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Closing A Hiring Pitch

Closing A Hiring Pitch

Bring the hiring pitch home with personal stories that show how people authentically live out your company’s mission. Pixar’s films often start from a real, personal story.

Your company’s big-picture mission might be inspiring, but it’s not necessarily personal. You can make it more personal by peppering your pitches with personal anecdotes about ways that you’ve changed.

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Matthew Luhn
When you share a personal, professional moment where you’ve changed in a positive way, you inspire people. That's the best way to get people to change.
Feeding Interest With The Promise Of Change

After you’ve hooked your audience/candidate, you need to catch their attention and get the story moving by animating it with change and transformation. In Pixar’s movies, that change isn’t just about reversals of fortune—they’re about personal transformation.

Great stories promise to change the life of the protagonist who we imagine ourselves to be, if not our own. In light of that, recruiters should focus on how candidates’ lives will change—not just their day-to-day tasks, but also how the new role will change the way they feel. 

Start Your Story With A Strong And Brief Hook

Most Pixar movies begin with a compelling premise—a hook—that sets up the whole narrative. Hooks are often phrased as a “what if?” question and they grab our attention because they’re unusual, unexpected, action-filled, or driven by conflict.

Recruiters should equip themselves with one-sentence pitches that wrap up the company and role they’re trying to sell. Focus on transformation to tell a compelling story—make it clear how the candidate’s life will change

Data Versus Emotion As Convincing Tools

Companies tell stories because they stir up feelings, and that’s what makes these brands memorable. Similarly, recruiters shouldn’t sell jobs as a dry collection of responsibilities and perks—you should strive to bring the role alive through stories that evoke strong feelings.

Pixar movies never flatly tell you the theme of the story—they make you experience them. Facts, figures, missions and visions by themselves aren’t nearly as memorable, impactful, or personal as a story can be.

Storytelling As A Tool

Tell stories to candidates because they stick, stir emotions, and drive decisions—that’s why they can be a companies’ most effective recruiting tool.

Research indicates that stories can be far more effective at selling a job than impressive facts and figures. With only 5% of the latter being remembered after just 10 minutes, against the 65% of stories.

Matthew Luhn
Don’t ever say your mission statement to someone. Tell them all the great things about your company—the ups and downs, the things you’ve learned—and let them feel the mission statement.

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Not every story you tell has to be a surprising, edge-of-your-seat epic. Some of the most successful and memorable stories are relatively simple and straightforward. 

Don’t let needless details to detract from your core message. Work from the principle that “less is more.” One of the biggest mistakes you can make is putting in too much detail of the wrong kind.

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IDEAS

Star – Chain – Hook storytelling formula
  • Star: An attention-getting, positive opening
  • Chain: A series of convincing facts, benefits, and reasons
  • Hook: A powerful call-to-action.

The star grabs your audience’s attention. The chain turns your audience’s attention into a desire. The hook gives them something actionable to fulfill their desire.

  • Clarifies The Vision and Mission of an Organization. Reinforces the intent of the leadership. 
  • Helps to Address strong challenges of organizational culture. It can change culture through both reinforcing and embedding mechanisms.
  • Drives Organizational Change. Leverage emotional navigational stakes like fear, uncertainty or the prospect of change to greatest advantage.