The Next Economic Paradigm

Tag: CV

The God App

David Chacko’s newest mystery novel, The God App, is a story about a detective tracking down the killer of the professor who invented a computer program that anticipates major moves in the financial markets. Whoever holds The God App is far above the law as the people who rule the world come calling for their guaranteed returns. It would seem that the only problem with The God App is for those who don’t have one…sound familiar?

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If everyone had The God App then no one would have a God App. Today we are at a point where the only way to beat the disease is to lose the patient. As long we are competing with each other, we’ll never figure out how to predict the future, let alone fix it.

First, we seriously need to reorganize ourselves:

Instead of ranking, rating, and organizing each other as winners and losers of things, we need to organize ourselves as students and teachers of things.  This would allow us to exchange value with each other in a pre-dollar proto-economy without necessarily competing with each other.  Teachers would represent supply and students represent demand in a collaboration market.  Here is what the teacher/student scale may look like:

Second, we need to create an inventory

In order to build anything useful or meaningful, we need to have an large inventory of parts that can be easily combined, assembled, exchanged, and inter related.

Today, Wikipedia has grown to become the most comprehensive collection of definitive information about the world around us.  Everyone should rewrite their résumé as a set of Wikipedia URLs that most closely represent their talents, interests, experiences, skills, and abilities.  People will locate their selves on a knowledge graph.

A Wikipedia Cluster Ballcourtesy of Chris Harrison (click to enlarge)

The dimensional résumé:

When we combine Wikipedia Tag with the teacher/student scale, it forms a 2-dimensional array.  This new form of résumé/CV allows communities to store and exchange value among each other.  The CV array may look something like this (etc):

The Personal API

In this 2-dimensional form, everyone would own and control a string of code that represents their willingness and ability to build and collaborate economically in their community.

[tag1](-3), [tag2](+2), [tag3](1), [tag4](-2), [tag5](3),….,etc.  

This string can be processed computationally more like an API than a résumé. Most importantly,  anonymity can be preserved until the point when a transaction will actually take place.

Additionally, people can represent themselves by partial strings to create separate personas. Individual APIs can be combined among many people, and their personas, to create productive teams, communities, and corporations.

Adding dimensions to your API: Attributes such as location, schedule, context, and equipment can be attached in real time or travel dynamically wherever the persona is traveling.

The API Economy

With anonymous source data; everyone can conduct surveys of communities that would likely resemble the proverbial “Bell Curve” or, a normal distribution.  This is important because it would allow everyone the same ability to predict the likelihood that a collection of knowledge assets can execute a particular business plan.  People could see exactly what they need to do next in order to achieve a reliable probability of success in an economy.

Sounds Like Big Brother?

If this scares you, then consider this:  The God App is already here. Everything you do is captured electronically in a very similar form in order to create a predictive profile of you; what you will buy, who you will associate with, who you will vote for, etc.

Political campaigns, advertising agencies, Facebook, Google, Linkedin, corporations, government, Wall Street, and even organized crime (not to be redundant) use big data to gerrymander their way into your productivity potential.  The difference is that 99% are excluded from the predictive process, shackled behind the curtain, detached from their hopes, dreams, and intensions…mindlessly posting résumés, guessing, reacting, etc.

And the Good Lord said unto thee….

Hey dumb ass, wake up.  You can cut them all off at the nub with a simple app that a bunch of hackers could probably code-up during detention hall. Get this sucker viral and build the better FB already. The only way THEY can cut you down would be to cut themselves down.

Now THAT’s a God App.

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(The implications of this app are vast – everything changes without changing anything. Follow-on articles will discuss these various nuances.  Any builders out there?)

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Death By Résumé

Résumé: A French word for separating the body from the brain

We are entering a renewal in the work force. The global imperative is for the United States to become an innovation economy now. This is an entirely different animal than the Industrial revolution; I have long argued that the résumé system is by far the most archaic knowledge management “currency” of trade in use today.

The entire premise of the résumé is destitute, if not destructive, in the modern world. Words on a computer screen are a very low level ‘media form’ being used to describe a very high ‘media form’; social, creative, and intellectual capital. It’s like using crayons to design an aircraft.

If the key words are so important, why have any other words?

A manager always hires people that remind them of themselves. They estimate the future success of a candidate based on their own limited, and often static, past experiences. The world is moving so fast and has become so complex that no manager can possibly know enough to capitalize the future based on a viable statistical sample of past experiences – we’re all holding on for dear life in a hurricane of change. The problems and opportunities of the future are so huge, so important, and happening so amazingly fast yet the allocation of human resources is worse than random for a candidate pool.

Here are a few comments that I’ve picked off some recent Human Resources Community Blogs:

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1. And our future goes with it:

“Most recruiting systems I’ve seen screen out innovators. Any résumé that is unique, different or convention-defying gets surreptitiously put in the junk pile.”

2. Start by looking in the junk pile:

“The Innovation Economy requires that the talent that creates the most value for an organization must rise to the top. Innovators are playing an increasing role in creating shareholder value – one might argue that they create the most shareholder value these days – and figuring out how to find and attract this very different breed of talent is one of the most critical initiatives you can launch within your organization.”

3. What part of “share holder value” are we having difficulty with?

“The most innovative people I have ever met don’t follow conventions in their experience or in their résumé. Or, they get bored very quickly when they can’t innovate or are forced to focus on operations, and efficiency. Most might look like (and even be) job hoppers”

4. Here is my favorite comment – I wish I could hug this person:

“I think it takes more than a résumé to screen an Innovator in or out. As blogs, blog posts, social networking, more powerful search tools, personal websites, the emergence of video on the web, talent platforms that offer CRM, etc. etc. etc. continue to become additional tools for an employer to consider in making a hiring decision, is the résumé still a currency for a candidate?”

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We have an inventory and CAD model of every nut, rivet, and panel that goes on an airplane – why would we try to build anything without one?

So Please, let’s evolve out of the revolutionary times and develop a real community knowledge inventory. It must be computer enabled and based on a taxonomy that everyone knows and understands. It must be read, analyzed, sorted and vetted by social networks and communities of practice. It must integrate with knowledge assets from anywhere in the world.

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The Résumé Must Die

Résumé: A French word for separating the body from the brain

We are entering a renewal in the work force.  The global imperative is for the United States to become an innovation economy now.  This is an entirely different animal than the Industrial revolution; I have long argued that the résumé system is by far the most archaic knowledge management “currency” of trade in use today.

The entire premise of the résumé is destitute, if not destructive, in the modern world.  Words on a computer screen are a very low level ‘media form’ being used to describe a very high ‘media form’; social, creative, and intellectual capital.  It’s like using crayons to design an aircraft.

If the key words are so important, why have any other words?

A manager always hires people that remind them of themselves.  They estimate the future success of a candidate based on their own limited, and often static, past experiences.  The world is moving so fast and has become so complex that no manager can possibly know enough to capitalize the future based on a viable statistical sample of past experiences – we’re all holding on for dear life in a hurricane of change.   The problems and opportunities of the future are so huge, so important, and happening so amazingly fast yet the allocation of human resources is worse than random for a candidate pool.

While the Ingenesist Project discusses a solution at great length, I’ll just stop complaining and share a few comments (self titled) that I’ve picked off some recent Human Resources Blogs:

***

1. And our future goes with it:

“Most recruiting systems I’ve seen screen out innovators. Any résumé that is unique, different or convention-defying gets surreptitiously put in the junk pile.”

2. Start by looking in the junk pile:

“The Innovation Economy requires that the talent that creates the most value for an organization must rise to the top.  Innovators are playing an increasing role in creating shareholder value – one might argue that they create the most shareholder value these days – and figuring out how to find and attract this very different breed of talent is one of the most critical initiatives you can launch within your organization.”

3. What part of “share holder value” are we having difficulty with?

“The most innovative people I have ever met don’t follow conventions in their experience or in their résumé.  Or, they get bored very quickly when they can’t innovate or are forced to focus on operations, and efficiency.  Most might look like (and even be) job hoppers”

4. Here is my favorite comment – I wish I could hug this person:

“I think it takes more than a résumé to screen an Innovator in or out. As blogs, blog posts, social networking, more powerful search tools, personal websites, the emergence of video on the web, talent platforms that offer CRM, etc. etc. etc. continue to become additional tools for an employer to consider in making a hiring decision, is the résumé still a currency for a candidate?”

***

We have an inventory and CAD model of every nut, rivet, and panel that goes on an airplane – why would we try to build anything without one?

So Please, let’s evolve out of the revolutionary times and develop a real community knowledge inventory.  It must be computer enabled and based on a taxonomy that everyone knows and understands.  It must be read, analyzed, sorted and vetted by social networks and communities of practice. It must integrate with  knowledge assets from anywhere in the world.   A self-perfecting algorithm must be developed for a predictive percentile search engine in a pull system that seeks, matches, and deploys the ‘secret sauce’ of success, specific to any application, anywhere, any time – and fast.

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