We talk about business agility yet talent matching and sourcing is still rooted in a 20th century factory mindset. Jobs of the future will need a healthy mix of attitude, skills, competencies and experiences. Not simply keyword matching for junior roles and reality TV type conversations for others. Authenticity, anyone? Google. Find Your Dream Work with Google for Jobs.
The challenge of connecting job seekers to better information on job availability is like many search challenges we’ve solved in the past. — CEO Sundar Pichai
One thing that won’t change even after another 100 years is people searching for jobs. Great domin for companies like Microsoft, Google are to compete. LinkedIn already has to strong of a hold on that market… but maybe indeed and some smaller competitors get knocked out by Google. What’s better than having information right on your favourite screen, all at one place. Good, they should start with themselves, though. IMHO, Google’s posted job descriptions and job titles for non-Developers are too vague and they mostly hire through indirect recruiters.
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LinkedIn should be very concerned as Google for Jobs poses a Potential Threat
Here are many other things google can look to step in to serve people better. One thing they must pay attention towards - application design should be simple and attractive to addict job seekers and employers to the pages. Hopefully this would eliminate the waiting time to hear back from HR once the resume/CV is up. Machine learning can also help Human Resources departments for resumé matching. But be sure there is direct communication between company and job seeker and try to avoid the fake consultants they irritates a lot and most of them are fraud. Location proximity and the stature of an organization are key criteria for some people.
Related: Why Are There So Few Women To Do Sexy Jobs?
It better be a one stop shop and a go-to place for both employers and employees. The market is already flooded with too many sites, including LinkedIn, and you can’t go on creating cumbersome profiles painstakingly on each one of them. Furthermore, the way we endlessly try to network, as HR pundits always suggest, must also be challenged. 90% jobs are said to be filled internally, 5-8% through hiring agencies, leaving 2-5% jobs advertised through these networking sites. In the present day and age, we should have a better way of linking people with jobs, especially new immigrants as they face numerous challenges, including discrimination, in finding a suitable job even if they have better credentials. Ottawa has recently launched a pilot project in six ministries to accept name-blind applications in order to curb discrimination based on people’s names. We hope it “helps” in finding job and not ruin good people by bad analytics and aggregating talents to reduced words or numbers. Related: Building Rapport using LinkedIn Company PageGreat that Google stepped in
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