""When I started seeing that it's your only option [to apply]... Like, the callout is to post yourself online and tag them. That was wild to me," she said. "It's almost like it saves them having to go through resumes, cover letters and emails, because all they have to do is find the five most viral videos and interview those people.""
""It might make technical sense at first glance. If this person can create a snappy video and go viral on TikTok for a job application, surely they would be able to get the same success for the brand? But she said virality doesn't always equal the best person for the job, as social media algorithms can be a murky and fickle metric to gauge someone's skill. "It can be stroke of luck that you go viral," Tathem argued. "I've had videos of mine go viral, and it's such a random video that I actually didn't really put much strategy towards.""
Brands increasingly ask jobseekers to post public application videos on social platforms, turning a once-private process into a visible performance. The practice pressures applicants to showcase themselves publicly, risking exposure to current employers and social scrutiny. Employers may favor viral content to shortcut reviewing resumes, cover letters and emails, selecting candidates based on reach rather than fit. Social media algorithms can produce fleeting virality that does not reliably indicate relevant skills. The approach raises privacy concerns, potential hiring bias toward content creators, and calls for reevaluation of recruitment methods that prioritize visibility over merit.
Read at Yahoo Finance
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