I think it is the weaknesses of the screening process at the other end. A lot of good applications go nowhere because they get little to no attention. It is s

I think it is the weaknesses of the screening process at the other end. A lot of good applications go nowhere because they get little to no attention. It is still too hard to separate good candidates from the plethora of the applications received. This partly comes from missing good indicators of performance (See [1] for example). While performance lacks good measures, compensation is quantitative as it is. This leads to misjudgements on quality-vs.-cost tradeoff impacting both the potential employers and good candidates. [1] https://www.linkedin.com/today/post/article/20130620142512-35894743-on-gpas-and-brain-teasers-new-insights-from-google-on-recruiting-and-hiring https://www.linkedin.com/today/post/article/20130620142512-3...