Comment Re: Reddit is the new Wikipedia (Score 1) 177
Shut up and get off my lawn!
Eh What? Speak up youngin'
Comment Re:He's been on Slashdot how long? (Score 1) 243
Hey Guys I just signed up for this website, Is Natalie Portman still petrified?
Submission + - Online job sites may block older workers (cnbc.com)
Joe_Dragon writes: Older Americans struggling to overcome age discrimination while looking for work face a new enemy: their computers.
Illinois Attorney General Lisa Madigan recently opened a probe into allegations that ageism is built right into the online software tools that millions of Americans use to job hunt.
Financial planner couple
Retirement's magic number: Do you have enough?
Thursday, 11 Feb 2016 | 8:00 AM ET
Separate research published recently by the San Francisco Federal Reserve Bank found that in a widespread test using fabricated resumes, fictional older workers were 30 percent less likely to be contacted after applying for jobs. Fictional older women had it even worse, being 47 percent less likely to get a "callback."
Several forces are conspiring to ensure that many Americans have to work well past the traditional retirement age of 65. People are living longer, their retirement savings are inadequate, and Social Security reforms are almost certainly going to require it. The San Francisco Fed says that the share of the older-65 working population is projected to rise sharply — from about 19 percent now to 29 percent in the year 2060.
Online job-hunting tools should be making things easier for older employment seekers, and it can. Indeed.com, which claims to list 16 million jobs worldwide, currently lists 158,000 openings under its "Part Time Jobs, Senior Citizen Jobs" category. Monster.com, which claims 5 million listings, has a special home page for "Careers at 50+."
In other ways, however, online job sites can cut older workers out. Age bias is built right into their software, according to Madigan. Job seekers who try to build a profile or resume can find that it's impossible to complete some forms because drop-down menus needed to complete tasks don't go back far enough to let older applicants fill them out. For example, one site's menu options for "years attended college" stops abruptly at 1956. That could prevent someone in their late 70s from filling out the form.
Madigan's office said it found one example that only accommodated those who had attended school after 1980, "barring anyone who is older than 52." Other sites used dates ranging from 1950 to 1970 as cutoffs, her office said.
"Today's workforce includes many people working in their 70s and 80s," Madigan said. "Barring older people from commonly used job search sites because of their age is discriminatory and negatively impacts our economy."
The Illinois' Civil Rights Bureau has opened a probe into potential violations of the Illinois Human Rights Act and the federal Age Discrimination in Employment Act. Madigan's office has sent inquiry letters to six top jobs sites: Beyond.com, CareerBuilder, Indeed Inc., Ladders Inc., Monster Worldwide Inc. and Vault.
CareerBuilder called the issue a mistake.
job search frustrated stressed senior
SIphotography | Getty Images
"CareerBuilder is committed to helping workers of all ages find job opportunities, and is fixing this unfortunate oversight," spokesman Michael Erwin said in an email.
Beyond.com said it hadn't heard from Madigan's office, and added that it works to prevent age discrimination on the site.
"Discrimination has no part in the hiring process and that's why we take such care to help job seekers and hiring managers carefully consider all information they put forth during the job search process to avoid any conscious or unconscious bias," the company said in a statement.
Indeed.com also said it had not heard from the attorney general's office, and denied its site had an issue.
"On Indeed, anyone can upload a resume with any dates, and users can create a resume with drop down dates that go back to 1900," spokesman Alex Ortolani said.
Monster, and Vault did not immediately respond to a request for comment. A spokesperson for Ladders said the company has not received a letter so far from Madigan. "Our site does not restrict the dates on resumes that people submit to us. In fact, to combat age discrimination we do not ask for a year of graduation from college," in an email on March 13.
"Barring older people from commonly used job search sites because of their age is discriminatory and negatively impacts our economy" -Lisa Madigan, Illinois attorney general
Experts say it's best to leave age off your resume. Online resume-building tools that force applicants to enter years for degree programs or work experience have a way of forcing the issue, however. And there's fresh evidence why such revelations are a bad idea.
In the San Francisco Fed's experiment to see if it could find statistical evidence of age discrimination, researchers created fictitious resumes for young (ages 29–31), middle age (49–51), and older (64–66) job applicants. Then those resumes were submitted to 13,000 positions in 12 cities across 11 states, totaling more than 40,000 applicants.
Age was not listed, but was clearly implied by the inclusion of high school graduation years.
Across several categories of jobs — sales, administrators, even janitors — there was evidence of age bias, the researchers found. For example: Among men seeking sales jobs, callbacks fell to 14.70 percent from 20.89 percent — a drop of about one-third — as applicants age rose from middle age to older.
The study unearthed an even stronger pattern of discrimination against older women, suggesting that group faces a double-whammy of age and gender discrimination when trying to remain in the workforce. Older female applicants for administrative jobs had a 47 percent lower callback rate than young female applicants. In sales jobs, older women were 36 percent less likely to get a call.
The study notes that any "supply-side" reforms designed to nudge Americans to work longer — namely delaying Social Security benefits — won't work if older workers are systematically shut out of job openings.
"Current policies to combat age discrimination, which rely in large part on private litigation for enforcement, may be ineffective at reducing or eliminating age discrimination in hiring," the report concludes.
Illinois Attorney General Lisa Madigan recently opened a probe into allegations that ageism is built right into the online software tools that millions of Americans use to job hunt.
Financial planner couple
Retirement's magic number: Do you have enough?
Thursday, 11 Feb 2016 | 8:00 AM ET
Separate research published recently by the San Francisco Federal Reserve Bank found that in a widespread test using fabricated resumes, fictional older workers were 30 percent less likely to be contacted after applying for jobs. Fictional older women had it even worse, being 47 percent less likely to get a "callback."
Several forces are conspiring to ensure that many Americans have to work well past the traditional retirement age of 65. People are living longer, their retirement savings are inadequate, and Social Security reforms are almost certainly going to require it. The San Francisco Fed says that the share of the older-65 working population is projected to rise sharply — from about 19 percent now to 29 percent in the year 2060.
Online job-hunting tools should be making things easier for older employment seekers, and it can. Indeed.com, which claims to list 16 million jobs worldwide, currently lists 158,000 openings under its "Part Time Jobs, Senior Citizen Jobs" category. Monster.com, which claims 5 million listings, has a special home page for "Careers at 50+."
In other ways, however, online job sites can cut older workers out. Age bias is built right into their software, according to Madigan. Job seekers who try to build a profile or resume can find that it's impossible to complete some forms because drop-down menus needed to complete tasks don't go back far enough to let older applicants fill them out. For example, one site's menu options for "years attended college" stops abruptly at 1956. That could prevent someone in their late 70s from filling out the form.
Madigan's office said it found one example that only accommodated those who had attended school after 1980, "barring anyone who is older than 52." Other sites used dates ranging from 1950 to 1970 as cutoffs, her office said.
"Today's workforce includes many people working in their 70s and 80s," Madigan said. "Barring older people from commonly used job search sites because of their age is discriminatory and negatively impacts our economy."
The Illinois' Civil Rights Bureau has opened a probe into potential violations of the Illinois Human Rights Act and the federal Age Discrimination in Employment Act. Madigan's office has sent inquiry letters to six top jobs sites: Beyond.com, CareerBuilder, Indeed Inc., Ladders Inc., Monster Worldwide Inc. and Vault.
CareerBuilder called the issue a mistake.
job search frustrated stressed senior
SIphotography | Getty Images
"CareerBuilder is committed to helping workers of all ages find job opportunities, and is fixing this unfortunate oversight," spokesman Michael Erwin said in an email.
Beyond.com said it hadn't heard from Madigan's office, and added that it works to prevent age discrimination on the site.
"Discrimination has no part in the hiring process and that's why we take such care to help job seekers and hiring managers carefully consider all information they put forth during the job search process to avoid any conscious or unconscious bias," the company said in a statement.
Indeed.com also said it had not heard from the attorney general's office, and denied its site had an issue.
"On Indeed, anyone can upload a resume with any dates, and users can create a resume with drop down dates that go back to 1900," spokesman Alex Ortolani said.
Monster, and Vault did not immediately respond to a request for comment. A spokesperson for Ladders said the company has not received a letter so far from Madigan. "Our site does not restrict the dates on resumes that people submit to us. In fact, to combat age discrimination we do not ask for a year of graduation from college," in an email on March 13.
"Barring older people from commonly used job search sites because of their age is discriminatory and negatively impacts our economy" -Lisa Madigan, Illinois attorney general
Experts say it's best to leave age off your resume. Online resume-building tools that force applicants to enter years for degree programs or work experience have a way of forcing the issue, however. And there's fresh evidence why such revelations are a bad idea.
In the San Francisco Fed's experiment to see if it could find statistical evidence of age discrimination, researchers created fictitious resumes for young (ages 29–31), middle age (49–51), and older (64–66) job applicants. Then those resumes were submitted to 13,000 positions in 12 cities across 11 states, totaling more than 40,000 applicants.
Age was not listed, but was clearly implied by the inclusion of high school graduation years.
Across several categories of jobs — sales, administrators, even janitors — there was evidence of age bias, the researchers found. For example: Among men seeking sales jobs, callbacks fell to 14.70 percent from 20.89 percent — a drop of about one-third — as applicants age rose from middle age to older.
The study unearthed an even stronger pattern of discrimination against older women, suggesting that group faces a double-whammy of age and gender discrimination when trying to remain in the workforce. Older female applicants for administrative jobs had a 47 percent lower callback rate than young female applicants. In sales jobs, older women were 36 percent less likely to get a call.
The study notes that any "supply-side" reforms designed to nudge Americans to work longer — namely delaying Social Security benefits — won't work if older workers are systematically shut out of job openings.
"Current policies to combat age discrimination, which rely in large part on private litigation for enforcement, may be ineffective at reducing or eliminating age discrimination in hiring," the report concludes.
Comment We are the World (Score 3, Funny) 147
WTF? Really We are the World that crappy 80's song so we give money to the starving people of Africa.
Oh I get it DPRK is starving and that's their way of saying please help us.
In Praise of the Sci-fi Corridor 171
brumgrunt writes "Technically a corridor in a science-fiction movie should just be a means of getting from one big expensive set to the next, and yet Den Of Geek writes lovingly of the detailed conduits in films such as Alien, Outland, Solaris and even this year's Moon by Duncan Jones."
Submission + - CIA Declassifies the "Family Jewels"
An anonymous reader writes: The CIA has recently declassified some records relating to illegal spying, assassination attempts, and other goodies for afternoon reading. These are available from the CIA's FOIA portal
From the article:
Last week, CIA chief Michael Hayden announced the decision to declassify the records, saying the documents were "unflattering but part of CIA history".
The documents detail assassination plots, domestic spying, wiretapping, and kidnapping.
The incidents include:
* the confinement of a Soviet KGB defector, Yuriy Ivanovich Nosenko, in the mid-1960s
* attempts to use a suspected Mafia mobster, Johnny Roselli, in a plot to assassinate Cuba's Fidel Castro
* the wiretapping and surveillance of journalists, including in 1972 columnist Jack Anderson who broke a string of scandals
From the article:
Last week, CIA chief Michael Hayden announced the decision to declassify the records, saying the documents were "unflattering but part of CIA history".
The documents detail assassination plots, domestic spying, wiretapping, and kidnapping.
The incidents include:
* the confinement of a Soviet KGB defector, Yuriy Ivanovich Nosenko, in the mid-1960s
* attempts to use a suspected Mafia mobster, Johnny Roselli, in a plot to assassinate Cuba's Fidel Castro
* the wiretapping and surveillance of journalists, including in 1972 columnist Jack Anderson who broke a string of scandals
Submission + - Relocation Package Bait and Switch
An anonymous reader writes: I got a R&D job offer with a large company in Philadelphia area last week. It includes a relocation package that they told me was standard for my position.
After I accepted the offer and made plans to terminate my current job, the recruiter handed me off to their relocation department, where I was told that my relocation package is significantly less than what I was promised. The relocation manager tells me that whenever there is conflict between their relocation policy and the offer, their internal relocation policy supersedes.
What I want to know from my fellow Geeks are : 1) Is this type of switch-and-bait common practice in corporate America? 2) If you have gone through this nightmare before, any advice on how to respond to it?
After I accepted the offer and made plans to terminate my current job, the recruiter handed me off to their relocation department, where I was told that my relocation package is significantly less than what I was promised. The relocation manager tells me that whenever there is conflict between their relocation policy and the offer, their internal relocation policy supersedes.
What I want to know from my fellow Geeks are : 1) Is this type of switch-and-bait common practice in corporate America? 2) If you have gone through this nightmare before, any advice on how to respond to it?
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