Career Advice, Brought to You by American Idol

Career Advice, Brought to You by American IdolCareer Advice from American IdolCareer Advice, Brought to You by American IdolWhen it comes to landing a dream job, American Idol contestants are just like the rest of us. In fact, they can teach us a thing or two about interviewing. I know it sounds a little crazy, but hear me out. In the career world, its widely known that just because youre qualified for the job, doesnt mean youll get it. If anotzu sich candidate brings the same skills to the table, the interviewers simply determine who they like better. The same goes for American Idol hopefuls.For those of you familiar with the show, you know that when the final 24 contestants are selected to perform on stage, they all have one huge thing in common they can sing. The only qualification they need to tischset foot on stage is a great voice, so theyve already nailed that part of the interview. Past that, its their personalities that keep them going round after round (sometimes unjustly, depending on who you ask). Think of it as a glorified, televised, lights-and-glamour battery of interviews. Theyre job-seekers with the right qualifications, just like you and me, but sometimes they have to look past their skills and rely on likability to boost their career success.You see, the contestant (aka, the candidate) who makes the strongest emotional connection with the audience (aka, the interviewers) is the one wholl come out on top and land their dream job. Granted, some will sing better than others, but ultimately its their likability, character, and overall charisma that keep them in the spotlight. Those whom Simon Cowell unforgettably labels forgettable are likely to see their way out much sooner than those who leave a lasting impression.On the other hand, a strong personality can go a long way if qualifications are lacking. Case in point Sanjaya Malakar from last season. He far outlasted other finer singers with his fearless attitude. The judges may not have liked hi m, but he appealed most to those who mattered most and it served him well.So what can American Idol teach us? You could be extremely well qualified for a job, but sometimes thats just not enough. Remember Melinda Doolittle? She was a favorite among the judges for her professional, well-seasoned voice, but she didnt shine quite as brightly as the others.With that in mind, the most important thing to remember is that even if your skills dont exactly match the requirements listed in the job description, apply anyway. With a strong background, a good attitude, and a winning personality that resonates with thosewho meet withyou, you could find yourself happily employed in a job you may not have thought you had a chance in landing.

Social Media Recruiting Mistakes to Avoid

Social Media Recruiting Mistakes to AvoidSocial Media Recruiting Mistakes to AvoidHR specialists and hiring managers are increasingly incorporating tools such as Facebook and LinkedIn into their recruiting strategy.Some job candidates invite?employers to view their profiles on social networks, hoping the information will help hiring managers see a more complete view of the real person beyond the resume and cover letter. And recruiters may do some scouting on LinkedIn and Twitter by searching for keywords related to the fleck theyre trying to fill, then reaching out to top talent who may be passively searching for a job.Although these networks can help hiring managers ?find ?new employees, there are definite pitfalls to avoid when developing a strategy for social media recruiting. Here are five common mistakes hiring managers make when using social media to evaluate job candidates1. Thinking social media recruiting is risk-freeWhen you look at candidates profiles, you might become awa re of protected information that you wouldnt dare ?ask ?about in an interview, such as gender, ?age, race, religion, marital status, sexual orientation or disability. Candidates have sued companies because they believe they were rejected for a job based on content posted on their online profiles.When searching for talent online, make sure that you do the same searches for every candidate, and consider waiting ?until after youve done an initial face-to-face interview. Your legal department can also provide insight on navigating potential issues in using social media tools and applications in the hiring process.Robert Half has been helping companies with their hiring since 1948. Let us help you.REQUEST TALENT2. Thinking it can outweigh interpersonal interactionThis is one of the biggest mistakes of all. Social media efforts should augment, bedrngnis replace, traditional one-on-one contact, such as outreach to potential candidates through in-person networking events and relationships b uilt with reputable recruiters.The quality of a candidates interpersonal skills are increasingly important to businesses, ?even in non-customer-facing positions. Teamwork and the need to communicate with others throughout the company has risen in importance even in the digital age. As a result, hiring managers need to understand how individuals will mesh with the organization and its workplace culture. These arent attributes an employer can accurately evaluate on a Facebook or LinkedIn page.3. Being quick to judgeManagers who judge potential hires too harshly based on what they discover online run the risk of unintentionally eliminating skilled candidates. You wouldnt hire someone based solely on the fine prose of a well-written cover letter, so you shouldnt ?reject a candidate just because you raised an eyebrow at the content posted on his or her profile.Generation Y and Z ?candidates, who are particularly active on social media, ?tend to be comfortable with having their personal a nd professional lives overlap on the Internet. Hiring managers need to be aware as they engage in social media recruiting that some job seekers may share personal information about themselves online more freely than other professionals.Its also important to be aware that some people spend more time on networking sites than others. Passive candidates who arent currently looking for a job but would be open to discussing new opportunities with the right company may not look like theyre job hunting on LinkedIn. Dont disregard a candidate just because their profile is minimal or not up-to-date.4. Not recognizing the time commitmentNetworking sites are communities, which means it can take months to build relationships with users. Keep in mind, too, that the language and customs used by members might be opaque to outsiders. Hiring managers and HR recruiters who go into Twitter, Facebook or other social media without considering the time commitment involved in forming useful relationships m ay not get the results they hoped for.Especially when making cold contacts with talent located online, ?recruiters ?should be aware it isnt a one-and-done situation. Taking time to study how people interact and prefer to be contacted is essential when recruiting.5. Forgetting to update your own social media profiles Social networking ?is a two-way street. Is your company keeping its profiles up-to-date? At the very least, your companys pages on LinkedIn, Facebook and other sites should include accurate contact information and confirm that you are an ?Equal ?Opportunity ?Employer. You could also take the time to share information about your company culture and the benefits of working there. ?If your industry is one where professionals are active online, you should post your job listings on your page ?- that lets qualified candidates come to you.While joining ?the social media space is relatively easy, it is not the magic bullet many hiring managers might have hoped. The most success ful recruiting efforts ?rely on a combination of resources that include both high-tech and high-touch approaches.

How to Answer the Why Should We Hire You Question

How to Answer the Why Should We Hire You QuestionHow to Answer the Why Should We Hire You QuestionYoure almost at the end of a great job interview. You feel that the job is yours. And then the hiring manager ends the interview with this clincher why should we hire you?It may seem redundant for you to answer this question. After all, werent all of your of previous workplace successes reason enough you should be hired? The truth is, the Why should we hire you? question is almost always a closing question in any job interview. Essentially, it is your final chance to convince your potential boss that you are worth the risk (and yes, all new hires are considered a risk) to become an employee of the company.Since you will most likely be asked the question, its best to be prepared. Here are some dos and donts on how to answer Why should we hire you?DO be confident. Sure, you were raised to not be boastful, but this isnt the time to be shy. This is the opportune time to repeat your memorable workplace moments. Smile naturally as you matter-of-factly relate some of your previous workplace successes. This shows that you are proud and confident in what you can bring to the table.DONT brag. The quickest way to kill a job interview is with cockiness. Never, ever answer the question with Because Im the best person for this job. Being overly confident comes across as brash and rude and will have your interviewer showing you the door in no time.DO be specific. Even if youve already mentioned how you were a key component in your previous companys merger with another organization, let the interviewer know the pivotal steps you took to make it happen. Then be sure to tie this success story into how youll bring success to this new position.DONT sound too rehearsed. While its good to practice potential answers in front of a mirror pre-interview, its never a good idea to sound like youve actually been practicing. So even though you already know (hopefully) what you are going to say, dont make it sound like youre saying it without thinking- or caring.DO be concise. Your interviewer just spent the past twenty minutes listening to your previous work experiences as they relate to the job youre applying for. The belastung thing you want to do is take a deep breathand repeat the exact same thing you just said. So find ways to encapsulate your previous answers, changing the wording slightly and making it shorter, so as to not sound like a broken record.DONT wing it. Even though its the same question youll be asked, your answer could change depending on the flow of the interview. That said, have a few key- and evergreen- points that you can make. That way, youll always have a well thought out answer that shines a positive light on you and your skills.Answering the Why should we hire you? question is never easy. It requires you to be humble but confident, concise yet polished- all while making sure not to sound boastful, rehearsed or unprepared. It can be hard enough t o find a real job, so make sure that you shine during the interview Finding the key answers to the Why should we hire you question will help make it abundantly clear that you are, indeed, the person who should be hired for the job.Readers, have you been asked Why should we hire you? How have you answered it? Let us know about your experiences in the comments section below