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Here’s Why LinkedIn Relies on Users, Not AI, for Removing Fake Profiles

It, however, appears that LinkedIn relies more on users than its AI and ML solutions to keep its platform sanitised

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LinkedIn, LinkedIn trending stories, Twitter
Just as in Twitter, on the LinkedIn mobile app, members can find the day's top stories on tapping inside the search bar. Pixabay

In February, an Indian Administrative Service (IAS) officer B. Chandrakala found a LinkedIn fake account running in her name. After registering a case under the Information Technology (IT) Act, the police swung into action and get LinkedIn to shut that face account.

Under investigation by the Central Bureau of Investigation (CBI) in an illegal mining case in Uttar Pradesh, Chandrakala was shocked to see the fake account being run on LinkedIn in her name using her photograph and designation and publishing objectionable obscene content.

Not just fake accounts, there have been several cases of fraudsters impersonating staffing agencies on the LinkedIn platform and people keeping duplicate and fake profiles.

The goal of such people, according to Bruce Johnston, a famed LinkedIn sales and marketing consultant, is to harvest email addresses from connections, identity theft, phishing, spear phishing and other scams and impersonation.

LinkedIn, which has over 54 million users in India which is its fastest growing market outside of the US, claims it is good at stamping out fake profiles once they are identified.

But the real game is to identify such problems firsthand — via Artificial Intelligence (AI)-enabled algorithms which the company has invested heavily in — in order to weed out bad actors quickly and act proactively, without waiting for users to flag such content.

Human-centric AI and Machine Learning (ML) is helping — to a great extent — Facebook, Twitter and Google stamp out bad content, terror-related posts, political interference, misinformation, abuse and several other inauthentic behaviours even before users flag them.

“LinkedIn is pretty good at stamping out fake profiles once they are identified. But as fake profiles can be replaced just as quickly as they are detected and stamped out, this is a real problem,” wrote Johnston in a blog post some time back.

India has witnessed nearly 80 per cent growth in Human Resource (HR) analytics professionals in the past five years, global professional network site LinkedIn said on Tuesday.
LinkedIn reports that HR professional number grew by 80% in last 5 years in India. Pixabay

LinkedIn does not have a satisfactory answer when it comes to identifying a person who is between jobs or joined at some other place but keeps his old profile on LinkedIn.

“Members come to LinkedIn to connect with their community, learn from each other and access opportunity. The best way to do that is to keep their profile updated, including sharing news and insights,” says the Microsoft-owned platform.

LinkedIn gives users option to flag inappropriate or fake profiles on its platform – profiles that contain profanity, empty profiles with fake names, or profiles that are impersonating public figures.

The company told IANS that while there may be multiple reasons why members take more time to update their profiles, it is possible for other members to report inaccurate information.

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“We take each report very seriously and our team reviews each case individually. If the information is inaccurate, we take action, which can include removing the content,” said a LinkedIn spokesperson.

Specifically for fake accounts, said LinkedIn, we investigate suspected violations of our Terms of Service, including the creation of false profiles, and take immediate action when violations are uncovered.

“If members use multiple email addresses to log into LinkedIn, this can lead to duplicate accounts. LinkedIn has tools in place to check for such instances and notify members to merge the duplicate accounts,” informed the company.

It, however, appears that LinkedIn relies more on users than its AI and ML solutions to keep its platform sanitised. (IANS)

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Harassment Prevention at Workplace is Very Important Trend for Future: LinkedIn

The report looked at four key trends impacting the future of HR and the recruiting industry, both globally and in India: Soft Skills, Work Flexibility, Anti-Harassment and Pay Transparency

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LinkedIn makes recruiting process easier by launching the Scheduler feature. Wikimedia Commons
LinkedIn makes recruiting process easier by launching the Scheduler feature. Wikimedia Commons

A whopping 87 per cent of professionals in India say that harassment prevention at the workplace is a very important trend for the future of hiring and HR compared to 71 per cent globally, a new LinkedIn report said on Thursday.

In India, 50 per cent of hiring professionals said that companies now talk about their harassment policies as part of their pitch to potential hires — nearly double the global average of 29 per cent.

“Anti-harassment is an especially hot-button issue in India,” said the LinkedIn “Global Talent Trends 2019” report that surveyed over 5,000 talent professionals in 35 countries, including more than 400 professionals in India.

While 75 per cent of those surveyed globally noticed some change in workplace dynamics/culture over the last two years, 92 per cent in India said that their company has implemented some harassment prevention action or tactic in the last 12 months or is planning to — which is higher than the global average of 80 per cent.

There has been an over 71 per cent (year-on-year) increase in workplace harassment content shared on LinkedIn.

Employees are starting to feel more empowered to stand up against harassment – not just by calling for change, but by changing their own workplace behaviour, said the Microsoft-owned professional networking platform.

Work flexibility was another important factor in considering a new job.

“About 67 per cent of talent professionals in India agree that workplace flexibility — the option for employees to work when and where they’d like — is extremely important in shaping the future of recruiting and talent,” the findings showed.

Globally, in just the last two years, there’s been a 78 per cent increase in job posts on LinkedIn that mention work flexibility.

LinkedIn, LinkedIn trending stories, Twitter
Just as in Twitter, on the LinkedIn mobile app, members can find the day’s top stories on tapping inside the search bar. Pixabay

In the space of only four years, there’s been a 24 per cent increase in the number of people who say flexible work arrangements are a very important factor when considering a new job.

“With technology easing the way we work, 74 per cent respondents in India believe that the main benefit from allowing employees to work remotely, is enabling them to achieve better work-life satisfaction.

In the opinion of 66 per cent respondents, flexible work hours encourage employee retention.

“Women are 22 per cent more likely than men to cite flexible work arrangements as a very important factor when considering a job, with those aged 36 to 45 being the most likely to do so,” the report said.

The report looked at four key trends impacting the future of HR and the recruiting industry, both globally and in India: Soft Skills, Work Flexibility, Anti-Harassment and Pay Transparency.

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“Developing markets like India, Mexico and Brazil assign greater importance to soft skills in shaping the future of recruiting and HR,” said the report.

In India, 87 per cent respondents believe that candidates with strong soft skills will be increasingly important to the success of their organizations, however, only 53 per cent say their companies have a formal process for assessing soft skills.

“Nearly 71 per cent respondents in India agree that the top benefit of sharing salary ranges is fostering greater job satisfaction for employees. That said, 78 per cent also fear that this will create salary disputes among current employees,” the report noted. (IANS)