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Facebook is hiring 3,000 workers over the next year -- but this is no ordinary job.

The company is adding an army of new content reviewers to its Community Operations Team as part of an effort to combat an uptick in gruesome live and pre-recorded videos users are posting on its site.

Videos of murders, suicides and other awful things are popping up with alarming frequency on the popular social platform, and Facebook’s content moderators are apparently having trouble keeping up with the flagged reports.

 

Last month, a video of a murder remained on the site for nearly two hours before it was taken down.

In response, Facebook CEO Mark Zuckerberg announced plans to hire more moderators to “review the millions of reports we get every week and improve the process for doing it quickly.”

“If we're going to build a safe community, we need to respond quickly. We're working to make these videos easier to report so we can take the right action sooner -- whether that's responding quickly when someone needs help or taking a post down,” he said.  

Nabbing a Job as a Facebook Content Moderator

Facebook’s Community Operations Team has been around a while, but there are virtually no concrete details about these new reviewer positions.

It’s also not clear whether these will be in-house positions or through third-party contractors.

One thing is certain -- this job isn’t for the faint of heart.

It will expose you to all manner of abusive, violent and gory content.

Before you apply, know that social media content moderation jobs have a high incidence of burnout, PTSD and long-term psychological trauma.

In fact, the positions are so challenging that two members of Microsoft’s Online Safety Team who worked in content moderation are suing the company for damages. They say the job has caused them permanent psychological trauma, including social anxiety, insomnia, depression, dissociation and hallucinations.

So why on earth would anyone want to do this job?

 

Ellen S., Vice President of Global Developer Support and Operations at Facebook, says, “The people that make up Community Operations care about our community and take pride in being Facebook’s first line of support.”

Jobs like this often appeal to people who want to make a difference in the world.

If you’ve got a passion for making online communities safer, a thick skin and a psychiatrist on speed dial, keep your eyes open for new positions at Facebook’s Online Operations career page.

While you’re waiting for jobs to open up, learn more about what Facebook’s hiring managers look for in a candidate.

Your Turn: Could you handle being a Facebook content reviewer?

Lisa McGreevy is a staff writer at The Penny Hoarder. She’s grateful for the content moderators who make online communities a little safer for us all.

Source: This article was thepennyhoarder.com

Categorized in Social

Former Google exec Kim Scott provides a rare look behind the scenes.

Being a manager at Google is a bit different from being a manager anywhere else. That's because the company makes nearly all decisions by consensus, explains Kim Scott, the bestselling author of Radical Candor: Be a Kickass Boss Without Losing Your Humanity. Scott once led Adsense and YouTube at Google. These days, the company goes to extreme lengths to make sure no one working at Google tells anyone outside the company anything about what goes on there. But in an interview at the recent Qualtrics Insight Summit, Scott provides a rare inside view of what being a boss at Google is really like.

 

"Basically, Google stripped away most of the forces of power and control managers have at other companies," she explains. "If you're a manager at Google, you don't get to choose who you hire unilaterally. You don't get to choose who you fire unilaterally. You don't get to choose what ratings people get, which determines the bonuses they get."

So how do these decisions get made? Using "packets" according to Scott. "A group of people would interview a candidate and write an interview packet and give their opinions on whether the person should be hired," she says. This group of interviewers will include the candidates prospective managers, peers, and employees. Scott herself was interviewed by several future direct reports before Google hired her.

Once the interviews are complete, the packets go to a committee. "The hiring manager doesn't get to decide if the person is hired or not," Scott says. "They can sort of bid to get the person on their team, but the person who's hired could choose to be on another team."

Nor can managers prevent anyone currently on their team from moving on to another job at Google. In fact, this very thing happened to Scott. "When I joined Google, I had five people reporting to me," Scott says. "In the first week, three of them took other jobs at Google."

Managers have even less power over whether or not to promote employees. "Especially in engineering, it's really interesting," Scott says. "The employee puts their hand up and says, 'I'm ready to be promoted.' The manager can advise, but even if the manager says, 'I think you're not ready,' the employee can still get a packet together. It's harder to do it without your manager's help, but you could."

Or, if the manager approves of the promotion, he or she can help the employee prepare a packet, assisting in obtaining recommendations from others in support of the promotion. At the end of this process, there's a promotion packet. "That goes to a committee," Scott says. "The person's manager is not on the committee and the committee decides yes or no."

This all might sound complicated, but it's very good for Google, Scott says. For example, because of the promotion packet process, "there are very few unfair promotions."

It also makes for better working relationships throughout the company. "The way you are an effective manager is you have to have good relationships," she says. "Taking unilateral power away from managers allows good relationships to exist. There's nothing worse for a relationship than an imbalance of power."

Will this kind of approach work for every company and every group of employees? Maybe not. But there's a lesson here for every boss. The more decisions are made by consensus, the better relationships, and the more collaborative your culture will be.

 

Meet icons of entrepreneurship at this year's iCONIC Tour in NYC and LA! Speakers include Daymond John, Arianna Huffington, and Michael Dubin.

Source : This article was published in inc.com By Minda Zetlin

Categorized in Search Engine

Hiring a hacker could reveal security flaws in your organisation.

The global cost of cybercrime could reach £4.9 trillion annually by 2021, according to a recent report from Cybersecurity Ventures. Cyber crime incidents continue to plague organisations globally, even as businesses pour money into boosting their security. 

But how do businesses deal with vulnerabilities they cannot identify? It only takes one smart hacker to discover a backdoor and get access to your sensitive data and systems. 

Organisations must identify the weaknesses in their cyber security, before -- not after -- they’re exploited by hackers. However, to beat a hacker you’ll need to think like one. Here’s how -- and why -- you should hire a hacker in 2017.

 

 

The stakes have never been so high 

State sponsored hacking wreaked havoc in 2016 when Yahoo revealed that 1billion accounts were compromised in the largest data breach in history. And as cyber crime becomes increasingly advanced, the threat hackers pose to businesses will only increase. 

Leave your organisation open to a data breach and it could cost you a massive £4.25m (on average). And that’s without considering the painful remediation and brand damage you’ll be subject to as a result. 

These attacks aren’t restricted to huge multinationals, the latest Government Security Breaches Survey found that 74% of small organisations reported a security breach in the past year. 

For any organisation, a security flaw passing undetected is a huge risk, and when GDPR hits in 2018 the stakes will only increase.    

The EU General Data Protection Regulation will come into force in 2018 and will govern how businesses handle customer data. Compliance won’t be easy, and the risk of non-compliance is massive, with potential £17million fines.

  

Big businesses aren’t safe from this, and they’ll need to boost their data security to ensure compliance. Tesco were recently lucky to escape a £1.9bn fine for a recent data breach. 

How hackers will boost your cyber security 

Not every hacker wants to attack your business and leak your sensitive data. There are hackers out there who are paid to protect, not provoke. 

Known as ‘white hat’ or ‘ethical hackers’, these security professionals strive to defend organisations from cyber criminals.   

They’re not your conventional dark web lurking delinquents. Ethical hackers are IT security experts -- trained in hacking techniques and tools -- hired to identify security vulnerabilities in computer systems and networks.   

According to ITJobsWatch, the average salary for an ethical hacker is £62,500. Considering the average cost of a data breach sits at £4.23m, that’s a small price to pay.  

Businesses and government organisations serious about IT security hire ethical hackers to probe and secure their networks, applications, and computer systems. 

But, unlike malicious ‘black hat’ hackers, ethical hackers will document your vulnerabilities and provide you with the knowledge you need to fix them.  

Organisations hire ethical hackers to conduct penetration tests - safe attacks on your computer systems designed to detect vulnerabilities.   

To test their security, businesses often set goals or win states for penetration tests. This could include manipulating a customer record on your database, or getting access to an admin account –potentially disastrous situations if they were achieved by malicious hackers. 

Ethical hackers leverage the same techniques and tools used by hackers. They might con employees over email, scan your network for vulnerabilities or barrage your servers with a crippling DDoS attack.   

But instead of exploiting your business, ethical hackers will document security flaws and you’ll get actionable insight into how they can be fixed. It’s your responsibility to act on the ethical hacker’s guidance - this is where the hard work begins. 

Without these harmless penetration tests security holes remain unseen, leaving your organisation in a position that a malicious hacker could exploit.   

Not your typical dark web delinquents 

Thankfully, the days of hiring underground hackers and bartering with bitcoins are over. There’s now a rich pool of qualified security professionals to choose from, complete with formal ethical hacking certifications.   

Ethical hackers, or penetration testers, can be hired just like any other professional, but be certain to get tangible proof of your ethical hacker’s skills.   

Ethical hackers, or penetration testers, can be hired just like any other professional, but be certain to get tangible proof of your ethical hacker’s skills. 

 

Candidates with the CEH certification have proved they know how to use a wide range of hacking techniques and tools.     

What’s more, CEH certified professionals must submit to a criminal background check. These experts are committed to their profession and do not use their hacking knowledge maliciously. 

Despite the relative youth of the ethical hacking field, these professionals have already proved their worth to some of the largest businesses in the world. 

This year Facebook awarded a white hat hacker £32000 -- its largest ever bounty -- for reporting one ‘remote code execution flaw’ in their servers.   

That’s not the first time Facebook have paid out either. They’ve long supported the efficacy of bug bounties, having paid more than £4 million to ethical hackers since it’s program debuted in 2011. 

How to hire a hacker (legally) 

It’s important to understand what you actually want from your ethical hacker. Do this by creating a clear statement of expectations, provided by the organisation or an external auditor. 

Ethical hackers shouldn’t be hired to provide a broad overview of your policies, these professionals  are specialised experts with a deep knowledge of IT security. Instead, ask specific questions like “Do we need to review our web app security?” or “Do our systems require an external penetration test?” 

Before hiring an ethical hacker to conduct a penetration test, businesses should ensure an inventory of systems, people and information is on-hand.   

Instead of hiring, many organisations develop ethical hacking skills in their own businesses by up-skilling team members through ethical hacking courses, like EC-Council’s CEH or the more advanced ECSA.   

Your staff will get the skills they need to conduct ethical hacking activities on your own businesses, finding and fixing security flaws that only a hacker could find.   

Secure your business now 

 

Complex threats -- like rapid IoT expansion -- are set to dominate 2017. To defend your organisation in 2016, you’ll need to think like a hacker. 

Source : itproportal.com

Categorized in Internet Privacy

Laszlo Bock spent 10 years running human resources at Google, where his innovations helped grow the search engine into a technology giant with more than 60,000 employees.

For his next challenge, Bock’s focus will be more modest. He’ll be a strategic advisor to Thumbtack, a startup with about 500 workers that matches customers with service providers like plumbers and house keepers. The site is similar to Task Rabbit, but with a greater emphasis on skilled professionals.

Founded in 2009, Thumbtack has the backing of prominent venture capital firms like Sequoia Capital, and is on the verge of a major growth spurt. Bock will help the company devise recruiting strategies and serve as a coach and mentor to Thumbtack’s leadership, the company said in a statement.

 

At Google, Bock streamlined a cumbersome hiring process, aggressively used data to better measure employee performance and helped create the company’s distinct corporate culture, which includes free meals and “ Take Your Parents to Work” days. His 2015 book, Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead, became a best seller.

Bock, who left Google in December, will be spending one day a week at Thumbtack, leaving him enough time time to launch his own, yet-to-be-named employment-focused startup.

Author: Oliver Staley
Source: https://qz.com/888063/laszlo-bock-the-man-who-revolutionized-googles-goog-hiring-is-joining-a-handyman-startup

Categorized in News & Politics

"New year, new job" is a popular saying for a reason.

About one-fifth (22%) of the 3,411 employees recently surveyed by CareerBuilder said their top resolution for this year is to leave their current job and find a new one.

If you're one of these people, you may want to check out openings at H&R Block, Amazon, or Deloitte.

Those three companies are doing some of the heaviest hiring right now for jobs that pay more than $50,000 a year, according Indeed.

The job search engine compiled a list of big US companies currently trying to fill the most full-time jobs that pay over $50,000.The salary data is a combination of company and user input.

Here are the ten big-name companies with the largest number of job openings right now for high-paying jobs:

 

10. Oracle

10. Oracle

Job openings (for positions paying over $50,000 a year): 1,153

Oracle is a California-based tech company that offers a comprehensive and fully integrated stack of cloud applications, platform services, and engineered systems.

9. Leidos

9. Leidos

Job openings (for positions paying over $50,000 a year): 1,181

The Reston, Virginia-based defense company provides scientific, engineering, systems integration, and technical services and employs about 33,000 people.

 

8. IBM

8. IBM

Job openings (for positions paying over $50,000 a year): 1,221

International Business Machines Corporation is based in Armonk, New York, and was founded in 1911. 

7. Lockheed Martin

7. Lockheed Martin

Job openings (for positions paying over $50,000 a year): 1,248

The Bethesda, Maryland-based global security and aerospace company employs about 125,000 people worldwide.

6. PNC Bank

6. PNC Bank

Job openings (for positions paying over $50,000 a year): 1,255

PNC has been around since the mid-1800s. With over 50,000 employees, the bank is headquartered in Pittsburgh, Pennsylvania.

 

5. Booz Allen Hamilton

5. Booz Allen Hamilton

Job openings (for positions paying over $50,000 a year): 1,334

Booz Allen Hamilton is a provider of management consulting, technology, and engineering services to the US government in defense, intelligence, and civil markets.

4. JPMorgan Chase

4. JPMorgan Chase

Job openings (for positions paying over $50,000 a year): 1,690

JPMorgan Chase is a global financial services firm and one of the largest banks in the US, with over 240,000 employees in more than 60 countries.

3. Deloitte

3. Deloitte

Job openings (for positions paying over $50,000 a year): 2,217

Deloitte is a multinational professional services firm with a total global workforce of 244,400. It was founded in London in 1845.

2. Amazon

2. Amazon

Job openings (for positions paying over $50,000 a year): 3,115

Amazon is a Seattle-based e-commerce and cloud computing company. It's the largest online retailer in the US.

1. H&R Block

1. H&R Block

Job openings (for positions paying over $50,000 a year): 5,758The Kansas City-based tax preparation company employs 80,000 tax professionals nationwide. 

Author: Rachel Gillett
Source: http://www.businessinsider.com/companies-hiring-high-paying-jobs-2017-1/#10-oracle-1

 

Categorized in News & Politics

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