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If you’ve applied for a job lately, it’s all but guaranteed that your application was reviewed by software—in most cases, before a human ever laid eyes on it. In this episode, the first in a four-part investigation into automated hiring practices, we speak with the CEOs of ZipRecruiter and CareerBuilder, and one of the architects of LinkedIn’s algorithmic job-matching system, to explore how AI is increasingly playing matchmaker between job searchers and employers. But while software helps speed up the process of sifting through the job market, algorithms have a history of biasing the opportunities they present to people by gender, race…and in at least one case, whether you played lacrosse in high school.

We Meet:

  • Mark Girouard, Attorney, Nilan Johnson Lewis
  • Ian Siegel, CEO, ZipRecruiter
  • John Jersin, former Vice President of Product Management, LinkedIn
  • Irina Novoselsky, CEO, CareerBuilder 

Credits:

This miniseries on hiring was reported by Hilke Schellmann and produced by Jennifer Strong, Emma Cillekens, and Anthony Green with special thanks to Karen Hao. We’re edited by Michael Reilly.

Transcript:

[TR ID]

Jennifer: Searching for a job can be incredibly stressful, especially when you’ve been at it for a while. 

Anonymous Jobseeker: At that moment in time I wanted to give up, and I was like, all right, maybe this, this industry isn’t for me or maybe I’m just dumb. And I was just like, really beating myself up. I did go into the imposter syndrome, when I felt like this is not where I belong.

Jennifer: And this woman, who we’ll call Sally, knows the struggle all too well. She’s a black woman with a unique name trying to break into the tech industry. Since she’s criticizing the hiring methods of potential employers, she’s asked us not to use her real name.

Anonymous Jobseeker: So, I use Glassdoor, I use LinkedIn, going to the website specifically, as well as other people in my networks to see, hey, are they hiring? Are they not hiring? And yeah,  I think in total I applied to 146 jobs. 

Jennifer:  And.. she knows that exact number, because she put every application in a spreadsheet. 

Anonymous Jobseeker: I have a tracker in Excel. So every time I apply for a job, I use a tracker. After I apply, I look up recruiters on LinkedIn, I shoot them a quick message. Sometimes I got a reply, sometimes I didn’t.

Jennifer: Tech companies are scrambling to hire more women and people of color. She’s both, and she started to wonder why she wasn’t getting more traction with her job search. 

Anonymous Jobseeker: I’m a military veteran. I was four years active, four years reserve, and I went on two deployments. I’m from the Bronx. I’m a project baby. I completed my bachelor’s degree in information technology where there’s rarely any black people or any black women in general. 

Jennifer:  And, a few weeks ago, she graduated again. Now, she also has a master’s degree in information from Rutgers University in New Jersey, with specialties in data science and interaction design. 

For many of the software developer jobs she applied to, Sally was assessed not by a human but by artificial intelligence—in the form of services like resume screeners or video interviews. 

Anonymous Jobseeker: I’ve been involved in many HireVues, many cognify gaming interviews, and playing with my resume so that the AI could pick up my resume. Because being a black woman, you remain a little on the unknown side, so playing with resumes just to get picked up.

Jennifer: Using A-I in the hiring process got a huge push during the pandemic, because these tools make it easy to hire candidates without in-person contact. 

Anonymous Jobseeker: But it was just weird not having human interaction because it’s like, okay, so who’s picking me, is this robot thing picking me or is a human being picking me? Am I going to be working with robots? Or am I going to be working with humans?

Jennifer: These interactions are almost always one-sided, and she says that added to her doubts. 

Anonymous Jobseeker: For me, being a military veteran, being able to take tests and quizzes or being under pressure is nothing for me. But I don’t know why the cognitive tests gave me anxiety, but I think it’s because I knew that it had nothing to do with software engineering—that’s what really got me. But yeah, so basically you would have to solve each puzzle within a timeframe and if you didn’t get it, that’s where you lose points. So even though I got each one right, because I was a bit slower, it was like, no—reject, reject, reject, reject.

Jennifer: The first place you might find A-I in a hiring process is a tool that extracts information from resumes. It tries to predict the most successful applicants, and sorts those resumes into a pile. 

Anonymous Jobseeker: So yeah, it wasn’t later, until maybe about 130 applications, where I met other people who were like 200 applications in, or 50 applications in. And we all were just like, what is this? 

Jennifer: And it’s only the tip of the iceberg. There’s also chatbots, AI-based video games, social media checks, and then come the automated interviews. 

These are one-way video interviews where an algorithm analyzes a job candidate’s word choice, voice, and sometimes—even their facial expressions.  

Anonymous Jobseeker: It’s the tech industry. I don’t understand how the tech industry makes it difficult to get in, but then they complain that they don’t have enough people to hire.

Jennifer: At this point Sally is discouraged after loads of rejection.

But then—she has a realization 

Anonymous Jobseeker: And I was just like, all right, so it’s not me—it’s the AI. And then that’s when I got my confidence back and then I started reapplying to other things. 

Jennifer: It can be hard, or even impossible, to know how or why AI-systems make the decisions they do. 

But Sally wonders if one reason she wasn’t selected is that Black women, and college students who get a later start, are rarely represented in the training data used for these algorithms. 

Anonymous Jobseeker: Cause if this is me being a non-traditional student, I wonder other people, like if there was others, if they get affected by this. And then it’s like, do you email the company to let them know? Or it’s just like, because they told you no, forget them, like, no! Like, I don’t know, it’s like, like, how do you make something better without, I guess, being defensive.

Jennifer: I’m Jennifer Strong and with most people applying for jobs now screened by an automated system—we’re launching an investigation into what happens when algorithms try to predict how successful an applicant will be.

In a four-part series we’ll lift the curtain on how these machines work, dig into why we haven’t seen any meaningful regulation, and test some of these tools ourselves.

[TITLES]

Today’s job hunts are a far cry from the past, when the process started by dressing up to go make your best first impression.

SOT

Man: This looks alright. Tell me, why are you interested in this job?

Young Man: I need a steady job Mr. Wiley, with the chance to go places. 

[music up]

Jennifer: These days, many people start the process having to get past a machine.

System: I will pass you to our AI interviewer now. Please wait a second. Hello. I am Kristine. Let’s do a quick test run to get you familiar with the experience. Good luck with your interview.  Just remember, please relax and treat this as a normal conversation.

Hilke: So, I first heard all about this new world of machines in hiring while chatting with a cab driver. 

Jennifer: Hilke Schellmann is an Emmy-award winning reporter writing a book about AI and hiring and she’s been investigating this topic with us.

Hilke: So this was in late 2017. I was at a conference in Washington DC and needed a ride to the train station. And I always ask how the drivers are doing. But, this driver’s reaction was a bit different. He hesitated for a second and then shared with me that he had had a weird day because he had been interviewed by a robot. That got me interested, and I asked him something like: “Wait a job interview by a robot? What?”. He told me that he had applied for a baggage handler position at an airport, and instead of a human being, a robot had called him that afternoon and asked him three questions. I had never heard of job interviews conducted by robots and made a mental note to look into it. 

Jennifer:  Ok, you’ve spent months digging into this. So, what have you learned?

Hilke: Hiring is profoundly changing from human hiring to hiring by machines. So, at that time little did I know that phone interviews with machines were just the beginning. When I started to dig in, I learned that there are AI-tools that analyze job applicants’ facial expressions and their voices, and try to gage your personality from your social media accounts. It feels pretty all-encompassing. A couple times I actually had to think for a minute if I was comfortable running my own information through these systems.

Jennifer:  And who’s using these systems?

Hilke: Well, at this point most of the Fortune 500 companies use some kind of AI technology to screen job applicants, like Unilever, Hilton, McDonald’s, IBM, and many, many, other large companies use AI in their hiring practices. 

To give you an idea of just how widespread this is—I attended an HR Tech conference a few months ago, and it felt like all of the tools for sale now have AI built in. 

Vendors I have been speaking to are saying that their tools are making hiring more efficient, faster, saving companies money and picking the best candidates without any discrimination. 

Jennifer: Right, because the computer is supposed to be making objective hiring decisions and not potentially biased ones, like humans do. 

Hilke: Yes. As we know, humans struggle to make objective hiring decisions. We love small talk, and finding connections to people we try to hire like where they are from. We often like it if folks went to the same schools we did. And all of that’s not relevant to whether someone can do a job. 

Jennifer:  And what do we know at this point about which tools work and which don’t?

Hilke: We don’t really know which work, and which don’t, because these tools don’t have to be licensed or tested in the United States. Jen—you and I could build an AI hiring tool and sell it. Most vendors claim that their algorithms are proprietary black boxes, but they assure us that their tools are tested for bias. That’s mandated by the federal government, but so far as I can tell there isn’t much third-party checking happening. 

Jennifer:  So, no one gets to see inside these tools?

Hilke: Only a few get access, like external auditors after an algorithm is already in use. And then there are lawyers and management psychologists who often are hired by the company that wants to potentially buy a tool—they have the financial power to strong arm a vendor to open up the black box. 

So, for example, I spoke with Mark Girouard. He’s an employment lawyer based in Minneapolis and one of the few people who’s ever gotten access. A few years back, he examined a resume screener that was trained on resumes of successful employees. It looked at what the resumes of high performers in this job have in common, and here’s what he found. 

Mark: Two of the biggest predictors of performance were having played high school lacrosse or being named Jared. Just based on the training data it was trained with, those correlates with performance. You know, that was probably a very simple tool where the data set it was fed was here’s, here’s, a bunch of resumes, and, here are individuals who are strong performers and here are their resumes and the tool just finds those correlations and says, these must be predictors of performance.

Hilke: So could somebody say, Oh, playing lacrosse in high school, maybe you’re very good at teamwork. Teamwork is something that’s job relevant here.

Mark Girouard: Right, or why not field hockey? And I would say it really was, you know, at some degree it was a lack of human oversight. There’s not a person opening the hood and seeing like what’s the machine actually doing.

Jennifer:  Yeah and that’s why we decided to test some of these systems and see what we’d find. 

Hilke: So, in this test I answered every question reading the Wikipedia text of the psychometrics entry in German. So, I’d assumed I’d just get back error messages saying, “hey we couldn’t score your interview,” but actually what happened was kind of interesting. So, it assessed me on me speaking German but gave me a competency score English score.

Jennifer:  But we begin with a closer look at jobs sites like LinkedIn and ZipRecruiter. Because They’re trying to match millions of people to millions of jobs… and in a weird twist these platforms are partially responsible for why companies need AI tools to weed through applications in the first place. 

They made it possible for job seekers to apply to hundreds of jobs with a click of a button. And now companies are drowning in millions of applications a year, and need a solution that scales. 

Ian Siegel: Oh, it’s it’s dwarfing humans. I mean, I, I, don’t like to be Terminator-ish in my marketing of AI, but look, the Dawn of robot recruiting has come and went, and people just haven’t caught up to the realization yet.

Ian Siegel: My name is Ian Siegel. I’m the CEO and co-founder of ZipRecruiter.

Jennifer:  It’s a jobs platform that runs on AI.

Ian Siegel: Forget AI, ask yourself what percentage of people who apply to a job today will have their resume read by a human. Somewhere between 75 and a hundred percent are going to be read by software. A fraction of that is going to be read by a human after the software is done with it. 

Jennifer: It fundamentally changes the way a resume needs to be written in order to get noticed, and we’ll get into that later in the series. 

But Siegel says something else that’s accelerating a shift in how we hire, is that employers only want to review a handful of candidates.  

Ian Siegel: There’s effectively this incredible premium put on efficiency and certainty, where employers are willing to pay up to 25% of the first year of a person’s salary in order to get a handful of quality candidates that are ready to interview. And so, I think, that we’re going to see adoption of, whether it’s machine learning or deep learning or whatever you want to call it, as the norm and the like table stakes to be in the recruiting field, in the literal like next 18 months. Not, I’m not talking five years out, I’m not talking the future of work, I’m talking about the now of work. 

Jennifer: Here’s how he describes his platform.

Ian Siegel: So, an employer posts a job, and we say other employers who have posted a job like this have liked candidates who look like that. And then we also start to learn the custom preferences of every employer who uses our service. So as they start to engage with candidates, we say, oh, okay, there’s tons of quality signal that they’re giving us from how they engage with these candidates. Like, do they look at a resume more than once? Do they give a thumbs up to a candidate? And then we can just start doing a, let’s go find more candidates who look like this candidate exercise, which is another thing that these algorithms are extremely good at. 

Jennifer: In other words, he thinks AI brings organization and structure to the hiring chaos. 

Ian Siegel: You end up with a job market that no longer relies on random chance, the right person happening upon the right job description or the right employer happening upon the right job seeker. But rather you have software that is thrusting them together, rapidly making introductions, and then further facilitating information to both sides along the way that encourages them to go faster, or stay engaged.

Jennifer: For example, Job seekers get notified when someone reads their resume.

Ian Siegel: They get a feeling like there is momentum, something happening, so that everybody has as much information as possible to make the best decisions and take the best actions they can to get the result they’re looking for. 

Jennifer:  The AI also notifies employers if a candidate they like is being considered by another company. 

Ian Siegel: And if you’re wondering like, how good is it? I mean, go to YouTube, pick a video you like, and then look at the right rail, like, look at how good they are at finding more stuff that you are likely to like. That is the wisdom of the crowd. That is the power of AI. We’re doing the exact same thing inside of the job category for both employers and for job seekers. 

Jennifer:  Like Youtube, their algorithm is a deep neural network.

And like all neural networks, it’s not always clear to humans why an algorithm makes certain decisions. 

Ian Siegel: It’s a black box. The way you measure it is you look at things like satisfaction, metrics, speed by which jobs are filled, speed at which job seekers find work. But you don’t know why it’s doing what it’s doing? But you can see patterns in what it’s doing.  

Jennifer:  Like, the algorithm learned that job seekers in New York’s tech industry, who applied to positions in LA, were often hired. 

Ian Siegel: We’ve encountered a number of sort of like astute observations or insights that the algorithm was able to derive just by the training data that we fed it. We wouldn’t have said like any job posting in LA, post in LA and post in New York. Like that’s just not something you would think to do. It’s a level of optimization beyond what humans would think to go to.

Jennifer: And he says satisfaction has jumped more than a third among hiring managers since introducing these deep neural networks.

Ian Siegel: So, like you’re getting into a realm of accomplishment and satisfaction that was literally unimaginable five years ago, like this is bleeding edge technology and the awareness of society has not caught up to it. 

Jennifer: But, bias in algorithmic systems is something people are becoming more aware of.  Going back to that YouTube analogy, it got in trouble for not knowing that their algorithm served more and more radical content to certain people.

Ian Siegel: It is a fundamental problem that affects the job category. And we take it deadly seriously at ZipRecruiter. We’ve been thinking about it since we first introduced these algorithms. We were aware of the potential for the bias to permeate our algorithms. You could be theoretically perfecting bias, you know, by giving people exactly what they want you give them I don’t know more and more old white men maybe, for example, whatever the bias would spit out.

Jennifer: That’s because the AI learns as it goes and is based on feedback loops. Their solution is to not let the AI analyze specific demographic information like names, addresses, or gendered terms like waitress. 

Ian Siegel: So, we strip a bunch of information from the algorithms, and I believe we are as close to a merit based assessment of people as can currently be done.

Jennifer:  But how can ZipRecruiter and other job sites know for sure if there’s bias on their platforms, without knowing why the algorithm matches specific people to jobs? 

One person asking this question is John Jersin. He’s the former Vice President of Product at Linkedin. And, a few years back he found some unsettling trends when he took a closer look at the data it gathers on its users.

And he says it all starts with what the AI is programmed to predict.

John Jersin: What AI does in its most basic form is tries to optimize something.. So, it depends a lot on what that AI is trying to optimize and then also on whether there are any constraints on that optimization that have been placed on the AI. So most platforms are trying to optimize something like the number of applications per job or the likelihood that someone is to respond to a message. Some platforms and this was a key focus at LinkedIn, try to go deeper than that and try to optimize for the number of hires. So not just more people applying, but also the right people applying.

Jennifer: The largest platforms rely heavily on the three types of data they collect. That gets used to make decisions about which opportunities job seekers see,  and which resumes recruiters see. 

John Jersin: The three types of data are the explicit data. What’s on your profile, the things that you can actually read, the implicit data, which is things that you can infer from that data. So, for example, if you wrote down on your profile, you’re a software engineer, and you worked at this particular company, we might be able to infer that you know certain kinds of technologies. That you know how to code, for example, is a pretty obvious one, but it gets a lot more sophisticated than that. The third type of data is behavioral data. What actions you’re taking on the platform can tell us a lot about what kinds of jobs you think are fit for you, or which kinds of recruiters reaching out about opportunities are more relevant to you.

Jennifer:  This all looks great on paper. The algorithm doesn’t include the gender or names of applicants, their photos or pronouns. So, in theory there shouldn’t be any gender or racial bias. Right? But there are differences in the data. 

John Jersin: So we found, for example, that men tend to be a little bit more verbose. They tend to be a little bit more willing to identify skills that they have, maybe at a slightly lower level than women who have those same skills, who would be a little less willing to identify those skills as something that, that, they want to be viewed as having. So, you end up with a profile disparity that might mean there’s slightly less data available for women, or women might put data on their profile that indicates a slightly higher level of skill or higher level of experience for the same statement, versus what a man might put on their profile.

Jennifer: In other words, the algorithm doesn’t get told who’s a man and who’s a woman, but the data gives it away: Many women only add skills to their resumes once they’ve mastered them, but many men add skills much earlier. So, in an automated world, it often appears that men have more skills than women, based on their profiles.  

And women, on average, understating their skills, with men, on average, exaggerating their skills, is of course also a problem with traditional hiring. But, Jersin found other signals in the data that the AI picks up on as well. 

John Jersin: How often have you responded to messages like this? How aggressive are you when you’re applying to jobs? How many keywords did you put on your profile, whether or not they were fully justified by your experience. And so the algorithm will make these decisions based on something that you can’t hide from the recruiter—you can’t turn off. And to some extent, that’s the algorithm working exactly as it was intended to work. It’s trying to find any difference it can to get this job in front of somebody who’s more likely to apply or to get this person in front of a company who’s more likely to reach out to them. And they’re going to respond as a result. But what happens is these behavioral differences, which can be linked to your cultural identity, to your gender identity, what have you, they drive the difference. So, the bias is a part of the system. It’s built in.

Jennifer: So different genders behave differently on the platform, the algorithm picks up on that, and it has consequences. 

John Jersin: Part of what happens with these algorithms is they don’t know who’s who. They just know, hey, this person is more likely to apply for a job. And so they want to show that job to that person because that’ll get an apply, that’ll score a point for the algorithm. It’s doing what it’s trying to do. One thing that you might start realizing is that, oh, well, if this group applies to a job a little bit more often than this other group, or this groups willing to apply to a job that they’re not quite qualified for, it might be more of a step up for them than this other group, than that AI might make the decision to start showing certain jobs to one group versus the other. 

Jennifer: It means, the A-I may start recommending more men than women for a job, because men, on average, go after job opportunities more aggressively than women, and the A-I ‘may be’ optimized not just to recommend qualified people for a given job, but recommend people who are ‘also’ likely to apply for it. 

And on the other side of the marketplace, the same thing is probably happening as well. The AI may show less senior roles to qualified women and more senior roles to qualified men, just because men are more likely to apply to those jobs. 

John Jersin: Because of your gender, because of your cultural background, if that entails a certain behavioral difference, you’re going to receive different opportunities that other groups will not receive. Or worse, you might not be receiving opportunities that other groups are receiving simply because you behave a little bit differently on their platform. And we don’t really want our systems to work that way. We certainly shouldn’t want our systems to work that way to pick up on these potentially minor behavioral differences and then drive this radical difference in terms of opportunity and outcome as a result. But that’s what happens in AI.

Jennifer: Before he left LinkedIn, Jersin and his team built another AI to combat these tendencies. It tries to catch the bias before the other AI releases matches to recruiters. 

John Jersin: What representative results can do is rearrange the results so that it actually maintains that composition of people across those two different groups. So instead of, for example, the AI trying to optimize the people in that group and shift more towards men and show 70 percent men, and 30 percent women. It’ll make sure that it continues to show 50 percent of each.

Jennifer:  Basically, he built AI to fight existing AI, to try to make sure everyone has a fair chance to get a job. 

And he says examples like the problem Amazon faced when testing their in-house resume sorter helped pave the way for developers to understand how unintentional bias can creep into the most well-intentioned products. 

John Jersin: What they did was they built an AI, that worked in recruiting and basically tried to solve this matching problem. And the data set that they were using was from people’s resumes. And so, they would parse through those resumes and they would find certain words that were more correlated with being a fit for a particular job.

Jennifer: The tech industry is predominantly male… and since the algorithm was trained on these mostly male resumes, the AI picked up those preferences.

This led Amazon’s algorithm to downgrade resumes with words that suggested the applicants were female. 

John Jersin: Unfortunately, some of those words were things like she or her or him, which identified something that has absolutely nothing to do with qualification for a job and obviously identified something about gender.

Jennifer: Amazon fixed the programs to be neutral to those particular words, but that’s no guarantee against bias elsewhere in the tool. So executives decided it was just best to scrap it. 

John Jersin: We’re talking about people’s economic opportunities, their careers, their ability to earn income, and support their families. And we’re talking about these people not necessarily getting the same opportunities presented to them because, they’re in a certain gender group, because they’re in a certain cultural group. 

Jennifer: We called other job platforms too to ask about how they’re dealing with this problem, and we’ll get to that in just a moment. 

[MIDROLL]

Jennifer: To understand what job platforms are doing to combat the problem John Jersin described tackling during his days at LinkedIn, we reached out to other companies to ask about this gender drift. 

Indeed didn’t provide us with details. LinkedIn confirms it still uses representative results. And—Monster’s head of product management says he believes they’re not using biased input data, but isn’t testing for this problem specifically either.

Then we spoke to CareerBuilder, and they told us they aren’t seeing  the same problems LinkedIn found because their AI tries to match people to jobs in a very different way. 

They revamped their algorithm a couple of years back, because of a problem unrelated to bias. 

Irina Novoselsky: We really saw that there’s this big gap in the workforce. That companies today aren’t going to have the needs from the current workforce.

Jennifer: Irina Novoselsky is the Chief Executive of CareerBuilder.

Irina Novoselsky: It means that high paying jobs are going to continue to increase in salary. Low-Paying jobs are going to increase too, but it’s going to hollow out the middle class. 

Jennifer: She says that’s because supply and demand for these roles will continue to be an issue. And, the company uncovered the problem when analyzing 25 years of data from connecting candidates with jobs. 

Irina Novoselsky: And we used all of that information, that data, and leveraged our AI to create a skills based search. What does that mean? That means that you are matched and you look for jobs based on your skillset, on your transferable skill set. 

Jennifer: She says thinking about the workforce this way could help move employees from troubled sectors, where there’s too many people and not enough jobs, to ones that really need workers.

Irina Novoselsky: When COVID happened, the whole airline industry got massively impacted. And when you look at it, flight attendants were out of a job for a significant period of time. But one of the things that our data and our algorithms suggested, that they had a 95% match to customer service roles, which happened to be one of the highest sought after roles and the biggest supply and demand imbalance, meaning that for every person looking there was over 10 jobs. And so when you match based on their skills, because they are dealing with problems, their communication skills, their logistic handlers, their project managers, and so when you look at that high customer satisfaction and customer interaction skillset, they were a perfect match.

Jennifer: But some skill matches are more surprising than others. 

Irina Novoselsky: Prison guards, when you look at their underlying skillset are a huge match for veterinary technicians: Empathy, communication, strength, being able to, to manage difficult situations. The by-product of this is increased diversity, because if you think about it, you’re now not looking for the same type of person that you’ve been looking for that has that experience. You’re widening your net and you’re able to get a very different type of person into that role, and we have seen that play out where our clients have been able to get a much more diverse skill set using our tools. 

Jennifer:  Her team also found differences when they took a closer look at the gender data. It turns out that a long list of required skills in a job description keeps many women away. And how it’s written also matters a great deal.

Irina Novoselsky: Women are more likely to respond to the words on a job description. And so if that job description isn’t written in gender neutral tones, you’re not going to get the same amount of men / women to apply.

Jennifer:  CareerBuilder also has AI that suggests gender neutral words in job descriptions, to avoid language like “Coding ninja” or “rockstar,”which may deter some women from applying. 

The company also found women and people of color, on average, apply to fewer jobs overall. And they built an AI to fix that too.  

Irina Novoselsky: And so this is where we really believe that shift towards skills is so disruptive. Not only because it helps solve this gap, that we just don’t have enough supply for the demand that’s out there, but it’s opening up this net of people that normally wouldn’t have applied. We’re pushing the jobs to them. We’re telling this candidate, we’re applying on your behalf, you don’t have to do anything. 

Jennifer:  But how good are these measures at avoiding unintentional bias? 

Honestly it’s hard to know. More auditing is needed, and it’s incredibly hard to do from the outside. In part, because researchers only ever get to see a tiny fraction of the data that these algorithms are built on.

And making sure men and women get served the same opportunities is also a problem on social media. 

Facebook got in trouble for discriminatory job ads a few years back. It settled several lawsuits alleging the company and its advertisers were discriminating against older workers, by allowing companies to show job ads only to people of a certain age, and in that case excluding potential job applicants who are older. 

Facebook vowed to fix the problem of direct discrimination in ad targeting, and although they did in theory, in practice three scientists from the University of Southern California recently showed the unintentional discrimination Jersin found at LinkedIn is still present on Facebook. The researchers didn’t find the problem on LinkedIn.

It remains to be seen how regulators will deal with this problem. In the U-S that’s handled by the Equal Employment Opportunity Commission. 

It’s recently taken a closer look at this industry, but is yet to issue any guidelines. 

Meanwhile, if you’re wondering how Sally is doing, the woman searching for a job at the start of this episode. After 146 applications she’s accepted a job, but they hired her the old fashioned way. 

Anonymous Jobseeker: I went straight for the interview, old fashioned style face-to-face and that’s how I got it. They basically hired me off of my projects and what I already did, which is what I like. ‘Cause it’s like, I’m showing you I can do the job. 

[music]

Jennifer:  Next episode, the rise of AI job interviews, and machines scoring people on the words they use, their tone of voice—sometimes even their facial expressions.

Join us as we test some of these systems. 

Hilke: So… I was scored six out of nine… and my skill level in English is competent. What’s really interesting about this is I actually didn’t speak English. 

[CREDITS]

Jennifer:  This miniseries on hiring was reported by Hilke Schellmann and produced by me, Emma Cillekens, and Anthony Green with special thanks to Karen Hao. 

We’re edited by Michael Reilly.

Thanks for listening… I’m Jennifer Strong.

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Tech Giants, Fearful of Proposals to Curb Them, Blitz Washington With Lobbying https://inloop.in/2021/06/22/tech-giants-fearful-of-proposals-to-curb-them-blitz-washington-with-lobbying/ https://inloop.in/2021/06/22/tech-giants-fearful-of-proposals-to-curb-them-blitz-washington-with-lobbying/#respond Tue, 22 Jun 2021 23:13:45 +0000 https://www.nytimes.com/2021/06/22/technology/amazon-apple-google-facebook-antitrust-bills.htmlhttps://www.nytimes.com/2021/06/22/technology/amazon-apple-google-facebook-antitrust-bills.html Ms. Pelosi pushed back on Mr. Cook’s concerns about the bills, according to two people with knowledge of the conversations. When Mr. Cook asked for a delay in the Judiciary…

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Ms. Pelosi pushed back on Mr. Cook’s concerns about the bills, according to two people with knowledge of the conversations. When Mr. Cook asked for a delay in the Judiciary Committee’s process of considering the bills, Ms. Pelosi pushed him to identify specific policy objections to the measures, said one of the people.

Morgan Reed, the president of the App Association, a trade organization sponsored by Apple and other tech and telecom companies, said in a letter to lawmakers on Tuesday that breaking up platforms and “limiting the services they can provide for our member companies would harm your constituents.”

Another outspoken critic is the Chamber of Progress, a left-leaning trade group formed in March by a former Google executive, Adam Kovacevich.

“Tech had a very long political honeymoon,” Mr. Kovacevich said. “Many politicians and policymakers think that maybe they were too easy on tech for a long time, and now there is a countervailing desire to punish tech through either new laws or through regulatory action. And that is at odds with what consumers want.”

He drafted and organized support for a letter that was sent this week urging members of the Judiciary Committee to oppose two of the bills. It warned that the bills would hurt consumers, resulting in Amazon without Prime, the iPhone without text or phone capabilities preinstalled, and Google without Maps. The letter was signed by Mr. Kovacevich’s group and an unusual mix of 12 other organizations, including tech associations, free-market conservative outfits and consumer groups, most of which have received funding from Amazon, Apple, Facebook or Google.

Eli Lehrer, the president of the fiscally conservative think tank the R Street Institute, which signed the letter, criticized Republican supporters of the bills for turning their backs on their free market principles by “calling on the government to use its power to intervene directly against some of the most successful companies in our country’s history.”

The institute has received funding from Google, but Mr. Lehrer said the funding did not affect its stance on the legislation, as did representatives from other signatory groups.

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4th of July Creative Flyer Templates https://inloop.in/2021/06/22/4th-of-july-creative-flyer-templates/ https://inloop.in/2021/06/22/4th-of-july-creative-flyer-templates/#respond Tue, 22 Jun 2021 21:49:11 +0000 https://graphicdesignjunction.com/?p=29732https://graphicdesignjunction.com/2021/06/4th-of-july-flyer-templates/ 4th of July Flyer Templates for Photoshop & Illustrator. Fully editable and customizable 4th July flyers. Perfect to promote your party with creative flyers[1] design. There are 20+ Independence Day…

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4th of July Flyer Templates for Photoshop & Illustrator. Fully editable and customizable 4th July flyers. Perfect to promote your party with creative flyers[1] design. There are 20+ Independence Day Flyer Templates very modern psd flyers[2] that will give the perfect promotion / invitation for your upcoming 4th of July event and party ! All elements are in separate layers and all text is editable! These modern flyer designs are a fitting choice for 4th of July Parties – from bars, restaurants & hotels to churches, schools, charities & local community groups.

The flyer templates[3] are very well organized in folders and layers. You can modify everything very easy and quick. Changing the color style, pictures and the typo is no problem. The main folders that will require most customization are highlighted in different colors. All flyer templates download contains 300DPI are print-ready CMYK PSD files.

You may be interested in the following related articles as well.

4th Of July Flyer Templates

Here is the list of 20+ Creative 4th Of July Flyer Templates created by some hard-working and dedicated designers for you.

4th of July Party Flyer Template[4]

Download[5]

Creative 4th of July Flyer[6]

Download[7]

Veteran’s Day and 4th of July Flyer[8]

Presenting to you 4th of July American Independence Flyer. This flyer is perfectly designed to give your event maximum exposure.

Download[9]

Best 4th of July Flyer[10]

Download[11]

4th Of July BBQ Party Flyer[12]

Download[13]

Independence Day Flyer Template[14]

Independence Day Party Flyer Template is very modern psd flyer that will give the perfect promotion for your upcoming 4th of July event or nightclub party! All elements are in separate layers and all text is fully editable.

Download[15]

Simple 4th Of July Flyer[16]

Download[17]

Special 4th of July Flyer Templates[18]

This 4th of July Flyer Template is a match made in heaven for professional hospitality businesses. Its clean layout, flat design style and variety of text areas offers plentiful options for customisations.

Download[19]

Fourth of July Invitation Template[20]

Download[21]

Perfect 4th of July Flyer[22]

Download[23]

Memorial Day Celebration Flyer[24]

Download[25]

You may also like:

4th of July Independence Day Flyer[26]

Download[27]

Elegant 4th of July Flyer Template[28]

4th of July USA Independence Day flyer PSD template for Photoshop. Designed professionally, perfect to promote your 4th of July or USA Independence Day celebration events.

Download[29]

Unique 4th of July Flyer[30]

Independence Day Flyer Template is very modern psd flyer that will give the perfect promotion for your upcoming 4th of july event ! All elements are in separate layers and all text is editable.

Download[31]

Memorial Day Flyer[32]

This “Memorial Day Flyer” is perfect for the promotion of Memorial Day Events, Memorial Day Parties, Memorial Day Musicals, Memorial Day Festivals, Memorial Day Concerts, or Whatever You Want.

Download[33]

Simple Clean 4th of July Flyer[34]

Download[35]

Best 4th Of July Flyer Template[36]

Download[37]

Coloful 4th of July Flyer[38]

A logical, easy to use color coded PSD file, with separate layer groups for lighting effects, text, graphic elements, backgrounds, etc.

Download[39]

Modern Independence Day 4th July Flyer[40]

Easy Customizable and Editable A4 with 0.25 bleed CMYK Color Design in 300 DPI Resolution Print Ready Format Adobe cs5.

Download[41]

Stylish 4th Of July Flyer Template[42]

Download[43]

Memorial Day Flyer[44]

Download[45]

References

  1. ^ creative flyers (graphicdesignjunction.com)
  2. ^ psd flyers (graphicdesignjunction.com)
  3. ^ flyer templates (graphicdesignjunction.com)
  4. ^ 4th of July Party Flyer Template (creativemarket.com)
  5. ^ Download (creativemarket.com)
  6. ^ Creative 4th of July Flyer (creativemarket.com)
  7. ^ Download (creativemarket.com)
  8. ^ Veteran’s Day and 4th of July Flyer (creativemarket.com)
  9. ^ Download (creativemarket.com)
  10. ^ Best 4th of July Flyer (creativemarket.com)
  11. ^ Download (creativemarket.com)
  12. ^ 4th Of July BBQ Party Flyer (creativemarket.com)
  13. ^ Download (creativemarket.com)
  14. ^ Independence Day Flyer Template (creativemarket.com)
  15. ^ Download (creativemarket.com)
  16. ^ Simple 4th Of July Flyer (creativemarket.com)
  17. ^ Download (creativemarket.com)
  18. ^ Special 4th of July Flyer Templates (creativemarket.com)
  19. ^ Download (creativemarket.com)
  20. ^ Fourth of July Invitation Template (creativemarket.com)
  21. ^ Download (creativemarket.com)
  22. ^ Perfect 4th of July Flyer (creativemarket.com)
  23. ^ Download (creativemarket.com)
  24. ^ Memorial Day Celebration Flyer (creativemarket.com)
  25. ^ Download (creativemarket.com)
  26. ^ 4th of July Independence Day Flyer (creativemarket.com)
  27. ^ Download (creativemarket.com)
  28. ^ Elegant 4th of July Flyer Template (creativemarket.com)
  29. ^ Download (creativemarket.com)
  30. ^ Unique 4th of July Flyer (creativemarket.com)
  31. ^ Download (creativemarket.com)
  32. ^ Memorial Day Flyer (creativemarket.com)
  33. ^ Download (creativemarket.com)
  34. ^ Simple Clean 4th of July Flyer (creativemarket.com)
  35. ^ Download (creativemarket.com)
  36. ^ Best 4th Of July Flyer Template (creativemarket.com)
  37. ^ Download (creativemarket.com)
  38. ^ Coloful 4th of July Flyer (creativemarket.com)
  39. ^ Download (creativemarket.com)
  40. ^ Modern Independence Day 4th July Flyer (creativemarket.com)
  41. ^ Download (creativemarket.com)
  42. ^ Stylish 4th Of July Flyer Template (creativemarket.com)
  43. ^ Download (creativemarket.com)
  44. ^ Memorial Day Flyer (creativemarket.com)
  45. ^ Download (creativemarket.com)

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DIY Hacks to Make Your House Automated https://inloop.in/2021/06/22/diy-hacks-to-make-your-house-automated/ https://inloop.in/2021/06/22/diy-hacks-to-make-your-house-automated/#respond Tue, 22 Jun 2021 19:58:14 +0000 https://graphicdesignjunction.com/?p=29712https://graphicdesignjunction.com/2021/06/diy-hacks-to-make-your-house-automated/ Have you always been dreaming about an automated home? Until recently, automation was pretty expensive, and the majority of people simply couldn`t afford it. What about nowadays though? Now, you…

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Have you always been dreaming about an automated home? Until recently, automation was pretty expensive, and the majority of people simply couldn`t afford it. What about nowadays though?

Now, you can either purchase any automated item you might need or you can even build one, with the needed actuators. We have collected for you some hacks and ideas to create a perfect home[1] for you.

You Deserve the Best Office

If you work from home, you spend the majority of time in your home office. It shall be functional, comfortable, nice because there, you make your living and get resources to maintain your family.

Start with the desk. It is the core of your office, and it depends on it whether you are enjoying your work or suffering while working.

Height adjustable desks[2] are recommended if you want to make your office perfect. You can purchase a desk. There are plenty of options. We are sure you can find the best one for you.

Another option is to build a height-adjustable desk. You can use the desk top from your old but so much loved desk. Fix it on a lifting frame, and a new desk is ready to use.

What about some accessories to arrange everything that you normally use in the office?

  • A special drawer can be fixed beneath the desk top and removed when there is no need in it.
  • A CPU holder, if needed, can be fixed directly under the desk top.
  • A functional document holder or organizer to keep the desk top neat.

All these accessories can be purchased directly on the website of a desk manufacturer.

Your Kitchen Can Be Changed Completely

Now, some ideas for your kitchen follow. Everybody would like to have plenty of devices and items that facilitate daily life. However, in most cases, there is not enough space for all of them. All those items do not fit in our small kitchens.

Ok, but what about some automation ideas?

You can start with the installation of a lifting column in one of the kitchen cabinets. In the cabinet top, make an opening. Through it, your device will move up and down.

Now, fix a platform on the lift column. On the platform, install the device, just make sure you fix it reliably so that it doesn`t fall. If you don`t like how the opening looks, make a cap. You can automate it or install it on hinges. So, you will be able to use the cabinet when the device is inside it.

Another nice project is a drop-down rack for utensils or spices. Well, you can arrange there just anything you would like to.

It is built inside of one of the wall-mounted cabinets. Make an opening in the cabinet bottom, fix an actuator inside. When extended, the actuator shall drop down from the cabinet. When retracted, it shall be hidden in the cabinet.

Now, fix a rack to the moving actuator part. Test whether it moves smoothly and make proper adjustments. Once done, your drop-down rack is ready. Put your utensils, spices, other things there, and enjoy.

As an option, you can install the rack not in the cabinet but behind it. You might need to liberate some space between the cabinet and the wall to enable the rack to hide there. Or you can make it in a way to lift the rack to the cabinet bottom. Whatever you like more is available.

This way, you can make your kitchen look completely different. Needless to mention that the comfort level will boost.

Some Living Room Automation Is Never Odd

Now, let us move to your living room. What would you like to change there? If you love more space, automation is at your service. If you would like to change the environment completely from time to time, again, automation is at your service.

So, let us have a look at some ideas.

A TV lift that can be managed with a simple remote – this has been a dream of many people. Well, we admit that the item isn`t the cheapest one, and not everybody can afford it. But you can buy just a lifting system, and the rest can be built!

So, you can install the lift system in a nice cabinet, make an opening at its top, and fix the TV set on the lifting system. When extended, it will lift the TV through the opening, and you can watch it.

Now, have a look at the shelves. You can automate them, too. Make moving panels, decorate them in different styles. Now, by exposing one panel and hiding the other, you can change the room environment without having to change the entire room décor.

Some More Storage Space

Where do you store things? Some people struggle with it. But with our automation ideas[3], you will forget about the issue once and forever.

For example, you can automate the bed frame and arrange a huge storage place beneath it. Fix the bed frame on a couple of actuators in a way that they lift and lower it when you need it. Of course, you can leave the bed frame not automated but lifting and lowering it manually is kind of a challenge.

Bottom Line

Automation is still not cheap but now, it is pretty much affordable. Basically, you need funds for good actuators, and the rest can be done by you. You can automate those things that you have been using for ages. They will get a new look and become more functional.

Don`t limit yourself to the described projects only. The options are unlimited. Move from one room to another, have a look around, and check what else can be more comfortable and useful when you automate it.

Some projects might seem pretty difficult. Leave them for later. Start with easier options. With time, when you gain some experience and get more skills, you will be able to handle efficiently any automation project!

References

  1. ^ create a perfect home (graphicdesignjunction.com)
  2. ^ Height adjustable desks (www.progressivedesk.com)
  3. ^ automation ideas (graphicdesignjunction.com)

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French spyware bosses indicted for their role in the torture of dissidents https://inloop.in/2021/06/22/french-spyware-bosses-indicted-for-their-role-in-the-torture-of-dissidents/ https://inloop.in/2021/06/22/french-spyware-bosses-indicted-for-their-role-in-the-torture-of-dissidents/#respond Tue, 22 Jun 2021 18:49:13 +0000 https://www.technologyreview.com/?p=1026777https://www.technologyreview.com/2021/06/22/1026777/france-spyware-amesys-nexa-crimes-against-humanity-libya-egypt/ Senior executives at a French spyware firm have been indicted for the company’s sale of surveillance software to authoritarian regimes in Libya and Egypt that resulted in the torture and…

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Senior executives at a French spyware firm have been indicted for the company’s sale of surveillance software to authoritarian regimes in Libya and Egypt that resulted in the torture and disappearance of dissidents.

While high-tech surveillance is a multibillion-dollar industry worldwide, it is rare for companies or individuals to face legal consequences for selling such technologies—even to notorious dictatorships or other dangerous regimes. But charges in the Paris Judicial Court against leaders at Amesys, a surveillance company that later changed its name to Nexa Technology, claim that the sales to Libya and Egypt over the last decade led to the crushing of opposition, torture of dissidents, and other human rights abuses.

The former head of Amesys, Philippe Vannier, and three current and former executives at Nexa technologies were indicted for “complicity in acts of torture” for selling spy technology to the Libyan regime. French media report[1] that Nexa president Olivier Bohbot, managing director Renaud Roques, and former president Stéphane Salies face the same charges for surveillance sales to Egypt.

“When you look at attempts to hold these companies accountable, you see a lot of failures … we still face strong obstacles.”

Clémence Bectarte, International Federation for Human Rights

The charges were brought by brought by the Crimes Against Humanity and War Crimes unit of the court, but the case began 10 years ago when Amesys sold its system for listening in on internet traffic to the Libyan dictator Muammar Gaddafi. Six victims of the spying testified in France about being arrested and tortured by the regime, an experience that they say is a direct result of these spying tools. In 2014, the company sold surveillance software to Egyptian president Abdel al-Sisi shortly after he took control of the country in a military coup.

The complaints, filed by the International Federation for Human Rights, or FIDH, and the French League for Human Rights, allege that the company did not have government permission to sell its technologies to Libya or Egypt because oversight was weak and at times nonexistent. The claims led to an independent judicial investigation against Amesys/Nexa, which is still ongoing. Next, the judges will decide whether to send the case to criminal court or dismiss it if there is not sufficient evidence—but the indictment is a major step forward and points toward the prospect that the judges will view the evidence as potentially strong enough to support a criminal trial.   

References

  1. ^ report (www.rfi.fr)

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The Big Impact of Small Changes https://inloop.in/2021/06/22/the-big-impact-of-small-changes/ https://inloop.in/2021/06/22/the-big-impact-of-small-changes/#respond Tue, 22 Jun 2021 16:29:01 +0000 https://www.nytimes.com/2021/06/22/technology/digital-habits.htmlhttps://www.nytimes.com/2021/06/22/technology/digital-habits.html Maybe you’re not surprised by those figures. I was. They’re a sign that we sometimes believe that behavioral changes from new technologies are far more commonplace than they really are.…

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Maybe you’re not surprised by those figures. I was. They’re a sign that we sometimes believe that behavioral changes from new technologies are far more commonplace than they really are. Why? I’ll offer two possible explanations.

The first one is that people (and journalists) tend to pay more attention to what’s new and novel. That might be particularly true if the behavioral changes are happening to relatively affluent people. The vast majority of American workers kept doing their jobs in person even in the depths of the pandemic, but about half of professional workers at one point did their jobs away from an office because of the coronavirus.

And Peloton, the maker of $2,500 exercise bicycles for streaming fitness classes, has about 2.1 million customers[1] paying to use its exercise bicycles or treadmills. For comparison, about 3.5 million households in the United States had birds as pets during a recent year, according to a veterinary trade group[2]. Peloton might be less popular than parakeets, but it gets far more attention.

This doesn’t mean that Peloton doesn’t matter, that remote work isn’t worth paying attention to, or that Netflix isn’t a big deal. Today’s novelties can become tomorrow’s commonplace.

That brings me to the second explanation, that relatively small but rapid changes in individual acts, repeated millions or billions of times, can disrupt everything around us.

I’ve written before about how many of our habits and the functioning of pretty much all businesses[3] and cities[4] have been profoundly altered by Amazon and online shopping[5], which is still a fraction of what we buy. Ditto for Uber and Lyft. The companies account for a small amount of miles driven in the United States, but their vehicles are a significant contributor to traffic[6] and their treatment of couriers has helped prompt a reconsideration of what a job means in the United States and Europe[7].

In an article about New York’s economic recovery from the pandemic[8], my colleagues dropped the mind-blowing stat that if just one in 10 Manhattan office workers stopped coming in most of the time that would translate to “more than 100,000 people a day not picking up a coffee and bagel on their way to work or a drink afterward.”

You can imagine that might hurt sales for a bar in Times Square — and maybe help one in the suburbs if people swapped an after-office drink with an after-Zoom one. Just a little more remote work could also profoundly change roads and transit systems[9] that have been designed around peak office worker commute times.

The digital butterfly effect[10] of a zillion little changes can be unpredictable and uneven. People, companies and policymakers will have to figure out how to deal with the big differences that can come from little changes.


Tip of the Week

Buying used products is often gentler on our wallets and the planet. Brian X. Chen, the consumer technology columnist for The New York Times, recommends which electronics parts and accessories are a savvy secondhand purchase — and which ones might not be worth it.[11]

Memory for computers: Buy. Also known as random access memory, or RAM, these sticks to improve a computer’s speed[12] will last indefinitely, as long as the previous owner didn’t scuff them up with a screwdriver. It’s a good idea to inspect any product photos closely.

Batteries: Avoid. In general, I recommend against buying a used battery for any gadget. Batteries are intended for limited use, so it’s better to purchase them new.

Screens: Avoid sometimes. The screens on electronics wear out and look less bright over time. They’re also susceptible to disfigurements like “burn in”[13] and dead spots. You can occasionally find a good deal on a used TV with a screen that’s not too old and has good picture quality, but it’s wise to consider those purchases only from someone you know and trust.

Add-on accessories: Buy most of the time. Peripherals like computer mice and keyboards are pretty reliable. It’s still ideal to test them in person to make sure all the buttons and keys work properly. Take a pass on any accessories powered by rechargeable batteries that are not replaceable. And earbuds are a hard pass. Do you really want to wear someone else’s used earbuds?

Charging cables: Buy. As long as the cable isn’t frayed and the connector looks to be in good condition, it’s fine to buy a previously owned charging cable. Try not to spend more than a few bucks apiece since brand-new charging cables[14] tend to be inexpensive.


References

  1. ^ customers (investor.onepeloton.com)
  2. ^ a veterinary trade group (www.avma.org)
  3. ^ functioning of pretty much all businesses (www.wsj.com)
  4. ^ cities (www.nytimes.com)
  5. ^ profoundly altered by Amazon and online shopping (www.nytimes.com)
  6. ^ significant contributor to traffic (www.nytimes.com)
  7. ^ and Europe (www.nytimes.com)
  8. ^ about New York’s economic recovery from the pandemic (www.nytimes.com)
  9. ^ could also profoundly change roads and transit systems (www.nytimes.com)
  10. ^ butterfly effect (en.wikipedia.org)
  11. ^ Brian X. Chen (www.nytimes.com)
  12. ^ improve a computer’s speed (www.nytimes.com)
  13. ^ “burn in” (www.cnet.com)
  14. ^ brand-new charging cables (www.nytimes.com)

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Google Facing Fresh E.U. Inquiry Over Ad Technology https://inloop.in/2021/06/22/google-facing-fresh-e-u-inquiry-over-ad-technology/ https://inloop.in/2021/06/22/google-facing-fresh-e-u-inquiry-over-ad-technology/#respond Tue, 22 Jun 2021 12:50:28 +0000 https://www.nytimes.com/2021/06/22/business/google-antitrust-european-union.htmlhttps://www.nytimes.com/2021/06/22/business/google-antitrust-european-union.html European Union regulators took aim at the heart of Google[1]’s business model on Tuesday, announcing that the Silicon Valley giant was the subject of a new antitrust investigation for potentially…

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European Union regulators took aim at the heart of Google[1]’s business model on Tuesday, announcing that the Silicon Valley giant was the subject of a new antitrust investigation for potentially abusing its dominance in the online advertising market to stifle competition.

The investigation is part of a broader push by the European authorities to clamp down on the world’s largest technology companies[2]. Amazon[3], Apple[4] and Facebook[5] are also the subject of antitrust actions by the 27-nation bloc, and the European Union is drafting new antitrust and digital services laws to further tighten oversight of Big Tech[6].

Online advertising has helped Google become one of the world’s most valuable and powerful companies, with its parent company Alphabet earning a net profit of $40 billion last year. But publishers such as News Corporation, as well as rival digital advertising firms, have long complained that Google’s dominance makes it harder to attract advertising revenue from their websites and for competitors to gain ground.

The European Commission, the bloc’s executive body, said the investigation was focused on the display advertising market, which is worth an estimated $24 billion in Europe and where Google offers a number of services to both advertisers and publishers. The company collects data to target advertising, sells ad space on websites across the internet and offers services that work as an intermediary between advertisers and publishers.

“We are concerned that Google has made it harder for rival online advertising services to compete in the so-called ad tech stack,” Margrethe Vestager[7], the European Commission’s executive vice president in charge of competition policy, said in a statement.

“A level playing field is of the essence for everyone in the supply chain,” she said.

Announcing the start of the formal investigation is one step in a long process that could drag on for years. Google could face fines of up to 10 percent of global revenue and demands to change its business practices if found guilty.

In focusing on advertising, authorities are focusing on a cornerstone of Google’s financial success. Its dominance has helped the company build a sprawling digital empire in internet search, email, entertainment, maps, cloud computing, smartphones and other consumer electronics, shopping and autonomous driving. With a market value of more than $1.6 trillion, Google is one of the world’s largest companies.

The commission’s investigation focuses on ways that Google leverages its power in the advertising technology market to limit competition, including forcing advertisers to use certain Google services to buy display advertising on YouTube. Investigators said they would also examine a new Google policy for its Chrome browser intended to replace tracking “cookies” placed on websites with a new system created by Google.

A Google spokeswoman said the company would “continue to engage constructively with the European Commission to answer their questions and demonstrate the benefits of our products.”

“Thousands of European businesses use our advertising products to reach new customers and fund their websites every single day,” the spokeswoman said. “They choose them because they are competitive and effective.”

Agustin Reyna, a director at the European Consumer Organization, said the investigation was a “significant move” by the European Commission. “Fair competition in this market is important for consumers because it could encourage alternative, privacy-friendly advertising models to emerge,” he said.

Earlier this month, Google settled a similar antitrust investigation by the French authorities[8], with the company agreeing to pay roughly $270 million in fines and make it easier for rivals to use some of its advertising services.

In Germany, antitrust regulators recently announced an investigation of Google over its data-processing practices. The company has also been targeted by competition authorities in Britain, Australia, Turkey and Russia, among other jurisdictions.

In the United States, Google is battling a Justice Department lawsuit[9] accusing the company of illegally protecting its dominance in online search and advertising. Authorities said Google unfairly paid for deals with companies like Apple to make Google the iPhone’s default search engine, and impeded competition by using exclusive contracts and agreements with customers. Parallel cases have been brought by attorneys general in dozens of states.

Ms. Vestager, who leads digital policy for the European Commission, is a familiar adversary for Google. The company has been charged with violating European Union antitrust laws three times in recent years, resulting in billions of dollars worth of fines.

In 2017, authorities fined Google €2.4 billion for unfairly using its dominance as a search engine to strengthen its online shopping service[10] over rivals. A year later, the commission fined Google €4.34 billion for using its Android mobile operating system[11] to require manufactures to install Google as the default search engine on smartphones.

And in 2019, Google was fined €1.5 billion for imposing unfair terms[12] on companies using its search bar on their websites.

Google has filed appeals in all of the cases.

References

  1. ^ Google (www.nytimes.com)
  2. ^ world’s largest technology companies (www.nytimes.com)
  3. ^ Amazon (www.nytimes.com)
  4. ^ Apple (www.nytimes.com)
  5. ^ Facebook (www.nytimes.com)
  6. ^ further tighten oversight of Big Tech (www.nytimes.com)
  7. ^ Margrethe Vestager (www.nytimes.com)
  8. ^ French authorities (www.nytimes.com)
  9. ^ Google is battling a Justice Department lawsuit (www.nytimes.com)
  10. ^ shopping service (www.nytimes.com)
  11. ^ Android mobile operating system (www.nytimes.com)
  12. ^ imposing unfair terms (www.nytimes.com)

The post Google Facing Fresh E.U. Inquiry Over Ad Technology appeared first on InLoop - Online magazine covering Design-Tech-Digital News and events!.

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21 Fresh Free Fonts For Graphic Designers https://inloop.in/2021/06/21/21-fresh-free-fonts-for-graphic-designers/ https://inloop.in/2021/06/21/21-fresh-free-fonts-for-graphic-designers/#respond Mon, 21 Jun 2021 22:45:42 +0000 https://graphicdesignjunction.com/?p=29685https://graphicdesignjunction.com/2021/06/fresh-free-fonts-21/ New fresh and free fonts, free available for commercial use. Collection of twenty one fresh free fonts[1] and best premium fonts designed with powerful OpenType features in mind. Fonts are…

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New fresh and free fonts, free available for commercial use. Collection of twenty one fresh free fonts[1] and best premium fonts designed with powerful OpenType features in mind. Fonts are perfect for branding projects, Logo design, Clothing Branding, product packaging, magazine headers, or simply as a stylish text overlay to any background image. Only Graphic Designers[2] know the importance of typography, something it’s really hard to select typeface or fonts for any graphic or web project. As a designer, I am really thankful for font designers who work very hard to design amazing fonts and give us freedom to use their fonts in our commercial projects.

New best free fonts[3] are perfect for logos & branding, invitations, stationery, wedding designs, social media posts, poster advertisements, product packaging, product designs, labels, photography, watermarks, special events and much more.

You can also download 100 Greatest Free Fonts for 2021.[4]

You may be interested in the following articles as well.

Fresh Free Fonts Download

These professionally designed free fonts[5] can significantly improve your design by simply included them in the project you are working on. All fonts are comes with a different handy set of Opentype and Truetype stylistic alternates, ornament, ligatures, multiple language support and extras.

List of Fresh Free Font:

Kavaloora Stylish Font[6]

Kavaloora – Stylish Ligatures Serif is an elegant, unique font that uses ligatures to smoothly link letters. inspired by the famous minimalist logo, perfect for the purposes of designing templates, brochures, videos, advertising branding, logos and more.

Font Download[7]

Olympica Brush Font[8]

Olympica is a magical script font carefully created with a touch of elegance. Whether you’re looking for fonts for Instagram or calligraphy scripts for DIY projects, this font will turn any creative idea into a true piece of art!

Font Download[9]

Magicher Ligatures Connected Serif Font[10]

Magicher – Ligatures Connected Serif is an elegant, unique font that uses ligatures to smoothly link letters. Perfect for adding a unique twist to word-mark logos, monograms or pull quotes.

Font Download[11]

Khamden Script Font[12]

Khamden Script is a bold handmade font of beautiful bold typeface with an authentic touch. This includes OpenType features with PUA encoded such as alternatives and ligature.

Font Download[13]

Molluska Script Font[14]

Molluska Script, a calligraphy script font that comes with a very beautiful character change, a kind of classic tattoo decorative script with a modern twist, the classic style is very suitable to be applied in various formal forms such as invitations, labels, restaurant menus, logos, fashion, make up, stationery , novels, magazines, books, greeting / wedding cards, packaging, labels or any type of advertising purposes.

Font Download[15]

Fresh Free Fonts

1. BalorineFree Font[16]

Font Download[17]

2. Montagna Monoline Free Fon[18]

Font Download[19]

3. Gap Free Font[20]

Font Download[21]

4. Pumuqui Free Font[22]

Font Download[23]

5. Wayne Free Font[24]

Font Download[25]

6. EP Stellari Free Font[26]

Font Download[27]

7. Comico Free Font[28]

Font Download[29]

8. Astrohex Free Font[30]

Font Download[31]

9. Parallone Sans Free Font (Regular & Italic)[32]

Font Download[33]

10. Huova Serif Free Font[34]

Font Download[35]

11. Mago Sans Free Font[36]

Font Download[37]

12. Buggy Retro Free Font[38]

Font Download[39]

13. Cavalier Free Font[40]

Font Download[41]

14. Prototype Free Font[42]

Font Download[43]

15. Initia Sans Free Font[44]

Font Download[45]

16. Qene-G Signature Script Free Font[46]

Font Download[47]

17. Energia Free Font (Regular and 3D variant)[48]

Font Download[49]

18. Handy Mode Handwritten Free Font[50]

Font Download[51]

19. Blader Script Free Font[52]

Font Download[53]

20. Hairage Free Font[54]

Font Download[55]

21. Nanas Handwriting Free Font[56]

Font Download[57]

Butterscotch Calligraphy Font[58]

Introducing Butterscotch – A Modern Calligraphy Font. A fabulous and elegant modern calligraphy font that’ll engage your audience and make your branding stand out from the competition.

Font Download[59]

Castella Script Font[60]

Castella is simply casual script font, with light felt-tip stroke, slant and fun character. It has OpenType features ligatures of character, To give you an extra creative work.

Font Download[61]

Holidream Monoline Signature Font[62]

Holidream font, a monoline script font. For those of you who are needing a touch of clean monoline handwritten Font, chic and modernity for your designs, this font was created for you!

Font Download[63]

Adoredly Script Brush Font[64]

Adoredly is simply casual script font, with bold mono-line stroke, slant and fun character. It has OpenType features ligatures of character, To give you an extra creative work. Adoredly script font support multilingual more than 100+ language.

Font Download[65]

Belliza Brush Script Font[66]

The Belliza is a natural handwritten brush font. It’s ideal for branding and decorating your projects, creating wedding invitations, book covers, marketing, and much more!

Font Download[67]

References

  1. ^ fresh free fonts (graphicdesignjunction.com)
  2. ^ Graphic Designers (graphicdesignjunction.com)
  3. ^ best free fonts (graphicdesignjunction.com)
  4. ^ 100 Greatest Free Fonts for 2021. (graphicdesignjunction.com)
  5. ^ free fonts (graphicdesignjunction.com)
  6. ^ Kavaloora Stylish Font (1.envato.market)
  7. ^ Font Download (1.envato.market)
  8. ^ Olympica Brush Font (1.envato.market)
  9. ^ Font Download (1.envato.market)
  10. ^ Magicher Ligatures Connected Serif Font (1.envato.market)
  11. ^ Font Download (1.envato.market)
  12. ^ Khamden Script Font (1.envato.market)
  13. ^ Font Download (1.envato.market)
  14. ^ Molluska Script Font (1.envato.market)
  15. ^ Font Download (1.envato.market)
  16. ^ BalorineFree Font (www.behance.net)
  17. ^ Font Download (www.behance.net)
  18. ^ Montagna Monoline Free Fon (creativemarket.com)
  19. ^ Font Download (www.dropbox.com)
  20. ^ Gap Free Font (www.behance.net)
  21. ^ Font Download (www.behance.net)
  22. ^ Pumuqui Free Font (www.behance.net)
  23. ^ Font Download (www.behance.net)
  24. ^ Wayne Free Font (www.behance.net)
  25. ^ Font Download (www.behance.net)
  26. ^ EP Stellari Free Font (www.behance.net)
  27. ^ Font Download (www.behance.net)
  28. ^ Comico Free Font (www.behance.net)
  29. ^ Font Download (www.behance.net)
  30. ^ Astrohex Free Font (www.behance.net)
  31. ^ Font Download (www.behance.net)
  32. ^ Parallone Sans Free Font (Regular & Italic) (www.behance.net)
  33. ^ Font Download (www.behance.net)
  34. ^ Huova Serif Free Font (creativemarket.com)
  35. ^ Font Download (www.dropbox.com)
  36. ^ Mago Sans Free Font (www.behance.net)
  37. ^ Font Download (www.behance.net)
  38. ^ Buggy Retro Free Font (www.behance.net)
  39. ^ Font Download (www.behance.net)
  40. ^ Cavalier Free Font (www.dafont.com)
  41. ^ Font Download (www.dafont.com)
  42. ^ Prototype Free Font (www.dafont.com)
  43. ^ Font Download (www.dafont.com)
  44. ^ Initia Sans Free Font (www.dafont.com)
  45. ^ Font Download (www.dafont.com)
  46. ^ Qene-G Signature Script Free Font (balibillydesign.com)
  47. ^ Font Download (balibillydesign.com)
  48. ^ Energia Free Font (Regular and 3D variant) (www.dafont.com)
  49. ^ Font Download (www.dafont.com)
  50. ^ Handy Mode Handwritten Free Font (www.dafont.com)
  51. ^ Font Download (www.dafont.com)
  52. ^ Blader Script Free Font (graphicdesignjunction.com)
  53. ^ Font Download (graphicdesignjunction.com)
  54. ^ Hairage Free Font (creativemarket.com)
  55. ^ Font Download (creativemarket.com)
  56. ^ Nanas Handwriting Free Font (www.dafont.com)
  57. ^ Font Download (www.dafont.com)
  58. ^ Butterscotch Calligraphy Font (1.envato.market)
  59. ^ Font Download (1.envato.market)
  60. ^ Castella Script Font (1.envato.market)
  61. ^ Font Download (1.envato.market)
  62. ^ Holidream Monoline Signature Font (1.envato.market)
  63. ^ Font Download (1.envato.market)
  64. ^ Adoredly Script Brush Font (1.envato.market)
  65. ^ Font Download (1.envato.market)
  66. ^ Belliza Brush Script Font (1.envato.market)
  67. ^ Font Download (1.envato.market)

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3 Important Roles For Graphic Designers In Any Business https://inloop.in/2021/06/21/3-important-roles-for-graphic-designers-in-any-business/ https://inloop.in/2021/06/21/3-important-roles-for-graphic-designers-in-any-business/#respond Mon, 21 Jun 2021 19:21:10 +0000 https://graphicdesignjunction.com/?p=29698https://graphicdesignjunction.com/2021/06/important-roles-for-graphic-designers-in-any-business/ Graphic design is an overlooked skill in many big businesses. Any graphic designer worth their salt knows just how catastrophic poorly designed imagery can be for a company’s status. But…

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Graphic design is an overlooked skill in many big businesses. Any graphic designer worth their salt knows just how catastrophic poorly designed imagery can be for a company’s status. But that does not mean we know what roles are available within a regular business.

If you have not found roles that suit you in job postings, or would rather work as a freelancer, you need to know how to sell yourself. In order to do so, you have to show your value as a graphic designer in a business, even if your potential clients don’t yet know what to look for themselves.

Here are 3 important roles graphic designers have in any business.

Website Strategy

Most companies come up with strategies for their websites which they then hand over to web and graphic designers. However, as someone with the advantage of aesthetic vision, you are better placed to strategize regarding the different components of the website.

Every graphic designer who has had to do a job for a website about which they were never consulted knows exactly where the clients went wrong. They have had to make do with unrealistic expectations, badly thought out ideas, and poor marketing decisions.

Selling yourself as someone who can consult on website strategy as well as carry out the design necessities gives you an advantage.

Social Media Adverts

Advertising on social media platforms[1] has become very popular and many business owners try to do it themselves. However, without the eye of a graphic designer, these ads often fail to impress, no matter how effectively they are targeted.

One of the most important roles in the marketing side of a business today is social media ads design[2]. With your skills, you can ensure that ads are noticed even by the busiest targets. Good social media ads need more than snappy copy. They need to catch the eye and send a more effective message than any number of words can.

Your role within a business should incorporate their social media ads strategy. Business owners are best positioned to identify their target audience, but you are far better suited to getting that audience to take notice.

Internal platforms and communications

Many businesses focus all of their aesthetic work on the outside world. They want their best visuals to be seen by clients. However, the experience of staff is very important as well. Good aesthetics give staff pride in their company, as well as the sense that their experience is taken seriously.

As a graphics designer, you can be in charge of making sure internal communications are branded to perfection[3]. You can also take care of the look and feel of any software used by the company to manage staff experience.

Graphic design is underused by many big companies. Although they appreciate the work of graphic designers, they do not realize just how many roles a good designer can take on. Consider the above roles and use them as selling points when reaching out to new clients or discussing your position with current employers.

References

  1. ^ Advertising on social media platforms (www.statista.com)
  2. ^ social media ads design (www.yellowheadinc.com)
  3. ^ branded to perfection (graphicdesignjunction.com)

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Scientists might have spotted tectonic activity inside Venus https://inloop.in/2021/06/21/scientists-might-have-spotted-tectonic-activity-inside-venus/ https://inloop.in/2021/06/21/scientists-might-have-spotted-tectonic-activity-inside-venus/#respond Mon, 21 Jun 2021 19:00:00 +0000 https://www.technologyreview.com/?p=1026643https://www.technologyreview.com/2021/06/21/1026643/venus-tectonics-geology-lithosphere-active/ The team used observations made by the Magellan probe, which orbited Venus from 1990 to 1994 and mapped the surface using radar. The features it spotted have been analyzed before,…

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The team used observations made by the Magellan probe, which orbited Venus from 1990 to 1994 and mapped the surface using radar. The features it spotted have been analyzed before, but the new study uses a new computer model that can recognize surface deformations indicating large block structures in the lithosphere. These blocks, each about the size of Alaska, seem to have been sluggishly jostling against each other like broken pack ice on a pond or lake. 

This is quite different from the current type of plate tectonics on Earth. But if confirmed, it would nonetheless be evidence of heat currents and molten material in Venus’s interior—something that’s never before been observed. The authors think parallels with Earth’s geology during the Archean Eon (2.5 to 4 billion years ago) suggest that the “pack ice” patterns could be a transition from an earlier period of plate tectonics on Venus when the planet was more Earth-like.

venus tectonics
A false-color radar view of Lavinia Planitia, one of the Venus lowlands. You can see where the lithosphere has fragmented into blocks colored in purple, shaped by belts of tectonic structures in yellow.

PAUL K. BYRNE AND SEAN C. SOLOMON.

This movement “is widespread across the Venus lowlands, and argues for a previously unrecognized style of global tectonics,” says Sean Solomon, a research scientist at Columbia University and a coauthor of the new study. 

The findings only fuel more excitement behind the new Venus missions recently approved by NASA and the European Space Agency. Solomon says he and his team hope all three can provide “critical data for testing the ideas we’ve described in our paper.” Those missions won’t be ready to launch till closer to the end of the decade, so let’s hope the excitement doesn’t wane over the next several years.[1]

References

  1. ^ the new Venus missions (www.technologyreview.com)

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