Competenze Servizi Lavoro’s Post

John Sundholm you nailed it. The frustration around Applicant Tracking Systems (ATS) is real, and your video hit a nerve with so many job seekers for a reason—it validates everything they are experiencing, what we and others have been talking about for years. I thought it would be interesting to share what we have learned over 5 years of building Intry, regarding the "why" it's happening. Legacy Systems A lot of ATS tools still run on outdated frameworks (think MS-DOS level technology). They’re not built for the modern job market, so resumes with non-traditional formats, creative layouts, or certain key terms often don’t make it through. Qualified candidates get lost in translation. Bias in the Algorithms ATS algorithms filter based on keywords and qualifications, but the criteria are often narrowly defined. If the terms don’t align perfectly with what a recruiter is searching for, even qualified candidates might never get seen. That’s not about skills, it’s about language. Historical Data Problems Many ATS systems are built on old hiring data, so they often repeat past patterns—reinforcing biases and overlooking diverse candidates. The system works for those who "fit the mold," but for everyone else, it becomes a barrier. The good news is that there are tools that can help the job seeker get past many ATS systems. It isn’t about “gaming the system" it is about making sure the resumes aren’t lost before human eyes even have a chance to see them. Intry is just one of them. ATS aren't perfect as you talked about in your video, but understanding how they work gives job seekers an edge. It's not cheating—it's about being seen. You unintentionally validated everything we (Intry and others) have been saying and working to solve! So thank you! #ATS #JobSearch #CareerSolutions #IntryCareers #JobSeekerEmpowerment #CareerTech #OptimizeYourResume" https://lnkd.in/ggG-n6AZ

This is a flawed system. Why has HR become a non human approach system? I tried to understand it by trying to make my CV as per a particular job discreption. 2 requirements which were not complusory but would have been an advantage, which i did not have, gave my current CV a 65% match… Position School administration & secretary Missing experience was 1) HR management software 2) educational setting Both were mentioned but not a complussion So if it wasnt a complusion why a drop to 65% I added these 2 points and it was a 100% match… In the process of a perfect match, this system has demeaned a good resume that could have been a good fit, if the complusory requirements were truly sort after. Isnt this a waste of the company time & resources and an applicant time? There are suggestions floating around on social media to add the requirements even if you have to lie just to get a call… is this good? Is this not cheating? Dear HR, Perfect people, perfect resume, do not exist. Please explore CV with a human touch not flawed systems. We are humans applying, do not let systems just our experience and profiles. Thank you. #jobseekers #ats #HR

Another first from Weskus Distrik. Weskus Conversations conference, bringing together the political and administrative leadership of the West Coast municipalities. At Weskus Distrik, we don't have conversations about conversations. Our conversations lead to action. Laat waai!!

Watch the playback of our IPQ Debate with Dr. Jana Puglierin and Jacob Ross (moderated by our Executive Editor Henning Hoff) addressing the question: Who is leading Europe? https://lnkd.in/eFhxdtu9

Who is leading Europe at this critical juncture? Featuring two of our contributors Dr. Jana Puglierin and Jacob Ross we further explored this theme from our Spring 2024 issue cover section: how to entangle the apparent "leadership paradox" within the #EU with #France unable and #Germany unwilling?

Our Chief Executive Michael D'Arcy IRISH ASSOCIATION OF INVESTMENT MANAGERS has spent the last few days at the Investment Company Institute Leadership Conference in #Washington hearing from some of the world's leading practitioners and policymakers. The fireside chat with retiring Congressman Patrick McHenry, Chairman, U.S. House Committee on Financial Services was a particular standout and it can be viewed below. Others included George H Walker, Chair of the Investment Company Institute Chairman and CEO at IRISH ASSOCIATION OF INVESTMENT MANAGERS member firm Neuberger Berman. The Regulatory Landscape: A Conversation with U.S. Securities and Exchange Commission Chair Gary Gensler was insightful and is also available on video. Senior Leadership Insights: SMAs and the Future of Advisory heard from Marc Dextraze Managing Director, Head of Traditional Investment Products at another IRISH ASSOCIATION OF INVESTMENT MANAGERS member firm Morgan Stanley Some insights from the conference: Katie Koch President and CEO of The TWC Group - "People aren't afraid of change. People are afraid of losing control." Ryan Hicke CEO, SEI - "Ego is the enemy of change." Heidi Ridley, CFA Ridley , Co-Founder and CEO Radiant Global Investors - "Sustainability is intentional." #leadership #irishfundsindustry #investment #assetmanagement

U.S. boards increasingly are separating the CEO and board chair roles and appointing an independent chair. Find out what key skills are needed to succeed in the role: https://lnkd.in/eXQ2yuhm

And this is what business leaders and entrepreurs should aspire to - DO right by your patients/clients; DON'T worry about protecting your island. Check out Charlie's two key mentor moments that have helped put his business on a path of continual growth min 4.45. https://zurl.co/AgWz #servantleadership #bethechange

Check out my latest article for association leaders. I would appreciate your thoughts on how I view proactive and reactive work.