ゲスト さん
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仕事って何？自分に合った仕事ってどうやったら見つかるのでしょう。僕は「仕事は始めてみなくては、自分に合ってるかどうかわからない」説を支持します。この仕事につきたい、この会社にくっつきたいという”憧れ”が、仕事のやる気、モラルを支えるのだ！と思っています。
企業と学生の接点を考えましょう。ベストなマッチングの手法を生み出せたら、いいかな。
半ば恋愛のように、会った瞬間に「この人だ」と思った！も信じるし、時間をかけて、とことん話して、お互い熟考して…というのもありえる。
双方が興味津々になれる就職試験があれば、世の中、少しだけ楽しいものになりそうだと思います。
What is your job? How do I find What will it suitable job.I "work is not at first try, do not know whether it suits them" to support the theory.
Want to work with this, this company would like to stick to the "longing" is, he support of work motivation, the moral! We think.Consider the contact of companies and students. Once the technique of matching the best Umidase, I'm good.As of mid-love, the moment we met I thought "It's this person!" I also believe, over time there, talking about thoroughly, also called each other ... to ponder.I think if you have both employment exam are eligible to become curious, world, and looks to be just a little fun.
ぎりぎりで落ちた人がポイントもらえたりするといいね。僕が就活中（25年前）に、最終で落とされて言われた忘れられない言葉。「キミはいいとこまで行くけど、決め手に欠ける」。決め手ってなに？
It would be nice if the person who got cut on the borderline got advice. When I was looking for my first job 25 years ago, I was told something I’ll never forget when I was rejected in the final round of interviews: “You’ll get far, but you lack a deciding factor.” Just what is a deciding factor?
未来履歴書は下手をすると、自分が今、やり遂げてないことの先送りに過ぎないかも。未来にできるかどうかを、採用する側は「今」判断したい。そこをこじあけるヒントはあるかな…ないかな。
If you’re not careful, a “future resume” could be nothing more than procrastination for what you haven’t achieved yet. Employers want to judge the present as to whether you could do something in the future or not. This idea could serve as a hint for this… or maybe not.
就活する側の自衛手段として構築できるかも。企業側はなにもかもオープンにする人的時間的余力も（その気も）ないから、学生主体に情報を”共有”する。革命だ！
Perhaps this could be built as a self-defense measure for job-seekers. Companies don’t have spare time or resources (nor the incentive) to make everything public, so students could take the initiative to share information. It’s a revolution!
全社員面接案はいくつかあったけど、人気だったのは「いいね！」という軽さかしら。どこかしらに必ず自分が役に立てるハズ、という感覚。細かなニーズに答える。ロングテール就活？
There were a number of idea creations for interviews by all employees, but this was popular because of the lightness of “Like”. The feeling that you will come in handy somewhere, responding to niche needs. Long Tail job-searching?
こちらは企業側が「見える化」に協力すればいい。ソーシャルメディアで就活の見える化。アマゾンの本を選ぶと出てくる表示のように「この会社を選んだ人は、次の会社も選んでいます」またはその逆。ありえるかも。
It would be good if companies cooperated with this transparency of job searching via social media. Similar to the message when choosing a book on Amazon, like “People who chose this company also chose the following companies” or the opposite. This could be a possibility.
これ、ありだと思うんです。人と１対１で会って仲良くなるのこそ、ソーシャルの第一歩。twitterやfacebookやメール１本じゃない関係って、濃くてめんどくて尊い。それって能力。
I think this is a possibility. Meeting one on one and becoming friendly is the first step to being social. A relationship that is not just based on Twitter or Facebook or e-mails is deep, takes work, and is precious. That is capability.
二軍入社、試用期間…採用する側もされる側もホントウはしばらく”同棲”してから決めるシステムがあれば。でも５年、10年くらいして突然化ける人もいるんだけど。
“Farm team” employment, a trial period… we should really have a system to test things for a while before making a commitment, from the perspective of both the employer and the employee. …Although there are people who suddenly transform after five or ten years.
長時間面接とか、飲みながら面接…てのがあったけど、長い時間一緒にいれば「わかってもらえる」なんてナイーブ過ぎるからね。このアイディアは「成長度」が基準に加わるからおもしろくて明解。すごく好き。
There were idea creations such as marathon interviews or drinking interviews, but assuming that someone would understand you after spending several hours with them is too naïve. This idea is interesting and clear because it adds “rate of growth” to the standard. I really like it.
