It's a very interesting topic. I've worked at a company where we would get a stack of applications (about 1500) over night (right before the deadline of course) and the crappy tracker system we used would crash. Even worse I searched for a reasonable alternative, but simply couldn't find one that was SIMPLE. Sure there're plenty of bloated CRMs out there, and even some honest efforts like jobvite and interview street. But I couldn't find the right balance of simple tracking and review/screening features. So, as PG once suggested, I went and built my own.
It's still in dev mode but we've gotten pretty good responses from potential customers so far. Some of the issues we've tried to tackle has been the resume "problem" as discussed here. The thing is, resumes are much more than the content they hold. The design of the page, the choosing of words and descriptions, how to weight the important stuff etc. You can tell a lot about a person by looking at their 'paper' resume. It's almost like judging a person by their handwriting, though this metric is sort of skewed since everyone I know, myself included, has developed crummy handwriting ever since spending 10+ hours/day communicating via a keyboard.
An interesting point-of-view I've seen a lot of places is the obvious, yet under-prioritized factoring of values and soft skills. Personally, I think it's naïve to think you can attract "the best, the top 1%" of coders, managers, product devs and so on. What would be far more valuable in terms of hiring would be to find those people that would actually fit the company culture and team the best. Skills can be learned, but personal values and interests can't. So a silly manager might ask for someone under 30 with 15 years of experience in C#, Java, Ruby, and some html/css for good measure. Yet, this is the skewed metric to evaluate on. Instead, they should find the person who finds the problem they're meant to solve interesting and someone who would fit well into the company and the team. If the candidate 'only' knows C++ and Python, it's far easier for them to get up-to-date on the company program running on Ruby than trying to force the 'ideal hard skill candidate' into a culture he/she's not comfortable in. Prioritizing candidates in terms of soft skills and values are actually one of the pillars of the program I'm working on. It's a tough nut to crack..
Another issue we've talked about is how to evaluate someone with a minimum of screening bias? There's so much bias going into an evaluation of a person, and it's a well-known issue that we tend to look for people similar to ourselves - even though it might not be what the company is actually looking for. So, if the application tracker could enable "blind" mode and switch off certain information like pictures, names, tests scores etc. it could potentially negate some of the bias involved in screening. Even letting multiple people rate a candidate could negate some of it, yet the work flow used in most HR departments simply don't allow for this kind of flexibility.
It's funny. Since I removed flash from my main browser (Safari) the internet is much less annoying. Also, on the iPad it's fine to browse around (alas without any ad-blocker)
Good points. And the connector chaos is a thick thorn in the eye of Apple simplicity.
The thing is, design is always a question of compromise. In order to make something truly simple and minimal, you have to sacrifice some affordances. And in order to make something truly easy to use, you have to sacrifice minimalism (think of children's toys). It's a balancing act. If you get it right, people will love your products. If you tip just a little too much to the wrong side you fall, and you end up with Vista security prompts or Apple Keyboard USB extension nonsense.
JGC uses the example of the DVD-drive and the serial number as problem cases. But I'd argue that only the DVD-drive suffers. The serial number will not be relevant in 99,9% of daily computing for normal people. Non-hackers don't care about serial numbers. If something goes wrong they call Apple support (or do the Google routine). Of course it's a matter of focus. Do you want people to easily find the serial number, then by all means, make it easier to spot. Clearly Apple don't. The drawback is not just aesthetics but continuos reminding people that a serial number is important (which it isn't in normal use).
The DVD-drive, however, could be better. But think of your hard drives or SD-cards. None of my 5 USB hard drives have physical buttons to eject them. I still need to 'eject' it, which means I'll have to drag it to the bin! How's that for an affordance. It's a legacy UI behavior which is hopelessly misconstrued. Putting things in the bin DELETES them - that's the behavior we've taught generations of users. It's even worse than clicking "Start" to turn off your computer on Windows. If you have a HD full of pictures of your loved ones would you risk putting them in the bin if you didn't know any better...? Probably not.
Physical affordances have their place. Especially in a world of touch interfaces a button becomes a powerful switch (think the silent ringer on the iPhone). But they are like Tabasco sauces - add a little and it can make the dish, add a lot and it ruins it. It's a never-ending struggle.
It's still in dev mode but we've gotten pretty good responses from potential customers so far. Some of the issues we've tried to tackle has been the resume "problem" as discussed here. The thing is, resumes are much more than the content they hold. The design of the page, the choosing of words and descriptions, how to weight the important stuff etc. You can tell a lot about a person by looking at their 'paper' resume. It's almost like judging a person by their handwriting, though this metric is sort of skewed since everyone I know, myself included, has developed crummy handwriting ever since spending 10+ hours/day communicating via a keyboard.
An interesting point-of-view I've seen a lot of places is the obvious, yet under-prioritized factoring of values and soft skills. Personally, I think it's naïve to think you can attract "the best, the top 1%" of coders, managers, product devs and so on. What would be far more valuable in terms of hiring would be to find those people that would actually fit the company culture and team the best. Skills can be learned, but personal values and interests can't. So a silly manager might ask for someone under 30 with 15 years of experience in C#, Java, Ruby, and some html/css for good measure. Yet, this is the skewed metric to evaluate on. Instead, they should find the person who finds the problem they're meant to solve interesting and someone who would fit well into the company and the team. If the candidate 'only' knows C++ and Python, it's far easier for them to get up-to-date on the company program running on Ruby than trying to force the 'ideal hard skill candidate' into a culture he/she's not comfortable in. Prioritizing candidates in terms of soft skills and values are actually one of the pillars of the program I'm working on. It's a tough nut to crack..
Another issue we've talked about is how to evaluate someone with a minimum of screening bias? There's so much bias going into an evaluation of a person, and it's a well-known issue that we tend to look for people similar to ourselves - even though it might not be what the company is actually looking for. So, if the application tracker could enable "blind" mode and switch off certain information like pictures, names, tests scores etc. it could potentially negate some of the bias involved in screening. Even letting multiple people rate a candidate could negate some of it, yet the work flow used in most HR departments simply don't allow for this kind of flexibility.
Long rant, interesting topic.