Sunday, January 5, 2020
Spark Hire at TechServe Alliance Conference - Spark HireWere going, going, back, back, to Cali, Cali. This time, for the TechServce Alliance Conference Tradeshow Visit Spark Hire at Booth 115 to learn how video interviewing can enhance your IT and engineering staffing efforts . Well be exhibiting at La Quinta Resort Club Waldorf Astoria, Palm Springs, CA, November 12-14, 2015.Everyone in ITStaffing should visit sparkhire at Booth 115 TSAConf15Click To TweetThe TechServe Alliance Conference delivers highly engaging content specifically focused on the winning strategies and proven tactics of successful IT Engineering Staffing and Solutions firms.We have found that video interviewing works seamlessly within the recruiting process of IT and engineering staffing firms, says Josh Tolan, CEO of Spark Hire. Using technology for these highly technical jobs makes perfect sense and leads to a great experience for both candidates and clients.IT staffing pros are particularly impressed with Sp ark Hires candidate showcase feature, where you can share multiple qualified candidates with your clients within one simple email. Clients can then watch the video interviews and are able to comment and rate candidates ensuring seamless collaboration. And the best part? You will be notified via email as soon as your clients open and review the interviews you shared with them.Even if youre not going to be at TechServe Alliance(or if you run out of time at the conference), you can check out Spark Hires video interviewing platform anytime youd likebyBrowsing the homepage and features pageReviewing tons of resources inSpark Hires Demo World for StaffingGettingapersonalized demo with one of our product specialists to get an in-depth look at all of our features in actionAfter all, we understand how busy conferences can getWill you be attending the TechServe Alliance Conference Tradeshow this year? Who are you most excited to landsee?
Wednesday, January 1, 2020
How a manager should critique an employees workHow a manager should critique an employees workConstructive criticism is essential for team dynamics. If your employees dont improve a little each day, then the company as a whole will languish.Still, theres a proper way to dispense critiques while you manage the relationship and remain in control as a leader.I call the approach considerate strength.Heres what I mean.Subject line Feedback on the draft of your Acme presentationHi John,Thanks for sending along the initial draft of the Acme presentation.I can tell you spent quality time on the presentation, especially the case studies area. Nice work describing the app development we did for Tech Corporation. I like how you stressed Simons role as the go-between with the client when we were on the time crunch.NOTE Start with what you like about the parts work and be specific (ex Simons role).I have a few critiques about the presentation. Please make the changes as soon as you can and send b ack over to me.The opening three slides look boring. Not enough color or images. See what you can do to spice things up.At 37 slides, its too long for a 20-minute pitch. Can we bring the slide count under 25? Try to combine slides or determine what we can do without. One idea I think slides 12-14 with additional client testimonials are overkill.I see a few misspellings. Use spell check and clean up the copy.I look forward to the next version. If you have questions, let me know or stop by my office to chat.Thanks, Leaders first nameDeeper insightBegin with the positives and then dive into what needs work. Notice how the critiques are not sugar-coated (The opening three slides look boring).I dont mean you should lace into people when they need to fix their work. But dont dance around the issues either. Come out and explain the issues.The balance is what I mean by considerate strength. Respect your team but push back when the work needs to improve. Thats the proper role of a leader.Thi spostwas originally published onDannyRubin.com.
Friday, December 27, 2019
Sales Associate CV Example 2018s Top SampleSales Associate CV Example - 2018s Top SampleCreate this Resume ObjectiveEffective salesman with strong selling expertise in two different companies. My exposure to marketing, selling, promoting and advertising various products will be very helpful in performing my functions effectively.Personal Information Joseph Li1402 Clement StreetAtlanta, GA 30303(222)-875-7793j.lisampleresume.netDate of Birth May 6, 1979Place of Birth GACitizenship AmericanGender MaleProfile Summary Wide experience in selling Great exposure to web hosting industry Skilled in handling various tasks Internet marketing experienceEducationMBA, 2007Duke University, Durham, NCBS in Marketing Management, 2004Duke University, Durham, NCEmployment HistoryArea Sales Associate, 2007 PresentThe Geo Group, Inc, Boca Raton, FLResponsibilities Tailored the companys sales strategies to the current business trends and customer requirements. Developed specific plan to sustain c ustomers needs. Negotiated with the elite companies for possible merging. Ensured that the customers obtained excellent service in every transaction. Identified the common errors committed in sales inventory and proposed practical solutions.Sales Associate I, 2006 2007The eu-agrarpolitik Inc., San Francisco, CA Prepared written and oral proposals for the scheduled meeting with the customers. Visited key customers to develop and sustain business relationship. Tracked the progress of the Sales Department on a monthly basis to ensure that the monthly quota is met. Scheduled exhibits for product endorsements. Communicated with the suppliers to ensure that the orders are delivered on time.ResearchLong-Term Sales StrategiesTraining/CertificationCertificate in Effective SellingAwardTop Sales Performer, 2008Professional MembershipAssociation of Certified Sales RepresentativesSkillsExcellent in written and verbal communication skillsExcellent persuasion and negotiation skillsExcellent know ledge in PowerPoint presentation Customize ResumeMore CV SamplesSalesman CV Science Teacher CV Secretary CV
Sunday, December 22, 2019
Make the Most of Your Meetings Make the Most of Your Meetings A survey of business leaders showed 33% of time spent in meetings is unproductive 75% of the respondents said it is almost essential to have an agenda, yet they use them only 50% of the time Only 64% of meetings achieve their intended outcomeA disciplined approach to making the most of meeting time will help to maximize gruppe effectiveness.Set an objectiveAnswer these three questions. What, ultimately, do I want to achieve by this meeting? What, specifically, has to be accomplished by the end of this meeting? When the meeting is over, how will I know whether the meeting was a success? Use your answers to define your meetings objective. Then make participants aware of the objective up front.Make sure the key people attendKey people are the ones with the knowledge and experience needed to accomplish the meetings objective.Arrange for the proper facility Little things (how the room is arranged, the room temperature, or whe ther theres coffee or not) can make a tremendous difference in the success of a meeting.Write an agendaThere are numerous ways to accomplish this task. Have a planning committee set the agenda, or send out a pre-meeting survey asking people to list one to three topics they want to discuss. When writing an agenda, put the most important items at the beginning.The agenda should be distributed far enough in advance so participants can adequately prepare for the meeting. The agenda should state the date, location, start and finish time, topics to be covered, the expected outcome (information only, discussion, or decision), and time allotted to each topic.Studies show that productivity decreases sharply after about an hour and a half of meeting. If you must have a long meeting, provide adequate breaks.Keep the meeting on trackConsider using a facilitator or getting a team member to serve as timekeeper. If a facilitator is not used, the meeting leader is responsible for keeping the meetin g on course and adjourning on time. You could also assign meeting roles to facilitate progress such as chairperson, note taker, timekeeper or observer.You might also allow the participants to suggest agreements for the meeting before the meeting begins, like those listed below. One person speaks at a timeNo side conversations Everyone participates Listen as an ally Set time frames and stick to them Use a consensus decision-making modelIf, as the leader, you notice that only a few are contributing, you can direct a question to others, such as What do you think about . . .? Should discussion stray from the agenda, you should ask, Is this subject relevant? and have the group determine if it should be added to the agenda or saved for a future meeting.Summarize the meetingIn closing, the leader should summarize the groups accomplishments, review action items (including who, what, and when) and, thank everyone for their participation. The summary of the meeting should be appropriately doc umented and distributed to team members and key stakeholders. Make the Most of Your Meetings A survey of business leaders showed 33% of time spent in meetings is unproductive 75% of the respondents said it is almost essential to have an agenda, yet they use them only 50% of the time Only 64% of meetings achieve their intended outcomeA disciplined approach to making the most of meeting time will help to maximize team effectiveness.Set an objectiveAnswer these three questions. What, ultimately, do I want to achieve by this meeting? What, specifically, has to be accomplished by the end of this meeting? When the meeting is over, how will I know whether the meeting was a success? Use your answers to define your meetings objective. Then make participants aware of the objective up front.Make sure the key people attendKey people are the ones with the knowledge and experience needed to accomplish the meetings objective.Arrange for the proper facility Little thing s (how the room is arranged, the room temperature, or whether theres coffee or not) can make a tremendous difference in the success of a meeting.Write an agendaThere are numerous ways to accomplish this task. Have a planning committee set the agenda, or send out a pre-meeting survey asking people to list one to three topics they want to discuss. When writing an agenda, put the most important items at the beginning.The agenda should be distributed far enough in advance so participants can adequately prepare for the meeting. The agenda should state the date, location, start and finish time, topics to be covered, the expected outcome (information only, discussion, or decision), and time allotted to each topic.Studies show that productivity decreases sharply after about an hour and a half of meeting. If you must have a long meeting, provide adequate breaks.Keep the meeting on trackConsider using a facilitator or getting a team member to serve as timekeeper. If a facilitator is not used, the meeting leader is responsible for keeping the meeting on course and adjourning on time. You could also assign meeting roles to facilitate progress such as chairperson, note taker, timekeeper or observer.You might also allow the participants to suggest agreements for the meeting before the meeting begins, like those listed below. One person speaks at a timeNo side conversations Everyone participates Listen as an ally Set time frames and stick to them Use a consensus decision-making modelIf, as the leader, you notice that only a few are contributing, you can direct a question to others, such as What do you think about . . .? Should discussion stray from the agenda, you should ask, Is this subject relevant? and have the group determine if it should be added to the agenda or saved for a future meeting.Summarize the meetingIn closing, the leader should summarize the groups accomplishments, review action items (including who, what, and when) and, thank everyone for their participatio n. The summary of the meeting should be appropriately documented and distributed to team members and key stakeholders.
Tuesday, December 17, 2019
Game Theory Helps Robot Design Game Theory Helps Robot Design Game Theory Helps Robot DesignAn unsupervised robot must have two fundamental skills to work closely and safely with a menschlich on a complex task in real time. It must be able to recognize menschenfreundlich behaviors and respond to them automatically and appropriately.Now researchers at the Imperial College in London, University of Sussex, and Nanyang Technological University in Singapore are the first to exploit game theory in designing a physically interactive robot that adapts to changing human behavior.Register today for ASMEs Offshore Wind SummitA human subject is adopting different roles during arm reaching movements while interacting with the robotic interface. Image Courtesy of researchersWe have developed an algorithm based on game theory that enables a robot to identify the humans behaviors and then automatically adjust its own behavior to complete a task, said lead author Yanan Li from the University of Susse x, who conducted the work while at the Imperial Colleges Department of Bioengineering. The European Commission has funded their research.This game-theory framework could be used someday for robotics in sports training, injury rehabilitation, or assisted driving.Editors Choice Air Taxi Aces Test Flight Existent robots can provide rehabilitation assistance by making a task easier for people to complete. But when robots only provide assistance, some patients start to slack off, letting robots do all the work, so their rehabilitation doesnt progress.Robots are also used to make a rehabilitation task more difficult by providing a challenge. But if the task is too hard, patients may notlage be able to perform the task and also dont improve.A single robot can be programmed to provide either assistance or a challenge, but one has not been capable of transitioning smoothly between assisting and challenging without reprogramming.Big Webinar How to Design a Wind Turbine in 25 Minutes Lis paper , recently published in Nature Machine Intelligence, shows how a robot controller can transition between rehabilitation tasks by exploiting game theory to identify a humans strategy. In game theory, multiple players compete or collaborate to complete a task. Each player tries to optimize their performance, while assuming their opponents will also play optimally.Listen to the Latest Episode of ASME TechCast to Find Out How a High School Senior Helped a Wounded MarineFirst, the robot controller is programmed to perform a reaching task with a handle.The robots motor predicts its reaching motionhow far the handle will movebecause it knows how much eintrag to the motor will create that motion, Li said.Next, the robot controller is programmed to track how much force a human applies on the handle to move it.The robot recognizes that the motion of the handle, when the human is trying to move it, is different from what the robot does alone, Li said. Based on this difference, the robot will k now how much of the input is from the human. The robot uses the difference between its own motion and the actual motion during the human-robot interaction to estimate the humans strategy.Researchers tested the robot controller in physical-rehabilitation simulations and in experiments with human-robot interactions. In simulations, the robot could adapt when a humans capability changed slowly or when the human made erratic progress. In human experiments, the robot aided healthy individuals by increasing assistance when the user was not strong enough to complete the task. The robot could also automatically switch from an assistance to a challenge strategy as the humans strength improved.More on Helpful Robots Robots to the Rescue The game-theory-based system allows the robot to assess where a humans needs are along the spectrum from assistance to resistance and automatically tunes the controller. The controller gains data about how effectively the human-robot interaction is achieving i ts goals.As the robot determines the appropriate level of the two strategies of assistance and resistance, it can update the patients progress and estimate how much to increase the two.This is an important paper, said Lena H. Ting who specializes in the neural control and biomechanics of human movement at the Georgia Institute of Technologys Institute for Robotics and Intelligent Machines. She and Luke Drnach, a graduate student at Georgia Tech, published a companion explanatory article about Lis study in the same issue of Nature Machine Intelligence. They did not participate in the Li teams work.Top Story Solving World Hunger with 3D-Printed Food The game-theory framework yields theoretical insights that could help the field of physical human-robotic interactions move forward.In our research, we are studying the principles of how humans move and interact physically with each other in order to understand how assistive robot should best interact with people, Ting said. We want to und erstand conscious and unconscious physical cues that occur between people, so that robots can also have this natural, intuitive physical interaction with people. We want robots to get accurate information from people that allow them to modify their own behaviors.Future studies, noted Ting and Drnachs article, could extend this game-theory framework to include teams of robots helping humans with dangerous or difficult tasks, or robots that interact with multiple joints of a human, such as robotic gait trainers and exoskeletons.Next, Lis team will apply the interactive control behavior to robot-assisted neurorehabilitation and to driving in semi-autonomous vehicles.John Tibbetts is a freelance writer based in Charleston, S.C.Read More Exclusive Stories from ASME.org Six Project Management Tips Every Engineer Needs Innovations in Biomaterials Create New Roles for Engineers The Engineering Behind Brain ResearchWe want to understand conscious and unconscious physical cues that occur bet ween people, so that robots can also have this natural, intuitive physical interaction with people. Lena H. Ting, Georgia Institute of Technology
Thursday, December 12, 2019
Hired A Teaching Moment, an Ideal JobHired A Teaching Moment, an Ideal JobRenea Morris, a PR director, waited for the right opportunity to make a difference.When Renea Morris saw the job listing for an executive director of communications and marketing at Ohio University, she knew it welches the job she wanted.That job started to speak to me it was exactly what I wanted to do in terms of level of responsibility, and what they were looking for fit my background, she said. I thought it was a match made in heaven.She threw zu sich name into the pool and received a call from the recruiter. After that conversation, I said, This is wherbeie I need to be. I didnt apply for another job.Morris, 44, began her job search after coming to the realization that it was time to start thinking about what to do with the second half of her life.This was not the first time the public-relations professional (who most recently had held the position of director of PR at Convergys, a human resources and cust omer relationship-management consultancy in Cincinnati,) had thought about the next step in her career. A few years ago she started a job search, using MktgLadder and other job sites to look for a new position.I realized I wasnt ready, she said. I hadnt quite honed in on why I was looking for a job. Sometimes you have a bad day, and that turns into a knee-jerk reaction.Morris thought about all her work experience and realized that it was her work at a non-profit organization in los Angeles, as manager of corporate communications for the Youth Job Awareness Project that had left a lasting impression on her.The experience in that non-profit, which allowed me to try to save the world, taught me something about myself Im mission-minded, and I do like having a cause that Im passionate about.Morriss experience working with inner-city high school and college students in Los Angeles prepared her for the working world and she considered it a once-in-a-lifetime opportunity, but she left when her husband was offered a job in Cincinnati.Life happens, she said. We had two little ones, and Cincinnati is a great place to raise a family.Once they landed there, she took a job with Cincinnati Bell that led to the opportunity to get in on the ground floor of a new company called Convergys, which was spun off from Cincinnati Bell. In her 13 years at Convergys Morris worked her way up to director in the marketing and communications department, handling media relations, crisis communication and internal communications for 75,000 employees. She enjoyed the job, but there was still that little voice telling her that there was something more she could do.Morriss two oldest children were now in college and two younger children in high school. It was a good time to return to mission-minded work. After the false-start job search a few years ago, I did a few things differently, she said. First, she made an investment in the job search.Getting up to speedI got my accreditation in public re lations (from the Public Relations Society of America ), so I could brand myself, so I could get ready to go out there and see what I could do, said Morris. I got my resume together, and did all those normal things like posting them on several boards, including MktgLadder. My husband looked at my resume and said I should rethink it. So I used MktgLadders service. The questions the person at Ladders asked me helped to make it shine. It really did tell a story in a way that I thought, Wow, this is going to get the attention of someone for a higher-level position. Once she got the attention of Ohio University, she strategized. Going after one job single-mindedly was a risk, but Morris had a secret weapon her husband, who acted as her job coach.I had never been involved in an opportunity with a higher education executive search, she said. He put me through what questions to be prepared to answer and what to ask. Also, because Ohio University is a public institution, this wasnt a complet ely confidential search. I could see who I was competing against at various stages of the interviews. Working with him, I was able to pull together a strategy for how I would approach the interviews.Morris says her husband, who works in sales and has helped friends with job searches in the past, treated her like any other person who would come to him for help. If I wasnt doing something in the best way, he would tell me.The recruiter called her in October by the end of December, she had accepted the position, overseeing a staff of about 25 and reporting directly to University president Roderick McDavis. Shell start in early February.And in joining the staff of Ohio University, Morris will close the circle she started many years ago in Los Angeles. The implications of what I can achieve at Ohio University are far reaching, she said. My position affords me the opportunity to bring the world to Ohio University, whether through its students, faculty, academic or research programs, and l eave a legacy full of promise for future generations.I didnt go into this with stars in my eyes, she continued. There is a lot of work that needs to be done a lot of challenges ahead. But oh, what a great opportunity.
Saturday, December 7, 2019
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