Do you ful­ly trust recruit­ment infor­ma­tion?
How many times have you seen reviews or rec­om­men­da­tions on peo­ple or com­pa­nies in which impor­tant neg­a­tive or pos­i­tive infor­ma­tion has not been addressed, per­haps even pur­pose­ly?

For Com­pa­nies, par­tic­u­lar­ly in employ­ment
of key spe­cial­ists, man­agers or high­er-ups it is an absolute must to know appli­cants as much in-depth as pos­si­ble before devot­ing time or com­mit­ment. Are you sure you know the lev­el of soft com­pe­tences, real career aspi­ra­tions, integri­ty and true ben­e­fit and com­pen­sa­tion expec­ta­tions of appli­cants? This must know infor­ma­tion is not nor­mal­ly found in job board appli­ca­tions.

As appli­cant,
how much do you real­ly know about the man­age­ment cul­ture, the chain of com­mand, the peo­ple you have to lead and the min­i­mum guar­an­teed ben­e­fits you can expect before dis­clos­ing your cre­den­tials to a job offer­ing com­pa­ny?

These are real dilem­mas
for both employ­ers and appli­cants as dis­clos­ing such infor­ma­tion is, to say the least, del­i­cate. But still, the only solu­tion to this infor­ma­tion dis­clo­sure dilem­ma is trans­paren­cy in the job mar­ket. This is actu­al­ly a basic the­o­ret­i­cal require­ment for the prop­er work­ing of a per­fect mar­ket! In a per­fect job mar­ket, trans­paren­cy, in addi­tion to the absence of mar­ket pow­er of employ­er or employee/​applicant, would nor­mal­ly guar­an­tee an opti­mum mar­ket out­come. Both con­tract part­ners are then able to achieve opti­mum sat­is­fac­tion that is the basis to a long-last­ing and fruit­ful pro­fes­sion­al rela­tion­ship.

One solu­tion
for com­ing close to full trans­paren­cy is an auto­mat­ic job offer and appli­ca­tion algo­rithm that enforces full dis­clo­sure of all rel­e­vant infor­ma­tion. This makes it pos­si­ble to match job offers that appli­cants real­ly want with appli­cants who have the com­pe­tences and expe­ri­ences the job requires. There­fore: no more mis­match­es or appli­ca­tion over­load.

Pro­tec­tion of pri­va­cy
is of course a seri­ous issue in such a sys­tem. All the online social media used for career and recruit­ment pur­pos­es are still very risky for full dis­clo­sure of all rel­e­vant infor­ma­tion. For­mer­ly and to a cer­tain extent still now, the head hunter as trust­ed bro­ker, was the tra­di­tion­al insti­tu­tion for such infor­ma­tion exchange. CeoInternational.com
have now mod­ern­ized and per­fect­ed this bro­ker­age func­tion with the Career-Mak­er tool.

This tool saves up to 90% of time, effort, cost and risk par­tic­u­lar­ly for com­pa­nies, but also for appli­cants. The sys­tem is accu­rate, includes com­pe­tence and integri­ty test­ing and allows appli­cants and com­pa­nies to know each oth­er thor­ough­ly before even talk­ing to each oth­er. Job offers are only com­mu­ni­cat­ed to qual­i­fied and inter­est­ed per­sons, thus, pri­va­cy is guar­an­teed for both com­pa­nies and appli­cants. And most impor­tant of all, per­son­al­ly iden­ti­fy­ing infor­ma­tion is com­mu­ni­cat­ed to com­pa­nies and appli­cants only if appli­cants and com­pa­nies allow this in each case. For more infor­ma­tion, please vis­it our web­site www.ceointernational.com.

Please let me know your thoughts. Best greet­ings
Peter Gruben­mann