Introducing HR3.0

photo by mysza831

RoundPegg was mentioned on NPR’s Marketplace program last week talking about HR3.0 in the context of the hiring process.  (Disclaimer: we may very well have made up the term.)

Despite that, we fervently believe in the idea behind it and want to define it a little more detail.

HR3.0 introduces transparency to the job search/hiring process.

Even with more of the hiring process moving online, we are only just now beginning to catch up with where the process was in the offline world 15 years ago.

That’s not to say the digitization and transition online hasn’t improved the process some.  But it’s mainly recreated what’s already existed into 1s and 0s and improved things at the margins (see after the jump for a brief history of the online job industry).

HR3.0 marks the day when the power of the Internet is brought to bear to actually do things that were difficult, if not impossible, to do in the offline world.  HR3.0 starts the process of changing the game.

At its core, it is about transparency.

Transparency to ultimately figure out whether you can work successfully within a company or whether a job candidate will return you a positive ROI.

That includes peppering who you know and their contacts for information on working at a company or peppering shared contacts to get the real scoop on a candidate.  It also means having the ability to drill deep into a company’s real culture or a team’s sub-culture or drilling into whether a candidate will be able to work well with a team.

Changing jobs/hiring is a massive commitment and one where the deal is typically sealed after a three dates.  If a job seeker makes the wrong decision the downstream effects could derail the individual’s career path for a couple of years.  And a bad hire costs a company a ton of money (~150% of compensation) and has ripple effects throughout the team.

The commitment for both sides though is largely psychic though.  Will a new hire ruin a team’s chemistry?  Will a new gig and manager make your life miserable?  Team politics (used neutrally – every team has them) can be crushing for a new individual who doesn’t quite fit.

Being able to put more of that work-style information in the hands of the players involved means better decision-making (usually).

LinkedIn and apps like BranchOut have made it much easier to be proactive in the process.  It’s much easier to collect information about potential managers and candidates alike to begin painting the picture of what working together may be like.

We at RoundPegg are taking an exhaustive, objective approach to help companies understand their culture and who best fits while GlassDoor has started on the other end and offers candidates a peek behind the wizard’s curtain.

Ultimately it all paints a better picture of whether the grass really is greener.  Calling provided references is a joke and asking your uncle’s college roommate what it’s like to work at GloboCorp is a silly, invalid data point of one.

The Internet is helping reveal the true drivers of workplace success and providing both sides the opportunity to do things differently (and better).

Welcome to HR3.0.  This is just the beginning.  It’s going to get really damn exciting especially when these approaches start to converge.

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“History” of the Online Job Evolution

Hiring 0.9

The Monsters of the world digitized classified ads to aggregate eyeballs and enlarge the pool of applicants.  Not terribly effective, but a necessary and lucrative first step.

Problem(s) solved:

* Not enough candidates know we’re hiring (company).

* I don’t know who is hiring (job seeker).

Hiring 1.0

Job seeker profiles allowed for more passive job hunting by candidates and, in theory at least, proactive recruitment.

Problem(s) solved:

* “I don’t want to hire someone who’s looking for a job” (company…and crazy)

* “I’d move if something better came along but looking for a job sucks and is a lot of work (job seeker)

Hiring 1.1

Semantic matching promises great things without much effect.  It creates a cottage resume SEO industry, but the idea of matching resumes to job descriptions has obvious limitations that become exposed after several companies are swooped up for tens of millions.

Problem(s) solved:

* Too many unqualified candidates (company)

Hiring 2.0

Hiring gets social…again.  Hiring has always been a social endeavor in the ‘real world’ (see: cronyism) but new and better tools exist that help make it more efficient (and less crony-centric).  LinkedIn, BranchOut and JobVite are obvious players helping the job seeker and hiring manager solve their respective problems.

Problem(s) solved:

* Every damn Tom, Dick and Harry can apply with the click of a mouse.  I need a way to filter through hundreds of resumes to find those that matter and starting with my employees’ friends is a good shortcut to identify quality (company).

* Submitting a resume is futile if I don’t know someone at the company.  It just gets swallowed by the Internet abyss (job seeker).

Hiring 3.0

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