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Ryan Paugh graduated from Penn State in 2006 with a Bachelor's Degree in Journalism and a minor in Business. After working in corporate communications, freelance writing and reporting, he co-founded 
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“The PowerPoint guru.” It has become my not-so-secret identity after the bulk of my co-workers discovered my talent for mixing dull information with creative design. Whether it’s a blessing or a curse, I always have something sitting on the backburner to make time fly.
In today’s world, PowerPoint is a skill that most take for granted. Corporate America has developed a dependency on their ability to relay information to large groups, no matter how lackluster the final product may be. So it comes to no surprise that one of the world’s most prestigious business schools now requires a presentation from perspective students.
The University of Chicago recently enacted a policy that will require applicants to submit a four-page “PowerPoint-like” presentation. If applied correctly, admissions hopes to see a more creative side of candidates, something otherwise absent in their current recruiting process.
“To me, this is just four pieces of blank paper,” says Rose Martinelli, associate dean for student recruitment and admissions. “You do what you want. It can be a presentation. It can be poetry. It can be anything.”
The university does have some ground rules – no hyperlinks and (congrats recruiters!) no videos, beyond that, let your creative spark do the talking.
The University of Chicago is making a bold statement – creativity is just as important as intellect. It makes me wonder why the business world isn’t doing more to stimulate this quality in their recruiting process.
We already know from recent debate that video is a no-no. Recruiters don’t like it because they take too much time and there’s plenty of ethical concerns that make the legalities a nightmare.
So what about PowerPoint? If nothing else, it would prove a recruits dexterity with one of the most widely-used softwares of big business.
With over 500 million copies used in over 30 million presentations a day, I can’t think of a reason why employers wouldn’t want to see what candidates can handle.
“If there’s one foundation of business, it’s innovation,” says second-year University of Chicago student Michael Avidan. If employers want to nab the “cream of the crop,” maybe it’s time to examine an employee’s vision over anything else.
Granted, PowerPoint is limited in its creative ability, but it’s been a standard tool since high school science. Unlike PhotoShop or anything similar, most people get it’s simplistic nature, which ensures limited exclusion in recruiting.
Maybe I’m a sucker for anything non-resume. Or maybe my willingness to show employers more than black-and-white says something about the value of the creative mind. Either way, it’s comforting to see a top-notch university put some emphasis on the imagination.
With any luck, the trend will take off. I’d definitely capitalize on the opportunity to get creative, and hopefully, get ahead. Besides, if you can relieve the eye sore that most presentations impose, you may just be a corporate exec’s knight in a shining armor.
Popularity: 8%
Ryan,
I was recently introduced to Guy Kawasaki’s 10/20/30 rule. A must read if you use powerpoint presentations at least once a month. Another guy to check out with really presentation guru is Garr Reynolds.
Eye sore be gone!
@RayC: You’re right, Kawasaki has some great resources when it comes to PowerPoint. Also check out Seth Godin’s blog. He is always providing tips to help get rid of those eye sores. In fact, there’s a new one up right now.
Thanks for pointing that out.
Ryan,
That’s very interesting. Does the school have a way to determine that the presentation that gets submitted was actually done by the person submitting it? (They sign a truth statement, etc.) Or, are they okay with the potential of outsourcing it?
Years ago, I worked for a translation agency. One day, we got a 7-page paper by fax asking for a quote to convert it into French. It was from a college undergrad who wanted to pay to have his French term paper written for him (not proofed, he sent it in English). In short, he planned on getting it done by a professional and was going to turn it in as his own. Needless to say, we turned him down. But I’m sure he was able to find someone else to do the job.
Any chance people will outsource their creative flare on Powerpoint to someone just to impress the admissions team? If so, what are your thoughts?
@JT: That’s an interesting thing to think about. It never crossed my mind and there’s nothing in the article that suggests that it’s something the university thought of either.
If you’re lacking in creative flare, I’m sure outsourcing is something that’ll cross your mind. It’s definitely problematic considering the whole purpose is to gauge your OWN creativity.
But then again, it also exemplifies another important business skill — knowing your weaknesses. If you’re smart enough to know you aren’t good with PowerPoints and hire someone to do it for you, isn’t that just the same as hiring a professional resume writer?
Since the overall purpose IS to gauge creativity it’s a little different, but it’s hard for me to call it wrong when they’re smart enough to know they’ll get a better result by having someone else do it. That’s just good management.
I guess it’s a bit of a catch-22. Thanks for bringing it up.
But then again, it also exemplifies another important business skill — knowing your weaknesses. If you’re smart enough to know you aren’t good with PowerPoints and hire someone to do it for you, isn’t that just the same as hiring a professional resume writer?
@Ryan – I’m pretty sure that’s the most ridiculous thing I’ve ever read on this site. If you’re smart enough to know you aren’t good at ______ and hire someone, is that wrong? YES. Absolutely. There is no question about it.
This is not the same as a resume writer, because a resume writer is still bound by your credentials. They can’t just make things up. They’re essentially coaching you on how to convey yourself on paper. You have interview coaches who do the same thing. This isn’t wrong, it’s coaching/training/instructing. A resume writer is working with formats, presentation. They aren’t tapping into some creative jar to invent your resume.
And I’m sure the PowerPoint is no different than the essays you write to get into school. Sure, people use coaches, some probably get people to write them completely, and some write them at 3am of the morning it needs to be post marked. This won’t really change that, and I’m sure plagiarism will remain about the same for this as the essay portion. That’s why interviews are mandatory, transcripts are used, essays, etc. They want to get a complete picture, and all in all, they’re usually able to connect the dots pretty well.
@Nathan: I’m sorry you think it’s so ridiculous. I think you’re right to an extent. I’d like to also point out that I said the whole “outsourcing” concept was problematic and I believe so for exactly the reasons you mention.
I don’t propose that you hire someone to write lies about you or draft some poetry you didn’t create, but if you can properly organize what you think is important for people to know about you, then get some assistance in displaying it, I don’t consider this wrong. In fact, it’s pretty damn smart.
Remember, the PowerPoint presentation isn’t the end-all device that’s going to get you into college (or into a career if this is ever applied). Like you said, the interview is where they get a “complete picture.” And they usually “connect the dots” pretty well.
Re. the whole “hiring someone to do it for you” issue: if you’re using this PowerPoint (or whatever) to show off your intangible creative side, but somebody else actually creates it for you — or even guides you significantly — isn’t that misrepresenting your actual ability to an employer? Ryan, I understand that you’re picturing a situation where 80% of the ideas and inspiration are yours, and only 20% of the work is someone else’s, but still, try to see this from the recruiter’s perspective who is trying to fill a position. If I’m an employer or a recruiter, and I look at the final package from a prospective employee and say, “yes, this guy has the kind of creative spin I’m looking for,” but then that person isn’t able to recreate that level of work again after being hired … who exactly benefits from that? Not the employer, who could have hired a stronger talent elsewhere, and not the employee, who is discredited. The only person I see benefiting is the person hired to build the presentation, because that person walks away with something in his pocket.
Maybe I’m oversensitive about this because I’m working in a creative industry, and because I’ve hired people who turned out not to have the talent they described (or that their resumes demonstrated). Now I’m starting to understand how those miscommunications might have happened.
I think a better way to look at this issue is, if 80% of the ideas are yours and you can effectively manage someone to put the final product together, you are demonstrating great management qualities. Even taking the initiative to delegate your work to someone else is showing you know how to manage and you don’t take yourself to seriously.
Just another perspective….
@Ryan Healy: actually, I might go for that … but only if you disclose that information during the interview. Don’t hand me that line after you’ve worked for me for two months and I’m asking you why I’m not seeing the same level of quality I saw in your portfolio.
But you’re right: if someone came to me in an interview and said, “this was entirely my concept and my content, and I personally managed the production, although someone else was responsible for the artwork” (or something like that), I’d have to think twice about that person. Suddenly I’m seeing management and leadership skills. If that’s part of what I’m after for my new hire, I might have just found my person.
But otherwise, come on, give me half a chance to actually hire somebody with the skills for the position … even if it’s not you.
So maybe the solution to this problem is to make candidates sign a “truth statement” as JT suggested in her earlier comment. The problem is, no matter how many steps you take to get the truth, there’s always someone who’s going to beat the system.
Maybe there’s another step involved — a creative assessment exam. It wouldn’t be too difficult to ask a potential hire to put together a few slides during an interview.
Give them some random information and ask them to display it in the best way possible in 5-10 minutes. You can’t fake those results.
You may want to check out Lawrence Lessig’s presentation style. Here is the description in Wikipedia: “Lessig is also known for inventing a style of Powerpoint presentations typified by rapid display of short phrases or pictures”. You can see a Flash example here: randomfoo.net/oscon/2002/lessig/
Dick Hardt adapted this style to give a presentation called “Identity 2.0″ at OSCON (O’Reilly Open Source Convention) in 2005. Check it out here: identity20.com/media/OSCON2005/
“The problem is, no matter how many steps you take to get the truth, there’s always someone who’s going to beat the system.”
Of course you’re right. Lots of people are beating the system now. But it’s so foolish and shortsighted … two months from your start date, you don’t think someone will notice that you’re not keeping up with your peers? What kind of a recommendation letter do you think you’d be able to expect at that point? Oy.
“Maybe there’s another step involved — a creative assessment exam. It wouldn’t be too difficult to ask a potential hire to put together a few slides during an interview … Give them some random information and ask them to display it in the best way possible in 5-10 minutes. You can’t fake those results.”
Seriously, this is brilliant. I’d probably save this for a second interview — otherwise it’s going to waste a lot of candidates’ time; the first interview is still sort of a surface-level “weeding” — but once we know that the candidate is as serious about the position as we are, we could ask for something like this. Even if the results aren’t stellar, which might be too much to expect anyway, the important thing is to witness how the person approaches and thinks through a project like this — to see that creative process unfold — and to observe the response to pressure and deadline. As you pointed out, you can’t fake THAT.
Thanks for the great idea!
Kudos to the University of Chicago for trying something outside the traditional application box. However…is power point really that innovative?
30 million presentations a day use power point?! Snore. Its become the digital comparative to the outdated poster board or overhead. At least then, the presenter moved away from the podium to reference a diagram, or (gasp!) re-focused the rooms attention to the overhead by clicking it on or off to display relevant information.
There’s evidence to support that creativity is as much in the delivery of the presentation as it is in the design of the package. If “creativity” is simply being judged on the ability to organize information and drop in pictures or swirl letters to pre-existing templates, something is lacking for me. It is not innovative.
My suggestion: re-frame. I challenge the business schools to think about other ways students can deliver information without boxing them into a template.
Sean, good point. If someone is hiding the fact that something has been outsourced or “delegated” they are not demonstrating good leadership/management skills. But if someone is able to admit they lack artistic or creative skills and decided to outsource this part of the task, they have the ability to be a strong leader. They must be able to explain this in the interview as well.
Sean,
The key is: What is the University of Chicago going to teach it’s students AFTER they get in?
If the point is to get more creative students, so they can be taught how to use that creativity, then it surely would be short-sighted to fake the presentation.
However, if it is just a weeding-out process, and is never incorporated in the curriculum, then I say that faking it is a valid tactic.
Cynical? Certainly! But playing the system can be seen as out-of-the-box thinking. Remember Captain Kirk’s solution to the “Kobayashi Maru” scenario in “Star Trek II: The Wrath of Khan”? (Yes, I’m a geek).
OK, I’m being a bit facetious.
But all I know is that in 4 years, no one at my University ever referred to the creative essay I had to write on my application.
“But all I know is that in 4 years, no one at my University ever referred to the creative essay I had to write on my application.”
@ Scott M: fair enough, and I realize that there’s a difference between a college admissions process and an employer’s recruitment process — obviously, I’m talking more about employment/recruitment, where what you’re demonstrating during the interview should be the same as what you’re capable of doing once on the job — but your logic here scares me a little bit. I’m afraid I don’t recall Captain Kirk’s solution to the “Kobayashi Maruâ€? scenario, but I’m not sure I’m willing to jump the point where “faking it is a valid tactic.” At what point does “faking it” become lying? A case could be made that Enron’s financial misdeeds are nothing more than “faking it” and “out-of-the-box thinking.”
I’m sure it’s true that no one has mentioned your college admissions essay since you submitted your application, but did you write that essay yourself? If so, do you feel like a sucker now for doing all that work when you could have just bought something off the Internet?
As I have been applying for a few positions lately, I’m very curious if a real recruiter even reads my application. I create a profile through the companies website, submit my resume but still have to fill out their version of an application, and then get an automated email showing they accepted my application. Then if I’m lucky enough, I might get an email from an automatic system that tells me they decided to hire someone with “better qualifications”. (still not sure if my resume was even viewed)
Therefore, I’m not sure if I spent the time to create a kick ass Powerpoint presentation that it would even be viewed. I’m a bit of a skeptic in the recruiting process, the best way to move to the top of the list…..networking! Referrals are your best bet to stand out from the next guy.
@ Sean : I guess my point is this: ‘Faking it’ is valid if the university/company is also ‘faking it’ by not taking the creative application seriously. If it’s a fad, never to be seen again in the curriculum, then they shouldn’t be shocked that people might essentially lie and present work that is not theirs. It’s not honest, but that’s the real world. It happens in companies that roll out new initiatives all the time, but never follow thru. Eventually the employees just ignore every new initiative. There is fault on both sides, but the result should never be unexpected.
Now, of course you need to balance the likelyhood of getting caught, the cost if you DO get caught, and the benefit of faking it. Anything illegal obviously has too much cost (Like Enron). And if you are lying for little benefit (like ego) then it’s probably not worth it. But faking a 4-slide PowerPoint against getting admitted to a prestigious business school? I say “go for it!”. If your lack of creativity causes you to flunk out, well, at least you got a chance to try and others will learn from your lesson.
And yes I feel like a sucker for writing my essay, explaining why I wanted to attend “X” university, why I thought I was a good fit, and why they should accept me. What I REALLY wanted to say was “I have good grades, can afford the tuition, and the University is in-state so tuition is cheaper that out-of-state.”
I guess I tend towards evaluating people on things that are measurable. And most companies eventually fall back to that position (Universities too: they aren’t going to stop giving tests and grades). This flirtation with something fuzzy like ‘creativity’ is likely going to be a fad. If it isn’t, then great. But I bet it is. And people are going to learn to play it.
Thanks to everyone for the great discussion. Apologies, I was on-the-road this weekend and unable to join in on the last half of the dialogue.
A few responses:
@Sean: At last! I knew we’d eventually see eye-to-eye on something. Glad I could lend you a good idea. Thanks for all the comments.
@Jen: You’re right, PowerPoint is certainly not that innovative. But it does offer a chance to be more creative than a resume without using programs that the majority is unfamiliar with.
I ofcourse am speaking very generally. There’s opportunities in more design-oriented professions to use more innovative tools in their recruiting process. In most cases they already do by requiring candidated to submit a portfolio.
I also think there’s something to be said about your ability to “go beyond the template.” Presenting information can be so boring. If you can find a way to deliver in a way that doesn’t put the audience to sleep, there’s something innovative about that.
@40 Hours: You’re not wrong to be a skeptic of the recruiting process. You’ll never know how much time they actually spent reading your resume or perusing that “kick-ass” Power-Point you created. But you have to keep playing the game. We all do.
It’s always frustrating to get that automated response saying you didn’t get the gig. It’s like getting a cheap kick below the belt, I know, but keep pressing on. It’ll pay off eventually.