Comments on: Building A Better Job App, Part 1 http://edgutman.com/2009/02/19/building-a-better-job-app-part-1/ is not an architect Sat, 01 May 2010 13:05:16 +0000 http://wordpress.org/?v=2.9.2 hourly 1 By: ed http://edgutman.com/2009/02/19/building-a-better-job-app-part-1/comment-page-1/#comment-5 ed Mon, 23 Feb 2009 19:37:47 +0000 http://edgutman.com/?p=186#comment-5 Jari- I'm totally in agreement on communication other than the internet; I'm just saying that the current online methods are quite dated. Yon- Exactly. I am rather curious as to how HR works from the other side... Jari- I’m totally in agreement on communication other than the internet; I’m just saying that the current online methods are quite dated.

Yon- Exactly. I am rather curious as to how HR works from the other side…

]]> By: Yon http://edgutman.com/2009/02/19/building-a-better-job-app-part-1/comment-page-1/#comment-4 Yon Sat, 21 Feb 2009 00:32:20 +0000 http://edgutman.com/?p=186#comment-4 I'm looking forward to reading up on your ideas for better ways of finding a job. I know companies do miss out on good talent because they rely on recruiting software and/or recruiters that overlook the uniqueness of each candidate. I think if there was a way to incorporate facebook, linkedin, traditional networking, and career fairs into one medium, a company could reach a group of uniquely talented individuals. The way it is and has always been is, companies looking for exact skill matches, rather than transferable skills that can make the candidate successful in the position. I think companies should stop compartmentalizing candidates -- and instead look at the person as a whole, which includes his/her work experience, social preferences, interested, etc. etc. I’m looking forward to reading up on your ideas for better ways of finding a job. I know companies do miss out on good talent because they rely on recruiting software and/or recruiters that overlook the uniqueness of each candidate.

I think if there was a way to incorporate facebook, linkedin, traditional networking, and career fairs into one medium, a company could reach a group of uniquely talented individuals. The way it is and has always been is, companies looking for exact skill matches, rather than transferable skills that can make the candidate successful in the position. I think companies should stop compartmentalizing candidates — and instead look at the person as a whole, which includes his/her work experience, social preferences, interested, etc. etc.

]]> By: jari http://edgutman.com/2009/02/19/building-a-better-job-app-part-1/comment-page-1/#comment-3 jari Fri, 20 Feb 2009 04:28:02 +0000 http://edgutman.com/?p=186#comment-3 good point but note that most companies, use every possible channel to broadcast their job opportunity to where they think the talent lies, would be interesting to know how many companies actually end up hiring through their own website vs linkedin or something else - remember also, differentiation is good so just pick up the phone or send traditional postal mail, they'll remember you better :-) good point but note that most companies, use every possible channel to broadcast their job opportunity to where they think the talent lies, would be interesting to know how many companies actually end up hiring through their own website vs linkedin or something else – remember also, differentiation is good so just pick up the phone or send traditional postal mail, they’ll remember you better :-)

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