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9 Responses to “Career Management”

1. 1 ankur Mar 22nd, 2007 at 10:15 am

   where is the hyperlink ?

2. 2 deepak Mar 22nd, 2007 at 12:28 pm

   I quite like the idea…. got me thinking how much i would be ready to pay for a service like this…..

   Some fine tuning will be required to ensure, this does not end up like the job search sites where it is difficult to do a well targeted job search as classification seems to be a major issue.

   Also, managing networks already built ( linkedin, Hi5, orkut? ) may also help. I find it a major pain to build my network again when i migrate to a new platform

3. 3 Hemang Shah Mar 22nd, 2007 at 1:14 pm

   I love the idea … i thought of such an integrated solution sometime back too. Taking the theory of having an singular entity which manages social and professional identities further is the fact that today a lot of recruiting happens via social channels such as Orkut, and it is just a fraction of what it would be once a tool like this kicks in.

4. 4 Siddharth Puri Mar 22nd, 2007 at 1:54 pm

   seek.com.au is trying to model something similar in australia with integration of their learning management module seek learning. Though important thing for career management module is to recognize knowledge on career paths one can adapt to different skills one gain on the job as certainly sometime people dont understand important of small skills maybe built in them due to company culture as process and what importance they will carry on potential employer as this is the reason people in india at time of hiring look at organization you have worked in to gauge your skill set level.

   Secondly the model should also incorporate emotional intelligence as a major factor as moving up the career path is about taking decisions and your emotional quantum combined with skill sets help you make decisions.

5. 5 Alok Mittal Mar 22nd, 2007 at 4:14 pm

   I think a key to getting the right feedback from peers and superiors is a security architecture that promises that the candidate in question will never know what a particular person said of him. Few things that can enable this:
   1. Access to authorized employers only
   2. No access to individual reviews
   3. Ensure that statistical data is shared only when multiple reviews are available, so that derivation of individual opinion is not possible

   Unless people have confidence in the security of such information, it will be very hard to put genuine views — it will get reduced to endorsement feature of linked in (which has some positive value, no negative value),

6. 6 Mohit Mar 22nd, 2007 at 9:56 pm

   Hi,

   Some sort of 360 degrees feedback would be a feature that could be implemented once the network starts building. This has all the features that Alok just described. In short,

   1. The user sends an invitation to a group of people who he wants to give him a feedback
   2. The collated report is then available to recruiters.

   Any thoughts?

7. 7 Dogbert Mar 24th, 2007 at 6:47 pm

   As Ebay has shown the best security architecture for ratings is an open one. No anonymous opinions should be allowed and there should be a feature that explains the linkage between the opinion giver and the person. That way people will be able to trace the links and gauge usefulness of opinion. Anonymous ratings can be very easily gamed.

   I still don’t see how you can avoid the Linked In rec problem as people will in general be loath to give negative feedback. What is the upside to do that?!

8. 8 Abubucker Mar 30th, 2007 at 4:22 pm

   Is it similar to www.techtribe.com ? In my opinion Social Networking per se seems to be of little use. Your idea is a good step. It needs to be holisitc.

1. 9 Software applications/tools for job seekers? « Career management Industry in India Pingback on Oct 16th, 2007 at 9:01 pm

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