nepotism

How could we make job search less of a nightmare?

PNRJ core principles, market failure, personal, public policy , , , , , , , , , , ,

Mar 1 JDN 2461101

This has been my “career” for the last two years:

I search through thousands of job postings, which, despite various filters and tags on my searches, almost none of which are actually good fits for me—in part because the search engines simply do not contain a great deal of information that would be vital, like “LGBT friendly”, “supportive of neurodivergent employees”, or “good at accommodating disabilities”. Instead it’s all sorted by “job title”, which at this point is clearly an arms race of search-engine optimization, because I keep getting listings called “tutor” which are actually some sort of interactive training of yet another large language model nobody actually needs. (Actual tutoring of actual human students often is a good fit for me—though it pays much better if you’re freelance than if you work for a company, because the companies take a huge cut of what the customers pay.)

But, after an hour or two of searching, I find a few that seem like they might be worth applying to. They’re never a perfect fit, but beggars can’t be choosers, so I decide I’ll go ahead and apply to them.

They ask for a resume. No problem. Perfectly sensible, I have one handy; maybe I’ll tweak it a bit, but if it’s an industry I often apply to, I may already have a tweaked version ready to go.

They ask for a cover letter. Okay, I guess. There usually isn’t much I can really say there that isn’t already in my resume, but occasionally there’s something worth adding, and it’s only maybe half an hour of work to update an existing cover letter for a new application.

Then, they ask me to input my work history in their proprietary format on their website. WHAT!? WHY!? I just gave you a resume! You aren’t even willing to read it? You want to be able to automate the reading of my resume, so I have to enter into your proprietary database? But okay, fine; beggars can’t be choosers, I remind myself. So I enter everything that’s in my resume again.

Then, they ask me what salary I want. I know this game. You’re trying to make me reveal my preference in this bargaining game so you can gain bargaining power. So I look up what kind of salaries companies like them usually offer for jobs like this, and then I hike it up a bit as the opening bid in a negotiation.

Then, they ask me to fill out some questions that are supposed to assess… something. Some kind of personality test, or “culture fit”, or something similarly fuzzy. I try to interpolate my answers between my genuine feelings and the kind of hyper-obedient corporate drone they’re probably looking for, because I’m not an idiot who would answer honestly (I’m not that autistic), butI wouldn’t actually want to work for anyone who required the very topmost corporate-drone answers.

And then, what happens?

Absolutely nothing.

No response. Weeks pass. At some point, I have to assume that they’ve filled the position or closed it, or maybe that the vacancy was never real at all and they posted it for some other reason—likely to give some sense of searching when they in fact already have someone in mind. (Apparently over a third of online job postings are fake.)

I have done this process over two hundred times.

And in doing so, I have chipped off pieces of my soul. I feel like a shell of the person I was. And I have absolutely nothing to show for it all.

I am not even unusual in this regard: Recruiters often complain that they are swamped because they get 200 applicants per posting—but that means, mathematically, that an average job-seeker must apply to 200 postings before they can expect to get hired. (And which is more work, do you think: Writing a cover letter, or reading one?)

How could we make this better?

There are a lot of problems to fix here, but I have one very simple intervention that would only slightly inconvenience recruiters, while making life dramatically better for applicants. Here goes:

Require them to show you the resume of the person they actually hired.

There should be a time window: Maybe 30 days after you applied; or if it’s a position like in academia where they don’t do interviews for a long time after the application deadline, within 7 days of them starting interviews.

Anonymize the resume appropriately, of course; no photos, no names, no contact information. We don’t want the new hire to get harassed by their competitors. (And this takes, what, 5 minutes to do?)

But having to send that resume solves several problems simultaneously:

  1. It means they have to actually respond—they cannot ghost you. It can be a two-line form letter email with a one-page attachment that’s the same for all 200 applicants—but they have to send you something.
  2. It means they have to actually hire someone—the posting cannot be completely fake. If they are for some reason unable to fill the vacancy and have to close it, they should have to tell you that, and give a reason—and that reason should be legally binding such that if you ever find out it’s not true, you can sue them.
  3. It means that person had to actually apply—they couldn’t have been someone’s nephew who was automatically given the job and the posting was only made to make it look like there was a hiring process. At the very least, said nephew had to actually cough up a resume like the rest of us.
  4. It allows you to compare qualifications—you can see how you stack up against the new hire. If they are genuinely far more qualified? Well, fair enough; perhaps this job was a stretch for you, or it’s a very rough market. If they are about as qualified, or better in some ways, worse in others? Well, you surely were to apply, but you can’t win ’em all. But if they are far less qualified? You now have the basis for a lawsuit, because that looks like nepotism at best and discrimination at worst—and they had to give you that evidence, in writing, in a timely fashion.

The penalty for failing to comply with this regulation could be a small fine, perhaps $100—per applicant. The more people you ghost, the more you have to pay up.

This is clearly a very small amount of extra effort for the recruiters. They already have the resume—hopefully—and all they need to do is anonymize it, grab a standard form letter rejection email, BCC all the applicants to this position (which are—again, hopefully—already stored in one place in the company’s database), attach the anonymized resume, and click Send. We’re talking 15 minutes of work here, regardless of the number of applicants. In fact, it could probably be automated so as to require almost zero marginal effort for each new job: Just check the box next to the name of the person who was hired in the applicant tracking system, and it does the rest. (And if the person you hired wasn’t in the applicant tracking system? That sounds like a you problem, because you’re clearly not treating the other applicants fairly.)

Caught between nepotism and credentialism

PNRJ market failure, public policy , , , , , , , , ,

Feb 19, JDN 2457804

One of the more legitimate criticisms out there of we “urban elites” is our credentialism—our tendency to decide a person’s value as an employee or even as a human being based solely upon their formal credentials. Randall Collins, an American sociologist, wrote a book called The Credential Society arguing that much of the class stratification in the United States is traceable to this credentialism—upper-middle-class White Anglo-Saxon Protestants go to the good high schools to get into the good colleges to get the good careers, and all along the way maintain subtle but significant barriers to keep everyone else out.

A related concern is that of credential inflation, where more and more people get a given credential (such as a high school diploma or a college degree), and it begins to lose value as a signal of status. It is often noted that a bachelor’s degree today “gets” you the same jobs that a high school diploma did two generations ago, and two generations hence you may need a master’s or even a PhD.

I consider this concern wildly overblown, however. First of all, they’re not actually the same jobs at all. Even our “menial” jobs of today require skills that most people didn’t have two generations ago—not simply those involving electronics and computers, but even quite basic literacy and numeracy. Yes, you could be a banker in the 1920s with a high school diploma, but plenty of bankers in the 1920s didn’t know algebra. What, you think they were arbitraging derivatives based on the Black-Scholes model?

The primary purpose of education should be to actually improve students’ abilities, not to signal their superior status. More people getting educated is good, not bad. If we really do need signals, we can devise better ones than making people pay tens of thousands of dollars in tuition and spending years taking classes. An expenditure of that magnitude should be accomplishing something, not just signaling. (And given the overwhelming positive correlation between a country’s educational attainment and its economic development, clearly education is actually accomplishing something.) Our higher educational standards have directly tied to higher technology and higher productivity. If indeed you need a PhD to be a janitor in 2050, it will be because in 2050 a “janitor” is actually the expert artificial intelligence engineer who commands an army of cleaning robots, not because credentials have “inflated”. Thinking that credentials “inflate” requires thinking that business managers must be very stupid, that they would exclude whole swaths of qualified candidates that they could pay less to do the same work. Only a complete moron would require a PhD to hire you for wielding a mop.

No, what concerns me is an over-emphasis on prestigious credentials over genuine competence. This is definitely a real issue in our society: Almost every US President went to an Ivy League university, yet several of them (George W. Bush, anyone?) clearly would not actually have been selected by such a university if their families had not been wealthy and well-connected. (Harvard’s application literally contains a question asking whether you are a “lineal or collateral descendant” of one of a handful of super-wealthy families.) Papers that contain errors so basic that I would probably get a failing grade as a grad student for them become internationally influential because they were written by famous economists with fancy degrees.

Ironically, it may be precisely because elite universities try not to give grades or special honors that so many of their students try so desperately to latch onto any bits of social status they can get their hands on. In this blog post, a former Yale law student comments on how, without grades or cum laude to define themselves, Yale students became fiercely competitive in the pettiest ways imaginable. Or it might just be a selection effect; to get into Yale you’ve probably got to be pretty competitive, so even if they don’t give out grades once you get there, you can take the student out of the honors track, but you can’t take the honors track out of the student.

But perhaps the biggest problem with credentialism is… I don’t see any viable alternatives!

We have to decide who is going to be hired for technical and professional positions somehow. It almost certainly can’t be everyone. And the most sensible way to do it would be to have a process people go through to get trained and evaluated on their skills in that profession—that is, a credential.

What else would we do? We could decide randomly, I suppose; well, good luck with that. Or we could try to pick people who don’t have qualifications (“anti-credentialism” I suppose), which would be systematically wrong. Or individual employers could hire individuals they know and trust on a personal level, which doesn’t seem quite so ridiculous—but we have a name for that too, and it’s nepotism.

Even anti-credentialism does exist, bafflingly enough. Many people voted for George W. Bush because they said he was “the kind of guy you can have a beer with”. That wasn’t true, of course; he was the spoiled child of a billionaire, a man who had never really worked a day in his life. But even if it had been true, so what? How is that a qualification to be the leader of the free world? And how many people voted for Trump precisely because he had no experience in government? This made sense to them somehow. (And, shockingly, he has no idea what he’s doing. Actually what is shocking is that he admits that.)

Nepotism of course happens all the time. In fact, nepotism is probably the default state for humans. The continual re-emergence of hereditary monarchy and feudalism around the world suggests that this is some sort of attractor state for human societies, that in the absence of strong institutional pressures toward some other system this is what people will generally settle into. And feudalism is nothing if not nepotistic; your position in life is almost entirely determined by your father’s position, and his father’s before that.

Formal credentials can put a stop to that. Of course, your ability to obtain the credential often depends upon your income and social status. But if you can get past those barriers and actually get the credential, you now have a way of pushing past at least some of the competitors who would have otherwise been hired on their family connections alone. The rise in college enrollments—and women actually now exceeding men in college enrollment rates—is one of the biggest reasons why the gender pay gap is rapidly closing among young workers. Nepotism and sexism that would otherwise have hired unqualified men is now overtaken by the superior credentials of qualified women.

Credentialism does still seem suboptimal… but from where I’m sitting, it seems like a second-best solution. We can’t actually observe people’s competence and ability directly, so we need credentials to provide an approximate measurement. We can certainly work to improve credentials—and for example, I am fiercely opposed to multiple-choice testing because it produces such meaningless credentials—but ultimately I don’t see any alternative to credentials.