I don’t watch that much television. I don’t. Ok – maybe just a little. Sure, I love college football and basketball and a few situation comedies (I’m a huge fan of The Office) by night – but not much else. I get bored quickly. There is however, an exception.
I am a fanatic and loyal follower of 60 Minutes. I have been for years. It’s hard hitting, engaging and very much on point. I like that (and I love Andy Rooney). They dig and uncover great stories. The show has been incredibly successful and a Sunday night staple for many – including yours truly.
So why has 60 Minutes been so successful as a television show?It’s actually quite simple. 60 Minutes is based on this motto - ”Tell Me a Story“. The motto was created by news great Don Hewitt. Hewitt created the 60 Minutes broadcast for CBS over 37 years ago. At the time of Hewitt’s death in August of 2009, 60 Minutes is the longest running prime-time broadcast in television history. Quite an accomplishment for anyone in the television business even after all of the increased viewer choices afforded by cable and satellite over the past 3 decades. What amazes me most about Hewitt was his simple yet effective lessons of success. ”Tell Me a Story” is much more than a simple motto. It is what the 60 Minutes crew live (and die) by every single week. Plain and simple. He wanted each story to be short, concise, compelling and relevant. Not much to ask – right? He also wanted to control the details of everything that was important. He loved the attention to detail. More goodness.
I thought about Hewitt and his simple, yet effective motto and how that was relevant to the search business and a candidate interview. It made an instant connection with me. Let’s face it, unless we get to a video interview or we meet face-to-face, much of the early interaction with a candidate is done by telephone. Guess what? I want to hear their story. Yes – I want the elevator pitch, hard hitting success metrics and in the beginning, I too want short, concise, compelling and relevant information as to why the candidate thinks they are the very best person for the role we are recruiting for. No rambling, no long (uncomfortable) pauses - just the very best I can get out of a telephone screen. I want the candidate to tell me their story. It’s really that simple.
With the ratio of the unemployed to available job openings in September 2009 hovering at historical highs -all of a sudden, Hewitt’s motto ‘Tell Me a Story” seems more than just relevant to me and my search business. Think about it. It makes a ton of sense to me and yet it’s such a simple concept.
The next time you book an interview with a prospective employer – make sure you are ready to tell your story. If it’s good – I’ll bet you get to tell the story again – and likely in person!
The key in creating your elevator pitch , your concise statement is to speak in terms of the problems you solve for people, not in what you have done.
Mark Allen Roberts
http://www.nosmokeandmirrors.com
I hate the elevator pitch.
http://punkrockhr.com/unemployment-advice-live-from-blogher/
I totally understand why people like it, but I think it’s a selfish and ineffective way to communicate. I saw General McChrystal on 60 Minutes, last night, and he had it right: you treat Afghans with respect and you get it back 20-fold. That’s how I feel about potential candidates and job seekers. You get more than 45 seconds with me because you are important.
Mark:
I think it’s important to discuss both the problems you have solved and the things you have accomplished in previous roles. To most of my clients – previous performance has a lot to do with a hiring decision – now more than ever! Thanks for your post.
Laurie:
I don’t disagree with your comment at all. Of course you should get respect when you give it. I couldn’t agree with you more! That being said, candidate’s today have to rise above the noise level in a down job market – now is NOT the time to be humble when it comes to discussing previous accomplishments. It matters – a bunch! And, by the way, you get more (a lot more) than 45 seconds with me as well. My point was to be prepared and to have a concise message and don’t be shy discussing career success metrics. Candidates need to tell their story! Employers are being very “picky” these days and “A players” stand out more based career success metrics and prior performance – plus they have a greater chance of getting an offer. Thanks for your post.
Tim,
I like your post and the power of story telling. I think this is hugely important for great leaders. The best leaders I’ve seen in my life were great at not only bringing you in with their own story – but painting a picture of vision with great story telling – it’s truly seperates great leaders.
I have more than a few stellar candidates who have, through no fault of their own become unemployed. It’s imperative, I tell them, that they have several genuine stories in the chamber at all times about their situation, accomplishments, and problem-solving capabilities. Hiring managers hear “I was downsized” a dozen times or more during the evaluation and selection process. You can’t stop them from wondering if there was a reason for that downsizing that relates to performance. A well constructed and properly delivered narrative can go a long way to assuage any concerns the HM may have.
I agree with Laurie’s comments. I am often put off by the canned response from a candidate. It should be a two way conversation and respect is one of the most important aspects of the exchange. A candidate should definitely be able to provide very concrete examples of their accomplishments, and the metrics to support their success, but why not have that come out in a conversation, instead of a forced/canned response.
Strong professionals control their message. Isn’t the key in story-telling to do it in such an informal and authentic way that I don’t know I’m being pitched or that you are in control (I’m not)?
That’s effective story-telling. If it sounds like a canned response, you’re probably a dead man walking. Control the message without me knowing you’re controlling the message.
Thanks Tim – I agree with your feedback and I have had the pleasure of working for a few CEO’s that did just that. They were real professionals!
Todd – Having a few solid stories about your previous performance is always a good plan. In many cases the interviewer will ask – so the candidate should always be ready when the questions start flying.
Mike – I hate canned responses. Period. Conversation should be a two-way street and very natural. That does not mean you can’t tell a story that you’ve told before. Dead zones are always a bad plan and you must keep the energy and the conversation alive. If it’s completely canned – anyone (and everyone) will know.
KD – Love the “Dead Man Walking” analogy. Love it!
Thanks to all for your comments.
I couldn’t agree more with the power of the story. Everyone likes a good story – a vivid one with examples, humor, interest and a great conclusion. It is not only more fun as the listener, but you’ll most likely better understand what the story teller is really like. Canned stories are boring and a bit insulting (I agree with that sentiment in the responses above). Especially in today’s world where there is such competition for available positions.
Jason:
Thanks for your feedback! It definitely is a lot more fun being the listener – especially if the story is engaging and helps you to learn more about the person on the other side of the table.