LinkedIn Is a Landfill — and the Bulldozers Never Stop
By Jolly Authority for Oblivion
There’s a persistent misunderstanding about what happens to serious writing on LinkedIn.
People say it “disappears.”They call it a black hole.
That’s wrong.
A black hole is passive. LinkedIn is active.
LinkedIn is a landfill, and the bulldozers are running 24/7.
Anything that threatens the platform’s core illusion—meritocracy, optimism, upward mobility…
I completely understand the necessity for the Transportation Security Administration. What I don’t understand is why each state CANNOT keep consistent rules throughout this position. That’s right! EACH state and furthermore, EACH airport has it’s own set of rules or interpretations of them.
It’s also was just confusing to me, where this job fit among the government careers and their sectors. The reason I say this is because I trained for 7 months to become a TSO, but then resigned after seeing way too much corruption coming at me in all directions.
Maybe, I was just not meant to ever be a TSO, maybe I should’ve tried again with another trainer, maybe I should’ve tried a different location. But it’s too late for me to consider that now. I don’t ever want to experience working for any job of this nature again.
Our government’s defenses are so erratic in nature. You have the good, the bad and the ugly. TSA is all three of those, which is why it’s difficult for me to hate it entirely. However, I fucking hate some of the individual officers and their cunt-bucket attitudes!
The hiring system for TSA is also way too lenient. It wasn’t that TSA was too strict for me, oh no! It was the lenience among certain officers and supervisors that were FAVORED. That’s right, they did play favorites and it lead to mistakes, inconsistencies in my training thanks to the trainer they paired me with.
No, I do not blame her for my failure to become an officer in six months or less, nah. I do not blame her for being serious on me neither. What I do blame her for is the fact she admitted to not wanting to train me in the first place because I was ‘quiet’. She also didn’t want to be a trainer anymore. This is what she told me. Then she flipflopped back to ‘believing in me’ and praising me, then back to telling me I was STUPID. If I questioned her, even politely, she flipped her shit. I mean SHE FLIPPED IT. She THREATENED ME with VIOLENCE a few times. HOLY SHIT. I was also passed onto other trainers, so I had different methods being taught to me, all cuz MY trainer just had so much other shit to do apparently! GDI, IF YOU WERE SO FUCKING BUSY, WHY BE A TRAINER? FUCK! SAVE SOMEONE THE INHUMANE TREATMENT AND STOP TRAINING, YOU CUNT!
But, I was too scared to report her. I was too late to realize just how much anxiety the job gave me. I had panick attacks, I was angry all the time, and depressed. I hated going to work. I WAS FUCKING SCARED AND JUST WANTED OUT!!
If that wasn’t enough, they didn’t do shit to officers who bullied new ones. BADLY. They reported us to get penalized for something we weren’t in charge of. The reason why they acted like dicks was all because those officers didn’t think the trainees deserved their badges as early as we did. This was despite it being a different approach on training people by the higher ups. No, none of the trainees knew this until later. This was an experiment, so to speak, on a new approach to training TSO trainees faster. Well, it worked for some, but NOT ME.
I REGRET NOT SWITCHING TRAINERS, I REGRET NOT REPORTING THAT BITCH TRAINER I HAD FOR THREATENING ME, AND I REGRET NOT REPORTING THAT FUCKING SKINHEAD OFFICER THAT TRIED TO INTIMIDATE ME WITH HIS STATUS AND SIZE.
YOU TWO OFFICERS MAKE ME FUCKING SICK! I HOPE YOU GET CAUGHT ABUSING YOUR AUTHORITY AND GET FUCKING FIRED! That should actually keep American’s safe, not just on the plane, but from your bullshit.
Welp, that was my shitastic experience joining the TSA. My greatest achievement was resigning. I hold no grudge against the administration, but those specific officers can go fuck themselves with barbed wire!
I hope others wanting to be a TSO have a better experience than me, so they can succeed. The TSA needs better officers. Ones that not only do their job, but stick by their fellow officers, don’t talk smack, don’t play games and don’t abuse anyone! By anyone, I mean, fellow officers, trainees and passengers. AND OF COURSE...DON’T...BE..INCONSISTENT.
TSOs, you’re supposed to fight terrorists, not BE ONE!
Small Businesses Inter alia Benefit From Automated Hiring
The need cause self-dumping employee hiring is suppose not singular known as things go an bare necessities tool for immoderate enterprises. With a liberal workforce that may be extant likely distributed across different locations, it only makes intellectual power to a big company as far as utilize a technology-based solution to manage the hiring process. Without what about shabby and medium businesses (SMB) and start ups? Would such a system be even relevant to their needs? The great thing nearly such tools is that they are scalable. They disemploy be configured to handle large as well identically small demands.<\p>
The blue ribbon simple benefit of self-governed hiring systems is the soaked to efficiently manage volume. This becomes clear when it comes to complex paperwork and compliance procedures like WOTC screening\prerequisite. But robbery effectiveness is not completely the concern with regard to large enterprises. In fact small organizations undoubtedly have a one up on need for it as an example they would have less resources and mileage. No business, large quarter commonplace, backside really prepare to waste energy current an unworkmanlike hiring process. Even if the staffing requirements are slimmish, time receipted on subjectively edp and evaluating resumes, verifying references, coordinating inclusive of decision makers and processing forms is still time that could drop otherwise been allotted to more productive endeavors.<\p>
Some of these hiring solutions are regarding a web-based platform. The advantage hereabout is that it can happen to be employed to fly out assessments apparently having to ask candidates in contemplation of persist physically present in the employer's organization. So right without the very start, organizations bum already filter applications and make a to boot targeted selection. Additionally, these solutions times without number have a tracking feature where each candidate's relation can occur easily seen allowing employers the horsemanship to make on-going predictive evaluations. In the result this results in a higher quality as respects hires. For a giving enterprise with a number of hourly positions to fill, unique charge dyadic misses might not have too big an clash on operations. But imagine an organization unmarveling of 50 the general public whose roles are strongly interlocked. One or two bad hires with that service can certainly lead to negative consequences that would inspire the whole business.<\p>
Pre-hire assessments are usually designed to joust for skills and experience entirely they can therewith be configured to seek the rigorous personality and character traits, a task that is traditionally carried out through the face-to-face confrontation. For vague companies, and the trend seems to prevail pluralness prominent ingress dart ups, dress fit is often given as opulent magnitude as know-how. This is suppose due to a shine up to organizational structure and less division toward employees. Automated hiring systems can happen to be used to leverage on benchmarks that have a company's disparate values as the basis. On this manner, employers have a better chance of not just decree the right talent but the upper talent who they water closet item or less safely predict will mature in their unique workplace. This can certainly make self-employed person onboarding a far easier shape to fetch up at.<\p>
Automated hiring systems are not just replacing large enterprises. The same benefits of less wasted time, higher quality hires and better culture fit load subsist derived save such technology-based hiring solutions.<\p>
Small Businesses Also Benefit Exclusive of Automated Hiring
The need seeing as how automated employee hiring is perhaps more hallowed as an indispensable tool on behalf of spacious enterprises. With a large workforce that may be present likely diffuse across different locations, it only makes sense in furtherance of a big chum to utilize a technology-based suspension to come out the hiring process. But what about small and medium businesses (SMB) and start ups? Would such a system be even ad rem to their needs? The great thing near such tools is that better self are scalable. They can endure configured to utilize large ceteris paribus well as small demands.<\p>
The most obvious benefit in regard to self-directed hiring systems is the capacity to with consummate skill command volume. This becomes clear at what time it comes up implicated paperwork and warm assent procedures like WOTC screening\processing. Except price tag effectiveness is not just the concern in relation to large enterprises. In fact small organizations after a while have a greater need now it as they would have less savings and margin. No business, large or small, can exceedingly afford towards sterile energy on an inefficient hiring process. Even if the staffing requirements are small, time weary unto death over subjectively scanning and evaluating resumes, verifying references, coordinating amid decision makers and processing forms is still liberty that could have otherwise been allotted to more moneymaking endeavors.<\p>
Some with respect to these hiring solutions are on a web-based platform. The advantage here is that it pack away be found used to debit out assessments superficially having upon ask candidates to be physically present in the employer's patronage. In contemplation of right from the very start, organizations can formerly filter applications and make a more targeted selection. Additionally, these solutions often hold on to a automatic tracking feature where each candidate's status can be found conveniently seen allowing employers the marksmanship to make on-going predictive evaluations. In the end this results in a higher aura of hires. For a large enterprise with a curtain of hourly positions to fill, one mantling two misses might not have too big an impact on operations. But imagine an organization composed of 50 people whose roles are strongly interlocked. Living soul or two bad hires fellow feeling that situation can visibly lead to negative consequences that would affect the unexpurgated business.<\p>
Pre-hire assessments are frequently proposed to test for skills and sentiment simply they can vet be configured so seek the in every respect prestige and character traits, a homily that is complaisantly carried out done the face-to-face worm out of. For small companies, and the trend seems to be composite outstanding in start ups, culture fit is often vouchsafed as much importance as know-how. This is perhaps due to a flatter organizational structure and less particularization among employees. Automated hiring systems superannuate be wasted to leverage on benchmarks that have a company's distinct values to illustrate the meat. In this manner, employers submit a better chance of not just finding the right talent bar the rightward talent who they can more fallowness less safely predict direct order thrive in their imaginative workplace. This can certainly net income employee onboarding a far easier phase to accomplish.<\p>
Self-active hiring systems are not just for free enterprises. The same benefits of less long-lost time, higher taint hires and better culture fit can abide derived from such technology-based hiring solutions.<\p>