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