Peroni

This is a staggering understatement. It would be instantly banned in Europe for a start.

it feels like it would probably tip the balance far more in favour of the prospective employee than the employer for once

The majority of job applicants are already employed. Publicly declaring they are applying for jobs elsewhere would be career suicide.

Ghost jobs would be easily spottable, since no one would be marked as 'hired'.

You give way too much credit to companies. Most companies are terrible at keeping their own internal Applicant Tracking Systems up to date as it is.

If you're responsible for writing job ads in 2024, the best advice I can give you is to disregard as many of the traditional job ad tropes as possible and write your job ad as if you're writing it for the actual human you want to hire in mind.

All the comments about the application numbers being inflated are correct. On top of that, the quality of applicants that come via LinkedIn (particularly for engineering roles) is consistently poor. If a job post says there's been 200 applicants, I'd be surprised if there were more than a couple of legit strong applications.

If you see a job you like on LinkedIn and have no way of having a direct conversation with someone that already works there, go to their own hosted careers page and apply there instead.

>What can we do to help optimize our job applications to at least get eyes on it?

Say the obvious thing out loud. What I mean is, if the job ad is titled "Senior Python Engineer" then your resume should say "Charlie B Writes - Senior Python Engineer" in a big old sans serif header. The first (current or most recent) job on your resume should also mirror this. If your actual job title is "software engineer" and you spend most of your time writing python, it is 100% acceptable and recommended for your resume to say "Python Engineer".

Ultimately the answer to your question is to make all the headlines of your resume as blatantly relevant to the job you're applying for as possible and make it as easy as possible for someone skimming your resume to assume you're a close match for what they need.

>we’ve observed that it’s easier for our teammates to learn, model, practice, and strengthen our culture;

They believe there are advantages to being fully in-office because they have observed these things. Zero mention of actual data to back up their beliefs and observations despite substantial industry data verifying that remote and hybrid work environments are more beneficial on almost every level.

Not sure I can name many US companies founded in the last 15 years with higher revenue numbers

Pave user here. Absolutely not. It's anonymised comp data. Essentially salaries and job titles only.

Whilst I do agree with your point that data like this should be publicly available, I'm not sure I understand how it gives employers a negotiation advantage?

Not convinced this will be useful to you. Most job boards have a default display period (typically 30 days) and it's rare that a job will be closed manually within that timeframe. Job posts on careers pages are likely to be more accurate but the data is going to be extremely tricky as a lot of career page content tends to be catch-all content to ensure an 'always on' pipeline of candidates and the teams that manage these career pages aren't always efficient at closing roles once they've been filled.

CVs need to show the candidate’s personality, their passions, their story, and that is something AI simply can’t do.

I'm sorry but if you honestly think a CV can give any reasonable insight into someones personality, then you have no business reviewing CVs in the first place.

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My email is in my bio if you want to reach out and ask questions!

No-one is dying because MrBeast tells kids to subscribe and buy feastables. What conversation are we supposed to have?

He also seems to think that MrBeast should be 100% altruistic and that using his videos to promote products to children is bad.

Well, yes of course. As you said yourself, there's an abundance of people applying for jobs. When you have two bakers apply for your job, you'll keep things simple and hire one. When you have two hundred bakers apply for your job, you can introduce levels of complexity in the hope it will help you identify the best bakers of the 200.

No2 is usually formed by a good understanding of how a company measures success in any given role. You'll find the same principle applies to good recruiters. The more a recruiter understands about how your company measures success, the more likely they are to submit candidates that will pass your interview process.

As a result, most behavioural interviews are ineffective and absolutely riddled with bias.

Most tech interviews are as relevant to job performance as if hiring a baker required interviewing them about how electron orbitals bind worked gluten together then rejecting bakers who don’t immediately draw a valid orbital configuration.

Matt's analogy works well for transactional hiring like hiring contractors but doesn't really translate well to situations where the mutual expectation is that we're going to spend a lot of time working together for at least the next few years. Most companies that are hiring engineers often need teams of people to bake bread. Sometimes those teams are huge and often the bakers in those teams are responsible for granular (pun intended) steps to ensure the bread is the best bread it can be. So, if I want some good bread and I intend to have a team of 40 bakers with individual strengths and disparate responsibilities baking that bread, then soon enough the responsibilities will become so granular that actually, I do need at least one baker capable of drawing a valid orbital configuration. Now that I've found a baker with strong quantum mechanics skills, I now need to figure out if they are going to be a horrible human to work with.

This is why referral hiring always has been and still is king. There's no greater hiring test than working with someone for a few years before deciding if they are any good at their job.

Is this only affecting news sites then?