Good point, yes - the director of the United video (Karim Zariffa) told me that during the shoot the employees were highly invested (they didn’t want to make a mistake on camera) and the whole shoot likely helped boost employee morale.
I don’t know whether it would be legal, but I 100% agree with your suggestion - a more active form of learning would be more effective. Professor Molesworth (the expert I interviewed for the article) actually suggested that airlines should make passengers count how many seats away from the emergency exit they’re sitting - again, making that a more active process.
There’s also the argument that to improve retention, the regulatory body should decrease the amount of “key safety messages” that need to be included in the videos (which ends up being around 35-45). If you decrease that number, retention of the info you do mention should go up.
Good question. I asked myself the same thing. Since airlines are mandated to produce a safety video regardless, the ROI they really have to assess is against that incremental spend on making the video cinematic/entertaining. And if you factor in that potential to go viral and get good PR from it, as well as the fact that they can produce a video once and reuse possibly for X years, the incremental investment doesn’t sound that unappealing. Also: traditional methods of advertising (say renting a billboard) are just as expensive, if not more.
That’s super slimy of them — a while back I had spent some time investigating fake reviews on their platform [1] and also found that their moderation team has no strict processes in place to deal with bad actors.
unironically i can see an interesting biz model, pay $200 and get:
- financial report: does it make sense to join now, at this valuation? how much stock should you ask for? what's the market growth looking like?
- reference check past employees who worked there
- glassdoor review analysis (fake reviews? helpful reviews?)
- past layoffs?
- legal side / open lawsuits?
great point! I don't think your average candidate would do this, but I guess this was an exercise in formulating what such a check could look like. it's overkill for sure, but I do think that accessing this type of info can be valuable.
though i'd say the questions I brainstormed in the bullets are the type candidates should definitely be asking during their interview process
Full disclosure: I did this as an experiment for an article (https://www.careerfair.io/online-maze) and as such my motivation to keep applying was driven by the piece of content I was creating. In addition, a lot of the time I wouldn't actually press the "submit" button - I would just stop my timer. Again, my goal was to create a cool, accurate piece of content that could spark interesting discussion, which did end up happening (https://news.ycombinator.com/item?id=37753292).
I’m a writer working on a piece on referral bonuses. If you don’t mind, could you email me at [email protected]? I’d be curious to learn more, thanks!!
good point! i'm sure there's someone out there who's just spamming referrals for fun though. mostly all upside (perhaps there's the social cost of looking bad if one of your referrals totally bombs an interview)
interesting, thx for sharing. Yeah I recently learnt that at some places (like Accenture Federal Services - specifically their "hot jobs" section), there are some bonuses going up to $20k.