Job Sites Are Secretly Filtering You Out
Joshua Fluke
8 min, 4 sec
The video explains Indeed's job posting features and how they can filter out applicants before a company even sees their application.
Summary
- The host demonstrates how employers use Indeed to instantly filter out job applicants without notifying them.
- It's revealed that employers can select 'deal breakers' in qualifications, which prevent applicants from being notified if they don't meet certain criteria.
- The video critiques the lack of transparency in job salary competitiveness and the reality of 'competitive pay'.
- The sponsor, Aura, is introduced, offering online safety tools such as a VPN, transaction monitoring, and a password manager.
- The video questions the effectiveness of Indeed's pre-made skill tests and working style evaluations in the hiring process.
Chapter 1
The video begins by discussing how Indeed allows employers to set 'deal breaker' qualifications that can filter out applicants without notification.
- The host expresses a desire to understand the 'other side' of Indeed, the employer's perspective.
- Discusses the lack of notification for both applicants and employers when 'deal breaker' qualifications are not met.
Chapter 2
The host demonstrates the process of creating a job post on Indeed and the options available to employers.
- Company name and industry are entered, affecting the statistics on the next page.
- The video shows how job title selection influences the perceived competitiveness of the offered salary.
Chapter 3
The host discusses the lack of salary transparency and how employers can manipulate the stated salary after hiring.
- Indeed shows employers how competitive the pay they are offering is.
- Employers can legally change the salary offer after the hiring process, exploiting applicant desperation.
Chapter 4
The video features a sponsorship segment for Aura, an online safety software.
- Aura offers services such as VPNs, content filtering, transaction monitoring, and password management.
- The host discusses the benefits of removing personal information from data brokers through Aura.
Chapter 5
The host explains Indeed's options for resume submission and the flexibility employers have in setting hiring timelines.
- Employers can choose to require a resume, not ask for one, or have applicants apply through their own systems.
- The hiring timeline is suggested but not enforced, giving employers leeway.
Chapter 6
The video discusses the pre-screening features on Indeed, including setting non-negotiable 'deal breaker' qualifications.
- Employers can specify must-have qualifications and pre-screen applicants without notifying those who don't meet them.
- The host argues that qualifications can be subjective and advises applicants to stretch the truth if necessary.
Chapter 7
The video critiques Indeed's skill tests and working style assessments for their lack of real-world applicability.
- Skill tests are criticized for not accurately reflecting actual job duties.
- Working style tests are mocked for promoting conformity and not allowing for nuance in applicant evaluation.
Chapter 8
The video concludes with insights into gaming the job application system and a final mention of the sponsor, Aura.
- The host suggests being savvy when dealing with corporate hiring practices.
- Reminds viewers of Aura's sponsorship and the services they offer.
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