The traditional job-seeking and recruiting process has long been a source of frustration for both job seekers and employers. It's a system fraught with inefficiencies, where applicants often feel like their resumes and cover letters disappear into a void, and recruiters struggle to identify the best candidates amidst a sea of applications. Business Anthropologist, Anthony Galima believes: "The time has come for a paradigm shift in how we approach the job search and recruitment process."
The Broken System
Overwhelming Applicant Pools
In today's digital age, job postings attract an overwhelming number of applicants, making it challenging for hiring managers to sift through the deluge of resumes and cover letters. The sheer volume of applications often leads to candidates being overlooked or "ghosted." In the world of LinkedIn, we have seen for years that the green banner around profile pictures saying "Open to Work" is ineffective and in ways an awful and demoralizing branding.
Ineffective Screening
The conventional approach to screening candidates relies heavily on resumes and cover letters, which can be misleading and fail to capture a candidate's true potential. Conversely, relying on "Social Media" platforms doesn't help generate a more dynamic view of an individual because for the most part these profiles are "exaggerated." The use of generic job portals and social networks often results in a poor match between job seekers and employers. To date, when Artificial Intelligence is utilized; it is only looking for "keywords" that appear in the job listing/requirements and applicant's resume/cover letter.
Lengthy and Frustrating Processes
Candidates frequently endure multiple rounds of interviews, unpaid assessments, and skills tests, which can be not only time-consuming, but also demoralizing. The extensive vetting process often leaves candidates feeling undervalued and exploited. Days turn into weeks, weeks turn into months; and in a world where many live "paycheck to paycheck," being unemployed for any significant amount of time can be a financial nightmare. At the moment, finding a job and recruiting new talent is a game where everyone is losing in more ways than one.
A New Way Forward
Candidate Empowerment
To address these issues, we need a fundamental shift in the way candidates present themselves to potential employers. Instead of relying on traditional resumes and cover letters, candidates should have the opportunity to showcase their talents, skills, and experiences through a dynamic Candidate Dashboard. Ideally, this "Candidate Dashboard" would be built with Web3/blockchain technology; and content/data will be transmitted using services like NFT solutions. (Blockchain Technology 101: What is it? What are the FOUR Main Types of Blockchain Architecture?)
The Candidate Dashboard
Imagine a platform where job seekers can curate a comprehensive profile that includes not only their work history, but also their portfolio, accomplishments, projects, and even multimedia content like videos and presentations. This Candidate Dashboard would serve as a living, breathing representation of a candidate's professional journey. It will allow job seekers, recruiters, and hiring managers alike to inject the "human element" and candidness back into the employment process.
Companies Seek Candidates
In this new paradigm, companies would shift their focus from posting job openings to actively seeking candidates who align with their needs. Using advanced search and matching algorithms, employers would explore Candidate Dashboards to find the perfect fit for their organization.
A Two-Way Street
The Candidate Dashboard encourages a reciprocal relationship, where candidates can express their interest in companies and companies can reach out directly to potential candidates. This eliminates the need for candidates to endlessly apply for jobs and allows employers to proactively identify and engage with talent.
Transparency and Efficiency
The new approach promotes transparency and efficiency. Candidates have the freedom to update their profiles in real-time, ensuring that employers always have access to the most up-to-date information. Recruiters can evaluate candidates more holistically, making better-informed decisions.
Compensation for Assessments
Lastly, skills assessments and tests should be compensated. Job seekers invest time and effort in these assessments, and their value should be recognized. Employers can offer fair compensation or a token of appreciation for the candidate's commitment.
Conclusion
The traditional job search and recruitment process is outdated and ineffective, leaving both job seekers and employers frustrated. It's time for hiring managers and recruiters to stop running people in circles, and for a paradigm shift that empowers candidates to present their full range of skills and experiences through a Candidate Dashboard while allowing employers to actively seek out the perfect match for their needs.
This new approach promotes transparency, efficiency, and a more respectful and rewarding experience for all parties involved. It's time to change for the better the future of job seeking and recruiting. It's time to start to couple technology in new found ways presenting more accurate and true extensions of self, in such a way that empowers job seekers and sets them up for success; rather than making rejections and ghosting commonplace.
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