Here are three more items concerning current developments and the future of job searches, which were posted on LinkedIn in June-July 2017.
An article by Tara Siegel Bernard on job seeking which by the way underscores the asymmetry of development of technology in the job market. The article, which focuses mainly on people just entering the market, notes the increasingly automated way that recruiters handle resumes, and offers advice for the manual preparation of materials by job hunters for that environment. No comments therein about the juxtaposition. More to the article, including mention of getting offline. But to the extent we’re working with tech, I still think that in this digital age, job seekers need a set of time-saving and output optimizing intelligent tools, which they control, in order to better interface with automated and increasingly intelligent systems on the hiring side.
That job hunting will become obsolete – at least in the way we currently know it – seems pretty clear. But exactly how will it change, and what will we have in its place? This Inc. Magazine article sees algorithms that in effect see all and decide who to hire. Is development in this direction “a runaway train” as author Geoffrey James sees it? Or is there a chance for development of automated “AI” processes that serve job seekers (and work under their control)?
Nice short piece by Lindsay Tanne on aspects of the hiring process that matter more than the resume. Appreciate her remark “… by the time today’s students graduate from college, I’m not so convinced that resumes will – or should – bear the weight they have in the past.” Worth adding that technology is hastening this transition, likely transforming the ways that one’s record and experience are conveyed.
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