A flip board of candidates – pretty neat! Love it! 🙂

Neil – I think the bottom line is that companies don’t really benefit when it is too easy to apply. A two-step process would certainly be an interesting change. I do know everyone is thinking about these issues – employers and applicants. Thanks for your comment!

My suggestion would be for companies to require applicants to submit a cover letter and resume, run them through the screening software, the candidates the company is interested in then requests them to complete the application in full. We all know that submitting online is a blackhole but this way everyone saves time and money and the company has people completing their apps that they are interested in.

I’d also like to see companies that don’t look at cover letters in their initial review not require them or even state they are optional. It’s only fair to the applicant’s time if the company does not even look at them if they are submitted. Again, you could require one be written for those candidates the company is interested in.

But this transition phase of job seeking and hiring will continue to evolve, I think, until we get some type of new platform that links everything in an efficient and clean way. Maybe even in an “app” type environment. Not sure if you have an iPad or if you’ve heard of their “Flip board” app?

For those that don’t know what it its, you log in into your social media accounts, and it pulls interesting posts, articles, and pictures of your friends on facebook or your followers on twitter. Then it makes that information into a story board.Here’s their website http://flipboard.com/. Pretty cool stuff.

Maybe we’ll see something like that evolve into a portfolio for job candidates..

So, instead of linking to a FB page or Twitter account, you link it to a person. It pulls that person’s resume from LinkedIn, some pictures from their Facebook page, tweets from their Twitter account, and links from Google. In a perfect world, the app would only pull relevant information to the job that the recruiter is looking to fill. The purpose is you get a storyboard of the person you desire for a particular position.

Too bad I’m not a programmer or the son of a programmer or else I’d jump on that idea 🙂 Additionally, who knew my brain could function like this on a Saturday morning without any coffee!!! Thanks again for the blog, and I’ll continue to read!

Jim – Your comment made me laugh..”That is all on the topic.” Love that. And – thank you for reading! I’m thinking the qualified find quality jobs by creating online profiles (a combination of a social resume/personal website, LinkedIn/Twitter and maybe Facebook accounts) that attract employers who will contact THEM! I’m not going to enter the great “are job boards dead” debate, because I know there will continue to be many ways to advertise opportunities. I do believe the best, most successful and well-qualified job seekers will leverage the “push, not pull” technique (attracting opportunities instead of applying for them). What do you think?

This, ESPECIALLY this. That is all on that topic.

What is most interesting about this observation is the converse I would suppose. How will the qualified continue to find quality jobs in long-lasting career positions? How do you see the new generations changing the way applying for jobs looks like. Look into your crystal ball and give us a hint on what you think 🙂

Love your blog.