Just like that, Google has entered the job recruitment industry. This is game changing. Currently, 70 percent of job searches start on Google, typically leading to dedicated recruitment sites where the rest of the hiring process proceeds. There’s a good chance that you yourself found your job using Google in this way. However, perhaps tired of being the middleman, Google now wants a larger piece of the pie.
Over the past two months, my company Kolmeta has been growing exponentially. So much so that I’ve decided to go all in on entrepreneurship and focus solely on moving this company forward. If you want to read more about my departure from the corporate world, you can here. But that’s not what I want to focus on as it relates to this transition. What’s important now is that I’m truly putting my money where my mouth when it comes to this extreme experiment in salary transparency. And there is no better or more authentic time to share what’s behind the curtain than right now.
The cover letter is antiquated, and it needs to be discouraged.It reduces applications and its content can result in mis-hires. Yes, overall the traditional cover letter is a dinosaur that is well on its way to extinction. But if you want to improve the hiring process, understand the reasons why you need to discourage them upfront. The harm that cover letters can create can be categorized into three areas: discouraging applications, opportunities for mis-hiring, and wasting a recruiter’s time.
If you’re reading this article right now, I’m guessing you’re the type of person who likes to consume anything you can get your hands on about TA. Anything from articles, blog posts, social media posts, videos, podcasts, reddit, conferences, and whatever other new channel gets thrown at us (TikTok, anyone?). And you do all of this to help learn and grow. I’ll even take it one step further and surmise that you are on top of not just the best-in-class TA strategies but that you are also intimately familiar with all the newest technologies in TA from AI to automation to CRMs to Tengai.
Job hunting isn’t what it used to be. Technology has transformed the process from painstakingly walking door-to-door handing out printed resumes to applying for positions with a simple click of the button. It’s only a matter of time before technology revamps the uncomfortable task of salary negotiation.
Yes, job interviews have been a tradition for well over a century. But we now live in a world where many new developments threaten the accuracy of interviews by transforming them into more like a version of liar’s poker. For example, candidates can now easily identify their likely interview questions and even the appropriate answers in advance, using the Internet. And, it is rare, for a candidate these days not to thoroughly practice their interviews over and over on their mobile phone camera. As a result, interview assessments are now often over prepared to the point that they are tainted, and they don’t accurately predict on-the-job success.
If you are familiar with the topic of autism and the workplace, you’ve likely noted that extensive time and energy is dedicated to the way in which an autistic job seeker can change their presentation style in effort to get hired. I was recently contacted by a job candidate on the autism spectrum who wrote:
The world of work is shifting more rapidly than ever before. But while some trends are written about ad nauseum, other key trends may not receive the attention they deserve. We read about robots and work-from-anywhere and millennials as managers, not to mention skills-based hiring and all things “agile workforce.” We know tenure is trending down, “worktirement” is trending up, and that school curriculums are not keeping up with the ever-accelerating pace of technology. And in the U.S. on the doorstep is 10,000 Americans a day reaching retirement age — a demographic boom leading to a 20 percent senior population by 2035, the highest in history.