link to 'two kinds of invariants'

[web.git] / personal / _posts / 2018-12-12-google-scholar.md

diff --git a/personal/_posts/2018-12-12-google-scholar.md b/personal/_posts/2018-12-12-google-scholar.md
index 81c7090b87017f311a1b83069354d7f7fb9e2d94..28a4806b54131d2a3ba24071c2ae621136dd3aa2 100644 (file)
--- a/personal/_posts/2018-12-12-google-scholar.md
+++ b/personal/_posts/2018-12-12-google-scholar.md
@@ -8,6 +8,8 @@ I even found one vacancy that explicitly requested submitting a Google Scholar p
 Google Scholar provides not just a list of publications (which is of course part of the application, and which is also [available on dblp](http://dblp.org/pers/hd/j/Jung_0002:Ralf)), but also a citation count and computation of several publication-related indices.
 This post is about why I don't have a Google Scholar profile (yet).
 
 Google Scholar provides not just a list of publications (which is of course part of the application, and which is also [available on dblp](http://dblp.org/pers/hd/j/Jung_0002:Ralf)), but also a citation count and computation of several publication-related indices.
 This post is about why I don't have a Google Scholar profile (yet).
 

+<!-- MORE -->
+

 First of all, having a Google Scholar profile requires a Google account.
 There is no technical necessity for this, Google already indexes my papers and other databases (like the aforementioned dblp) manage to create per-author pages just fine without authors having to have an account.
 But, of course, this is a great way for Google to tie more people into their ecosystem -- few kinds of pressure are as effective as when this directly affects hiring decisions.
 First of all, having a Google Scholar profile requires a Google account.
 There is no technical necessity for this, Google already indexes my papers and other databases (like the aforementioned dblp) manage to create per-author pages just fine without authors having to have an account.
 But, of course, this is a great way for Google to tie more people into their ecosystem -- few kinds of pressure are as effective as when this directly affects hiring decisions.