Whitelist an Email Sender or a Domain in Yahoo! Mail

Whitelist an Email rundfunkstation or a Domain in Yahoo MailWhitelist an Email Sender or a Domain in Yahoo MailNothing can be more frustrating than missing important schmelzglass because they go to your spam folder. But there are ways to manage your email to avoid such issues, such as whitelisting those emails you dont want to miss. The Function of Whitelisting Technically, a whitelist is a compilation of people or entities who are special in some way. They rise above the crowd, and they may receive special perks and benefits. Its the opposite of blacklist, which means that an individual or entity has been banned, otherwise excommunicated or relegated to your spam folder. You can whitelist specific senders of emails or even an entire domain name if you want to ensure that they effectively rise to the top of your email box or at least that they make it to your inbox and arent relegated to the blacklist of your spam folder. Heres how to do it in Yahoo Mail so you can be sure you g et your important emails, updates and more. Whitelist Existing Emails in Yahoo Mail You can whitelist email senders in Yahoo Mail in two different ways. First, check yourYahoo Bulk folder. If you see an email in there from someone you want to add to your whitelist, simply highlight it and select the Not Spam icon. Future emails from this person or entity should now automatically go to your inbox. Of course, this only worksafterthat individual has sent you an email that you can track down because it has been whisked away as spam. You can use a second option if you havent yet received an email from the party you want to whitelist. Create a Filter You can create a filter to route emails from certain domains to your inbox automatically. Select Options at the top right of the navigation bar. Now select Mail Options from the list that drops down. Choose Filters from the list that next appears and select the Add button. Now, choose the field you want to match in the incoming messag e youre expecting. For example, you might want to match something that you know will appear in the header or something that will appear in the To line. Choose the criterion by which you want the match to be made, such as that you want to snag anything that contains this phrase or word. Now, enter the text string you want to compare, such as From Women in Business. Finally, choose the destination folder, which would be your inbox. The first option is infinitely easier, so if youre on familiar terms with the sender of the email you want to make sure you receive, ask him to send a test or leer email in advance, so you can tell Yahoo that its not spammed with a single click. But if thats not an option, taking a few more steps should ensure that the email in question appears in your inbox.

How to Make a Great Impression on Your First Day - The Muse

How to Make a Great Impression on Your First Day - The MuseHow to Make a Great Impression on Your First Day Theres nothing more nerve-wracking than a job interview- until, of course, youve actually landed the job and youre headed to your first day of work. You have to meet everyone and figure everything out- um, wheres the bathroom? The break room? My desk?- all while proving that youre ready to do a kick-ass job (with dozens of new sets of eyes all on you).Sure, starting a new job can be stressful- but we promise, it doesnt have to be that bad It can even be kind of fun. With this walk-through of your first day, well show you how to make a great impression on your new co-workers and, most importantly, your new boss.In the MorningWake up earlier than you think you need to on your first day- even if youre convinced you can be up and out the door in 15 minutes, today is not the day to test that theory. notlage only should you plan to show up to the schreibstube a little early, youll al so want some extra time to swipe on lipstick and make sure your bag is stocked with all the essentials.HR probably told you about the geschftszimmer dress code when you accepted the job, but if youre not sure, err on the conservative side. Yes, I know you want to be memorable, but save the funky jewelry and avocado-green tights for a day when you arent meeting dozens of new people. You cant go wrong with a knee-length skirt, black pumps, and a cardigan.Leave your house with enough time to arrive to your office 15 minutes early- youll need time to navigate an unfamiliar route and deal with any surprise traffic jams, not to mention figure out where to park and how to find your new desk. You can always grab a donut or calm your jitters with a little Katy Perry sing-a-long in the car if you have extra time.At the OfficeAt the risk of sounding like Captain Obvious, be extra-professional on your first day at work- even if your office seems super laid-back. This means keeping your cell pho ne on silent and put away- nobody wants to hear your LMFAO ring tone every time your mom calls to see how work is going. Plus, chatting on the phone on your first day (or your first week, for that matter) is completely off-limits. Even if you hear other co-workers answering personal calls left and right, doing it when youre the new girl seems presumptuous and can rub your co-workers and supervisors the wrong way.Along the same lines, avoid any online shopping or Gchatting until you know the office Internet rules and have gotten a feel for the workplace culture.Getting to Know YouTheres no better time to channel your inner extrovert than on your first day at work. Say hello to everyone that passes by your desk- smile, introduce yourself, and ask about their role at the company. If youre awful at remembering names, try to repeat the other persons name within the first few seconds of conversation. It sounds cheesy, but itll help cement the name in your memory (plus, it shows that youre listening).One of the best opportunities to get to know your co-workers is lunchtime. At many companies, its traditional to take new employees out to lunch on the first day. But if not, take advantage of your hour off by heading over to the break room and joining a table of co-workers. This is a great chance to meet other employees and show them that youre friendly and approachable. (Just make sure to bring some food with you, so you dont have to worry about scavenging potato chips from the office vending machine.)Wrapping Up the DayEven if your workday ends at 5, linger a little longer. Finish up any paperwork from HR, take notes about what you learned (including all those names that youre bound to forget come tomorrow), and write down questions you have for the next day. Not being the first one out the door shows your co-workers that youre there to learn, not just to collect a paycheck.Congratulations Youve officially survived (and thrived) on your first day of work. Head home, t ake off those heels, and pat yourself on the back. Youre well on your way to being a star employee.

Time for Natural Building Techniques

Time for Natural Building Techniques Time for Natural Building Techniques Time for Natural Building Techniques?Proponents of the back-to-the-land movement in the 1960s and 1970s aspired to build their own homes using locally available resources and envisioned sustaining themselves off the land as well. The energy crisis later in the 1970s focused our attention on use (or misuse) of natural resources and the energy efficiency of our buildings, leading to substantial research into solar and other alternative sources of energy. More recently, environmental concerns have focused on our continued reliance on fossil fuels for energy, the impact of greenhouse gases, and the controversy over global warming. Certainly these recent issues have given rise to enhanced interest in renewable-energy sources, sustainability, and other ecologically-minded solutions. One such notion is Natural Building, a sustainable building technique that is believed to minimize the environmental impact of our housi ng and structure needs. Natural building can be defined loosely as any building system that places the highest value on social and environmental sustainability. Natural builders emphasize simple, easy-to-learn techniques based on locally available, raw, renewable and recycled resources, ideally gathered from the site vicinity. Relying on Human Labor These systems rely heavily on philanthropisch labor and creativity instead of on capital, high technology, and specialized skills. Natural building technologies can be applicable in nearly all geographic regions and climates. Materials of construction include adobe, cob, straw bale, rammed earth, and straw-clay. Alternative structures are also being built of recycled materials such as tires, aluminum cans, paper fiber, and bottles combined with cement or earth-binding agents. Parts of The Great Pyramids are made of earth.Natural building, in varying shapes and forms, can be traced back hundreds if not thousands of years. Adobe, used as t he primary building material in the Pueblo villages of New Mexico, is the most common example. In South Yemen, there are medieval earthen houses rising 13 stories high. Parts of The Great Pyramids and Great Wall of China are made of earth. Pueblo villages use adobe as primary building material.Proponents of natural building point to the gammeln housing industry as a major contributor to our ecological problems. They note that modern building systems depend on wood products and destructive mining techniques gypsum for sheet rock iron for hardware, rebar, and roofing lime and other minerals for cement. ReducingEnvironmental Risk Almost every material used in a typical modern building is the product of energy-intensive processing. Sawmills, plywood and chipboard factories, steel foundries, and the plants that turn natural minerals into cement by subjecting them to enormous heat all consume vast quantities of power, supplied either by coal and oil combustion, hydroelectricity, or nuclea r power. These manufacturing processes also release toxic effluent into the water and hazardous chemicals into the air. Natural building materials, on the other hand, pose few environmental risks and are readily available. They dont contribute to deforestation, pollution, or mining, nor do they depend on manufactured materials or power tools. Most natural builders also incorporate green building strategies such as sun-shading or other passive cooling techniques, passive solar heating, and geo-exchange heating and cooling into their natural building designs to increase sustainability and lower energy consumption. With all of these advantages, why hasnt natural building been welcomed with open arms into the mainstream building industry? One problem is that few people have experience handling and working with natural materials. Architects and builders are expert at working with cement, wood, and other traditional building materials, and while synthetic materials may have some undesirab le qualities, they are cheap, easy to make, and even easier to use. There is an entire building supply and aftermarket built around traditional materials as well. Building codes are another issue that has slowed acceptance of natural building. Building officials are most concerned with safety and security. Because both builders and building code officials have such little experience with alternative building materials, the entire permit process can be significantly longer and more costly. However, the intent of building codes is to ensure that materials are used safely and suitably, not to limit the use of appropriate materials. The burden of proof will be on the natural builders to ensure that materials are used safely and appropriately. Natural builders must also lead the education process for building officials, architects, conventional builders, and the general public. Affecting major process changes in any industry is challenging. However, the time just might be right for natur al builders to emerge from a subculture into the mainstream. Tom Ricci is the owner of Ricci Communications. Natural building can be defined loosely as any building system that places the highest value on social and environmental sustainability.

How to Answer Interview Questions About Being Laid-Off

How to Answer Interview Questions About Being Laid-OffHow to Answer Interview Questions About Being Laid-OffAre you job searching after a layoff? Take heart in the fact that your situation is not rare. One-fifth of American workers were laid off in the years following the Great Recession, according to a study from Rutgers University. Even the best employees can find themselves out of work due to a reduction in force. That said, hiring managers sometimes have a bias against job seekers who are unemployed, so you will want to prepare to answer interview questions about your layoff. You dont want them to see a layoff as a reflection on your ability to do the job well. This may be complicated by your own strong emotions about the experience. Its normal to be sad or angry after losing your job. Learn how to navigate this situation in an interview, and how to prepare in advance to ensure that being laid off doesnt diminish your employability. How to Explain a Layoff in a Job Interview Interviewers will often ask questions to determine the reasons for any time when you werent employed. You will need to assure the interviewer that you were performing at a high level and that your discharge was not in any way a result of your productivity. Be prepared to explain any circumstances at your organization that necessitated your layoff. For example, a merger or acquisition might have caused a round of layoffs to eliminate staffers with duplicate responsibilities. Perhaps there was reorganization and all employees in your category were eliminated. Maybe your company was losing market share and needed to cut costs. Many layoffs occur mainly due to business-wide decisions, not specific performance issues. If you were laid off as part of a group, mention that in your response. Whatever the reason for the layoffs at your company, keep your explanation brief. One or two sentences is typically sufficient. Make sure you maintain a neutral or positive tone as you describe your pre vious employer. Avoid disparaging remarks about former colleagues, bosses, or upper management. As always, be honest in your response, since the company may decide to check with your former employer on the circumstances behind the layoff. Show How You Added Value You will also need to share how you added value in your role while you were employed. Make a list of your accomplishments, particularly those that impacted the bottom line for your department. Explain what you did to increase sales, save money, raise funds, improve quality, resolve operational problems, etc. Emphasize the skills, qualities, and knowledge that you leveraged to generate those results. Provide specific anecdotes, examples, and stories that illustrate how you helped your department to reach its goals. Fill in the Gap If you have more than a brief employment gap on your resume, the interviewer will probably ask you what you have been doing while you were out of work. Emphasize anything positive you have done to upgrade your skills during that time, such as taking online tutorials or doing freelance, consulting, or volunteer work. It can land a bit flat to say, Ive been looking for work since Ive been laid off, so try to come up with a response that goes beyond that. If you were laid off in the past and have had other jobs since then, mention any steps you have taken to address weaknesses or enhance skills related to your target job in your more recent employment. Employers value candidates who are committed to self-improvement. Get References Testimonials about your performance by others can help offset any concerns by prospective employers about your layoff. Secure as many employment references as possible from former supervisors, subordinates, customers, members of your professional association, and former colleagues. Provide prospective employers with easy access to these recommendations through your LinkedIn profile or online portfolio. Showcase Your Past Work Build a portf olio of work samples from past jobs including the one from which you were laid off.Include samples of writing, design, spreadsheets, reports, case studies, presentation slides, lesson plans, and other projects. Be careful not to divulge any proprietary information about past employers. Share with employers via a link on your resume to your professional website or LinkedIn profile. Organizations will be more likely to believe that you have the right skills and knowledge for their job if they can see evidence of high-quality work products. Differentiate This Job From Your Previous Job If there is any hint that you were laid off due to inadequate knowledge, skills, or job fit, make a case for how your job target is a better fit. Emphasize skills, knowledge, or personal qualities that will enable you to perform at a higher level. For example, you might say I believe your job is an excellent fit because it will tap the journalistic and storytelling skills that I honed as a reporter. My previous location was much more focused on event planning and fundraising. Use Your Connections Endorsements of candidates from employees at prospective employers can have a strong impact on hiring decisions. Seek referrals from your primary contacts to second level contacts working at the employer and arrange informational consultations to show a face and ask for advice. If you make a positive impression, these individuals might put in a good word for you that can serve to counterbalance any concerns about your layoff.

3 Fixes You Can Make Today To Your Broken Job Search

3 Fixes You Can Make Today To Your Broken Job Search3 Fixes You Can Make Today To Your Broken Job SearchINBOX Jewel, Im having a problem with my experience apparently working against me. I have applied for more than a dozen jobs that I meet 100% of the qualifications for. But theyre telling me Im overqualified. Doesnt overqualified, also mean qualified to do the job I applied for?The last time you looked for a job, you didnt have as much experience, and the opportunities seemed easier to come by. Now that you bring more experience to the table, what gives? Why wouldt that be a bonus? The reality is that when you offer a wealth of experience, youre showing yourself to be a multi-dimensional professional who brings nuances to the table. Since you are not typical, your job search cant be typical either. Lets talk about 3 fixes you can make today to your broken job search.Fix 1 Start Breaking The RulesThe employers, recruiters, and job boards will have you think the reason you dont get t he calls back you think you should, or dont get invited to interview for roles you could do with your eyes closed, is simply that you didnt follow the directions on the application you didnt check off all the boxes.Well, thats not the whole truth.Heres what works check off all the boxes, then break the box open. At the saatkorn time that you complete your ansprechbar application, identify the decision maker in the organization and reach out directly to that person. Its important to follow the directions 1st because, otherwise, the person will just tell you to apply on the corporate web site. But if youve done that already, say so, then initiate a conversation centered on what you know is happening in the organization right now, and how your particular brand of expertise may prove useful.Fix 2 Expand Your HorizonsIf your job search consists of clicking apply and submit online, youll be in the job search for the better part of a year, if not longer. Theres almost infinitely more avai lable than what you see online. In fact, its what you dont see online that is usually where the magic happens.More than 70% of opportunities are unadvertised otherwise, the hidden job market. Its not really all that hidden. You just need to know where to look.Identify the organizations youd like to work for. The criteria you use to build a list of organizations is largely up to you you control this. What is within a commutable distance from your home? What industries are growing in your area? Most major metropolitan cities offer a Business Journal newspaper that provides a wealth of information. You learn the comings and goings of different companies. You see what organizations are growing these are the ones that are hiring. Research to find the decision maker and directly reach out to that person.Fix 3 Step Out Of The Yesterday & Into TodayResearch does not necessarily equal history. If your 1st thought is to jump on the companys web site, understand that the Company History pag e is unlikely to yield anything about whats happening in the organization right now. When you approach a decision maker, you dont need to regurgitate the old knowledge you gleaned from the corporate history page.Much more impressive is when you get social. Twitter is an ever-flowing river of information thats happening right now. Nearly every corporate organization has a Twitter presence. Follow them online to see what theyre working on and whats coming up. Be a super-ninja by finding out who the principals of the company are and following their personal feeds. Doing so makes your approach fresh and timely, putting you light years ahead of most of your competition.Contact with real human beings can skyrocket your likelihood of job search success from 1-2% to 40-70%. Theres a 1-Page New Job Cheat Sheet & Webinar that shows you the exact steps to triple your responses from the employers and recruiters. We walk you through it so you know exactly what to do and say. Make sure you dont m iss out on another opportunity where you know for a fact you meet all the qualifications. Download the 1-Page New Job Cheat Sheet today.

Secrets About How to Upload Resume on Linkedin Exposed

Secrets About How to Upload Resume on Linkedin Exposed Present it well the way that you present yourself in a true date. Including a call to action button at the conclusion of every one of your post is another wonderful idea. Whenever you do submit your cover letter, there are lots of ways to do it. After all, it requires a little time and thought for somebody to compose a recommendation. The History of How to Upload Resume on Linkedin Refuted At times, if youd like to add media content you have to supply your own links. You should have the ability to click to observe the full resume posted online completely. Becoming an authority via your content is an excellent way to create leads on LinkedIn without being pushy. Basically, in regards to LinkedIn, its about networking. LinkedIn has changed into a vital networking tool for professionals in almost any area. LinkedIn doesnt appear to have a problem with external links, though it does convert them with LinkedIns own hyperl ink shortener. LinkedIn is the sole social network I understand with a limit on the number of contacts you can have. A lot of people neglect to continue to keep their LinkedIn profiles updated. If you would like to enhance your LinkedIn messaging, I would be content to provide you feedback and share my advice. The option of LinkedIn as a social media for your professional work and company activities isnt a wrong one hence you have to understand a number of the LinkedIn profile best practices. Be certain to keep your LinkedIn profile public so it will appear in searches. At length, should you get contacted by means of an employer, REPLY. The one most important purpose of your resume is selling yourself to a prospective employer. Now you have an authorization token, you will have to earn a deutsche bundespost request as a way to exchange it for an access token. Before going into authentication, make sure you have the correct permissions for the sort of LinkedIn API endpoints you aspire to call. Last, make certain you add a summary. The post of a property and casualty insurance policy agent is one which has attracted lots of applicants due to its lucrative nature. Be sure that your preceding job titles match the job that you want, or at least have some regard to the job which youre applying for. How to Upload Resume on Linkedin - Dead or Alive? Extend some expert courtesy and respond to messages and calls, even if its a job which you dont want anymore. Syncing your calendar doesnt just indicate you sync future events, additionally, it means you sync all your previous events and meetings too. If you would like to learn more about the way our team is able to help you grow your company, please schedule a FREE 30-minute Skype call with us. Most resumes that recruiters sort each and every day from their inbox are extremely bad. Your LinkedIn file is going to be the very first page in your ego-search. Google rewards businesses with the specific sam e formatting and data repeated across many small business directories. Apart from an up-to-date photo, your LinkedIn page has to be a continuous project. Under your Contact Info, LinkedIn provides you the choice to link to a site or blog. Social modeling sites have gotten popular on todays web and a few have a great deal of usefulness. Enhancing your brand and establishing your presence on LinkedIn by employing the expert makeover or editing tool is the thing to do. When it regards social media advertising, facebook inc is called the top dog. Its FREE with tips about how to raise your organization, without using more resources. While LinkedIn has big names and nearly everybody in the business world is on the platform, that is not really buying much in regards to the amount of people seeing my posts. Without the push you will not ever be in a position to entice prospects any longer. Theres always a means to deliver content succinctly. Do your homework on the folks youre e mailing and dont trust the script rely on your capacity in order to add value to their lives. Today, what somebody looking for you on LinkedIn expects to find is considerably more than just a method to contact you, yet to see in detail what youve done, all outlined in a website that puts you at your finest. Have an entire profile Your profile needs to be information laden so searches will readily pull you out. Whenever you upload your resume on a work site, youre asked for a headline. As soon as youve grown your network to thousands, it can be a little daunting to try to remember each individual, or to keep in contact with a couple significant connections. Most Noticeable How to Upload Resume on Linkedin LinkedIn is not easy to use, period. You need to be persistent.

Should Hiring Managers Be Allowed to Ask Applicants for Their Facebook Passwords

Should Hiring Managers Be Allowed to Ask Applicants for Their facebook inc Passwords Search Should Hiring Managers Be Allowed to Ask Applicants for Their facebook inc Passwords? Share this articleTwitterLinkedinfacebook incemail It Might bedrngnis Be Illegal, But Employers Should be Wary More than two weeks after the Associated Press reported on the trend of employers demanding access to applicants facebook inc accounts, politicians, job hunters and the social network itself continue to grapple with the storys ramifications. The uproar began when AP reporters Manuel Valdes and Shannon McFarland wrote a story recounting several incidents of jobseekers being asked to provide their Facebook passwords to potenzial employers or to log onto their accounts, allowing the hiring company to peruse private posts, messages and photos. Among the first to respond to the revelations welches Facebook itself, which pointed out that sharing the password is, in fact, a violation of the networks t erms and conditions. As a user, you shouldnt be forced to share your private information and communications just to get a job, Erin Egan, Facebooks Chief Privacy Officer, wrote in a meinung. And as the friend of a user, you shouldnt have to worry that your private information or communications will be revealed to someone you dont know and didnt intend to share with just because that user is looking for a job. Civil rights advocates have also jumped into the fray. The American Civil Liberties Union released a statement calling such password requests egregious privacy violation, comparable to poking around in your house or reading your personal email. In Washington, D.C., both Senators and Congressmen have urged action on the issue.Senators Richard Blumenthal (D-Conn.) and Charles E. Schumer (D-N.Y.) belastung week Mar. 25 sent letters to the U.S. Equal Employment Opportunity Commission and the U.S. Departement of Justice asking the agencies to launch investigations into the legal ity of what they called the disturbing trend. The practice, the senators said, represents a grave intrusion into personal privacy that could set a dangerous precedent for personal privacy and zugreifbar privacy.The senators also raised the concern that employers examining Facebook accounts could learn information about an applicants age, race or religion. Once they know this information, employers could be vulnerable to charges of discrimination if they end up notlage hiring the candidate in question. Rep. Ed Perlmutter (D-Colo.) went a step further, introducing a measure that would have banned employers from requiring current or prospective employees to hand over passwords as a condition of employment. The provision was defeated by a largely party-line vote of 236-185, but at least two more such proposals are already in the works both Blumenthal and Rep. Patrick McHenry (R-N.C.) have announced their absicht to author such legislation. Despite the official outcry about the issue, average workers seem to be more split on the issue. While many have called requests for Facebook passwords unethical and potentially illegal, others have a different take. Some claim that such requests should not concern people with nothing to hide others contend that employers have a right to assess whether a candidate would represent an employer in a professional manner. Whats your take? Are Facebook password requests an unconscionable violation of privacy or simply part of the technological evolution of business?Related Salary.com Content 7 Reasons Why Your Employees are Overpaid How Do I Convert Salary to Hourly to Calculate a Part-Time tarif? 7 Ways Your Looks Affect Your Pay From our trusted Partners From our trusted Partners Home Articles HR Articles Should Hiring Managers Be Allowed to Ask Applicants for Their Facebook Passwords?Should Hiring Managers Be Allowed to Ask Applicants for Their Facebook Passwords Search Should Hiring Managers Be Allowed to Ask Applicants for Their Facebook Passwords? Share this articleTwitterLinkedinFacebookemail It Might Not Be Illegal, But Employers Should be Wary More than two weeks after the Associated Press reported on the trend of employers demanding access to applicants Facebook accounts, politicians, job hunters and the social network itself continue to grapple with the storys ramifications. The uproar began when AP reporters Manuel Valdes and Shannon McFarland wrote a story recounting several incidents of jobseekers being asked to provide their Facebook passwords to potential employers or to log onto their accounts, allowing the hiring company to peruse private posts, messages and photos. Among the first to respond to the revelations was Facebook itself, which pointed out that sharing the password is, in fact, a violation of the networks terms and conditions. As a user, you shouldnt be forced to share your private information and communications just to get a job, Erin Egan, Facebooks Chief Privacy Officer, wrote in a statement. And as the friend of a user, you shouldnt have to worry that your private information or communications will be revealed to someone you dont know and didnt intend to share with just because that user is looking for a job. Civil rights advocates have also jumped into the fray. The American Civil Liberties Union released a statement calling such password requests egregious privacy violation, comparable to poking around in your house or reading your personal email. In Washington, D.C., both Senators and Congressmen have urged action on the issue.Senators Richard Blumenthal (D-Conn.) and Charles E. Schumer (D-N.Y.) last week Mar. 25 sent letters to the U.S. Equal Employment Opportunity Commission and the U.S. Department of Justice asking the agencies to launch investigations into the legality of what they called the disturbing trend. The practice, the senators said, represents a grave intrusion into personal privacy that could set a dangerous precedent for personal privacy and online privacy.The senators also raised the concern that employers examining Facebook accounts could learn information about an applicants age, race or religion. Once they know this information, employers could be vulnerable to charges of discrimination if they end up not hiring the candidate in question. Rep. Ed Perlmutter (D-Colo.) went a step further, introducing a measure that would have banned employers from requiring current or prospective employees to hand over passwords as a condition of employment. The provision was defeated by a largely party-line vote of 236-185, but at least two more such proposals are already in the works both Blumenthal and Rep. Patrick McHenry (R-N.C.) have announced their intention to author such legislation. Despite the official outcry about the issue, average workers seem to be more split on the issue. While many have called requests for Facebook passwords unethical and potentially illegal, othe rs have a different take. Some claim that such requests should not concern people with nothing to hide others contend that employers have a right to assess whether a candidate would represent an employer in a professional manner. Whats your take? Are Facebook password requests an unconscionable violation of privacy or simply part of the technological evolution of business?Related Salary.com Content 7 Reasons Why Your Employees are Overpaid How Do I Convert Salary to Hourly to Calculate a Part-Time Rate? 7 Ways Your Looks Affect Your Pay From our trusted Partners From our trusted Partners Home Articles HR Articles Should Hiring Managers Be Allowed to Ask Applicants for Their Facebook Passwords?Should Hiring Managers Be Allowed to Ask Applicants for Their Facebook Passwords Search Should Hiring Managers Be Allowed to Ask Applicants for Their Facebook Passwords? Share this articleTwitterLinkedinFacebookemail It Might Not Be Illegal, But Employers Should be Wary More than two weeks after the Associated Press reported on the trend of employers demanding access to applicants Facebook accounts, politicians, job hunters and the social network itself continue to grapple with the storys ramifications. The uproar began when AP reporters Manuel Valdes and Shannon McFarland wrote a story recounting several incidents of jobseekers being asked to provide their Facebook passwords to potential employers or to log onto their accounts, allowing the hiring company to peruse private posts, messages and photos. Among the first to respond to the revelations was Facebook itself, which pointed out that sharing the password is, in fact, a violation of the networks terms and conditions. As a user, you shouldnt be forced to share your private information and communications just to get a job, Erin Egan, Facebooks Chief Privacy Officer, wrote in a statement. And as the friend of a user, you shouldnt have to worry that your private information or com munications will be revealed to someone you dont know and didnt intend to share with just because that user is looking for a job. Civil rights advocates have also jumped into the fray. The American Civil Liberties Union released a statement calling such password requests egregious privacy violation, comparable to poking around in your house or reading your personal email. In Washington, D.C., both Senators and Congressmen have urged action on the issue.Senators Richard Blumenthal (D-Conn.) and Charles E. Schumer (D-N.Y.) last week Mar. 25 sent letters to the U.S. Equal Employment Opportunity Commission and the U.S. Department of Justice asking the agencies to launch investigations into the legality of what they called the disturbing trend. The practice, the senators said, represents a grave intrusion into personal privacy that could set a dangerous precedent for personal privacy and online privacy.The senators also raised the concern that employers examining Facebook accounts c ould learn information about an applicants age, race or religion. Once they know this information, employers could be vulnerable to charges of discrimination if they end up not hiring the candidate in question. Rep. Ed Perlmutter (D-Colo.) went a step further, introducing a measure that would have banned employers from requiring current or prospective employees to hand over passwords as a condition of employment. The provision was defeated by a largely party-line vote of 236-185, but at least two more such proposals are already in the works both Blumenthal and Rep. Patrick McHenry (R-N.C.) have announced their intention to author such legislation. Despite the official outcry about the issue, average workers seem to be more split on the issue. While many have called requests for Facebook passwords unethical and potentially illegal, others have a different take. Some claim that such requests should not concern people with nothing to hide others contend that employers have a right to assess whether a candidate would represent an employer in a professional manner. Whats your take? Are Facebook password requests an unconscionable violation of privacy or simply part of the technological evolution of business?Related Salary.com Content 7 Reasons Why Your Employees are Overpaid How Do I Convert Salary to Hourly to Calculate a Part-Time Rate? 7 Ways Your Looks Affect Your Pay From our trusted Partners From our trusted Partners Home Articles HR Articles Should Hiring Managers Be Allowed to Ask Applicants for Their Facebook Passwords?Should Hiring Managers Be Allowed to Ask Applicants for Their Facebook Passwords Search Should Hiring Managers Be Allowed to Ask Applicants for Their Facebook Passwords? Share this articleTwitterLinkedinFacebookemail It Might Not Be Illegal, But Employers Should be Wary More than two weeks after the Associated Press reported on the trend of employers demanding access to applicants Facebook accounts, politicians, job hunters and the social network itself continue to grapple with the storys ramifications. The uproar began when AP reporters Manuel Valdes and Shannon McFarland wrote a story recounting several incidents of jobseekers being asked to provide their Facebook passwords to potential employers or to log onto their accounts, allowing the hiring company to peruse private posts, messages and photos. Among the first to respond to the revelations was Facebook itself, which pointed out that sharing the password is, in fact, a violation of the networks terms and conditions. As a user, you shouldnt be forced to share your private information and communications just to get a job, Erin Egan, Facebooks Chief Privacy Officer, wrote in a statement. And as the friend of a user, you shouldnt have to worry that your private information or communications will be revealed to someone you dont know and didnt intend to share with just because that user is looking for a job. Civil rights advo cates have also jumped into the fray. The American Civil Liberties Union released a statement calling such password requests egregious privacy violation, comparable to poking around in your house or reading your personal email. In Washington, D.C., both Senators and Congressmen have urged action on the issue.Senators Richard Blumenthal (D-Conn.) and Charles E. Schumer (D-N.Y.) last week Mar. 25 sent letters to the U.S. Equal Employment Opportunity Commission and the U.S. Department of Justice asking the agencies to launch investigations into the legality of what they called the disturbing trend. The practice, the senators said, represents a grave intrusion into personal privacy that could set a dangerous precedent for personal privacy and online privacy.The senators also raised the concern that employers examining Facebook accounts could learn information about an applicants age, race or religion. Once they know this information, employers could be vulnerable to charges of discr imination if they end up not hiring the candidate in question. Rep. Ed Perlmutter (D-Colo.) went a step further, introducing a measure that would have banned employers from requiring current or prospective employees to hand over passwords as a condition of employment. The provision was defeated by a largely party-line vote of 236-185, but at least two more such proposals are already in the works both Blumenthal and Rep. Patrick McHenry (R-N.C.) have announced their intention to author such legislation. Despite the official outcry about the issue, average workers seem to be more split on the issue. While many have called requests for Facebook passwords unethical and potentially illegal, others have a different take. Some claim that such requests should not concern people with nothing to hide others contend that employers have a right to assess whether a candidate would represent an employer in a professional manner. Whats your take? Are Facebook password requests an unconscionable violation of privacy or simply part of the technological evolution of business?Related Salary.com Content 7 Reasons Why Your Employees are Overpaid How Do I Convert Salary to Hourly to Calculate a Part-Time Rate? 7 Ways Your Looks Affect Your Pay From our trusted Partners From our trusted Partners Home Articles HR Articles Should Hiring Managers Be Allowed to Ask Applicants for Their Facebook Passwords?Should Hiring Managers Be Allowed to Ask Applicants for Their Facebook Passwords Search Should Hiring Managers Be Allowed to Ask Applicants for Their Facebook Passwords? Share this articleTwitterLinkedinFacebookemail It Might Not Be Illegal, But Employers Should be Wary More than two weeks after the Associated Press reported on the trend of employers demanding access to applicants Facebook accounts, politicians, job hunters and the social network itself continue to grapple with the storys ramifications. The uproar began when AP reporters Manuel Valdes and Shannon McFarland wrote a story recounting several incidents of jobseekers being asked to provide their Facebook passwords to potential employers or to log onto their accounts, allowing the hiring company to peruse private posts, messages and photos. Among the first to respond to the revelations was Facebook itself, which pointed out that sharing the password is, in fact, a violation of the networks terms and conditions. As a user, you shouldnt be forced to share your private information and communications just to get a job, Erin Egan, Facebooks Chief Privacy Officer, wrote in a statement. And as the friend of a user, you shouldnt have to worry that your private information or communications will be revealed to someone you dont know and didnt intend to share with just because that user is looking for a job. Civil rights advocates have also jumped into the fray. The American Civil Liberties Union released a statement calling such password requests egregious privacy viola tion, comparable to poking around in your house or reading your personal email. In Washington, D.C., both Senators and Congressmen have urged action on the issue.Senators Richard Blumenthal (D-Conn.) and Charles E. Schumer (D-N.Y.) last week Mar. 25 sent letters to the U.S. Equal Employment Opportunity Commission and the U.S. Department of Justice asking the agencies to launch investigations into the legality of what they called the disturbing trend. The practice, the senators said, represents a grave intrusion into personal privacy that could set a dangerous precedent for personal privacy and online privacy.The senators also raised the concern that employers examining Facebook accounts could learn information about an applicants age, race or religion. Once they know this information, employers could be vulnerable to charges of discrimination if they end up not hiring the candidate in question. Rep. Ed Perlmutter (D-Colo.) went a step further, introducing a measure that would h ave banned employers from requiring current or prospective employees to hand over passwords as a condition of employment. The provision was defeated by a largely party-line vote of 236-185, but at least two more such proposals are already in the works both Blumenthal and Rep. Patrick McHenry (R-N.C.) have announced their intention to author such legislation. Despite the official outcry about the issue, average workers seem to be more split on the issue. While many have called requests for Facebook passwords unethical and potentially illegal, others have a different take. Some claim that such requests should not concern people with nothing to hide others contend that employers have a right to assess whether a candidate would represent an employer in a professional manner. Whats your take? Are Facebook password requests an unconscionable violation of privacy or simply part of the technological evolution of business?Related Salary.com Content 7 Reasons Why Your Employees are Overp aid How Do I Convert Salary to Hourly to Calculate a Part-Time Rate? 7 Ways Your Looks Affect Your Pay From our trusted Partners From our trusted Partners Home Articles HR Articles Should Hiring Managers Be Allowed to Ask Applicants for Their Facebook Passwords?Should Hiring Managers Be Allowed to Ask Applicants for Their Facebook Passwords Search Should Hiring Managers Be Allowed to Ask Applicants for Their Facebook Passwords? Share this articleTwitterLinkedinFacebookemail It Might Not Be Illegal, But Employers Should be Wary More than two weeks after the Associated Press reported on the trend of employers demanding access to applicants Facebook accounts, politicians, job hunters and the social network itself continue to grapple with the storys ramifications. The uproar began when AP reporters Manuel Valdes and Shannon McFarland wrote a story recounting several incidents of jobseekers being asked to provide their Facebook passwords to potential employers or to log onto their accounts, allowing the hiring company to peruse private posts, messages and photos. Among the first to respond to the revelations was Facebook itself, which pointed out that sharing the password is, in fact, a violation of the networks terms and conditions. As a user, you shouldnt be forced to share your private information and communications just to get a job, Erin Egan, Facebooks Chief Privacy Officer, wrote in a statement. And as the friend of a user, you shouldnt have to worry that your private information or communications will be revealed to someone you dont know and didnt intend to share with just because that user is looking for a job. Civil rights advocates have also jumped into the fray. The American Civil Liberties Union released a statement calling such password requests egregious privacy violation, comparable to poking around in your house or reading your personal email. In Washington, D.C., both Senators and Congressmen have urged act ion on the issue.Senators Richard Blumenthal (D-Conn.) and Charles E. Schumer (D-N.Y.) last week Mar. 25 sent letters to the U.S. Equal Employment Opportunity Commission and the U.S. Department of Justice asking the agencies to launch investigations into the legality of what they called the disturbing trend. The practice, the senators said, represents a grave intrusion into personal privacy that could set a dangerous precedent for personal privacy and online privacy.The senators also raised the concern that employers examining Facebook accounts could learn information about an applicants age, race or religion. Once they know this information, employers could be vulnerable to charges of discrimination if they end up not hiring the candidate in question. Rep. Ed Perlmutter (D-Colo.) went a step further, introducing a measure that would have banned employers from requiring current or prospective employees to hand over passwords as a condition of employment. The provision was defeated by a largely party-line vote of 236-185, but at least two more such proposals are already in the works both Blumenthal and Rep. Patrick McHenry (R-N.C.) have announced their intention to author such legislation. Despite the official outcry about the issue, average workers seem to be more split on the issue. While many have called requests for Facebook passwords unethical and potentially illegal, others have a different take. Some claim that such requests should not concern people with nothing to hide others contend that employers have a right to assess whether a candidate would represent an employer in a professional manner. Whats your take? Are Facebook password requests an unconscionable violation of privacy or simply part of the technological evolution of business?Related Salary.com Content 7 Reasons Why Your Employees are Overpaid How Do I Convert Salary to Hourly to Calculate a Part-Time Rate? 7 Ways Your Looks Affect Your Pay From our trusted Partners Fr om our trusted Partners Home Articles HR Articles Should Hiring Managers Be Allowed to Ask Applicants for Their Facebook Passwords?