Curated by the Knowledge Team of ICS Career GPS
Education
How to ace your Covid-19 college essay
Excerpts from article by Dr. Aviva Legatt, published in Forbes
In response to Covid-19 and in preparation for 2021-2022 applications, the Common Application app has replaced one of its prompts with the following:
“Reflect on something that someone has done for you that has made you happy or thankful in a surprising way. How has this gratitude affected or motivated you?”
This new prompt is based on scientific research on gratitude and kindness. It helps students think about something positive and heartfelt in their lives. Students should consider answering this question when choosing a topic for their personal statement. Here are some tips on how to respond:
1. Choose a specific event
When brainstorming, choose a few stories or specific events that made you grateful this past year, then pick one. The event you choose should involve a time you faced a challenge, were resourceful about finding a solution, and learned from the outcome. Be careful not to overemphasise the negative aspects of the event.
2. Focus on the positives
Another point that this prompt asks you to reflect on is something that someone has done for you that has made you happy or thankful in a surprising way. Happiness is subjective and subjectively experienced.
3. Don’t overemphasise
Don’t focus too much on the word “happy” in this prompt because the word may divert you from finding the best story. You have experienced a lot of challenges & gratitude in unexpected ways. While your life has been transformed by Covid-19 and you have likely experienced adversity, it is very possible that you have found purpose and meaning in these challenging times.
If you want to answer this prompt but you’re having trouble finding or expressing your gratitude, here are a few exercises that may help you along the way:
- Write a gratitude letter: Call to mind someone who did something for you for which you are exceptionally grateful.
- Keep a gratitude journal: Write down one thing that happened each day that you’re grateful for.
- Pause and take a relaxing sigh: When you find yourself particularly overwhelmed, step away from your desk. Take a deep breath, repeat a short mantra to yourself.
Self-care is of paramount importance during Covid-19. Research has shown that expressing gratitude helps us heal and gives us strength when we need it most. It can help you get into college too.
Career
Take a chance on an imperfect job candidate
Excerpts from article by Rebecca Knight, published in Harvard Business Review
Sometimes a job description and request for applications yields less-than-ideal candidates but you’re never going to find a perfect candidate for your job opening. A perfect candidate does not exist, and even if the candidate does exist, there’s no guarantee he/she will consider taking the job. A bad hire can do a lot of damage.
Here are some tips on how to decide which job candidates you can work with even if they don’t fulfill all the requirements:
1. Be data driven
Be more objective and data driven in how you define what you seek in a candidate. List the basic requirements of the role. If an applicant lacks one of the qualifications you’ve deemed necessary, it’s an indication that they can’t do the job. The objective of this exercise is to help you see more clearly which flaws are fatal.
2. Assess capacity for learning
Even some serious inadequacies are surmountable. Knowledge is easy to acquire and skills can be developed, so, if an otherwise promising candidate lacks a particular skill, you don’t need to write them off. You want someone who has the capacity to continue to grow & learn.
3. Measure potential
When the drawback in question is something like a nonstandard career trajectory, your appraisal should focus on whether the candidate has the potential. These include attributes like curiosity, engagement, determination, confidence and motivation.
4. Gather second (and third) opinions
Don’t take those responses as gospel. It’s wise to scrutinize what your flawed applicant tells you. Be rigorous, record your interviews and rewatch them to validate your impressions. Bring in outside managers for second opinions or hold peer interviews. The best people to judge are those who are already doing the job. They can predict success.
5. Provide multiple assessments
Interviews by themselves are not enough to evaluate a typical job candidate, let alone one who’s flawed. Test your candidates, the aim being to give candidates a real problem they would have to solve on their first day. These tests are transferable to other industries and functions. Know that certain parts of the solution are non-negotiable.
6. Gauge emotional intelligence
It’s important to gauge your flawed candidate’s interpersonal skills. People are hired because of their academic achievement and experience, but they’re fired for their lack of emotional intelligence. Reference checks also help you better understand the candidate. Talking to your candidate’s former managers and colleagues will help you ascertain whether this person has the people skills or adaptability to thrive.
7. Don’t compromise on character
Out of principle, you should never compromise on character flaws. If the person consistently lies, abuses people or has lousy working habits, that’s not likely to change.
8. Don’t succumb to pressure to hire
Deciding whether or not to hire a candidate who lacks relevant experience in your industry, has an unconventional background, or has some glaring weaknesses is not easy. When you’ve got a slate of flawed candidates, the best you can do is figure out who is closest to the level required for the job. But don’t be impetuous or too quick to give into the pressure to hire.
(Disclaimer: The opinions expressed in the article mentioned above are those of the author(s). They do not purport to reflect the opinions or views of ICS Career GPS or its staff.)
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