I don't disagree with you for the most part, especially the part of about fraudulent credentials (hello woke degree mills!). I just have first and second hand accounts of "trust" meaning "in the club" in reality, and that part shields them from having to actually be competent. Companies never seem to complain about the well connected fuck ups they employ, so when the well connected part is taken out of the equation it's difficult to sympathize with their concerns.

The problem is they're not really interested in selecting for good candidates outside the networking process because that takes real work on the part of the hiring manager. My mom told me a story about how her company hired a finance major for a rudimentary accounting job. The guy was retard who couldn't figure out basic credits and debits and their takeaway was that they needed to stop interviewing non-accounting majors for jobs like that instead of, you know, taking basic steps to filter out retards. For anyone reading that isn't aware: All majors in the school of business (accounting, finance, marketing, etc.) take the same "business core" as part of their major that teaches basic stuff like that. A finance major with an IQ above 85 would have been able to figure out that job.

This is a bit of rant, but it's born out of frustration with employers who whine about how hard finding good people is when they use their inability to find a networker as a pretext to hire the cool bullshit artist since he'll be fun to be around at least. It's all that not dissimilar from women who whine about not being able find men with ABC when they're selecting for men with XYZ.

I don't disagree with you for the most part, especially the part of about fraudulent credentials (hello woke degree mills!). I just have first and second hand accounts of "trust" meaning "in the club" in reality, and that part shields them from having to actually be competent. Companies never seem to complain about the well connected fuck ups they employ, so when the well connected part is taken out of the equation it's difficult to sympathize with their concerns.

The problem is they're not really interested in selecting for good candidates outside the networking process because that takes real work on the part of the hiring manager. My mom told me a story about how her company hired a finance major for a rudimentary accounting job. The guy was retard who couldn't figure out basic credits and debits and their takeaway was that they needed to stop interviewing non-accounting majors for jobs like that instead of, you know, taking basic steps to filter out retards. For anyone reading that isn't aware: All majors in the school of business (accounting, finance, marketing, etc.) take the same "business core" as part of their major that teaches basic stuff like that. A finance major with an IQ above 85 would have been able to figure out that job.

This is a bit of rant, but it's born out of frustration with employers who whine about how hard finding good people is when they use their inability to find a networker as a pretext to hire the the cool bullshit artist since he'll be fun to be around at least. It's all that not dissimilar from women who whine about not being able find men with ABC when they're selecting for men with XYZ.