Thanks for the recommendation. London sounds interesting. I was focusing on Europe first to see if the situation changed from few years ago when it came to VC's and funding in general.
The only need for any kind of investors in this case is really due to scaling as time goes, both in regards to infrastructure and employees.
Truth be told, the Sales or Business Development in this case is something that is key in order to break the ice in terms of B2B so that it would get others potentially interested in trying it out and using it.
Believe me, as European, too much bureaucracy and administration is something that is killing industry here.
With that said, I am open to any financing outside of Europe that invests in European startups/companies.
The problem of the ghost jobs existing in first place is because of weak HR. HR that does not have education, can not be influential strategic personnel necessary to steward management toward right decisions. Ghost jobs are also an alternative to marketing since companies see it as a way to market themselves as successful company. Because there is no one to stop such foolish decisions, we see effect on market.
As someone that works in HR, the incompetent HR combined with using AI for ATS ( or not knowing how to use ATS at all) is one of the core problems when it comes to losing quality candidates and is to blame for this. It should be illegal to hire HR from any education other than law, psychology, management and economy background. That way the responsibility would be larger, the ROI on HR would be higher (because the retention of the candidates and the quality of the candidates). Simply paying and promoting people with any educational background in a HR role is a waste of money which also creates problem for the company and not just employees.
> It should be illegal to hire HR from any education other than law, psychology, management and economy background.
A lot of people with education in management/business do go into HR, at least in countries I know, and it does not help. People with extensive management experience would help but they will only take more senior roles.
The other qualifications open opportunities interesting and well paid careers. How would you attract those people into HR?
I am not even sure it would help if you could.
I think the suggestion in the old management book by the guy who turned around Avis that you should have an old style personnel department to do admin and advice, and managers should have more involvement might be a way forward, but I am not sure it would work given the current level of regulation (in the UK anyway - I imagine most wester countries are the same). A lot of the function of HR is to avoid legal risk (e.g. fire people according to the rules, so go through the motions of warnings etc).
I think that old departments (personnel departments) should have been just modernized in reality. To be frank, in some cases a mix of HR/Legal department is cost saving too.
What it really comes to is that a lot of people love to micromanage everything. If you hire someone that has integrity and educational background in subject, he/she will warn you if the decision you are making will have consequences in the long run. If you have someone that does not have relevant education, that simply does not happen. The managers micromanage, those people receive salaries and if they step out of the line even when they are right, they are reminded that they do not have relevant knowledge in said department (law/economy). This in turn leads to a lot of people gaining something called shallow experience which then in turns leads those people to hire someone that des not pose the risk to their position further down the line.
The problem being in this case is that there are a lot of misses that happen when the HR is organized like that; from illegal hirings, not knowing key economic factors, not having a clue about the business itself, no clue about laws and procedures and so on. Which in turn does not really protect the company because the company loses both the money and employees.
Exactly. I think this is a massive problem, and also as someone that works on one of Ubuntu distributions, I always wonder how much strain it introduces together with flatpaks and snaps.
My `~/.var/app` directory is 14 GiB in size, 12 GiB of which is used by Signal
(which is mostly photos and videos) and 1.8 GiB by Firefox. All other programs
only take up a few MiB of space.
In terms of installation size it's not a problem either, as one can verify using
`flatpak list --columns=size,name`:
The duplicate entries is because certain Flatpaks may require different versions
of e.g. the Freedesktop platform (that being possible is one of its big selling
points).
In short, storage isn't a problem at all for any computer produced in the last
20 years.
Fair, but not strain in terms of storage space. More in terms of disk writes and how write intensive it could be, which can be a problem especially for SSDs.
My experience is mainly focused on human resources, administration and legal work ranging from contracts, advice on case, paperwork, recruiting, and any other administrative and HR task. In general one of the differences from the others that are doing the same thing is that I somewhat technical background due to being involved in few different projects during the years, so I can easily communicate with developers and also see when there is an actual issue in production or if someone is just delaying something or bluffing during interview. I also having managing experience, as I have been managing director of recruitment agency.
This article that I wrote yesterday, illustrates how the HR is barely functioning as a role, and how corrupted hiring has become, making in turn everything worse, for employee, employer and society.
The only need for any kind of investors in this case is really due to scaling as time goes, both in regards to infrastructure and employees.
Truth be told, the Sales or Business Development in this case is something that is key in order to break the ice in terms of B2B so that it would get others potentially interested in trying it out and using it.
Believe me, as European, too much bureaucracy and administration is something that is killing industry here.
With that said, I am open to any financing outside of Europe that invests in European startups/companies.
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