The measure of intelligence is the ability to changeAlbert Einstein
We’ve all seen companies suffer from their failure to adapt. Regardless of whether or not you went to business school, you may be familiar with the case studies on Kodak and Blockbuster. Through these cases, and countless others, it’s evident that adaptation is critical to success. So how will companies adapt to COVID-19?
With COVID-19 marking a turning point in workplace culture, many companies should be evaluating how to adapt. LinkedIn is arguably one of the most involved players in the labor market and has the opportunity to make a real difference for its users. In this post I’ll be highlighting how LinkedIn could improve its user experience (UX) by simply updating how they let users filter job listings.
As an avid LinkedIn user I’m grateful for the platform and familiar with the UX. It’s safe to say they’ve made life easier for millions, including myself. However, as a marketer I can’t help but spot problems and offer solutions. That’s what we’ll be doing today.
According to FiveThirtyEight nearly 20% of the US population was unemployed in April 2020. While that number has recently decreased, hiring freezes and unemployed talent still make for an extremely competitive labor market. LinkedIn is undoubtedly fielding a surge in job searches and they have the ability to reduce the time it takes for users to find the job that’s right for them.
The Experience Level Filter
Today we’ll be focusing on the “experience level” filter, but before I begin I’ll use an analogy to highlight the situation. Imagine you’re buying a pair of jeans online and you filter the results so that you only see ones in your size. But uh oh, your filter options are limited to small, medium, and large. Sounds pretty ridiculous right? How do you know which category your jean size falls under? Even more confusing is that you may be small at one place but medium at another.
That’s what it’s like using LinkedIn’s “experience level” filter. They use similarly subjective categories (eg. entry level, associate, mid-senior level, etc.) to filter their job postings when what people need is something more concrete. Too many times I’ve heard my peers filtering for entry level positions when what they needed was to filter by minimum years of experience required for the job. It’s even more frustrating finding “entry level” jobs requiring 3-5 years experience and “associate” level jobs requiring 1-3 years experience. At this point, the “experience level” filter loses its utility.
So how can it be fixed?
In an updated version, recruiters would be required to specify the “minimum years experience” necessary for the job they’re listing. On the other side of the equation, job seekers will be able to input the amount of experience they have and see the jobs they qualify for.
But Marcus, won’t this take extra time for job posters? Yes and if you know me you know I hate being the bearer of bad news. However, in my experience I’ve found recruiters to be some of the most selfless people out there. I can’t imagine an extra five seconds will be too much to ask for, especially when considering the time it’ll save LinkedIn’s 700M active users. We’ve always heard that time is money and convenience is key. Here is an opportunity to heed those words and adapt. Believe me when I say people will be grateful for the switch.
How To Promote Change
Now obviously this change won’t happen overnight. The more people who speak up about it the more attention the problem gets and the quicker we are to a resolution. Voice your opinion on your own page or, even easier, click on my post below to like and share with your network. Wouldn’t it be cool to be heard? I think so, but maybe that’s just me.
Huge thank you to the people at LinkedIn for connecting the world and opening doors for people that wouldn’t have otherwise had that opportunity. Sometimes I find myself taking the platform for granted then I remind myself of the great things they’re doing and the wonderful things I’ve been a part of because of it. This one is for you!