Originally posted on VentureBeat:
This is a guest post by Bright.com’s chief scientist David Hardtke.
The New York Times published an article in recent months detailing how employers increasingly rely on internal referrals in hiring. In the age of “spray and pray” job seekers, where the cost of submitting an application is a few recycled electrons, this may seem like a rational solution in the war against resume spam.
Many companies are building technology to exploit this trend. Last month, for instance, Google integrated its career site with Google+.
When the herd starts doing one thing, the smart sheep sees an arbitrage opportunity. Hiring should follow rational economic principles — the goal is to hire the best workers as cheaply as possible. Unusual hiring tactics are the way to score big in the labor arbitrage market.
Which brings me back to my story. I am now the chief scientist at Bright, leading the group that is refining…
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