Johns [ edit ] Adaptation of the Johns reflective model Professor of nursing Christopher Johns designed a structured mode of reflection that provides a practitioner with a guide to gain greater understanding of his or her practice.
If what the author states is true, I believe I will never find a job. I graduated a year ago with a 3. The system described, I suspect, has tremendous potential to hide what really goes on during the hiring process. For instance, if an applicant is a foreigner, it can be easily discarded without any need to give explanations, and worse even, no risk to be reported for discriminating.
As another poster mentioned, the article does not make any mention to the precedence a person has when that person is a veteran.
With all due respect to veterans, at the end of the day, they are only transitioning from a job to another, like many of the currently unemployed are doing. Another point I wish the article would have mentioned is the role H1B-Visas hold.
How comes that these workers come in, expertise or not, and bypass the whole system? While many of us need to have a prove-it typing test even after the various certifications achieved through formal education channels, H1B-Visa holders not only speak English with a great deficit in the vast majority of cases, but hardly ever face the Prove-It squalor most job applicants have to endure.
Last point I wish i would have heard a mention is nepotism. I believe most of us are not so naive to believe there is not a way around this hiring funnel. In fact a few people bypass the whole system and land a job on the premises that friends recommended them.
I find this last technique to be viscid at best. One of the interesting things about large-scale dissemination of these ideas is, of course, that a lot more people would be using them. There are some challenges with this. If more resumes get through the initial filters that would give recruiters more work to do in the same bandwidth.
So perhaps calling for widespread popularisation would be counterproductive—best to keep it to yourself to maintain that edge over the rest of the unwashed masses, eh? It looks to me like these filters are designed to reduce the workload of recruiters more than they are designed to effectively and efficiently identify good candidates.
Sullivan addressed this issue somewhere? Al Gamow Good tips. Nevertheless, if everyone did everything Sullivan says to do, not everyone will get hired. Mark Most likely are thrown directly in the trash, and the other 50 are given a cursory glance until 4 or 5 are found that are worth interviewing.
I wonder whether you would be interested in starting a dialogue with a philanthropic-visioned enterprise that is trying to create a movement to combat just these issues.
We have developed answers to the problems you have described in the initial application stage of recruitment for the benefit of both recruiters and applicants and would be honoured if you would review their worth as a contribution towards helping job and talent seekers alike reduce their time and increase the efficiency within the job creation process.
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