I did ignore that mostly, you're right. My basic claim is that on average this is actually true:
> The only time avoiding the certificate entirely is when the signal it provides is negative.
And further, I think all your examples are perfectly valid, real-world examples that I don't dispute exist and that lots of people find important. I also think perfectly good and reasonable people operate in the reality of their industries and play ball with these things when necessary. AND I think all the use cases you mentioned are bad for the system overall. As in, they are real, and in a practical sense we can't just ignore them, but ideally we wouldn't have them.
HR using negative signals for filtering is bad. Job requirements tailored to the actual job are good. Broad and mostly arbitrary requirements from a third party are bad. Applicants to a well specified job also know to address weaknesses in their cover letter. Specific and well-specified requirements are also useful in legal disputes. Using arbitrary requirements to provide legal for firing people is bad. Employers colluding to control the training pipeline using arbitrary requirements encoded in law is bad.
I agree with you that they useful in the real world, but I'm arguing that that usefulness is evidence that the system is worse than it could be.
> The only time avoiding the certificate entirely is when the signal it provides is negative.
And further, I think all your examples are perfectly valid, real-world examples that I don't dispute exist and that lots of people find important. I also think perfectly good and reasonable people operate in the reality of their industries and play ball with these things when necessary. AND I think all the use cases you mentioned are bad for the system overall. As in, they are real, and in a practical sense we can't just ignore them, but ideally we wouldn't have them.
HR using negative signals for filtering is bad. Job requirements tailored to the actual job are good. Broad and mostly arbitrary requirements from a third party are bad. Applicants to a well specified job also know to address weaknesses in their cover letter. Specific and well-specified requirements are also useful in legal disputes. Using arbitrary requirements to provide legal for firing people is bad. Employers colluding to control the training pipeline using arbitrary requirements encoded in law is bad.
I agree with you that they useful in the real world, but I'm arguing that that usefulness is evidence that the system is worse than it could be.