Mariyam Mohamed

 As I stepped out of the home I had lived in for 19 years, with two debts in my name, I was afraid of what the future held. Having never experienced living with others, moving into a new home with unfamiliar people frightened me even more than the financial burden I carried. I believe in not boasting about the good we do, so I’ll leave out the details of why the debts were under my name. Regardless, this was the moment in my life when I had to gather all my strength to survive, knowing it was just a temporary phase that would eventually pass. I worked longer hours just to earn enough to cover my essentials. I am blessed that the new life I started wasn’t as daunting as I had imagined. This is when I realized that what we tell ourselves truly matters. From that day forward, I began seeking inner happiness. People often see me as a bubbly person—not because I don’t experience hardships, but because I refuse to let those challenges control my inner peace. The lessons I learned then ar...

  In today’s digital age, the hiring process extends beyond traditional methods like resumes and interviews. With the rise of social media and other online platforms, many employers have turned to cybervetting—reviewing candidates' online presence to assess their suitability for a role. This approach offers unique insights into a potential hire but also raises important ethical questions, particularly concerning privacy and bias. Cybervetting allows employers to see candidates’ behavior, values, and communication styles in an informal, public setting. It typically involves reviewing social media profiles, blogs, and other forms of digital footprints. Employers are often seeking clues about how a candidate may fit into the company's culture or behave in the workplace. A 2018 CareerBuilder survey found that 70% of employers use social networking sites to screen candidates, and 57% reported finding content that led them to disqualify applicants. This growing reliance on cybervetti...