Peroni

Here in the UK, I had an airline hold a substantial amount of my money hostage and they refused to engage in a discussion to allow me to get my money back. I spent ~30mins filling out a small claims court application, paid the obligatory £115 fee, and a few weeks later the airlines lawyers contacted me offering me my money back along with a decent amount of compensation.

Equally, I've witnessed people pursue employment tribunal claims against their employer here in the UK, only for the process to take years, the preparatory effort being enormous, and the outcome being a positive judgement in their favour along with an insultingly meagre financial award. For some, that's still worth it purely for the vindication and validation.

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.