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Ideas, tools & reflections for managers, leaders and business owners. -- Keep in touch: http://www.xeeme.com/MartinGysler
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Why Good People Can't Find Jobs -- What You're Up Against - Vault: Blog

Why Good People Can't Find Jobs -- What You're Up Against - Vault: Blog | BUSINESS and more | Scoop.it

There's a serous disconnect between companies and potential employees in the United States—one that may be holding our entire economy back. And, contrary to the conventional wisdom, it's a problem that has been caused—and can only be cured by—companies. So says Peter Cappelli in his 2012 book Why Good People Can't Get Jobs. 

 

In Cappelli's view of the state of the modern employment landscape, there are several issues preventing companies from finding the talent they need—and none of them are related to the conventional cries from businesses and the media about a lack of talent in the pool, or the failure of the American education system to turn out people with appropriate skills. 

Martin Gysler's insight:

The problem, reported in this excellent post, is experienced by many people around the world, not only in the United States. It explains, inter alia and in simple terms, why the automatic filtering does not work.

 

Peter Cappelli points the finger of blame at two major, and interrelated, factors: the process that companies are using to identify potential hires, and their refusal to offer training or onboarding time for new employees.

 

This comment who say: "As long as computers are doing the filtering, human judgment and risk-taking is minimized, and employees are expected to already come with a full and complete toolkit, we will live with a paralyzed, constipated economy that does not facilitate moving promising candidates into new positions." is another problem, who brings another element who complicate life from job seekers.

 

Cappelli concludes with the observation that: "The time has finally come for employers to develop a more realistic sense of what their own interests are with respect to workforce issues and what best serves both their interests and the well-being of society as a whole."

 

In my opinion, our system needs to change its HR approach that can have fatal consequences for the future of the economy.

 

What is your opinion about it?

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Jacob Maddox's comment, May 11, 2013 10:35 PM
Cappelli's view is right on. The HR systems of most US companies, which could be also said of global international businesses is riding the fast train to failure. Computers will not allow a fantastic potential employee to get in front of the decision makers of the position, if their resume does not match the computers screening process. In my opinion we need to get back to old fashioned screening of meeting either in person or through live web session to analyze and determine the capacity and skill sets that matter to the company.
Martin Gysler's comment, May 12, 2013 5:07 AM
Jacob, your opinion is the same as many people in the world. Maybe someone will hear you ;-)
Veenaga Bhushan's curator insight, June 5, 2013 9:39 PM

Good people never go merry go round to make their immediate destiny, they wait for the person, who identifies the diamond when it is in the core.

 

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5 Ways to Kick Start Your Social Business

5 Ways to Kick Start Your Social Business | BUSINESS and more | Scoop.it

The social business market is changing and evolving continually. Enterprise tools are about integration, fit to purpose and enabling capabilities, much of which will and does depend on current systems.


The line between marketing and HR appears to being redefined as we enter the era of the social business. Whilst a CEO will clearly be able to point to a set of strategic responsibilities for HR, the role of HR is evolving as employee engagement, branding and business strategies blend to create a broader social ecosystem.


Businesses are becoming more open and transparent as the line between customers and employees becomes blurred, communications open and people can clearly identify the match of an organisational culture to the brand promise. Do people act pro-actively in customer service, are they really focused on employee development, corporate sustainability….does this organizational still make sense?


Read more: http://www.tribalcafe.co.uk/social-business/social-business-10-ways-to-kick-start/

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The End of a Job as We Know It

The End of a Job as We Know It | BUSINESS and more | Scoop.it

The concept of a job, as we know it, is starting to go away.

 

Over the last year I've been speaking with many corporate business and HR leaders and have heard a common theme:we need our organizations to be more agile. We need to redesign the organization so we can learn faster, communicate better, and respond more rapidly to change. This quest for the agile organization has changed the nature of what we call a job.

Martin Gysler's insight:

I think the time has come to change something in our world and how companies manage their staff.

 

These Five Ways High-Performing Organizations Manage People looks good:

 

- They reward results and expertise, not position.

- They break down functional silos and facilitate work across business functions.

- They reward continuous learning and “learning agility.”

- They hire for values, innate skills, and fit, not for experience.

- They encourage and promote horizontal mobility.

 

What is your opinion?

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Martin Gysler's comment, January 16, 2013 4:36 AM
Yes David, a long time ago that things have changed ... finally happily. I think you gave good advice to your children, who will always be on the safe side if they focus on life and relationships.
Martin Gysler's comment, January 16, 2013 4:43 AM
@ Don - I read an article last week on the same subject and I think you say right that deep skills are (or should be) the currency of the job. More and more companies have understood this reality today.
Martin Gysler's comment, January 16, 2013 4:54 AM
@Trumans - Yes, I totally agree with you. Relationships and our network is more important than ever. It is sometimes simply complicated, for me, to set a limit ... :-). Your training seems to be great, if you can put together five acronyms and if those who follow the training understands the strong message sent.