Tag: Quartz

Insidious Instagram influencers?

There seems to a lot of pushback at the moment against the kind of lifestyle that’s a direct result of the Silicon Valley mindset. People are rejecting everything from the Instagram ‘influencer’ approach to life to the ‘techbro’-style crazy working hours.

This week saw Basecamp, a company that prides itself on the work/life balance of its employees and on rejecting venture capital, publish another book. You can guess at what it focuses on from its title, It doesn’t have to be crazy at work. I’ve enjoyed and have recommended their previous books (as ’37 Signals’), and am looking forward to reading this latest one.

Alongside that book, I’ve seen three articles that, to me at least, are all related to the same underlying issues. The first comes from Simone Stolzoff who writes in Quartz at Work that we’re no longer quite sure what we’re working for:

Before I became a journalist, I worked in an office with hot breakfast in the mornings and yoga in the evenings. I was #blessed. But I would reflect on certain weeks—after a string of days where I was lured in before 8am and stayed until well after sunset—like a driver on the highway who can’t remember the last five miles of road. My life had become my work. And my work had become a series of rinse-and-repeat days that started to feel indistinguishable from one another.

Part of this lack of work/life balance comes from our inability these days to simply have hobbies, or interests, or do anything just for the sake of it. As Tim Wu points out in The New York Times, it’s all linked some kind of existential issue around identity:

If you’re a jogger, it is no longer enough to cruise around the block; you’re training for the next marathon. If you’re a painter, you are no longer passing a pleasant afternoon, just you, your watercolors and your water lilies; you are trying to land a gallery show or at least garner a respectable social media following. When your identity is linked to your hobby — you’re a yogi, a surfer, a rock climber — you’d better be good at it, or else who are you?

To me, this is inextricably linked to George Monbiot’s recent piece in The Guardian about about the problem of actors being interviewed about the world’s issues disproportionately more often than anybody else. As a result, we’re rewarding those people who look like they know what they’re talking about with our collective attention, rather than those who actually do. Monbiot concludes:

The task of all citizens is to understand what we are seeing. The world as portrayed is not the world as it is. The personification of complex issues confuses and misdirects us, ensuring that we struggle to comprehend and respond to our predicaments. This, it seems, is often the point.

There’s always been a difference between appearance and reality in public life. However, previously, at least they seem to have been two faces of the same coin. These days, our working lives as well as our public lives seem to be

Sources: Basecamp / Quartz at Work / The New York Times / The Guardian

 

The résumé is a poor proxy for a human being

I’ve never been a fan of the résumé, or ‘Curriculum Vitae’ (CV) as we tend to call them in the UK. How on earth can a couple of sheets of paper ever hope to sum up an individual in all of their complexity? It inevitably leads to the kind of things that end up on LinkedIn profiles: your academic qualifications, job history, and a list of hobbies that don’t make you sound like a loser.

In this (long-ish) article for Quartz, Oliver Staley looks at what Laszlo Bock is up to with his new startup, with a detour through the history of the résumé.

“Resumes are terrible,” says Laszlo Bock, the former head of human resources at Google, where his team received 50,000 resumes a week. “It doesn’t capture the whole person. At best, they tell you what someone has done in the past and not what they’re capable of doing in the future.”

I really dislike résumés, and I’m delighted that I’ve managed to get my last couple of jobs without having to rely on them. I guess that’s a huge benefit of working openly; the web is your résumé.

Resumes force job seekers to contort their work and life history into corporately acceptable versions of their actual selves, to better conform to the employer’s expectation of the ideal candidate. Unusual or idiosyncratic careers complicate resumes. Gaps between jobs need to be accounted for. Skills and abilities learned outside of formal work or education aren’t easily explained. Employers may say they’re looking for job seekers to distinguish themselves, but the resume requires them to shed their distinguishing characteristics.

Unfortunately, Henry Ford’s ‘faster horses‘ rule also applies to résumés. And (cue eye roll) people need to find a way to work in buzzwords like ‘blockchain’.

The resume of the near future will be a document with far more information—and information that is far more useful—than the ones we use now. Farther out, it may not be a resume at all, but rather a digital dossier, perhaps secured on the blockchain (paywall), and uploaded to a global job-pairing engine that is sorting you, and billions of other job seekers, against millions of openings to find the perfect match.

I’m more interested in different approaches, rather than doubling-down on the existing approach, so it’s good to see large multinational companies like Unilever doing away with résumés. They prefer game-like assessments.

Two years ago, the North American division of Unilever—the consumer products giant—stopped asking for resumes for the approximately 150-200 positions it fills from college campuses annually. Instead, it’s relying on a mix of game-like assessments, automated video interviews, and in-person problem solving exercises to winnow down the field of 30,000 applicants.

It all sounds great but, at the end of the day it’s extra unpaid work, and more jumping through hoops.

The games are designed so there are no wrong answers— a weakness in one characteristic, like impulsivity, can reveal strength in another, like efficiency—and pymetrics gives candidates who don’t meet the standards for one position the option to apply for others at the company, or even at other companies. The algorithm matches candidates to the opportunities where they’re most likely to succeed. The goal, Polli says, is to eliminate the “rinse and repeat” process of submitting near identical applications for dozens of jobs, and instead use data science to target the best match of job and employee.

Back to Laszlo Bock, who claims that we should have an algorithmic system that matches people to available positions. I’m guessing he hasn’t read Brave New World.

For the system to work, it would need an understanding of a company’s corporate culture, and how people actually function within its walls—not just what the company says about its culture. And employees and applicants would need to be comfortable handing over their personal data.

For-profit entities wouldn’t be trusted as stewards of such sensitive information. Nor would governments, Bock says, noting that in communist Romania, where he was born, “the government literally had dossiers on every single citizen.”

Ultimately, Bock says, the system should be maintained by a not-for-profit, non-governmental organization. “What I’m imagining, no human being should ever look inside this thing. You shouldn’t need to,” he says.

Hiring people is a social activity. The problem of having too many applicants is a symptom of a broken system. This might sound crazy, but I feel like hierarchical structures and a lack of employee ownership causes some of the issues we see. Then, of course, there’s much wider issues such as neo-colonialism, commodification, and bullshit jobs. But that’s for another post (or two)…

Source: Quartz at Work

Tech will eat itself

Mike Murphy has been travelling to tech conferences: CES, MWC, and SXSW. He hasn’t been overly-impressed by what he’s seen:

The role of technology should be to improve the quality of our lives in some meaningful way, or at least change our behavior. In years past, these conferences have seen the launch of technologies that have indeed impacted our lives to varying degrees, from the launch of Twitter to car stereos and video games.

However, it’s all been a little underwhelming:

People always ask me what trends I see at these events. There are the usual words I can throw out—VR, AR, blockchain, AI, big data, autonomy, automation, voice assistants, 3D-printing, drones—the list is endless, and invariably someone will write some piece on each of these at every event. But it’s rare to see something truly novel, impressive, or even more than mildly interesting at these events anymore. The blockchain has not revolutionized society, no matter what some bros would have you believe, nor has 3D-printing. Self-driving cars are still years away, AI is still mainly theoretical, and no one buys VR headsets. But these are the terms you’ll find associated with these events if you Google them.

There’s nothing of any real substance being launched at this big shiny events:

The biggest thing people will remember from this year’s CES is that it rained the first few days and then the power went out. From MWC, it’ll be that it snowed for the first time in years in Barcelona, and from SXSW, it’ll be the Westworld in the desert (which was pretty cool). Quickly forgotten are the second-tier phones, dating apps, and robots that do absolutely nothing useful. I saw a few things of note that point toward the future—a 3D-printed house that could actually better lives in developing nations; robots that could crush us at Scrabble—but obviously, the opportunity for a nascent startup to get its name in front of thousands of techies, influential people, and potential investors can be huge. Even if it’s just an app for threesomes.

As Murphy points out, the more important the destination (i.e. where the event is held) the less important the content (i.e. what is being announced):

When real technology is involved, the destinations aren’t as important as the substance of the events. But in the case of many of these conferences, the substance is the destinations themselves.

However, that shouldn’t necessarily be cause for concern: There is still much to be excited about in technology. You just won’t find much of it at the biggest conferences of the year, which are basically spring breaks for nerds. But there is value in bringing so many similarly interested people together.

[…]

Just don’t expect the world of tomorrow to look like the marketing stunts of today.

I see these events as a way to catch up the mainstream with what’s been happening in pockets of innovation over the past year or so. Unfortunately, this is increasingly being covered in a layer of marketing spin and hype so that it’s difficult to separate the useful from the trite.

Source: Quartz