A Prosthetic Arm Bangs the Drums

A Prosthetic Arm Bangs the Drums A Prosthetic Arm Bangs the Drums A Prosthetic Arm Bangs the DrumsJason Barnes had dreamed of being a professional drummer since he was a teenager. But when he lost part of his right arm in a workplace accident at the age of 22, that goal was put in jeopardy.Barnes didnt give up. After the accident, he built himself a homemade prosthetic drumstick unfortunately that tool didnt give him the control he needed to play at a professional level. Then he teamed up with Gil Weinberg, a professor in Georgia Techs School of Music and the founding director of the Georgia Tech Center for Music Technology.We got a call from somebody who said one of his students lost his hand and is looking for a myoelectric robotic arm that would allow him to control and play music, almost like a wrist that he didnt have any more, says Weinberg, who is also a musician himself and an inventor of experimental musical instruments.For You Sensors Allow Robots to Feel SensationGil Weinb erg (left) developed a prosthetic that enabled Jason Barnes (right) to play drums again. Image Georgia TechTogether they made prosthetics that enable Barnes to continue making music. Not only can he drum, but he can also play the piano and the guitar. For more than a decade, Weinberg had been developing robotic musicians that performed as separate entitiesthat is, not attached to the body.The idea was to have artificial creativity algorithms driving these robots, says Weinberg. They listen like menschenwrdig, understand rhythm and beat, but when they improvise they use genetic algorithms to create music. One of his most popular robots has been Shimon, a marimba-playing robot that uses artificial intelligence and creativity algorithms to listen to, understand, and collaborate with menschlich musicians.The doomsayers talk about robots taking away your jobs, and here is one example where the human wont have a job without robotics.Prof. Gil Weinberg, Georgia TechThe goal for Barnes was different. Although it is possible to drum with only one armnotably, drummer Rick Allen continued performing for the rock group Def Leppard after a 1984 car accident took his left armBarnes wanted a prosthetic that would allow him to play drums very quickly and with great accuracy.Since he wanted the capability to flex and relax his muscle so that he can control the type of stick thats being held, we put electomyographic sensors on the muscle, to make it tighter or looser, Weinberg says. The hardware in the arm, according to Weinberg, uses two motors to boost dexterity and speed. The software includes a genetic algorithm, neural network, and deep learning to convert the signals from Barness muscles into movement of the drumsticks.The success Barnes had with his prosthetic prompted Weinbergs team to build an auxiliary arm that attaches to the shoulder and is controlled via brain signals. They have also used similar AI techniques to develop a prosthetics hand dexterous enough to enabl e Barnes to play the piano.This technology can be used for anything that requires finger-to-finger dexterous control, says Weinberg, who hopes to commercialize it. The human-robot collaboration has been life-changing for Barnes, who is now a traveling musician. He has performed on stage, including at the Kennedy Center in Washington, DC, and internationally.The doomsayers talk about robots taking away your jobs, Weinberg says, and here is one example where the human wont have a job without robotics.Hear More Listen to the first episode of ASME TechCast Building the Case for a Diversified Workforce For Further Discussion

How to Convince Your Boss to Let You Work From Home

How to Convince Your Boss to Let You Work From HomeHow to Convince Your Boss to Let You Work From Home Whether it was when you were stuck in traffic, waiting for a delayed train, or rounding out your 11 th hour at the office, the thought has probably popped up what if I worked from home?These days, trends like telecommuting, flextime , and fully remote work are becoming increasingly prevalent. So how do we get our baboes to hop on board? To find out mora, Glassdoor reached out to Kerry Hannon , career expert and author of Love Your Job The New Rules for Career Happiness. Hannon says that the research for Love Your Job , as well as interviews with hundreds of workers, has shown a simple truth that more flexibility in scheduling day-to-day activities leads to greater happiness on the job. With Hannons insights, weve drawn up a 7-step plan to convince your boss that its time for them to join the trend and let you, too, work from home . Have employees from your c ompany worked from home in the past? Did they work partially or fully remotely? What kind of jobs are the fruchtwein suitable for remote work? These things are crucial to find out before you start mapping out your strategy. If no one from your company has ever worked remotely, you might have a more difficult sell to your boss than if its a common occurrence. In addition, your colleagues are an invaluable resource in your preliminary research. Hannon suggestsasking people how you work with who have the option to work from home about how theyre faring with it. What are the challenges? The rewards? How did they ask the boss if they could work from home either full-time or part-time? Hannon suggests asking. Now that you have some information under your belt, its time to plan your strategy. How can you present this information in the most compelling way possible? Thats why step two, planning the conversation, is arguably the most important step in the whole process. The better you can pl an, the more sympathetic your boss is likely to be. According to Hannon, failure to plan ahead is one of the biggest mistakes that employees looking to ask their boss for remote work make. From my experience, people dont take the time to do the soul-searching and strategizing they ought to before the big meeting with the boss, Hannon says. Hannon advises developing a well-defined proposal beforehand that gets into every nitty-gritty detail of how youll telecommute, including the number of hours youll work from time, when youll be in the office to work or attend meetings, and how youll factor in unexpected overtime. You must be able to articulate how having the flexibility to work from home will make you more efficient. It will eliminate a long commute, for instance. Increased productivity is a top reason employers are willing to let employees work remotely, says Hannon. Its hard to know in advance when your boss will be having a good or bad day (and therefore be more or less rec eptive to your ask). But there are definitive clues to when its a good time to have the work from home conversation, and when it isnt it just takes a bit of poking around to find out what these clues are. Is your department facing cutbacks? Is his or her boss putting pressure on for better results, or is there a big project facing a deadline. If so, you might need to pump the breaks and wait until things are less stressful, Hannon advises. When youve done your research, made your strategy and found the right time to talk about it, its time for you to make the big ask. At this point, remember its important to not just put your request in terms of how you will benefit you ( Ill be less stressed, I can spend less time commuting, I can spend more time with family ), although these are all important to bring up. Its also crucial to talk about how these will benefit your boss and your company ( youll have a more productive worker, there will be more time for me to work on nights and weeke nds for you, and so on ). When we asked Hannon what the very first line in this important conversation should be, she suggested starting with Id like to explore the opportunity to work from home and how you and the department can benefit. Having an employee ask if they can work from home may be foreign territory for your boss. They may have fears that youll slack off, be less reachable, or less able to collaborate with your team when youre working outside of the office. Its your job to be able to quell these fears. For this reason, Hannon suggests starting with baby steps. Rather than asking if you can immediately transition to fully remote work, take it one ask at a time. This could be through a three- to six-month trial period, or through a transition to 1 or 2 days per week where youre working from home. After this trial period, you can go back and evaluate how working from how is going for the two of you. During that pilot period, communication will be the key to your success , so you need to stay connected and open about any obstacles on either your part, or from your bosss perspective, that need to be dealt with immediately, says Hannon. The trial period is a critical time to show your boss that youre up to the task of working from home and that as you previously told him or her, that it will make you more productive . There may be a long time eu-agrarpolitik between when you make the first ask to your boss, and you fully transition into the work from home schedule that you were hoping for. Many compromises and tweaks may need to be made along the way. So take things one step at a time, be prepared, and hope for the best.

3 questions to ask yourself before you relocate for a new job

3 questions to ask yourself before you relocate for a new job3 questions to ask yourself before you relocate for a new jobMoving to a new city is never as easy of the advice of just move to where jobs are makes it seem. Moving for a job is a big career decision where you must carefully weigh unknowns that all boil down to answering the question of, is it worth it? More of us are answering, no.The Pew Research Center reported that Americans are moving at historically low rates, largely due to millennials staying put. Although millennials are less likely than the millennials of decades pastto have a partner, house, or a child,current millennials are a groupthat are dealing with fewer labor market opportunitiesin the wake of a recession andhigh student debt- factors that make the risk of moving particularly unappetizing.But you also dont want to look back with regret of an opportunity that you let pass. Movingfor a new job can be the jumpstart your career needs. None of these decisions comes without risk, however. Heres a list of considerations to weigh risks with rewards so you can make the most informed decision.Will this job make me happy?A good new job should be an opportunity for growth that will outweigh all the pangs of relocation. If youre leaving friends and family behind to live in a place where youll have to start over, that could be a major deterrent.Even then, starting over may be worth it in the long run.More millennials are willing to uproot their lives to find that elusive work-life balance they desire. 38% of millennials inAmerica saidthey would move to another country forbetter parental leave benefits. In those cases, finding a job that offers better work flexibility, even if its on the other side of the globe, can be worth it.Its also important to recognizethat no job is perfect. But a new job should fill you with more excitement than dread. If you know you would be secretly relieved if the offer fell through, its time to reconsider.Having secon d thoughts are normal, but third and fourth thoughts require deeper introspection. Wheres the source of this uncertainty? Are you unhappy with your current job or your career? We already know that work shouldnt define your identity. If youre unhappy with your career, recognize that a new job is not a cure-all solution and this unease with yourself will follow you job to job.Whats the financial cost of moving?Before you accept a job offer to move, you should always ask to see if your company will cover your relocation expenses and you should aggressively negotiatefor your salary to be abovethe zentralwert salary in that city for your job. A general rule of thumb is that you should earn 10% to 20% more than your current salary when changing jobs in the same city, workplace expert Lynn Taylor advised. But when youre relocating, you can generally be a little more aggressive. After that, youll need to calculate what youll need to comfortablylive in a new city.Will you be able to afford a car? Can you afford to live in a neighborhood thats close to work? Knowing the full cost of living in a new city means calculating the affordability of everything from neighborhoods and schools to publictransportation. Beyond the salary, assess a comparison of the local costs such as education costs, fuel and utilities and income taxes, Jill Knittel, chief operating officer at Employee Relations Associates, told CBS News.Whats the future of this company?The job landscape is littered with horror stories of employeeswho were laid off shortly after relocating to a new city for ajob. Although no job is certain, the best way to mitigate that risk is research.Luckily, theres more information than ever about companies thats publicly available. Making an informed decision to movemeans reading trade journals, Glassdoor reviews, LinkedIn bios of employees, chat boards and Twitter threads of ex-employees. Researchingmeans reading up onwho is funding the company and ultimately, who are the sta keholders who will make sure you get paid. It means talking withemployeeswho have the jobs youd want to have and it means digging into why people have left the company.Once youve done all this, you will have a clearer sense of the companys future and whether you will fit in its vision one year to five years down the line.

Showing Respect When Dealing with Performance Issues

Showing Respect When Dealing with Performance IssuesShowing Respect When Dealing with Performance IssuesShowing Respect When Dealing with Performance IssuesByDenny Strigl and Frank Swiatek, authors of Managers, Can You Hear Me Now Hard-Hitting Lessons on How to Get Real Results When you have an environment focused on results, its critical to address employee wertzuwachs issues quickly. When an employee is missing targets, the manager must act to correct the course and get the employee back on track.Though avoidance by managers to address these issues is common, it is not the best policy. Managers often avoid discussion ofemployee wertmiger zuwachs issues because they befriend employees, are concerned about making an employee upset, or prefer good-news conversations rather than bad-news ones.The challenge for the manager, therefore, is to develop the skills and motivation necessary to facilitate effective wertmiger zuwachs discussions leading to better employee productivity.The key sk ill in resolving these matters is the actual initiation of the employee performance discussion. Most managers know what they want to talk about in the meeting, but they rarely spend time on how they are going to open the conversation, nor do they think about the specific words they are going to use. As a result, they often improvise the opening, and poor results tend to follow.Why? Because the opening words often sound disrespectful. The conversation results in the creation of two separate agendas the managers and the employees. The managers agenda is to refocus the employee on productive behavior and finish the conversation quickly. The employees is to recover his or her sense of self-esteem and self-worth.Employees often become defensive and start to rationalize and make excuses for their lack of performance. They will also try to recover their self-esteem by focusing on all the good things they have accomplished, while not being terribly interested in discussing their performanc e weaknesses. Nor will they be interested in ending the conversation as quickly as the manager. This is exactly how discussions of performance issues go awry, with very little good coming out of them.To keep performance reviews focused and productive, I recommend taking a few minutes to plan your opening remarks carefully, using these principlesKnow your state of mind going into the performance discussion. Your state of mind has to be right for the performance discussion to be productive. If you are extremely upset or angry and you want to rip into somebody, your attitude is disrespectful and is likely not to produce the long-term results you want from the meeting. Yes, you will probably feel better after you have vented with this approach, but thats not the point, is it? Remember to focus on your desired outcome improved employee performance.You want the employee to be successful. If you find yourself in a bad state of mind, it is better to take a short cooling-off period and dela y the discussion temporarily until you can focus on the performance issues. Only when your state of mind is fully focused on helping the employee succeed is it time to initiate the discussion.Respect the employee, but attack the performance issue. Let your first set of words in the meeting focus on the performance issue, not the person. Managers violate this principle every day during performance discussions by using comments like, Jan, you are going to have to raise the bar on your performance or Bill, you have got to get your act together In such instances, the employee may feel attacked personally and will tend to respond defensively by overexcusing and overjustifying his or her actions.Notice the focus is on Jan or Bill the person in each of these comments, and also notice the lack of direct and specific language. Ask yourself what the person is doing or not doing and let that be the focus of your opening remarks. Try initiating a performance discussion in a respectful way, su ch as, Robert, your sales are off by 32 percent for the first half of the month, or Ellen, your store checklist has not been completed seven times in the last month. unterstellung statements are direct and specific and focus on the issue and not the person.Take an ask approach and not a tell approach. Once you make your opening statement, take an ask-listen approach by simply asking a question that will help uncover what is behind the performance issue. For example, Tell me, whats happening? or What are your ideas for turning this around? This approach will help you set the right climate for a problem-solving discussion to occur.If you have the right intentions, if you focus on the performance issue by being specific, and if you ask rather than tell, you have the ingredients for a productive meeting that can resolve the performance issue. And most important, you have treated your employee with respect.Copyright 2011 Denny Strigl and Frank Swiatek, authors of Managers, Can You Hear Me Now Hard-Hitting Lessons on How to Get Real ResultsAuthor BiosDenny F. Strigl, former president and CEO of Verizon Wireless, spent four decades in the telecommunications industry. He serves on the board of directors of the Eastman Kodak Company, PNC Financial Services and PNC Bank, and Anadigics, Inc. Frank Swiatek is a performance consultant and speaker who has had more than 3,400 speaking engagements and seminars and has worked for more than 25 Fortune 500 companies, including Verizon Wireless.

Glassdoor Announces Awards Criteria for Best Places to Work 2019

Glassdoor Announces Awards Criteria for Best distributions-mixs to Work 2019Glassdoor Announces Awards Criteria for Best Places to Work 2019 Is your company a Best Place to Work? If so, you can help your company win a 2019 Glassdoor Employees Choice Award for the Best Places to Work .Today, Glassdoor is excited to share the 2019 awards criteria in advance to help employees and employers better understand what it takes to be considered.Unlike other workplace awards, there is no self-nomination process and no costs involved. To win a Glassdoor Employees Choice Award, winners are determined based on feedback provided by those who really know a company best - the employees. If employees dont share reviews on Glassdoor during the year-long eligibility timeframe, an employer cannot be considered. Thats why we encourage all employees to share a review today.For the 2019 Employees Choice Awards recognizing the Best Places to Work, Glassdoor will feature six distinct cat egories in multiple countries. For each category, company reviews and ratings from current and former employees will be considered between October 23, 2017 and October 21, 2018. Reviews submitted after October 21, 2018 will not be considered for the 2019 awards.While Glassdoor accepts reviews from former employees within five years of leaving a company, for the Employees Choice Awards, only reviews from former employees who have left the company in 2018 or 2017 will be considered.In addition, each list of winners is based on local employee feedback shared on Glassdoor. For example, reviews from U.S.-based employees will be used to determine if an employer is eligible for a U.S. list , while reviews from UK-based employees will be used to determine if an employer is eligible for the UK list . An employer can win a Best Place to Work award in multiple countries.To determine the 2019 winners, quantity, quality and consistency of reviews will be taken into account during the eligi bility timeframe. The following information sheds more light on these three areas 1. For quantity of reviews , a minimum number of ratings are required across eight workplace attributes that employees can rate when submitting a company review . They include overall company rating, career opportunities, compensation & benefits, culture & values, senior management, work/life balance, recommend to a friend and six-month business outlook. If there are not enough ratings across any of these eight workplace attributes, a company will not be considered. These eight workplace attributes will all be taken into account as part of Glassdoors proprietary algorithm to determine winners, led by Glassdoors Economic Research and data science teams.To be considered for a specific category, an employer must meet the following requirements during the eligibility time frame100 Best Places to Work U.S. large companies At least 75 ratings across the eight workplace attributes from U.S.-based employe es At least 1,000 employees at the end of the eligibility timeframe.50 Best Places to Work U.S. small & medium companies At least 30 ratings across the eight workplace attributes from U.S.-based employees Fewer than 1,000 employees at the end of the eligibility timeframe.50 Best Places to Work UK At least 30 ratings across the eight workplace attributes from UK-based employees At least 1,000 employees at the end of the eligibility timeframe.25 Best Places to Work Canada At least 25 ratings across the eight workplace attributes from Canada-based employees At least 1,000 employees at the end of the eligibility timeframe.25 Best Places to Work France At least 20 ratings across the eight workplace attributes from France-based employees At least 1,000 employees at the end of the eligibility timeframe.25 Best Places to Work Germany At least 20 ratings across the eight workplace attributes from Germany-based employees At least 1,000 employees at the end of the eligibility timefra me.For all categories, an employer must also have at least a 3.5 overall company rating, and workplace factor ratings (career opportunities, compensation & benefits, culture & values, senior management, work/life balance) of at least 2.5 during the eligibility period. Plus, employee count must be current on Glassdoor as of October 21, 2018. The Glassdoor review panel will rely on the company size, indicating the current number of in aller herren lnder employees, on an employers Overview page to help assess eligibility. Employers have until October 21, 2018 to update company size on their Glassdoor profile with a Free Employer Account . The awards also take into account various types of employment status including full-time, part-time, contract and freelance, however, intern reviews are not considered. Reviews from employees at universities, multi-level marketing agencies and in the armed forces are not considered. 2. For quality of reviews , Glassdoors proprietary awards algorithm also takes into account what employees have to say that shows winners truly outshine the rest. Quality reviews are those that help job seekers by offering insights and feedback into what its really like to work at a company, including whats working well, what needs improvement and advice to senior management, which employees are asked to share when completing a company review. 3. For consistency of reviews, Glassdoors proprietary awards algorithm also looks at trends over time as it relates to both the quantitative and qualitative insights shared by employees. In some cases, if an employer lacks quality and/or consistency of reviews, it can impact results and/or eligibility. Tip We encourage employers to check out free resources into best practices of Best Places to Work winners to learn more.Commitment to integrity for all employers As part of determining award winners, Glassdoor is committed to the highest level of data integrity and reviews quality, including treating all e mployers equal regardless of whether they are a customer of Glassdoor. If the Glassdoor eligibility panel suspects and/or determines official company representatives have attempted to influence employee reviews or have tampered with the process of collecting authentic, unbiased reviews, including intentional or unintentional abroll-container-transport-system that violate the Glassdoor Community Guidelines and/or Terms of Use , an employer may be excluded from awards consideration. Exclusion from eligibility can be triggered by such acts as, but not limited to, management attempting to leave false reviews, management coercion of employees to submit positive reviews, management attempting to suppress reviews or other activities and/or events which could ultimately damage employees faith in the employer, its senior leadership and/or adversely affect its overall rating on Glassdoor. A best practice is to ask employees to leave an unbiased review every 12 months. 2019 winners will b e announced in early December 2018. Want more information? Check out last years winners , free employer resources and award FAQs .

Awesome Resume Templates - the Conspiracy

Awesome Resume Templates - the Conspiracy Finding the Best Awesome Resume Templates Not only are you going to look bad, but it will haunt you down the line with other future possible employers. Recruiters have a job to do and will need to do it quickly, which is the reason why it is important that they be in a position to rate your experience, education, and skills in only a couple of seconds. Submit the same resume for every single job. The website also hosts a network for employers on the lookout for new talent. The Fundamentals of Awesome Resume Templates Revealed There are many free creative resume templates you may use, enabling you to focus your energy on everything else you should do. If youre thinking about how to create a resume, youre in the proper location Once youve reviewed resumes in your field, peruse resumes across fields to know how to vary the usage of action verbs and receive a feel for what makes an effective accomplishment statement. In the world toda y, a very first impression can either make or break your odds of landing your dream job. The summary (or objective) is a fantastic way to platzset the tone for the remainder of your resume. Its possible for you to leave every one of them as is or customize just a little bit so as to bring a personal touch to the presentation of your candidacy. Just make sure, whichever format you select, which youre targeting it for the job that youre applying to. Open sans will do the job nicely as an alternate font choice. Instead, a fundamental font can be mora impressive than one which isnt possible to comprehend. Adjusting the font just one-tenth of a point can produce the text fill out the remainder of a page or keep it from spilling over into the subsequent one. The Simple resume formats must be used dependent on the kinds of templates they are. Youre able to download the resume template free of charge and can readily edit the template using Microsoft word. Bear in mind a modern font i s ideal for impressing a modern employer. Picking the proper font can look to be an impossible undertaking, especially since there are dozens and dozens of choices out there. Gossip, Deception and Awesome Resume Templates The Simple resume formats can be employed by anyone who wants to put in an application for a job. A number of the templates are free while others cost a couple of dollars. You should understand, that resume format is critical, since it can boost your odds to get invited for an interview. Each resume format was produced to improve your odds to find the job in 2018. Try to remember the message you wish to convey with your resume. Youll also receive a deckblatt letter page that you may drop a personalized message into. Dont make the error of answering each job posting with the identical generic resume. You also receive a totally free job interview tracker for a bonus. What the In-Crowd Wont Tell You About Awesome Resume Templates Resume Templates also make c ertain that you dont miss out any beneficial part of information about yourself which can be important for the business. Keep in mind that your resume may be read by means of a computer. All our resumes are a breeze to edit and theyre also able to be customized to your liking. You may also download totally free templates from our Resume Library to get going on your best resume. As soon as you have added your details and work experience, its possible to also save your resume as PDF if you want. While its still possible to download your completed resume in PDF format, the service encourages you to make a link which youll be able to share with friends and prospective employers. Just insert the info you require, and thats it. Your contact info and other information are available easily near the proper icon. A simple task resume really assists the customer focus on the internet content available. With a tiny bit of creativity, it can look much more professional and will be simple r to skim for highlights. A stunning, minimal and user-friendly template you could edit based on your abilities and experience. You may also carry out an internet job search or earn a price of living comparison through its online offerings. If you have a look at the templates weve listed below, you will discover that they all are similar in the manner your information is prioritized and structured. Presentation is the secret to success and lets the strong stand from the crowd.

How Our Need for Instant Answers Changes the Candidate Experience

How ur Need for Instant Answers Changes the Candidate ExperienceThink about all the information you have access to through your phone. When you order something online you know exactly where it is on its journey to your door. If you get separated from your friends at a sporting event, you can find them with apps like Find My Friends. When a big news story is unfolding, you get updates nearly every second.All this information welches inconceivable only a few years ago. Having increased access to whatever we want to know has created a dependency on instant transparency. As a society, we no longer accept anything that barricades us from knowledge. Yet despite these cultural changes, many organizations think job seekers are still alright being in the dark for most of the hiring process. This is far from reality the mora candidates can get instant answers in other aspects of their lives, the more they expect from kompetenzprofil employers. Avoiding our instant society means candidates get impatient with your process and your company will miss out on top talent. By understanding how candidates expectations have changed because of our obsession with instant, you can refine your hiring process and improve the candidate experience. Here are three expectations candidates now haveConsistent communicationThink about most of the activity you do online retail purchases, newsletter subscriptions, signing up for a new streaming service. After you complete each action, you instantly receive a confirmation email verifying that the transaction is complete. Then you get further communications based on where you are in the process. You receive tracking information for packages, customer satisfaction surveys, and notifications of new shows added to Netflix. However, when job seekers apply for a position online, its like theyre sending their application into a black hole. Yes, they often get a confirmation that their application was received, but thats it. They dont receive employer b randing material to help them learn more about the company. When they have a question, theres no contact information allowing them to seek answers. And if they arent selected to move forward, they probably never learn why.Companies need to be able to communicate quickly and more consistently with candidates. Otherwise, their candidate experience pales compared to other online relationships with organizations. Here is some key information you should be communicating with candidates throughout the hiring processNext steps If you use automated confirmation emails after receiving an application, make sure the message has value. Instead of just saying Well be in touch, provide a detailed timeline of the hiring process. Include when candidates will hear from you as well as how long each step takes.Helpful tips One of the biggest complaints companies have about candidates is that they are unprepared for the hiring process or bad fits for the role. But then they refuse to share information that will help job seekers better understand what they are looking for. Of course, you shouldnt give candidates a list of the correct job interview answers. However, giving them information about your company culture and how your team works together allows them to provide the most relevant information about themselves.Feedback Never forget that candidates are investing time in the hiring process. Even if it turns out theyre not the right fit you dont want to ruin their candidate experience by letting them think theyve wasted their time. When you provide them feedback after each step, they can learn and improve professionally. Consistently give candidates the information they need during the hiring process to improve the CandidateExperience.Click To TweetA transparent environmentGranted, job seekers never wanted to work in a toxic or hostile work environment. However, in the past candidates couldnt truly judge what a workplace was like until their first day. Now there are websites li ke Glassdoor that give them an insiders look at your company.Know that most job seekers trust online reviews over what you tell them about the organization. This means you need to be aware of what your visible employer brand is and ensure your hiring process aligns appropriately. For example, if the majority of the online employee reviews describe your office as a caring place, highlight that during the hiring process. Put your employee well-being programs in your job descriptions and encourage current employees to talk with candidates about how the company supports them inside and outside of work.If your employer reviews are less than great, dont try to hide them from candidates. Be honest and discuss the issues early during the hiring process. Just be sure to have solutions to the problems so candidates can see youre working to improve the situation.In-depth updatesThanks to social media, our society is used to having day-to-day updates about whats happening in the world. We celeb rate friends successes no matter how far apart we live. Our favorite brands let us know when there are new products or discounts available. Job seekers expect the same during their candidate experience.When doing their research, candidates dont just look for the big announcements of your company. They want to know whats going on in the office and how employees are spending their workdays. This gives them a better understanding of what it would be like to work for your organization.Use social media to highlight all thats going on with your company. Shoot to create a feeling of FOMO so candidates feel like they have to work on the team and get the same great experience they see online. Go further than posting pictures of company events. Post employee profiles that share what the individual loves about working for your organization. This sustains candidates interest and gives them the confidence theyd be happy coming to work for you every day.Candidates want to know everything about yo ur organization, including daily socialmedia updates about the workplace.Click To Tweet

The Navy Limited Duty Officer Selection Program

The Navy Limited Duty Officer Selection ProgramThe Navy Limited Duty Officer Selection ProgramThe United States Navy has a system of officers, unique among the U.S. Military Services. Like the other services, the Navy has noncommissioned officers, which they term Petty Officers. These are enlisted personnel in the grades of E-4 through E-9.? As with the Army and Marine korporation, the Navy has Chief Warrant Officers. Navy Chief Warrant Officers (CWOs) are technical specialists who demonstrate knowledge and skills of a specific occupational field at a level beyond what is prototyply expected a Master Chief Petty Officer (E-9). The confusion comes in the commissioned officer corps (yes, warrants are technically commissioned, but to avoid terminology confusion, well refer to warrants as CWOs and the O-paygrade Officers as commissioned). The Navy divides their commissioned officer force into several categories. For example, a JAG lawyer is a staff officer. Because of his/her specialized legal training, he/she will remain a lawyer during his/her career. You wont find a senior JAG officer commanding an aircraft carrier, for example. When fruchtwein people think of commissioned officers in the Navy, theyre thinking of Unrestricted Line Officers. For the most part, these are the officers who are commissioned through ROTC, the Naval Academy, or Officer Candidate School (OCS). These officers perform variouschanging duties (jobs) throughout their career and are the ones who grow up to become commanders of ships and admirals commanding entire battle groups. The Navy has a third group of commissioned officers, unique among the services - the LDO, or Limited Duty Officer. LDOs are former senior enlisted personnel (or CWOs), who were considered very highly skilled in their Navy job (rating), and selected to become a commissioned officer. As the name implies, Limited Duty Officers, unlike Unrestricted Line Officers, are commissioned officers with a limited career path. For e xample, a Supply Officer LDO is going to spend his/her career as a Supply Officer (unless he/she applies for and is accepted to change their career path, but this is rather rareand would depend on their previous education and experience). LDOs differ from CWOs primarily in the degree of responsibility. LDOs out-rank CWOs, and are generally paid mora. The Limited Duty Officer Selection Program LDOs are technically oriented officers in specific occupational fields and requiring strong managerial skills. The Limited Duty Officer Program provides commissioning opportunities to qualified senior enlisted personnel and Chief Warrant Officers (CWOs). Chief Petty Officers (E-7 through E-9), and E-6 personnel who are selection board eligible for E-7, and all CWOs may qualify for this program. In addition to the LDO program, the Navy has a Chief Warrant Officer Program to select senior enlisted personnel to become CWOs. The LDO and CWO Programs are open to both active duty and Selected Res erve (SELRES) personnel. Qualified personnel may apply for both LDO and CWO simultaneously. A baccalaureate degree is not required however, it is encouraged. Leadership ability, military qualifications, and technical expertise remain the key factors leading to selection. Eligibility Enlisted personnel must be serving as a Petty Officer First Class (E-6) or Chief Officer (E-7 through E-9). An E-6 must have served in that capacity for at least 1 year as of 1 October of the year application is made. Such service shall be computed from the time-in-rate (TIR) date for an E-6. If broken service is involved, a PO1 must have served a total of at least 1 year as an E-6 as of 1 October of the year application is made.E-6 applicants must complete all eligibility requirements for E-7 (except TIR and LTC) and must successfully compete in the annual Navy-wide examination for advancement to Chief Petty Officer, receiving a final multiple equal to, or greater than, the minimum final multiple fo r E-7 selection board eligibility. Personnel accepted to the LDO program attend leadership training via the LDO/CWO Officer Indoctrination School. Therefore Leadership Training Continuum is not required for E-6 taking the E-7 exam for the express purpose of applying for LDO. E-6 applicants must forward a copy of their most current examination profile sheet with their application. An E-6 is exempt from the requirements of this subparagraph when notification has been received by the commanding officer that the individual is a selectee for Chief Petty Officer or that advancement to Chief Petty Officer has been authorized. Active duty enlisted personnel must have completed at least 8, but not more than 16 years of active naval service (day-for-day) exclusive of Active Duty for Training (ADT) in the Naval, Marine Corps, or Coast Guard Reserve as of 1 October of the year application is made.Inactive duty enlisted personnel must have completed at least 8, but not more than 16 years of tota l qualifying Federal service as of 1 October of the year application is made. Total qualifying Federal service for the purpose of this instruction is defined in Title 10, U.S.C., Section 12732 as time served with a component of the naval service. In computing the qualifying service eligibility requirement for Ready Reservists, constructive time cannot be credited. CWOs applying for the program must have completed at least 3 years of active duty as a CWO and no more than 19 years of total active service immediately preceding 1 October of the year application is made. Such service shall be computed from the initial date of rank as a CWO and active duty base date. Applicants are ineligible to apply if they are in a one-time failure to select (1x FOS) position date of the boards.U.S. citizenship is required and cannot be waived.Must be of good moral character and have no record of disciplinary action underArticle 15, nocourt-martial convictionor civilian felony conviction, or conviction by a civil court for misdemeanors (except minor besucherzahlen violations ($300.00 or less)) in the past 3 years as of 1 October of the year application is made. Any substantiateddrug or alcohol abusewithin the last 3 years as of 1 October of the year application is made will result in disqualification. Must be a high school graduate or possess an equivalency certificate.Must be physically qualified for appointment per the physical standards outlined in theManual of the Medical Department, Chapter 15.Must meetphysical fitness standardsof satisfactory-medium or higher per OPNAVINST 6110.1 at the time of application and appointment.Must not exceedHigh Year Tenure (HYT)requirements.Active duty personnel serving in Humanitarian (HUMS) or Limited Duty (LIMDU) assignments will not be permitted to accept their commission until the situation is completely resolved. Inactive duty personnel serving in Not Physically Qualified (NPQ) or Temporarily Not Physically Qualified (TNPQ) status will n ot be permitted to accept their commission until their status is completely resolved.Favorably recommended by their commanding officer. (Inactive duty applicants must be favorably recommended by their unit commanding officer). LDO Job Designators LDO designators are designed to provide positiveidentification ofsurface, submarine, and aviation warfare, general series, and staff corps associated personnel, and to identify a broad occupational field or technical area. The following describes the different classifications within designators and their associated warfare, general series, or staff corps fields 61XX - CWO Surface Warfare62XX - CWO Submarine Warfare63XX - CWO Aviation Warfare65XX - CWO Staff Corps Surface and submarine warfare communities require LDOs with the same or similar occupational qualifications. Candidates need not possess a particular warfare qualification to apply for an LDO designator in that particular community. Obviously, not every enlisted rating is compe titively qualified for designations within different warfare communities, and application should not be made for an inappropriate category, e.g., aGunners Mate(GM) should not normally apply for 626X, Ordnance Officer (submarine), but rather should apply for 616X, Ordnance Officer (surface). Eligible candidates may apply for up to two designators which may be in different occupational fields e.g., Ordnance Officer (616X) and Electronics Officer (618X) - the same occupational field, but different warfare communities e.g., Ordnance Officer (Surface 616X) and Ordnance Officer (Submarine 626X) - or a combination of the two e.g., Ordnance Officer (Submarine 626X) and Electronics Officer (Surface 618X). If selected for LDO, any request for change of designator will not normally be approved until the initial obligation of 4 years as an LDO has been served. Advancement Path Selected Reservists are often uniquely qualified by or civilian occupation to apply for designators outside the n ormal career path of their current rating. Selected Reservists who are in this category are encouraged to apply for designator(s) that closely align with either their civilian and/or military occupational specialties. Service with the Army,Air Force, Marine Corps, and/or Coast Guard may be credited to meet the minimal service requirement when it can be clearly documented, by the applicant, that service in another branch provided the requisite training and expertise that directly relates to and parallels the needs and requirements of the naval service. If applicable, comments regarding experience gained in another branch of service, to include the relation of the experience with the Navys needs and requirements, should be included in the applicants personal statement of the Officer Programs Application. The commanding officer will attest to such qualifications in his/her endorsing statement. Senior enlisted in the following enlisted ratings and CWOs with the CWO indicator shown may apply for LDO status in the indicated LDO Designator (job) Surface/Submarine Designators LDO 611X/621X, Deck Officer Enlisted ratings of BM QM SM ET. To qualify, ETs must have QM Training. CWO 711X/721X, Boatswain. Normal color vision required.LDO 612X, Operations Officer Enlisted ratings of OS CTT STG. CWO 712X, Operations Technician. Normal color vision required.LDO 613X/623X, Engineering/Repair Officer Enlisted ratings of IC EN MM GS EM. CWO 713X/723X, Engineering Technician.LDO 615X, Special Warfare Officer Any enlisted rating qualified in naval special warfare. CWO 715X, Special Warfare Technician. Normal color vision required. LDO 616X/626X, Ordnance Officer FC GMG GMM GM FTGMT TMMM. MMs must possess NEC 4232 or 4233. CWO 716X/726X, Ordnance Technician. Normal color vision required.LDO 618X/628X, Electronics Officer Enlisted ratings of ST STG FC FT ET CTT (with NEC 17XX). CWO 718X/728X, Electronics Technician.LDO 619X, Communications Officer IT ET. Must have communications experience. CWO 719X, Communications Technician. Normal color vision required. Aviation Designators LDO 631X, Aviation Deck Officer Enlisted ratings of ABE ABF ABH AB. CWO 731X, Aviation BoatswainLDO 632X, Aviation Operations Officer Enlisted rating of AW. CWO 732X, Aviation Operations Technician.LDO 634X, Aviation Maintenance Officer Enlisted ratings of AD AME AM PR AS AZ AF. CWO 734X, Aviation Maintenance Technician.LDO 636X, Aviation Ordnance Officer Enlisted rating of AO. Normal color vision required. CWO 736X, Aviation Ordnance TechnicianLDO 638X, Aviation Electronics Officer Enlisted ratings of AV AT AE. WO 738X, Aviation Electronics Technician. LDO 639X, Air Traffic Control Officer Enlisted ratings of AC. Staff Designators LDO 651X, Supply Officer Enlisted ratings of DK SH SK AK MS PC. CWO 751X, Supply Corps Warrant.LDO 653X, Civil Engineer Corps Officer Enlisted ratings ofBUCECMUT UC EA EO SW CU EQ. CWO 753X, Civil Engineer Corps Warrant.LDO 655X, Law Officer (Not a Lawyer) Enlisted rating LN. General Series Designators LDO 640X, Nuclear Power Officer Any enlisted rating qualified in nuclear power. CWO 740X, Nuclear Power Technician. Normal color vision required.LDO 641X, Administration Officer Enlisted ratings of YN PN NC RP. CWO 741X, Ships Clerk.LDO 642X, Data Processing Officer Enlisted ratings of IT ET IS. Must have ADP maintenance/database experience. CWO 742X, Data Processing Technician.LDO 644X, Cryptologic Officer Enlisted ratings of CT IS. CWO 744X, Cryptologic Technician.LDO 645X, Intelligence Officer Enlisted rating of IS. CWO 745X, Intelligence Technician. LDO 646X, Meteorology/Oceanography Officer Enlisted rating of AG.LDO 647X, Photography Officer Enlisted ratings of PH IS JO. LWO 649X, Security Officer Enlisted rating of MA. CWO 749X, Security Technician. Application Procedures Applicants must fill out the Officer Programs Application form and submit it via their chain of command. See APPENDIX F of OPNAV OPNAVINST 1420. 1 for more, complete details on submitting the application. Commanders will appoint a panel of commissioned officers to interview the applicant and review the applicants qualifications. The panel will prepare a recommendation/non-recommendation for the commanders review/approval. Commanding officers recommendation (prepared as a result of the panel) should include information concerning the members military and professional performance, degree and scope of technical competence and supervisory ability in present rating, potential to perform as a commissioned officer, and ability to accomplish officer technical management and specialist functions of the programs and categories requested. Only those individuals who have clearly demonstrated sustained oben liegend performance, outstanding leadership abilities, and the potential to serve as commissioned officers should be recommended for these programs. A candidate must receive a favorable endorsement from the commanding officer (unit CO for SELRES personnel) to be eligible to apply to become an LDO. If a commanding officer feels an individual is not qualified for LDO, the commander will not forward the package. Individuals not receiving a favorable endorsement are to be counseled on what they need to do to improve their records to ultimately receive a favorable endorsement. Selection Boards Separate selection boards (one for active duty and one for inactive duty) meet at the Navy Personnel Command annually to consider applicants for the active duty and inactive duty LDO programs. Appointment to Limited Duty Officer CWOs selected for LDO will be appointed in the permanent grade of LTJG (paygrade O-2) in the Navy (or Naval Reserves for inactive duty personnel). CWOs selected for LDO with at least 4 years and 1 day of cumulative active duty service to include (ADSW/AT) will be appointed in the permanent grade of LTJG (paygrade O-2E). Enlisted personnel selected for LDO will be appointed in the permanent grade of ensign (paygrade O-1) in the Navy (or Naval Reserves for inactive duty personnel). Enlisted personnel selected for LDO with more than 4 years of active duty service will be appointed in the permanent grade of ensign (paygrade O-1E). Selectees will be appointed as LDOs only if they continue to meet all eligibility standards as specified previously. Active Duty selectees must agree to remain on active duty fora total of4 years from the date of acceptance of appointment and may be required to transfer from current duty location. Selectees under the inactive duty program must continue serving in the Ready Reserve until the appointment is tendered. Upon acceptance, eachselecteemust agree to remain in the Ready Reserve for a period of 3 years from the date of acceptance of appointment.

Is Caller ID Sabotaging Your Job Search

Is Caller ID Sabotaging Your Job SearchCaller ID Sabotaging Job SearchIs Caller ID Sabotaging Your Job SearchHeres a real-world, this-really-happened lesson for job seekers If your cell phone or land line is set up to reject calls that dont show up in caller ID, you might be screening yourself right out of an interview. This is exactly what happened when one of Resumes hiring directors (well call her Mary) tried to call some job candidates earlier this week.Mary was working from her home office, preparing to call the fruchtwein promising candidates for an open position here at. Her plan was to conduct the initial phone screens that would help her decide who seemed interview-worthy. Since she was using a cell phone, Mary used the *67 trick to prevent her personal number from appearing on the candidates phone. (Let me back up, in case youre not up to speed on caller ID codes. Entering *67 on your phone keypad before you place a call blocks your number from appearing in the other partys caller ID. Their phone instead displays the message Unavailable, or something similar. The *67 code works in North America other countries use different codes.)So Mary called the first candidate, and instead of an eager job seekers voice, she heard a pre-recorded message that went something like this The party you are trying to reach has declined your call. Please call back after enabling caller ID. Guess what? She didnt call back. She moved on to the next candidate and thought, Maybe Ill call this one tomorrow from my office line and get through. Maybe. Since this had happened to her several times before, Mary decided to do an informal poll. She called a few recruiter friends, who acknowledged that this kind of thing happens all the time, and it can be very frustrating.If youve programmed your phone to reject unidentified calls, its probably because you want to screen out telemarketers, or maybe you just like to know whos calling before you answer. But some people do it for anothe r reason, as one of Marys recruiter friends pointed outWhen I reach a job candidate whose phone is set up to reject unidentified callers, it raises a red flag, said this tech recruiter from New York City. It makes me wonder if theyre dodging creditors. Definitely not a perception you want to leave with a prospective employer.While were on the topic, heres more advice about job seeker phone blunders.Bottom line Whenever youre actively searching for a job, disable the blocked call feature. Its far better to have to hang up on a few telemarketers or answer a few wrong numbers than to turn away potential interviews. After youve landed the job you want, go ahead and reactivate it.Job seekers Do you like to block unidentified calls? Is the perception brought up in this post fair?Recruiters Have any other thoughts about how candidates might unknowingly be sabotaging their chances?

10 Ways to Make Your Boss Smile - The Muse

10 Ways to Make Your Boss Smile - The Muse10 Ways to Make Your Boss SmileMaking someone smile is a nice thing to do regardless. But when that person is your anfhrer? Not to be too Machiavellian, but happy bosses mean extra perks, better projects, and even promotions. Here are some ways to get your superior grinning, so you can start reaping the benefits.Thanks to emotional contagion, if you smile, your boss will, too. (Wall Street Journal)Matching your managers communication style will automatically make him or her happier. (Hcareers)Pick up the book your boss is reading- and eight other ways to win him or her over. (Forbes) If you wear this color, your boss will view you as more focused, committed, and trustworthy. Definitely smile-worthy traits. (AOL Jobs) Want to make your boss smile without sucking up? Heres how. (Money Crashers)Or you could just figure out what compliments he or she loves to hear. (Lifehacker)While youre in the giving mood, here are 24 fun and cheap gifts for yo ur supervisor. (Business News Daily)To make your boss smile, ask these three questions. (Dont Panic Mgmt)Seven things you can do to make your boss think youre wonderful. (Forbes)Bring in cookies or start an office round of applause and you might make your supervisors day. (Inc.)Want more? Check out some of our great articles on becoming your boss favorite. 5 Non-Brown Nosing Phrases Your Boss Wants to HearBosses Tell Us 11 Things That Will Get You Promoted7 Ways to Become Your Boss Dream EmployeePhoto of smile courtesy of ?joyousjoym Blessings?.