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Remy Smalley

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Create an outsourced hiring system that responds to both company and applicant needs

In the past few months I've been applying to numerous jobs and have faced one central problem: I can't seem to find enough empty positions that fit my skillset, because there isn't a central hub from where my profile is scanned against positions in multiple industries.

What I envision is a hybrid of job databases and hiring agencies. Instead of applying to each position individually, why not create a common application for a position that fits certain requirements. This can include personality tests (Myers-Briggs, Birkman, etc.), cover letters focusing on skills and experiences, and potentially a video answering interview questions chosen at random out of a pool of questions submitted by employers.

Employers would then search this service provider's database against criteria that are important for them. All information would be accessible for free to authorized and registered employers. The funding for this project comes from companies chosing to contact individuals for interviews. This system would remove the initial CV screenings, phone interviews and database searches which are a large part of the hiring cost.

With this system the job searcher has access to jobs and companies that he/she would not have known of otherwise. The service provider can update the candidate via a profile that shows how many views his application has from corporate employers, maybe adding the industries that are finding their profile; thus helping them prepare for future interviews.

I would be interested to hear your thoughts on this idea. How feasible is it and what problems do you see? Many thanks for your help!


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    Aug 3 2012: Many employers tend to prefer candidates who have made the effort to choose their company. It's one iof the early filters in the recruitment process.
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      Aug 4 2012: True, and I also believe that its a critial part. There has to be interest. But what if the candidate didn't know about the company? A foreign company, different market, etc. could quickly go unnoticed - and enthusiasm can be built.
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        Aug 6 2012: But why would an employer put the effort into building that enthusiasm is there are already plenty enthusiastic people interested in the job?

        If an employer is looking for scarce skills or an ideal match for an important position then they may use a headhunter to get a good match, but that isn't warranted for most positions.

        Automated matching technology is still very primitive and badly used. It depends on reducing skills and expertise to a tick list, and a lot of skills cannot be assessed this way.

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