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Engage and Mull 

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Peter Jones OK, M Ichael, so the next issue is employer tick box mentality.
Recruiters do simple scans to make sure key words are present¹.
Unless candidates get through that, they don't appear on any interview short list.
This leads to candidates "tailoring" CVs to fit job specs, sometimes beyond credibility.
The people who appear on shortlists are often best at tailoring, not always best at the job².
Recruiters should look at social media, but most are too lazy, and again leave it to the recruiter, who are also often lazy.
And yes, graduates are a focus, but they cannot have the experience employers often look for in more senior roles.
Another issue is that employers think they can pre diagnose problem solutions instead of concentrating on problems and allowing candidates to offer solutions and adaptability.
Again, some employers have seen there is more they can do, but they are in a minority ...

Unlike · Reply · 1 · 21 hrs

1. Filtering by key words, not by meaning. - DVS

2. Death of CV - DVS

Unlike · Reply · 1 · 17 hrs · Edited

Peter Jones The key switch needed, M Ichael, is to wrest control from employers, and give it to job seekers¹.
Underpinned by union driven laws, agencies are legally barred from seeking fees from job seekers².
This means as pay masters, employers get to drive the skill seeking process, and are often lazy, and quite often negligent in doing so.
All this is action research of mine, through discussion with the UK founder of Speak to My Agent, who is attempting to disrupt recruitment.
Elsewhere, in Grassroots Education, someone wrote that stress is driven by meaningless occupation. So true.

Like · Reply · June 4 at 5:31pm

1. SMNZ Project Motivation

2. Employment Agencies are Free for Job Seekers

Peter Jones Last thing, M Ichael, sorry to swamp you with so much action research, but we need to break the tick box skills mentality to some degree.
What employers really need are self learners¹, people who can fill gaps on their CV, and bridge gaps in employers skill sets.
Employers moan about skills shortages in the typical way, short termist, without thinking that emerging skills will always suffer shortages²: looking for three years experience cannot be a workable solution.
This is why Green Energy has taken so long to take off, employers kept wanting ten years experience, when what they needed was adaptive project managers ...
So what I'd like to see is a skills development³ component, showing how important learning is in individuals and to organisations.
And elsewhere I've seen comment that "learning organisations" as a movement has stalled, if not struggling for its foothold. But I think conditions to re establish the concept are quite advantageous, if we can only find team members who see those connections.

Like · Reply · June 4 at 5:40pm

1. Self learners are added to the Job Seeker Psychometry Feature: SMNZ Platform Data Structure - DVS

2. Factors Limiting Development of Civilization

3. Skills Development is added to

SkillMatcher NZ Platform Requirements

. I am not sure how to influence Employers. - DVS

Dmitry Sokolov Peter, "M Ichael, I like the idea of a communication network, would help role descriptions get better, something which suffers today from lack of quality.
Also need to assess candidate attitude and adaptability.
ABSOLUTELY ESSENTIAL in the social media age."
Absolutely!!
What we are trying to create is a feedback based recruitment. Employers are giving feedbacks to Job Seekers, JS give feedback to Employers. We may think of everything transparent, or indirect communication of the feedback, via "anonymous" and statistics based.

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