Trending December 2023 # Google Launches New Structured Data For Job Listings # Suggested January 2024 # Top 15 Popular

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Google is introducing a new structured data markup property for job listings that allow prospects to apply directly on the employer’s website.

In addition, Google is mandating a new editorial content policy in an effort to users can understand the content in a job listing and easily apply for it either directly or another way.

First let’s look at the new structured data property.

New directApply Markup For Job Listings

The new directApply property allows employers to indicate if there’s an option for prospective employees to apply for a job on their website.

Google says this markup is suitable for job listings that meet a certain set of user actions required to apply for the job. Namely, the user must be offered a short and straightforward application process.

Employers offer a “direct apply experience,” as defined by Google, if one of these conditions are met:

The user completes the application process on your site.

In other words, if the job listing requires applicants to upload a resume and then type all that same information again in an application form, it’s not eligible for this markup.

Site owners can start using this markup right away, though there may not be any immediate effect in search results as Google works to integrate this information into its index.

New Content Policy For Job Listings

Google asks that job listings also follow basic grammar rules, such as proper capitalization.

Based on research findings, Google offers the following tips to employers to improve job seeker trust and potentially attract more applicants:

No scams: Verify that no job listings represent scams or spams. Listings must represent real job opportunities.

Improve user experience: Sites with poor user experience ask for user information when it’s not necessary, have poor quality pages, or have complex application processes.

Remove expired job posts: Don’t leave a job post open if it is no longer accepting new applications.

Genuine dates: Don’t mask old jobs as new ones and don’t update the DatePosted property if there was no change to the job post.

No wrong or misleading info: This includes incorrect salary, location, working hours, employment type, or other job specific details.

Google’s new editorial content policy for job listings will go into effect on October 1, 2023.

Source: Google Search Central Blog

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The 7 Deadly Sins Of Google Local Listings

It really doesn’t matter if you consider yourself a sinner or a saint for you to benefit from some lessons I have had to learn the hard way.  You see, in my daily work I live in this universe where Google is the “Supreme Being”.  There are Google commandments and I have to make the choice to either do some shortcut-marketing, or play by their rules.

In my “teenage internet marketing years” when I was first playing around with local listings, I experimented with many things that might not exactly be 100% down the whitehat trail of happiness. Now, I am much older, much wiser, much worse looking, and I have been able to determine a few practices that might be tempting for some, but to me they are 7 deadly sins that will ultimately lead down a path of destruction for your local listing.

1. Stuffing Your Business Title With Keywords

This is by far the most common type of sin found on Google Places listings. A company with the business name of “company x” will claim their listing and then put the business name as “company x + location and category”.

I understand that for the short term, locations and keywords can actually help rankings. For some reason the “Supreme Being” of local listings feels that keywords in your business name should have an effect on overall map rankings and coming from a company named Google instead of Search Engine I do find that ironic. Still, they state in their Places Pages Guidelines,.. “Do not attempt to manipulate search results by adding extraneous keywords or a description of your business into the business name.” So, you are left with a conflicting option. Some would say “Hey, if it helps, then I will stuff that title like a turkey on Thanksgiving.” But here is a look at how Google is moving to penalize listings that do this…

2. Putting Location Keywords in your Categories

On a places page, you are given 5 categories for your local business. To maximize the targeting of these categories, people would put the city location that they were targeting. For instance, if you were a plumber in Chicago, your category would be “Chicago Plumber” instead of just “plumber”.

This used to be the jewel of how to get higher rankings, authoritative one boxes, market dominance, and sneaky satisfaction of knowing that you outwitted the competition. But, one sad day as I was checking rankings of a few listings I noticed a substantial drop. Upon investigation I found that locations in categories was the culprit. Upon removing location keywords my rankings were back to normal within a day.

This was something discussed by Carter Maslan from Google in a very informative discussion on categories a few moons ago.

3. Using a P.O. Box For Your Business Address

Many companies might not want to use their physical location in Google maps for a number of various reasons. They might run from a house, or their operations might not be in the area that they actually serve. So, for years companies have used P.O. Boxes for a local presence. The problem with using a box is that Google ranks businesses based on an ability to prove your geo-location and area of service. A P.O. Box is not a geo-location. It is not something that appears as a pin-point on a map. It is at a post office which might or might not be recognizable by the mapping system.

The Google guidelines are quite clear on the issue…”Do not create listings at locations where the business does not physically exist. PO Boxes do not count as physical locations.“

4. Using a call tracking number

This is quite possibly the most annoying issue in local search currently. As pointed out through the rest of this post, Google is very strict in regards to a company’s business name, address, and also the phone number. These are the 3 things that the local bots search the web for to gather business data. So, if you have discrepancies around the web regarding your name, address and phone number, then you end up shooting yourself in the foot for rankings. This is why call tracking numbers don’t work.  It is a separate number which will confuse the system and will lead to listing issues.  Call tracking is an area that I see needs improvements in local search in order to improve the ability to track conversions, and even though many local search companies offer call tracking options…they should not be used on a Google local listing.

5. Faking Reviews

Reviews help rankings. This is an undisputable thought amongst the local search crowd. And if anything affects rankings, then people will game it. So, how can Google crack down on reviews?

Account age and history– not only does Google flag listings with long titles, but they also mark individual Google accounts with phrases like… “User has entered risky data in the past.” Or “User has made few edits”.

User Report– The people that are most likely to read your reviews are yourself, and your competition. If your competition even has the smallest idea that you have put fake reviews in your name, staff member names, or fake names, then they will turn you in like a winning lotto ticket. This can be done right on your places page under “Flag as inappropriate”.

Star Ratings– Google can also see that if one listing has all 5 star reviews and the accounts that are leaving reviews don’t have any history, then it is most like fake reviews. If you receive a large sum of reviews in short period of time, that might flag your listing as well.

The key with reviews is to make them real, Google has not yet came down on review spamming with full force, but when they come…sinners beware.

6. Hiding Your Address

Recently, places pages came out with the ability to show service locations, and also hide your address for home based businesses or businesses where customers don’t come to your shop.  I do think this will be a good feature in the future, but at launch time I ran some tests that resulted in an immediate drop in local rankings.

It has been reported by some that they didn’t see any significant drops. I tested it on 3 different type of businesses in different areas and saw drops in every listing. So, be careful and try it both ways. The drop was immediate and upon disabling the “Do not show my address” option my listings returned instantly.

7. Stuffing your description with duplicate information

This is the newest area of concern to add to the list. I used to write business descriptions with very focused keywords that I was trying to rank for with some good results. I always included categories, and location information as it described the business quite well. The last update to the Google Places Guidelines has this to say…

“Use the description and custom attribute fields to include additional information about your listing. This type of content should never appear in your business’s title, address or category fields.“

I have not seen dramatic drop in rankings from this, but Google is fairly good about keeping to their guidelines and penalizing things that they find that are not in line. So, this is an area to watch and play it safe. It should be used to explain your long tail keyword information that could be of benefit, or explain a wider area of service then your categories.

Conclusion

People look at sin in different ways. Some say there is no such thing and we should party like it’s 1999, some live their life trying not to break the commands of their belief system. Well, in this case…Google is God whether you want them to be or not, and short term sinning against them might bring joy and good rankings, but long term it will only bring banishment and having to re list with annoying phone verifications.

Protecting Data While Protecting Your Job

An acquaintance approached me with a dilemma recently.

Her supervisor had requested the password of a coworker who was out on

extended sick leave. The supervisor said, ”Joe gave it to me before he

left, but I misplaced it. Just go ahead and give it to me again,

please.”

The system administrator told me that at first she was going to just give

the password to her boss, but began to have second thoughts about it.

What was the right thing to do?

If it meant saying no, how was she supposed to do that without getting

fired?

It turned out that Joe’s password wasn’t available, and the system

administrator didn’t have to actually say no. But the situation raises

larger questions, involving the ethical administration of corporate

assets. Often the situation can be sidestepped with some creative

solutions. However, it can be tricky to face the situation in a manner

that won’t lead to the end of your career or a colleague’s.

First, find out what your supervisor really wants.

It may be that Joe forgot to turn in the quarterly report, but left you a

copy. It’s possible the required information resides in more than one

location. If your supervisor has authorization for administrative access

on the system, providing him with his own administrative-level password

should be sufficient.

Second, it’s possible your supervisor is looking for evidence. It may not

be something he/she is allowed to discuss with you, or it may be they

can’t articulate specifically what they’re looking for. This presents a

different ethical dilemma that can be examined from two different

standpoints.

First, does explicit corporate policy exist regarding the use of company

assets for personal use? Are there awareness notifications? When you

CORPORATE PROPERTY

The use of this system is restricted to authorized users and is for

official use only. This computer system, including all related equipment,

networks, and network devices (specifically including Internet access)

may be monitored for all lawful purposes. Use of this computer system,

authorized or unauthorized, constitutes consent to monitoring of this

system. etc. etc.

Is this caveat enforced? Understand that I’m not a lawyer, and I don’t

play one on TV, but in HR terms, this is an unenforced corporate policy

which lends itself to a concept known as ‘acceptable practice’. Having

unenforced corporate policies could leave an organization vulnerable to

litigation.

Here is an example of unenforced corporate policy and acceptable

practice. Let’s say, a company policy states working hours are from 8

a.m. to 7 p.m. with one hour for lunch. An individual or individuals

consistently arrive late, take an hour and 20 minutes for lunch or leave

15 minutes early. This behavior is not documented and the individuals

evaluations. Thus, a standard of acceptable practice is set that the

company must tolerate based on this previous behavior, or aggressively

pursue a re-education campaign that has clear requirements and consistent

consequences.

Even if the company spells out what is and isn’t acceptable, if there is

no accountability for inappropriate behavior, it is much more difficult

to pursue disciplinary action.

must be examined.

Is there an expectation of privacy? Is it commonly understood and

accepted that private materials can be kept on a company workstation and

will be kept confidential or considered confidential by management?

Litigation also is a possibility when dealing with matters that involve

personal privacy in the workplace.

Let’s look at one final consideration.

You and Joe are friends and you know he spends a good portion of his day

online looking for stuff, chatting with pals, and surfing various

questionable Web sites. Where should your loyalties lie? Your decision

might seem more difficult because sometimes it’s hard to identify with an

impassive impersonal corporate entity, or you may disagree with corporate

policy.

I look at it like this: Even if Joe is my friend, he causes more work for

me and for others when he doesn’t do his share. He lowers the value of

the company by stealing time and services from the corporation. This

places my job at greater risk. Finally, Joe has the audacity to put me,

as system administrator, in an awkward position because I know what

happens on his computer, and NOW, my boss also is interested.

OK, let’s get back to the system administrator who was asked to hand over

a password.

I’m still personally unwilling to just give out the password. Depending

on the circumstances, suggest contacting the employee to retrieve the

password. This is a reasonable option if you don’t retain password

records. An alternative would be to change the user’s password (as

administrator), and then have the user change it again when he or she

returns.

Earlier we talked about administrative access. This method should be used

if at all possible. This is a reasonable option if you don’t retain

password records.

Remember that every set of circumstances is different and I can’t give

you the definitive answer on how to handle your specific situation.

Whatever you do, get the request in writing before you act on it. Ask

your boss to send you email, print it, with the complete headers, sign

and date it and put it away. You don’t ever want to be in a position

later where your recollection and your boss’s recollection differs.

If you believe your supervisor’s request to be unlawful, against company

policy or suspicious in some other way, tell them you are acting in

protest on their written request, and you will be documenting the

exchange. You can then speak to your supervisor’s boss, where you might

gain a better understanding of actions being taken. If you think it is

appropriate, you also can speak to someone in HR, or if your organization

has legal counsel, speak to them. Be aware they get paid by the company

as well, and you may find they have a conflict of interest.

Top Big Data/Data Science Job Openings In Adobe To Watch Out For This Month

Land a career in Adobe with these top big data/data science jobs.

Many businesses encountered turbulence in 2023, yet big data/data science saw substantial demand and growth.

Data science

professionals are in high demand all across the world. These job opportunities will continue to grow after 2023, with over 1.5 lakh more positions being added. This is a natural reaction to data’s importance as a resource for businesses in the digital age. We’ve compiled a list of the top 10

Big Data

/Data Science job openings in Adobe to watch out for this month.

Big Data Developer

Location:

Bangalore 

Requirements:

5+ years in the design and development of large-scale data-driven systems. 

Work experience with one or more big data technologies such as Apache Spark. 

Work experience with one or more NoSQL storage systems such as Aerospike, HBase, Cassandra. 

Contribution to open source is desirable. 

Great problem solving, coding (in Java/Scala, etc.), and system design skills. 

Know more

here

Data Scientist

Location:

Noida, Uttar Pradesh 

Responsibilities:

Perform exploratory data analysis quickly, generate and test working hypotheses, and discover new trends and relationships.

Reports and presentations can be used to communicate results and educate others.

Know more

here

Senior Data Engineer

Location:

Bengaluru, Karnataka 

Responsibilities:

Develop distributed data processing pipelines using Apache Spark. Build and maintain pipelines as needed to power critical business metrics to measure the performance of pages on the website. 

Responsible for crafting, developing sophisticated data applications/pipelines on large-scale data platforms using Apache Spark, Hadoop, Python/Scala. 

Know more

here

Computer Scientist – Python

Location:

Bengaluru, Karnataka 

Responsibilities:

Developing Java backend services that would make use of and add value to Adobe’s own data platform. 

Building the company’s tracking services in a cookie-less world. 

Know more

here

Web & Data Science Analyst

Location:

Noida, Uttar Pradesh 

Responsibilities:

Selecting features, building and optimizing classifiers using machine learning techniques. 

Data mining using state-of-the-art methods. 

Doing ad-hoc analysis and communicating results in a clear manner.

Crafting automated anomaly detection systems and constant tracking of its performance.

Know more

here

.

Computer Scientist

Location:

San Francisco 

Responsibilities:

Build high-performance and resilient micro-services for event and data processing at scale. 

Design new features and create functional specifications by working with product management and engineering team members. 

Develop software solutions by understanding the company’s customer’s requirements, data flows, and integration architectures. 

Know more

here

Data Scientist/Senior Product Analyst, Experimentation

Location:

San Jose 

Responsibilities:

You will work with data engineers to design and automate data pipelines to scale experimentation and user analytics. 

In collaboration with a multi-functional team of product management, marketing, and engineering, you will tap into the underlying data, align on metrics/methodologies and generate insights to develop valuable, highly effective programs. 

Know more

here

Web Analyst & Data Science

Location:

Bangalore 

Responsibilities:

Responsible for providing Analytical Insights & Intelligence support aligned towards business or project or initiative. 

Drive partnership with US Web Analytics team, Go-To-Market teams, eCommerce teams, chúng tôi Product Managers team, etc., and be the Subject Matter Expert for aligned areas. 

Know more

here

Adobe Analytics – Big Data Software Developer

Location:

Bucharest 

Responsibilities:

Transform the business requirements into feature specifications.

Contribute to the design and implementation of new features.

Design and implement new features, APIs, unit and integration test suites.

Be involved in all the product development and delivery stages, as part of a unified engineering team.

Data Engineer

Location:

San Jose 

Responsibilities:

Design, develop & tune data products, applications, and integrations on large-scale data platforms (Hadoop, Snowflake, Alteryx, SSIS, Kafka Streaming, Hana, SQL server) with an emphasis on performance, reliability, and scalability, and most of all quality. 

Analyze the business needs, profile large data sets and build custom data models and applications to drive the Adobe business decision making and customers experience.

Withings Launches New Body Comp Smart Scales And Health+ Subscription

Using a combination of sensors and algorithms, the Body Comp can tell you your weight, muscle mass, fat mass, water %, bone mass, BMI and visceral fat.

The latter is the ‘hidden’ fat around the organs in your belly.

It will also assess your cardiovascular and nerve health, giving you a fuller picture of your overall health than many rivals.

The Vascular Age reading measures the ‘stiffness’ of your arteries and can be a good indicator of cardiac health. Given that – according to the WHO – cardiovascular diseases are the number one cause of deaths worldwide, the ability to detect problems early gives you the opportunity to make changes to your diet and exercise regime.

Usually, arteries age more slowly than the rest of the body, but the Body Comp will tell you – in less than 30 seconds – if your Vascular Age is higher than your actual age.

The Body Comp isn’t the only Withings scale to measure vascular age, though. The Body Cardio, reviewed, also does this.

The other headline feature is Nerve Health. This is usually assessed in a clinical setting, but with the Body Comp you can do it at home. It measures sweat gland activity in the feet and will give you a score to tell you whether there’s any degeneration of the small nerve fibres.

Together, these measurements can give you an idea of the risk of cardiovascular and metabolic diseases such as heart attack, stroke, and diabetes.

The Body Comp costs $209.95 / £199.95 – the most expensive scale from the company yet – and goes on sale 4 October 2023. You’ll be able to buy it from Withings’ website.

Withings Health+

That price is higher than the Body Cardio primarily because buyers also get 12 month’ access to Withings’ new Health+ subscription service.

This goes beyond the measurements and basic tracking available in the Withings Health Mate app and adds insights that help you to understand what the numbers mean.

Health+ works on the basis that it will motivate you to make long-term changes, but to get the most out of it, you’ll also need to log extra information such as all the food you eat, your mood and your sleep (though this can be synced from a variety of smart watches and activity trackers).

Withings

It includes ‘habit-building’ modules which run for six weeks and are designed to motivate you to achieve health goals by seeing your progress through the various measurements from the Body Comp scale. This includes daily ‘missions’ along with recipe suggestions and workout routines (with videos).

You’ll also get weekly reports that give a detailed analysis of your progress and a monthly measurement report that’s designed to be shared with your doctor.

“Many people know what to do to improve their health. But it’s hard to fit healthy behaviors into your life and to know if they are actually improving your health. Health+ helps people understand how their behaviors impact their health, with bite-sized daily tasks that guide them to better results over the short, medium, and long term,” said Dr. Shikha Anand, Chief Medical Officer at Withings.

“While changes in fat/muscle mass or nerve activity may take months to evolve, other metrics such as weight, resting heart rate, or vascular age can change within weeks. Body Comp and Health+ show how these metrics improve with healthy behaviors, empowering people to take charge of their health every day.”  

Withings is keen to point out that the Body Comp is only the first device to work with Health+, and that it will be available to use with the forthcoming Body Scan health station as well as, presumably, all future Withings scales and other health-monitoring devices.

Health+ represents the company’s first foray into the world of subscriptions, and Withings confirmed to Tech Advisor that it will cost $79.95 / £79.95 per year once the initial 12 months’ access is over.

You’ll be able to use the scales if you choose not to continue subscribing, but you’ll lose the insights and daily/weekly plans.

We’ll be reviewing the service along with the Body Comp in due course. In the meantime, you can have a look at our recommendations of the best smart scales available to buy right now.

Prepping Students For A Tight Job Market

Prepping Students for a Tight Job Market

Addye Buckley-Burnell, the former Executive Director of the CCD, sifts through donated clothes at the Professional Clothing Closet in the Center for Student Services. Run by the Center for Career Development and the Newbury Center, the closet provides students with free professional attire appropriate for interviews, networking events, career fairs, and the office. Photo by Jackie Ricciardi

Center for Career Development

Prepping Students for a Tight Job Market Alumni Engagement, the Newbury Center, and the Center for Career Development team up for new event series

“In partnership with the CCD, we’re working to deepen our office’s engagement with students by providing an opportunity to not only network with young alumni, but to go into the experience feeling prepared and confident,” says Tracy Riccardi Tow, assistant director for school based alumni relations. “Our alumni remember what it was like to be a BU student seeking career happiness and success.”

The four events:

Networking 101: Digitally & In Person

January 31, 6 to 7 pm, Dahod Family Alumni Center, 225 Bay State Road

This event is currently full, register for the waitlist here. 

Etiquette Dinner and Professional Clothing Workshop

February 16, 6 to 8 pm, Metcalf Trustee Ballroom, One Silber Way

This dinner, with etiquette expert Robert B. Dimmick, will give students the chance to practice having a meal in a networking environment. There will also be a professional clothing closet showcase, where students will be able to select up to four free clothing items to keep. Register here. 

Student & Alumni Networking Night

February 28, 6:30 to 8:30 pm, GSU Ballroom

This annual University-wide event sees alumni coming back to campus to help students looking to grow their network. Alums from companies like HubSpot, Moderna, and Deloitte will be in attendance. Students will also learn about the alumni relations platform BU Connects, a networking directory that helps BU’s 346,000 alums keep in touch. Register here.

Networking 101: Keeping Connections Alive

March 13, 6 to 7 pm, online.

This virtual event on how students can maintain their connections by learning when and how to follow up after networking.  Panel members will be announced soon. Register here.

Narali Taglialavore, CCD associate director of career education, says there are many different ways to approach networking, among them an informational interview. She likes these because they give students the opportunity to take on the role of the interviewer and seek information about a career pathway. “It can be as informal as in a coffee shop or an elevator, a small talk kind of thing,” Taglialavore says.

“What we try to teach students at the CCD is that networking can take many forms, and though the word itself may seem intimidating, it’s really just all about talking to people,” she says. 

The CCD website was updated last November, with new resources for students and alumni. In addition to networking, the site has guides on résumés and cover letters, interviewing, professional attire, and more. There is also a section featuring resources organized by identity and affinity. 

In light of changing attitudes toward work and economic uncertainty as a result of the COVID-19 pandemic, Taglialavore says, the CCD is emphasizing the importance of negotiation and empowering students to make informed career decisions through workshops and other career resources.

“It’s definitely no secret that the job market and economy have changed and shifted, especially post-pandemic,” she says. “More and more students are seeking flexibility, higher pay, and how to really evaluate a work environment in their career.”

The four CCD–Alumni Engagement events are scheduled for January 31 at 6 pm, February 16 at 6 pm, February 28 at 6:30 pm, and March 13 at 6 pm. 

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