Employee Communications, Version 2012

Employee Communications, Version 2012Employee Communications, Version 2012Employee Communications, Version 2012AttachmentEmployee Communications, PDFEmployee Communications, RecordingNoteYoull need Adobe Reader to view the PDF file above.Download Adobe ReaderWednesday, February 22, 2012How are the latest technologies affecting your employee communications? Are you familiar with the latest trends? In this webinar, we will offer a view into what the future may hold and as these new trends continue to progress we will share ideas on how companies can capitalize on them today.Come to this webinar where we will discuss the followingAccess Anywhere With the proliferation of cloud-based services and Internet-enabled everything, how can communications be designed to be consumed across a multitude of Web-connected devices wherever candidates are?Anywhere, Any Place Shopping As e-commerce and brick-and-mortar retailing integrate and overlap, how can recruitment communication be simplified in reservierung to meet candidate expectations?The Attention Economy Consumers are being marketed to, in order to advertise to them. Can employers better capture passive seekers by incentivizing them?JWT Intelligence recently released their 100 Things To Watch in 2012 report. Every year technological and social developments impact communications faster than ever. During this presentation JWT INSIDE will explore these specifically relevant trends and their potential influence on recruiting and employee communications. For more information, got to jwtintelligence.com/about-us2/would like to thank Pete Price and John Duffield for presenting this webinar.Peter PriceSr. Digital Strategist, JWT InsideHis expertise is in consultative Internet-based marketing strategy, and throughout his career he has helped organizations such as Microsoft, Boeing, Catholic Healthcare West, Comcast and Nordstrom, develop, manage and implement interactive projects designed to achieve their specific business o bjectives since 1997. As a digital strategist, Peter develops interactive solutions designed to meet client goals in todays ever-changing employment communications environment. Keeping on top of trends in Web site development, social media, mobile marketing, and the impact of technology on recruiting, he educates our account team to keep interactive top of mind, and ensures that our clients are elend missing any potential opportunity.John DuffieldExecutive Producer / Digital Strategist, JWT InsideJohn lives on the frontline of all things digital. His knowledge and awareness of trends in the current digital landscape and understanding of the fundamentals of what it takes to connect with people puts him in an ideal position to suggest new and exciting ways to communicate and engage with audiences. John has over ten years experience managing small and large-scale multimedia solutions for the healthcare, commercial, government and educational sectors of Australian, European and now U.S. markets for JWT INSIDE.

Interviewer Tips for Managers

Interviewer Tips for ManagersInterviewer Tips for ManagersJob bewerbungsinterviews are an essential part of making a sound hiring decision. Theres no secret formula for managers to master the art of interviewing. But with tried-and-true interviewer tips, you can refine your technique and avoid common mistakes so you can move on to bring top talent aboard.Why is interviewing so important? After you have narrowed the talent ?pool based on your evaluation of the resumes youve received, its time to meet the most qualified applicants. Job interviews supply firsthand information about a candidates career, work experience and skill level. They also provide a general sense of overall intelligence, aptitude, enthusiasm and attitude - and how those attributes match up to the requirements of the job.Finally, they offer insight into the candidates basic personality traits, motivation to tackle the responsibilities of the job, desire to become a part of the company and ability to integrate into the current work team.So do you think you could use some interviewer tips as you prepare for conducting interviews for your job opening? Read on for some fundamentals, along with some notenzeichenworthy dos and donts.Interviewer tips the basicsConducting job interviews should not be taken lightly - not if you plan to hire the right person, anyway. Even if youve interviewed scores of job candidates in your career, you should think carefully about what you want to learn and how youre going to conduct the interview. Never, ever wing it. Lets review the fundamentals?Set the who and where - Determine who needs to participate in the interviewing process and where the meetings should take place. Its best if its a quiet location where everyone feels at ease.Prepare your questions - All candidates should have the opportunity to answer the saatkorn questions and be allotted the same amount of time so you can evaluate them based on standard criteria.Review the facts. Before you walk out to greet the candidate, review the job description and the candidates resume once more so youre well prepared.Actively listen - Pay close attention to what the interviewee says, and ask any follow-up questions as they arise. Dont be so focused on your next question that you miss out on an opportunity to dive into more detail.Take notes - During the interview, make brief notes of anything that stands out, and take time immediately after the interview to write more lengthy observations while theyre still fresh in your memory. Encourage the same of other people interviewing the candidate.Let them ask questions - Bring the session to a graceful close by giving ?the ?candidate time to ask questions. This is also another opportunity for you to gauge the persons interest in the job and your organization.Close on a positive note - Let the job candidate know what comes next, including a timeline for when a decision will be made, and end the discussion on a formal but sincere note.Robert Hal f has been helping companies with hiring since 1948. Let us help you.REQUEST TALENT10 dos and donts for a successful interview processHow you phrase questions, when you ask them, how you follow up - all of these things can do a lot to determine the quality and value of the answers you get in a job interview. Every question you ask should have a specific purpose to elicit specific information, produce some insight into the candidates personality and past performance or simply put them at ease. Follow these 10 dos and donts for conducting better interviews1. DO make a list. Write down everything you want to ask ahead of time so you dont miss out on important information. Share the list with the people in your company whod work with the new hire to see if they have any items to add.2. DONT be aggressive. Help the candidate feel comfortable by starting off with some easy questions, such as describing their current job or what they know about your company. Ease into the more difficult q ueries.3. DO create a rhythm. A good interviewer will vary the style of questions asked so the interviewee doesnt feel interrogated. Generally, job interview questions fall into the following four categoriesClosed How many years of PowerPoint experience do you have?Open Why do you want to work for this company?Hypothetical ? If you had to select new workflow software for the team, how would you make that decision?Off If you could travel to any point in history, which time would you choose?4. DONT go totally off-the-wall. Limit yourself to one oddball question per interview - ?and dont feel like you need to include one at all if it doesnt fit your workplace culture.5. DO vary your question order. Too many yes-or-no questions in a row can give an interviewee whiplash, and too many big thinkers can be stressful. Alternate tough questions with easy ones to put the candidate at ease.6. DONT be vague. Open-ended questions are great as long as the candidates knows generally what youre loo king for. Provide clarification if they seem confused.7. DO ask for examples. Hypothetical questions have a place, but its better to ask for a concrete example of a time candidates had to resolve a conflict than to ask them to imagine how theyd react to a hypothetical conflict.8. DONT ask leading questions. Thats when the answer you expect is implicit in the question, such as I bet youre good at time management, arent you?9. DO keep a tight rein. You dont have to adhere unwaveringly to your question list, but letting a conversation veer too far off track will waste time for you and the interviewee.10. DONT be too quick to judge. Not all job candidates are great at talking about themselves. If you get the impression the interviewee is shy, try to put him or her at ease.A final tip Interviewing is an art that develops with practice. If youre a new hiring manager, you might find the interview just as stressful as it is for the job candidate. If youre a veteran, then you know its a time -consuming part of the hiring process.You dont have to go it alone. A top staffing agency will already have access to the best available talent in your market and can provide highly skilled, pre-evaluated candidates for you to interview. That can help you save both time and money.

Why do abusive bosses act nice after being mean

Why do abusive bosses act nice after being meanWhy do abusive bosses act nice after being meanOne day your boss is berating you in public, and the next day they are buttering you up. What gives? Their mercurial personality changes now have a name stimmungslage cleansing, a theory that Michigan State University researchers named for why jerk bosses change their tune after being abusive.In their study published in The Journal of Applied Psychology, the researchers found that some abusive bosses recognize their immoral badeanstalt behavior and use moral cleansing as a way to make up for it.Moral cleansing spurs guilty bad bosses to change for betterSome terrible bosses are always going to be oblivious to their bad habits. But some can be guilted into becoming better humans. The researchers documented the latter case by collecting evaluations from abusive bosses and their employees who bore the brunt of it.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happine ss, Productivity, Job Satisfaction, Neuroscience, and morePerpetrating abusive supervisor behavior led to an increase in experienced guilt and perceived loss of moral credits, which in turn motivated leaders to engage in more constructive leadership behavior, the study states.Turns out, when you know youre acting badly, your soul may squirm, and youll be inspired to do good deeds to make up for it.People often act as though they have a moral ledger or bank account, such that doing good deeds adds credit whereas bad deeds withdraw credit. When there is a shortfall of credits, they are motivated to engage in good deeds to restore a balance, Russell Johnson, lead author of the study, said ina statement. Abusive behavior weakens leaders moral credit. To try to compensate for their wrongdoings, they show behavior to make reparations and amends toward abused staff.For employees suffering under domineering managers, this study gives hope that your jerk boss can change. Bosses who engage i n moral cleansing are eager to make amends by showing thoughtful consideration to employees and going the extra mile of giving ritterlich feedback and support to them. For some employees, this may not be enough to make up for the hurt.Studies have found that incivility can irreparably break employee-manager relationships. Jerk bosses start losing the trust, support, and productivity of employees once they cross the line, and start acting out.This article was first published on June 7, 2018.Why do abusive bosses act nice after being meanOne day your boss is berating you in public, and the next day they are buttering you up. What gives? Their mercurial personality changes now have a name moral cleansing, a theory that Michigan State University researchers named for why jerk bosses change their tune after being abusive.In their study published in The Journal of Applied Psychology, the researchers found that some abusive bosses recognize their immoral bad behavior and use moral cleansi ng as a way to make up for it.Moral cleansing spurs guilty bad bosses to change for betterSome terrible bosses are always going to be oblivious to their bad habits. But some can be guilted into becoming better humans. The researchers documented the latter case by collecting evaluations from abusive bosses and their employees who bore the brunt of it.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and morePerpetrating abusive supervisor behavior led to an increase in experienced guilt and perceived loss of moral credits, which in turn motivated leaders to engage in more constructive leadership behavior, the study states.Turns out, when you know youre acting badly, your soul may squirm, and youll be inspired to do good deeds to make up for it.People often act as though they have a moral ledger or bank account, such that doing good deeds adds credit whereas bad deeds withdraw credit. When there is a sho rtfall of credits, they are motivated to engage in good deeds to restore a balance, Russell Johnson, lead author of the study, said ina statement. Abusive behavior weakens leaders moral credit. To try to compensate for their wrongdoings, they show behavior to make reparations and amends toward abused staff.For employees suffering under domineering managers, this study gives hope that your jerk boss can change. Bosses who engage in moral cleansing are eager to make amends by showing thoughtful consideration to employees and going the extra mile of giving fair feedback and support to them. For some employees, this may not be enough to make up for the hurt.Studies have found that incivility can irreparably break employee-manager relationships. Jerk bosses start losing the trust, support, and productivity of employees once they cross the line, and start acting out.

Global Talent Makes American Industry Stronger

Global Talent Makes American Industry Stronger Global Talent Makes American Industry Stronger Global Talent Makes American Industry StrongerAmerican industryespecially the energy industry is stronger when it can draw talent from all over.Iran, Iraq, Libya, Somalia, Sudan, Syria, and Yemen Those seven countries were singled out when President Donald J. Trump issued a travel ban via executive order two Januaries ago. The countries on the list were either wracked by war or long isolated by sanctions, so it would be easy to believe that the ban would have only minor impact on American industry or the nation as a whole.But travel restrictions dont only affect immigrants, asylum-seekers, and refugees. They also impact world-class scientists looking to improve the human condition. The movement of people is valuable to both individuals and to the global economy. Thats especially true for scientists and researchers, whose endeavors usually depend onor at the very least benefit fromcollaborati on.Michael WebberOn American university campuses, the travel ban was immediately felt. At the University of Texas in Austin, where Im a faculty member, 110 students, scholars, and faculty were affected. Students I know. This isnt some remote, abstract mystery to me. Its real. The impact of that experience can be multiplied across hundreds of universities and every state.Editors Pick Fight Climate Change, Build the WallTop Story on ASME.org Using the Eyes of Killer Shrimp to plan a Super CameraIn fact, scientists who work and live in Europe but who have also conducted research in the targeted regions can no longer easily come to the U.S. to collaborate and share insights. Instead of a quick entry into the country, some British researchers have reported multi-month delays in obtaining entry visas.Instead of a quick entry into the country, some British researchers have reported multi-month delays in obtaining entry visas.Michael Webber, University of TexasThere are also slowdowns and r eductions in issuances of H1B visas for skilled legal immigrants, which is a negative hit for industry. For the tech sector and energy industry, which are comprised of many global companies, these restrictions and travel bans are problematic. It makes it harder for them to recruit from around the world or work seamlessly within their multinational enterprises. Its possible that an Iraqi supervisor working in the oil industry in Houston could oversee workers in Europe, but would not be able to visit them in part because of the fear that he or she would not be allowed to return to the U.S.Some people might shrug these off as problems only for foreigners and a potential boon for native-born Americans, but we all benefit from international collaboration. In 2017, the Economist magazine noted that all of the worlds restrictions on the free movement of human talent hacks $78 trillion off global GDP.The story of the lithium-ion battery shows what is at stake if the exchange of scientific i deas is disrupted. The Li-ion battery is ubiquitous, carried in our hands inside our smartphones and laptop computers, and it promises to enable critical opportunities like electric vehicles and the integration of wind and solar into the electric grid. But this breakthrough would not have happened without interactions between different scientists in different countries. The early development of the Li-ion battery spanned from the 1960s through the 1980s and included scientists who interacted and exchanged ideas in Europe, Japan, and the United States working at companies like Ford, Asahi, Sony, and ExxonMobil, and at universities such as MIT, Oxford, and the University of Texas at Austin.Had policies prevented collaboration between those countries in the 1960s, 70s, and 80s, then it is likely that the Li-ion battery would never have come to fruitionat least on its present schedule or with its current excellent performance. Similarly, new gas turbines are developed by international t eams distributed across the globe, and the most advanced offshore wind turbines are built using European technology. Which world-changing technological breakthroughs of tomorrow are we going to miss because of the travel restrictions today?Because universities are so severely impacted, it makes perfect sense that they were leading the charge to reverse the ban. The lawsuit against the travel ban was led by the state of Washington on behalf of its flagship university.Universities have been leading voices against the recent wave of travel restrictions, but they should not be alone. It is in the interest of American industries especially the energy industrythat the most talented workers can come to the U.S. and promote innovation here.MICHAEL E. WEBBER is deputy director of the Energy Institute at the University of Texas at Austin and the author of the upcoming book, Power Trip The Story of Energy, to be published in 2019 by Basic Books.Read More Exclusive Stories from ASME.org How Eng ineers Close Communication Gaps Artificial and 3D-Printed Skin Advances for Robots, Humans The Rise from BattleBot to Corporate Robot

Learn How to Prevent a Toxic Work Environment

Learn How to Prevent a Toxic Work EnvironmentLearn How to Prevent a Toxic Work EnvironmentBullying is a widespread workplace problem, both within the legal profession and without. However, employers should not accept, shrug off, or ignore bullying issues because they lead to a toxic workplace, higher turnover, a bad reputation for the company, and potential lawsuits. For additional information on dealing with a bullying and a toxic work environment, review these articles Bullying Facts and FiguresTypes of BullyingBullying StoriesWorkplace HarassmentBullying LawsProfile of a Bully Victim Keep reading to learn what steps can employers take to defuse a toxic workplace with tips from Jean Copeland Haertl, CEO Founder of Safety and Respect at Work, LLC in Boston. Bullying is a pattern of humiliating, offensive workplace conduct most often perpetrated by someone in a position of power and/or authority. Bullying often manifests as an abuse of power whose targets suffer serious and long-las ting emotional and physical health harming effects. Not unlike batterers who emotionally abuse their victims, bullies engage in learned abusive workplace behavior because they often get away with it. From working with bullies, I have learned that most, if not all, target specific employees. Bullies are also cognitively aware of their actions, changing their behavior when in the presence of superiors, often appearing charming and professional. While anyone can engage in workplace bullying, according to recent statistics from the Workplace Bullying Institute, 72% of bullies are bosses. The first and most important step an employer should take is to recognize that bullying is not something that an employee should be left alone to address. Simply suggesting that employees should learn strategies to respond to bullying is like telling a battered victim she needs to learn to communicate more effectively and directly to minimize the abuse inflicted by a batterer.? Organizational leaders sh ould take ownership of helping to address and eliminate all forms of workplace abuse. Steps to diffuse a toxic work environment include but are not limited to 1. Establish an Anti-bullying Policy Establish and implement clear policies and reporting procedures that address bullying. Most companies have acode of conduct policies, but many of those policies are general, and/or solely address unethical and financial misconduct. Rarely do companies maintain policies with specific language that adequately defines a range of prohibited behaviors. 2. Implement Company-wide Training That Addresses Bullying. Once a sound policy has been established with clear and multiple reporting mechanisms in place, leaders must ensure all managers and employees receive training on how to identify, respond, and report potential bullying behaviors. Because many managers and employees have trouble distinguishing bullying behaviors from workplace violence and unprofessional behaviors, it is critical t hat training underscores the many ways bullies target their victims in the workplace. Unlike one misdirected and unprofessional comment, bullies perpetuate a pattern of coercive control, often isolating their targets, undermining their work, and engaging in an aggressive and humiliating behavior. Bullies are often known to most in the company. They are the elephants in the room much like perpetrators of domestic violence. Like batterers, bullies minimize, deny, sidetrack and blame their targets, hoping to avoid accountability for their actions. Training must separate managers from employees, and highlight the challenges and fears employees struggle with in reporting these kinds of behaviors. 3. Implement Disciplinary Action. Hold bullies accountable for their behavior by consistently and fairly implementing appropriate disciplinary action. Not unlike a worker who has violated a companys sexual harassment or workplace violence policy, employers must investigate all complaints rel ated to mutual respect policy violations. Depending on the nature of the behavior and/or impact on the target, employers must take swift action and discipline workplace bullies - up to and including termination, if necessary. Sometimes, a bully who is confronted with the possibility of disciplinary action, including the fact that his/her behavior has negatively impacted another employee, will take steps to alter his or her behavior. Progressive disciplinary action can be combined with remedial training in some cases. I strongly discourage any form of mediation in these cases.

Waitress Resume Samples: No Longer a Mystery

Waitress Resume Samples No Longer a Mystery If You Read Nothing Else Today, Read This Report on Waitress Resume Samples The waitress ought to be friendly. She needs to make the table and keep the spoons and forks for the customers. A waiter will likewise be asked to try to remember a number of details about the food and beverage lists. A great waiter should have the ability to satisfy the requirements of the customer, even if theyre leid being entirely fair. Working in the food service industry may be grueling experience sometimes, so demonstrate that youre patient and can work nicely with other people. Just make certain that you highlight any key projects you worked on or any cultural experiences you wouldnt have gained elsewhere. If you dont have an experience in the restaurant business but experience elsewhere, attempt to relate your previous positions to the job available. Next up is Kenny, that has been working in restaurants for over 12 decades, and would like to rev ise his resume to take advantage of chances to step up. Waitress Resume Samples Can Be Fun for Everyone You simply have to be more creative of what you add. Building a superb task resume isnt hard, particularly in the day and age group of computers with spell check. In the event that you would love to re locate work, you almost certainly know its most effective to leave your present address your restart. Please use the one beneath and endeavor to have a work when you may be in a position to. In case you genuinely arent qualified for the work, briefly explain as to why you will want to ensure the work, and just what you will do in order to teach yourself and make yourself familiar with the abilities required in order to complete the work easily, notlage require a great deal of training or guidance. A job might be an experience building stepping rock if you already know what sort of career you wish to make in future. Even if a substantial part their job means rejecting a whol e lot of people, theyll want to do so with elegance and watching a strict practice. Dont forget to customize to the position youre applying for. Insert any relevant qualifications particular to the career youre applying for. For some positions, you will apply by completing an on-line program, or you might be asked to apply in-person. Additionally its simpler when youre applying for job in the area you studied in faculty. As an issue of fact, lots of people occupy a waitressing position as part time jobs. A great deal of women and men would really like to acquire a far better job. In fact, theres not anything wrong with saying youre contemplating getting the job. So if youre seeking to get a job ( not just virtually any job, no matter how the job that you want), make sure to do things correct and work out how to make an outstanding resume. Every prospect whos searching for a job want to make a professional resume due to their interview. Read the job descriptions and person specifications for work in the field you desire to submit an application for. Any kind of job would request that you submit a resume to sustain a posture to be evaluated for a particular position. If youre looking for a professional job, you are going to have to receive a resume. Bear in mind that when you have any certifications, including a Certification in Food Handling and Safety, you should put it at the peak of your resume. By all means, work is to be sure that the possible hiring professionals. The very first big section of your resume is known as the Career Objective. Needless to say, each job will call for unique abilities and experiences, so make certain you read the job description with care and concentrate on the skills listed by the employer. When youre asking for work, it is almost always better to use resume templates which have been specially designed to suit the objective. Resume builders are an excellent strategy to help you organize your curriculum vita e. 1 approach to use job application builders is to create the the better part of the countless options out presently there. A work application builder can be exceedingly handy for anyone whos feeling overwhelmed by resume process. Though some work application writers could be a little more costly than others, it doesnt represent that you must prevent them. With some crucial info in the perfect order, everyone can create one. No matter what kind of resume format you pick, youre not obligated to incorporate all your work experience if its not directly about the job youre applying for. It is possible to showcase your work history, but in addition fill in more space by talking about your abilities and other knowledge youve got. The Downside Risk of Waitress Resume Samples The waitress should be certain that the table is cleared. A cocktail waitress career provides a path that enables you to work all around the nation. Being a waiter or waitress isnt an effortless job. Being a real bartender may look like fun or stress-free job for those on the receiving end of the bar. however, it takes quite a bit of hard work and skill to develop into a recognized bartender. Ensure the skills are related to the job that you desire. Once awhile, each of the resumes have started to look just the same. To compose a good resume it is beneficial to use examples of different resumes. You will find lots of examples on career sites. Consult the expert waitress cover letter sample for a guide to assist you make a special letter, not something which just rephrases your resume. You will likely also incorporate an estimate of the normal quantity of tips you earned at the prior restaurants youve worked. Accordingly, in the event you were searching for a waitress resume no experience necessary type of CV, here is the best template. A waitress resume template consists of the exact info and data an ordinary resume does.

Seven Answers From A Developer Focused on Bringing More Women To The New York Times

Seven Answers From A Developer Focused on Bringing More Women To The New York Times At PowerToFly were interviewing women who can tell us, first-hand, what its like to work at organizations focused on hiring for mora diversity. Even if an organization hasnt reached its goals, were eager to learn what theyre trying to do to get there. Thats why we sat down with Erica Greene, the community development gruppe manager at The New York Times.Erica told us how she became a backend developer, what the women in tech task force at The New York Times is doing to attract more female engineers, and why she feels working with more women will be better for the media company.1. What do you do for The New York Times? What stack do you code in?Im a backend developer although I can do fullstack. Im more passionate about data and architectural issues. Ive been at The New York Times for three years and just took on a new role as manager of the community development team. We manage the comment stack. Curr ently all of the comments are moderated by hand and we are looking into a way that we could possibly automate this process.2. Tell us about the new comment moderation platform The New York Times just announced.Were collaborating with the Google Jigsaw group to experiment with using machine learning to scale comment moderation on our site. We made an announcement about that project yesterday and Bassey, the head of our comment moderation team, wrote a little quiz to give readers an idea of how hard the moderation problem is. Many of our readers are notlage aware of how much work we put in to keep conversation on our site substantive and civil. Were hoping the quiz raises awareness about how hard the comment moderation problem can be and how committed we are to solving it well. Deploying and scaling that system is the bulk of what were working on for the rest of the year. Were going to be rolling the new moderation platform out one desk at a time. We need to gather confidence in the p redictive models before we turn on automatic moderation.3. What is it like working as a woman engineer in The New York Times newsroom?At The New York Times, tech is a piece of the puzzle. There is a culture beyond tech. The Times is an old storied company with amazing traditions and folklore and structures. As an engineer here you get to work with people with lots of different backgrounds. Its not a brogramming culture??there are no pics of Star Trek on the wall, conference rooms are not named after robots. The culture beyond tech is actually a positive. Our games team does things like crossword puzzles. You get to be a part of the Pulitzer ceremony where the entire company comes down to congratulate the winners. The positive thing for women engineers is that you can have broad interests beyond tech on the development teams and that can be a really good thing.4. What are the fruchtwein exciting and/or rewarding parts of being a developer at The New York Times?At The New York Times e very day you are able to work with people who are at the top of their craft??journalists, producers, designers etc. As a developer you share experiences and learn from them. I know that The New York Times newsroom deserves the best tools and as a developer I find it very fulfilling to be able to create the tools for such an amazing brand.5. Where did you start your career as a developer?I started to learn to program in 9th grade. My high school offered 2.5 years of computer science classes. My mom actually recommended that I study computer science. My mother welches a chemical engineer and then switched to research. When her three kids were little she was working at Bell Labs and she was able to move to research. She switched from being a chemical engineer because working in computer science was a better lifestyle fit for her family so she learned how to program in her adult life. My mom found coding so interesting because there was so much problem solving. I thought computer scienc e would be useful to know and so I took the classes in high school. I thought I would eventually go into something else. I became a math major in college. I went into a PhD program after college and studied natural language processing for 2.5 years. I loved the werkstoff but I was not interested in the full PhD program. I left that program and took a job at Etsy in data engineering. After Etsy, I moved on to my role at The Times.6. You are working on digital diversity initiatives for the Times. Can you tell us more about that?I am a member of the women in tech task force that was created to encourage gender diversity at The Times. We have created a mentorship program where you have one on one mentor to mentee pairs. Its been wonderful and we have gotten very good feedback. We have been doing more trips to womens colleges to talk about The New York Times. We are also working on a code of conduct and I am helping to draft it.7. How important do you think having a diverse (male/female mix) is for a development team? If very important, why?Having diverse teams gives you better products. We have a diverse audience so our team should reflect that. Diverse teams make you better and more profitable. Besides that it is the right thing to do. Women need great opportunities in techSelfishly I enjoy working with women. One of the frustrations of being a women developer is that its hard to meet more women in tech. Its hard to meet women friends at work unless we bring in more women engineers.And once we bring in women engineers we need to work hard to retain them. I feel that the geek culture stereotype for engineering is very toxic and puts women off from Computer Science. Its not like that at The New York Times. We have a very interesting place to work. Pop culture shows like the Big Bang Theory and movies like Silicon Valley promote this geek culture and that is not attractive to women. You can have a very different experience as a woman developer at The New York Times. Its a wonderful place for women in tech. One of the biggest challenges in almost all industries today is achieving gender parity. Gender diversity provides huge benefits in the workplace. pWhile some industries have made significant advancements in gender diversity, some industries lag further behind... and the construction industry is well-known for being in the latter category. If someone says, construction workers, youll likely picture a group of men in yellow hard hats analyzing an architects plans or laying bricks on top of a scaffold. And men at work signs only help to reinforce this image.pThis stereotype is rooted in reality. When was the last time you actually spotted a woman on a construction site? Or hired a female plumber or carpenter? Your answer is most likely never. In fact, the Bureau of Labor Statisticsreports that only 3.4% of the total of 8.3 million construction employees are women.pBut the construction industry has a lot more to offer than steel-toed boots and hard hats, and it needs women to help advance the industry in this era of rapid change. Here are 5 reasons why women joining the workforce or looking to make a pivot should consider a career in construction.h21. Fuel Innovation/h2pNot only is diversity the socially and morally right thing to do, but it is also actually an excellent geschftliches miteinander strategy. pResearch presented in the Harvard Business Reviewshows that diverse teams develop more innovative ideas. This is further supported by a study conducted by Gallupon the performance of gender-diverse teams versus single-gender teams, which found that the difference in backgrounds and perspectives led to better business performance and problem-solving. h22. Capitalize on Demand/h2pThe construction industry is currently experiencing a labor shortage. The industry itself is booming and projected to be one of the fastest-growing industries, with total spending projected to exceed $1.45 trillion in 2023/a. However, most construction companies are unable to meet the rising demand. pAccording to the Associated General Contractors of America/a, more than 80% of contractors are experiencing difficulties filling hourly craft positions that represent the bulk of the construction workforce.pAnd demand isnt limited to individual contributor roles. Given the industry boom, there are a number of open stable and high-paying roles (any project managers out there?) waiting for the right candidateh23. Leadership Opportunities/h2pAccording to the Bureau of Labor Statistics/a, women compose only 7.7% of the total 1 million managerial positions in construction.br/pBut given the highly collaborative nature of construction work, more women in leadership roles would help drive innovation and enhance productivity.Furthermore, as a woman in construction in a leadership position, youd have the unique opportunity to drive change for the industry and make it a more attractive vorkauf srecht for other women.h24. High-Income Potential/h2pSalaries for many skilled positions in construction are on the rise, making a construction career a prime choice for women looking for a high-paying job,pThe 2018 Construction Craft Salary Surveyconducted by the National Center for Construction Education and Research revealed that salaries for many skilled craft areas are increasing. Project managers and project supervisors topped the list at $92,523 and $88,355, respectively. The next set of highest-paying jobs include those of combo welders ($71,067), instrumentation technicians ($70,080), pipe welders ($69,222), power line workers ($68,262) and industrial electricians ($67,269). Of the 32 categories of workers in the survey, 19 positions earned an average salary of $60,000 or higher.h25. Sense of accomplishment/h2p The construction industry can give employees a unique sense of achievement. Yes, the job is stressful and the work can be demanding, but nothing beats the feeling of being able to build something from the ground up. pHow many professionals in other industries can point at a school, a hospital, or a skyscraper and say I helped build that?pThe construction industry has a long way to go in combating gender bias and supporting women in the workforce, but given the current demand for workers, theres no better time to pick up a sledgehammer (figurative or literal) and smash the gender stereotypes plaguing the construction industry.

Free Professional Engineering Resume Templates

Free Professional Engineering Resume TemplatesFree Professional Engineering Resume TemplatesOur professional engineering resume templates will help you make your mark in your industry. Share your experience and skills in a polished and, well, professional way. Read through the sample to binnensee how you can craft your own.Create ResumeProfessional Engineering ResumeCustomize ResumeIndustry SnippetsBy perusing the free professional engineering resume templates, you will see the best things to include in your own. Professional Resume Pros and ConsOur templates are designed to meet the needs of job seekers who want to demonstrate their mature professional outlook in their careers. In your industry, you face big challenges every day. Dont make resume writing one of them.Pros Resume formatting is appropriate for companiesPros Easy reading for hiring managersCons Employment gaps are impossible to downplayCons You cant brand yourselfResume TextALEXSUMMERS123 Street,City, ST, 12345 H (123) 456-7890 C (123) 456-7890 emailisp.comProfessional SummaryProfessional Engineer with seven years of experience in civil engineering, project management, and land development. Expertise in managing all elements of projects, from initial planning to completion while managing multimillion-dollar budgets. Highly skilled in providing oversight and guidance to engineers, subcontractors, and vendors. Track record of success in consolidating companywide policies to streamline operations. Proficiency in AutoCAD and Civil 3D.Skill HighlightsLand developmentHydraulics and hydrologySubdivision planningProject managementRegulatory complianceQuality assurance and controlProfessional ExperienceCivil Engineer 2/1/2013 PresentJohnson, Simon, and Associates Atlanta, GAPrepare civil engineering design projects for residential, commercial, municipal, government agency, and educational clients.Coordinate with consultants and clients to design subdivision plans, site development plans, municipal proje cts, and road improvement plans worked with regulatory agencies to obtain project approvals.Design site and subdivision plans, and conducted feasibility, drainage, and flood plain studies.Produce construction plans for street and utility systems, storm water management systems, and abtragung and sediment control design.Spearhead project quality assurance and quality control reviews.Civil Engineer4/1/2006 1/1/2013Liberty Federal Services Athens, GADirected all facets of engineering work on environmental projects from initial planning and design through procurement, construction, and reporting.Compiled data for project reports, collect and compiled field data, assist with proposal efforts, and document technical data for management review.Prepared labor and material estimates and design packages for clients.Led development, planning, and design of field investigations and remediation repair system.Oversaw subcontractors, manage quality control, and implement remediation repairs.Proj ect Engineer6/1/2001 3/1/2006Johnson, Simon, and Associates Athens, GATracked, communicated, forecasted, and managed project costs, and executed project-specific changes and risk management procedures.Worked with project management to prepare project baseline schedules, time impact analysis (TIA) schedules, monthly schedule updates, shutdown schedules, and weekly look-ahead schedules.Completed RFIs, submittals, and associated administrative procedures to achieve established start dates.Conducted inspections, completed documentation, and fulfilled administrative requirements to procure, maintain, and terminate necessary environmental permits.Executed project-specific document control processes and procedures.Managed, reviewed, and submitted payment for subcontractors, vendors, and invoices generated onsite administered project procurement and purchasing plan.Logged completed quantities to facilitate invoicing, scheduling, and budgetary monitoring.EducationMaster of Science Civil En gineering (cum laude) 2001University of Georgia Athens, GABachelor of Science Civil Engineering (magna cum laude) 1999University of Georgia Athens, GAChi Epsilon MemberCertificationsProfessional Engineer, National Society of Professional EngineersCertified Project Management Professional (PMP), Project Management Institute (PMI)

Change Your Industry, Change Your Luck

Change Your Industry, Change Your LuckChange Your Industry, Change Your LuckIts a good tactic, and one that can enrich and extend your career, according to some veteran industry switchers.When an industrys job market crashes as hard as financial services has recently, top recruiters see a flood of applications from people eager to get out of a tight market and apply their skills in another.Its a good tactic, and one that can enrich and extend your career, according to some veteran industry switchers. Switching industries tends to be easier for more junior people, career experts told Ladders, and smoother for those who have moved from one industry to another throughout their careers than for those who have worked in only one market.But it is doable, even for senior executives with a long history in one industry and even in a market in which employers are demanding very specific sets of skills, according to Robert Hawthorne, president of Hawthorne Executive Search, a member of Ladders community of recruiters.About a quarter to a third of the placements in which Hawthorne is involved will entail a client hiring someone who has little or no experience in the hiring managers industry for an executive slot, Hawthorne said.I call it the best-athlete scenario, he said. If you get a real star, someone with a legacy of accomplishment, who has a passion for what they do, Ill tell a company they should interview this person anyway.We have seen a lot of career changing over the past 18 months, according to Michael Neece, chief strategy officer of PongoResume, an automated resume-writing service, and InterviewMastery.com, a job-interview training site. Upwards of 27 percent of our clients are either changing industries or coming back into the workforce after time away.The recommendations of trusted recruiters (who may have worked with the same set of employers for years and are intimately familiar with the companys needs and culture) are incredibly important for targeting jo bs at the very high end of the job market, according to Sharon, a member of Ladders and former top-level absatzwirtschaft executive with Bear Stearns and other Wall Street companies who left her last job at an investment bank voluntarily in the spring.Retained recruiters will have a kollektiv for each industry, Sharon said. The person in financial services can come to a meeting with recruiters specializing in other areas and say, I have this great candidate in financial services who wants to make a change, and pass that person along to the technology group or other appropriate departments.I am the Product But its not necessary to get heroic assistance from an outside source or from one recruiter whos a particular fan to make the transition successfully, according to Clark Christensen, a career-long industry switcher who is currently chief financial officer of Atlanta-based PS Energy Group Inc. All other things being equal, the industry experience does help, but not so much that it t rumps other factors and other skills, Christensen said. You do have to sell to the business youre coming to that you have the skills that are necessary and once youre in the business, you understand the industry more and get better at what you do.But early on I decided I welches the product that my skill sets and aptitudes and competencies were the product and that they could be applied in more than one industry, Christensen said.Christensen, who started his accounting career as a consultant, moved into international auditing and accounting roles at Coca-Cola, headed up Cokes Moscow bottling operation and advanced to director level before deciding hed rather live in the U.S. Since then hes been head of financial operations at retail-services company Miller Zell and chief financial officer of logistics at shipping-service company Global Link Logistics Inc.Constantly marketing yourself by taking part in local and national professional groups, networking with both old and new contact s as if youre always looking for a job, and keeping your resume fresh and available is critical to broadening your career options and finding openings in industries outside your own experience, Christensen said.Function Versus Industry Unless youre in one of the core functions of an industry an investment analyst at a brokerage, for example, or underwriter in insurance its not that hard to separate your job functions from the industry in which you work, PongoResumes Neece said.Industry experience is highly overvalued, Neece said. Someone could work in a core operation, but their personal core skill set is being a salesperson when theyre looking to make transitions from one industry to another, theyre just looking for a way to do a similar thing in a different place.Its also possible, Neece said, to freshen your career prospects by changing departments rather than changing employers or industries. When I was at Fidelity, we had equity and fixed-income analysts who were tired of do ing the same thing every day. One of the things people did was go into compliance, where they were charged with making sure the composition of portfolios theyd been building was in compliance with company policies. Or you could move from the trading floor to being a recruiter looking for other people with similar skills. Take baby steps instead of a big shift.The key to making the move successfully is to not only inventory your own skills, but to package them so theyre appropriate for the industry youre targeting, according to Cheryl Palmer, certified career coach and president of CallToCareer.com.The only way to do that is to understand how the specific requirements of the industry youre targeting change the way youd do your job, she said. Understanding an industry at that level isnt difficult but does require research, Palmer said, whether that means reading reports on hiring or outsourcing trends in the industry from the Bureau of Labor Statistics or taking a contact from that in dustry out to lunch to pick his or her brain about the job market.Employers dont want a long learning curve, Palmer said. They want someone who can speak the lingo and hit the ground running. The trick is to convince them that you can contribute right away. So read trade journals, talk to insiders, and get a really good handle on whats going on in that industry and in that company in particular.Another alternative is to become a pioneer within the same company rather than leaving to do innovative things, according to Josh Klenoff, leading career coach for Ladders and president of JKCoaching.com.I had one client who didnt like the company he worked in but ended up pitching a new type of business to management and leading that himself. He was happier there than he would have been leaving for another job, Klenoff said. One mistake people make early in their careers is that they cede management of themselves to their managers. But no manager will ever care as much about your career as y ou do yourself.Its important to make a regular assessment of your job skills to keep tabs on how employable you are and think periodically about what direction you want your career to take, Palmer said. But its critical to be able to do that analysis from a potential employers point of view, not just your own.The right skill set is a good starting point, but you need to present yourself well on paper and articulate what you can do for the employer right off the bat in an interview setting, Palmer said.

Never underestimate the impact of a single rotten apple

Never underestimate the impact of a single rotten apple Never underestimate the impact of a single rotten apple What do you think is more likely to happen when a lazy person joins a highly productive team?Option A:  The lazy person gets inspired by the productive people and their positive mindset. The lazy person automatically gets elevated to their level. Option B:  The productive people in the team become lazy over time.Follow Ladders on Flipboard!Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!It can’t be scenario B, right?! That’s not how it works. The lazy person is by himself. There’s no way he can influence the whole group!When the lazy person is surrounded by productive people, he’ll be inspired to do more work as well. That’s what most of us  think  will happen.But in my experience, and from what I’ve learned from others, the opposite happens.One  negative person can easily destroy the group dynamic. So why do many of us believe that Option A will happen? It’s because you look at yourself.When you have good intentions…You expect that other people are also like that. I get emails from frustrated readers all the time.Leaders who can’t seem to inspire their team. Men and women who are tired of their partner’s destructive behavior. Parents who can’t watch their child throwing away their future.These problems are serious and happen to every person who aims up in life. If you are positive and try to make the best of your life, you expect that it will rub off on other people.That’s because people like you and I have good intentions. We want the best for others and for ourselves. When you treat yourself with respect, you can’t imagine that others are screwing up their lives.How one person destroys the collectiveI always thought you could pull up people to a higher level. After all, I’ve always lived that way myself. I looked at people who were ahead of me and got inspired by them. I’m still like that.Good people make you better. But that’s not how it works for rotten apples; people who gave up on life. It took me many years to accept that harsh reality about life.In  Poor Richard’s Almanack, Benjamin Franklin wrote this in the  18th century:“The rotten apple spoils his companion.”When you allow a rotten appl e in your life, you are accepting their behavior. It’s not on them. It’s on us.  We  are the ones who enable them. I’ve made this mistake as well. And in fact, in the past, I’ve behaved like a rotten apple as well. That’s how I know it has a such a big impact on people.But because I changed, I thought that you should others indefinite chances. That only screws up the group dynamic. Remember, life is not about you. It’s about the common good.So what happens when you allow a single rotten apple in your group? The group falls apart. One of my friends, who’s the CEO of a mid-sized company, recently told me about making the mistake to hire a negative person. His sales team performed great and posted double-digit growth 5 years straight and he wanted to expand.The guy he hired had a great resume and performed well during the interview process. Within the first 6 months, he even made several sales. But after that, he started slacking off, gossiping, and acting negatively towa rds leadership. And gradually, the other sales execs started doing the same. These were people who performed well before.Over an 18 month period, sales of almost all team members declined. When I talked to my friend recently, he finally had fired the negative person. But it was already too late. He had to rebuild his team. He said that, in hindsight, he should have gotten rid of that person earlier. He ignored many warning signals because he wanted to “give the guy a chance.”Become a student of humanityLook, this is one of the most difficult things in life. I’ve experienced situations like that as well.  A single bad employee can set your company back for years.And how often do you see that a  single  bad relationship screws up all your future ones? Again, it’s the power of a rotten apple.As a realist and  pragmatist, I think we should avoid those folks. But because they are good at acting, it’s difficult to spot them. It’s not like they have a sign on their forehead tha t says, “AVOID ME.”So what  can  we do? First, we must do the right thing and always have a positive attitude. Second, we must become a student of psychology and human nature.I highly recommend everyone to study the work of Robert Greene, who dedicated all his books to this problem. Don’t use books like  48 Laws Of Power or The Laws Of Human Nature  to deceive people and get what you want.No, use the books to SPOT people who try to do that. To fight your enemy, you must know his every move.It’s not all badBut all of the above does NOT mean people are inherently bad. Far from it. People are good. I sincerely believe that.The most successful societies in the world are based on trust. We need to do everything in our power to keep it like that. And we must improve ourselves so our civilization improves over time. Gandhi famously said:“You must not lose faith in humanity. Humanity is an ocean; if a few drops of the ocean are dirty, the ocean does not become dirty.”Even though with social media today, it doesn’t look like it, but the majority of people are still good. Do not forget that. And if  we  are also good, those few rotten apples will eventually only spoil each other.This article first appeared on DariusForoux.com .  You might also enjoy… New neuroscience reveals 4 rituals that will make you happy Strangers know your social class in the first seven words you say, study finds 10 lessons from Benjamin Franklin’s daily schedule that will double your productivity The worst mistakes you can make in an interview, according to 12 CEOs 10 habits of mentally strong people

Survey 93% of Americans dont lend money to coworkers

Survey 93% of Americans don't lend money to coworkers Survey 93% of Americans don't lend money to coworkers Research has found that 69.3% of Americans think paying bills on time shows that someone is “well-off,” but other data makes clear how far people would go to help someone else out financially.Recent numbers from Lexington Law show that only 7% of Americans say they’d lend cash to the people they work with. But  the data also shows that men are 30% more likely than women to charge interest to friends and family.“Though the IRS requires that any loan be paid back with interest, even one to a friend or family, almost 80 percent of people never even consider that possibility,” according to the write-up.In terms of how the research was carried out, more than 2,000 Americans took the survey for the site.Here’s who Americans are open to lending money toThe results show that closest family members came in first place, but almost half said that they don’t like this idea at all: “Immediate Family:” 47% “No One:” 44% “Friends:” 20% “Extended Family:” 12% “Coworkers:” 7% But money matters can be tricky. That being said, there are certain things to keep in mind - like how to set expectations. Priyanka Prakash, a Senior Staff Writer at Fundera, told Bustle how to make the money lending process easier.“Even if you are a friend or family member of the borrower, draft up a quick note that contains the essential terms: the loan amount, the repayment deadline, the interest rate, the frequency of payments, and any late fees,” she told the site.Also, remember that the money you have to support yourself will come and go over time. After all, research has found that Americans spend an average of nearly $3,000 annually on different vices, such as takeout, lottery tickets and more.

The Power of One-on-One Meetings

The Power of One-on-One Meetings The Power of One-on-One Meetings Ever since Ben Horowitz wrote about one-on-one meetings in 2012, their popularity has increased and have been becoming a standard for many startups and small companies. Why? Because one-on-one meetings are a foundation for great companies. We know because we built our company on them. Heres what weve learned.What’s a one-on-one and what’s its objective?Traditionally, its the CEO who does all the one-on-ones in a small to medium-sized company. The goal is to build a strong relationship with every individual in the company and grow from the inside, one employee at a time. But these meetings also serve  to spot potential problems early on and avoid or tackle them as soon as possible. CEOs also use one-on-ones as a communication channel that brings transparency they can communicate important decisions and answer any questions that people might have. The format of the meeting allows the employees to share their thoughts, even give feedback to the CEO directly. It should be a safe env ironment where anything can be discussed. However, Horowitz wasn’t the first person to introduce me to this concept. It was David Coallier, who wrote about their objective and the impact on his company when he was a founder and CEO of Barricade (recently acquired). I was thrilled!Why we started doing one-on-onesWhen I started at as the first Dublin employee in 2016, I flew to meet the rest of the team and join them for a Power Week.  It’s something we do twice a year to work, hang out, and triple our productivity and fun. My goals for that week were:To understand what worked and what didn’t in the company To kick off some initiatives I had already identified were neededTo get to know everyone on the team The one-on-ones were the perfect format to achieve those three goals. During that Power Week, I did 13 half an hour one-on-one meetings, one with each of the employees and the founders. The meetings had an immediate impact on solving challenges pretty much on the spot. Thats why we decided to introduce  them as a regular practice. First within the leadership, and soon after that across the whole organization.How we do one-on-ones across the companyWhen we introduced one-on-one meetings across the organization, we were soon to be 20 employees and it wouldnt have been scalable if they were centered around the CEO. So instead, one-on-ones became a shared responsibility of the leadership team.We all agreed on 2 key aspects of the meeting:the employee dictates the agenda it’s their meeting rather than the manager’s, its a safe environment for the employee to share and ask anything   that could be related to their personal and professional development, to the company, team, product, or a specific situation that theyd like input on.And while we agree on those, we also have a lot of freedom to experiment with the agenda, approach, even the format, or frequency. Today, the one-on-ones at reflect our own personal styles and their adoption as a regular pra ctice came naturally. We do three types of one-on-ones within depending on the lead’s personal style:Solely focused on coaching listening,  in which  we discuss the individual’s personal growth inside  and outside of the company, including focus on self-discovery, and self-actualizationSolely focused on advising when we give feedback, where we discuss more operational topics, specific challenges, and brainstorm together how to solve them A combination of listening, coaching, and advisingRelated articles:Ving Tsun the martial art that’s improving our team’s productivityThe key to Leanplum’s epic growth? Company culturePower Week the one event that tripled the productivity of our teamHow one-on-ones help me as a CSOTo help the person get the most of the one-on-one, I ask them to share with me the topics they’d like us to discuss prior to the meeting. I do them every couple of weeks. I lead the one-on-ones with 4 people on the teamGeorgi, co-founder CEO Volen, co-found er COO CMO Dimitar, cofounder CPO Nikolay, customer success As a CSO who brings the long-term strategy into life in the mid to short term of the company, I need a regular overview of the current state of every bit of the company. The one-on-ones with the cofounders help me align the leadership team, calibrate our understandings of certain challenges and solutions for them, as well as give us a platform to help each other and take actions quicker. Our conversations with Niki from the Customer Success Department help me understand his challenges and support him in any way I can. For example,  will I advise him how to identify and overcome a challenge. Well brainstorm how to solve it together.Some one-on-ones are focused on growth and pushing our limits. We dedicated one of the meetings to discuss Niki’s Top Strengths. We reviewed each one of them and discussed what he enjoys the most about his role. That also helped us shape the role of the second Customer Success person that we are going to hire in Dublin. Thus, their skills will be complementary to one another and they can help each other.Questions I often ask during one-on-ones:What do you want to talk about today?What’s worrying you at the moment? That could be personal or professional. If it creates anxiety and the person wants to talk about it with me, we talk about it. When people dont feel happy or successful in their personal lives, its unlikely that they will grow to their full potential professionally. Why is that a problem? That helps me understand if we are looking at a symptom or the source of the problem so we can focus on what would make an impact rather than do a temporary fix on the surface. How can we solve this problem? Once we have identified the problem, we analyze it together, even brainstorm how to approach it. Sometimes we talk a bit how I would approach it or have approached it. For example, frequently  overcommitting results in an anxiety and in those cases, we sit down togethe r, list all of the things on their mind, prioritize them, reprioritize them, and delegate or drop a few things.When others lead one-on-ones with meIt’s not a coincidence that Volen our co-founder COO, and Denitsa our Team Operations both have one-on-ones with me. Volen often helps me with various challenges. Sometimes these are anxieties related to working remotely. When  working  on your own, physically removed  from anyone else on the team, it makes all the difference in the world to feel listened to, heard, and to hear “Okay, how can we fix it? No problem, we will solve this immediately”. Conversations with Denitsa have a different purpose. I talk to her about my experiences as a remote employee. This allows us to be a more remote friendly company, from the onboarding we do for new employees and  the benefits that we offer to the way company-wide meetings are structured. What’s next?Almost every one-on-one helps us identify current and potential challenges. We’ve ta ckled the majority of those on our own. But, we’ve also realized we occasionally need  help with some of those personal and professional challenges. We’re excited to share that Velina joined us as Talent Leadership Catalyst, to help us with the personal and professional success of everyone at . Currently, shes working with the leadership team and gradually starting to work with the rest of the team. How to balance one-on-ones and performance reviews?This will be a follow-up article in the upcoming weeks, so keep an eye on the blog. In the meantime, I would love to hear your thoughts on one-on-ones. Feel free to post them as comments or email me directly at vessy@.com.I’m based in Dublin, so shout out if you are around for a coffee. Also, I’m currently hiring here for a few roles:

U.S. Navy Brown-Water Sailors

U.S. Navy Brown-Water Sailors U.S. Navy Brown-Water Sailors The “Brown Water Navy” or Coastal Riverine Force was established during the Vietnam War and the  primary mission is to conduct maritime security operations by securing and defending the Navys high-value assets, critical maritime-infrastructure, ports and harbors both inland and on coastal waterways. In 2012, the Navy merged Riverine Forces and Maritime Expeditionary Security Forces to form the Coastal Riverine Force.  Under the parent command, Navy Expeditionary Combat Command (NECC), there are 22,000 Sailors assigned to NECC and half of which are Reservists who play an integral and mission critical part. There are currently seven squadrons within the United States with detachments abroad. Coastal Riverine Group ONE is comprised of Squadrons 1, 3, and 11 and are home ported on the West Coast. Squadron One is located in Imperial Beach (San Diego), Squadron 3 is in North Island (Coronado), and Squadron 11 is located in Seal Beach CA (San Diego) with detachments in Guam. Coastal Riverine Group TWO is comprised of four squadrons. Squadrons 2, 4, 8, and 10 are home ported on the East Coast.  Squadrons Two and Four are located in Little Creek VA. Squadron Eight is located in Newport RI, and Squadron 10 is located in Jacksonville, FL with detachments in Bahrain. The overall force currently consists of both active and reserve service members who operate more than 100 boats, weapons, and surface warfare gear.   The Brown Water Navy Training 21st Century Back in 2006, the need for a Coastal Riverine Force throughout the world where our Navy is present increased significantly. Not only here at home but abroad in war zones. The Navy’s first Coastal Riverine Group Squadron (RIVRON) of the 21st century completed Common Combat Skills training, the first phase of pre-deployment training at the School of Infantry (SOI) at Marine Base Camp Lejeune in 2006. Nicknamed Devil Squids by the instructors of SOI’s Instruction Training Battalion, RIVRON 1 received training in basic infantry skills, which they’ll continue to build upon until qualified to deploy. Riverines are being re-established by the CNO (Chief of Naval Operations) to extend the Navy’s reach back into the brown water internal waterways and rivers around the world. Many of the regions of instability are on rivers and waterways â€" in terms of boundaries and symmetric threats â€" that aren’t as easily viable as at sea with the ‘blue-water fleet. The FTX (field training exercise) training received will provide the foundation to continue developing individual and collective skills or competencies throughout their pre-deployment training cycle. They’ll build on those skills and when they move onto the more collective tasks and train as boat teams and detachments, every single Sailor is on one common ground. RIVRON 1 is comprised of Navy personnel of different ratings. Although this re-established brown-water Navy has a completely different mission than its blue-water predecessors, their job skill sets are valued on both platforms. Boatswain’s mates are combat coxswain of the small craft, OSs (operations specialists) will run our operations center, Seabee Sailors will take charge of the combat gear. It started out as a variety of rates, and they are all true to their rates â€" core rates doing the core missions, but applied in a different way. As a new command, these individual Navy ratings have built the foundation to become the new Enlisted Expeditionary Warfare Specialist. Now, the Enlisted Expeditionary Warfare Specialist Insignia is earned when assigned to the Coastal Riverine Force subordinate commands. RIVRON 1 Sailors continue combat training in July on machine guns, while officers and chief petty officers take leadership and tactical skills courses. Upon completion of the month-long training, the squadron enters the second phase of their training at Special Missions Training Center Camp Lejeune and are taught skills to operate small boats. The final phase of training involves the headquarters element. With the three separate detachments, everyone goes through a FEP (final evaluation problem) exercise to certify the command for deployment. The Riverine Squadrons deploy as an element to the Middle East and have made Naval History again as bringing back the Brown Water Navy Sailors into the 21st century. The commands are excited to have made history, become plank owners and now have over a decade of forward deployed experience in dangerous zone around the world. The types of missions assumed by these Riverine Units are the following: The Coastal Riverine Force is trained and equipped to conduct, port and harbor security, high-value unit security and escort, surveillance and reconnaissance, insertion and extraction of small units, and command and control for supporting assigned units.  Coastal Riverine Force members are capable of conducting 24-hour operations in all weather conditions and climates.

Dream internship alert Help save sea turtles in the Maldives

Dream internship alert Help save sea turtles in the Maldives Dream internship alert Help save sea turtles in the Maldives Love the ocean and want to do good by rescuing sea turtles who need your help? The Olive Ridley Project, whose mission is to clean up our oceans and help sea turtles, needs interns for two weeks during the month of August to work at the Marine Turtle Rescue Centre at Coco Palm Dhuni Kolhu, a luxury resort in the Maldives.It’s the first and only rescue center in the Maldives to be led by a veterinarian and is fully decked out with surgical and diagnostic facilities to rescue, rehabilitate, and then release our marine friends back into the ocean.Your duties will include: Attending rescue missions to collect turtles in need Assisting with the release of rehabilitated turtles back into the ocean Observing surgeries and medical procedures Cleaning holding tanks Interacting with guests who visit the center and giving them information on the turtles staying at the center Posting on the Olive Ridley Project’s social media platforms, to update on your personal progress and show a behind-the-scenes look of the Rescue Center. The position is unpaid but includes airfare, accommodations in a guest villa, dining at the hotel’s Cowrie restaurant, a sunset cruise and a guided snorkeling trip.Apply here  via 2-3 minute video application and a 500-word cover letter detailing why you would be a great fit. No previous experience is required, but you must be interested in working in a related field. Due date is July 1, 2019.You might also enjoy… New neuroscience reveals 4 rituals that will make you happy Strangers know your social class in the first seven words you say, study finds 10 lessons from Benjamin Franklin’s daily schedule that will double your productivity The worst mistakes you can make in an interview, according to 12 CEOs

Six Good Questions to Ask During Your Job Interview

Six Good Questions to Ask During Your Job Interview Six Good Questions to Ask During Your Job Interview So you’ve managed to successfully navigate your way through a seemingly successful job interview.  From showing up on time to dressing the part to showing off master in your field by thoroughly touting your skills and experience, things sseemto be going well.  The interview may be slowly creeping to a close, with dreams of job offers, bonuses and retiring to a tropical desert island dancing wildly through your head.  That is, until the much-dreaded awkward pause in conversation, or if the interviewer turns the tables and asks if you have any questions for them. At some point in most interviews you’ll either be called upon or have the opportunity to ask questions of the hiring manager or interviewer.  Rather than dreading this moment or *GASP* being caught unawares, having a go-to well of questions from which to draw can mean the difference between ending your interview on a dud or performing an employment version of a mic drop.  With that in mind, here are six good questions to ask during your job interview. 1. How Would You Define Success in the Position? Our first question is a double whammy for both making a great impression and setting yourself up for future success.  Asking how you can make an impact, what it takes to perform your job well and how you can be an employee superstar before you’re even in the door sets a great tone to your potential employer.  You’ll also have an idea of what you need to do in order to ace your performance review once you score an offer. 2. What do You Enjoy About Working Here? Another insightful question that will have your prospective employer looking forward to your hire date, wanting to hear about the positive qualities of a position shows that you’re interested in the long haul.  Phrase this question generally, rather than specifically asking about pay, benefit or advancement opportunities.  In addition to coming off as professional, you may also end up genuinely surprised by insights into company culture or perks. 3. What are the Biggest Challenges of the Position? Asking about the hurdles you may have to face in your new role instantly portrays you as a team player, a big plus for your would be employer.  Asking about problem areas or challenges also provides an opportunity to draw parallels to previous positions or your individual skills or experience that you could use to tackle the demands.  Bring in these personal touches in order to score big bonus points with the hiring manager or interviewer.   4. How Have Previous Candidates Been Successful in this Role? Asking about the accomplishments of those that have come before you is a multi-faceted strategy for gauging your own performance.  By asking this question you’ll have a better handle on how hard the performance bar is set.  This question also sets up a conversation about why the position is open which can help encounter potential landmines. 5. How is This Company Unique? Asking this question will give you some valuable insight into what insiders of your prospective employer think sets the company apart from others in their field.  Savvy job candidates can use this information to ensure they’re making good employer choices when confronted with openings across their desired field.  If you’re currently employed, compare these qualities between companies to help make close calls on leaving your existing role. 6. How Do I Compare to Your Ideal Candidate? Sure, the last on our list of good questions to ask during a job interview may be a bitleading.  When all else fails, however, it’s often best to take the direct route to getting a solid assessment of your chances at scoring a job offer.  This type of question can often lead to surprising and frank questions regarding your strengths, weaknesses and an insight into how you appear to future interviewers.  If you’ve performed particularly well during the interview, you may even get a hint as to an upcoming offer, or at least info on how you stack up to other candidates.

How to Stop Being So Cliquey at Work - The Muse

How to Stop Being So Cliquey at Work - The Muse How to Stop Being So Cliquey at Work Who are your friends at work? Are they people you’ve known seemingly forever? Do you connect over conversations about Crossfit or how you can’t get enough of The Weeknd’s jams (even on weekdays)? Or maybe you’re food soulmates, having claimed a vegetarian corner of the office fridge and bonded over discussions about the health benefits of green juice? That’s all great, and it’s important to have friends at work. However, when was the last time you welcomed someone new into your group, grabbed coffee, or had general chitchat with somebody other than the usual suspects? If you can’t remember, you’re probably pretty cliquey. While having friends at work is great, being exclusive can stall your career growth and advancement. Not only that, but by associating yourself with the same people day in and day out, you miss out on all the benefits of workplace diversity. The good news is that there’s a quick and easy fix. Here are a few signs you’re being cliquey, complete with recommendations on how to fix it without completely leaving your comfort zone. 1. You’re Part of the Coffee Crew Each morning, at the same time, you go to the same coffee shop, with the same co-workers, where you enjoy the same toasted sesame bagel with light cream cheese and a coffee, and talk shop. Your conversations follow the same pattern taking the form of complaining about the latest organizational changes, your ever-increasing workload, or that client you just can’t stand. Boring! The Solution: Break Free From the Herd (Occasionally) Choose at least one day a week to take a break from your breaks with your usual group and ask someone you don’t normally socialize with if he or she’d like to grab something. If your friends look at you funny when you say you can’t make it this morning, tell them that you want to learn more about another department (it’s true- and it’s good for your career). 2. You Gossip You’ve heard that office gossip isn’t all bad. And when you’re around certain people you really spill- sometimes unaware that you’re crossing the line from banter to just being negative. Sure, maybe you think you’re being discrete by only dissing your assistant’s poor spelling in whispers or your boss’ lackluster fashion behind closed doors- but your comments will definitely get around eventually. Nothing will remind people of middle school faster than the person spreading rumors- and no one wants to be reminded of middle school. The Solution: Lead by Example Even though you and your friends aren’t saying negative things directly to co-workers, you never know what might get back to them. The best thing to do is lead by example. Stop criticizing or gossiping about your co-workers even when you’re with your trusted friends. Have a colleague who is always sharing the latest salacious office tidbit? Use these great responses from Muse writer Aja Frost to shut down even the most persistent gossip. The best part is that they’re phrased in such a way that you won’t come off as condescending. 3. You Play Favorites It’s only natural to support your friends. But, have you ever bolstered your buddy’s initiatives just because you’re close? Did you ever stand behind her even when her idea was misguided or when someone else had a better one? Have you given your friend a leg up while overlooking someone who may have been more deserving? You might just see this as being loyal, but it’s cliquey behavior through and through. (Additionally, this can have some dire business consequences.) The Solution: Show Your Support to Everyone If you think that you might be over-promoting your pals, take a step back and assess how you can show support to each and every person on your team. Even if your friend is deserving of preferential treatment on the basis of merit, it’s your professional duty to ensure that you have the back of everyone you work with. After all, you want everyone to support you when it’s your idea. The workplace will always have its fair share of cliques, but you can do your part. As you strive to be a more inclusive colleague, you create the opportunities to develop new relationships that could grow into valuable friendships. With the support of these new friends, and a reputation for being a welcoming colleague, doors will open and your career will flourish. Photo of friends courtesy of Shutterstock.

2019 survey on dating and distance how far are people willing to look for love

2019 survey on dating and distance how far are people willing to look for love 2019 survey on dating and distance how far are people willing to look for love Online dating fundamentally changed how we connect with others, and even how we date and fall in love. From Tinder to Bumble, Hinge, and even FarmersOnly.com, it’s easier than ever to find a match almost anywhere in the world.Follow Ladders on Flipboard!Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!Yet, while you can connect with someone on the other side of the globe, most people say they are still looking for romance close to home. In our recent survey, HireAHelper uncovers exactly what distances people are (or aren’t) willing to go to find love.Survey highlights When dating, most people’s limits for finding a partner are their state borders. Two-thirds (68%) say they’d look for a partner within their state borders or closer; this includes a third (35%) who wouldn’t look for love outside their neighborhood or city. When dating through apps or online,  the limit on love is 30 miles or less. Two-thirds of people say they’d set a dating app or site’s location radius for matches at 30 miles or closer. More people are against getting into a long-distance relationship (41%) than are open to it (27%). Should they find a long-distance partner, however,  many would consider moving to be with them  -  44% would be open to the idea, compared to 26% who would be against it. A long-distance relationship should last at least six months or more before considering a move to be together. 68% say they’d need to be dating for a period longer than six months. Among those who have moved to be with a partner, 30% met their significant other online through a dating app or site. Two-thirds of people set a dating app location radius of 30 miles or lessAfter picking out your sharpest selfies,  it turns out the biggest decision you make when setting up a dating profile might be setting your location radius for matches. Most dating sites and apps require that you set a location radius that tells the platform how close or far you’re willing to look for love.Overall, 30 miles or less seems to be the magic number -  about two-thirds (62%) say they would set a distance radius at or under that amount if they were to use a dating app.On dating apps, what location radius would you set as the max distance for matches?Millennials are generally more likely to set a smaller radius, with about half (49%) open to matches within 20 miles or less. This could reflect the stage of life they are at. With more open to casual dating and also with a larger pool of peers also looking for partners, they might feel they don’t need to look very far for matches.Men are also more lik ely to set a smaller radius on dating apps, with 48% setting a dating radius of 20 miles or less -  compared to 42% of women.Dating and distance: 2 in 3 wouldn’t date outside their stateWhen it comes to looking for a new partner, most people are unwilling to search too far from home.We asked people to name the furthest distance they’d be willing to go to find a partner if they were to start their search today. About a third (35%) are willing to look for potential partners only as far as either their city or neighborhood. Another 29% would be willing to look within their state or closer for a partner. In all, two-thirds (68%) of people had distance limits within their state lines or closer. State lines are the boundaries or potential love for most -  but not all. Some people said they were willing to go the distance for true romance:  13% would be open to dating matches across state lines or further. Another 9% say they wouldn’t consider distance when dating.Here’s a look at how dating distance preferences differed among specific demographics: Relationship status:  Single people who are actively dating or seeking a partner are less likely to say they aren’t willing to look for partners beyond their city limits (48% compared to 39% among general respondents). Gender:  Men are more likely to say they would only look as far as their neighborhood or city (43%) compared to women (37%). Orientation:  People who identified as homosexual or bisexual are more likely to be willing to look for love across state lines (16%) or to not consider distance (12%). If you were seeking a romantic partner, how open would you be to a long-distance relationship?In line with the trend of people saying they’d look for love closer to home, more people say they’d be against entering long-distance relationships (41%) than would be open to it. That includes 17% who would be “very against” a long-distance relationship, as well as 24% who’d be just “somewhat against” it.That’s far more than the 27% of people who are open to a long distance relationship, of which just 7% say they’d be “very open” to such an arrangement.Additionally, 6% say that distance wouldn’t matter to them, and another 27% are neutral on the topic.Going by generations, millennials are the most open to long-distance dating. Just 39% would be against it, and 30% are open to it.It’s not a shock that most people prefer to date closer to home and would prefer not to be in a long-distance relationship. The miles between them can make it trickier for couples to connec t with each other, strengthen their bond, and develop and grow as partners.But while a long-distance relationship isn’t what most people would look for, if it happens, they say they’d move to pursue it.When asked how willing they would be to relocate for a long-distance partner, 44% say they’d be either very or somewhat open to the idea. By comparison, just 26% say they’d flat out be against (again, either very or somewhat) the idea of moving for a significant other.But among people willing to move for love, nearly half (49%) say they’d be open to relocating across state borders or further. That includes 17% who would move as far as across the country, and 7.4% who’d consider moving out of the country for love.To warrant a move, 2 in 3 think a relationship should be 6 months or olderThe length of a long-distance relationship is also a major factor that plays into deciding whether to move for love, our survey finds. Two-thirds (68%) say they’d consider moving for a roma ntic partner only after being together for six months or longer.So who would be willing to move for a partner they’ve dated for less than 6 months? Twenty percent of respondents say they’d consider moving for a partner at or before 6 months of dating.Women are more likely to say they wouldn’t move for a romantic partner (13% women vs. 11% of men) and are more likely to expect to be together for more than a year (41% vs. 35% for men).Men are more likely to expect to be together for a shorter time before relocating, with almost a quarter (24%) expecting to be together for 6 months or less compared to just 18% of women.Most long-distance couples meet on dating apps and sitesLooking for love and are open to long-distance relationships? You’re best off trying your luck on dating apps and dating websites. Three in 10 people who moved for love say they met their romantic partner through a dating app or website.But don’t be afraid to try old-fashioned matchmaking methods, either, such as getting set up or introduced by family members or friends.  Twenty-two percent say they met the partner they moved for thanks to their social circle. Another 15% met their significant other in a social setting, and 14% met through work.While most people won’t be looking for long-distance love, if it happens, moving can be a smart move. Our survey also showed that  moving for love works out  more than it doesn’t. Of people who have moved for love, 73% say they’re glad they took this step.This article first appeared on Hire a Helper.

What to Do When Someone Just Viewed Your LinkedIn Profile

What to Do When Someone Just Viewed Your LinkedIn Profile What to Do When Someone Just Viewed Your LinkedIn Profile LinkedIn has grown into one of the most powerful online platforms for social, career and job-related networking. It’s popular among employers and employees alike and that’s what makes it a lively place where these two worlds keep interacting. Regardless of your current employment status, LinkedIn can take your career prospects to the next level. The first step towards making a good impression is updating your profile and crafting a cool summary. Once you’re done, you can sit back and watch people come and have a look. And thats really what makes LinkedIn great - the sneaky feature that will tell you when somebody stumbles upon your profile. It might as well have been just an accident, but those people often have a reason to check you out. Our guide will show you how to transform this treasure trove of complete strangers into a bunch of full-blown connections that will give you a leg up in your career. How did they find me? If someones viewed your LinkedIn profile, they must have used one of these tools to land on your page: LinkedIn News Feed Stay In Touch sidebar Regular search (or searching  for keywords, company, location, industry, etc.) Recruiters Tool (with this tool, recruiters are invisible to you) Regardless of the tool, its always a good sign when theres someone out there interested in what you do and theres a chance they might want to learn more about you. How can I see who viewed my LinkedIn profile? Youre probably eager to know whos been checking you out on LinkedIn. However, the amount of information differs depending on whether youre using a basic free membership account or a premium subscription. Naturally, premium membership comes with extra features that make it worth giving it a thought (LinkedIns offering a free 1-month trial). Lets sum up the differences: With a basic free LinkedIn account, you can: see up to 5 results of who has viewed your profile the number of visits to your profile the number of times youve appeared in search results With a premium LinkedIn account, you can: see an unlimited number of people who have visited your profile see other information like trends in viewership and industry representation Note that the information you can see concerning people whove viewed your profile depends on their privacy settings, not on your membership. Having a premium account doesnt let you see any additional information about viewers if they chose to provide restricted access to their profile via their own privacy settings. There are 3 levels of privacy settings on LinkedIn that can prevent you from seeing the identity of other people checking out your profile: Name and headline. You will see their name, job title, and employer. Partially anonymous. You can see limited information like title and industry or company. Totally anonymous. You will see only LinkedIn Member or Someone from the Russia. Where can I see my profile views? There are two ways to see the information about who has viewed your profile. Click the Me icon at the top of your LinkedIn homepage. Click View profile and then Whos viewed your profile on Your dashboard. Just click Whos viewed your profile beneath your profile photo on the left rail of your LinkedIn homepage. The Whos viewed your profile feature displays your profile visitors in the last 90 days.   Should I contact someone who views my profile? So there’s a bunch of people that seem to be - for some reason - interested in you. Now what? Should you message them right away or just connect with them? Or rather not? It all depends on who’s the one looking at your profile. It can be an old colleague youd love to get back in touch with, a hiring manager youd be thrilled to hear from or someone who could potentially help you network your way to a new job at your dream company. You need to become a Sherlock Holmes of sorts. Understanding why they viewed your profile or how they found it will help you decide if or how to respond. Here are three possible scenarios together with example messages that will help you start the conversation: When a hiring manager views your profile The hiring manager for that job that you recently applied for checked out your profile. A good sign? Well, definitely! The employer’s interested enough in you to dig in a little deeper.   But when it comes to how you should react, choose patience. Don’t let your excitement cloud your judgement. First, you should realise this is just another step in the hiring process. In the age of social media, checking out applicants’ online blueprints by recruiters is an easy way to find out more about prospective employees before inviting them for an interview. And what if the HR manager never gets back to you? If nothing else, at least you have the name of the recruiter you can connect with. And that’s always a better way of staying in touch than through a generic email communication via something like jobs@company.com. When the viewer’s working for an awesome company However, if you notice the viewers work for a company that’s been on your radar for years or if you see some sort of connection, failing to message them could as well result in a missed career opportunity. LinkedIn is not the place to be shy and wait for the miracle to happen. If you want something, you need to ask for it. The worst thing that can happen is that they won’t reply at all. All in all, you have very little to lose. But that doesn’t mean you shouldn’t spend some time crafting your message. Start by making it clear why youd like to connect, including how you might be helpful to them. You can either reference that they’ve viewed your profile or simply your reason for reaching out based on their background. Here’s an example message if there’s an open position you know about: Hello Katie, I see youre working as a Project Manager at Company X. I recently submitted my application for an open Account Executive position there, and am looking forward to finding out more about the opportunity â€" it seems like an awesome place! Best,  James And here’s a message to send when the company’s not hiring at the moment: Hi Katie, I hope you’re doing well!  I see youre working work as a Project Manager at Company X. I’ve admired their work for quite some time, so I thought I’d connect with you here!  Looking forward to keeping in touch. Best,  James When youre not sure why they were looking Let’s say you have no idea who the viewer is. First, check out their profile in return and see if there’s anything you share with that person. You might have graduated from the same school in the same time period or with a similar major, for example. Maybe you were both working for the same company (but at different times or in different locations), live in the same city or have lots of mutual connections. And that’s a great reason to start off a conversation. However, LinkedIn’s default connection message is an autopilot that will do more harm than good. Tailor it to make it more personal and motivate the person to engage with your profile. It doesn’t necessarily need to be a page long essay, but make sure to include all connections, interests or experiences you share. Focus on a common bond between the two of you and make it clear why you’re making the connection: Hey Katie, Thank you for looking at my LinkedIn profile!  My name is James and I’m a SoCal-based freelance writer. I’m always looking to expand my network of contacts (especially with fellow UCLA alumni!), so I’d love to connect with you here.  Looking forward to keeping in touch and finding ways to help each other out. Best, James If nothing of that is true, chances are the viewers lacking an obvious connection may have accidentally clicked on your profile. Sometimes during the search one may click on the profile of someone else with an identical name, for example. So if you decide to reach out, you dont necessarily need to remind them that they viewed your profile. Often they may not even remember doing so. Here’s an example of a message that you can send to someone you know nothing about: Dear Katie, Hope you’re having a great week! I would like to connect with you because I’m always open to hearing about great opportunities and will be willing to help you with any of your searches if I can. Best,  James 4. When should I reach out? You sure dont want to come off as a LinkedIn weirdo that’s impatiently waiting till someone pays a visit to their profile and then bombards the viewer with questions like “How did you find me?” or “Why were you checking me out?” Let’s say it’s a recruiter or hiring manager that you want to hook up with (Which is great news!). But the worst thing you could do is convey the impression that youre desperate and immediately prey on everyone who views your profile. Stalking people on social media can make a rather bad impression. So take your time and dont shoot a message at people immediately after they view your profile. Waiting a day or two before sending a message will do the job. Use LinkedIn to your advantage LinkedIn is the most powerful professional network and it’s a great idea to harness all of its potential for networking. It’s teeming with opportunities that are within your hand’s reach. Never before has it been so easy to engage in conversations that can enhance your professional life. So if you want to advance your career, LinkedIn is the fastest way to connect with hiring managers and industry professionals from around the globe. After all, firing off a message and kick starting a relationship online is far easier than having to attend dozens of job fairs and professional conferences, right? Share Your Feedback or Ideas in the Comments!