New ways of looking for a job

Nowadays eager job seekers are turning to places like You Tube to tout their marketable skills, prospective employers are reacting positively. A decade or so ago, the same people were sending in video tapes of themselves to companies that they hoped to work for, in a recorded two to three minutes segment they would outline their career goals, education, training, professional experience and even hobbies. When those video tapes ended up being too bulky and require video cassette players to view them, employers lost interest in them and soon enough they have become extinct. Not long afterwards the compact discs emerged as the favorite tool for sending one's blurb about him and his job prospects. While I concur that the cold calling is dead but so is the web sites that people post their resume on it 'on line' in hope of trying to locate a job, it too caught up with the frenzy of job searching for a number of years .Regrettable, the trend didn't last and the force of the imposed technology caused it to move on as well. Check this out: In any given day there are millions of resumes circulating on the internet, even those resumes that are job specific number in the hundreds of thousands, employers don't have the necessary time to sift through these job applicants in order for them to select the right candidate. Often times even human resource managers are under intense pressure to staff the vacant positions as soon as they possibly can in a relatively short period of time line, though, to do so in a hasty manner would do the company disservice and result in hiring the wrong candidate. On the flip side of the coin, watching an already uploaded segment on You Tube can be achieved with relative ease by a click of the mouse. Only then the employer can get a very clear idea about the person's character by watching him/her introduce themselves on You Tube or similar website, and if they don't like what they see they never have to see them again. There are no reams of resumes to go through, no highlighting of important facts, and no narrowing down of three, two, and finally one candidate. When the human resource manager watches the You Tube like video he/she will decide on the spot whether that particular candidate in the segment is suitable or unsuitable to work for their company. They will be able to watch his appearance, listen to his voice, and determine his nationality, color, body language and so on. These are very important characteristics for employers. By contrast, posting a resume on the internet is going out of vogue; soon it will be extinct just like the video cassette and the compact disc before it. People should realize that technology is changing the face of how we should be looking for a job now and in the future. Remember once upon a time when finding a job was solely based on referral. A friend of yours, your neighbor, or your uncle used to recommend you for their boss and then the next thing you are hired based on their recommendations. Then there was the job ads appearing in the newspaper, and answering them via the postal services, followed by an invitation for an interview, and finally the hiring. Then there was the cold calling, the walk in, and even the stopping of managers in the middle of the street begging them to give you a chance for an interview. All of these styles have gone out of business; they are no longer effective in locating and landing a job. While I do wish the best of luck for the founders of this new online job seeking company in Jordan, I think that they have arrived into the market too little too late, the digital divide had caught up with them, and unless they add some new innovative features to go a long with merely posting a text resume they will be doomed. One must be mind full of all of the changes that are occurring around him, what used to be fitting a couple of years ago may not be fitting these days. The key word for Akhtaboot is innovate- before-it -is too- late.