To cut costs, a job needs to be standard and be aimed at standard workers, so that recruiters can look for candidates using keywords and quick screening methods. As one job ad attracts huge number of responses, standardisation means less time is spent on filtering. As a consequence, the role of recruiters is reduced to simple clerical work, which is the code for it-can-be-automated.
Unrabble.com does exactly that: take the pain out of recruitment process into the pleasure of ticking online boxes. Recruiting now is fun. Or, is it?
Like many fresh innovative and promising start-ups the solution looks really good. The data entry screens, the filtering algorithms, the graphs & charts are bliss. It’s a pleasure! You have evaluation tools, collaboration tools and productivity tools. You have everything.
Unrabble looks really great. It is online, it’s clean and it is clear. The problem starts when it comes to translation. Not to be too negative, but this is a bit like the Heidelberg theory of uncertainty which says that you cannot measure simultaneously space and time with precision. The equivalent theory of recruitment uncertainty is that you could not simultaneously be precise about activities and personal skills in the same time. If you focus on activities using exact measures, then you lose clarity about what the real skills are. If you focus on personal skills, you lose clarity on activities, which is the problem with resumes that have “fluffy” narrative. Personal skills could be described by putting together activities and outcomes presented in a certain light. Same activities could determine the formation of multiple skills. By using precise time based descriptors, only one picture can emerge, which is eventually quite inaccurate impression of who you are, or what you can do. This prevents the candidates from highlighting the skills used during the experience that are relevant to the job.
I mentioned in a previous post that employers are increasingly looking at prospective employees as actors joining a crew in a movie set. How will Unrabble help employers recruit the people that really fit with their business culture and work style?
It seems that we are induced to cultivate a set of standard quantifiable skills that could be easily employed in freelance/crowdsourcing model, in which project teams are assembled based on these quantifiable skills. We are becoming virtual characters with digital attributes, measured, manipulated and moved around in a huge real-life Moneyball movie set. The ugly side of crowdsourcing is that we become numbers. The good news is that this is not the whole story. Innovation needs creativity and creativity needs human skills that are hard to quantify, free flowing individual expression, knowledge and intuition, and human relatedness that are essential in creating great teams.
If I had a crystal ball, and I was a good reader, I would say the future employment is a combination of the two. We will need to be able to find short term opportunities for which our skills are a perfect match and which are discoverable over Internet using standard definitions and indicators, but we also need to explore opportunities based on personal relationships in which we work as part of a team creating new products in a start-up style. This may lead to the creation of other jobs, and if the venture succeeds it will either become large or it will be assimilated by a larger organisation. Growth will lead to clear labour division and the future employees will be the ones hired on the basis of standard skill set.
How would employers evaluate your suitability of the traditional resume structure is too rigid to be used as a good measure? The answer is your online identity, your personal brand that is being created over the years through layers of interactions, contributions to discussions, publications, opinions and associations. This will trump the resume as an indicator of who you are. A perfect resume can be written in one day, but the identity takes a life time to build.
Your online expressions are gradually painting a complete picture of you, a much more comprehensive description of your skills as a potential cast member in a creative project. Employers will use virtual identity that to evaluate your suitability. Is that scary? Maybe not, because of the variety of needs and circumstances, there will always be something out there that suits our personal expression and ability to solve problems in a creative way.
What happens if you don’t have a public online identity? I suspect that over the next decades the answer to that question will be: you don’t exist.
I am the first to admit, that I am not a public performer, and yet it doesn’t take to be an Oscar trophy holder to recognise that nowadays excellence in customer service is more than just a scripted process in which anyone can learning by memorising the steps and procedures after one day training. A great customer services needs people with emotional skills with attitude. This trend is not purely driven by the supply side, but also by the demand: you and I respond much better to people who can show empathy, are good story tellers and have a great smile.
I was watching Mentor on Bloomberg and following the conversation between the Jamba Juice CEO James D. White and Drybar CEO Michael Landau. As James entered first time into the Drybar salon, Michael was explaining to him how the business operates. James has an incredible experience in business having worked for Coca-Cola, Gillette and Safeway stores with expertise in brand management and marketing. Michael was reporting in a happy, passionate but measured demeanour how they struggle to cope with demand. The design of the salon limits the number of seats to eight which is not nearly enough to satisfy all those who want to buy their service. The key aspect of Drybar’s business is to offer to their customers a great experience, which is not only about having the hair done well, but make them feel as if they go to a bar where you order your service off a style menu. It’s all about the experience
Michael said they hire people carefully to make sure the best experience is created. He explained to James that the recruitment process is more like casting. Those who are hired have to have the right attitude. James acknowledged the comment and said that at Jamba Juice the staff is selected based on the idea that they are performing in front of an audience and they have to feel comfortable in that role and be good at that. The staff needs to have the right energy level.
This simple exchange of experience suddenly made me realise, that in fact this is what we want from any service, not just those that have an obvious artistic element. This is what Howard Schultz noticed when he studied thousands of coffee bars in Milan, Italy when he was really intrigued not only by the professional knowledge of the bar owners, but by their chatty, familiar and almost theatrical relationship with their customers.
We talk a lot about knowledge and competency when we evaluate a person, but we do recognise later that the ability to work in a team is important. Somebody once said that there are three questions you really need to answer when you face a job interview: can you do the job, do you want to do the job, and can you work with the team (or can the team work with you). I think this should be extended to include your clients: can they work with you?
Performance is about the ability to create a positive emotion that unlocks motives, passions and readiness to connect. This is not only about closing a monetary transaction, but an emotional deal too. It is a healing process. When your customer has a positive experience, the stress level just goes down by a notch and for that, he or she is ready to do business with you and come back at another time.
Knowledge is not enough. Performance needs to be added into the mix. This is a bit tricky, because performance cannot be learned by reading a manual. It is attached gradually through life experience. It depends on the environment you lived in when you grew up, the people in your entourage and your cultural fabric.