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The Top 10 Pet Peeves About Job Seeking

Published by Janet Gershen-Siegel on June 11, 2024

Welcome to My Top 10 Pet Peeves About Job Seeking

Pet Peeves? I got ’em. And, in 2024, yes, I am out there, pounding the virtual pavement. Again.

Adventures in Career Changing means, well, a lot of job applications. Beyond networking, education and research, there are just sometimes some forms to fill out. I have filled out – I have no idea how many. And they come as a bit of their own special Dantean circle.

#10 – Keeping the Company’s Identity a Secret

I get that there are legitimate reasons for keeping quiet about company identities. They might not want to tip off competitors that there’s an opening. Or maybe they don’t want the person currently in the job to know that they are being replaced. I recognize this. I get it.

But it’s also a bit of serious unevenness. You know who I am. And you get to look up all sorts of stuff on me. Yet I don’t get to do anything even remotely like that where you’re concerned. Where’s the fairness in that?

#9 – Multiple Job Postings, While at the Same Time Penalizing Job Seekers for Multiple Submissions

This goes along with the previous one. When you don’t tell me who you are, and you post the same job on, say, Monster and Dice, how, exactly, am I supposed to prevent a possible double submission? What happens when you also distribute this opening to a half a dozen recruiters? Yep – I end up with multiple submissions. And guess who gets blamed for that? Hint – it’s not the prospective employer.

Also, there is just nothing like going through a half an hour with a recruiter on what looks like an awesome job – but it turns out that I have already applied for it. Ewps.

#8 – You Make Me Fill Out a Form Even After I Gave You My Resume

I know that you have laid off your entire clerical staff, and you likely did so in 2003 or earlier. I am also well aware that you are looking to get my resume into a pigeonhole pattern so that it can be readily compared to others that are in the same pigeonhole pattern. Because taking 25 seconds to scan my resume with your eyes is just too much time. Sorry, not sorry.

Okay, perhaps that wasn’t very nice, but every career counselor I have ever known has said to spend hours and hours and make it a mondo-perfect document. But the reality is that resumes are barely glanced at.

Hence, rather than creating exciting visual presentations (unless you’re in the arts), the focus is on keywords. And I’m fine with adding keywords.

I also get how badly you want uniformity. But – surprise! There’s software that will do this! So, instead of making me jump through this particular hoop, could you invest in a system such as that? The beauty of your software doing that, rather than me doing it manually, is that you can also do some filtering. Buy yourself a good system, and you’ll get a lot more done.

#7 – S…l…o…w Sites are Recurring Pet Peeves

I know, I know. The server is down. No one’s been able to fix it since Employee X left three months ago. Whatevs. But in the meantime, I am supposed to be putting my best foot forward (and all the time, I might add).

I’ve had employment counselors who’ve essentially told me my site has to look sharp every, as I never know if a potential employer will be looking. But stuff happens, and my budget is, I guarantee, nowhere near as large as yours is.

You want me to apply and not get frustrated while doing so? Then fix your damned site.

Because a super-slow site is just plain not a good look.

#6 – Ignoring the Fact that I Will Not Relocate

If it’s available, I always (always!) check the box that says that I will not relocate. And I will not. There is no coaxing me. There are no perks to sending me to Minneapolis (or wherever). I ain’t goin’. And it is all over all of my applications, profiles, etc. This is one of my really annoying pet peeves.

Yet I am still called by recruiters who tell me about some awesome, kick-bun opportunity and everything sounds wonderful and then, oh by the way, where is it? And it’s in Plano, Texas. I live in Boston. That’s a helluva commute, don’t you think?

I recognize that your job is to get a person into an opening at some company. And I further understand some people who will change their minds with enough incentives. I also know that there are folks who rent apartments briefly. But really – at the very least – be up front, immediately – with the location, and stop wasting both of our times.

While I’m here, seriously, LinkedIn, get your act in gear, and make it so that it’s easy to indicate both a reasonable close commuting distance plus universal work from home. A company need not be in Boston if I can work from home. But if I have to come in, it must be.

How hard is this to figure out. Bueller?

#5 – Vagueness (a Persistent One of My Pet Peeves)

Oh, man. You can’t be bothered to say anything meaningful about the position? Then how the hell can you honestly expect to get the right people in? I know that, a lot of the time, HR is the one writing the job description. But, truly (and this goes quadruple for large organizations), the job description should be a part of the company’s overall records.

And so, when HR (or whoever) writes up the job description, they should pull the basic framework of it from their records. And said records should be updated, perhaps every year, with things like new software versions and anything else that’s fairly major that might have changed.

Case in point. I used to work in data analysis. And this should have a basic description, which should include the system(s) being used, the version(s) of software and the general day-to-day activities.

So, is the opening more report creating, or report running? Will I train people in how to read it? Will I perform analysis to help senior management interpret it? Or am I supposed to just churn out whatever the system spits out? Of course, the upside to all of this is, I get to have ready-made questions in the event of an interview.

The Wonderful World of Engineering and Designing/Drafting

For my husband’s most recent job search, I noticed a number of issues. He is a designer. Not. An. Engineer.

And he cannot magically become an engineer in five minutes or even five months. You need, at minimum, a BS in it. Or, at least, be well on your way to getting yours.

Yet job descriptions, LinkedIn, and recruiters could not get any of that straight.

#4 – Requiring Salary Expectations Way Too Early in the Process

I have seen, on several occasions, vague job descriptions requiring some form of salary expectation mentioned up front. So, I get that you want to weed people out early, and waste less time. I get that, and I do appreciate it. However, this is so early, it’s not funny.

Plus, if I don’t know who you are, I have few ways of figuring out whether my # is anywhere near jibing with yours. And I change my expectations, depending upon what, exactly, you want me to do. The application stage is a lousy time to ask about money – on both ends.

And for women in particular, I might add, it is one of the reasons why the glaring salary gap (by gender) persists.

At least there’s salary transparency in a lot of places. But when there isn’t, you are asking me to give up my own real bargaining chip.

#3 – Requiring Me to Waste Time Updating Preexisting Information Manually

A rather large employer in my area (Boston) uses a resume management system with both a resume piece and a manual piece. I filled out the manual piece in – no lie – 2008. It remains that way, even as I provide an updated resume. What to do? Do I erase the entire shebang, and just send in the resume? Or do I update? Something else? It provides a distorted picture of where I’ve been.

Make up your mind: resume or manual entry? Or, better yet, just take my resume and be done with it. I suppose this is the corollary to #8.

#2 – No LinkedIn Functionality is One of My Bigger Pet Peeves

While I suppose this is not strictly necessary, it’s awfully nice to have. And, in particular, if you’re advertising the job itself on LinkedIn, why can’t I just apply by connecting you to my profile there?

#1 – Security to Beat Fort Knox

Of course, I want to maintain my own security. I certainly don’t want anyone else to be able to mess with my profile. But why, oh why, do you need me to change my password every other month, to some wacky combo of letters, numbers, special characters and, I dunno, cuneiform?

I swear, the security on some of these apps ends up more complicated and Byzantine than I have for my bank account!

Huh, maybe I should just change banks. Harvey’s Money-o-Rama might no longer cut it.

And Now for Two Three Dishonorable Mention Pet Peeves

Ugh.

A – Seemingly Endless Questions

And the pet peeves continue! Because apparently, you do not trust me enough to self-select out of the running because I don’t know Software version infinity plus one or whatever. But, really, folks! Save something for the interview! Because I guarantee you, you will not get every single thing answered beforehand.

And, spoiler alert – if you have too many requirements, then guess what? You won’t find anyone who can fill them.

B – Interviewing Too Many People

Screen on the phone. Then screen with your resume software. Screen with your keyword searches. And then screen with your well-written job description. Screen with your HR people calling. And screen with a Zoom interview. Screen with your published salary range. Finally, screen with a little social media investigating.

And then your decision (or in-person or Zoom interview) process can be for 1 – 5 people who can do the job. And decide amongst them based upon the intangibles.

Yet I have been in interview situations where there were a good twenty people in the in-person interview stage for one position! Sheesh! You are wasting everybody’s time. And, frankly, behavior like this makes me wonder about you as a company, and about you as a manager. Do you always hem and haw like this? Do you know naught of efficiency?

C – Personality Tests and Cognitive Tests

Whoever invented these needs to be placed into a very small, windowless room, and made to take these tests, over and over again—in order to get food or sunshine or companionship. For the rest of their days.

Yeah, they stink (and don’t worry, I have far earthier words for them).

A writer’s (or any marketer’s, for that matter) ability to match pictures is not related to writing ability. A designer’s ability to pick the “correct” personality from the multiple choice quiz that you give? That doesn’t relate to their abilities, particularly when they aren’t customer facing. Ever.

Oh, those personality tests. Would you run over your own grandmother for a Klondike bar? Do you know the way to San Jose? Are we not men? Where is the love? Who are you (who, who, who, who)? Black air and seven seas, all rotten through; but what can you do? How low can you go? Why does the sun keep on shining? When can I go swimming again?

Or whatever the hell it is you’re asking about. For a test where you claim, “there are no right or wrong answers”, there sure seem to be a lot of exclusions based on the answers. If employment is hinging on the answers, then guess what?

It means there really are right and wrong answers.

Don’t worry, I’ve got good things to say about the job search process. And I’ll post them. But for right now, these are the real stinkers. Got any pet peeves you’d like to share?

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The Top 10 Positives About Job Seeking

Published by Janet Gershen-Siegel on June 4, 2024

Ready for My Top 10 Positives About Job Seeking?

Job Seeking. Sigh. In 2024, I am back on this bandwagon, so here I go again with this top 10.

Adventures in Career Changing means job applications.

Beyond networking, education and research, there are just sometimes some forms to fill out. I have filled out – I have no idea how many. And while there are problems with many of these forms, there is also some good out there, along with other aspects of looking for a job these days.

#10 – Following X or Bluesky for Job Seeking

There are all sorts of Twitter X or Bluesky streams which showcase any number of openings. Company streams, in particular, can be a good source of leads. Make sure to watch for perhaps a week or so in order to determine whether the content is being updated frequently.

#9 – LinkedIn, Land of Job Seeking Opportunity

For power users of LinkedIn, there are numerous ways to look for work. One good way is to check their job listings, and apply through the site. Some openings allow you to apply directly via your LinkedIn profile. Others send you to a company’s website.

But make no mistake; companies (or at least they should) check the traffic sources for the job applications they receive. And so by going to a job application directly from LinkedIn, you show that, at least in some small way, the biggest online networking site in the world matters.

But instead, you should apply directly on the site if you can. Why? Because applying through LinkedIn is often just a means of showing an interest only. Sometimes, it can’t be helped. But if you have a choice, apply on the company website every single time.

#8 – LinkedIn Skills and Endorsements

If you’ve got an account on LinkedIn, surely you have seen these by now. So fill in your skills profile! And make sure to endorse other people as well. A lot of them will reciprocate.

#7 – Scannable Resumes

Gone are the days when most resumes were eyeballed, at least to start. Because your resume is far more likely to be read by a machine before a human. So get your resume loaded up with relevant keywords! Why? Because you’ll make the first cut, that’s why.

However, much like with regular old search, keyword stuffing is a lousy idea. If you’re job seeking for a career in marketing, then larding up terms like marketer, marketing, market research, etc. can often be too much. Yes, you want to match well. But you also don’t want to turn your resume into an obnoxious laundry list of terminology.

#6 – Personal Websites

The good, the bad and the ugly are out there. My own, for instance. I leave it to you to decide which category it falls under.

At least this site is completely functional and current. And it comes up quickly, plus you can readily find everything on it. Finally, Google ranks it fairly well. I know I can improve it. But it’s nothing to be ashamed of.

#5 – Clarity

Job descriptions can become very precise these days, as employers can (in part, in some instances) select software and versions from drop-downs to better communicate their needs to the job seeking public.

One special form of clarity is now the law in a lot of states—salary transparency. May it become the law of every single state, and soon!

I truly love salary transparency, and a lot of people do, too. In fact, there are plenty of people who will not apply to a job that does not list a salary range. I love this idea, although in all candor, I don’t always practice it.

But salary transparency, bottom line, saves time.

#4 – LinkedIn Recommendations

Unlike endorsements, these require a bit of prose. But they can be rather powerful. At the very least, you don’t want to be a job seeker who doesn’t have any. So ask! And not just your boss or former boss. Ask your coworkers as well, and offer to reciprocate.

If the person you ask doesn’t think they’re good at writing, offer to write the recommendation for them and have them, of course, adapt it as they like and post it or not if they wish. And the same in reverse. If you’re uncomfortable, ask the person to write a rec for you and then you can enhance it or take out bits as you see fit.

#3 – Blog

Just like this one, a candidate can use a blog to provide more information or get across personality without having to overload a resume. Savvy employers will look candidates up on social media. Why not give them something good to find?

Something better than Facebook rants, voter rolls, etc.

#2 – LinkedIn Functionality

For jobs advertised on LinkedIn, for some of them, you can apply by connecting them directly to your profile. What could be easier? But beware, as that’s not too specific to jobs, and hiring managers don’t like that.

And functionality changes over time. One thing you can do is inform a company that you’re interested in them (via LinkedIn). You can also, although I believe you currently need to have the paid version of LI, tell them if theirs is one of your top choice jobs/companies.

#1 – Being Able to do Job Seeking Online

Finally, of course, a lot of the job search still must happen in an old-fashioned manner. Interviews will, for the most part (except, perhaps, for quickie phone screens, particularly where relocation is at issue), be conducted on screen. Some may still have to be done in person.

A lot of networking will still happen at events and not on LinkedIn. But a ton of it can happen in cyberspace. It makes the search far easier and faster than it ever has been.

And God bless the developers of Zoom. An initial interview pulls maybe an hour out of your day—instead of a good four or more.

Got any of your own gems you’d like to share?

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The Conquest of LinkedIn – Meeting Offline

Published by Janet Gershen-Siegel on October 5, 2021

The Conquest of LinkedIn – Meeting Offline

Meeting Offline. Oh. My. God. You want me to do what?!??!

Go offline. Yes, I really and truly want you to do this. I want you to go out and meet real-live, honest to goodness human beings. You know, members of your own species.

But, but, but, I hear you saying, why am I on on online networking site in the first place? Isn’t it to build a network online?

Well, sure it is. But nowhere in there is the word only living. Online, yes. But not exclusively there.

Not by a long shot.

Traditional vs. New-Style Networking

Traditional networking involves fairly formalized, ritualized meetings between job seekers and employees of companies where the job seekers wish to work.

Here’s the drill: the job seeker gets an introduction via a friend, or a friend of a friend, and goes to the contact’s office. The job seeker brings his or her resume and the two of them chat, maybe for a half an hour or so. And the job seeker leaves the resume and, if he or she is good at follow up, sends a nice thank-you note. The contact may or may not respond, promising to get in touch if something comes up, or if the contact thinks of someone else for the job seeker to talk to. And the cycle either continues, or it dies on the vine. And so it goes.

LinkedIn Changes That

With LinkedIn, the drill differs. Here is what I found to be helpful. Your mileage may vary, or you may come up with something else. So, instead,

  1. You find a person you want to meet. They may be in your industry, or an industry you want to get into. Or they are in a company where you think you’d like to work. Make sure they are close enough to you that getting together is feasible.
  2. And you ask them to link to you.
  3. You do this with about 19 other people – this is a numbers game, and not everyone will say yes. My experience has been, out of over 200 of these, only one person has flat out said no. However, over half either ignored my link request or just never got around to it (I have even met some of these people under other circumstances – it’s not hostility that keeps them from linking to me, it’s that they are busy and processing far too much information at any given one time). So, give yourself better odds. Mine have been about 45% have said yes to the link request.

More

  1. Someone says yes. Great! Send them a note, saying something like, Thank you for linking with me. Would it be possible to meet briefly for coffee? I am interested in going into ___/working at ___ company/working as a ____ and can see that you have done that, and I hope that you have a few tips you can share. Thanks!
  2. Repeat this with anyone else who’s agreed to link with you, pursuant to your initial request. My experience has been that, out of the people who linked to me, I contacted about 55% of them to ask them to coffee (for the others, I realized they were either too geographically remote or they let me know they could link but were busy, e. g. they were new parents) and then, out of that group, about 25% of those actually got as far as scheduled meetings. Hence my success rate was that I met with about 6% of the people I initially wrote to.
  3. So block off an hour or two, but tell your guest that you only want 20 minutes of their time. Hence that way, if the meeting goes over, you’re covered.

Yet More!

  1. Don’t bring your resume! Instead, bring either a laptop or your smartphone or a pen and paper. And bring a paper list of companies you’re targeting. Because if the conversation flags, you can always ask your guest what he or she thinks of those companies, or if your guest knows anyone at any of them.
  2. Furthermore, have your guest select the date, time and place. In addition, give a couple of choices of dates or places for meeting offline, if your guest is having trouble deciding and
  3. Offer to pay for coffee. Even if you’ve been out of work for a long time, most people are sensitive enough, and realize you’re probably watching your funds. However, you must ask.

Meeting Offline Specifics

As for the meeting itself, make it whatever you want it to be. And if the conversation flags, remember it’s only 20 minutes out of your life. So you can always claim a prior appointment. However, if the conversation goes well, be sensitive to your guest’s time – just ask – do you need to go? And then just follow their lead.

So follow up with a thank-you email, and send a note every few months or so, to maintain the connection. Just send along an article or blog post that you think that your guest might enjoy. And it is also a courtesy – although not strictly necessary – to follow them on Twitter and/or read and comment on their blog, if any.

So will it work? It can. I did not meet with a lot of people in terms of percentages. However, the people I met with gave me very good information, and introduced me to others (or informed me of upcoming events) which helped me out even more. And it also was incredibly helpful to me in my work, as I had a good, strong network to draw on when we had events and needed to fill a room.

This kind of activity will certainly get you out and about, and give you exposure to people in your current or future field. Finally, meeting offline counts as making a job contact for virtually any Department of Unemployment.

There, now, meeting offline wasn’t so bad, was it?

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Employer Access to Employee Passwords

Published by Janet Gershen-Siegel on September 21, 2021

Are employee passwords sacrosanct?

Er, maybe not.

Employee Passwords and the Laws that Cover Them

This post is a response to A Look at Employer Access to Employee Passwords.

Employee passwords have become a new battleground. Because this issue has begun to crop up, and it will only continue to do so.
So does your employer have a right to your social media passwords?

So before you reflexively say no, hold the phone. Because the truth is, unless the law expressly forbids it, companies can. They can take advantage of a less than stellar economy and less than powerful employees.

As a result, they can demand access into social media accounts and employee passwords. Hence a variety of bills have been introduced around the United States in an effort to address this matter.

Massachusetts

Let’s start with a look at Massachusetts.

First of all, here in the Bay State, legislation is pending. This includes H.B 448, which relates to student data privacy. It also includes, which relates to social media consumer privacy protection. And it includes S.B 1055, which relates to social media privacy protection.

Arkansas and Employee Passwords

Arkansas Ark. Code Ann. § 11-2-124; Code Ark. R. 010.14.1-500 says:

“Employers may not ask or require employees or applicants to disclose their user names or passwords to a personal online account; change the privacy settlings on their accounts…”

California and Employee Passwords

Much like Arkansas, employers can’t get into employees’ social media accounts. But an exception exists for investigations into misconduct, per Cal. Lab. Code § 980.

Colorado

Colorado’s law is Colo. Rev. Stat. Ann. § 8-2-127, which says:

“Employers can be fined up to $1,000 for the first violation and up to $5,000 for each subsequent violation.”

Connecticut

In Connecticut, the law is Conn. Gen. Stat. Ann. § 31-40x, which says:

“Employers can be fined up to $500 for the first violation and between $500 and $1,000 for each subsequent violation. Employees can be awarded relief, including job reinstatement, payment of back wages, reestablishment of employee benefits, and reasonable attorneys’ fees and costs.”

Delaware

And in Delaware, the law is Del. Code Ann. tit. 19, § 709A. It’s pretty similar to the law in Arkansas.

Illinois

So in Illinois, the law is 820 Ill. Comp. Stat. Ann. § 55/10; Ill. Admin. Code tit. 56, §§ 360.110, 360.120.

“If an employer violates the law, an employees and applicants may file a complaint with the Illinois Department of Labor.”

Louisiana

In addition, La. Stat. Ann. §§ 51:1951 to 51:1953, 51:1955 says:

“Employers may not request or require employees or applicants to disclose user names and passwords or other login information for their personal accounts.”

But in Louisiana, it’s okay for employers to push for a look into employee personal online accounts in one instance. This is if there are allegations of misconduct. So stop downloading porn at work!

And this is according to Nolo.

Maine

So in Maine, the law is Me. Rev. Stat. tit. 26, §§ 615 to 619.

“An employer that violates the law is subject to a fine from the Department of Labor of at least $100 for the first violation, $250 for the second violation, and $500 for subsequent violations.”

Maryland

So in Maryland, the law is Md. Code Ann., Lab. & Empl. § 3-712. The provisions are pretty close to those in Arkansas.

Michigan

And then in Michigan, the law is Mich. Comp. Laws Ann. §§ 37.271 to 37.278.

“Employers that violate the law can be convicted of a misdemeanor and fined up to $1,000. Employees and applicants may also file a civil claim and recover up to $1,000 in damages plus attorney fees’ and court costs.”

Montana

And then in Montana, the law is Mont. Code Ann. § 39-2-307.

“An employee or applicant may bring an action against an employer in small claims court for violations. If successful, an employee or applicant can receive $500 or actual damages up to $7,000, as well as legal costs.”

Nebraska

Then in Nebraska, the law is Neb. Rev. Stat. Ann. §§ 48-3501 to 48-3511. This is another law like the one in Arkansas.

Nevada

But in Nevada, the law is Nev. Rev. Stat. Ann. § 613.135. This one is very short but it specifically includes blogs.

Employee Passwords in New Hampshire

Furthermore, N.H. Rev. Stat. Ann. §§ 275:73 to 275:75 says:

“Employers may not require employees or applicants to change the privacy settings on their email or social media accounts or add anyone to their email or social media contact lists.”

But just like in Louisiana, Granite Staters will have to provide a look-see if there are any misconduct accusations flying around.

New Jersey

Then in New Jersey, the law is N.J. Stat. Ann. §§ 34:6B-5 to 34:6B-10. So it says:

“Employers that violate the law are subject to a fine of up to $1,000 for the first violation and up to $2,500 for each subsequent violation from the New Jersey Labor Commissioner.”

New Mexico

So in New Mexico, the law is N.M. Stat. Ann. § 50-4-34. This one specifically extends to friend lists.

Oklahoma on Employee Passwords

In addition, when it comes to employee passwords, Oklahoma’s Okla. Stat. Ann. tit. 40, § 173.2 says,

“Employers may not require employees or applicants to disclose passwords or other information that provide access to personal online social media accounts or require employees to access personal social media in the presence of the employer. A social media account is an online account used exclusively for personal communications and to generate or store content, including videos, photographs, blogs, instant messages, audio recordings, or email.”

So this is according to the National Conference of State Legislatures.

Oregon

Then in Oregon, the law is Or. Rev. Stat. Ann. § 659A.330. This is another law like the one in Arkansas.

Rhode Island

Furthermore, per R.I. Gen. Laws §§ 28-56-1 to 28-56-6:

“Employees and applicants may file a civil lawsuit for violations. The court can award declaratory relief, damages, reasonable attorneys’ fees and costs, and injunctive relief against the employer.”

So this is beyond the standard where an employer can’t just take a peek whenever they feel like it.

Tennessee on Employee Passwords

And per Tenn. Code Ann. §§ 50-1-1001 to 50-1-1004:

“Employers may not ask or require employees or applicants to disclose passwords to personal online accounts.”

Utah

So in Utah, the law is Utah Code Ann. §§ 34-48-101 to 34-48-301. So it says:

“Employees and applicants may file a civil lawsuit against the employer for violations, with a maximum award of $500.”

Virginia and Employee Passwords

So in Virginia, the law is Va. Code Ann. § 40.1-28.7:5. It’s not too far off from Arkansas, but an employer can get employee passwords under the guise of an investigation.

Washington (State) on Employee Passwords

So in Washington State, the law is Wash. Rev. Code Ann. §§ 49.44.200 and 49.44.205. So it says:

“Employees and applicants may file a civil lawsuit against the employer for violations and obtain injunctive relief, actual damages, a penalty of $500, and reasonable attorneys’ fees and costs.”

West Virginia and Employee Passwords

So in West Virginia, the law is W. Va. Code Ann. § 21-5H-1, another Arkansas clone, more or less.

Wisconsin on Employee Passwords

And then in Wisconsin, per Wis. Stat. Ann. § 995.55:

“Employees and applicants may file a complaint with the Wisconsin Department of Workforce Development for violations and receive appropriate relief.”

Other States on Employee Passwords

In addition, Maryland became apparently the first state to consider the matter, per the Boston Globe, in 2012. Furthermore, according to the National Conference of State Legislatures, several bills have been proposed around the country.

However, aside from the ones listed above, only the following states seem to have these laws. Then according to the National Conference of State Legislatures, there are also such laws in Guam and the District of Columbia.

The bottom lines is that these bills come up repeatedly.

Finally, the country still has a long way to go in terms of guaranteeing employees privacy in social media accounts. Hence we all need to look out more. In addition, it might end up a good idea to just out and out refuse when asked for passwords.

Facebooker, beware.

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InMaps – Visualize Your Network on LinkedIn

Published by Janet Gershen-Siegel on July 21, 2016

A Look at InMaps – Visualize Your Network on LinkedIn

InMaps were cool. But alas, they are no more. LinkedIn, like other social media sites, is a lot more about advertising these days.

Let’s say you’ve got a nice, growing network on LinkedIn.

Hurray! Now let’s say that it’s large enough that you’re unsure of how it’s all trending. After all, what if your network is mainly people who used to work at Fidelity but you want to get into Prudential instead? How can you see how things are shaking out?

Or maybe you want to get a handle on job titles that you’re seeing – what if most of your network consists of tradespeople in your area, rather than people who might actually be able to find you something?

If you’re an accountant, a network full of hairdressers and landscape contractors is lovely but it might not be really doing it for you, eh?

Here’s where InMaps came in.

What InMaps Did

Essentially, what LinkedIn was doing is, instead of geographically mapping your connections, they were mapping other meaningful relationships among all of those people. So instead you could see things like job titles that frequently come up, and other connections. These included who used to work where.

If you’d worked in several places (like I have) you might have seen one former employer dominate, particularly if you’d just left a particular role.

After all, when Hachette Book Group and I parted ways, suddenly I connected to the other seventeen or so people who were being outsourced. There was a bit of urgency to getting connections, and we wanted to maintain friendships. I’d had to dig a bit in order to find former colleagues further back in my career.

And, by the way, FYI, this does behoove one to try to make connections. These connections would be both during employment and to reach back to older connections. This is because the natural push to connect might not come about if you’re thinking about a job you held twenty years ago, long before the existence of LinkedIn.

The Downside

It would take a while for LinkedIn to generate an InMap. Particularly if you’ve got a lot of connections. This was a feature that never really got out of Beta, so that was totally understandable.

But here was the InMap for a woman named Leslie Gotch Zarelli. So this should give something of an idea about how the overall pattern looked. Her InMap (I would have posted mine, but LinkedIn never generated one) was dominated by general areas like Legal. Plus she had probably a former employer or two, and what appeared to be some job duties.

More information was on LinkedIn. LinkedIn discontinued the service in 2015 and never really found a replacement for it. So your contacts now are static. A pity, as it was a great idea. LinkedIn – people want this! Get mappin’!

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