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Being Charismatic Greatly Benefits Your Job Search



Charismatic Greatly Benefits Your Job Search

We all know someone who walks into a room and instantly turns heads. There is an immediate attraction to them without any apparent effort on their part. Their company makes you feel good. They seem cool, confident, collected, self-assured, and comfortable in their own skin. They may not be attractive, wealthy, or intelligent, but they have a certain something—charisma.

In my opinion, there is nothing more advantageous for a job seeker than having a magnetic personality—attracting rather than repelling.

It is comfortable for job seekers and employees to believe that their education, skills, and experiences are what will lead them to be hired and receive promotions and raises. Such a mindset leads to frustration and disappointment.

I firmly believe that the ability to become charismatic is not innate and can be learned. This is an important trait to have, especially when interviewing. Understandably, employers are attracted to candidates who can effortlessly establish friendships, influence people, and collaborate well with coworkers, managers, clients, and others. After all, relationships are the backbone of the business. Possessing charisma will make you more desirable, especially when compared to your less motivated competition, and thus give you a competitive advantage.

In my last column, Employers Buy Into You Based on Emotion, I mentioned two interview truisms:

  1. Being likable trumps your skills and experience, and
  2. Throughout your interview, your interviewer is asking themselves: “Do I like this person?”

(Worth repeating: The deciding factor in all hiring is the interviewer asking themselves, “Do I like this person?”)

Even for a hard-to-fill position, I have yet to know a hiring manager who has ever hired someone they did not like.

Since job search and career success rely heavily on your people skills, you should develop your people skills and make yourself a charismatic individual that employers, and your colleagues, will want on their team.

According to social psychologists, charisma is made up of three primary qualities:

  • Presence
  • Power
  • Warmth

The most effective interviewees know how to engage their interviewer with candid, stimulating conversation, drawing them into their way of thinking through their charisma and confidence. More precisely, charismatic interviewees can persuade their interviewer to open up to them by coming across as authentic, knowledgeable, and attuned to their interviewer’s and employer’s needs.

The most effective job seekers employ three communication “tactics” in order to connect with their interviewer and professionals they meet (Networking is effortless when you have a charismatic personality.):


  1. They listen and maintain consistent eye contact.

“One of the most sincere forms of respect is actually listening to what another has to say.” – Bryant H. McGill, American author.

A charismatic personality is built on attentive listening; therefore, the first step to becoming charismatic is: Be present at the moment!

Turn off your smartphone or leave it at home or in your car. During your interview, refrain from staring at the view outside your interviewer’s window, scanning their office, looking at the employees walking by, or thinking about what you want for lunch. Give your interviewer your undivided attention throughout the interview. Focus on them, not the surroundings or any of the monkey chatter that may be going on in your head.


  1. Rather than avoid possibly making a bad impression, they say what they think.

Interviewees do little to impress and connect with their interviewer by answering questions in such a way as attempting to avoid making an unfavorable impression. Cliched answers are unimpressive and forgettable.

Charismatic interviewees aim to build a trusting relationship with their interviewer, not fly under the radar. Consequently, they are sincere and upfront about who they are and what they stand for.

Due to their desire to be authentic, they are willing to take the risks that come with being upfront. Their self-confidence motivates them to adopt a mindset that if their interviewer cannot accept them as they are, then they are not a fit.


  1. They appeal to the traits and ideals their interviewer assigned themselves and their company.

This is an aspect of charisma that is tricky.

Fundamental to building a relationship is showing respect for how the other person sees themselves.

Your interviewer has an image of themselves and their company; whether it is accurate is irrelevant.

During your interview, listen carefully to learn what are your interviewer’s pride in themselves and their company. A great question to ask: “What is your proudest achievement while working here?”

It should not be surprising that most hiring managers view themselves as competent, innovative, and influential, possessing inherent leadership skills.

Interviewees with charisma leverage these perceived traits and emphasize that they are interested in the job due to the organization’s leadership team, culture, and reputation.

The key to being a charismatic interviewee is developing an ability to make your interviewer feel understood and respected, which is an ability you should be using throughout your life to enhance your various relationships.

Interviewers (READ: all human beings) crave sincere appreciation and perceived importance from candidates. Therefore, charismatic interviewing involves effectively conveying such a message and feeling. Showing interest in your interviewer is always an effective job search strategy.



Nick Kossovan, a well-seasoned veteran of the corporate landscape, offers “unsweetened” job search advice. You can send Nick your questions to



LCBO workers ratify tentative agreement, strike ends Monday – CTV News Toronto



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  1. LCBO workers ratify tentative agreement, strike ends Monday  CTV News Toronto
  2. LCBO strike to end Monday after workers ratify tentative agreement
  3. LCBO deal ratified, stores will reopen Tuesday after strike  Global News
  4. LCBO stores could reopen Tuesday after the company, union resolve last-minute dispute  The Globe and Mail
  5. High demand, empty shelves in Sudbury during LCBO strike


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Baby Gourmet Foods recalls organic baby cereal over possible bacteria contamination – CityNews Toronto



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Baby Gourmet Foods recalls organic baby cereal over possible bacteria contamination  CityNews TorontoView Full Coverage on Google News


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Show Employers You Can Hit the Ground Running



Employers are increasingly stating: “We want someone who can hit the ground running.”

Essentially, the message is, “Don’t expect us to explain the basics. We expect you to know your sh*t.” Employers understand you’ll need time to learn their business, applications, software, infrastructure, etc. However, they expect that you’re proficient in Microsoft Office Suite software (Word, Excel, PowerPoint), understand file management (creating, saving, and organizing files), and know how to troubleshoot common computer problems, and won’t be learning these basic computer skills as part of your learning curve on their dime.

Employers aren’t in the business of training people. You’re responsible for your career; therefore, you’re responsible for acquiring the skillset you need.

For an employee’s compensation to be justified, an ROI (return on investment) is required. When referring to employment, ROI refers to the value an employee brings to the company relative to their compensation. Employers pay their employees, and employees work for their wages. Employee work value is created when their work directly or indirectly results in profitably selling the company’s goods and services. Your best chance of job security (no guarantee) is to be an employee who undeniably contributes measurable value to your employer’s profitability.

(Employee’s measurable value to the company) – (Employer’s investment in compensation) = (ROI)

Understandably, employers are looking for candidates who can make an immediate impact, individuals who can jump right in, learn and adapt quickly, and start delivering results as soon as possible. Hence, you want to distinguish yourself as being capable and willing to “hit the ground running.”

Here are some tips to help you present yourself as a fast-starting, high-potential hire:

Emphasize relevant experience

Presenting irrelevant information will be perceived as lacking the ability to communicate succinctly, a highly valued skill in the business world. Only share experiences and quantified results (key), results that are pertinent to the position you’re applying for.

When crafting your resume and cover letter, identify the skills, knowledge, and previous responsibilities/quantified results that align with the job you’re aiming for. By demonstrating that you’ve “been there, done that” and brought measurable value to previous employers in a similar scenario, employers will feel confident that you can immediately deliver value.

Showcase transferable skills

Consider the universal soft skills that employers universally value.

  • Analytical
  • Communication
  • Interpersonal
  • Problem-solving
  • Project management
  • Time management

Tell STAR (Situation, Task, Action, Result) stories—describing a specific situation, the task you were assigned, the actions you took, and the results of your actions—that showcase your soft skills and explain how you can leverage them to succeed in the role you’re applying for. This’ll assure your interviewer you have the fundamental skills to achieve successful outcomes.

“While working at Norback, Jenkins, & St. Clair, I led a team of five architects to redesign a historic downtown Winnipeg landmark according to strict deadlines and complex stakeholder demands. I conducted Monday morning team meetings and used Slack to provide tailored updates to keep the team aligned. As a result of my communication skills, the project was completed on time and under the $7.5 million dollars budget.”

Discuss onboarding insights

A great way to position yourself as someone eager to hit the ground running is to show that you’ve considered what it’ll take to start delivering value.

“Based on my understanding of the typical onboarding timeline for this type of position, I anticipate completing all training and ramp-up activities within my first two weeks, enabling me to begin tackling projects by my first quarter.”

Assuming you’ve researched the company and studied current industry trends, which you should have done, mention the extra steps you’ve taken to prepare for the role. This’ll show your willingness to learn and will require minimal handholding.

Emphasize quick adaptability

Employers value the ability to adapt quickly to new situations and challenges. During your interviews, share examples of your flexibility and agility.

At some point in your career, you’ve likely had to learn something new (e.g., software, operating system) on the fly. Also likely, you’ve had to navigate a major change or disruption. Using STAR stories, explain how you approached these scenarios, your strategies, and the positive outcomes.

By showing resilience, resourcefulness, and adaptability, you demonstrate that you can thrive in ambiguous or rapidly evolving environments.

Propose a transition plan.

Presenting a transition plan is a strategy that wows employers, primarily because it is rare for a candidate to do this. This shows you’re ready to take ownership of your onboarding and deliver results.

Include specifics like:

  • Milestones you aim to accomplish in your first 30, 60, and 90 days.
  • Training activities or learning opportunities you’ll pursue.
  • Initial projects or tasks you’d tackle to demonstrate your capabilities.
  • Ways you’ll quickly build relationships with your new colleagues.

Showing this level of forethought and initiative shows you’re a strategic thinker, able to organize your thoughts, and, most importantly, eager to get started.

By touting your relevant experience, showcasing your transferable skills, discussing your onboarding insights, emphasizing your quick adaptability, and proposing a detailed transition plan, you’ll position yourself as a self-driven professional capable of driving results from the start, differentiating you from your competition.



Nick Kossovan, a well-seasoned veteran of the corporate landscape, offers “unsweetened” job search advice. You can send Nick your questions to




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