Very interesting to read through the comments—honestly I’m a bit surprised not to see a lot more replies along the lines of “yes 100% agree!” (maybe a bias sample group as people active on the EA forum are more likely to be within EA orgs?)
For some context, I’ve worked as a recruiter in the EA space and as an independent consultant for EA & adjacent orgs on hiring practices. I actually wrote my master’s thesis specifically on how early stage impact orgs (primarily EA orgs) hire, the challenges they face, and how it could be improved. On top of that, I’ve also been in the trenches applying for roles in and outside of EA for years
My observations and takeaways largely align with yours. You’re not alone.
This isn’t an issue just limited to the EA space though, it’s a disconnect broadly across sectors. Employers claim they can’t find talent, talent claims they can’t land any jobs. The talent market is largely inefficient; supply and demand are often not aligned, there are significant information gaps, and it’s usually an issue that is deprioritized.
All that to say, there are real problems. I’m not sure the impact of that problem or the scope. But I’d be very interested in trying to find and implement solutions.
From my work, I believe the more effective lever for a real solution path falls among the organizations themselves as they have much more control over their hiring & sourcing practices, and are consistent demand actors in the talent market place rather than job-seekers who are (ideally) only temporary supply actors until they find a job.
If you or anyone reading is also interested in the solution space to the various challenges at the intersection of talent and impact, I’d be happy to be in touch!
Love the post @SiobhanBall!
Very interesting to read through the comments—honestly I’m a bit surprised not to see a lot more replies along the lines of “yes 100% agree!” (maybe a bias sample group as people active on the EA forum are more likely to be within EA orgs?)
For some context, I’ve worked as a recruiter in the EA space and as an independent consultant for EA & adjacent orgs on hiring practices. I actually wrote my master’s thesis specifically on how early stage impact orgs (primarily EA orgs) hire, the challenges they face, and how it could be improved. On top of that, I’ve also been in the trenches applying for roles in and outside of EA for years
My observations and takeaways largely align with yours. You’re not alone.
This isn’t an issue just limited to the EA space though, it’s a disconnect broadly across sectors. Employers claim they can’t find talent, talent claims they can’t land any jobs. The talent market is largely inefficient; supply and demand are often not aligned, there are significant information gaps, and it’s usually an issue that is deprioritized.
All that to say, there are real problems. I’m not sure the impact of that problem or the scope. But I’d be very interested in trying to find and implement solutions.
From my work, I believe the more effective lever for a real solution path falls among the organizations themselves as they have much more control over their hiring & sourcing practices, and are consistent demand actors in the talent market place rather than job-seekers who are (ideally) only temporary supply actors until they find a job.
If you or anyone reading is also interested in the solution space to the various challenges at the intersection of talent and impact, I’d be happy to be in touch!