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this looks similar to one of the ideas brought up in the Research section - I think that's a good theme to stick with. Connecting people through their specific skills and their actual work versus the current standard which is driven by key words, pedigree, or simply knowing the right people.

Circling back to the challenge, which focuses on youth and specifically youth in developing nations and fostering talent - I think this is a pretty direct platform solution.

On a large scale, this can flip the way we view employment over on itself - in a a very effective way. As many companies and people are becoming involved in more than a single, narrow specialty, they begin to require more than a single type of employee. Fortune 100 business consulting firms are becoming startup hubs and tattoo artists are also photographers and graphic designers.

If a design consulting firm like IDEO needs someone with financial expertise (being biased here as I'm in finance) who also has broad knowledge in design, a lot of people who are deeply involved in finance don't think to look at design consulting firms. On the surface, without deep knowledge of the field, you think design consulting = branding, marketing, graphic design, product design.

This GapJumper form of connecting skills with positions takes out the top layer of assumptions and goes directly to the skills needed for a job that could be in a number of industries one might have never thought of.

TL;DR: GapJumpers as a form of communicating jobs needed, directly with people who have the skills for the job, rather than the pedigree for the industry, could revolutionize the way this and the next generation find employment.