Three Thoughts On Diversity Part Two
From the Merriam Webster Dictionary, the definition of variety:
1: the quality or state of having different forms or types: MULTIFARIOUSNESS
2: a number or collection of different things especially of a particular class: ASSORTMENT
3a: something differing from others of the same general kind: SORT
b: any of various groups of plants or animals ranking below a species: SUBSPECIES
Smart companies value diversity. Smart companies desire variety. Smart companies realize that diversity means more than differences in physical appearance.
Smart candidates understand the importance of selling how they will stand out at the same time as they are selling how they will fit in.
Candidates regularly ask for advice on how to prove they are what a target company says it is looking for. It’s a great starting point when you “match” what the company desires. But that leaves out a key question. How is a company going to know to choose you if you are the same as all the other candidates? As in definition 3a for variety, “something differing from others of the same general kind,” you need to stand out from the other candidates. You need to have the expected skills and experience, but you need to separate yourself from the pack. What makes you different? What makes you a diverse choice?
Here are three thoughts on addressing diversity as a candidate.
- Identify and Celebrate Your Uniqueness
Every person is unique in some way. Even identical twins have some differences they can point to. Spaghetti with tomato sauce is usually really good. Sometimes it’s just okay. Occasionally, it’s divine and sublime. The difference is in the sauce. What makes the sauce special? Did it include an unusual variety of tomatoes? Was an unexpected herb or spice added?
What makes you different affects how companies assess your fit and value. The shopping list may just say “spaghetti sauce.” The key to competing for the job is in understanding what they really want when they ask for sauce. One can buy a can of tomato sauce. It won’t make great tasting spaghetti, but it will get the job done. Or one can spend a bit more on jarred sauce. Should it be store brand or one of the national brands? We can all agree the best sauce would be made from scratch, from a unique execution of a sauce recipe.
Each of us is a unique execution of a special recipe. Obvious differences are only one element of how diversity can be expressed through the recruiting and interviewing process. How will you contribute a diverse perspective? What are your surprise ingredients? What is your answer to “when you hire me, you get everything you expect plus…”? As you describe yourself during the search process, make sure you note what makes you special.
- Sell the Benefits of Your Differences
Describing what makes you different is helpful, but you must also sell the benefits of your differences. How are the variety of experiences and perspective you bring going to add value? What have you learned through your experiences that will help you be better than expected at your job? How did your personal life path mold and shape you in ways that differentiate you?
The benefits of some life experiences are readily understood in hiring process. People who participate in athletics are assumed to be team players and coachable. They are presumed to understand the importance of playing their position well. They are assumed to respond to adversity and losses by focusing on how to improve their performance. Those traits are recognized as beneficial to employers, especially when hiring people early in their careers.
How would you complete the sentence “because of this particular experience, I learned…”? Or “because I did this, I now know more about…”? How can you connect the rest of that sentence to a benefit for your future employer?
On paper, a candidate who takes eight years to earn a bachelor’s degree may appear less desirable, unless you connect the dots for them. “I earned my degree while working full time and I graduated debt free” is a great story to tell. In her autobiography, Becoming, Michelle Obama describes how early in her career, she figured out she didn’t want to practice law, but brought the benefits of her legal training and critical thinking skills into other roles.
What makes you stand out?
- Hold the Door Open for Others
Many of us recognize the pain of having our potential go unrecognized and unrealized. As you learn to connect your unique perspective to benefits your company will derive, remember to be open minded about the way you assess and value other people’s experiences. As an entry-level employee, a manager, or a corporate executive, you can practice being open and welcoming to other people. You don’t have to be the leader to lead by example. You can always look for ways to learn from the people around you. Broaden your view by expressing interest in the perspective of others. Show appreciation for the way your co-workers’ differences complement each other and make a stronger team.
If you are a decision maker or influencer in the hiring process, look for opportunities to identify talented people with unconventional backgrounds. You can look at ways to leverage the unique perspectives people bring and use those benefits to outperform your competitors. Occasionally, you can offer a second chance or help a candidate with more enthusiasm and potential than experience or accolades find a place on your team. The best way to level the playing field is to stop the cycle of unfair advantages and unfair disadvantages.
As a candidate, you must accept that your unique qualities will not always be welcomed or appreciated. The fact that you aren’t the best fit for a company does not mean they failed to recognize the benefits you can deliver. It does not mean anything discriminatory occurred. Sometimes it means that the company had a lot of really good options available. Sometimes it means that you can’t see what diverse experiences or qualities the chosen candidate had to offer. Sometimes, the priority for the hiring authority is to place the surest bet on the candidate that matches the requirements for the job.
Sometimes, you are a really quality ingredient that just doesn’t fit the recipe. Cocoa is a wonderful ingredient for sauce, if you’re making mole, but not if you’re making spaghetti sauce. You are a quality ingredient. You just have to identify the recipes you are the best fit for.
Cheryl Bedard represents the best interests of candidates and clients. She identifies opportunities for success for talented executives and companies and reconciles hopes and dreams with reality.
