Hmm, is this real or not…

I can’t imagine what kind of device Manuel might be.

I would have ignored this entirely except that it showed up in an email from LinkedIn. It was just too emblematic of the job search market to pass up.

I thought LinkedIn was supposed to be vetting their job listings. It looks like USTech is a real company, but I can’t locate this position on their web site.

So either it’s another SPAM job listing (All too common on LinkedIn) or it’s an old position that’s been filled so LinkedIn is just presenting it to waste the job seeker’s time.

I think it’s time to ask this simple question.

Is it time to abandon LinkedIn?

What does it really provide as far as service? The site has degraded to nothing more than a FaceBook clone.

Honestly, I can’t read more than a few of the posts before getting really bored. 

The years I was completely off of LinkedIn I got a lot less SPAM. Less than a week after rejoining LinkedIn, my SPAM levels tripled.

I only rejoined LinkedIn because a completely useless HR consultant told an entire class of people it was absolutely necessary to have social media and LinkedIn. This consultant supposedly walked everyone through the self marketing process. Social media presence, LinkedIn profiles, resumes, etc. Except they didn’t.

I can say, for me sitting in those classes was absolutely useless. I can’t say for certain that anyone benefitted, and the consulting firm doesn’t appear to be in business today. 

Our jobs, indeed most of our department was being offshored and the company had to wave its hands for the government, to make it look like they were doing something to assist those of us being laid off.

The majority of us who’d been through the layoff process before, knew within 5 minutes that these HR Consulting folks were bogus. These folks had the fundamentals of the layoff process incorrect and didn’t know that when a company lays off quantities of people above a certain threshold there’s government involvement and reporting.

They were getting paid likely an obscene amount of money but their curriculum was obviously a hack job and not one of them had ever taught a class or gotten up to speak  in front of a group of people. Yes, it was that obvious. Especially since I had stood up teaching classes to technical folks earlier in my career.

I’ve wondered what it would take for me to be one of the presenters for a corporation that does the “Employment Transitions and Assistance Classes” By the way, I claim that name, and the abbreviation ETAC as my own.

I’m sure I could put together a class that dealt with Social media (What to delete!) LinkedIn and resume writing. I’m also sure that I could put together something useful to the employees facing the end of their jobs. God knows I’ve been through the layoff process enough to have gained some useful experience.

Interesting I just applied for a job in Rupees

So weird!

I converted my required American salary to INR so that I could apply for the job. What the hell is that about? I wouldn’t have bothered except that the company appears to be legitimate and it was on LinkedIn.

The job is in America so hmmm. I wondered if it was one of those silly HR tests to determine if you pay attention. Of course it’s entirely possible that the person putting the ad up on LinkedIn carelessly specified INR instead of American Dollars.

Who knows these days?

Every company plays games, and HR people seem to have orgasms tormenting folks just trying to find work.

It’s possible it’s just an artifact of an HR person that’s poorly educated.

This is what it’s come to. I’m mostly applying to jobs now, just to rub salt in my wounds. Call it an exotic form of self harm. LOL! I’m still applying only for positions that I’m entirely qualified for. I know that I’m never going to be actually interviewed by a human for any of those positions. So this is nothing more than beating my head against a wall.

It’s a total crack up in a very sick way, that now I’m applying just to attempt to annoy an automated system.

I suppose this is better than me creating a viral bit of code that utterly destroys automated hiring systems.

And yes, the thought has crossed my mind!

I got to thinking about the whole Video Interview Thing…

Something about the “One-Way” interview has been bugging me. I tried to sort it out in the blog post here. I failed to clearly analyze what it was that concerned me.

I was denying my suspicious nature. A couple of good night’s sleep later and my concern clarified when I started down this path.

Have I become too suspicious? It that suspicion justified? Have there been simply too many bullshit recruiters and promises?

As I was thinking about it, I found myself asking this question.

“Why the one way video interview?”

The hiring manager still has to make time to review the video. Then they have to arrange to call the candidate back for another interview. This whole one way video interview paradigm saves no-one any time.

Why not just Zoom meeting or FaceTime, or whatever in the first place? Why add a layer of complexity?

Then it hit me.

The one way interview does allow for isolation, racism, and sexism.

The candidates are speaking blind to a dispassionate recording system. But the managers can review the video and easily allow racial, gender, or age bias to guide their candidate selection for second interviews. Since the hiring manager reviewing the videos doesn’t have to actually connect with the candidate, they can forget them without guilt.

It’s all done in the privacy of their office with no oversight or questioning of their choices or motives. It’s unlikely that anyone will take the time to review the reject pile.

If the manager said candidate X, Y, or Z isn’t appropriate, who’s going to go look at a video? Who will have the time to notice that the hiring manager is only interviewing candidates of a particular color or gender…

I’ll grant you, this can happen in any interview situation. But since most interviews are done with a minimum of an HR representative and the Hiring Manager present there is some oversight.

The old, “sort through resumes,” pick out those that have the skills you need and call those people for an interview tended to prevent racial stuff because you couldn’t justify hiring a less qualified candidate over someone more qualified, if you were hiring only on the merits of experience.

Looking at a resume you only had the name of the individual. I’ll grant that in more recent years, it became possible for racist bias to rear its ugly head because of the names some parents gave their children. “John or Julie Green” was pretty generic. (I’ve worked with two John Greens. One was white, the other black. Both were great guys and excellent programmers.)

With “Jose or Julia Verde” you could infer that they were of Spanish/Latin origin, but from where was the question. Spain, Mexico, Costa Rica, El Salvador? You might be able to narrow things down if they’d attended college or trade school in another country. If all their education was in country, you’d be fairly certain that they were at least first generation, so communication wouldn’t be an issue.

When you get to “DeKanye and Shaquanda Green” well, the parents of these children set their kids up to be victims of racism. It’s not right, but it is sadly true.

This name thing also works the other way. My surname screams white, and possibly NAZI to boot. So in this period of time I’m as susceptible to racial bias as poor Shaquanda. The only way we truly escape bias is if everyone changed our names to numbers. Perhaps our phone number or our social security number would eliminate all name based bias.

But we’d still have the physicality bias to contend with. The only way to eliminate that is to have everyone work from home and no video conferencing at all.

Which brings me back to the things that had been bugging me about the whole “One-Way” interview process.

1 It doesn’t save anyone time.

2 The candidate has little or no control over how the interview is used.

3 The “One-Way” interview can promote racism or sexism with no oversight.

4 This interview format imposes technological barriers such as compatibility and internet speed.

5 Technological barriers may indicate the economic level of the candidate, and be used in an exclusionary way or result in lower offered wages for the same work.

Now that I’ve worked through it I can tell my brain to work on something else. I hate it when my brain is chewing on something but can’t figure out what caught my attention.

If you’re looking for a job, consider the “One-Way” interview carefully. It may not be as much of an advantage as it’s purported to be.

I’d welcome an interactive video conference interview. That would in fact save everyone a lot of time and prevent un-necessary driving around.


Now I’m off to figure out why something Apple related isn’t working after their latest software update. I think it’s a bug but need to check out my settings before contacting Apple.

Talk about a company that needs good old fashioned manual testing and human eyes looking at their products…

Oh well, that’s never going to happen!

Have a good day.