What we can learn from talent shows

As most of us aren’t in the entertainment industry selecting staff isn’t quite like the razzle dazzle of TV talent shows. But it’s X factor that sets people apart. Simon Cowell and Rachel Hunter know this, and I believe everyone needs some staff who have that something special.

We’re always going to need a range of staff, and for many jobs the X factor may not be so vital, but when it’s there seize it with both hands. Brining onboard someone a little less conventional, a little more outgoing, a lot more into people can really add to the EQ of your team, company and its reputation.

I’ve had the pleasure of working with some great people, and many didn’t have that X factor but those that did raised the bar for everyone.

Two examples stand out for me. One was a young woman who had a support role. Rocky (Rochelle) was her name, and she was hungry for work, to learn and to live. Her personality was pervasive and her ‘no problem’ attitude was a winner for everyone. She had the X factor plus.

The other example is a forecourt attendant who has motorists wanting to stop to fill up even when the tank isn’t half empty. Tony, was at a smaller Z service station, before the company moved him to one of the larger more high profile sites. They recognised the value he could bring to their brand that no marketing budget could match. Tony’s attitude and positivity welcomed customers time and time again no matter what.

Both of these individuals raised the collective at the organisations they worked for. Don’t get me wrong, they had a great team around them and no star makes a team. But these two are examples of how adding people with the right personality can leverage all the good work that’s done across the rest of the team.

So how to you find these people? When recruiting ask for people with the X factor, look out for them and approach them, ask others in the team for recommendations, keep looking. Also be a little more open minded with the CVs. It’s often easy to recruit someone who can do the job. Recruiting someone who has that something extra can take a bit more effort but it’s so worth it.

Go 2 Market principle: every organisation needs a Rocky or a Tony! Yes, everyone. Simon and Rachel have to find them, and so should you. Make sure you’re open to adding that special someone that will enhance your organisation’s overall performance.

Your biggest investment

Lately there has been a rise in the number of people joining the social media site LinkedIn.

It’s the place to profile your career rather than Facebook and Twitter where those more everyday conversations are held.

LinkedIn is a great place to represent yourself, even if you are not looking for a new job. It keeps your name out there, via connections you can help others in their search, and it also focuses you on your career.

1. Keeping your profile out there. The job market that’s not advertised, or the ‘hidden’ job market is it’s often called, accounts for around two thirds or more of employment. That’s to say that less than one third of all jobs are advertised. So keeping your profile out there allows you to be considered by recruiters even when you are not looking for a role. Your profile on LinkedIn allows others to check out your skills and experience for roles they have, and who knows it might be right for you. Of course there are lots of other ways to keep in front of the ‘hidden’ job market too, but that’s for another time.
2. Helping others connect. There’s some karma here, but by keeping your connections up to date chances are that there will be someone who will find it useful to connect to you or one of your connections. If it helps them in pursuit of their next job then it reinforces the value of you to others and you’ve increased your social karma so others will help you next time.
3. Focuses you on your career. This last benefit is probably the most important. Many of us don’t pay enough attention to ‘what’s next’ but by being active with your LinkedIn site you focus in on driving your career forward. By keeping your connections up to date, adding recommendations as they happen, modifying your profile you are consciously thinking about your next role and what it’s going to take to get there.

So, looking for a job or not, you need to link in. But how best to go to market with your career using LinkedIn? You are a brand. What you say and do impacts on your brand equity. So not completing the LinkedIn listing or doing it poorly will reflect a poorly managed brand.

Your LinkedIn profile needs to reflect your brand, it needs to be consistent with your CV and cover letter. Further does your Facebook and Twitter activity reflect you and as the kind of person your ideal next organisation wants to see. Click here for some great tips and tricks that will help you to maximise the power of LinkedIn.

Go 2 Market principle: whatever you do with the brand – that is you – requires investment. Plan it, manage it, and keep it consistent. Use LinkedIn to help you plan and manage your career. Manage your brand or risk being obsolete, fire sale or cheap.