Its OK to Be Sad When Your Work Friend Quits - The Muse

Its OK to Be Sad When Your Work Friend Quits - The MuseIts OK to Be Sad When Your Work Friend Quits A week after I started my new job, Jessica started hers and welches assigned the cubicle next to me.It only took one lunch, and we were fast friends. We bonded over being the newbies on the team. We bonded over shared assignments. We bonded over lattes, lunch breaks, and post-work happy hours. When we both got engaged a few months later, we bonded over rings and flowers and wedding venues. And about a year in, when our jobs took a turn for the worse, we bonded over our misery.Before the term welches even really a thing, Jessica was my work wife.I still remember the day her team moved to abedrngnisher wing of the office. Mind you, her new cube was a mere 30-second walk from mine, but not sharing that grey felt wall sucked.So you can imagine how I felt when she put in her two weeks notice.Over coffee, she told me that the company shed been interviewing with had made her an offer, and tha t she was going to take it. And why shouldnt she? She was unhappy, and the new job was a big career jump (not to mention a big raise).I knew I shouldve been thrilled for her. The clink of glasses at her good-bye party was a real step toward the outcome wed both been working toward- she had just done it first.But in reality, it felt like a breakup. The confidante Id turn to after a difficult meeting, the friend I could count on to blow off steam with after a tough day, the constant presence in my daily life wouldnt be there anymore. I remember the first few days and weeks after she left feeling lost. Sure, I had other work friends, but pretty much every move I made at the office had involved her in some way. She was gone, and I wasnt quite sure what to do.I also remember feeling a bit silly that her departure hit me so hard. And when I first sat down to write this article, I meant to offer advice for not ending up in the same boat. Advice like not putting all of your eggs in one work wife basket, or remembering that the best office pals will be around long after your corporate tenure.Thats fair. But I realized that what most of us need in this situation need isnt advice, but a reminder that its OK to feel a sense of loss when our best work buds move on. Because theres something so special about this type of friendship. In some ways, our work friends become the closest people to us. As our lives intertwine, we start sharing things that we dont even discuss with our best friends. Besides our roommates and partners, who sees what we wear every day? Who listens to the details of what we did the night before, every single day?And who knows in intimate detail all about our work, which is, for many of us, one of the biggest parts of our identity? Not just the triumphs we post on LinkedIn, but the difficult meetings, the heated conversations, the stress. When you talk about your job with friends, family, even your partner, theres a mystery youre allowed to have (and th at, frankly, you need to have if you want them to continue hanging out with you). But our best work friends hear and see it all.Fast forward eight years or so to last week, when my closest friend at my current job told me he was leaving. The person Ive shared every challenge, triumph, and in-between moment with over the past four years. The person whos cheered me on, whos helped me through the most painful phases of startup life, whos the first one I turn to when I need a gut check on a big decision. My work husband.And it stings all over again. Im happy for his new chapter, of course, but I know that not having him just a Slack or coffee run away will be tough.I also know that, just as Jessica and I did, well stay friends. It changes, of course. Its the adult equivalent of your best friend who lived across the street moving to the next town over. You cant see each other every day, but maybe you see each other on the weekends. Your workdays arent the same, but soon you create a new routine. You build closer relationships with other colleagues (or maybe you dont). You move on, too (or maybe you dont). No matter what, you find a new normal.This time around, though, Ill give myself permission to feel sad. Maybe it is silly. But maybe its also the best way to honor a friendship thats made me happier, even better at, my job over the past four years. (I guess the other best way would be refraining from sharing the details of the 2014 holiday party in public- but sorry, Elliott, this is what you get.) Photo of people saying goodbye courtesy of Hoxton/Tom Merton/Getty Images.

The Ascent of the Hot Air Balloon

The Ascent of the Hot Air Balloon The Ascent of the Hot Air Balloon When we think of humankinds first forays into flight, two brothers come to mind, named Orville and Wilbur. However, it may be more appropriate to think of two other siblings from back in the 1700s Jacques-tienne Montgolfier and Joseph-Michel Montgolfier and their invention of 1783, the hot air balloon.The purpose of the fabrics is to contain the air, says Andy Richardson, owner of hot air balloon manufacturer National Ballooning LTD in Albuquerque, New Mexico. The balloon has a load building structure and the webbing works almost like an exoskeleton. When youre designing balloons you take into account stressing of the fabric, the cables the balloon runs to, and the basket.The first balloon welches made mostly out of silk and paper, he says, and was hand-stitched together, using smoke and wood fires to provide the heat but only the heat on the ground was used and the ride was very short.Model of the Montgolfier brothe rs balloon in the London Science Museum. Image Wikimedia CommonsPopularity SoarsDespite success centuries ago, it was only as recently as the 1960s that the hot air balloon truly became popular. The U.S. government hired Ed Yost to see if he could create balloons for getting troops over the Iron Curtain. But the balloons could only be so quiet. But while it may not have worked for military purposes, Yost didnt lose the balloon itch. He helped form Raven Industries to make it a leisure sport and the hot air balloon is now known for that as well as being a leading source of marketing.So how are the balloons created today?It used to be fire on the ground to get it going but that was replaced by propane, Richardson says. The burners are loosely modeled on the thrusters from the space shuttle. The burners have coils and when you hit the blast on the burner, he says, it allows the propane to go out of the tank, through the hose, and into the burner. The propane goes to the top and runs do wn the bottom of the burner where the jets are. It superheats the propane and gives you three times the amount of power if you just took raw propane and set it on fire, he adds.One helpful addition was the parachute valve added in the mid-1970s, which allows air to escape through the parachute for an easier landing. It just pulls the parachute down from the webbing on the balloon, he says. Before that it had a looped velcro panel at the side of the balloon, but the whole balloon deflated. But now the air pushes it closed so it resets itself.The panels for the balloon are designed by CAD programs, doing stress analysis to make sure the fabric isnt overstressed. Each gore of panels on the balloon has anywhere from 8-17 trapezoidal panels. Most companies are using AutoCAD or Rhino 3D computer programs for designing, he adds.Interestingly enough, one area thats still the same is the basket. It was rattan then and rattan now, he says. They tried using fiberglass, aluminum composite mater ials, but they had it right the first time.A typical hot air balloon ride is one hour starting at either the first few hours at sunrise or the last few before sunset, and can range in height from treetop level to 3,000-5,000 feet. While a balloon goes relatively slowly, its possible for wind speed to take it to 120 mph. Even then it can seem like youre not even moving, he says.Richardson says the FAA wants a future designer to intern with a certified balloons instructor for 18 months to learn the entire process from start to schliff before pursuing balloon building, a craft centuries in the making.Eric Butterman is an independent writer. For Further DiscussionThey tried using fiberglass, aluminum composite materials, but they had it right the first time.Andy Richardson, National Ballooning LTD

Students Tackle the Latest Future Engineers Challenge

Students Tackle the Latest Future Engineers Challenge Students Tackle the Latest Future Engineers Challenge Prototypes, Creativity and Grit Students Tackle the Latest Future Engineers ChallengeOct. 7, 2016 Thomas Salverson, the grand-prize winner in the kid Group, with his entry, the Expanding Pod. This summer, NASA and the ASME Foundation issued a call to K-12 students throughout the United States to design a 3D printable object that would meet the needs of an astronaut living in microgravity - and would have to ability to assemble or expand to become larger than the 3D printer located on the International Space Station. In short, to help astronauts on the ISS think outside the box.And thats exactly what the 122 K-12 students did by participating in the fourth Future Engineers Challenge, a program developed in collaboration with the ASME Foundation and NASA. The Think Outside the Box Challenge invited students to celebrate the launch of the Bigelow Expandable Activity Module (BEAM) - the first expandable habitat deployed on the space station - by creating new and innovative answers to potential ISS situations and needs.Receiving submissions from 26 states, one national winner from each age division was chosen by a panel of judges that included retired astronaut Nicole Stott. The winner from the Teen Group (ages 13-19) is the Expanding Pod designed by Thomas Salverson, a native of Gretna, Neb., who is now a freshman at the University of Alabama in Huntsville. The winner of the Junior Group (ages 5-12) is the Space Anchor designed by Emily Takara of Cupertino, Calif. The reward for their ingenuity and promise a grand-prize trip to Las Vegas, Nev., for a tour of Bigelow Aerospace - the space technology company that developed BEAM under contract to NASA. Salversons Expanding Pod is a set of containers intended for astronauts to store small items on the International Space Station. His design is comprised of multiple cylinders that slide and t wist to create five sealeuchtdiode stowage compartments that lock into place. Emily Takara won the grand prize in the Junior category of the Think Outside the Box Challenge with her entry, the Space Anchor.I enjoyed the difficulty of this challenge since it made me think in terms of expanding an object, which was something I had never considered before when 3D printing, Salverson said. It took me many prototypes before I had successfully made my completed design, making it all the more rewarding now that Ive been selected as a grand-prize winner.While researching some of the challenges that astronauts face while working in space, Emily Takara discovered that astronauts sometimes have trouble moving easily in large, open spaces. That led Emily to design the Space Anchor, an extendable arm and grabber set that prevents astronauts from getting stuck while floating in microgravity. This challenge taught me to persevere and be creative, Takara said. It has also inspired me to continue designing, as well as teach others computer-aided design. The Think Outside the Box Challenge was the fourth in a series of space innovation challenges developed by Future Engineers with the ASME Foundation, and with technical assistance provided by NASA. The series is designed to extend the reach of NASAs In-Space Manufacturing research by inspiring and educating the next generation of scientists and engineers about 3D printing technology, space exploration and digital design skills. Previous Future Engineers challenges have called upon students to design 3D models of space tools, containers, and objects needed for the future of space exploration. The next challenge launches in October 2016. For additional information on the Future Engineers 3D Space Challenges and upcoming challenges, visit the Future Engineers website at www.futureengineers.org. For details on ASMEs K-12 Engineering Education programs, contact Patti Jo Snyder, Programs and Philanthropy, snyderpasme.org. Patti Jo Snyder, Programs and Philanthropy

Tracking Finance Jobs in a Bear Market

Tracking Finance Jobs in a Bear MarketTracking Finance Jobs in a Bear MarketEditors note This article welches originally available to attendees of Ladders finance-industry career event held in New York on Feb. 9, 2009. One thousand applicants for one position. Ron Dadina couldnt believe what he was hearing. The job wasnt an open call for an entry-level position it was a senior finance position at The World Bank in New York. But Dadina was hitting the market for a job in finance at a terrible time.He was laid off in June from Bear Stearns, where he was the managing director of the companys International Debt Capital Markets Group. By the end of summer, thousands of finance executives had joined him in the ranks of the unemployed and applying for jobs like the one at the World Bank.The World Bank called in Dadina and 12 others to interview for the open position. He didnt get the job. For any job these days, Dadina told Ladders, there are not just a few dozen but hundreds of people appl ying. Unemployment in the finance industry soared 75 percent in 2008, rising to 540,000 or 5.6 percent in December 2008 (the fruchtwein recent figures available), up from 315,000 or 3.2 percent in December 2007, according to the U.S. Bureau of Labor Statistics. Since December 2007, finance lost 19,800 jobs in New York alone (mostly in securities, commodity contracts and investment banks), according to New York states Department of Labor.So Dadina and many like him find themselves at the top of their field but out of work and vying for scarce jobs in what appears to be a shriveled employment market. But Dadina found work as a managing director and senior leistungspunkt officer in microfinance, a new branch of the industry that he considers more resilient than the larger market.. (See his story.) And hes not alone. Interviews with finance-industry workers, recruiters and hiring managers conducted by Ladders since September and a review of employment statistics from Ladders and externa l sources show a constricted spring of jobs but pools of hiring at companies in specific fields, functions and specialties.There is definitely hiring going on, said Clark Christensen, chief financial officer of PS Energy Group Inc. in Atlanta. There is a lot of churn people are landing in new jobs all the time. I dont think it will expand, but its going on. The hiring wish listEven in financial services, some specialties offer richer hunting than others, said Harold Laslo, a staffing specialist at Aldan Troy Group, a recruitment firm in New York that focuses on finance. Auditing, security, debt remediation and other crisis-focused jobs have been on the increase since summer, recruiters say. Jobs for IT-related roles in financial services are also proliferating, as is anything that involves generating revenue, Laslo said. Companies have made up their wish lists in this market.While the mortgage industry felt post-apocalyptic last year, recruiters expect anyone with experience structu ring mortgages and mortgage-backed investments to be a hot commodity as firms attempt to untangle the mess of the housing collapse. Any skill set related to the puzzle of how to revalue complex assets based on consolidation of sub-prime mortgages and other risky but popular investment vehicles is a valuable line on your resume, recruiters told Ladders.Obviously a lot of people are having difficulty with mortgages, so banks need to analyze a customers economic situation and figure out what modifications have to be made to keep those loans as viable as possible, said Mark Viego, vice president of the Management Resources division of Menlo Park, Calif.-based recruiting giant Robert Half International. Its there and in health care that were seeing the employment picture get better.Specifically, RHI has seen increased demand for loan processors, loan underwriters, customer service representatives, credit and collections specialists, and mortgage-operations specialists. Pretty much anyone connected with loan modifications or loan refinancing, were seeing increased demand for from financial institutions, Viego said.The bottom lineWhat geschftliches miteinanderes need more than anything else right now is to make money, said Laslo of Aldan Troy.Sales roles, IT roles - anyone who can be a revenue producer, particularly if they have a book of business to bring from a company that went out of business - anyone who can create revenue and be up and running when they land is a good candidate.Companies are very bottom-line focused right now, Viego said. So the advice I would give is to highlight (on your resume or elsewhere) everything youve done that had any kind of bottom-line impact, whether that means increasing revenue or cutting costs.That includes technology leaders who save money in unexpected places and auditors who can go through a large companys purchase orders and identify purchases in which the buyer didnt get full advantage from bulk discounts, tiered pricing or other potential cost cutters, Viego said. And anyone with tax expertise who can find rebates, or any kind of tax advantage a company can take, are also in demand, he said.Layoffs at financial-services companies were so drastic that many may need to hire some of those executives back. Some may hire consultants or staff who specialize in debt-remediation and business turnarounds, as is often the case near the bottom of an economic downturn, according to Sherry Brickman, a partner at recruiting firm Martin Partners in Chicago.Whats wrong with this picture?The market is the worst its ever been for senior-level financial-services executives, and many dont want to add to the misery. Several FinanceLadder members reached by Ladders declined to be interviewed on the record, largely to avoid adding more negative nachrichtensendung to a market they see as being held back by fear and negativity. I just dont see any value in adding to it, said a corporate attorney with a specialty in mergers and acquisitions, who was laid off after his firm lost several large customers to bankruptcy and cutbacks.Recruiters agree, and many claim the perception of misery, aside from spreading bad news, has artificially repressed the employment market in finance.The problem is that even companies that are doing well are so inundated with negative news about layoffs and the economic situation that its causing them to pause. If nobody else is hiring, whats wrong with this picture that we have this need? Laslo said. So they hesitate even when theres no good reason to.Other companies, aware that hiring has become a buyers market, are being so unrealistically picky about both the job descriptions they post and the candidates they interview that even routing hires takes far longer than they should, he said. And it puts more pressure on people internally at a firm that has a genuine need for new hires, he said. They have all the work distributed onto them while the company takes an extraordinar y amount of time looking for the perfect candidate and the perfect candidate doesnt exist.And the slow pace feeds the cycle of perception, he said, as the lag reduces the number of people hired and contributes to the impression that there is no hiring to be had.The biggest problem is that people are nervous, said Christensen of PS Energy in Atlanta. All the bricks that can drop in the ocean, the really bad news, have already dropped, so its just a question of how big the ripples are. People are nervous. As soon as something happens to make them a little more comfortable about the economy, that will lead us out of this.Hitting bottomThe Ayers Group/Career Partners International is a recruiting company that specializes in career transitions and outplacement. Based on its outplacement bookings, Sally Haver, Ayers Group senior vice president of business development, in December predicted there would continue to be major waves of layoffs into January and February of this year. Beyond tha t, she predicted, retraction might continue, but at a much slower pace, paving the way for an economically flat spring or summer and recovery later in the year.If we have hit bottom, that doesnt mean there wont be more bad news, but layoffs at financial-services companies were so drastic in 2008 that many firms now need to fill some of those elminated positions, said Sherry Brickman, a partner at recruiting firm Martin Partners in Chicago. As commonly happens at the end of a downturn, many may hire consultants or staff who specialize in debt-remediation and business turnarounds, she said.It wont take much to turn around the economy, especially the financial services market, Laslo said. A little good news might do it, or a little warm weather, or maybe successful government action.I think we have hit bottom, Laslo said. Am I an economist or have any hardcore evidence to back that up? No. Have I seen a slight uptick in new business in the new year? Yes.(Karl Rozemeyer contributed to t his article.)

Life After It Manager Resume

Life After It Manager Resume A caring manager also has to be respected. The thorough project manager job description can help you. In the example of Information technology resumes, You will need to grab the eye of a hiring manager and make the best impression. If it comes to locating the proper assistant manager job, an intriguing resume is critical. The crucial function of a manager is to make sure that a corporations many moving parts are entirely working properly together. Include one, and youll greatly increase your odds of landing that regional sales manager position. After all, if youre likely to be a manager, you should be in a position to demonstrate you have management abilities and at this level, therell be more competition than before. Hence, its obvious that the manufacturing manager is among the vital cogs in the industrial machine, one without which there is not any progress to be made. Filling up junior level vacant positions in a firm is a significant job, b ut its not a critical one. Marketing is about getting the perfect outcomes. Then you should understand what the work market in your individual field resembles. Share your expectations too. Choosing It Manager Resume Project Managers work inside an organization to spearhead particular projects. To engage her, youre require a substantive sales pitch. Business partnerships take on a range of forms. They are a little bit like marriages. Key Pieces of It Manager Resume Terrific managers realize theyre a team. Other managers might just be lazy, or they dont need to choose the time needed to create excellent decisions. There are several bad managers. Tolerating poor managers and inadequate manager behavior is just like condoning it. Actually, excellent managers have ten characteristics, and if every one of these ten characteristics is developed, you will grow to be an excellent leader and an excellent manager. A good idea is to appear more formal than the typical employee in that organization. As stated by the survey Theres a tremendous prospect for managers and supervisors to set themselves and their companies aside from their competition. You must find out strategies to alter your experience to the demands of the new job and set it in such a manner your strengths are displayed on top. Remember that employers might already have a feeling of job duties, particularly if theyre all in the exact field, and instead wish to see something which impresses them and makes you stand out. While managers arent necessarily the most crucial folks in the organization, their work is vital to helping everyone else work together seamlessly. 1 step Managers are able to take to make their job easier is to have a long good look at their own regions of weakness. New Step by Step Roadmap for It Manager Resume For the reason, management, good or bad, may have a massive influence on several lives. An effective people manager doesnt wish to get liked, but they do want to demonstrate respect and to obtain respect. The best employees figure out ways to improve or streamline current conditions until they become problems. In case the environment is the reason for the problem it could possibly be in the managers best interest to attempt to locate an alternate job within the business that will give a better climate for the employee to work in. Our resume builder provides you with tips and examples on how best to compose your resume summary. Your manager resume must demonstrate your capability in this section of the webpage. If you want to turn into a regional sales manager or are one and would like to make your resume, this resume vorlage will address all your requirements. A great sample manager resume will consist of keywords a number of times throughout the document. Project Managers should know a number of topics, including information technology, promotion, and construction, based on the facts of their undertaking. Although companies var y in what theyre searching for and what they require, you may use the next information to receive a feeling of what skills you could need to have. To see most photographs in Lovely Managing Director Resume Sample photos gallery you must abide by that site connection. IT-related projects within the company need a dedicated group of IT experts that are ready to work through the intricacies of IT-implemented projects. Managers often find themselves playing the function of middle-man because thats what they are... in the center. Ensure you emphasize your present leadership abilities and experience. Leadership is all about people. To begin, utilize the skills below. Most Noticeable It Manager Resume Itll be your responsibility to read the work description carefully to identify which skills your prospective employer is really searching for. A work recruiter wont know precisely when you wrote it. So if youre really interested in finding job, then you ought to use the help of suc h on-line firms. The list of duties and obligations are enumerated for simple referencing, and all of these are free for downloading. Lies Youve Been Told About It Manager Resume A terrific cover letter is the place to spell out your story. You should tailor your resume for a sales manager position to boost your odds of getting an interview. You should make certain that youve dressed appropriately for the interview. On the day of the genuine presentation, give yourself ample time to receive prepared for the camera.

The Interview Process Alternative Approaches That Really Work - Spark Hire

The Interview Process Alternative Approaches That Really Work - Spark HireImagine youre a manager looking for the best and brightest talent to hire for your company. Youlook through hundreds of cover letters and resumes. Casually you toss aside the ones you dont like, while highlighting the ones you do. You finally have narrowed down the qualified candidates you think will fit the position. Now you have your five best eignung hires, but three of them dont seem as strong after speaking with them. So with two candidates left, you schedule in-person bewerberinterviews. One candidate drops the ball, but the other candidate is so impressive you hired them on the spot. You rest easy, thinking youve found the perfect new hire for the job and everything will take care of itself. Except, it doesnt. After a few months, you realize the new candidate youve hired is having a hard time. Adjusting to his surroundings is proving far mora difficult. You thought itd be a smoother transition, but he do esnt seem to quite gel with the rest of the team. The work you thought he was capable of doing isnt up to snuff. Now you have a decision to make. Do you start the entire process over? How long should you give him a chance to redeem himself without drastically impacting the performance of the entire time? In 2015, the Brandon Hall Group (BHG) published The True Cost of a Bad Hire. In the study, BHG found 69 percent of companies say a bad interview process is the reason for low quality hires. Those bad hires are expensive too. Costs range from nearly $40,000 for individual contributors all the way up to over $150,000 for executives. Have faith though There are ways to change up the interview process to ensure you getthe right people into the right position. And to make the process simpler for you, we talked to a few experts. Here are their favorite interview processes and questionsUsing Predictive AnalyticsGoogle has a reputation for hiring the best and brightest minds in the business . For all the talk of how extraordinary they are, however, their interview process isnt as complicated as one might expect. In June 2015, Lazlo Block, Googles former Senior Vice President of People Operations, wrote Heres Googles Secret to Hiring the Best People. Companies have long been in favor of using assessment tests to judge candidates. Where Google differs from most companies, is they use a combination of assessments in order to find the best employee. Bad hires are expensive. Its important to hire the right person the first time.Click To TweetResearch shows that combinations of assessment techniques are better than any single technique, Block said. For example, a test of general cognitive ability when combined with an assessment of conscientiousness is better able to predict who will be successful in a job.Block said Google has an internal tool called qDroid, where interviewers pick the job they are screening for, check the attribute they want to test, and are emailed an int erview guide with questions designed to predict performance for that job. Block believes the combination between personality and situational assessments give a little nudge toward better, more reliable interviewing. Spotting Signs of LeadershipIts important to think ahead. You might not be looking for a leadership role when hiring for an entry-level position, but whether or not that candidate will make a great leader in the future could have an impact on whether you should hire them from the outset. In March 2015, Saba and Workplace Trends produced the The Global Workforce Leadership (GLW) Survey. The survey found 46 percent of companies noted leadership skills were the hardest to identify. A good way to spot these skills within a potential hire is to have your interview process designed to identify specific leadership skills. parte of the reason companies arent getting this right is because many dont exactly know what it takes to be a leader. Although 68 percent of workers, accordi ng to the survey, see themselves as leaders, 47 percent of HR leaders judge their pool to fill new roles within the company as just adequate. Its important to think ahead when hiring for entry-level candidates.Click To TweetThe GLW survey found the cause for the gap between viewpoints is due to employee development not being personal enough. While 52 percent of companies conduct annual performance reviews, less than a quarter worldwide use advanced technology for insights into their people and effectiveness of their talent programs.If youre looking for new employees you want to really stick within the company, your interview process will need to change to spot these leadership traits early on. Using Video InterviewsInterviews might not be your idea of a date, but at least one CEO would disagree. Kathryn Minshew, CEO of The Muse, talked about job interviews with Business Insider in September 2016. Minshews interview, A CEO explains how interviewing for a job is just like dating prese nted the parallels between job interviews and dates. She said a mistake she often sees is that people want a job in general, not the one in particular theyre interviewing for. From a hiring managers perspective, youre looking for someone who is excited about this role or this company, she said. Its kind of like dating and no one wants to date someone who just wants a girlfriend or boyfriend. People want to be with people who are interested in them. A great way to screen for this is through video interviews. They allow you to see a candidates body language, how they handle themselves with tough questions, and their tone. All which reveals clues of their true interest in the job. Videointerviews are a great way to see if candidates want a job or THE job.Click To TweetIn July 2015, Korn Ferrys company published the Futurestep Executive Survey to show how commonplace video interviewing has become. The report shows 71 percent of companies are using real-time video interviewing. Moreover, 50 percent are using them to narrow the candidate pool. Additionally, 24 percent of companies surveyed are using recruiting focused video on their career websites. So, if youre looking for ways to make sure youre hiring the right people, making video interviews a part of the process is a great way to screen potential new hires. Asking Candidates Oddball QuestionsIf youre a hiring manager searching for new talent, you need to put time into finding the right questions. This helps youto properly assess candidates for the exact role they are interviewing for. A lack of good questions is a sure-fire way to extend the time it takes for you to hire someone. Throwing curveballs toward a job candidate is an effective method to see how well they think on their feet. If youre searching for new talent, put time into finding the right interviewquestions.Click To TweetPete Abilla, founder of Find Tutors Near Me, says he likes to flip the tables on candidates. I play the interlocutor to the candi date, Abilla said. They will ask me a series of questions where new information will emerge about the business situation. Then they will begin to form a hypothesis and arrive at recommendations. Abilla said hes not so much focused on the right or wrong answers. Hes looking to see how they think. Max Page, founder of Coupon Hippo, asks candidates something a bit more personal. His question to candidates is if you started this job on Monday, what would your day-to-day look like that would make you say to yourself, I made the right move to X company?Page said hes looking to hear what candidates really want to do. It also can tell you what they arent getting out of their current job if you follow up with, what part of this day-to-day you want are you not getting at your current job? He believes if you cant offer the things the candidate wants to do in that role hes not a good fit.Gene Cabellero, co-founder of Greenpal, wants to know what a candidate is passionate about. He also asks can didates what theyre passionate about outside of their family. If a candidate is not passionate about anything, he will not be passionate about working for my company. Changing the Screening ProcessIn addition to asking oddball questions, influencers are known for changing the entire interview process. Robert McGuire, CEO of Mcguire Editorial Content Marketing Agency, likes to plant a paying attention test into the job ad. Mcguire typically works more with freelancers and independent contractors, so his process for screening them is different. I ask them to do some particular small thing in their application, he said. For writers, I will often ask them to look at an existing article and to suggest one or two follow-up topics as a demonstration of their thinking. Angela Copeland, author of Breaking The Rules Getting The Job, also has an interesting process. Copeland says, during the interview process, shell have a candidate organize their reference checks. Theyre asked to walk the fu ture hiring manager through their entire work history and why they left each job. Copeland says its a comprehensive and enlightening process. Taylor Dumochel, the executive recruiter at Peak Sales Recruiting, uses structured interviews. A slight twist for their interviewers, however, is they use scorecards to help remove bias. Its the best way to hire A-level talent, she said. Dumochel also says the biggest advantage for having a scorecard is that when you have done the work to break down the candidate profile and the job profile in terms of measurable attributes, youll find more qualified candidates. Dumochel further went on to say people who have experience in a similar selling environment will also be qualified along with people who have experience in the same role in the same sector. She believes the criteria theyve created eliminates subjectivity. Including Potential Co-workersWhen youre looking for a new candidate to hire, sometimes two or more heads are better than one. Havin g more than one person evaluate a candidate can be a fantastic way to see how the persons qualifications are viewed from multiple perspectives.In a recent Business Insider interview, Facebooks global head of recruiting, Miranda Kalinowski, and VP of people, Lori Goler, spoke about their interview process. Kalinowski said after candidates have gone through the multiple interview steps, they turn it over to their employees. Theyre the closest to the work being done, so theyre able to impart a lot of firsthand experience about what its like to work on that team in that role, as well as answer any question the candidate might have, she said. Facebook looks to make sure they match the right people with the right opportunities. In the end, your goal is to always look for the best person for the job. Although that can be a tall order for anyone, having the right process can go a long way. Whether its assessment-based, new processes, or oddball questions, the more committed you are to sharp ening your interview process, the higher the chance youll find the perfect candidate for the job the first time. What are some of your favorite interview processes? Let us know in the comments

Why You Should Take Those Scary Career Risks - The Muse

Why You Should Take Those Scary Career Risks - The MuseWhy You Should Take Those Scary Career Risks Im someone who tends to like to play things safe. Predictable and stable are two of my favorite adjectives, and I always prefer to stick to the beaten path, rather than opting for the road less traveled. And, regardless of what route Im walking on, you can bet I make my best effort to avoid any of those pesky sidewalk cracks- for fear of causing any careless injuries to my dear mothers back.So, needless to say, when I decided to up and quit my full-time job in favor of pursuing a career as a freelance writer, it welches a little (ahem, well, a lot) out of character for me.After I finally put in my two weeks notice with my supervisor, news of my pending career jump began to spread like wildfire. Numerous people approached me with what they said were their well wishes- which, in all honesty, were really just harsh criticisms and warnings with a half-hearted good luck tacked onto the end. Are you sure you want to do this? theyd ask, with a skeptical look on their faces, like I had just told them I was running away to join the circus, It seems like a pretty big risk- wouldnt you just rather play it safe?There they were. The words that had reverberated in my own brain for months before finally gathering my courage and running from my standard 9-to-5 Play it safe.Its advice you hear echoed time and time again. And, its well meaning, really. After all, many of us operate with this understanding that theres a step-by-step guide that will eventually lead us to a fulfilling and rewarding career- that theres some sort of paint-by-numbers approach that will finally give us the lives we want, as long as we play our cards right. In all honesty, its a sentiment that you could easily let dictate your entire career, particularly if youre someone who tends to thrive on the certain rather than the unknown (Im raising my hand over here).As Im sure you can imagine, those three small words taunted me over and over again as I was preparing to take one of the scariest career risks of my life. Who was I to make this jump? I was still young and green- why would I opt for this less traditional path, when I was already safe and secure in my own full-time job? What made me think I deserved to stray from the norm and do something different?But, somehow I managed to push all of those criticisms, naysayers, and nuggets of self-doubt aside, and instead took a running leap and hurled myself off of that ledge that- most of the time- seemed totally foolish and unreasonable.And, you know what? Im glad I did it. Not only has it led me to a career that I absolutely adore, but it also taught me something valuable about the way I was approaching my entire career- and even other decisions outside of my work life.Its all too easy to think that success resides with the predictable. With all the talk of climbing the ladder and paying your dues, anyone can understand why youd think tha t theres a certain rigid structure you need to obey- that if you follow the steps clearly laid out in front of you, youre bound to eventually wrap your greedy hands around what you really want. However, its important to recognize that theres always more than one way to do anything. And, safe doesnt always equal successful. In fact, sometimes sticking with the tried and true is a surefire way to land yourself in a career rut. There are countless stories of people who did things exactly as they were supposed to, and still remain unsatisfied with where they ended up. So, where am I going with this long-winded tale? Well, if you take one thing from this article, it should be this Playing it safe isnt always the best route. As a matter of fact, some of the biggest career successes and achievements have been attained by those people who disregarded the inclination to stick with the predictable and instead decided to do something that seemed just a little crazy. Bill Gates dropped out of H arvard. Apple got its start in a garage. The initial premise of Harry Potter was drafted on a napkin. You know the stories.Believe me, I know how tempting it can be to stick to that well-mapped and well-trodden path- its comforting. But, while taking a well-informed risk might not always seem as reassuring, it can definitely be more rewarding. And, take it from me- the view from the road less traveled? Well, it can be pretty amazing.Photo of happy person courtesy of Hero Images/Getty Images.

How to eliminate procrastination

How to eliminate procrastinationHow to eliminate procrastinationYou know you want a better job, relationship with loved ones, home, group of friends - the list goes on. Yet you are wise enough to realize that those are just trappings of fulfillment. Getting doesnt bring joy. A peaceful perspective where you make room for curiosity and compassion and edge out judgment and perfectionism is where you want to be. You long for a state of mind where acceptance is king and expectations and resentment are banished from your kingdom to a place where forgiveness prevails and control has no value - a place where your career and personal goals are aligned with your authentic self and whoosh into your life like a breeze of freshly cut grass.So why cant you get there?Do you see your future pretty much like the present +/- 10%? Have you dummied down your goals? Do you lack the energy to organize your life and set new goals for fear of that the next trying challenge is just around the corner?Procr astination is simply you not thinking fulfillment is possible. You dont know what to reach for and why do it anyway since it never comes.What future rewards do you put on sale when you give up or procrastinate? The immediate payoff might be that you arent disappointed. At first. That works for a while. The long-term effect of procrastination is stagnation and little chance for a better life.Is putting your future rewards on sale to hide from a perceived disappointment a fair trade? Who would you be if you set your fear aside?Squeeze in betweenWhat I continue to realize in my clients, in what I read, in the research is that you may not be able to control your emotions but you can control your thoughts which then affects your behavior and choices. The brain is like a muscle. The decision to have a clear intention and purpose is how to begin a mindful journey to joy in the moment - accepting what is without judgment.There is a difference between feeling and emotion and acting on it. W hen you are mindful you squeeze in between the two to create a space where you take a deep breath and say, Okay, maybe theres another way.Dont be the reactionary leader. Create a moment of silence. Listen to the silence. There is power in the pause. Have no expectations or judgment. Accept what is. Slow yourself down enough to notice your own breath. Notice sounds, what you smell, flavors and feel of every moment - even if the ones that scare you. Dont run from fear. Notice it. It is not real. It is you practicing failure in advance. Lean into it - risk vulnerability. Say, Im afraid and I am still ok. Therein lays the magic of wisdom bubbling up in front of you.MarywindschattenGannon, ACC, CAEis an executive coach and corporate CEO who helps busy leaders get off the treadmill to nowhere to be more effective, earn more, bemore calm and enjoyconnected relationships with the people who matter while it still matters.Watch her FREE Master Class training on Three Things to Transform You r Life and Career Right Now atwww.MaryLeeGannon.com.

Verbal Communication Skills List and Examples

Verbal Communication Skills List and ExamplesVerbal Communication Skills List and ExamplesAlmost every job requires workers to use verbal communication skills. Thats why verbal skills are highly ranked on the candidate evaluation checklists used by many job interviewers. The stronger your communication skills, the better your chances of getting hired regardless of the job for which youre applying. Youll do better during the interview, as well as on the job. What Are Verbal Communication Skills? Effective verbal communication skills include mora than just talking. Verbal communication encompasses both how you deliver messages and how you receive them. Communication is asoft skill, and its one that is important to every employer. Workers who can convey information clearly and effectively are highly valued by employers. Employees who can interpret messages and act appropriately on the information that they receive have a better chance of excelling on the job. Verbal Communication Skills in the Workplace What constitutes effective verbal communication on the job depends on the relationships between communication partners and the work context. Verbal communication in a work setting takes place between many different individuals and groups such as co-workers, bosses and subordinates, employees, customers, clients, teachers and students, and speakers and their audiences. Verbal communication occurs in many different contexts including training sessions, presentations, group meetings, performance appraisals, one-on-one discussions, interviews, disciplinary sessions, sales pitches, and consulting engagements. Examples of Verbal Communication Skills Here are some examples of effective workplace verbal communication skills employed in different workplace contexts. Verbal Communications for Supervisors The best supervisors dont merely tell their subordinates what to do and expect them to listen. Instead, they employ active listening skills to understand employe e needs and perspectives, engage in verbal negotiation to address and defuse issues, and capitalize upon opportunities to praise individual and team achievement. Advising others regarding an appropriate course of actionAssertivenessConveying feedback in a constructive manner emphasizing specific, changeable behaviorsDisciplining employees in a direct and respectful mannerGiving credit to othersRecognizing and countering objectionsShowing an interest in others, asking about and recognizing their feelingsSpeaking calmly even when youre stressedTerminating staffTraining others to carry out a task or roleUsing affirmative sounds and words like uh-huh, got you, I understand, for sure, I see, and yes to demonstrate understanding Using self-disclosure to encourage sharing Verbal Communications for gruppe Members Open and constant lines of communication are vital to team success, particularly when completing quality- and deadline-critical projects. One of the most important team-building sk ills, strong verbal communications help to ensure that issues will be spotted and resolved in formative stages, averting costly escalation. Conveying messages conciselyEncouraging reluctant group members to share inputExplaining a difficult situation without getting angryExplaining that you need assistanceParaphrasing to show understandingPosing probing questions to elicit more detail about specific issuesReceiving criticism without defensivenessRefraining from speaking too often or interrupting othersRequesting feedbackStating your needs, wants, or feelings without criticizing or blaming Verbal Communications with Clients If a large part of your work involves one-on-one communications with customers, its helpful to have a gift of gab particularly if you are a sales professional. Keep in mind, though, that your conversations need to be focused upon identifying and addressing your clients needs using your verbal talents to encourage consultative dialogues will ensure positive client relations. Anticipating the concerns of othersAsking for clarificationAsking open-ended questions to stimulate dialogueCalming an agitated customer by recognizing and responding to their complaintsEmphasizing benefits of a product, service, or proposal to persuade an individual or groupNoticing non-verbal cues and responding verbally to verify confusion, defuse anger, etc. Verbal Communications for Presenters Public speaking is a talent that is honed both through practice and through formal training. Speaking articulately and persuasively to a live audience involves Enunciating each word you speak clearlyIntroducing the focus of a topic at the beginning of a presentation or interactionPlanning communications prior to deliveryProjecting your voice to fill the roomProviding concrete examples to illustrate pointsRestating important points towards the end of a talkSelecting language appropriate to the audienceSpeaking at a moderate pace, not too fast or too slowlySpeaking confidently b ut with modestySummarizing key points made by other speakersSupporting statements with facts and evidence Tailoring messages to different audiencesTelling stories to capture an audienceUsing humor to engage an audience Tips to Improve Your Verbal Communications Even if you are a shy introvert who prefers to work independently, there are ways to improve your verbal communications skills so that you can more easily cultivate rapport with others. Practice makes perfect, and so take the time to actively practice these communications skills for workplace success active listening, clarity and conciseness, confidence, empathy, friendliness, open-mindedness, giving and soliciting feedback, confidence, respectfulness, and non-verbal (body language, tone of voice, eye contact) communication.