Comment Re:I Wonder Why? (Score 5, Interesting) 95
Fundamentally you have this backwards. This process is a compliance tool, not a recruiting tool.
If you want to sponsor someone for permanent residency, you need to do this PERM process. If you're in the PERM process, you already have an employee you are happy with, who was already allowed to enter the country on some sort of visa that allows them to work, but you're essentially required to post a job opening for them to notionally demonstrate they aren't taking a job from an American -- which is broken because, to the extent they did, they already did that probably years ago. Today they have an employee that's most likely been working for them for years that they're happy with enough to be willing to sponsor them for permanent residency.
The upshot is that this job posting part of the PERM process is fundamentally adversarial. You're fundamentally competing with some employee the company is happy with -- enough to sponsor them for permanent residency. That person is already ramped up on their projects and already performing well. Practically speaking the company has every incentive to say that you don't meet some fine print ultra specific requirement that they wouldn't care about if they were truly looking to hire. (and then maybe maybe they have other positions with different requirements for which you might be a fit.)
And, if you succeed in all this? Congratulations, you've fucked over someone trying to get permanent residency, and the employer in question isn't even obligated to hire you.
Pragmatically speaking, as a job seeker, PERM is fundamentally broken. (and it is broken, again, because it is controlling the wrong end of the process. The time for this sort of test is when granting work visas, not when granting permanent residency.) The only thing these job posts are potentially useful for is giving a snapshot into parts of a company that don't necessarily have active job posts, noting that there is a bureaucratic incentive to be as specific as legally permissible regarding skillset. At that point you should engage with the company using other non adversarial avenues such as networking or just going through the "front door" normal recruiting process.