sirblastalot

@sirblastalot@ttrpg.network

• ⁨Comment⁩ on ⁨What are You Working on Wednesday⁩ ⁨⁨2⁩ ⁨days⁩ ago⁩:

  Well, no one else comments in these threads, might as well.

• ⁨Comment⁩ on ⁨Study concludes cybersecurity training doesn’t work⁩ ⁨⁨1⁩ ⁨week⁩ ago⁩:

  Every email client I can think of off the top of my head blocks images by default. And I don’t see how that relates to your criticism of the whole idea of anti-phishing training

• ⁨Comment⁩ on ⁨Study concludes cybersecurity training doesn’t work⁩ ⁨⁨1⁩ ⁨week⁩ ago⁩:

  Clicking the link hypothetically confirms to the spammer that yours is a valid and monitored email address, and that you’re a sucker suitable for more targeted phishing.

  Of course, it seems like every random user will also happily type their password into any text box that asks for it, too.

• ⁨Comment⁩ on ⁨Study concludes cybersecurity training doesn’t work⁩ ⁨⁨1⁩ ⁨week⁩ ago⁩:

  One time I failed a phishing test because I did a message trace and confirmed that it originated from our own internal servers.

• ⁨Comment⁩ on ⁨What are You Working on Wednesday⁩ ⁨⁨4⁩ ⁨weeks⁩ ago⁩:

  Nuthin, furloughed.

• ⁨Comment⁩ on ⁨What are You Working on Wednesday⁩ ⁨⁨1⁩ ⁨month⁩ ago⁩:

  Inventory management. Can’t secure what you can’t see etc

• ⁨Comment⁩ on ⁨👣👣👣⁩ ⁨⁨1⁩ ⁨year⁩ ago⁩:

  That strikes me as highly reflective of google’s position of power; from the employer’s perspective, the point where the diminishing returns are no longer worth it is related to the point where they’re losing too many applicants from interview exhaustion. If you’re not google, not offering the kind of pay and such that google does, your break-even point is likely much sooner.

  Additionally, from the worker’s perspective, the only-3-interviews rule is an assertion of our power. And, as an added plus, if enough people adhere to it, it will shift that break-even point even for places like Google, and resist the shifting of that burden onto unpaid workers.

• ⁨Comment⁩ on ⁨👣👣👣⁩ ⁨⁨1⁩ ⁨year⁩ ago⁩:

  The question that raises from a process improvement perspective then is “were the first 3 rounds really effective tests?” Perhaps a better solution is not more interviews, but more focused interviews conducted by the people that actually have the knowledge and power to make the decision. (And if the knowledge and the power are divided among multiple people, another great improvement would be empowering the people with the knowledge.)

• ⁨Comment⁩ on ⁨👣👣👣⁩ ⁨⁨1⁩ ⁨year⁩ ago⁩:

  Yeah, it saves you money…by costing the prospective employee. There’s only so much we can or should be willing to give up for free, and it’s 3 interviews.

  I also question if more than that is really improving the quality of your hires. Far more often, multiple interviews are more a symptom of bureaucracy; multiple managers insisting that they get to stick their fingers in the pie, rather than actually learning anything more meaningful about the candidate.

• ⁨Comment⁩ on ⁨👣👣👣⁩ ⁨⁨1⁩ ⁨year⁩ ago⁩:

  Never do more than 3 interviews. And that’s assuming they’re relatively short, maybe 1 hour apiece. Any more than that, and they don’t want you bad enough.