Why your story matters (as a candidate)

After the Olympics came to a close a few weeks ago I had an interesting conversation with a friend.  It started with the question of why the Olympic stories of individual athletes are so compelling, especially when it involves sports you otherwise would never watch.

Some of them are incredibly gripping and motivating.  A meteoric and unexpected rise to the top of an individual sport with odds stacked against them.  Heck, I even heard one story of an athlete who couldn't compete for their country, found citizenship in another country, and won a gold medal for that country.  Talk about perseverance and commitment!

How does this relate to a job search as an active candidate?  I believe it is relevant because in the day and age of social media candidates have grown very fond of over-sharing, but not with important details.  There was once a day where "hobbies" or "interests" were listed prominently on a resume.  Sometimes even right after an executive summary or achievements/accomplishments.  Why was this?  Because candidates were seeking an edge over other candidates.  Hoping that if you listed quilting as an activity of interest that the hiring manager would share that interest and you would have the inside track during an interview.

So what is the appropriate manner to share your story?  I have a few old-fashioned ideas:

1)  Make it personal.  When Bob Costas shared a human interest story during the Olympics, you were drawn to something that you could relate to, have empathy toward, or be inspired.  Not what a fabulous curler or cross country skier the individual was.  Instead of blathering about what an awesome employee you have been, tell a story of what made you such a valuable member of a team.  Perhaps you grew up on a farm and your first job taught you what it really means to work hard.  Maybe you had a parent that worked 80 hours a week to provide a good home, and that inspired you.  You have a college prof who is still a mentor today and taught you "everything you know".  These examples exhibit what motivates you and why you could make a good addition to a team.

2)  Make it relate-able.  I know that is esoteric, so let me unpack the idea.  If you grew up on a farm and have a great work ethic, but the hiring manager interviewing you grew up with a silver spoon in their mouth, your story will not resonate with them.  Or if the hiring manager played basketball for a Division I college and you try to compare that to being in the chess club in high school, you have probably done more damage than good.  Try to ask some leading questions first, and then determine from there how your story can align somehow with the story of the hiring manager.

3)  Make it real.  This one may seem obvious, but can be overlooked.  This time of year is big for March Madness in college basketball.  If the hiring manager starts talking bracketology and you don't know anything about basketball, don't dive into the concept that you love following the action on the hard court.  That is bound to end bad.  If you cannot find something in common in your story with the hiring manager, don't try too hard to make something up.

At the end of the day, your story does matter.  It may not always get you the job, but it could.  I have many examples from 10+ years of recruiting where the littlest things help push the candidate over the top to get the offer or eventually the job.