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BetterFit is a work in progress. It was born out of the observation that the job application process is:
wildly inefficient: Vast amounts of time are wasted on both sides of the application process, filling out / reading applications that are not a good fit for the opportunity in question.
Neither employers nor potential employees are happy with the tools that exist for matching talent to opportunities and finding the best person for the open role. This ties into my passion for [[muda]] and efficiency; it frustrates me to waste time applying for jobs, often re-creating the same or similar content over and over and it has been frustrating to spend hours working through stacks of resumes and cover letters only to discover that the interviewee was not a good fit.
woefully un-interactive: Applicants submit their applications into a black hole, often never hearing back or getting a template email response approved by legal and HR that says little more than thanks, but no thanks...and good luck. There are no feedback loops to inform a candidate about how their application was not a good fit for the role, what other experiences they might have included to make a more persuasive case for their application, how they might learn and improve - just silence.
misguided: in anincubatingeffort idea.to It'snot disclose their willingness to pay, employers most often do not post the compensation details for a given position. This dynamic typically continues through the process; the application and interview take place before compensation is discussed. I love how Liz Ryan talks about this broken dynamic. Leveraging the traditional power dynamic between employer and applicant, companies often drive to force the applicant to disclose their reservation price. While this can be an effective negotiation tactic, as an approach to a conversation and potential long term relationship, it reflects an unhealthy dynamic and zero-sum mentality. This is one reason the majority of applications in [[Justin's dynamic application playground]] have salary or salary ranges listed; it's a screening criteria for me to consider a job.
BetterFit aims to solve these and other issues identified in the current state to make the matchmaking of opportunities and talent better, to help both parties find better fits to improve the dynamic for everyone involved and make the world a better place.
BetterFit is related to Schlep 2 Work: Proximity-based job searching made... smarter. Schlep to Work was born out of the shared experience of wastingandhundreds spending hundred of hours commuting.
commuting: 3.4 million person years per year in the US, alone. We can do better.
As Schlep 2 Work was born of shared experience, BetterFit is a concept forged in the shared travail of job seeking and hiring. None of it seems to work optimally. The process causes frustration, consumes vast amounts of time, much of it wasted (see [[muda]]) fails to capture the full picture for either party, and as a consequence delivers suboptimal and sometimes downright poor outcomes.
We can do better. I met my partner on OK Cupid. We BOTH answered hundreds of questions EACH with varying levels of attributed importance and detail. Contrast this with the typical outside hiring process where a candidate applies based on a description of a job, the content of an about us page and sometimes colleagues or weak ties [[LinkedIn]] who work at the company of interest. How we can trust corporations aside, it is difficult to have much insight about the team before meeting them in person and typically this happens during 1-5 rounds of interviews. Oh the time we spend...
I've told a lot of people about Schlep 2 Work: where the BefferFit rubber meets the would-be and literal road; travelling hours and hours back-and-forth every day made me realize the dramatic inefficiency of our distribution at our various jobs. In major cities, it is a statistical certainty that two people are one-another's commute doppleganger's, if you will -- each one leaving a home close to the other's place of work where they do exectly the same job on the same team.
[[favorite rejection email templates]]
wildly inefficient: Vast amounts of time are wasted on both sides of the application process, filling out / reading applications that are not a good fit for the opportunity in question.
Neither employers nor potential employees are happy with the tools that exist for matching talent to opportunities and finding the best person for the open role. This ties into my passion for [[muda]] and efficiency; it frustrates me to waste time applying for jobs, often re-creating the same or similar content over and over and it has been frustrating to spend hours working through stacks of resumes and cover letters only to discover that the interviewee was not a good fit.
woefully un-interactive: Applicants submit their applications into a black hole, often never hearing back or getting a template email response approved by legal and HR that says little more than thanks, but no thanks...and good luck. There are no feedback loops to inform a candidate about how their application was not a good fit for the role, what other experiences they might have included to make a more persuasive case for their application, how they might learn and improve - just silence.
misguided: in an
BetterFit aims to solve these and other issues identified in the current state to make the matchmaking of opportunities and talent better, to help both parties find better fits to improve the dynamic for everyone involved and make the world a better place.
BetterFit is related to Schlep 2 Work: Proximity-based job searching made... smarter. Schlep to Work was born out of the shared experience of wasting
As Schlep 2 Work was born of shared experience, BetterFit is a concept forged in the shared travail of job seeking and hiring. None of it seems to work optimally. The process causes frustration, consumes vast amounts of time, much of it wasted (see [[muda]]) fails to capture the full picture for either party, and as a consequence delivers suboptimal and sometimes downright poor outcomes.
We can do better. I met my partner on OK Cupid. We BOTH answered hundreds of questions EACH with varying levels of attributed importance and detail. Contrast this with the typical outside hiring process where a candidate applies based on a description of a job, the content of an about us page and sometimes colleagues or weak ties [[LinkedIn]] who work at the company of interest. How we can trust corporations aside, it is difficult to have much insight about the team before meeting them in person and typically this happens during 1-5 rounds of interviews. Oh the time we spend...
I've told a lot of people about Schlep 2 Work: where the BefferFit rubber meets the would-be and literal road; travelling hours and hours back-and-forth every day made me realize the dramatic inefficiency of our distribution at our various jobs. In major cities, it is a statistical certainty that two people are one-another's commute doppleganger's, if you will -- each one leaving a home close to the other's place of work where they do exectly the same job on the same team.
[[favorite rejection email templates]]