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Download: Integrated Employment Branding Presentation Room 4 Improvement 6 (March 31, 2006) Fit is a difficult question full of murky side issues. It's one thing to imagine that a tailor, with complete access to the hidden reaches of your body, can create a perfect fit in a suit. It's another thing to think about the relationship between an employee and employer on those terms. Like many adult bodies, the employer goes through lean times and, um, less lean times. When things are thin, fit is critical. When things are less thin, fit can be more flexible. How the employee and employer interact as a system is almost entirely a function of the organization's fate in the economic cycle. Many voices, ranging from the industrial psychologists to the search algorithm enthusiasts, suggest that the output of the Job Boards could (and should) be improved by addressing the "fit" question. The hard thing is that the definition of fit is a moving target. Particularly in knowledge work enterprises, the best employee this month may be maladaptive next month. While assembly line workers might be measured for fit (and some retail workers), the vast majority of the work force hold jobs that are unique to their circumstances. In other words, "fit" is a red herring on one level. It's an idea left over from the days when employment lasted long enough for it to matter. It's a marketing concept used to deliver sketchy services and plausible deniability. In the knowledge economy, the initial job is a gateway to the company. The likelihood that the job bears deep resemblance to the initial job description is very low. What really happens is that the early phases of the employer - employee relationship are all about sizing each other up and adjusting to the realities of the relationship. If the relationship survives the first project, fit becomes an interesting issue. The next issue raised about job boards is the Reach question. That is, how do you reach the people that job boards can't or don't. For an interesting perspective on this question, see Michael Kelemen's article on Microsoft's sourcing techniques. We asked Hans Gieskes (founder and CEO of H3.com) to think about the job board issues we're covering. A long term industry player, with stints at the head of Monster, he says:
Have a good weekend.
John Sumser . - . Permalink . - . Today's Bugler Don't forget to check out the blogs on bert.
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