Prozesspotential - im Überfluss

Wie einige wissen war ich zwischen 2011 und 2013 (global) auf der Suche nach einer neuen Position, die sich mit meinen Kenntnissen und Erfahrungen deckt.

// ENGLISH As some of you may know between 2011 and 2013 I was on global scale on job search that are a fit with my strenghts, and skills.

Mit den seit 2011 erhobenen Daten kann ich bereits eine mehr als eindrucksvolle Studie zum Thema Fachkräftemangel in Deutschland (insbesondere Sachsen) aufzeigen. Wie unterschiedlich die Qualität der Rückantworten, und die Geschwindigkeit der einzelnen potentiellen Arbeitgeber ist lässt sich der vorliegenden Liste entnehmen (ab November 2012).

// ENGLISH With data gathered since early 2011 an impressive research study can be already made on the topic of skilled workforce. The data of the hiring/feedback process is very diverse as you can see in the publicly available overview (from November 2012 on).

I will definitely post an article about the perceived standing of some of the companies, and their in reality experienced behavior (especially in the HR department and job process). 

HR Electronic Information - over and over again:-(

Haven't you faced the same problem: applying for a new job via the web you ought to input your personal information into a HR portal!

Just imagine you have applyed for 10 such job. How much time has gone by and how much better could you have used it otherwise?

Lost time equivalent = 9 x 1 Hour x 100 €/hour/person x Persons applying online (for 10 applications you have initially put up one full completion) = 900 €/Person * Persons applying online (?)

Imagine there would be 5 Mio persons around the planet applying online in one given year. Then the lost time equivalent (LTE) would be 900 € * 5.000.000 = 4.5 Billion € per year!

Sounds a bit crazy, or? Just boil the 100 €/hour/person down to 20 €/hour/person and it still would be an LTE of 9 Billion € per year.

Enough for a business, don't you think?

Why do we have to give the information over and over again?

Shouldn't we rather see the following:

1. You provide the information once (as most employers use similar or even the same software for that)

2. Either the information is stored on your computer or a neutral clearing place from where your information can be transfered to the employers's HR programs

3. Updates possible - automatic notice to already transfered info

4. Providing a worldwide standard

What is lacking?

1. No knowledge exchange amongst providers of software, employers using it and its customers (US!)

2. Lacking trust on sharing information in the present communication ways

3. No connected software solution yet

4. Diverse single efforts around the world -perhaps!

So who is joining the new collaboration project?

Crazy ideas always start somewhere, and that is here!

Ralf