I have to put out a ghost job req and interview every person applying within reason for every green card a direct report is applying for. I have to show there are or aren’t any residents or citizens that can fill the job The main problem is: even if the interviewee knocks it out of the park, is an amazing engineer, I still am not interested in firing my OPT/h1b team member who can still legally work for 2-3 years. So…
So you have zero integrity. Thanks for sharing.
Not a certain conclusion, they could just operating from a different set of values than yours, but adhering to those with integrety.
So basically you're wasting the interviewees time and breaking the law by admitting that you won't hire a citizen who would do the job just as well.
The law says I can’t submit the I-140 application, which I follow the law and I don’t submit it. As a people manager it’s a heartbreaking conversation to have - to tell a report their dream of staying beyond their visa is gone The law says every line manager needs to do their own industry pulse check every time an i-140 is submitted. And this is the only legal way to pulse check (advertise a ghost job). It would be m…
I dislike this system as much as you do. Clearly the PERM cert is flawed. I suppose the system is working as intended, and I'm not sure what the drama is, although of course, from a human empathy point of view, I feel like the story is making you look like the worst actor in this scenario.
That is unfair, but forgive me: you hold all the cards and occupy the most powerful position in the story, and you are framing it in absolutes, trying to make yourself a victim, talking about it as though you are powerless.
Wait, this isn't clear to me. Are the interviewees citizens? So you're interviewing citizens to prove that there aren't any who can fill your jobs but even when they clearly could fill the job you don't hire them? Seems like the requirement of proving "there are or aren’t any residents or citizens that can fill the job" is going to be near impossible for the government to enforce
Yes, h1b hiring practices have been shady at best for atleast a decade. For everyone that just doesn’t want to fire a coworker there is someone taking advantage of cheap labor that is easier to control under the threat of deportation. The h1b program is supposed to be for people at the top of their field so they can skip the normal visa line, but it is commonly used to save money through exploitation. A long time ago…
the grandparent comment states that they were interviewing for a position that was held by a green card applicant, not h1b visa holder.
No, this is backwards CTO is not such an exceptional role that you can convince me that a company couldn't find a single person in America who would be qualified to take it It's also a highly sought after role, so people would generally be willing to relocate for a role like that H1Bs are designed to fill labour shortages, where your local labour market is saturated and you are struggling to find local talent or attr…
But arguably any labor shortage can be fixed by just having way higher wages. Like if Google is struggling to hire L3 entry level engineers, can't they just offer $1 million/year salary? Then of course they will get the people they want. To me, the point of H-1B and similar programs isn't "we can't get the individual staff we need". It's rather that at a society-wide level, having more software engineers at an overal…
>But arguably any labor shortage can be fixed by just having way higher wages.
In the long term perhaps, but not in the short term. Bidding wars over an inadequate supply of suitably-skilled labour are good for those workers, but they aren't good for the economy or society as a whole.
That's where the ghosting comes in. If you're always ghosting, then you always have recent people to get back to, not months old. The pipeline isn't a lossless FIFO queue, in other words. People go in one end and are dropped out the other. In between are the recents you can call if a spot actually opens up.
Exactly, you don't build up a catalogue of people you can get back to. Ie. this technique does not make sense - search for people on demand instead.
It can take months to hire a specialist from both but if you're constantly spinning plates, you have some lukewarm contacts as well as a list of obvious no's.
I have to put out a ghost job req and interview every person applying within reason for every green card a direct report is applying for. I have to show there are or aren’t any residents or citizens that can fill the job The main problem is: even if the interviewee knocks it out of the park, is an amazing engineer, I still am not interested in firing my OPT/h1b team member who can still legally work for 2-3 years. So…
So you are simultaneously screwing over the ones applying to the job, the government, the guy already working for you and yourself? Geez, it must be amazing in your department, a lose-lose-lose-lose
Isn't it lose-win-lose-lose? The government is requiring this.
>The trend could be due to the low marginal cost of posting additional job ads and to maintain a pipeline of talents. After adjusting for yearly trends, I find that ghost jobs can explain the recent disconnect in the Beveridge Curve in the past fifteen years. The results show that policy-makers should be aware of such a practice as it causes significant job fatigue and distorts market signals. Very interesting. I cer…
This isn't anything new. This exact same thing happened during the 2000-era dot-com bubble burst. There was a huge hiring freeze across all tech companies, yet somehow they were still posting job ads, but nobody was hiring. I even moved cities to work at a job where 10 of my friends worked (including the CEO as a good friend), and when I went in for the "interview" (the job was supposedly guaranteed) the CEO said he couldn't hire me because of a hiring freeze. I ended up freelancing for the company on-and-off for a couple of years, but it was barely enough to keep me fed. There was no other work anywhere. It was a rough 4 years, and we're going through the same thing now and have been for a while. I'm glad that this time I have a bit of job security, but I feel sorry for those that don't. I tried to warn everyone I could a few years ago that if they had a job, even if they didn't like it, they should consider staying because it's going to get rough. People laughed at me for suggesting this, but now nobody is laughing.
In 2023 there were 755,020 H1-B admittances. Why was it much easier to get a job in 2021? Because there were only 148,603 [1]. Notice that even though Republicans talked about immigration, neither party is talking about reducing H1-B filled roles. The kicker is if you’ve had a gap doing your own thing or because you were laid off and you apply for a job at a discount salary, you’re still not competitive against an H1…
These numbers probably don't mean what you think they mean. Certainly, the number of H-1B holders in 2021 and 2023 is about the same. An "admittance" is someone with a H-1B visa appearing a port of entry like an airport to enter the US. If a single H-1B holder goes on (say) 3 international trips in 1 year, that will count as 3 "admittances" in that year. The reason why the number is so low in 2021 is that the US gove…
Great point. The H-1B receipts total[1] is probably what most are looking for
I once applied for a job that precisely matched my qualifications. It was crazy - the job description could have been written by someone looking at my CV. I didn't even get an interview. Likely no one did. It wasn't a ghost job, though. It was a position created for a someone they wanted to hire. Being a public institution, they were required to advertise positions. That didn't mean that they actually wanted any of t…
I've had a similar experience for a local job. I honestly thought it was my previous employer unknowingly reaching out to me initially through a recruiting agency. The job description was verbatim my resume. Got the interview, and ghosted.