This document discusses the author's views on requiring profile pictures on LinkedIn. It summarizes research showing that profile pictures can introduce bias into hiring based on factors like weight, gender, attractiveness and age. While profile pictures may have benefits for remembering names, the author argues they are contrary to values of reducing prejudice and creating equal opportunities. LinkedIn could address this by allowing any image as a profile picture and providing options to hide name information to help recruiters focus only on qualifications. Employers and career advisors also have roles to play in mitigating bias.
This document will serve as an how-to guide when trying to understand what LinkedIn is, why it is important to use, and how you can use your profile as a digital resume when searching for a new position.
People, who did not grow up in the Internet Age are often afraid to use Social Media in their Job Search. They either do not know enough about; can't see how it applies to finding a job; and often just plain fear it. This presentation is very basic and addresses most of these concerns. It's just enough, but not too much for older workers to understand and manage.
Your Online Brand: Using social media in your job searchJeremy Johnson
I gave this presentation to a group at a local Career Connections meeting (Dallas area). This goes over how to use social media to benefit your job search.
In the world of instant gratification we've seen people rise and fall by the decisions they have made through social media and picture messaging. Career Services has developed this presentation to help you learn how to manage this resource responsibly.
FACT:
45% of employers use social networking sites to research job candidates. 35% of job candidates were not hired due to content on social networking sites
What Elements of an Online Profile Predict Target-Rater Agreement in Personal...docdave
Study showing people really can read your personality from your online profile. Presented April 2008 at the Int'l Conference on Weblogs and Social Media (ICWSM) in Seattle, Washington, USA.
This document will serve as an how-to guide when trying to understand what LinkedIn is, why it is important to use, and how you can use your profile as a digital resume when searching for a new position.
People, who did not grow up in the Internet Age are often afraid to use Social Media in their Job Search. They either do not know enough about; can't see how it applies to finding a job; and often just plain fear it. This presentation is very basic and addresses most of these concerns. It's just enough, but not too much for older workers to understand and manage.
Your Online Brand: Using social media in your job searchJeremy Johnson
I gave this presentation to a group at a local Career Connections meeting (Dallas area). This goes over how to use social media to benefit your job search.
In the world of instant gratification we've seen people rise and fall by the decisions they have made through social media and picture messaging. Career Services has developed this presentation to help you learn how to manage this resource responsibly.
FACT:
45% of employers use social networking sites to research job candidates. 35% of job candidates were not hired due to content on social networking sites
What Elements of an Online Profile Predict Target-Rater Agreement in Personal...docdave
Study showing people really can read your personality from your online profile. Presented April 2008 at the Int'l Conference on Weblogs and Social Media (ICWSM) in Seattle, Washington, USA.
A copy of the presentation given to Cornish graduates attending an innovative course run by Unlocking Cornish Potential (UCP).
The course focused exclusively on building employability skills at Higher Education level with a range of private sector speakers taking time to work with graduates entering the employment market.
The above presentation was delivered by Aren Grimshaw, Tonick Media on 23rd June 2010 at St.Austell Brewery. To arrange for a similar presentation at your event please contact Tonick Media on 01209 718688 or email aren@tonickmedia.com
Getting the job of your dreams, not just one that pays the bills.
Market yourself in the internet age
what differentiates you in the marketplace?
establish your personal brand
compete in the new talent marketplace.
have your own website/blog
established social network profiles,
leverage your relationships and talents
Jobhunting and the Absence of Online PrivacyJim Stroud
This presentation explains the importance of your online reputation, how to build it and how to protect it. Use the tips in this presentation to take your job hunting to the next level. And please, do pass it on to others that could use the advice.
Marketing yourself in the social and digital world June 2014 - Social TipsWitmer Group
A presentation from a recent HR group for HR Professionals in transition and looking to better use social tools such as twitter, LinkedIn, facebook and Google+ for job seeking purposes.
Includes social marketing stats, tips and how to's.
This 6-hour workshop is based on using LinkedIn, Facebook and Twitter. The trainer\'s guide is in the notes pages. I switch among it and the websites to demonstrate what I\'m describing.
LEAD WITH YOUR VOICE: CAREER DEVELOPMENT USING SOCIAL MEDIA | Gain Career Development Advantages Using LinkedIn, Twitter & Even Facebook -- Statistics, Tips, Tactics, Warnings & Great Take-Aways
| by Tina @LiftComms
LiftCommunication.com
A handout for the jobseekers, those who want insight from the publishing community -- this is entirely for those who can pass around for their amusement. Those who want to pass this around are more than welcome to.
Pete Wiltjer co-presented at the Professional Skills Workshop on 'Using Social Media for Networking & Job Hunting', Oct. 16 @ Northwestern University's Kellogg Business School.
Introduction to Social Media for Executives: Job Hunting with Social MediaAugie Ray
A basic 30- to 45-minute introduction to using social media for career management and job hunting. Includes data on how recruiters are using Facebook, Twitter and LinkedIn, tips for making the most of LinkedIn and considerations for how Facebook may be kept person or also used for professional networking.
How the Norm of Inadequate Job Matching Finally Begs the Need for JANZZ.jobs janzzcom
I am not a church officer. I am not a travel agent. Nor am I a social media guru, a butcher, an IT specialist, a corporate finance intern, or a boutique manager. But according to the numerous job sites I’ve signed up for, this is who I am. Well I’ve got something to say job sites, YOU DON’T KNOW ME!
A copy of the presentation given to Cornish graduates attending an innovative course run by Unlocking Cornish Potential (UCP).
The course focused exclusively on building employability skills at Higher Education level with a range of private sector speakers taking time to work with graduates entering the employment market.
The above presentation was delivered by Aren Grimshaw, Tonick Media on 23rd June 2010 at St.Austell Brewery. To arrange for a similar presentation at your event please contact Tonick Media on 01209 718688 or email aren@tonickmedia.com
Getting the job of your dreams, not just one that pays the bills.
Market yourself in the internet age
what differentiates you in the marketplace?
establish your personal brand
compete in the new talent marketplace.
have your own website/blog
established social network profiles,
leverage your relationships and talents
Jobhunting and the Absence of Online PrivacyJim Stroud
This presentation explains the importance of your online reputation, how to build it and how to protect it. Use the tips in this presentation to take your job hunting to the next level. And please, do pass it on to others that could use the advice.
Marketing yourself in the social and digital world June 2014 - Social TipsWitmer Group
A presentation from a recent HR group for HR Professionals in transition and looking to better use social tools such as twitter, LinkedIn, facebook and Google+ for job seeking purposes.
Includes social marketing stats, tips and how to's.
This 6-hour workshop is based on using LinkedIn, Facebook and Twitter. The trainer\'s guide is in the notes pages. I switch among it and the websites to demonstrate what I\'m describing.
LEAD WITH YOUR VOICE: CAREER DEVELOPMENT USING SOCIAL MEDIA | Gain Career Development Advantages Using LinkedIn, Twitter & Even Facebook -- Statistics, Tips, Tactics, Warnings & Great Take-Aways
| by Tina @LiftComms
LiftCommunication.com
A handout for the jobseekers, those who want insight from the publishing community -- this is entirely for those who can pass around for their amusement. Those who want to pass this around are more than welcome to.
Pete Wiltjer co-presented at the Professional Skills Workshop on 'Using Social Media for Networking & Job Hunting', Oct. 16 @ Northwestern University's Kellogg Business School.
Introduction to Social Media for Executives: Job Hunting with Social MediaAugie Ray
A basic 30- to 45-minute introduction to using social media for career management and job hunting. Includes data on how recruiters are using Facebook, Twitter and LinkedIn, tips for making the most of LinkedIn and considerations for how Facebook may be kept person or also used for professional networking.
How the Norm of Inadequate Job Matching Finally Begs the Need for JANZZ.jobs janzzcom
I am not a church officer. I am not a travel agent. Nor am I a social media guru, a butcher, an IT specialist, a corporate finance intern, or a boutique manager. But according to the numerous job sites I’ve signed up for, this is who I am. Well I’ve got something to say job sites, YOU DON’T KNOW ME!
Adecco Global Social Recruiting Study Global Results 2014AdeccoGroup
The Adecco Global Social Recruiting Study
Whether you're a Job Seeker or a Recruiter, our study has some key insights for you.
Job Seekers: get the most out of the unlimited opportunities available through the proper use of social networks.
Recruiters: find out how to improve the quality of your professional social media practices.
Some background
The digital age is transforming the recruitment industry, allowing companies to reach targeted candidates and create new forms of employer branding, as well as helping candidates interact with their potential future employer. Recruitment is more dynamic than ever due to the uptake of social media, both for small businesses, as well as large corporations. For job seekers, social media is a valuable tool to find opportunities and advance careers.
The study
Recruiting is increasingly social and Adecco wants to know how it works. We conducted a survey between March 18 and June 2, 2014, collecting responses from 17,272 candidates and 1,501 recruiters from 24 countries. We want to understand how candidates search for jobs on social media, which tools they use, and how they present themselves online. We also interviewed the recruiters to discover how companies operate on social media, which tools they use, and what they look for in their recruiting process.
The study looks at a global, regional and local level on the areas of
- The use of social media
- The effectiveness of social media in matching job seekers with open positions
- The importance of web reputation
- The social capital of individual candidates
- How recruiters explore the web when looking for a candidate
You can download all reports and infographics on www.adecco.com/socialrecruiting
Follow us on Facebook: www.facebook.com/adecco
Follow us on Twitter and Instagram: @AdeccoGroup
This is a quick presentation on how to get the most out of social networking. A discussion of the concept of networks and networking, why to increase your search-ability (search engine optimization), and some ways to do that. Presented at the Mentorship Campaign event on 18 Oct 2017 for the US Army Human Resource Command. The notes pages of the slides have the discussion points. Slides are also available.
You're already networking (whether you know it or not!). The trick is to start networking purposefully. This step is vitally important since most job openings aren't advertised. To put you a step above your competition, your job search needs to get social!
Today employers are spending more money on social media recruiting. Recruiters will review a candidate’s social profile before making a decision and some do reconsider after viewing what they saw on social media.
It’s becoming standard practice for companies to Google potential employees, so it’s time to Google your name and clean up your digital footprints. Read more about it here.
Social Media & Your Career: Realities?MattYoungquist
Are social media websites now essential for job hunters to master? What\’s the balance between "sizzle" and "substance" in terms of what these new tools offer from a career advancement and job hunting perspective?
5 Ways to Conquer Unconscious Bias in Diversity Hiring QuekelsBaro
We all fall victim to unconscious bias, so how do we keep it out of our hiring practices and improve organizational diversity? This post examines 5 strategies for handling unconscious bias during recruitment and hiring.
A very good platform to interact with Global Investors.Google Visibility has got up with three more advantages.Let us discuss them in more detail.Any doubts Contact me Via Facebook
How Social Media Affects Our Self-PerceptionBy Kelsey Sunstrum.docxadampcarr67227
How Social Media Affects Our Self-Perception
By Kelsey Sunstrum
Not long ago, a friend of mine deleted her Instagram account. I couldn’t understand why one would ever do such a thing, so I asked and her response caught me off-guard.
She deleted her Instagram because she felt herself becoming depressed by it. The pressure of taking the right picture, with the right filter, wearing the right outfit, at the right place, with the right people was too much pressure.
We are conditioned to project only our best, albeit unrealistic, selves on our social media profiles as a modern way of virtually keeping up with the Joneses.
Regardless of whether you realize it, you’re spending a great deal of time and effort on the creation of your digital identity. The molding of this alternate self depends heavily on how others are projecting themselves in these arenas as well. What happens to your ‘real’ self, then?
Enter ‘smiling depression.’
Smiling depression is a term used to describe people who are depressed but do not appear so. In America today, 6.7 percent of the population over the age of 18 suffers from major depression, and it is the leading cause of disability in the 15-44 age range.
If you were to meet me for the first time, you would be very surprised to learn I have major depression. It is second nature to me to put on a mask of a happy person. Not only do I talk with people, I’m often the loudest person at a gathering and can always find something to joke or laugh about. This is smiling depression.
Social media puts an interesting lens on the creation of the self, and how this construction affects our mental well-being. The ideal self is the self we aspire to be. My ideal self would be a 25-year-old successful freelance writer who lives in a perpetually clean house and who always takes the time to put on makeup before she leaves the house.
One’s self-image is the person we actually are based on the actions, behaviors, and habits currently possessed. My self-image would be of a 25-year-old freelance writer just starting her business in a house that’s mostly clean most of the time and who forces herself not to wear pajamas everywhere.
According to Carl Rogers’s theory of personality, every human has the basic instinct to improve herself and realize her full potential. Like Abraham Maslow, he called this achievement self-actualization. He believed this state was attained when the ideal self and the person’s self-image were in line with each other. This person would be deemed a fully functioning person.
Each of us carries what Robert Firestone termed the critical inner voice. It is a dynamic that exists within every individual that offers a negative filter through which to view our life. It is theorized that the voice is created at an early age during times of stress or trauma.
Social media is not only extremely pervasive, it is an activity in which you are expected to participate. Not all social media is Facebook and Instagram. Think LinkedIn, the.
How Social Media Affects Our Self-PerceptionBy Kelsey Sunstrum.docx
LinkedInProfilePic
1. Mayer 1
J.M. Mayer
Dr. Martha Henning
Writing 122
7 May 2016
What Are You Looking At, LinkedIn?
Looking for a job is not a new endeavor for me. The last time I interviewed with an employer
was 6 years ago, about 3 years before that for my previous job, and a few other times since I was a
teenager. The process is the same in many ways as it was when I first started working in high school. A
successful candidate needs a resume and cover letter—multitudes of sources contradict each other
regarding how best to compose them; the applicant dresses nice, shows up on time, uses a firm
handshake, and looks them in the eye at the interview. (And the real go-getter doesn't forget to send a
thank you note and then follow up!) But changes along the way now require an increasing role of
information technology and most recently social networking. Career advisors would have me believe
that if I don't have a presence on the professional networking site LinkedIn, that employers can't even
prove that I really exist, much less that I'm worthy of hiring.
It makes me feel old to resist this trend of publishing personal details about myself so anyone in
the world can learn the nuances of my life—everyone (okay, not literally everyone, but nearly every
one of my peers) is doing it. Some might prefer a higher degree of privacy, but such sharing is not
inherently evil, and perhaps it even benefits me more than I realize. So I succumbed to the inevitable,
set up my LinkedIn profile, and started sending out invitations to connect with acquaintances. I entered
much of the standard resume data: employment history, education completed, skills, goals, etc. Every
time I visited the LinkedIn website, it reminded me that I should add a profile picture: “Members with
profile photos receive 14 times more profile views than those without” (“LinkedIn Help”). I started to
browse recent photos, looking for a professional image of myself, but didn't find anything suitable. I
2. Mayer 2
considered taking a photo at that instant from my web cam. “But wait, maybe I should have a haircut
first,” I mused. “Maybe I should put on a button-down shirt and tie.” (Head shot only, pants irrelevant.)
As I considered how I wanted my likeness displayed to prospective employers, I came to think
of this non-required (but strongly encouraged) element of my profile as contrary to my values. The
profile pics of my acquaintances evoked my memories of those individuals—their voices, demeanors,
all the experiences we had shared. But the profile pics of people with whom I was unacquainted (shown
to me by LinkedIn because we shared a common connection) elicited baseless judgments. I couldn't see
a photograph and not have a reaction: That person looks unintelligent; this one attracts; that smile is
insincere; it looks like this person could be a friend of mine; this person reminds me of a distant
relative... Whether positive, negative or neutral, I'm not proud of myself for these thoughts—I strive to
be non-judgmental—but I suspect that it's in everyone's nature to have these impressions. Despite the
good reasons for using profile pictures with other social networking sites, a person's head shot on their
LinkedIn profile only introduces bias into an already discrimination-susceptible hiring and recruiting
process.
Social media is strongly visual—the text element often merely explaining accompanying
images. The technological feasibility and ease of photo and video sharing connects people like never
before, and few would argue against the adage comparing the relative worth of pictures and words.
Even in a web-based forum that has very little emphasis on images, a discussion room for an online
class, my personal experience is that interactions are more meaningful if each participant is associated
with an image, i. e. if each member has a profile pic. Because I have often never met my classmates in
person, it takes conscious effort to associate a forum post's author's name with the content of their other
posts—the strings of letters that identify them (their names) simply don't have the same associative
power that an image does. The profile pic, though, doesn't need to be a photograph of the individual,
and in fact, I prefer that it not be because I find myself reading the comments through a lens of
3. Mayer 3
preconceived biases. Instead the profile pic could be any unique image that could express anything that
the member wants.
Organizations are justified in using actual portrait-style photographs of people to construct a
type of “face book.” If for example, a new employee meets several people on his/her first day, many of
the names of those new co-workers are likely to be forgotten. A reference that helps new employees to
be reminded of the names of the people with whom they commonly work in-person is a great asset. You
could make the same case for classmates. Similarly, two individuals on LinkedIn who share a mutual
contact might have crossed paths before without having the opportunity to learn each others names;
LinkedIn's “People you may know” feature might allow those individuals to recognize each other's
profile pics and form a connection that would have otherwise been impossible.
These examples comprise the exhaustive list of instances of when a profile pic in a professional
setting can have any positive effect. Arguably, the outing of a law firm partner as a misogynist on
account of his sexist remarks regarding a LinkedIn photograph of a colleague might be a positive effect
(Quinn); unfortunately, the colleague had to endure the insult and the partner (yes, still a partner)
remains oblivious to why the comment was offensive. A discussion sparked by a company's recruitment
of construction engineers with photos of attractive women (yes, actual engineers) which prompted
LinkedIn to request that the company use pictures “related to the product advertised” (“Residue”)
might be interpreted positively as advancing gender equality.
But perhaps these personal opinions simply evolve from American culture; perhaps others can
find many more positive uses for profile pictures. LinkedIn boasts 400 million members in 200
countries (“About Us”); a view that originates in a celebrity-obsessed, Hollywood-centric nation most
likely differs from those of a person from a very conservative culture. As a very broad example of
cultural difference, it is not uncommon for job applicants in continental Europe and Asia to include
their photograph (along with much more personal information than is normal for the UK and USA) on
4. Mayer 4
their resume (Giolando). Whereas, a quick web search for “photographs on resumes” returns numerous
(American) results like, “5 Things You Should Absolutely Never Put on a Resume | Time.com.” To
their credit, LinkedIn decision-makers have provided a lot of granularity in how a profile picture is
shared with other people, whether a picture will show up as a result from a search engine, and even the
visibility of other members' profile pictures. So the software infrastructure is present to accommodate
just about anyone's preferences, but articles from popular online magazines like Entrepreneur
(Shandrow) and LinkedIn itself (“LinkedIn Help”) pressure job seekers by conveying that their chances
of success are lower if the picture isn't shared (and good).
Despite the benefits of profile pics and the norms pervading other some other cultures, ample
evidence shows that the use of such photographs has an overall negative effect on the interactions
between job-seekers and hiring managers.
A photograph reveals a person's body weight at least partially even if the composition limits the
image to only the individual's face. In one study (arising from results of many previous studies that
reached similar conclusions), overweight applicants with the same qualifications as average-weight
applicants were found to be “significantly less employable.” This study came to the same conclusion
when the hiring was for a face-to-face employee/customer interactive job and also for a telephone sales
position in which the selected applicant would only interact by voice (Grant and Mizzo).
Another piece of demographic data often evident from a job candidate's photograph is gender.
Studies suggest not only that women are less likely to be selected for employment than equally
qualified men, but that this tendency is exaggerated among the least experienced managers who are
often making the initial accept or reject decisions (Marlowe, Schneider and Nelson), i. e. probably the
ones looking at the profile pics on LinkedIn.
Social and psychological scientists are able to quantify attractiveness, and attractiveness is
easily gleaned from a photograph. Multiple studies demonstrate that more attractive applicants are
5. Mayer 5
selected over equally qualified but less attractive applicants (Shannon and Stark), even when the less
attractive candidates were “pleasant and highly-acceptable looking” (Marlowe, Schneider and Nelson).
Some specific exceptions apply to women: In managerial roles and masculine gender-typed
occupations attractiveness actually correlated with perception of lower qualifications and resulted in
lower likelihood of hiring. Beardedness (in men) did not have a measurable effect on hiring decisions
(Shannon and Stark).
Colarelli et al aptly summarized previous research as a part of their study on attitudes toward
affirmative action: “Although a variety of anatomical features are indicative of race, facial features are
the most common markers of race in the scientific literature” (Livingston and Brewer, 2002). The
nature of racism has changed over time from blatant hatred to much more subtle behaviors, and in
hiring decisions discrimination still persists (Zeigert and Hanges). Coercing professionals to provide a
race identifier via profile pic might be considered grounds for perpetrating racism through employee
selection.
Another piece of information derived from a job applicant's photo is their age. A study in 2008
showed that “employers were over 40% more likely to call a female job candidate for an interview” if
their otherwise matched resume indicated that they were younger rather than older (Barrington).
Actually, plenty of studies indicate ageism is a factor that affects both males and females.
Race, gender, age, attractiveness, weight... the list of factors that can be used for unfair (even if
subconscious) discrimination goes on. In fact, still another discriminating factor lies less in the subject
of the photograph: the inequity of the photographs themselves. Some individuals may opt to have
professional studio shots with touch-ups at a cost of nearly $300 according to one article (Strauss). The
same story claimed that for 2011 to 2012 there was a “31% increase in requests for plastic surgery by
consumers looking to improve their social-media photos.” This sort of advantage that can be attained
by more wealthy job-seekers is not the first criticism of LinkedIn's policies which grant increased
6. Mayer 6
hiring prospects to those who (can and) choose to pay for a premium membership (Emling). (The
premium membership also buys a larger photo.)
Some may argue that opting out of a profile picture is simply delaying the inevitable; many
human resources departments already search for applicants' social media presence to ensure that they
don't engage in any behaviors that are contrary to the values of the hiring organization. In the course of
such an investigation photographs of the candidate are likely to be accessible. Some may argue even
further that proscribing a profile pic starts us down the slippery slope to eventually never meeting face-
to-face again for fear of committing the smallest politically incorrect infraction. Joking advocates of
this dystopian future do provide useful satire (“Maybelline”), but I am not in favor of eradicating the
natural human tendency to be social, to look at each others faces, to read each others expressions. My
position simply supports actively countering unfair prejudice, whether that is done by understanding
the human potential for personal fallacies or deconstructing systems that perpetuate prejudice.
Granted that LinkedIn provides an option to not view job candidates' profile photos, a LinkedIn
recruiter who truly has his or her own best interest in mind when selecting job applicants would do well
to take advantage of this option and not be tempted to act on his or her own prejudices. However,
perhaps LinkedIn should publish the status of this setting and encourage recruiters to use it. A special
symbol that proclaims, “We do not screen applicants based on profile photos!” would enable companies
to demonstrate at least a minimum effort toward diversity and inclusiveness. The ability to sort
companies by that trait would empower job-seekers in finding a conscientious employer with like-
minded values. I personally do not want to be hired by a company that needs to see a photo of me
before agreeing to an interview. I can think of a way to level the playing field even more: LinkedIn
could allow job-seekers and recruiters to provide and view only an applicant's initials rather than given
names that frequently imply gender. Family names can imply ethnicity. Perhaps there should be an
option of hiding this information as well. Recruiters gain no additional insight into an applicant's true
7. Mayer 7
qualifications by having access to this information. It's in my human nature to want that information,
but I know that I don't always want what's best for me, much less for others.
LinkedIn would do well to change its profile picture policy to allow users to select any image or
avatar. Currently policy states very specifically the format that a profile pic should take and that
LinkedIn may remove any profile pic that is not in compliance. (Shandrow, Feast and others opine that
enforcement is too lax.) After three such instances a user will no longer be allowed to upload any more
pictures. So far, though, LinkedIn has not enforced this policy on me.
LinkedIn is not the only organization that can help in correcting this flawed condition.
Employers who really want to hire the best candidate should take extra steps to distance themselves
from their subconscious biases. Perhaps background checks of candidates on social media can be
outsourced so the pertinent facts about prospective employees that are accessible online can be
separated from the prejudicial baggage. Career advice columnists should stop berating their audience,
saying, “When there isn't a picture, there's an immediate element of mistrust” (Casserly).
LinkedIn is the largest talent pool in the world—unlike anything before in history. It exists at a
time when Americans have made tremendous strides toward attaining equality in civil rights, but so
many people still struggle against prejudice and disparity. A few simple policy changes (not even
requirements, just incentives) could help to shape the entire world's culture for an undeniably better
future. It's not going to spell the end of racism, sexism, or any “ism” on it's own: It's just the right thing
to do.
8. Mayer 8
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"About Us." About Us. LinkedIn Corporation, n.d. Web. 11 Apr. 2016.
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Barrington, Linda. "Ageism And Bias In The American Workplace." Generations 39.3 (2015): 34-38.
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Casserly, Meghan. "Stop Lying! And The Nine Other Mistakes You're Making On Linkedin."
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Multiracial World." International Journal Of Selection & Assessment 18.2 (2010): 166-173.
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Giolando, Elaina. "How to Write a Resume for Anywhere in the World." Go Overseas. Go Overseas, 10
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anywhere-in-the-world>.
Grant, Sharon, and Toby Mizzi. "Body Weight Bias In Hiring Decisions: Identifying Explanatory
Mechanisms." Social Behavior & Personality: An International Journal 42.3 (2014): 353-370.
Psychology and Behavioral Sciences Collection. Web. 11 Apr. 2016.
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<https://www.linkedin.com/help/linkedin/answer/31>.
9. Mayer 9
Livingston, Robert W., and Marilynn B. Brewer. "What Are We Really Priming? Cue-Based Versus
Category-Based Processing Of Facial Stimuli." Journal Of Personality & Social Psychology
82.1 (2002): 5-18. Business Source Premier. Web. 14 Apr. 2016.
Marlowe, Cynthia M., Sandra L. Schneider, and Carnot E. Nelson. "Gender And Attractiveness Biases
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"Maybelline Introduces New Ideal-Woman Rubber Mask To Use In Place Of Makeup." - The Onion.
N.p., 31 July 2014. Web. 14 Apr. 2016. <http://www.theonion.com/video/maybelline-
introduces-new-ideal-woman-rubber-mask--36589>.
Quinn, Ben. "Barrister Hits out over Sexist Comment on Her LinkedIn Photo by Legal Expert." The
Guardian. Guardian News and Media, 08 Sept. 2015. Web. 14 Apr. 2016.
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