Expecting companies to do their candidate scoring on the job board's platform sounds like "jumping through hoops" to me. If I have a choice of job boards that let me and my team make my own decisions about filtering candidates and when and how to invite candidates to interview and one that expects us to use theirs, I'm probably not using the latter one.
Consistently identifying whether an individual has the right to work in a country from the semi-structured data in a resume is a surprisingly hard problem for software to solve (for n>100 countries, where the right to work is often a requirement not stated in the ad). And actual humans working in recruitment fail pretty spectacularly at "is this individual's programming experience appropriate" often enough
(There probably is a market for software that does that - and plenty of controversy when it turns out the AI process uses heuristics like "is his name Muhammad" to filter out 'unqualified' candidates - but not something you'd be likely to focus your effort on if your business is selling ads rather than HR systems ad buyers probably don't want to use)
I didn't say you can't make your own decisions. I didn't say it has to happen on the job board's platform either.
> Consistently identifying whether an individual has the right to work in a country from the semi-structured data in a resume is a surprisingly hard problem for software to solve
Many job posts provide a field that requires the candidate to enter if they have the right to work in the country the position is located.
Consistently identifying whether an individual has the right to work in a country from the semi-structured data in a resume is a surprisingly hard problem for software to solve (for n>100 countries, where the right to work is often a requirement not stated in the ad). And actual humans working in recruitment fail pretty spectacularly at "is this individual's programming experience appropriate" often enough
(There probably is a market for software that does that - and plenty of controversy when it turns out the AI process uses heuristics like "is his name Muhammad" to filter out 'unqualified' candidates - but not something you'd be likely to focus your effort on if your business is selling ads rather than HR systems ad buyers probably don't want to use)