my 2c's:

_snip_
The job boards all of them (trust me I spend a lot of time on them) act as if they are a mass-market retail model, where the traffic is divided into two groups, Job seekers and Job advertisers.
_response_
i also spend ALLOT of time on job boards (too much in fact) ... i think job boards should be eliminated, they create too much work for the job seekers and job advertisers ... but we all know how much ad $ tmp makes so that isnt gonna stop ... the mass-market retail model is long standing in the short 10 years that ppl searched & found jobs/candidates online ...
IDEA = move the "boards" away from the traditional model (see above) into a "community based" model (more to rant on that lata)

_snip_
But the real change, the pivotal paradigm, is that over time people will rebel against systems. They will rebel against conforming to an internal system set by a company that they push out for the world to have to jump through. People will soon have the ability to create their vision of what it is they want and have this vision search for them.
_response_
agreed (mostly), but what do you mean when you say having their "vision search for them"??

-- jer

Pivotal,

Interesting comments. I enjoyed your insight however, I tend to look at the Micro rather than the Macro.

After ten years in this crazy business, I find that what is important is to realize what we can affect and change and what we can't. In other words I choose my battles wisely. The world is so big and vast and we are so finite.

As a tribe of Recruiters or HR Professionals interested in finding answers, I would say... don't drive yourself crazy with the details. Our Corporations will continue to grow and drive us crazy from time to time. Hopefully, we will continue to grow and evolve too, believe it or not... I was a non-conformist as a teen. Now I conform. I want to feed my kids, go on trips, and enjoy this madness.

Human Capital Management, ATS (applicant tracking system in my world), on-line assessments,Best Fit Methodology, Successful Search and Placement, Close Early, and Close often. When does the World stop.. I want to get off. I would stop this if I could find the key.

Honestly, I love the chaos. The battle, the Adrenalin of closing the deal, Can it get any better than this?

Your note struck a chord with me... I just completed installing a very good ATS, We completed an Organizational Competency Model a year and a half ago, we are now looking at how our selection process truly ties into the structured interview guides and the assessments. On-line assessments and Executive assessment centers are on my plate right now. We are looking to improve and ensure ROI on what we have in place. Cognitive abilities, personality profiles, selection instruments. Metrics or Mesurables,if it cant be measured it can't be improved on. Timing Metrics, Interview to Hire Ratio, submittal to interview ratios... Don't throw s_ _ t against the wall hoping something will stick!

I am glad I found a group who not only understands all this..I am hoping I have found a group willing to discuss and share victories and defeats. Why reinvent the wheel?

At the end of the day I think we all want the same thing... we want to be the best we can be at what we do. We want a little satisfaction, and we want to see our companies grow and accomplish great things.

Are we asking for to much?
Are our expectations to high?

We didn't even mention Diversity initiatives did we?
A Balanced Work Force v.s. Hiring the Most Highly qualified candidate... who cares to touch this one?

Good Meeting you and I look forward to your response.

Keep the faith,

JB