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BUSINESS and more
Ideas, tools & reflections for managers, leaders and business owners. -- Keep in touch:
Curated by Martin Gysler
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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 |

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?

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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What If You Don't Want to Be a Manager?

What If You Don't Want to Be a Manager? | BUSINESS and more |

Seventy-six percent of employees don't want their boss's job. So what's their career path?


Imagine that you've invested years of blood, sweat and tears at work, and have successfully climbed the corporate ladder, only to wake up one day and realize that you sort of hate what you're doing. Sure, you used to love it, and the more successful you became, the higher up the ranks of management you went. But now, instead of doing the hands-on work that you loved, you find yourself buried in managerial tasks like budgeting and supervising people that leave you feeling numb at best. You find yourself in the ironic position where all your hard work and success have landed you in a job that leaves you feeling empty, frustrated, and unfulfilled. That's what happened to me. But how? Or better yet, why?

Martin Gysler's insight:

Are you on track in your career? If not, or if you are not sure, this post will give you an interesting insight into the different possibilities to change something.


The author explains that she was on the wrong track and has made the necessary changes to find his way, an excellent article.

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More of Your LinkedIn Questions Answered: Groups, Engagement and Job Seeking

More of Your LinkedIn Questions Answered: Groups, Engagement and Job Seeking | BUSINESS and more |

Your Questions Answered…
Every Tuesday night we do a #LinkedInChat on twitter to answer those driving questions you have that have not been answered. Since some of you can’t make the chat, I decided to ask my Twitter following throughout the week what they wanted to know. Each and every one of the questions and suggestions below could demand a full hour of LinkedInChat (and maybe we’ll do just that.) In the meantime, here are the questions for Tuesday’s LinkedInChat – brought to us from our great followers on Twitter!


For those of you who like to prepare for your chats with helpful answers and valuable website links – here are the questions:...

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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 |

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?

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.
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8 Steps to Getting What You Want… Without Formal Credentials

8 Steps to Getting What You Want… Without Formal Credentials | BUSINESS and more |

Michael Ellsberg has been a good friend since 2000.


In the last few years, he has made a study of self-study. How do the best in business do what they do? Using his findings, he has:


- Overcome a debilitating case of bipolar II (here’s how).
- Landed one of the most powerful literary agents in the world.
- Published not one but two books from major New York publishers, the second scoring a 6-figure advance.
- Found the woman of his dreams and married her.
- Built a well-followed blog on with zero prior blogging experience.


Most recently, Michael has interviewed the likes of fashion magnate Russell Simmons, Facebook cofounder Dustin Moskovitz, Facebook founding president Sean Parker, WordPress lead developer Matt Mullenweg, and Pink Floyd songwriter and lead guitarist David Gilmour. Dozens of iconic figures pepper his list of case subjects.


Why? Because none of them graduated from college, and he wanted to learn how they educated themselves. His findings were then encapsulated in “The Education of Millionaires.”...

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