The organization running it would need to have sufficient credibility for the organizations using it to want to forego their own application processes. I think a random person starting it would have very low credibility. My company, which had run several dozen hiring rounds for many organizations had maybe 50% the credibility necessary. This seems like a hard bar.
I feel like a service that aspires to eventually be a common app could shift towards that incrementally by offering partly-vetted candidates. It’s not a fully centralised common app, but gets customers/sign ups from orgs who just want access to another sour e kf high quality candidates
That might reduce some of the value prop to initial candidates at first, if the service doesn’t have many confirmed clients yet, but I suspect that (1) quite a lot would apply anyway, even without confirmed buy in from orgs, if the pitch was done well, (2) there might be other ways to make it appealing, e.g. finding ways to offer some (automated?) feedback.
Thanks for weighing in, Jamie! This is the kind of insight I was hoping for.
I agree with your point about incremental change. A partly-vetted candidate pool as a first step seems like a more viable path to building credibility. I think this can be built on the current systems available in EA. Candidates are usually looking for new opportunities to reach organizations, so I think they would be interested if the time invested is reasonable. Feedback would certainly be a plus, but maybe it could lose value if the automatic feedback is too generic.
I feel like a service that aspires to eventually be a common app could shift towards that incrementally by offering partly-vetted candidates. It’s not a fully centralised common app, but gets customers/sign ups from orgs who just want access to another sour e kf high quality candidates
That might reduce some of the value prop to initial candidates at first, if the service doesn’t have many confirmed clients yet, but I suspect that (1) quite a lot would apply anyway, even without confirmed buy in from orgs, if the pitch was done well, (2) there might be other ways to make it appealing, e.g. finding ways to offer some (automated?) feedback.
Thanks for weighing in, Jamie! This is the kind of insight I was hoping for.
I agree with your point about incremental change. A partly-vetted candidate pool as a first step seems like a more viable path to building credibility. I think this can be built on the current systems available in EA. Candidates are usually looking for new opportunities to reach organizations, so I think they would be interested if the time invested is reasonable. Feedback would certainly be a plus, but maybe it could lose value if the automatic feedback is too generic.