much Kyle Hines -- -- your outlook up on on the screen.
And I also want to mention that you are career advisor as well.
The -- say is -- con dot net.
Think he's so much everybody for a for watching today we'll see back here tomorrow on small business Wednesday online -- --
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