To me that sounds like a perfectly rational response to fake job apps. When there exists the possibility of 0% chance of a response for a given application, the only rational move is to minimize the investment of all submissions and maximize the number of submissions.
Recruiters and hiring managers spun it as a problem being inflicted on them because of AI tools and the attitude of people applying, with one commentator writing
> Recent cohorts have been infected with a sense that the job market is nothing more than a game that they need to min-max… The problem is so bad that one company withdrew from partnering in our internal job board, citing rampant LLM-generated applications and obvious LLM cheating in interviews.
On the other side of your argument you have people who see no problem posting ghost jobs, and think it’s a harmless way to boost company morale and increase investor confidence. They see hundreds of “low effort” applications being submitted to them, believe it is a cost being imposed on them, and think it’s 100% a problem caused by the applicants. They see no connection between their behavior and the response they get back from the environment and would see your proposal as absolutely ridiculous.
1) Company applies on behalf of employee.
2) Company advertises for employees job.
3) Company interviews local suitors
3a) If local suitor aces it do they get the would be immigrants job? No and also no GC for immigrant.
3b) No local suitor found then immigrant gets GC.
H1B should die. Exceptional immigrants can come here and be an American after some determinant amount of time (not in a hundred plus year backlog or some nonsense). My problem is that I can't work with an underclass, their is no joining the cultures because we are pitted against each other.
At the same time falsifying skills or misrepresenting them should be just as bad.
A level of competency, recency or familiarity that is not accurate to what’s needed or communicated.
As much as many job posts can be wish lists (no hire is perfect, every hire can be a compromise of how much of each skill a candidate has), understanding what you bring, what is needed, and where you can grow relative to the position and the work ahead can mean a lot.
In some cases, a perfect candidate might mean limited time there or maybe three candidate gets bored.