Inevitable Waffles [Ohio]

Mid 30’s IT/Medical Device support and quality guy. I like cycling, video games, and singing.

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  • 38 Comments
Joined 2 years ago
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Cake day: June 1st, 2023

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  • This was my experience. While I had nothing but time to learn Windows over the years, my time now is more limited. My Creative Sound Blaster sound card worked… Somewhat under Pop_OS!, but kept having issues. It got to the point that I opted for an external DAC and my issues cleared up.

    While I want everything to “just work”, I knew my time is more valuable to me than figuring out why this particular hardware didn’t want to work, so I swapped it.

    I remember the win9x days of looking shit up and figuring it out. Most people nowadays don’t have that skill or never had it and onboarded with computers that “just worked”. Side note in my opinion but, that’s the insidious nature of Big Tech. They make it so easy to use, you don’t care that they pick your pocket for every ounce of data. Linux, by its nature, is generally ok at most things but you are going to run into walls like the accelerometer mentioned above. Expectations need to be set and if you aren’t willing to know how to run your computer, it’s going to run you. I view this as no different than understanding the fundamentals of cars so you don’t get fleeced at the mechanic. But that’s just me. I want a certain level of competence in what I utilize on a daily basis.

    I want people to switch. For people like me who have been power users for 20+ years, it’s as close to an easy hand off as is ever going to exist. Trying to convince my Normie friends? I’m still fighting that battle and all they do is Facebook, youtube and WoW.

    I agree that setting expectations and having to adjust to the new norm should be part of the onboarding speech. “It just works” shouldn’t be uttered to anyone short of grandma for email and youtube on a computer you install the software on.

    Edit: changed device quoted above


















  • It depends on how the company goes about it. The larger the company, the more established the HR department. They may use their HR platform to conduct the check which may find any and everything. The smaller companies may only check recent background with a local firm. Price is the name of the game. The more in-depth the background check, the more it costs. If you are going to work in a bank or with kids, be prepared to for the company/school to use the state equivalent of the FBI. For mom and pop shops, they may just take your word on the application. If you see a national HR platform like Paycom, then the results can vary depending on the package the company purchases.

    I just realized I didn’t answer your question though. The main issue of using data brokers is that you as in the employer, for the most part, can’t or are legally dissuaded from using them. We can only use official records to judge your trustworthiness. Things like data brokers are a grey area. It’s not legally admissible in a background check by most EEOC standards, but people use any system they want. It’s on the job seeker to prove they were discriminated against.

    As someone who hires people regularly, I only use the information provided by the HR platform. I don’t google people because I wouldn’t want that to happen to me. Other people may not have the same compunctions.

    Edit: Actually answering the damn question.