I heard a recruiter once (socially) tell me that they ignore all resumes with foreign names for sales positions because on average their yield on such calls is too low to bother.
Fair -- absolutely not.
Optimal to recruiter -- probably.
Good for the organization - no.
Good for society - no.
I'd love if there was something company owners and operators did to prevent things like this which are local maximums but globally inefficient (as well as unethical and unfair)
Well, continuing your line of thinking: what's the incentive structure for company owners/stakeholders? And how does it stimulate them to seek global efficiency?
In vernacular, "theory" is completely different from the scientific jargon meaning of a "theory", which leads to people saying "Evolution is just a theory".
Similarly, the economic jargon term "efficiency" is not at all the same as the commonplace definition you used. The economic definition barely covers anything beyond profit maximisation and cost minimisation and is precisely the reason we see so many externalised costs. Companies are "efficient" only in monetary terms, but that doesn't preclude waste, missed opportunities, myopia and environmental or societal fallout.
There probably are some high-quality-only recruiter groups out there, but they're not what most companies use. Which is probably why referrals are so valued in many places.
