This Job is Not For You
SteveCame across yet another one of those 'offbeat and quirky job adverts/application processes' yesterday, this one from the folks at UK Ad Agency SELL!SELL!
Titled 'This Job is Not For You', the application form for the position, a junior level role in account/project management, asks candidates to answer questions like, 'Who's the best, Batman or Colonel Oliver North? Why?', and asks them to 'Post a video of yourself telling a joke on YouTube and share the link (can be private) here'.
The application form is below, and is also posted here.
These kinds of unusual application processes and job descriptions are starting to get more common, especially in creative fields like advertising, design, or even marketing; and I suppose really are not all that newsworthy anymore. But what I liked about this advertisement and application process is its explicit focus on why candidates would not be right for the job and how it focuses prospective applicants that were not going to be a good fit for the position to really challenge themselves to consider self-screening out.
Most typical and boring job advertisements for similar roles across organizations read kind of the same; an Administrative Assistant position at Company 'A' reads exactly the same as a similar role at Company 'B'. But the myriad of other factors that would make a qualified candidate a better 'fit' at one firm versus the other are normally not even hinted at, much less explicitly communicated.
Sure, a phone screen or in-person interview might shed light on these culture and style issues, and be reasonably effective at weeding out candidates that are not a good match culturally for the organization, but the unusual method of communication and atypical format of the job application like the one above from Sell!Sell! would provide an efficient pre-screening filter for applicants.
I know what you are thinking, these kinds of crazy application processes and offbeat blog postings that encourage candidates not to apply might work for a boutique, creative ad agency, but for my staid and traditional firm they would never fly. I need to roll out the fully approved and vetted (and incredibly boring) job description to my online ad, and make sure I require the same resume, cover letter, and list of references from every applicant, (who all have been well-coached to not submit anything at all 'unsafe' or potentially interesting, lest they stand out from the pack too much).
The end result, often, is a stack of barely distinguishable candidate packages that don't do all that much to offer any insight to the candidate's likelihood to be a good match to your organizational culture.
Unless of course your 'culture' is centered on plainness and looking like every other competitor, then almost all in your pack of candidates will seem like a fit.
Happy Weekend!
Note - I know the application form above asks for videos, pictures, etc.; the kind of things that at least in the US can get you into trouble, I am not advocating that companies do anything that runs afoul of laws and regulations around EEO. So there.
Reader Comments (7)
I couldn't agree more with your proposition of the value of this type of form. I've written about the negative effects of efficiency gains on the recruiting industry before, and this is one more example of how great processes are overlooked in the name of efficient process management. The issue at hand is that if an employer provided this as an application form, then someone would actually have to READ it. This presents two fears- where would we find the time to read these, and who would be qualified to assess the value of the responses? Too bad, really, as you're spot on about how much more valuable this form is at uncovering the right fit for your position, than a normal application process that focuses almost exclusively on education, experience, and skills, in a very black and white way.
However, there is one point that I must disagree with you on- the fact that this isn't newsworthy. I believe it is important to provide exposure and generate dialogue aound that these types of unique and creative processes. Only through ongoing discourse can we affect the opinion and practice of organizations that dictate "the norm" in relation to best practices. Please keep sharing these as they come up, and let's keep talking about the pro's and con's. I work with job seekers on the side, and so many are left out in the cold because they never have a shot to share their unique qualities that could be perfect for an organization, and are too often left competing against other candidates primarily on the grounds of which company they worked with previously, or where they went to college. Two area that experienced managers know have very little bearing on success.
Great post Steve,
I completely agree. Even a small bit of creativity injected into the application process and job descriptions of most organizations would do wonders for both the applicants and the employers. Give me some unusual, descriptive adjectives and writing at the least.
Love it.
@Jason B. - Thanks very much for that insightful analysis of why we don't see more of these types of non-standard application processes. Spot on. Thanks very much for sharing your comments here.
@Koji - Agree, maybe take a page from the college admissions process and ask for a writing sample. Thanks for reading.
@Jason S. - Thanks buddy!
Is it wrong that I desperately want to fill out this application? ; )
I agree with @JasonB. Agree. Agree. Agree. HR peeps are the first line of defense against plain, vanilla, average. There's just so much of it out there. We actually teach it to each other. Blog more about great acts of the remarkable, please. Inspire others, just like you did here. Keep it up and I will try to as well.
Check out IDEO.com and AKQA (both creative shops but doing some beautiful work in this space).
@Amber - Not at all - go for it!
@Mardi - I love the idea that HR peeps 'teach it to each other'. I am very tempted to steal that line for a post! Thanks!