Standout Jobs

The job market is a fascinating one. For all the changes we see online with social networks, blogging, etc. and for all the changes we see in the workforce (changing demographics, skill sets, etc.) companies continue to cling to the same tools they always have. At the same time there are lots of startups (including us!) and big players in the space, trying to figure out what to do next. So it’s a constantly changing and evolving industry, but also so entrenched in the ways of boring job ads and recruiting practices that the dichotomy is clear.

Penelope Trunk suggests five ways the job hunt is about to change.

All five of Penelope’s points are interesting and worth reading in detail. I want to highlight a few:

1. “Candidates will drive the hiring process rather than employers.” Penelope writes, “The conundrum of the new workforce is that they are always looking for a job, but furtively.” Her point is that young, successful, tuned-in people are always looking but not interested in being hounded by employers or recruiters.

   While I understand people don’t like being hounded, I do think there’s more room for companies to promote themselves and put their best foot forward. It just needs to be done in a non-aggressive, relationship-focused way.

2. “Companies will stop writing stupid ads.” No argument on that point. My preference would be for job ads that are culture-focused and personality-focused instead of focused on experience requirements (which are almost always inflated). Explain to me what kind of person you’re looking for, not all the nonsensical things you expect them to know to be perfectly suited for the job.
3. “The quality match will take center stage.” Yes. Yes. Yes. Rather than summarize Penelope’s point, let me quote her directly:
   

   “Companies are forced to invest so much in hiring candidates they can’t afford to make mistakes. And candidates have so many choices that they can afford to demand a great match. This means the matching process between company and employee is going to become personalized.

   Young people are loyal to brands, so another form of personalized job matching could come with companies interacting with people in ways that allow the candidate to know the company.”

   This is where I see the recruiting industry going. Personalized, on-going relationship building between candidates and employers. Companies representing their true, authentic culture & team in a way that gives candidates an unprecedented view. If candidates have the power in the job hunt, then companies need to give them the right amount and quality of information to make a judgment call on whether they should apply or not.