The Hurdle Between the Jobs the Jobseekers - CareerEnlightenment.com

Facebook profile pictures are moving to videos, the iPhone camera now defaults to recording a second’s video rather than just capturing a photo, and YouTube continues to be one the most visited websites in the world. If a picture is worth a thousand words, then a video is worth a million. The resume needs to adapt to help employers have meaningful information, and to give jobseekers the chance to demonstrate why they are the best fit for the specific role. In industries that we work with watching a video clip of someone responding to a difficult customer can make all the difference.Guidance and SupportJob searching is not easy. Teenagers, people who have struggled in securing employment in the past, new immigrants, graduates, and many others need help with this often difficult to navigate process, wherever they may be. It’s interesting how innovative e-commerce brands like Warby Parker decided the online shopping experience was not enough and needed to be blended with an offline store experience. The same is true with people searching for a job, why do we assume, just because a job is posted somewhere online, that everyone knows where it is and how to appropriately respond? Or that they have a computer or data plan to access that posting in the first place?We need to capture jobseekers in easy and efficient ways, both on and offline. Jobseekers often have a feeling of frustration, vulnerability and need additional assistance. We need to put some power back into their hands and provide the tools to allow them to connect and get the right job for them.  The Store ManagerStore Managers in industries we work with are tasked with a certain amount of responsibility over hiring, however they are not trained recruiters, nor is hiring their top priority (store sales trumps). Not only is there a hurdle mentioned above for the jobseeker, there is also a significant one for the hiring manager.In today’s highly competitive and ever-changing high street the Store Manag er needs to focus on hitting sales targets, and doesn’t have the time, training or background to act as a professional full-time recruiter would. They are predominantly on their feet, meeting customers and managing their employees, and so recruiting in the traditional sense is seen as a burden and distraction. They often don’t have easy access to a computer, and find it difficult to see what they need from a resume in fast and sometimes urgent hiring-cycles. This results in speedy decisions. We are all aware what high-turnover results in: low-morale, re-hiring and re-training.We need intuitive and consumerfied products built specifically for the Store or District Manager. Provide them with simple ways to review jobseekers from any device and be provided with the relevant data that they need to decide whom to progress forward through the process.And (without getting too technical), today’s progressive ATS companies (such asiCims â€" an Apploi partner) are developing strong sets of APIs, to allow for this all to happen, and to ensure everything can be captured, managed and tracked through the company’s ATS.In Summary:So this is a big challenge, but not one that can’t be solved! The motivation to solve this should be immense; after all we are talking about millions of people’s livelihoods and sense of purpose. This challenge is not going to disappear, but will only become more apparent, as the generation born holding an iPhone will soon be entering the workforce.This article is from  Apploi  and was  published on Jan 18, 2016.