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    Ideate  john Ideate john Presentation Transcript

    • Ideate   Susan  Cox-­‐Smith   Design  Thinking:  Assignment  2  
    • Interview  Subject     “John”     John  is  a  man  in  his  mid-­‐ for=es;  he  has  two  degrees,   Business  and  Economics,  but   has  been  out  of  work  in  the   field  of  Customer  Service  and   Sales  for  over  two  years.  He   returned  to  school  to  get  IT   cer=fica=ons,  with  the  hope   that  his  prior  experience  will   help  him  find  a  posi=on  in  his   new  career  path  in  IT   maintenance  and   management.  
    • Problem  Statement   Older  students  who  return  to  school,  either  to  enhance  skills  or   to  shiN  career  path  or  profession,  are  oNen  excluded  as  viable   job  candidates  by  poten=al  employers  because  their  skills  and   experience  do  not  fit  neatly  into  current  assessment  standards   u=lized  by  employers  to  iden=fy  those  they  would  deem  to  have   the  appropriate  skills  necessary  to  fill  their  open  posi=ons.  
    • Idea  Generation   •  New  Format  Resume   •  Universal  Job  Applica=on  SoNware   •  Universal  Resume  Template(s)   •  Revoke  Key  Word  Search  SoNware  as  currently  modeled   •  Enact  Employment  Legisla=on  similar  to  the  European  model—6  months  trial  before   full  offer  of  employment,  harder  to  terminate  contracts   •  Blind  Submission  Resumes,  no  names,  gender  or  age  iden=fica=on   •  Expanded  LinkedIn  Model—Interac=ve  Resume   •  Widgets   •  Modules   •  Blocks   •  Tumblr  Resume  Model   •  Links   •  Samples:  Wri=ng,  Skills,  Design   •  Industry  Templates   •  Standardiza=on  of  Terms  and  Descrip=ons—Standard  Skills  Taxonomies  
    • Idea  Generation  (continued)   •  Registry  and  Na=onal  Database  of  Employment   •  Employers/Job  Pos=ngs   •  Applicants/Skills  &  Experience  Roster   •  Single  Source  Job  Database  (Government  run?)   •  Industry/Educa=onal  Coopera=ves  (Employers  work  with  Schools/Training  Facili=es)   •  Local   •  State   •  Na=onal   •  Develop  Employee  “Poten=al”  Scales  which  evaluate  based  on  poten=al  success   rather  than  job-­‐specific  previous  experience   •  Disrupt  the  “Perfect  Candidate”  Scenario   •  Expand  Appren=ceship  Opportuni=es  for  Technical,  Trade  and  Design  Schools  as  well   as  for  Con=nuing  Educa=on  students   •  Reestablish  Appren=ceship  Requirements  for  Students  in  Technical  Fields  as  part  of   Gradua=on  Requirements   •  Establish  Sliding  Scale  Fees  for  Technical  Exams  and  Cer=fica=on  Exams,  based  on   financial  need  and  whether  a  business  or  individual  is  responsible  for  the  cost.  
    • Idea  Generation  (continued)   •  Video  Resumes,  short  Vine-­‐inspired  videos  to  enhance  connec=on  between   applicants  and  employers   •  Interac=ve,  Poreolio-­‐like  Resume  supplements/afachments  to  highlight  projects,   skills  and  experience   •  Standardize  Key-­‐word  Terminology  for  Every  Industry   •  Standardize  Job  Descrip=on  Terminology  for  Every  Industry   •  Allow  Job  Applicants  to  Submit  only  relevant  work  experience  ini=ally,  then   suppor=ng  documenta=on  as  they  move  through  the  hiring  process   •  Second-­‐Party  Ini=al  Screening  of  Applica=ons  (Anonymous  Peer  Review)   •  Allow  Job  Applicants  to  Screen  Each  Other  Ini=ally  (Anonymous  Peer  Review)   •  Single  Payer  Healthcare—Removing  Employer  Provision  of  Health  Care   •  Address  Social  S=gma  for  Change  of  Career  Later  in  Life   •  Salary  Range  Becomes  a  Required  Part  of  All  Job  Lis=ngs   •  Employers  work  with  HR  to  manage  Age  Discrimina=on  Issues   •  Job  Applicants  Rated  on  a  Points  Scale  in  Age/Gender  Blind  Process  
    • Idea  Generation  (continued)   •  Improve  Online  Applica=on  SoNware/Process  to  Accept  More  Variables  in  Experience   and  Educa=on   •  Streamline  Online  Applica=ons  U=lizing  a  Common  SoNware  for  Ini=al  Ques=ons,   with  Add-­‐Ons  and  Widgets  for  Specific  Industries   •  Remove  HR  Departments  (non-­‐experts)  from  the  Interviewing  and  Hiring  Process   •  Encourage  Global  Employment  Opportuni=es—Enable  movement  of  skilled  workers   to  go  to  countries  where  their  skills  are  needed  and  local  workers  do  not  have   necessary  skills  and  experience   •  Encourage  Global  Training  Opportuni=es—Enable  skilled  workers  to  easily  obtain   visas  and  work  permits  to  teach  and  train  new  workers  in  underserved  communi=es   •  More  Employer  Sponsorship  of  Career  Change  within  an  Organiza=on   •  Employer  Sponsorship  of  Long-­‐Term  Unemployed  for  Career  Change  Educa=on  to  fill   needed  posi=ons  requiring  similar  skills  and  experience   •  Standardiza=on  of  Documenta=on  for  Post  High  School  Educa=on  to  Include  (and   document  equivalences  of)  Colleges/Universi=es,  Technical  Schools,  Trade  Schools,   Design  Schools,  Con=nuing  Educa=on,  including  MOOCs,  Licensing  and  Cer=fica=ons   •  Government  sponsored  programs  which  encourage  employers  to  hire  older  workers   with  con=nuing  educa=on,  or  training  in  a  new  career  path.  Tax  credits?  Salary   offsets?  
    • Idea  Selection   1.  Standardiza=on  of  Terms  and  Descrip=ons—Standard  Skills  Taxonomies   Rather  than  try  to  implement  a  Na=onal  (or  Global)  database  for  employment,  it  might  be  more  effec=ve  to   establish  and  delegate  (possibly  legislate?)  specific  terminology  for  use  in  both  Employment  Pos=ngs  and  Job   Descrip=ons.  This  will  help  both  employers  and  job  seekers  speak  a  common  language  and  eradicate  some  of  the   opaqueness  inherent  in  Key  Word  Search  algorithms  and  other  screening  methods  being  u=lized  today  to  screen   candidates.     2.  Employer  Sponsorship  of  Long-­‐Term  Unemployed  for  Career  Change  Educa=on  to  fill   needed  posi=ons  requiring  similar  skills  and  experience   Employers  with  specific  needs  could  pre-­‐employ  and  sponsor  job  candidates  with  similar  skills  and  experience   and  allow  them  =me  and  scholarship  opportuni=es  to  train  for  the  posi=ons  most  needing  to  be  filled  by  the   employer.  Students  already  in  school  could  also  take  advantage  of  the  pre-­‐employment  scheme  by  applying  for   posi=ons  which  would  be  wai=ng  for  them  when  they  graduate.     3.  Disrupt  the  “Perfect  Candidate”  Scenario   Employers  have  become  obsessed  with  finding  the  perfect  candidate  for  every  posi=on.  They  want  someone  who   has  done  the  exact  job  before,  and  generally  want  to  pay  less  and  extract  more  =me  and  effort  from  the  worker.   This  has  become  more  and  more  difficult  and  is  especially  challenging  for  older  students  making  a  career  change   and  devo=ng  =me  and  money  to  educa=on  and  skills  training  in  their  area  of  interest.  These  students  may  be   entry  level  in  their  new  chosen  field,  but  bring  great  experience  and  skill,  oNen  in  highly  compa=ble  ways.  Finding   ways  to  reposi=on  these  students  as  having  great  poten(al  for  being  a  perfect  match  would  be  a  game  changer.