How to Deal With a Smelly Co-worker - The Muse

How to Deal With a Smelly Co-worker - The MuseHow to Deal With a Smelly Co-worker The smell is unmistakable. After triple-checking that its not your own body odor thats resulting in the stench, youve determined who the offending festivitt is. But what to do? Its not as though you ever received any professional training in how to tell a co-worker he stinks and needs to bathe more.As someone who has firsthand experience with this when I worked in a restaurant, I can tell you that this is one to leave to the powers that be. As cool as the chef and I were, I simply couldnt tell him he smelled and needed to start wearing deodorant and, um, showering on a regular basis. If you have a co-worker with questionable hygiene, I can understand your struggle it is all too real. But dont try to tackle this one yourself. Instead, request a meeting with someone in your organizations HR department. If youre tight with your boss and feel more comfortable mentioning it to them, then thats a fine route t o take as well. Either way, youre going to have to be frank This is weird and hard to say, but here it is Ive noticed that Name may have some body odor issues, and, well, the thing is, its just really unpleasant to be around. I didnt want to say anything, but I dont think Im the only one whos bothered by it. Its OK if you cringe as you say it and brace yourself for the response. In all likelihood, your manager or HR will note the issue and handle it accordingly- probably in the form of a conversation with your colleague.There are plenty of times being assertive pays off, but not here. Leave this one to someone more equipped to handle it.If youre struggling to get through the work because your co-workers hygiene issues are distracting, well, youre going to have to find a good solution to it. After all, theres no reason that you should let an annoying co-worker habit get in the way of you doing your best work. So, tell me on Twitter What is your most frustrating sekretariat issue? If a lot of people agree, I might just cover it And in the meantime, check out career coach Melody Wildings advice for dealing with office frustrations.

NYPD Bomb Squad and Hazardous Devices Unit Careers

NYPD Bomb Squad and Hazardous Devices Unit CareersNYPD Bomb Squad and Hazardous Devices Unit CareersThe clock is ticking as you wipe sweat from your brow. Everything is riding on this moment, and the safety and well-being of thousands are literally in your hands. You are the difference maker now in the question of whether death and destruction will prevail or people will go about their lives, perhaps never knowing what you did to protect them and keep them safe as you patiently and deliberately work to diffuse the bomb in front of you. Such is the life of a member of the bomb squad. Okay, maybe thats a little bit of an over dramatization, but that stakes are certainly high, and the job is no stranger to danger. If youve seen ?The Hurt Locker, Speedor Blown Away, youve got a good idea of what Hollywood - and the rest of us - think of when you hear bomb tech. On the positive side, among law enforcement specialty units, the bomb squad folks a place of respect and awe. On the downside, m ovies and television shows play up the drama and suspense to what many bomb techs say is an unrealistic level while failing to capture what it means work as a public safety bomb technician. The History of Bomb Squads in the United States The New York City Police Department created the first law enforcement bomb squad in the United States in 1909. It was headed up by Lt. Giuseppe Petrosino, an Italian-American NYPD detective who had been assigned to investigate Mafia activity in New York. During the period leading up to the formation of the squad, Italian immigrants were being extorted by members of the mafia, most often by means of what we now call improvised explosive devices (IEDs). Petrosino and his squad - then known as the Italian Squad - worked undercover to uncover bombing plots and bring the bombers to justice. In the early years, the bomb squads role was more that of an undercover detective and less about dismantling explosive devices. With the onset of World War I and mass-produced explosive munitions, the need to effectively deal with defective devices meant the need to learn how to make ordnance safe. At the same time, devices with delayed fuses were making their way out of Germany and onto the battlefield, where the predecessors to the militarys Explosive Ordnance Disposal units went to work diffusing them. Now, most medium-sized or larger police department in the U.S employs a bomb squad, usually officially known as the Hazardous Devices kollektiv. What Do Bomb Technicians Do and Where Do They Work? Nearly every moderately-sized city hosts a Hazardous Devices Team. The teamsmay be made upof a task force of police officers, sheriffs deputies, firefighters and federal agents, or it may be entirely housed in a single department. In most cases, especially in smaller areas, jobs with the bomb squad are part-time. That is to say that if you work in the HDT, its your secondary duty, next to patrolling as a police officer, working as a detective or training officer or aleidher job. In such cases, bomb squad members train periodically with their fellow team members and continue to perform their main functions unless called to investigate a suspicious device. Though it may at times be a secondary job, it is an important one, made that much more so by the World Trade Center Bombing of 1993, the Oklahoma City Bombing and the Boston Marathon Bombing. In an article, he penned for PolliceOne.com, former Knox County, Tn. Hazardous Devices Unit member Shawn Hughes states the primary function of police bomb technicians is to locate, diagnose, render safe, and make safe to investigate, bombs. It also involves responding to countless reports of suspicious devices and packages, backpacks left in strange locations, and working closely with another state, local and federal agencies and anti-terrorism task forces. Bomb squad members are subject to call out at any time and may have to travel to assist around their region or the country. In addition, many hazardous device teams are called to remove old military ordnance from places like peoples backyards that, believe it or not, were left and buried by now-defunct military bases and airfields. In fact, such calls are surprisingly common. When not actively on a call, full-time bomb technicians may spend their days training, practicing and even building devices to learn more about how the mind of a bomber may work and how to better respond to suspicious device calls. They also train to identify devices and evidence for crime scene technicians. One thing Hazardous Device Team members try NOT to do, contrary to what the movies tell you, is approaching a device unless they have to. While their techniques and tactics are largely secret, bomb technicians have lots of technology and gear available to them to help them make a device safe without having to get close, including specialized robots that can diffuse devices remotely. What Does It Take to Become a Bomb Squad Memb er? First things first, in most cases you need to become a police officer and spend time working the road and gaining law enforcement experience before you can be selected for a specialty unit like the bomb squad. That will mean completing a police academy, passing a certification exam and getting hired in law enforcement. Most departments require candidates to have - at a minimum - 2 years of experience before they are considered for special units. Typically, as with any law enforcement specialty position, current officers can apply when a position in their department becomes vacant. Sometimes, a candidate that demonstrates qualities the bomb squad is looking for may be asked to join, or they may undergo a selection process, tests, and interviews. Current bomb techs say candidates need to be able tohandle tight spaces, understand and explain difficult concepts and diagrams, and be an effective communicator. You also need to be able to listen to, understand and follow orders with u rgency and immediacy. Candidates who are chosen for the bomb squad train at the FBIs Hazardous Devices School at Redstone Arsenal in Huntsville, Alabama. After training, new bomb squad members apprentice with senior teammates to learn the ins and outs of the job. Job Growth and Salary Outlook for Bomb Technicians Theres not typically a high turnover in the bomb squad, as these jobs are often long-term commitments due to the amount of training and expertise required. Retirements and transfers do occur, and as departments continue to evolve in their response to terrorist threats, its quite possible that there will be some expansion of these units, though they will very likely continue to be hard to come by for most. Bomb squad members usually earn the same as the average for police officers in their rank, around $50,000 to $60,000 annually or more. They may also earn on-call pay and hazard pay to supplement their base salary. Is a Career as a Bomb Squad Member Right For You? I f youre the kind of person who likes gadgets and learning how things work, or if you like to tinker and enjoy problem-solving, working as a bomb technician may be the perfect criminology career for you. Its not, however, a career without risks. While certainly, any law enforcement job is inherently dangerous, working as a bomb squad technician comes with some very specific and significant risks, and so it should not be entered into lightly or without due consideration for the dangers involved.

Customize this Outstanding Director Of Hotel Operations Resume Sample

Customize this Outstanding Director Of bed and breakfast Operations Resume SampleCustomize this Outstanding Director Of Hotel Operations Resume SampleTheres no industry like the hospitality industry. In a sector thats made a booming global market out of catering to guests needs, a true leader is one who can drive profitable strategy while maintaining exceptional customer satisfaction. That leader is most definitely you, but with the time youve spent focusing on yur guests, where will you find the time to develop an effective resume? Worry not we can take both the time and effort out of writing your resume by providing a director of pension operations resume sample to guide you seamlessly through the process. If youre mucksmuschenstill strapped for time and in a hurry to get back to your busy operations, make writing your resume even simpler with our resume builder.Create Resume Gina Alvera100 Broadway LaneNew Parkland, CA, 91010Cell (555) 987-1234example-emailexample.comProfessional Summary Performance-driven Director of Hotel Operations with mora than a decade of extensive experience applying diverse hospitality management skills at hotels and resorts. Direct all facets of daily activities, including ensuring that all shifts are full staffed and implementing innovative guest interaction policies. Proven effectiveness at cultivating strong relationships with hotel staff, maintenance staff, kitchen staff, vendors, suppliers and guests.Core QualificationsHospitality operationsMS Office Suite, Kronos, EpitomeWeb-based applicationsEffective cost control and implementationQuality control and assuranceTask management and prioritizationTeam building through solid leadershipExperience Director of Hotel Operations, December 2009 Present Marina Bay Hotel New Cityland, CACoordinate with marketing personnel to determine effectiveness of promotional efforts.Determine feasibility of large-scale upgrades and maintenance projects.Prepare quarterly financial statements.Perio dically review performance of management staff. Director of Hotel Operations, October 2005 November 2009 Paradise Cove Suites New Cityland, CAImplemented an updated reservation processing system.Oversaw the development of a guest relations center to provide easier access for guests seeking information about hotel amenities and local attractions.Earned highest possible state evaluations for cleanliness.Brought budget under control within six months without sacrificing on the quality of services offered.Education 2005 Bachelor of Science, Hotel Management Pacific School of Hotel Administration New Cityland, CACustomize ResumeWhy Is This a Good Director of Hotel Operations Resume Sample?Hotels live or die by efficiency, and so does your resume. To optimize your document for efficiency, you need to use the kind of action-driven language exemplified in our director of hotel operations resume sample. Action-driven language creates a more personable, engaging voice for your resume by be ginning each sentence with an action verb. In the sample, rather than saying the candidate set up an updated reservation processing system, she implemented an updated reservation processing system. Using implemented is much more powerful than the passive set up.Another critical aspect of our director of hotel operations resume sample is how it presents the jobseekers leadership capabilities. Too many senior leaders at the director level and above write their resumes in ways that undersell their leadership capacity and present them as lower in the management hierarchy than they truly are. A director isnt far off from an executive, and at that level a resumes language needs to speak with confidence and utter assertion of the candidates strategic management capabilities. For instance, the opening summary of our sample focuses primarily on policy, daily top level operations, and relationship building at all staff and guest levels - skills pivotal to being a good leader.Still another ke y factor in a good resume is what you dont say. Believe it or not, picking and choosing what to include in your resume reflects on your judgment skills and your ability to prioritize what is or isnt essential. Including non-essentials in this document tells employers you dont know how to focus on whats truly important in a resume, so you wont be able to focus on whats important to their business. For this reason weve kept our director of hotel operations resume sample to one page and narrowed it down to a three-sentence summary, brief keyword bullets, and employment history that rely more on effective language than on lengthy descriptions to make an impression.Why You Need a Strong Director of Hotel Operations ResumeWhile customers rate hotel performance by their guest experience, hotel owners rate performance by profit margins, bookings, occupancy, and service quality. Its not uncommon for hotels to change managers frequently when these core metrics fall short once hotels being to lose money, churn escalates dramatically. Hotel owners would rather avoid this situation and seek to employ top-level management staff who can provide the stewardship and stability needed to deliver outstanding growth without attrition or poor margins. The best way to prove you can do that job is to write an exceptional resume that showcases your prior successes at other properties, like our director of hotel operations resume sample. Your resume is a business case offering proof that youre a viable investment, capable of overcoming market challenges to meet company goals.Costly Director of Hotel Operations Resume Mistakes To AvoidDont complain in your resume this is good advice to follow in an interview as well. The hospitality and travel industries are difficult for everyone. Employers are well aware of this and dont want to read a resume where their potential new director of hotel operations primarily complains about the struggle to remain afloat during economic challenges. Inste ad they want to hear how youre part of the solution and how proactive youve been in helping prior employers navigate turbulent economic conditions to remain viable and profitable. Discuss any strategic programs youve launched, any promotional initiatives youve led, and any innovations you implemented that improved profitability and service quality for one or more properties.Be careful not to pigeonhole yourself by focusing only on a limited set of skills. Take a look at our director of hotel operations resume sample our sample candidate presents a broad skillset by demonstrating expertise in hospitality management, daily operations, staffing, guest services, maintenance, team building, and key hotel management software.ConclusionConvince employers to roll out the red carpet by building a five-star resume experience using our director of hotel operations resume sample. This sample provides the framework, but its your expertise and winning talents that will turn your own into a winnin g document. Give yourself the VIP treatment, and rebuild your resume to reflect your leadership level, accomplishments, and career goals today.

Employers and dates want to hear about your struggles, study finds

Employers and dates want to hear about your struggles, study findsEmployers and dates want to hear about your struggles, study findsAmericans are transfixed by the geniuses who roam among us. But when it comes to our everyday lives, a recent study finds we prefer the people who admit theyve put effort into making it.The article, published in bi-monthly journal Basic and Applied Social Psychology, dispels preconceived notions some people have about how to impress a potential employer, or even a date. Though we may be inclined to mask our shortcomings, the authors experiments actually indicate that showing some vulnerability can help us win people over.Talents not enoughIts true that when we stress our natural talent, we tend to be perceived as more competent. But while its obviously a positiv to be capable, talent and competence arent what makes someone like us. Especially in communities that emphasize a Protestant work ethic, were more likable when we admit we had to work hard for wh at weve achieved.The same goes for our personal lives People would rather date someone who struggles than someone who is inherently talented. That means its finally okay to be human Theres no need for perfection in fact, it may work against us.What about gender?Given that women are less likely to emphasize their accomplishments, we might expect that theyre more inclined to talk about the effort it takes to succeed. But in this study, the author found negligible difference in how each gender chose to talk about their achievements. So though it may be more difficult to get women to vocalize what they do right, once they do, their explanations are similar to the ones used by their male counterparts.

Study Women 30% less likely to be called in for an interview

Study Women 30% less likely to be called in for an interviewStudy Women 30% less likely to be called in for an interviewEverybody knows about the pay gap but apparently, theres a job-interview gap, too. Researchers at Universitat Pompeau Fabra in Spain used fake resumes of equally qualified men and women to apply for real jobs and found that women were 30% less likely than men to be selected for an in-person interview. The study was published in the European Sociological Review.For the study, researchers set out to discover if employers discriminated against women based on stereotypes or prejudices. They sent fake resumes from men and women aged 37 to 39-years-old to 1,372 job openings from a variety of occupations in Madrid and Barcelona.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreThe resumes were sent in pairs. In the first pair, both candidates had the same background, and the same quali fications and they differed by sex.In the second pair, one of the candidates would have a more advanced background and extra skills like speaking a language. Another factor they added was that one candidate would be a parent.The researchers also sent identical resumes to some open positions one male, one female.ResultsThe resumes for male job candidates received callbacks for an interview 10.9% of the time, compared to 7.7% of the time when the same resume represented a female. From this, researchers calculated that the probability of receiving a call back for an interview as a female was 30% lower than for a man.They also found high gender discrimination among candidates with children and less discrimination among women with higher skills.The penalty drops to 23.4% if the women have a higher level of skills, and it also declines to a 20.3% lower callback probability if they do not have children. However, it drops to a 46.7% lower chance of being called in for an interview if they do have children.Ultimately, the authors wrote, gender bias in recruitment is largely grounded in employers stereotypes rather than in prejudices. That is, it isnt about sexism so much as it is about how hard and how effectively they think women will work as mothers, for example.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Shortcuts to Salesman Resume Only the Pros Know

Shortcuts to Salesman Resume Only the Pros Know What the In-Crowd Wont Tell You About Salesman Resume Maybe youre targeting companies in a particular industry. You should make certain to emphasize any work in sales which you have, even supposing it isnt directly related to auto sales. There are several other automobile sales careers which dont need a license. If youve sold cars before you need to be searching for a bigger, better dealer that will permit you to excel and place your sales skills to good use. The Importance of Salesman Resume The success of a vehicle salesperson is dependent on their skill, dealership and merchandise. Its also crucial for an automobile salesperson to understand how to effectively close an offer. Utilize our completely free automobile salesman CV sample to compose a resume that youre able to tailor to the salesman youre applying for. Dont andrang out and take the actions you want to acquire an auto salesperson license before youre hired by mea ns of a dealership. The 5-Minute Rule for Salesman Resume The totally free vehicle salesman CV below is a fantastic illustration of a CV that will assist your application stick out from the competition. The demand for an automobile salesman resume cover letter is a matter of private option, but not quite as critical as it is with different professions. Utilize our totally free vehicle salesman CV sample to compose a resume that it is possible to tailor to the job youre applying for. A sales job is about numbers and figures. How to Get Started with Salesman Resume? Some people dont know the right spelling of the term mattress. They would not want to include salesman resume objectives in the resume because they think that it would occupy a lot of space unnecessarily in the resume. In any event you shouldnt be worried about the practice of being licensed to begin selling cars for a living. You should likewise be able to explain technical jargons in a transparent approach to la ymen. The Nuiances of Salesman Resume In sales, folks expect you to be persistent. One of the fruchtwein frequent metrics of success for auto salespeople is the way good they are at hitting their quotas. Last, you are going to need complex abilities, such as customer support, the capability to forecast the way the marketplace will change in the coming months and years, and the capability to determine target audiences and suitable pricing for your goods. Despite the fact that cars are considered a necessity, its hard to sell one. Meanwhile, you may use the subsequent discussion to recognize which sales skills youve got, where you might have to brush up, and the way you can present your abilities in the very best possible light when submitting an application for a sales position. Now, if youd like to provide your car salesman skills more prominence on your resume, it is possible to additionally list them in another crucial skills section. For instance, you should incorporate any technology-related skills that youve picked up. You also need to car a great grasp of using how to purchase a phd Internet and its distinctive advertising procedures. A resume is an important document for each work seeker no matter the profession. From time to time, freelancing can also become a full-time position. Learn more on the subject of the top skills employers search for in candidates. You require a great resume to stand from the a number of other people who are applying for the exact same job. In addition to empathy, salespeople should have good listening abilities. Employers will be searching for applicants who have skills that align with somebody who can thrive in sales. Finding jobs letter a Salesperson requires a determination to be successful through a wide tischset of job-seeking skills. Key Pieces of Salesman Resume You require busy hiring managers to quickly glean the information that you present. Whether you work as a retail salesperson or manage a s ignificant account with a worldwide corporation, you want to comprehend your customers needs. If you would like to work as a Salesman, concentrate on the next. To be successful in almost any sort of sales occupation, you require the skills to convince a person to purchase your businesss product. Aside from the ones mentioned in Car Salesman Skills List, you may also include things like customer support, communication and societal media marketing. Therefore, pay attention to the salesman resume objective in addition to sales resume skills. Take a look at My Perfect Cover Letters expert example to have the guidance you need to construct your own.

How To Stop Neglecting Active Job Seekers

How To Stop Neglecting Active Job SeekersWhen it comes to hiring, its best to have a blend of active and passive candidates applying for an open position within your company. Yet, sometimes active candidates dont get the same kind of attention that passive ones do, often inadvertently. Hiring managers are spending so much time recruiting passive candidates that they forget to cater to those who are actively in search of new employment opportunities. If youre trying to balance working with active and passive candidates, here are some essential points to keep in mindActive doesnt necessarily mean undesirableIts easy to make a snap judgment about an active candidate they must be leaving because they know theyre about to be let go. They got fired. Theyre a job hopper and are itching to get out of their current company, despite arriving there only a few months ago. However, its important to remember that active candidates, classified as 25 percent of the workforce, might be searching for a new job for any number of valid reasons, such asA spouse got an employment opportunity in a new city and they need to move with them.Theyve realized they cant grow within their existing company and want a new challenge.Their vision and values arent in alignment with their current employers.Theyre looking to take their career in a new direction.Their current job has them traveling frequently and theyd like to be home mora.Not all active candidates are on the hunt because theyre undesirable employees and have burned bridges at their current or past companies. Because active candidates are valuable applicants, its important to make aya youre not inadvertently neglecting them during the hiring process. So how do you make life easier for job seekers who are hoping to find a role within your company?Just because a jobseeker is actively looking for a new job, doesnt mean theyre a bad employee.Click To TweetKeep the hiring process easyWhether the individual desperately wants the job or is a passive candidate and needs to be recruited, the hiring process theyre part of should be as turnkey as possible. To ensure that is the case, put yourself in the professionals shoes. If you had to go through the steps they go through to get hired at your company, would you bother? If the process seems too time-consuming, take an analytical look at how you can make some adjustments. Its no secret that attention spans are more limited these days, so cutting down on the amount of time required to submit materials for an open position is important.Candidates should be able to apply for an open job within your company online. If youre still asking for resumes via snail mail, even the most engaged candidates will probably lose interest in your available position. The online portal you use should be low maintenance too. If you make interested individuals set up a profile, then enter all of the information found on their resume and retype their cover letter, youll lose them despite the fa ct that the application can be done electronically. Regardless of a parties employment status, people are more crunched for time than ever before. They dont want to waste hours trying to apply to a job at your company. Make it easy for them in buchen to increase the pool of desirable candidates that you get.Once you collect resumes, you should sort and store them in a database. Even if a particular candidate isnt chosen for that specific opening, the fact that they applied indicates that theyre interested in your brand. Keep their file on hand and you can contact them when future openings become available. The best new hires are those who are truly excited about what your company offers. If theyve applied once before, then they probably agree with what your business stands for and would like to be part of the team in the future too. Break away from the traditional cut and dry bewerberinterviewThe interview is the perfect opportunity to find out a candidates real story. Why are they seeking work right now? What do they have to say about current or former employers? If youve got questions about a job seeker, now is the time to get them answered, so make sure you use the interview process to your advantage. If you look at an applicants resume and see that they typically only stay at a job for 6 months before moving on, dont let this fact linger as the elephant in the room. Be upfront and ask a question about why this has been the case. The job hopping may have stemmed from a series of events that were out of the individuals control, including layoffs, illness in the family, or other logical reasons. It doesnt always point to character flaws on the part of the employee.Make your job descriptions countWhen someone is actively looking for work, its likely that theyre using a number of different strategies to find openings. One of these techniques is doing a Google search using keywords that apply to their particular skillset. Make sure that your job posting shows up in the search results. If, for example, youre hiring for an account rep with experience selling pharmaceuticals, sprinkle this phrase and others that anyone looking for this kind of position might search for into your job description. You want to increase the likelihood that they stumble across your posting while scoping out what Google has to say. The rest of the description itself should give the candidate a clear picture about what youre looking for. Provide real examples of day-to-day tasks that the person would need to accomplish. What are the short and long-term goals for the position? What kinds of people would the new hire work with regularly? What sort of office environment will they encounter? What personality types have done well in this position in the past? Crafting a vivid description helps to weed out candidates who may not actually be interested in the available job. Plus, it allows those who are applying to customize their cover letters and resumes more carefully i n order to illustrate why theyd be a great match.deutsche post ag on multiple platformsThose who are actively seeking new employment are searching for opportunities on multiple platforms, including social media. Make it easy for them to find you as they browse. Post your openings on sites like Indeed, but also tweet about the position, post it on your companys website and Facebook page, and include a listing on LinkedIn. This increases the chance that someone whos interested in your business will be able to find you and submit their materials for consideration. Dont forget to include specific instructions about how someone should go about applying for the job, including what kinds of documents youd like them to submit.Dont rely on one job board when hiring. Post on a variety of platforms, including socialmedia.Click To TweetPump your companys site with informationHelp active candidates put their best foot forward during an interview by allowing them to do plenty of research about yo ur business beforehand. One way to make it easy for them is by paying close attention to your companys website. Is it up to date? Does it properly describe what your business is all about? Does it contain information about relevant news pertaining to your brand? When active candidates look to study up on your business before the interview, help them find the most relevant, current content to ensure that theyre able to speak intelligently about why theyd be a good fit for your company. If your site hasnt been touched in two years, youre leaving candidates to talk about outdated projects and news, unless theyre able to find more recent information during a Google search.Ask for referralsWhen you have an opening to fill, use your employees as a resource. They probably know someone whos in the market for a new job, whether its a friend, family member, or even a former co-worker. Taking recommendations from your team helps in the job hunt process because you have the real life endorsemen t of people you trust backing this candidate. They can speak to their strengths, personality type, and goals. Since they know what it takes to succeed in your company, they can reflect on whether this person would blend in well with the existing team.Employee referrals let you know a jobseeker is a good fit for the role and the company.Click To TweetWhile they might not come with the thrill of the chase allure that passive candidates possess, there are a number of reasons why an active candidate can be a valuable asset to your business. For exampleThey probably want the hiring process to move quickly, too A slow hiring process drains a companys resources and its employees energy. Just as you want to move along and find the right individual for the job as soon as possible, those who are actively seeking work want to move through the process quickly too. This way they can either begin their new position or know that its time to continue their search. Being in job hunt limbo is highly undesirable.Their materials are up-to-date so youre able to get a better sense of whether this individual might be a good fit A person whos satisfied with their current job probably isnt thinking about updating their resume and LinkedIn profile as carefully as someone whos looking to make a move. Therefore, when you go after a passive candidate, youre not totally sure whether the materials youre reading are updated. With active job seekers, you know that they probably update their resume and profiles regularly. Therefore, what youre reading is a good reflection of the kind of person who would actually come work for you if they got the job.Active candidates are ready to get to work as soon as possible When you extend a job offer to an active candidate, you can feel fairly certain that theyll be able to start work within a few weeks. Give them time to notify their current company (if theyre still working), and then they can begin getting acclimated with your business. Passive candida tes are on a different timetable. You might have to wait several months for them to finish up a project at their current job, or until they can get another person in to replace them. Since theyre not trying to leave, they wont feel as inclined to speed up the process. This puts a strain on you as you have to go longer with an open position in your company.Passive candidates are not necessarily more talented Some hiring managers and recruiters automatically assume passive candidates are more desirable or more talented, simply because they arent actively looking for a job. In reality, active candidates can be equally as skilled and enthusiastic. Sometimes professionals with strong skill sets and great personalities get into a job situation that just isnt the right fit for them, so they look to move on. This doesnt make them any less qualified for future work.When youre seeking out new talent, its also important to pay attention to those who fall in the gray area between active and pas sive candidates. These individuals arent hopping on job posting sites each night and constantly revamping their resume, but theyre are actively priming the pump for a new job. Theyre talking with people in their network about possible opportunities and are making it a point to learn about potential leads. Place value on these types of job seekers as well, and understand that catering to applicants with a range of current employment situations helps you to broaden the pool and ensure that youre getting the best applicants for the job. You never know who your next star employee will be, so keep an open mind as you sort through resumes and conduct interviews.

A quarter of tech workers think their current job is a big mistake

A quarter of tech workers think their current job is a big mistakeA quarter of tech workers think their current job is a big mistakeAre you having regrets about your most recent career move? Whether its caused by bad coworkers or management or because of company scandals or dropping stocks, many tech employees regret taking their job acceptance.We asked them to respond with either TRUE or FALSE to this statementI regret accepting my job at my current company.Heres what we found23.4%responded that this statement is TRUE, and that they regret accepting their current job.76.63% responded that this statement is FALSEWe also took a look at the results broken down by companies with at least 100 employee responses. Heres what we foundSnapchatled the way with39.2%of employees answering with TRUE.Rounding out the top three were Oracle (with 34.13%) and Intel (with 32.04%).Facebookhad the lowest percentage of employees answering with12%.The two other companies with the lowest percentage of emp loyees answering with TRUE are Google (with 14%) and LinkedIn (with 15.8%).So, why do nearly a quarter of tech workers regret taking their current job? We cant be sure, but one factor could be job burnout. In another recent survey,57% of tech workersresponded that they currently suffer from job burnout. The four companies with the highest percentage of employees who say they regret their current job (Oracle, Snapchat, eBay, and Intel) are also companies with higher than average responded employee burnout. Conversely, the percentage of employees at Facebook, Google, LinkedIn, and Uber (companies with the lowest percentage of employees saying they regret their current job) said they suffer from job burnout was lower than the overall survey average.More survey detailsThe survey ran from Oct 25 through Nov 1, 2018, and was answered by 10,396 users of the Blind app. Users could only answer once.This article was originally published on TeamBlind.

Take that shot Youll miss 100% of the ones you dont take

Take that shot Youll miss 100% of the ones you dont takeTake that shot Youll miss 100% of the ones you dont takeWith great power, comes great responsibility. - Stan Lee, SpidermanAt the beginning of basketball season, during my senior year of high school, my long-time friend and I were named captains of our gruppe. It was a tremendous honor. My coach and teammates thought enough of us to make us leaders. Now, we had to act like them. Which meant, being fearless in the face of big decisions and opportunities.Despite naming us as captains, my coach also knew we each had our shortcomings. I had to overcome a fiery attitude. I played angry, I played emotional - and my coach knew it. So we addressed it and figured out how to use it to my advantage.My co-captain was the ultimate team player. In fact, at times, he was a little too unselfish. During one of our toughest losses of the season, on the road against a rival, my friend missed a layup (a close shot) at a big moment in the game. He felt terrible about it, realizing it was a missed opportunity that could have helped us win the game.So, my coach made sure he knew that making mistakes were OK. He gave him a gift - one Ive always remembered and reminded myself of at pivotal moments in my life. It was a statuette of a basketball and inscribed on the bottom it read,Youll never make 100% of the shots you dont take.The words are a double-negative take on the famous Wayne Gretzky quote that is the title of this article. Wayne Gretzky is known universally as the greatest hockey player to ever live. He said these words, as both a great goal scorer and passer, because he recognized what it meant to go for it. Gretzky understood hed make mistakes.He recognized hed fail, punkt down and have to get back up again.Most significantly, The Great One knew if he never gave things a shot, hed have to live with that awful feeling of regret. You know the feeling - where youre suspended in a dreary thought purgatory, wondering, Wha t could have been?Go for itGretzky was talented beyond measure, and early on in his career, he was encouraged to become the young leader of the Edmonton Oilers and elevate his game to help make the players around him better. It paid off. Gretzky would go on to win four Stanley Cup (NHL hockey championships) with the Oilers during the 1980s.Ive took this lesson with me everywhere Ive gone. That simple gift meant so much to my friend and it meant a lot to me, as well. It did so much to dash fear, hesitancy and indecisiveness. Three things that can destroy us and halt progress. Indecision and fear, in particular, will stop us from ever achieving the biggest dreams and goals in our lives.If you play with the mindset that making mistakes is OK, that giving things a shot is the right way to go, then youll always live with greater confidence. Youll see positive results. While it helps having a coach, teacher or friend there to help you, that rolle wont always be there. Once youve matured i nto the young woman or man you are, youll know that making that decision, versus not making one at all, is what its all about.We went on to have a very successful season that year. We learned that mistakes were OK. That wed always fail, always miss out if we never gave things a shot. Its always better to give things a shot.Where are you?Maybe youre on the fence right now about something. Is it fear of asking out the woman of your dreams? Indecision around whether to accept or decline a job? Could be you fear public speaking - or putting your design, writing or art out there for public consumption. Trust me when I tell you, you have to be willing to give it a shot.Theres an odd comfort in fear. Fear leaves us trapped, but it oddly squashes future fear about giving things a shot. So we sometimes stay there. Stuck in a vicious cycle. When we look at things objectively, its foolish to live in fear. The reason we often do - why we dont give things a shot - is because we often fear suc cess. We fear the unknown - of becoming something bigger, greater and more amazing than we could ever imagine.Dont be that rolle who sits on the sidelines and never gets to know. Give it a shot. Shoot for the stars. Let this be your call to action to move forward with that big decision in your life thats waiting for you.Get startedJoin my newsletter and check out my bestselling book, The Value of You. This will give you inspiration to start planning for success on your journey. If youre interested in working with me try me here.This article first appeared on Medium.

ASME Enters Into Co-Branding Agreement with Wiley

ASME Enters Into Co-Branding Agreement with Wiley ASME Enters Into Co-Branding Agreement with Wiley ASME Enters Into Co-Branding Agreement with Wiley ASME recently signed an agreement with global technical publisher John Wiley Sons Inc. to develop and publish a collection of mechanical engineering books under the co-branded Wiley-ASME Press Series imprint. The new agreement brings the two organizations together in an initiative that combines ASMEs mission of serving global communities by advancing, disseminating and applying engineering knowledge with Wileys more than 200 years of publishing experience.ASME and Wiley plan to publish 10 new titles per year, with the potential to increase this number in future years. New titles under the imprint, which will carry both the Wiley and the ASME Press logos, will be released in early 2016.Books published under the new Wiley-ASME Press Series will target an audience that includes researchers professional engineers and technical staff in ind ustry educators and trainers industry analysts and researchers and upper-level undergraduate and post-graduate-level students, according to the two organizations.The first title in the series, Introduction to Dynamics and Control in Mechanical Engineering Systems, is scheduled to be published next April. The publication, by Cho Wing Solomon To of the University of Nebraska-Lincoln, is an introductory textbook covering dynamics and controls of engineering systems, with a specific focus on mechanical engineering systems. Copies of the book can be pre-ordered on the Wiley website.ASME and Wiley also plan on releasing two additional titles Nonlinear Regression Modelling by Russ Rhinehart from Oklahoma State University and Fundamentals of Mechanical Vibrations by Liang-Wu Cai of Kansas State University under the new imprint within the first half of 2016.In addition to the creation of the new co-branded imprint, the new agreement will also ASME members to receive a 20 percent discount o n all Wiley books. To receive the discount, simply enter the code ASM3 when ordering books on www.wiley.com.To pre-order a copy of Introduction to Dynamics and Control in Mechanical Engineering Systems, visit wiley.com/WileyCDA/WileyTitle/productCd-111893492X.html. For more information on ASME Press and its publications, visit www.asmepress.org.