Jobhop Jobhop's blog : Job Hopping And The Jobhop Mission
Simply put the Jobhop mission is “To Make Employment Human”, just by saying that statement usually gets nods of agreement and comments like, “about time” or it stirs up emotions for people who’ve had bad candidate experiences.
So, what do we want to achieve by making employment human?
No Barriers
We think it’s wrong that the only opportunity a candidate get’s to ask questions about a company they’re thinking of joining is if they’re invited along to an interview. Candidates should be able to ask anyone questions at the company, whether that’s the book-keeper, marketing manager or the CEO, that way they can find out if it’s their dream job or not. We’d like social media channels to be open for this, as well web chat, live streaming and pop-in days so candidates can find out more. Companies need to be transparent, if candidates do have to apply to the recruitment officer, then let them have a name and allow them access to that person. Something like this would be fine: Apply to Jane Peters, the recruitment officer. Jane is tweetable on Twitter @JaneRecruitment for any job-related questions. One of the reasons why we’re currently developing communities on Jobhop is to give candidates direct access to employers, to ask questions, to find out about the culture, to understand the company mission and vision. By the time a candidate gets invited to an interview, the recruiter won’t need to ask the question “what do you know about our company?”, the recruiter would know what the candidate knows from the education they received in the community.
Candidate Experience
We want every candidate to have a great candidate experience, from how they apply for a job, the job interview and post job interview. Currently many candidate experiences are poor, candidates are left waiting about, with no reply and no feedback, many are told “if you don’t hear from us it means you haven’t got the job,” that’s just shocking!
Companies fail to realise that their candidate is also a consumer who has social media at their fingertips. Job candidates are connected to many other consumers who do not like companies who have no respect for people. It will also come to a point where the company stops attracting any good applicants, the reason is that their employer brand is tarnished, word has got around on social media and good
Company Culture
When companies understand that a happy, positive company culture can help attract and retain great employees, then employment will become a lot easier for them. It baffles us when an organisation has an awful company culture and wonders why they're always losing employees, then also wonders why they always have trouble recruiting.
Promote Job-Hopping
Job hopping is normal now, the average age of a job is three years. The sooner companies understand that job-hoppers are eager, adaptable, innovate, well connected as well as hyper-connected then the sooner they will realise their worth and help them job-hop within the company instead of to a competitor. There’s nothing worse for a job-hopper than the idea of being in the same role, doing the same thing, day after day for years; they need to stay fresh and relevant. Job-hoppers want to work where they love doing what they love, but they have to grow; employers have to help them with that.
Job hopping in the tech industry is known as “The Silicon Valley Promotion” it’s completely considered the normal thing to do, and that has now trickled out into other industries.
We want to help companies understand the positives of job hopping and help promote job hops within the organisation and not have to lose great employees because they’ve job hopped to somewhere else.
Education
We want to educate our hoppers on how to market themselves so they can get their dream jobs, as well as educating employers, so they can learn to attract their dream employees.
We currently do a lot of work with companies helping them to understand the power of a social flow, the importance of social media training, employee advocacy and social recruiting; we want to develop that even more.
We also want to educate students, showing them how to get in front of employers and use social media differently and strategically, as well as their usual chit chat to friends and family.
Reaching out to teachers is also on our agenda, we believe that if teachers can empower their students with digital, social media and technology then, it will help them get their dream jobs. It will also help employers who won't have to worry so much about their trainee making a big blunder on social media because they would’ve been taught about the do’s and don’ts at school.
Our education is extremely important to us, we keep feeding ourselves knowledge, we must never stop growing and we want to be able to pass onto others what we have learned.
No more CV’s
We don’t like the traditional CV, two pieces of A4 paper with everything crammed onto it! We can’t understand why companies still ask for a CV when all they need to do is reach out to read the applicant’s online profile’s, read their blog, watch their Youtube channel or listen to their podcast, many employers are still hanging onto the past, they don’t like change. What top candidate is going to wait around for an employer to peruse their CV? While one employer is reading the CV another employer has connected with them on Twitter, skyped them and is now schmoozing with them to make sure they don't work anywhere else!
We want to change the CV mallarky! Now, these CV’s we like and this one is just amazing, CVs have come a long way, employers need to accept that and move with the times.
This is our mission, we may add to it as we go along our journey, we're bound to see something else we'd like to change!
JOIN Jobhop and spread the word.
- Expert