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About the Founder

About TalentFinderPlus’s Founder, Jason L Wilson
And How the TalentFinderPlus Recuitment Platform Came Into Being

Working for over 20 years in the manufacturing industry for several companies, Jason gained great memories, experiences, opportunities, and knowledge.  Jason was lucky enough to have worked with some great team members and leaders who taught him the importance of team collaboration, communication, and continuous improvement.  

Despite his generally positive experiences, and deep gratitude for the opportunities he received, Jason never really found the perfect “fit” for him, or him for his employer at times. Jason felt it was time for some serious reflection and gear up for a career change based on his knowledge, skills and passions.

Jason has the uncontrolable desire to make a difference within the world of Employment.  Let's face it, we spend more time at "work" than we do with family and friends.  You know the saying, "Happy career, Happy life".  Ok, it doesn't exactly go like that but it's a fact for most of us.

So, with all this reflection of past experiences and operating within a typical executive search – recruitment business model along with his need to continuously improve a “process” Jason decided it was time to put everything he has worked so hard for over the past 25 years by selling his house to fund his passion and trasform his business model to create a much more cost-effective, efficient,non-bias, ethical, get to know, non commissioned approach for employers searching for specialized talent, yet also forcing the relationship building – get to know process with increased interaction between a hiring manager and a talent.

Exploring Career Paths

The challenge: to figure out what Jason wanted to do and where Jason could utilize his thinker personality, acquired skills and knowledge, passions, and motivations to achieve his career goals for the rest of his professional career. 

Value Stream Mapping his Career and Passion in deciding where Jason wanted to take them.

Jason decided to do a root cause analysis by looking back through his manufacturing career:

  • What has worked for him?
  • Why wasn’t it working for him anymore?
  • How could Jason fix it to follow his passions?

 

Questions Jason Asked Himself

 

  • WHAT did Jason love about manufacturing?
    1. Jason loved seeing how things were made
    2. Toyota production system. Seeing how complicated an implementation can be and how it turns out so simple and standardized in the end
    3. Participating and implementing process and continuous improvements
    4. Team building
    5. The people aspect of recognizing others unique strengths, skills, and knowledge along with their room for improvements.

 

  • WHY did Jason end up leaving organizations?
    1. Personal reasons outside of work
    2. Fit
    3. Motivated for change
    4. Lack of respect at times
    5. Need for change to create some excitement (this can stem from the personal side of life as well)

 

  • Taking his answers to previous questions, would his career idea of a few years be the right one; being recruitment specializing in manufacturing? It could offer me:
    1. An opportunity to continue to use his knowledge within the manufacturing industry
    2. An opportunity of empowerment and creativity
    3. Flexibility
    4. The opportunity to make a difference within the industry and do the right thing
    5. The ability help people and organizations in team building for their future initiatives

 

Decision was made, and the recruitment industry it was and finds myself today.

 

After a couple of years of running a typical executive search – recruitment style business model Jason could not wrap his head around how organizations could spend so much money on the human risk of hiring a professional, yet no guarantee on just how long this “new hire” would stick around.  It is a gamble.  Looking back at his days in the manufacturing industry, Jason would see allot of changeover within the organizations and knowing they use outsourced recruitment to fill their specialized roles, yet internally, employees went along, doing their thing but when it came to  wanting to better themselves through education, or internal training for professional development often you would hear “it’s not in the budget”.  Equipment upgrades needed at times yet, not in the budget.   So, lack of focus on their most important assets, the internal talent pool and so much focus externally.  The other disturbing aspect of the executive search process is lack of interaction between the 2 parties whom will potentially be going into a professional relationship together.  (Employer & Talent). 

 

A typical E.S process works like this:

 

  1. Receive job search project from employer based on a contingent payment.
    1. Usually other recruitment firms working on same job order.
  2. Source talents within the specs of the job order.
  3. Recruiter pre-screens by phone.
  4. Interview in person with recruiter.
    1. Talent usually must arrange work or personal time to interview.
  5. Recruiter create talent presentation through the words of the recruiter based on the interview.
  6. Recruiter submits presentation and resume of the talent.
  7. Recruiter arranges interview between employer and talent.
    1. Talent again usually must arrange work or personal time to attend interview.
  8. If employer decides to move forward, recruiter presents job offer to talent.
  9. Recruiter mediates between the 2 parties on the negotiation process until there is or is not an agreement.

 

Question: Is it just me, or do others see the problem with this?  Let’s look at this from a personal approach.  You are single.  You ask a friend to find you a potential dating partner.  The process is: Friend find a potential dating partner for the other single friend and passed that persons information off to the other friend.  From there, the 2 single friends begin dialogue and the potential relationship building begins in which a “date” may occur.

 Should a professional search not be approached in the same manner?  Should an employer (hiring manager) and talent start their potential relationship building process by getting to know one another before committing to a “date”, or in this case, interview?

If you review the typical E.S search process, you will notice the 3rd party is doing all the relationship building, interactions etc.  After step 2, the only employer to talent dialogue is the interview.  How can an employer (hiring manager) possibly know if there is a fit based on one or 2 usually scripted interview process?  Impossible, hence poor hiring decisions creating a revolving door.

This is where Jasons' new recruitment platform comes into play.  The intent of the platform is to differentiate from your existing avenues such as:

  • LinkedIn, which is great for networking, sharing news, joining groups, business news, employer news, job postings, and sourcing professional profiles.   
  • Indeed, Workopolis, Monster, Jobillico, and other job and resume posting sites.., all your typical post a resume or job and hope the jobs, or resumes come to you. 

 

Jasons' new recruitment platform is designed to FOCUS on:

 

  1. Matchmaking and compatibility algorithm to ultimately focus on culture FIT. 
    1. What the Employer and Talent are ooking for
    2. Location
    3. Industry of expertise
    4. Area of expertise
    5. Years of experience
    6. Core values
    7. Other specifics such as: Working environment (union or non-union), Shift, relocation and hours of work preferences.

 

  1. The platform offers a section to for businesses and service providers to describe their business. Offers talents a section to talk about them aside from their profession where you can gauge character.  This is key when hiring for specific roles.  Get to know.
  2. Provides Standard Pre-screen and Leadership interview questions to help gauge fit and more ... 

 

The service provided from there is:

Source and introduce these profiles to employers for talents and talents for employers.  From there, the 2 parties can now begin the “get to know” relationship building process.

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