One of my job-blogging colleagues writes about a concept called Job Angels, which is essentially a network formed around the concept of people helping each other find employment. Sounds great! I’ve been doing it for years and never knew there was an organization. Does that make me an unofficial member? Do I owe back dues?
Silliness aside, she drove home the point that electronic job applications have not made the candidate vetting process any easier for recruiters. Indeed, if anything they have made it much easier for great unqualified masses to spam employers with unusable applications that crowd out the qualified. I don’t even want to know the typical signal-to-noise ratio these days.
She’s correct, then, that the process is broken. Maybe services like Job Angels is one solution. But maybe there’s another.
What if employers could subscribe to an employee metadata service, one to which employees can accept or decline at their choosing? The service would be certified, and publish on the web the credentials, training records, project lists and other aspects of an employee’s tenure with each company. Disciplinary data would be omitted, represented by the customary “Would you rehire this ex-employee?” question as a data field.
This sort of service serves two purposes: provide employees a means of backing up their career claims, and assuring prospective employers that the candidates are truly qualified.
Think of what a difference this would make! Suddenly the internet’s power to facilitate connections between opportunities and opportunists is utilized appropriately and effectively. Employers who subscribe to the service for hiring purposes should find their costs reduced significantly! This could even be done as an extension to LinkedIn‘s services.
I’m sure there are drawbacks I’m overlooking due to my enthusiasm, so please– point them out in the Comments section. I am looking forward to feedback on this one; don’t let me down!