Michael Jordan and the Art of Getting the Interview (and raining fire on those who doubt you)...

The economy sucks and there are about 400 candidates in play for every open position.  Let's face it, you need to pull out all the stops, because AT BEST the company doing the hiring is only going to phone screen somewhere between 5 and 15 candidates for the open position.  That means you have to find a way to cut through the clutter.

Like Public Enemy once said, you need to use ANY MEANS NECESSARY to cut through the clutter.   That includes Googling the person you think can help you (recruiter, HR pro, hiring manager), finding online bio information and comparing and contrasting your background and skills to something that matters to the person in charge.

Want an example?  Here's how a guy leveraged my sizable digital footprint against me this week, evoking the ghost of Sam Bowie vs. Michael Jordan:

September 15, 2009

Dear Mr. Dunn:

Go back 25 years. It's 1984. You have the second overall pick in the NBA draft. Who do you take? Sam Bowie (other candidates) or Michael Jordan (me)? I don't say this to appear arrogant or cocky, but you won't find someone more dedicated to becoming the best trainer for DAXKO anywhere.

I have the sheepskin (bachelor's degree in Communications from Florida State), I have the experience (12 years in the media, one year in corporate communications and two years in customer service) and really enjoy speaking in front of groups. I also delight in seeing people's reactions when something I've taught them clicks. The lightbulb coming on puts a smile on my face.

I'm proficient with multiple operating systems (Windows and OSX) as well as other technologies (social media, video and audio editing software.) I'm not satisfied until I know a technology inside and out. I also delight in sharing my knowledge with those who desire to learn. And I know that SaaS is more than just an attitude.

All I want is a chance. A chance to prove that you're smarter than Stu Inman was in 1984.

That's it. I know you're in Ottawa right now, so I'll end this message here. Thank you for reading. I look forward to hearing from you soon.

Sincerely,  __________

For those of you who don't know, Sam Bowie was a college basketball star at Kentucky whom the Portland Trailblazers drafted in front of Michael Jordan in the 1984 draft.  As it turns out, Bowie never reached the potential everyone thought he had (broken shins have a way of slowing your progress) and Michael Jordan, who was drafted after Bowie - well, he became the best player in the history of the galaxy. Stu Inman was the Blazers executive who made the call.  The results have always been in the back of fans' minds in Portland, even the young ones like this HR blogger you might know.

So the candidate researches me, personalizes the message and guess what?  Regardless of fit on paper, he's going to get face time for no other reason than he cared enough to be creative.  That interests the hell out of me as a fit for my company, and if you're so cynical that you wouldn't interview someone who took the time to research you, then you're a Zombie.

By the way, did anyone see the acceptance speech by Jordan at the Basketball Hall of Fame this week?  He was calling out everyone who ever thought he wasn't good enough to play.  He actually brought the coach who cut him in 9th grade to the Hall of Fame ceremony, and then took the opportunity to tell him "you were wrong".

That's passion probably worth exploring in another post.  For now, learn from the master candidate above.

Personalize the message and get through the clutter.

Comments

[Wally Bock]

Just to add to the historical record mentioned here. Akeen Olajuwon was the first pick in that draft, ahead of both Bowie and Jordan.

[Michael VanDervort]

From what I saw of that speech, Jordan came across like a major A-hole. And he might come back too (koff, koff!)

I loved the letter the dude sent to you. I hope you hire hime!

[Frank Roche]

Hire that guy.

Jordan was, as Michael said, a major A-hole. I mean, what a bitter, bitter jerk. I guess it wasn't good enough to be the best. Honestly, I don't think I'd like a Michael Jordan -- the modern MJ -- on my team. He's past his prime, he's bitter, and he tries to feel better about himself by oppressing others. How sick and how sad it was that he did that to his 9th grade coach. What a jerk...and he's getting called for a major foul on that one.

[Lance Haun]

I don't want to talk about this post but I feel compelled to comment anyway.

This is one of the ways that I think sports is different than the employment world. In the NBA in particular, you draft for talent. Period. Talent is valuable in the NBA whether you can use it or not.

Talent that is a poor fit in employment doesn't have much value. You can't trade him to a competitor for a junior salesman, a protected first round draft pick and cash considerations.

Stu Inman would probably be a great Talent Director in most places. He just didn't understand that the NBA isn't like most places.

[twitter.com/joanginsberg]

This is an excellent post, Kris! As a job searcher myself, I love getting a kick in the pants every once in a while as a reminder of what it is really going to take to get a job.

I'm a Detroit Piston fan and I don't like Michael Jackson, either.

[Crystal Peterson]

Ok, Kris, I’m usually there with you on most of your posts, but not so much on this one. You said, “Regardless of fit on paper, he's going to get face time for no other reason than he cared enough to be creative."

He cared enough to be creative? I get ‘creative’ every day, but that doesn’t mean these folks get face time with me. Yep, this guy did enough research on you to know that you’re into sports and sports analogies and he played right into that. Ok, but can he do the job? Does he have the skills and experience to back up his creative writing ability? Is he the right fit for your culture?

Go ahead, call me a zombie and call me cynical, but I’ve seen my share of creative candidates. And I’ve learned over the years to still dig a little deeper. Writing great cover letters like this one will not get me to say ‘regardless of fit, he’s getting face time’. Geez, I’d never have time to do anything else.

Waiting for the fire to start raining down………………

[Evan Donaldson]

I couldn't agree with you more!!! I am constantly amazed - especially now - at the inertia, (or is it unwillingness?) many (most?) candidates have against putting in the necessary “elbow grease” to do this simple, yet effective, task.

Let me give you a simple, yet illustrative, example: I give a presentation somewhat regularly, (including this upcoming Friday morning at the PMI in San Diego,) on the “Art and Science of Strategic Job Search and Career Advancement.” A long name that basically denotes: I can help you differentiate youreself to prospective hiring managers and companies. Recently I gave a 2 hour presentation to a group of 85 people. In that discussion, I spent quite a bit of time on educating prospective candidates about what makes an effective resume. I very carefully walked through the difference between an effective and powerful resume and a resume that is average or worse (and therefore ends up in the no or “maybe-pile-which-becomes-no-pile" pile!)

The next day I arrive to my office to find three resumes in my in-box, all three clearly sent by the prospective candidates right after arriving home from my presentation. Sure enough, the resumes were exact templates of what I spent two hours explaining as ineffective. In other words, these candidates either didn’t listen to me, or didn’t care about what I was saying. Even worse, they expected me to overlook the fact that they were sending me generic information in an ineffective form DESPITE my less-than-24-hour old presentation telling them not to! (As if my presentation were just some mere exercise they had to sit through to then get my email address…!) AMAZING!

I respectfully pointed out that I was "looking forward to seeing the 'after' resume with the results of the presentation incorporated." Six weeks later, not a one of them has sent me an update. MORE AMAZING!

To anyone who says that companies are not hiring, I have to tell you that you are wrong. This is how I make my living, and I am very busy right now. What companies ARE doing, however, is being VERY careful….very risk averse….very interested in seeing as much value and differentiation as possible from any prospective candidate. Candidates who are not willing to put the time or energy into differentiating themselves are merely hoping for a win in the numbers lottery we call “fire and forget” or “submit and hope” in my industry. This MAY result in a job - eventually. But will it result in the best possible outcome? The job that the candidate really wants? Hmmm....

What the candidate you reference in your blog did for you screams, “I am willing to put time and energy into what I know is important.” It says, “I am careful, I can research, I am compelling, I can communicate, and I will add value…” When you have an option of a variety of candidates, why wouldn’t this person immediately rise to the top? Other things being equal, imagine the problem-solving skills that this person will bring to the table to help you and your company solve problems (which, by the way, is the ONLY reason any company ever hires anyone, period, but that is a whole different essay...)

Why indeed! The answer is that few others will bother….. Even after being shown the way…. MOST AMAZING OF ALL!

Evan Donaldson
Business Development Manager
Eastridge Infotech

[utjgi]

good good study

[Generic Cialis]

Información de Niza, muchas gracias al autor. Es incomprensible para mí ahora, pero en general, la utilidad y el significado es abrumadora. Gracias de nuevo y buena suerte!

[Generic Mexitil]

Skönt att vara besöka din blogg igen, har det varit månader för mig. Väl här artikeln som jag har väntat så länge. Jag behöver den här artikeln för att slutföra mitt uppdrag i kollegiet, och den har samma tema med din artikel. Tack, bra aktie.