Our goal is to put love and positive energy into the universe to improve the collective condition of humankind. Helping people find meaningful jobs in areas that aim to serve humanity is the conduit through which we try to fulfill our larger purpose.
Manifesto
The modern-day application process is ruled by the efficiency of the online resume submission, but is fraught with a litany of pain points for both candidates and hiring managers.
Most job engines allow candidates to apply to multiple positions at the click of a button once they upload a resume or fill out a lengthy application.
Because so many people utilize the quick apply function, hiring managers usually don’t make the time to respond to candidates whose resumes do not meet certain criteria. Candidates rarely hear back about an application and so apply to many positions and perpetuate this vicious cycle.
Hiring managers may use a filter process based on application qualification questions, but primarily, it starts and ends for the applicant with a resume. Somehow, all they are or can contribute is seemingly reduced to this resume shorthand. In their own confusion about how to effectively evaluate applicants, employers equate the skill of resume writing with the ability to perform. Hence the cottage industry of resume consulting exists and thrives making a near mockery of this whole process.
These mutual “ghosting” dynamics are a wholly predictable outgrowth of the present-day adversarial employer-employee relationship. Because of the lack of an understandable response by the employer or would-be employee, there is an entirely symptomatic result: Ghosting by employers begets ghosting by employees.
We might ask what can be done to improve the process of applying for a job and possibly halt this pernicious whirlpool of discontent. The solution is perhaps as simple and as complex as listening. We first need to accept that a resume does not and cannot represent what someone ultimately brings to the table. The resume shows a small bullet point summary of work history, but fails to convey any of the soft skills and real-world experience that make for a great team member.
As such, the initial application needs to be more than simply submitting a resume or filling out an application and answering a couple of questions about years of experience. It should give the applicant the respect of allowing them to explain why they would make a great fit. This small change can begin to have repercussions farther up the line. By allowing someone to be heard at the outset, a precedent is set that the employee is given the platform to be heard in other aspects of the workplace as well and that they are not just a replaceable cog.
Our simple solution is to let the potential employee tell us in their own voice why they would be a great fit for the position through an audio or video response at the very first moment of applying. We seek to bring humanity into the hiring process by empowering people with the agency that they matter. We are leveraging technology to bring us back to a time when an employer first met an applicant face to face, where character held weight, and a person was more than buzz words and resume scores.