The Most Interesting Discussion About Ghost and Fake Jobs — Explained скачать в хорошем качестве

The Most Interesting Discussion About Ghost and Fake Jobs — Explained

I hate “ghost jobs” as much as the next job seeker, and I’m not looking for a job. But I am trying to make sense of it all and will need help explaining, I hope, more clearly than you’ll see in most LinkedIn posts. There are many articles about ghost jobs, but not in the context of the differences between fake and ghost jobs. In this episode of the podcast, there is a past one I did with Craig Fisher. It’s a five-minute excerpt in which he provides a clear reason for ghost jobs, reframed as “evergreen jobs,” and how companies use the data they collect. I have to be fair and not villainize its use, while hating it like crazy, because for job seekers, the extra work of discerning the difference between the fake ones is. When job seekers vent about, *ahem* “evergreen jobs,” they feel the waste of valuable time in discerning between the two. The elementary part of the fake and ghost jobs is they come from fake companies or posts created by fake recruiters. But you deserve a further breakdown. What do we know about ghost jobs? This won’t go well with experienced recruiters, not because they are the perpetrator or villain. They work for the company to actively fill vacant roles. Many others feel your pain, including those trying to pass legislation. Craig and I talked in August of 2024. Since then, I discovered additional resources, including some legislation, to mainly require the employer and job boards to identify their “evergreen” or (ghost job). Ghost jobs have been a concern for decades. I found this 2003 Chicago Tribune article (https://www.chicagotribune.com/2003/0...) featuring my friend Robin Ryan (  / robinryancareercounselor  ) , who expressed concern about job seekers’ reliance on job boards. Back then, “phantom vacancies” (now “ghost jobs”) were called out because the number of job applicants was suspect. Even then, the widespread use of measuring talent pipelines, using data to inform employers of ideal applicants, and appealing to stakeholders and investors creates the impression that jobs are in high demand. This is why data collection requires transparency. This Colombia Law Review article, Ghost Job (https://www.columbialawreview.org/con...) s, uses the word “deception” at least 20 times, indicating that the collection of personal information is not merely misleading. They are hard to identify and avoid for most applicants, even when job postings list an expired date. The paper calls for more transparency and forthrightness when posting the job. Here’s a model for federal law? The California Consumer Privacy Act (https://leginfo.legislature.ca.gov/fa...) of 2018 (CCPA) requires companies to provide job seekers with an opt-out option so their information is not shared with anyone. Their law includes the right for anyone to delete their personal information, where and how it’s used, and if it’s sold and to whom or what. There are 20 states with laws (https://www.whitecase.com/insight-our...) and guidelines that are somewhat similar but not as comprehensive as those in California. Here are two federal bills proposed as drafts for comprehensive regulation. The first below is not employment-specific, but the other could be a game-changer. I won’t go into either at the moment, but you might want to check them out. I’ll cover them in future articles and podcasts. The (https://www.congress.gov/crs-product/...) American Privacy Rights Act (APRA) (https://www.congress.gov/crs-product/...) (https://www.congress.gov/crs-product/...) The (https://www.truthinjobads.org/) Truth in Job Advertising and Accountability Act (TJAAA) (https://www.truthinjobads.org/) Today, companies view your personal information as their asset. Craig is a fractional talent acquisition leader and consultant for various companies. I am republishing a short excerpt from our original conversation from the fall of 2024, as it wraps up what ghost jobs are from a company’s point of view. It’s probably the best one I’ve heard to date. Here’s what Craig told me about ghost jobs: Ghost jobs are seen as ‘evergreen jobs” because of the constant need and turnover. The collected information is not sold (personal opinion, it might be sold), and it also states actual companies are not “the bad actors.” Companies are building candidate lists, and he also framed this process through the lens of evergreen roles. Storage and Use: Job seeker data are placed into an Applicant Tracking System (ATS). Sometimes, recruiters use this data to find candidates who have applied previously. When lists become stagnant, the organization may send an email to “wake the dead” to seek out potentially available applicants. Some employers and ATS makers are beginning to implement policies that purge collected data after a set period, such as 12 ...