You open your eyes and it’s completely dark. Your head is throbbing and you’re in a tight space in a fetal position with your arms tied behind your back and your feet tied together.
You taste copper in your mouth and realize it’s blood. Your heart is starting to beat so hard it’s nearly coming out of your chest as you realize you’re in a car trunk of a car that isn’t moving. Panic sets in…
The last thing you remember, you were going in for an interview at a company after being unemployed for nearly a year. It was weird that the boss wanted to interview you at his house in a rough neighborhood, but you try not to be judgmental and you really really need the work.
You’re remembering that you were only in that house for a few seconds before someone hit you in the back of the head and everything went black.
Now all you can see is a crack of light coming from outside, but not enough to mean it’s daytime.
Do you start kicking and screaming for help? Or is whoever attacked you right outside of the car? It’s so quiet and you have no idea where you are or how you ended up there, but you know you’re in danger.
This panic is drilled into the heart of people every day in America, both men and women just trying to earn a living that end up violently thrown into the sex trafficking trade.
You may think you’re too smart to fall for a sex trafficking scheme. You probably think it’s just drug addicts desperate to get high.
Human sex trafficking can happen to anyone at any time, and there are red flags that are either unknown or overlooked by people from all backgrounds.
Traffickers use various tricks, from pretending to be a romantic partner, a provider, or even extortion. But the most dangerous are the people that promise the world (a high paying job no matter your qualifications, a nice car, vacations, new clothes).
We want you to be aware and open-eyed, and urge you to never be so desperate that you can’t walk away – that’s how they get you.
This is not the definitive guide, there could be more red flags, but we want you to live, so here’s how you can tell what’s normal and what’s not.
Red flag #1 – overpromising
You’re probably not the type of person to fall for the bandit signs on the side of the road that promise travel, a fancy car, clothing budgets, and high pay, but no experience is required (and all you have is a phone number to call). But your child or niece/nephew might…
What all of these signs have in common is that they offer a lure but no details.
These signs or shady online ads often use female names to appear more trustworthy, and require you to text them (you won’t hear their voice because it’s not a polished receptionist, it’s a scary sex trafficker).
If you can’t get any details in advance of inadvertently giving someone your phone number by texting or calling, it may not be safe – don’t call/text. It’s not worth it.
If they tell you to check out their Instagram account and it’s just pictures of someone’s unidentifiable hands holding wads of cash, that’s a common method to appear legitimate (“but look how much money they made!”) but it’s a common ingredient in scams of all sorts, including trafficking.
Red flag #2 – they don’t ask you questions or give info
If a company that you’re inquiring about (online or via a sign) doesn’t ask you any questions, you may be in danger.
All legitimate businesses will want to review your professional experience, even if you’re applying for entry level work. They’ll care if you’re in their industry or interested in their industry.
If there is no way to apply online, or nowhere to email your resume, and they get angry with you for asking, it’s not a legitimate opportunity (sex trafficking or otherwise).
If they jump immediately to an interview after you text “I’m interested,” that’s not how normal businesses operate. Legitimate businesses can’t interview everyone that is interested, it’s not logistically possible. That’s a big red flag.
If you can’t even tell what industry it’s in or what the position is, the best choice is to not even contact them.
Don’t overreact to personal questions, sometimes traditional employers ask them, but do run if someone asks questions about your body or how you would react in certain sexual situations. Even if the interviewer is a well dressed older woman – many tricks and disguises will be used to lure ou in.
Red flag #3 – the interview is in a weird place
Small businesses will often interview you in a Starbucks, and that’s totally legitimate.
But if you have ignored the first two red flags and found yourself lining up an interview, look at Google Maps before you head that way.
Some online advertisers will say that you’re such an interesting candidate that the boss wants to meet you personally at his home.
That is not normal. You should never go, even if the boss is well known.
But in the case of sex trafficking, you won’t have the real name of a person, and if the interview location is a run down, dilapidated house, you’re going to end up in a trunk. Sometimes it will even be in a decent looking house, but that’s still not normal and they could be renting it online for the day to appear more upstanding.
If you look on Google Maps and it’s in an abandoned strip mall that you know hasn’t had any open companies in a decade, that’s another terrible sign of danger.
All interviews should be at a company’s offices, or in a very public place like a Starbucks. And even if the interview goes well and the interviewer wants you to immediately go to a private location, never ever ever do that.
If you have a WeWork or coworking space in your city, if you aren’t totally sure about a lone interviewer or their chosen location, tell them you cowork there and you’d be happy to meet there in public, in the bright lights (you can buy a day pass if they say yes). If they’re unwilling to meet in a public space, run.
Lastly on this red flag, if you end up meeting at Starbucks and it doesn’t go well, your gut says you’re in danger, or you rejected their offer to immediately go to their house to continue the interview, don’t leave first. Stay put, lie, say you have another meeting there in a few minutes, and let them leave first so they can’t follow you to your car. Watch them drive away. And if your gut still says you’re in danger, tell an employee that you’re going to your car and ask if they’d make sure you got there and the creepy interviewer doesn’t get you (that’ll get their attention).
Red flag #4 – weird contracts
Let’s say you’ve found yourself answering a shady ad that you didn’t know was shady. They say it’s all remote, so you don’t have to meet anyone in person. So far, so good.
Maybe they promised that you’ll do a ton of fancy international travel, and their headquarters are in another nation, so the contract is in another language, but they tell you what it says so you sign anyways.
Wrong. If an employment contract is in another language, you truly have no idea what you’re signing to – don’t do it.
But that’s not the only part of this red flag. In this scenario, sex traffickers will have you take the contract to a local who will translate it for you, answer all of your questions, and help you through the process by holding your hand.
They’re remote too, so you’ll have to go to their house, but they assure you the person is your same gender, and you’re not in any danger, they’ve helped hundreds of people and just want to help you.
If you go to that house for “help,” you’ll likely end up victimized.
Red flag #5 – money flows oddly
This red flag is applicable to a number of scams, not just human sex trafficking. If you are required to pay money up front before getting a job (for tools, training, or inventory), you’re either joining a scam, a MLM scheme, or being stolen from. That’s not normal for a traditional full time opportunity.
On the other end of the spectrum, traffickers that are Promisers try to gain your trust, so without meeting you, they may mail you a check as a sign on bonus (you were smart enough to reject giving them your bank account information for direct deposit which is a common way to scam people out of money).
You’ll put the check in the bank, it’ll sit there for a few days while it clears, but meanwhile they’ve gained your trust and start working toward meeting you in person and fast forwarding the trafficking process.
The check isn’t going to clear, but now they have your home address, likely your phone number, name, and if you were tricked into filling out an application, they have your Social Security Number.
Your identity could be stolen and sold, or worse, it could be used to track you down and find you in person, knowing how vulnerable you are since you missed all of the previous red flags.
Red flag #6 – the company is a mystery
So maybe you’re a really smart person and you’ve avoided all of the red flags.
Maybe you just saw a simple Craigslist ad that didn’t provide a company name, but the opportunity sounds legit, so you email through their relay system to avoid giving your real email address. You ask for details. Smart.
In most cases, they’re smaller businesses avoiding being bombarded by desperate third party recruiting firms, so they keep their name off of the ad. Those folks will tell you their website, who they are, and any information you’re seeking.
Do your homework. Find them on Glassdoor, Google around.
If they don’t have a website, maybe they’re just getting started, but the founders should at least be on LinkedIn and have real people they’re connected to (which is still no guarantee of legitimacy. If there’s no mention of them on Twitter, Facebook, LinkedIn, or even Google, ask for more information.
If someone gets angry at your inquiries, or refuses to answer, they’re either illegitimate, or they’re looking for victims. Either way, it’s not worth it, stay away.
Red flag #7 – your gut says it’s dangerous
Although it should be number one, the final red flag is that if your gut tells you any part of the process is off, trust your intuition.
We’ve experienced it
We operate a very large Facebook Group called Austin Digital Jobs and we’ve worked with the Austin Police Department (APD) to report sex trafficking posts online that appear legitimate, but are far from it.
Two instances have happened in this very well known, reputable group (both of which were immediately spotted by members, publicly declared as sex trafficking and scams), but it shows you these traffickers can blend in and go anywhere.
One instance gave no details, but they were looking for an assistant and only offered a phone number. Some of our members texted for more details and within minutes of the posting, shared publicly that they were asking female candidates to “interview” at a scary looking house in a bad part of town. The post was screenshot, removed within minutes, and APD was immediately notified – they were familiar with the address and took action.
Separately, a link to a Craigslist ad for a personal assistant at a “consulting firm” for $50/hr was posted in our Facebook group, insisting that only attractive females apply, and a picture of them was required (and that they’d have to be “comfortable using [their] body”). It was immediately removed and reported to Facebook, Craigslist, and APD. Some would have believed it to be real because the description of interacting with clients sounded standard, but there were too many red flags (the police agreed).
It can happen anywhere to anyone, male or female. Even the major job search sites have to battle the evolving tricks of human sex traffickers, but the bottom line is that if no info is offered and it sounds too good to be true, it is.
We beg beg beg you to heed these red flags and share them with people you care about – we don’t want any of you to be beaten, raped, or even killed. And above all, trust your gut when it tells you a situation is dangerous.
Even if you feel like you’re losing an opportunity, it’s better to be poor than dead.
This story was first published July 2018.
Walmart delays the launch of its Amazon Prime competing service
(BUSINESS NEWS) Walmart+ is being delayed once again, but the service has yet to be cancelled. Will it be another flop?
Walmart+, the supposed Amazon Prime alternative of the century, has been delayed from launching until further notice. This marks the second delay of the year.
Vox reports that the Amazon Prime competitor was initially supposed to launch in the first quarter of 2020, but Walmart pushed the release back to July due to Coronavirus concerns. Now, Walmart+ doesn’t have a definitive launch date–indecision that’s easy to chalk up to both the ongoing pandemic and trepidation regarding profitability in an Amazon-dominated world.
Amazon Prime, a service which runs customers $119 per year, has well over 100 million members in the United States; that works out to at least one member in a little over 80 percent of households here. Between its ubiquitous nature and the fact that Amazon Prime members are more inclined to use Amazon frequently than non-Prime members, it isn’t hard to see why a premium Walmart subscription seems a little redundant.
But Walmart doesn’t see it that way. “Walmart executives have hoped the program would strike a balance of being valuable enough that customers will pay for it, while boasting different enough perks from Amazon Prime so that there aren’t perk-by-perk comparisons,” Vox posits. At $98 per year, Walmart+ would include things like same-day delivery, gas discounts, line-skipping, a dedicated credit card, and potentially even a video streaming service.
While there are some clear parallels between Amazon Prime and Walmart+, one can attribute those to convenience rather than imitation. People seem to enjoy having extra streaming options as a perk of Prime, so for Walmart+ to include something similar wouldn’t exactly be inappropriate.
The largest obstacle to Walmart+’s success in a post-Coronavirus world probably won’t have much to do with brand loyalty, but the fact remains that Amazon’s value is so far above and beyond Walmart’s that people who regularly use Amazon Prime aren’t likely to make the switch–and, as mentioned previously, the sheer number of people who have a Prime membership is high enough to be concerning to Walmart executives.
However, for customers who frequently shop at Walmart or live in relatively rural areas, Walmart+ doesn’t seem like a bad gig. It isn’t Amazon Prime, to be sure–but that’s the point.
What COVID-19 measures do workplaces have to take to reopen?
(BUSINESS NEWS) Employers can’t usually do medical screenings – but it’s a little different during a pandemic.
Employers bringing personnel back to work are faced with the challenge of protecting their workforce from COVID-19. The Center for Disease Control (CDC) and the Equal Employment Opportunity Commission (EEOC) have issued guidelines on how to do so safely and legally.
Employee health and examinations are usually a matter of personal privacy by design through the American’s with Disabilities Act. However, after the World Health Organization declaration of the coronavirus as a pandemic in March, the U.S. EEOC revised its guidance to allow employers to screen for possible infections in order to protect employees.
Employers are now allowed to conduct temperature screenings and check for symptoms of the coronavirus. They can also exclude from the workplace those they suspect of having symptoms. The recommendations from the CDC also include mandatory masks, distant desks, and closing common areas. As the pandemic and US response evolves, it is important for employers to continue to monitor any changes in guidance from these agencies.
Employers are encouraged to have consistent thresholds for symptoms and temperature requirements and communicate those with transparency. Though guidance suggests that COVID-19 screenings at work are allowed by law, employers should be mindful of the way they are conducted and the impact it may have on employer-employee relations.
Stanford Health Care is taking a bold approach by performing COVID-19 testing on each of its 14,000 employees that have any patient contact. They implemented temperature scanning stations at each entrance, operated by nurses and clinicians. The President and CEO of Sanford Health Care said, “For our patients to trust the clinical procedures and trials, it was important for them to know that we were safe.”
Technology is adapting to meet the needs of employers and identify symptoms of COVID-19. Contactless thermometers that can check the temperature of up to 1,500 people per hour using thermal imaging technology are now on the market; they show an error margin of less than one-tenth of a degree Fahrenheit. COVID-19 screening is being integrated into some company time-clocks used by employees at the start and end of each shift. The clocks are being equipped with a way to record employee temperatures and answers to a health questionnaire. Apple and Google even collaborated to bring contact tracing to smart phones which could help contain potential outbreaks.
Fever, coughing, and difficulty breathing are the three most common symptoms of COVID-19. Transmission is still possible from a person who is asymptomatic, but taking the precautions to identify these symptoms can help minimize workplace spread. This guidance may change in the future as the pandemic evolves, but for now, temperature checks are a part of back to work for many.
Technology that may help you put the “human” back in Human Resources
(BUSINESS NEWS) Complicated application processes and disorganized on-boarding practices often dissuade the best candidates and cause new hires to leave. Sora promises to help with this.
Even in a booming economy, finding the right applicant for a role can be a drawn-out, frustrating experience for both the candidate and the hiring manager. Candidates submitting their resume to an automated HR system, designed to “seamlessly” integrate candidates into their HRIS accounts, face the interminable waiting game for feedback on whether they’re going to be contacted at all.
Ironically, this lack of feedback on where a candidate stands (or even if the resume was received at all) and a propensity for organizations to list roles as “Open Until Filled”, overwhelms the hiring manager under a mountain of resumes, most of which will not be reviewed unless there is a keyword match for the role. And if they do somehow manage to see the resume, studies indicate that in less than 10 seconds, they’ll have moved on to the next one.
The problems don’t end there, however. Once the candidate and hiring manager have found one another, and the HR team has completed the hire, the dreaded phase of onboarding begins. During the first few days of a new job, a lack of effective onboarding procedures—ranging from simple tasks like arranging for technology or introductions to a workplace mentor—can be the cause of a significant amount of employee turnover. Forbes notes that 17% of all newly hired employees leave their job during the first 90 days, and 20% of all staff turnover happens within the first 45 days.
The reason, according to Laura Del Beccaro, Founder of startup Sora, is that overworked HR teams simply don’t have the bandwidth to follow up with all of those who are supposed to interact with the new employee to ensure a seamless transition experience. Focusing on building a template-based system that can be integrated within the frameworks of multiple HRIS systems, Sora’s focus is to set up adaptable workflow processes that don’t require the end-user to code, and can be adjusted to meet the needs of one or many employee roles.
In a workplace that is becoming increasingly virtual, out of practicality or necessity, having the ability to put the “human” back in Human Resources is a focus that can’t be ignored. From the perspective of establishing and expanding your team, it’s important to ensure that potential employees have an application experience that respects their time and talent and feedback is provided along the way, even when they might not be a fit for the role.
Take for example the organization who asked for an upload of a resume, then required the candidate to re-type everything into their HRIS, asked for three survey responses, an open-ended writing task, a virtual face-to-face interview, *and* three letters of reference—all for an entry-level role. If you were actually selected for an in-person interview, the candidate was then presented with another task that could take up to two hours of prep time to do—again, all for an entry level role.
Is that wrong? Is it right? The importance of selecting the right staff for your team can’t be overstated. But there should be a line between taking necessary precautions to ensure the best fit for your role and understanding that many of the best candidates you might find simply don’t want to participate in such a grueling process and just decide to move on. There’s a caveat that says that companies will never treat an employee better than in the interview process and in the first few weeks on the job—and that’s where Sora’s work comes in, to make certain that an employee is fully supported from day one.
Bringing on the best to leave them without necessary support and equipment, wondering at the dysfunction that they find, and shuffled from department to department once they get there creates the reality and the perception that they just don’t matter—which causes that churn and disconnect. Having your employees know that they matter and that they’ll be respected from day one is a basic right—or it should be.
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Ladies and gentlemen, the U.S. National Anthem
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