atans1

If MoM is really serious about jobs for S’poreans

In Internet, Uncategorized on 17/06/2015 at 4:38 am

Employers and jobless  S’porean PMEs KPKB about the difficulty to fill available vacancies because the unemployed have difficulties knowing waz available, while employers don’t know what experience is outb there.. Even NTUC says, echoing the public, that merely requiring employers to post an advert on the MOM Jobs Bank for 2 weeks does not necessarily do anything to ensure S’poreans are employed before foreigners partly because of the way the system works in matching jobs to those looking for jobs.

Matching those looking for jobs with the vacancies is a world-wide problem, not unique to S’pore.

Here’s a solution that suggests using online dating software (modified of course).

Economists believe that much of this difficulty lies in matching the supply of graduates to the available jobs. In 2010 Peter Diamond, Dale Mortensen and Christopher Pissarides won the economics Nobel prize by demonstrating that unemployment can stay high in times of vacancies. It is not possible to assume that buyers and sellers of labour immediately find each other; in many markets this only happens after a costly and lengthy search process. To understand this problem, economists have started to look in a surprising direction for inspiration: online dating.

With its complex matching processes, costs of looking around, and emotional highs-and-lows, a job search shares many characteristics with the world of virtual love (or virtual world of love). In both, there are search costs. It takes time and effort to create an online dating profile, just as it takes time and effort to create a curriculum vitae. And then there is the problem of so-called “mutual choosing options”. Those looking for love and careers cannot simply make their choice and be done with it; they need the person or employer they like to also pick them as well.

But if digital dating suffers from many of the same afflictions as the graduate job market, it may also offer solutions. In 2012 Sean Rad, a college dropout, created Tinder, which shows users photos of potential suitors nearby and matches those who mutually “like” each other’s pictures. Now it has accumulated over 50m users.

As a result, graduate recruiters are falling over themselves to copy the idea. Among the new crop is Switch, which allows candidates to thumb through job listings: flick left if uninterested and right to register for a potential work match. A competitor, Jobr, which also employs the swipe-if-you-like model, uses information from LinkedIn to recommend jobs that candidates might find interesting. Since its launch last year, Jobr has submitted more than 100,000 job applications for its members each month. Large firms are joining in, too. Last year, Zappos, an online retailer based in Nevada, scrapped formal job postings and replaced them with a new site encouraging candidates to engage with each other and the firm in a way not dissimilar to existing online-dating forums.

For the anxious 21-year-old leaving campus for the last time, the worlds of economics and online dating have a few lessons. First, pick a thick market. Just as the most successful lonely hearts go to the apps with the highest-number of potential suitors, so should graduates also head to where the most job opportunities are. Second, just as online daters “signal” their qualities by posting photos, job applicants should also try to communicate their strengths to employers effectively. And finally, settle. Expend the costs of searching for a partner or job only if those costs are outweighed by the expected benefits of a new opportunity or lover. Who said economics wasn’t romantic?

http://www.economist.com/blogs/freeexchange/2015/06/graduates-and-employment

MoM if it really prefers locals to FTs can fund some software development. Or maybe NTUC?

Maybe Richard Wan (MD of of software developer) of TRE could also do something along these lines, sourcing funds from the cybernuts who infest TRE . Juz joking, pigs will fly first before the cybernuts fund anything*.

Meanwhile TeamTRE has to fund itself while also working for free to give Goh Meng Seng (founder member of the Cynernut Movement) and his fellow nutters the opportunity to help the PAP win votes from the swing voters.

Related post

https://atans1.wordpress.com/2015/06/13/smartphone-way-of-short-listing-300-from-33000-job-applicants/

*Reminds me of Amos’s ang moh tua kee friends? Where Amos Yee was absolutely right was when he F***ed the ang moh tua kees that were posturing on social media about how concerned they were about him, while he rotted in remand: none offered bail.

https://atans1.wordpress.com/2015/04/22/amos-talk-is-cheap-very-cheap-harry-really-needs-no-monument/

The ang moh tua kees and the cybernuts are related? Talk cock, sing song.

 

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  1. Looking for a job at L’Oreal? Don’t sweat over the traditional resume:
    using mobile phone communications app WeChat
    http://www.shanghaidaily.com/business/Benchmark/Looking-for-a-job-at-LOreal-Dont-sweat-over-the-traditional-resume/shdaily.shtml

  2. […] The Middle Ground: Death of a middle manager – Thoughts of a Cynical Investor: If MoM is really serious about jobs for S’poreans – Six-Six.com: Growing Up Too […]

  3. The situation in Sinkie-land with unemployed PMEs is not really due to “the unemployed have difficulties knowing waz available, while employers don’t know what experience is outb there”.

    It’s more to do with both sides having clash in attitudes & expectations. Plus the fact that foreigners are so damn easy to hire & import. Don’t believe the sob stories & complaints by companies & foreigners of increasing difficulty in getting work passes & approvals from MOM. These are the marginal ones in the first place, and wouldn’t have gotten 2 seconds of attention before being trashed if application in other 1st world countries like US, UK, Oz, Canada.

    As for online dating gizmo, it is more appropriate for fresh grads & starting-level executive positions. Where the main criteria is in looks, “feel”, perceived dynamism, trendiness, fresh from learning the latest in school, etc. It is still much less costly for individuals to take some risks & “try out” new dates, partners, friends. Emotionally painful but life goes on as per normal. But it is hell of a costly experience for companies to have employees walk out after 1-6 months, or having to fire them after 1-3 months due to poor fit or not meeting expectations.

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