Talent Management – Part 3
In part one and two of Talent Management I wrote previously, I talked about Just-In-Time resource management.
In this part, I am going to talk more about the way companies are hiring at the moment and how this can all change with Web 2.0. Let me start by showing you this quote:
The CV is typically a tool used to gain an applicant an interview, where the ability to shine and truly “colour” one’s experience should come. Is there the need to fast forward some of the ability to expand on experience onto the resume or is the resume best left as is? When is “good enough” actually just as it sounds?
-Ian Da Silva
Personally, I think the CV is a whole lot of rubbish, you make things that you have achieved sounds nice. Also alot of people lie through their teeth in CVs. Recently a mate of mine was hiring a number of Java developers in China. 100+ people responded and everyone claims they have excellent Java skills. My mate got suspicious as some of the stuff written in the CVs doesn’t match up very well and decided that all applicants have to go through a simple java coding test. The result was that only EIGHT people managed to code that really simple piece of code. You might say that this is an extreme case, which I agree as well but I am sure such things happen widely but not to such an extent in other developed countries.
I find it appalling that some companies use a tool to electronically read through all the CVs that comes in, through an algorithm, CVs get “accepted” or “rejected”. I understand that these people gets alot of CVs and do not have the time to get through them all in a day. However, I feel that the CV is already not a very true representation of oneself and plus the tool to electronically read through your CV, that really doesn’t cut it for me. Hiring someone to do the job is not about the number of years the person has been doing that job scope nor which company they used to work for before. There are so much more to hiring the right person. Things like attitude, aptitude, their career goals and things that they are interested in.
Just look at how senior directors and CxOs are hired. They go through an indepth analysis of their history, character, capabilities and behaviour. However going through this exercise can be rather costly if done manually. So I am here to propose the Web 2.0 way of hiring the right person. With many companies currently going out to linkedIn, facebook and other social networking sites to understand potential employees more, this is probably the first step of understanding more about their potential employees. Many employees have blogs as well, may it be personal or professional, it is probably the best platform to understand the way an employee thinks and operates. The more stuff that an employee puts online, the more you can understand about that employee.
To save time and cost, I believe an aggregation of a person’s profile can help to tell a true and clear story. From Facebook, MySpace, linkedIn to participation in SourceForge, TopCoder or any other professional development forums can help to understand the employee more. Such publicly available information of oneself when aggregated and studied can give the employer the best understanding of the person other than CVs and interviews. Tell me what you think…
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