So You Want To Be A……Job Applicant? (part I)

If you’re anything like me, you’re getting real sick of the reality TV shows that keep popping up. From the humble beginnings of Candid Camera (the first real reality TV show dating all the way back to the 1940’s) to the unbelievably ridiculous shows that networks keep pumping out today – shows like Beauty and the Geek, where nerdy guys and luscious gals supposedly “received lessons in confidence, equality, and dignity”, or Survival of the Richest, a show that paired up rich kids with poor kids to “show off the differences between the rich and the poor.”. As a society we gobble this crap up like there was no tomorrow. Why? Are we that bored with our own lives that we have to watch others live theirs in situations that hardly represent true reality in the first place? Yeah I admit, I watch Extreme Makeover – Home Edition; I feel it’s the only reality show out there worth paying attention to because it’s designed to help those in true need. But when NBC starts throwing teens into reality TV with Endurance, you gotta stop and think about this.

Seems like companies have taken this reality TV elimination concept and twisted it to fit into the recruiting process to bring new employees on to their workforce. I caught a glimpse of the Today Show earlier this week and it looked like they were doing a reality-type elimination round for some new interns. So is this the future of recruiting? Here are some examples of companies who are already participating in this new method of finding qualified applicants:

• Sun Microsystems
• Google
• Microsoft
• Art & Logic
• TopCoder (the winners get interviews with several top companies)
• HGDC (BearingPoint)

Even staffing companies are getting in on the game! Access Nurses developed a ‘reality TV’ type recruiting process they called 13 Weeks, outlining the lives of traveling nurses. Companies are finding that applicants flock to the idea of participating in a contest to earn the right for employment. So, I ask this question – how far is this new recruiting process going to go?

• Are we going to have group elimination round interview screenings? Something along the lines of Boiler Room roundtable eliminations?
• Will applicants have to participate in gameshow-type scenarios to make it to the next round of interviews?
• Will there be drama and/or will potential employers throw a wrench into the process in order to stir the ‘interview pot’?
• Will the applicants have to vote each other ‘off the island’ and out of the interview process?

I think the best example of this corporate interviewing contest concept is The Apprentice. Even the ‘losers’ from this show have the potential to go out and get themselves a good job with the exposure they received being on Trump’s program. Perfect example: Amorosa. If you don’t recognize that name you’re in the minority. Most people know who she is now even though The Donald told her “You’re fired!” She’s done talk shows, TV cameos, and red carpet appearances since getting the boot.

As I am writing this article, I am torn on my feelings about this new interviewing concept. Chatting with my friend Jim, I was able to sort some of my confusion out. Some of the pros I came up with are:

• Holding a contest for potential applicants is a great way for a company to get its name out there, especially a lesser-known company
• Holding a contest will allow potential candidates to show their applicable skills to potential employers instead of relying solely on what’s on their resume
• Contests promoted in the public eye will give applicants an opportunity to market themselves to several potential employers all at once
• This is a potential answer to a question I’ve seen come up a lot lately, revolving around doing away with traditional methods of interviewing
• This will also create greater interest in the younger generations entering the workforce

Some of the cons I thought about:

• This might create a lengthier interview process
• Older generations might be alienated in this attempt to reach a younger crowd
• Some people may elect to participate just to be part of the contest with no real chance to earn a job (recruiters see this all the time in the burger-flipper who submits his resume for the VP of Sales position)
• Contests might not work for certain job functions: how do you hold a contest for purchasing? Or for plant management? Seems as though the technical opportunities are the best place to use a recruiting contest

As much as I may not want to admit it, I will conclude that I think using a contest to invite potential job applicants is a pretty cool concept. I think the biggest benefit to this idea is getting your name out there. This holds true for both the contest participant as well as the company putting on the contest. As a participant, you will be judged based on the contest results. As a company, you will narrow your applicant pool to those who are truly interested and/or qualified to participate as well as get your company’s name out there.

I still think reality TV sucks and we are all better off living our own lives rather than watching others live theirs. But the idea of using this concept in recruiting is pretty smart. This is a good alternative to traditional interviewing and a great way to reach younger generations. Contests keep things interesting, and if the prize is a rewarding career, then that’s alright in my book.

Coming next....some ideas on how you can create your own recruiting contest....stay tuned!