[wombatpm]

Then should be a paper trail of the position, and a final decision by a person to not fill the position.

I feel that as part of unemployment insurance all job postings should tie back to a canonical job position registered with the state with mandatory reporting of applications received,number of interviews conducted,date hired or date position withdrawn, and final dispensation: external hire, internal hire, contract hire, or position withdrawn.

If HR isn’t bullshitting everyone, they should have that data. State agencies and nonprofits already tract the information.

[derektank]

As far as it goes, I think that alone is a fairly reasonable ask (though a heavier touch than I personally would feel comfortable legislating without serious consideration). But I’m not sure it really solves the problem if all you need to do is have someone sign off and say, hey, we didn’t find any good candidates. It seems susceptible to pencil whipping. So, what’s the next step. What is the trigger for prosecution? Where’s the line drawn between a fraudulent job posting and the merely poorly managed? Or, if they’re the same, what’s the definition? Are there a minimum number of interviews that need to be conducted each week?

[wombatpm]

Public data that can’t be adjusted like Glassdoor reviews?

A way to keep recruiters honest? Is this for job xyz that has been reported filled as of Friday?

I’d certainly use it in interviews. Job x appears to posted every 10 weeks and reported a filled by internal hires. What is the problem with this job?

[FireBeyond]

I mean companies also already feel quite content bullshitting DOL/ESD with "reason for termination of employment" - I've had multiple friends deal with "was fired for cause" appeal this only to have the employer no-show the hearing or actually admit "no, there wasn't cause", generally with no consequence.