He says 33% of hiring managers admit to creating job reqs and advertising them with no intention of filling them so that the existing people on the teams those new hires would go to feel that help is on the way and they don't quit.<p>But it's a trick to keep people from leaving and to be able to continue to overwork their employees and squeeze out a bit more before burnout.
The video's description, channel and host trigger so many "this is a scam" alarms that I'm prevented to watch more than 2m.<p>Does the guy at any point provides any kind of substantial proof that companies are actually doing that ? I'm curious what it could be.<p>But maybe it's because my gig has a hard time _actually finding people to hire_ ...
Resume culling has been going on forever. It’s just a part of the game. This is why you need to make connections with actual people. Not networking. You need to build relationships and those relationships will automatically expand your ability to find work.
The entire market is a game and sham according to my experience:<p>When employers actually need labor they hire who comes along and train them to fit the needed roles while managing attrition.<p>But what I'm seeing is all about arbitrage. When an employer prefers to leave positions unfilled without facing the costs of constructing skilled labor, they're just scalping.<p>Employees are expected to self fund training in branded products to be "competitive".<p>"Growth" / "innovation" become PR terms for automated scalp removal.<p>What's weird is that internally at fat corps they don't know what to do with the skilled staff they have.<p>For example Intel has a perpetual purgatory they literally call "the pool" where they send skilled staff to tread water before being laid off. They've had the pool for 35 years but have no internal equivalent of LinkedIn. They don't even bother to curate the staff they already have while endlessly seeking greenwood. The training is more than half outsourced to the community while the firm enjoys humongous tax breaks because it's "employer of choice". But weirder still, they'll help arrange for a PhD then dump the staff member a few years later.<p>It's this incredible selfishness to process absent of purpose that leads to a community corroding pathos which explains why the Bay Area is one of the most stratified and regressive regions in the world. It produces churn where the only feature of the landscape that represents stability is in "Defense" contracts and a culture that produces policy like this:<p><a href="https://www.rand.org/content/dam/rand/pubs/monographs/2008/RAND_MG738.pdf" rel="nofollow">https://www.rand.org/content/dam/rand/pubs/monographs/2008/R...</a>
What the presenter here chimes absolutely with my recent/ongoing experience. I've interviewed for a mix of permanent and contractor positions where supposedly everything has gone well with interviews but there's some BS or other, including:<p>- Position withdrawn midway through interviews<p>- Position withdrawn after final interview<p>- Rejected on a minor skill component when employer has re-advertised this and several similar/associated positions repeatedly each week since<p>- Repeated requests for 'one more interview' (did one, they decided they didn't need another) . Got 'verbal confirmation they want to take you' and told that 'everyone in the company at every level says they want to go ahead' but mysteriously they somehow haven't been able to commit that to writing.<p>Matches ChatGPT summary of transcript for this video:<p>To recognize signs of fake job postings, the presenter advises looking out for certain red flags, such as:<p>- *Vague Job Descriptions*: If the job description lacks detail or is unclear about the responsibilities and requirements, it might be a ghost job.<p>- *Repeated Postings*: If you notice the same job posting recurring over several months or even years without apparent updates, it could indicate that the role is not intended to be filled.<p>- *No Response or Ghosting*: If you apply and even proceed through several rounds of interviews, only to be ghosted or told the position is no longer available, this could be a sign of a fake posting.<p>- *Prolonged Hiring Process*: Companies that keep stringing along candidates without clear timelines for hiring or giving vague excuses might be using ghost job tactics.<p>The presenter advises job seekers to be cautious and not take rejection personally, as these practices are often due to the company's strategies, not because of the candidate's qualifications. Ultimately, these signs help job seekers avoid companies that might be toxic or engage in unethical practices.
It seems like this practice of always having job listings posted, even if you don't intend to fill them, effectively hides the internal status of a company from the public. This signal -- "the company has more or fewer job listings compared to the past or compared to other companies" -- could have a marked effect on current employees, investors, analysts, etc. But the company may want more control over how these groups perceive it, so it masks this internal state by adding noise to the signal.
Aside from it just being a tough job market, the rise in remote work means there are now an order of magnitude more candidates for any position that isn't explicitly hybrid or in-office, and there ends up being a paradox of choice.
I filled a job role that had been up for a year once, they weren't happy with the candidates until they saw me, this was in a less populated area.
This can’t happen in companies where you’re part of the hiring process.<p>Every company I’ve worked for in the past several jobs has had me interviewing candidates directly. I’m part of the decision making on whether the candidate is hired, or which candidate from a panel is hired.
Fake job postings have existed for the entire 27+ years I've been in the job market.<p>A big part of it is recruiters just trying to build their CV database for the future.<p>Another big part is recruiters and companies doing market research to see what skills are out there and compensation levels to make sure their employee compensation and candidate offers are in line with market.<p>The final part is companies fulfilling the regulatory requirement to be able to say "we tried to find Americans and couldn't" before bringing on the H-1B's they always planned to bring on from the start.
I see it as free brand advertisement. The company appears "active" and "growing" in google searches.<p>Head hunters have started doing it as well.
I feel a large part of it is that companies are getting regular employees to do more of the interviewing, so it's like they get people in simply so they can train those employees interviewing skills.<p>I know at the previous company I worked at you couldn't get promoted unless if you were partaking in interviews, so I feel that might be a potential reason.
Another reason I could imagine for fake job postings: the company looks more successful if it has a lot of open positions listed. Kind of like a free advertising.