Thursday, May 30, 2013

May 2013 Joke


This was submitted by my friend Eric. Thanks E.T.
Ev
A Heck of A Nice Guy

Your Duck is Dead!!
A good story! For anybody who's had some tests at the doctor's office lately...

Your Duck is Dead--

A woman brought a very limp duck into a veterinary
surgeon. As she laid her pet on the table, the vet
pulled out his stethoscope and listened to the bird's
chest.

After a moment or two, the vet shook his head and
sadly said, "I'm sorry, your duck, Cuddles, has
passed away."

The distressed woman wailed, "Are you sure?"
"Yes, I am sure. Your duck is dead," replied
the
vet..

"How
can you be so sure?" she protested. "I mean
you haven't done any testing on him or anything.
He might just be in a coma or something."

The vet rolled his eyes, turned around and left the
room. He returned a few minutes later with a black
Labrador Retriever. As the duck's owner looked on
in amazement, the dog stood on his hind legs, put his
front paws on the examination table and sniffed the
duck from top to bottom. He then looked up at the
vet with sad eyes and shook his head.

The vet patted the dog on the head and took it out
of the room. A few minutes later he returned with
a cat. The cat jumped on the table and also delicately
sniffed the bird from head to foot. The cat sat back
on its haunches, shook its head, meowed softly and
strolled out of the room.

The vet looked at the woman and said, "I'm sorry,
but as I said, this is most definitely, 100% certifiably,
a dead duck."

The
vet turned to his computer terminal, hit a few keys
and produced a bill, which he handed to the woman..
The duck's owner, still in shock, took the bill. "$150!"
she cried, "$150 just to tell me my duck is dead!"

The vet shrugged, "I'm sorry. If you had just taken my
word for it, the bill would have been $20,
but with the
Lab Report and the Cat Scan, it's now $150."



You know the drill
... if you're smiling, you must pass it
on, give someone else a smile too! Share the laughter....

Monday, May 27, 2013

Battle of the Lost Battalion

Another campaign my dad fought in as a member of the 442nd.
Thanks Dad and everyone remember the heros who gave the ultimate sacrifice.

Ev
A grateful guy




Vosges Mountains
After leaving Naples, the 442nd landed in Marseille on September 30 and for the next few weeks they traveled 500 miles (800 km) through the Rhone Valley, by walking and by boxcar, until October 13. On October 14, 1944 the 442nd began moving into position in the late afternoon preparing the assault on Hills A, B, C, and D of Bruyères. Each hill was heavily guarded, as each hill was key in order to take and secure the city. Hill A was located Northwest of Bruyères, Hill B to the North, Hill C Northeast, and Hill D to the East. The 442nd had experienced mainly prairie in Italy, but the Vosges Mountains provided a very different terrain that the 442nd had never before experienced. The unit faced dense fog, mud, heavy rain, large trees, hills, and heavy enemy gunfire and artillery while moving through the Vosges. Hitler had ordered the German frontline to fight at all costs as this was the last barrier between the Allied forces and Germany. On October 15, 1944 the 442nd began its attack on Bruyères. The 100th Battalion moved on Hill A, which was held by the SS Polizei Regiment 19, as 2nd Battalion moved in on Hill B. Third Battalion was left to take Bruyères.

Bruyères

After heavy fighting dealing with enemy machine guns and snipers and a continuous artillery barrage placed onto the Germans, the 100th Battalion was eventually able to take Hill A by 3 a.m. on October 18. 2 Battalion took Hill B in a similar fashion only hours later. Once Hill A and B were secured, 3rd Battalion along with the 36th Infantry’s 142nd Regiment began its assault from the south. After the 232nd broke through the concrete barriers around town hall of Bruyères, the 442nd captured 134 Wehrmacht members including Poles, Yugoslavs, Somalis, East Indians of the Regiment “Freies Indien”, 2nd and 3rd Company of Fusilier Battalion 198, Grenadier Regiment 736, and Panzer Grenadier Regiment 192.[15] After three days of fighting Bruyères fell but was not yet secured. Germans on Hill C and D used that high-ground to launch artillery barrages on the town; Hills C and D needed to be taken to secure Bruyères.[16]

The 442nd initially took Hills C and D but did not secure them and they fell back into German hands. By noon of October 19 Hill D was taken by 2nd and 3rd Battalions, who then were ordered to take a railroad embankment leaving Hill D unsecure. As the 100th began moving on Hill C on October 20, German forces retook Hill D during the night.[17] The 100th Battalion was ordered back to Bruyères into reserve, allowing a German force onto Hill C, surprising another American Division arriving into position. Retaking Hill cost another 100 casualties.[18] Hill D fell back into Allied hands after a short time, finally securing the town. The 232nd Engineers had to dismantle roadblocks, clear away trees and clear mine fields all in the midst of the battle.[19] The 100th got some well-deserved rest, then were called to the battle for Biffontaine.

Biffontaine

The 100th was ordered to take the high-ground but was eventually ordered to move into the town, leading to a bitter fight after the 100th were encircled by German forces: cut off from the 442nd, outside radio contact, and outside artillery support. The 100th were in constant battle from October 22 until dusk of October 23, engaging in house to house fighting and defending against multiple counterattacks. 3rd Battalion of the 442nd reached the 100th and helped drive out the remaining German forces, handing Biffontaine to the 36th.[20] On October 24 the 143rd Infantry of the 36th Division relieved the 100th and 3rd Battalion who were sent to Belmont, another small town to the north, for some short-lived rest.[21] Nine days of constant fighting continued as they were then ordered to save T-Patchers, the 141st Regiment of the 36th Infantry, the “Lost Battalion.”

Lost Battalion

After less than two days in reserve, the 442nd was ordered to attempt the rescue of the “Lost Battalion” two miles east of Biffontaine.[21] On October 23 Colonel Lundquist’s 141st Regiment, soon to be known as the “Alamo” Regiment, began its attack on the German line that ran from Rambervillers to Biffontaine. Tuesday morning, October 24, the left flank of the 141st, commanded by Technical Sergeant Charles H. Coolidge, ran into heavy action, fending off numerous German attacks throughout the days of October 25 and 26. The right flank command post was overrun and 275 men of Lieutenant Colonel William Bird’s 1st Battalion Companies A, B, C, and a platoon from Company D were cut off 2 kilometres (1.2 mi) behind enemy lines.[22] The “Lost Battalion” was cut off by German troops and was forced to dig in until help arrived. It was nearly a week before they saw friendly faces.

At 4 a.m. on Friday October 27, General John E. Dahlquist ordered the 442nd to move out and rescue the cut-off battalion. The 442nd had the support of the 522nd and 133rd Field Artillery units but at first made little headway against German General Richter’s infantry and artillery front line.[23] For the next few days the 442nd engaged in the heaviest fighting it had seen in the war, as the elements combined with the Germans, to slow their advance. Dense fog and very dark nights prevented the men from seeing even twenty feet. Many men had to hang on to the man in front of him just to know where to go. Rainfall, snow, cold, mud, fatigue, trench foot, and even exploding trees plagued them as they moved deeper into the Vosges and closer to the German frontlines.[24] The 141st continued fighting—in all directions.

“When we realized we were cut off, we dug a circle at the top of the ridge. I had two heavy, water-cooled machine guns with us at this time, and about nine or ten men to handle them. I put one gun on the right front with about half of my men, and the other gun to the left. We cut down small trees to cover our holes and then piled as much dirt on top as we could. We were real low on supplies, so we pooled all of our food.” SSgt. Jack Wilson of Newburgh, Indiana.[25]

Airdrops with ammo and food for the 141st were called off by dense fog or landed in German hands. Many Germans didn’t know that they had cut off an American unit. “We didn’t know that we had surrounded the Americans until they were being supplied by air. One of the supply containers, dropped by parachute, landed near us. The packages were divided up amongst us.”.[26] Only on October 29 was the 442nd told why they were being forced to attack the German front lines so intensely.

The fighting was intense for the Germans as well. Gebirgsjager Battalion 202 from Salzburg was cut off from Gebirgsjager Battalion 201 from Garmisch.[27] Both sides eventually rescued their cut-off battalions.

As the men of the 442nd went deeper and deeper they became more hesitant, until reaching the point came that they would not move from behind a tree or come out of a foxhole. However, this all changed in an instant. The men of Companies I and K of 3rd Battalion had their backs against the wall, but as each one saw another rise to attack, then another also rose. Then every Nisei charged the Germans screaming, and many screaming “Banzai!”[28] Through gunfire, artillery shells, and fragments from trees, and Nisei going down one after another, they charged.

Colonel Rolin’s grenadiers put up a desperate fight, but nothing could stop the Nisei rushing up the steep slopes, shouting, firing from the hip, and lobbing hand grenades into dugouts. Finally the German defenses broke and the surviving grenadiers fled in disarray. That afternoon the American aid stations were crowded with casualties. The 2nd platoon of Company I had only two men left, and the 1st platoon was down to twenty.”[29] On the afternoon of October 30, 3rd Battalion broke through and reached the 141st, rescuing 211 T-Patchers at the cost of 800 men in 5 days. However, the fighting continued for the 442nd as they moved past the 141st. The drive continued until they reached Saint-Die on November 17 when they were finally pulled back. The 100th fielded 1,432 men a year earlier, but was now down to 239 infantrymen and 21 officers. 2nd Battalion was down to 316 riflemen and 17 officers, while not a single company in 3rd Battalion had over 100 riflemen; the entire 100th/442nd Regimental Combat Team was down to less than 800 soldiers. On October 13, 1944 when attached to the 36th Infantry, the unit was at 2,943 rifleman and officers, but in only three weeks 140 were killed and 1,800 were wounded, while 43 were missing.[30]

General Dahlquist and Legacy of the Rescue

General Dahlquist’s actions and orders received mixed reviews. Many Nisei veterans disliked or disrespected General Dahlquist believing that Dahlquist only saw the Nisei as cannon fodder, or expendable soldiers. Although they respected his courage, seeing him stand in the open issuing orders while a battle ensued, even though his aide Lieutenant Lewis—the eldest son of Nobelist Sinclair Lewis—was killed, his command ability was questioned.[31] Lt. Allan Ohata was ordered to send his men straight up the hill, but refused to send his men into a suicide charge. Dahlquist demanded compliance but Ohata risked loss of rank and decorations and court-martial, insisting on attacking "their way".[32] Dahlquist's order to take Biffontaine was also questioned, because it was a farming town with only a few hundred inhabitants, was out of reach of artillery protection, and outside radio contact with command.

On November 12 General Dahlquist ordered the entire 442nd to stand in formation for a ceremony, and seeing K company's 18 men and I company's 8, demanded of Colonel Miller, “I want all your men to stand for this formation.” Miller responded, "That's all of K company left, sir." (of 400, originally)[33]

Many years later Lieutenant Colonel Gordon Singles, a white officer and former commander of the 442nd, ran into General Dahlquist. Colonel Singles was filling the role of Brigadier General at Fort Bragg (North Carolina), when General Dahlquist arrived as part of a review. When General Dahlquist recognized Colonel Singles he offered the Colonel his hand and said, "Let bygones be bygones. It's all water under the bridge, isn't it?" Colonel Singles, in the full presence of the entire III Corps, continued to salute General Dahlquist (as military protocol dictated) but refused to shake Dahlquist's hand.[34][35][36]

Following the war, the 442nd was repeatedly commemorated for efforts at the Vosges Mountains. A commissioned painting now hanging in The Pentagon depicts them as they fought to reach the “Lost Battalion”.[37] A memorial was erected in Biffontaine by Gerard Henry, later the town mayor. Another memorial was established in Bruyeres to commemorate the liberation of the city. At first a narrow road led to that monument but today the road named “The Avenue of the 442nd Infantry Regiment" is wide enough to fit 4 tour buses.”[38]

Wednesday, May 22, 2013

Blunt Cover Letter


Some people find this kid's approach a joke. Others saw it as refreshingly honest.
Whould you meet the kid? I would. If the kid came into the meeting dressed appropriately for working at a bank and had researched the position and company I would credit his letter as an idea to make him stand out from the other job seekers. If he came into the interview with the opposite attiude I would think he was a slacker and I would start an email thread or blog post with a different twist. What about you?
Ev

Kid Sends Perfectly Blunt Cover Letter for Wall Street Internship, and Now Tons of People Are Trying to Hire Him


Sometimes we get forwarded applications for summer internships on Wall Street that are extremely embarrassing because the applicant is totally full of themselves or completely clueless.

What happens is the letters go viral and the Street passes them around in long email chains blasting the applicant. They're always funny, but a little bit sad.

That's exactly what we thought was going to happen today when we received this one in our inbox.  It turns that the cover letter originally sent to a boutique investment bank is exactly the opposite.

The cover letter below is unapologetically honest and people on Wall Street are calling it one of the best letters they have seen.  Everyone on the thread agrees the letter shows energy and pluck and honesty.

First, here's the letter...
Business Insider


And now here are some of the responses on a long thread...


Business Insider

Business Insider
Business Insider
Business Insider
Business Insider
Business Insider
Business Insider
Business Insider
Business Insider

Monday, May 20, 2013

Most Depressing Job Interview

You have to love The Onion.
Thanks for the satire. It sounds and looks very familiar though.
Please note I deleted two swear words from my reprinting of this article.
This is a family blog after all! Too see the two words I cut out the link to the article is below.
Ev


most-depressing-job-interview-youll-ever-see-curre

Most Depressing Job Interview You’ll Ever See Currently Taking Place At Starbucks Table

This heartbreaking image is pretty tough to look at.

BURLINGTON, VT—Citing the loud screeching sounds of milk being steamed in the background, the overly crowded setting, and the fact that a job applicant’s future is being discussed over a tiny Formica table at a national coffee shop chain, sources can now confirm that the most depressing job interview you could possibly imagine is currently being conducted within a local Starbucks.
The breathtakingly sad interview, which many speculate is for an entry-level position at a small nonprofit organization, was made even more depressing when reports indicated that the female job applicant in her early to mid-20s seemed visibly eager to impress her interviewer, a man who conducts his job interviews at a Starbucks.
“Thanks for meeting me here,” said the middle-aged man, who went on to explain that the “fulfilling” job pays little money and doesn’t include health insurance for at least the first eight months of employment.
“It says here you went to Notre Dame. What was that like?”

“Ultimately, we’re looking for motivated people who can think fast on their feet and are up to any challenge,” the man added while a Josh Groban song played over a storewide speaker and seven people lined up three feet away to use the bathroom.

Following the interviewer’s description of the “rewarding work” and “character-building opportunities,” sources confirmed that the interviewee, who was the only individual in the establishment wearing professional attire, went on to describe her work experience and career aspirations in front of approximately two dozen café patrons and Starbucks employees.

Reports indicate that the interview reached a new level of despair when a Starbucks patron interrupted the meeting and asked the job applicant if he could take the unused seat next to her back to his table.
“Obviously, I’d be thrilled to be involved with an organization like this,” said the interviewee, who had been seen aimlessly milling about the outdoor commercial plaza that houses the coffee shop for approximately 45 minutes prior to the interview. “I’m sure you’re seeing a lot of candidates, but I’d like to think I can bring something to the table that you can’t get from anyone else.”

“I honestly feel that this could be a great chance for me to grow both personally and professionally,” added the woman, whose earnestness juxtaposed with the Starbucks employee sweeping around her feet was, sources noted, absolutely heartbreaking.

According to witnesses, while the interview itself was completely and utterly pathetic, the moments leading up to it were equally depressing, with the job applicant having difficulty identifying her interviewer when she first entered the Starbucks and asking another man if he was Jim Oswald. In addition, when the two ultimately found one another, the awkward small talk they engaged in while waiting in line to order coffee was reportedly a tragic spectacle, to say the least.

Other unbearably bleak and humiliating features of the interview included the amount of muffin crumbs that needed to be wiped to the ground before the two sat down and the homeless people within earshot who were talking incoherently about a range of subjects.

Official records also confirmed that job interviews don’t break your heart when they are conducted in an office as opposed to what is essentially a fast-food restaurant.

“What are your hobbies?” the interviewer asked as the frequently opened front door blasted the two with another gust of cold air. “People who have varied interests tend to thrive in this environment.”
“And professional growth will be necessary, because in a couple of years I plan to aggressively expand what we do,” said the man who was sitting under a neon green Starbucks logo.

At press time, the interview participants were shaking hands, with the man saying he had several more interviews to conduct that day—presumptively within the same Starbucks—and that he’d “hopefully be in touch.”

Wednesday, May 15, 2013

The New Résumé: It's 140 Characters

My favorite social media platform is LinkedIn. Others it is Facebook. People have been trying to figure out better ways to use Twitter to recruit. Is this it?
Ev


The New Résumé: It's 140 Characters

Some Recruiters, Job Seekers Turn to Twitter,
but Format Is a Challenge; Six-Second Video Goes Viral

By RACHEL EMMA SILVERMAN and LAUREN WEBER

Twitter is becoming the new job board. It is also becoming the new résumé.
Fed up with traditional recruiting sites and floods of irrelevant résumés, some recruiters are turning to the social network to post jobs, hunt for candidates and research applicants.


Some recruiters say Twitter has transformed their prospecting and hiring, helping them identify candidates they wouldn’t have found otherwise, but others say the messaging platform has some way to go before it can replace LinkedIn, Facebook or other job-hunting tools. Lauren Weber reports.
Job seekers, in turn, are trying to summarize their CVs in 140 characters or six-second videos.
Twitter, which was founded in 2006, isn't yet revolutionizing recruiting, but some employers are already using it to great advantage, citing quick, direct contact with candidates and access to broad networks.
The appeal will grow as the site develops, says Josh Bersin, principal and founder of Bersin by Deloitte, a human resources research firm owned by Deloitte Consulting LLP. "Companies see its potential and they know that over time it'll get more sophisticated," allowing recruiters to target the right individuals with both sponsored tweets—essentially, jobs ads—and regular tweets, he said.
Others remain skeptical.
image
Job seekers are using Twitter to connect with possible employers.
For one, the rules of recruiting on Twitter are still unclear: Should job seekers only post on professional matters, or are personal updates fair game? Should recruiters respond to Twitter dialogues initiated by candidates?

And how does one write a 140-character résumé—a single tweet summarizing one's experience and unique attributes—anyway?

In February, Enterasys, a Boston network-infrastructure firm, decided to exclusively recruit for a social media marketing position using Twitter. The firm promoted the position via tweets and only accepted candidates who tweeted their interest using the hashtag #socialCV. Among the requirements for candidates: More than 1,000 active Twitter followers.
Craft a concise, tweet-length resume mentioning your experience and skills.

Tips for a Twitter Job Search

Hunting for a job on Twitter can be tricky, particularly because the social network combines a person's personal and professional identities. Here are some tips, gathered from recruiters, job-seekers and career experts, on how to best leverage the social network.
  • Follow companies – and if possible, individual hiring managers and employees -- you'd like to work with.
  • Re-tweet and converse with hiring managers and employees at companies of interest. If you're currently employed, you can directly message employers once you have established a rapport.
  • Use your profile to indicate you're looking for a job. Nothing says social-media novice more than a Twitter account with the default picture, but make sure your photo shows you in a professional, positive light.
  • Don't shy away from personal tweets or humor, as hiring managers want to know what you'd be like among colleagues. But keep posts clean.
  • Don't be offended if a hiring manager doesn't respond to your posting. Many people dip in and out of Twitter and don't read it religiously.
  • Create a 140-character resume, a concise summary describing your skills, what you're interested in and how a recruiter could find out more. Also consider creating a Vine video, a six-second video highlighting your skills.
Having narrowed the field down to about 15 finalists, Vala Afshar, Enterasys' chief marketing officer, says he's convinced Twitter recruiting is the way to go.
"I am fairly certain I am going to abandon the résumé process," he says. "The Web is your CV and social networks are your references."

Jocelyn Lai, a talent acquisition manager for advertising firm GSD&M in Austin, Texas, says she regularly uses Twitter to get a sense of a candidate. "I watch people interact, learn what their positions are, who their best friends on Twitter are, whether they have a sense of humor. From that you can get a pretty good picture," she says.

Still, most HR executives and recruiters haven't embraced Twitter for filling jobs, finding other social-media sites like LinkedIn more effective. Moreover, they aren't sure their audience is using it for job-seeking purposes.
In March, HR consulting firm CareerXroads found that of 37 large U.S. companies, none was using Twitter extensively for posting jobs or for identifying candidates. But the survey did show that recruiters expect to use the platform more in the future, especially for getting the word out about openings.
In corners of the job market, such as media and technology, candidates and recruiters swear by Twitter's value.

Lars Schmidt, senior director for talent acquisition and innovation at NPR, turned to Twitter when he moved to the nonprofit public radio company from Ticketmaster. With tighter resources, creative strategies were essential to meeting his recruiting goals. He started an @NPRJobs Twitter account and now uses it not just to broadcast job openings but to share information about NPR's work culture, publicize openings at member stations, and build community by offering career tips.
"The people who are great aren't always looking for jobs, and they're not necessarily going to our career site, but they are on social media," said Mr. Schmidt. Two of his key hires last year applied for jobs after seeing postings on the Twitter feeds of people they followed.
Mr. Schmidt says the interaction with candidates and potential candidates is what makes the tool work. He estimates he replies to about 90% of the tweets he receives. "Companies that fail at recruiting on Twitter are the ones that only use it to broadcast jobs and don't interact with anyone. If you're just posting jobs, it's no better than a job board," he said.

Twitter, which says it has more than 200 million monthly active users, is well aware of the network's use as a recruiting tool.
Earlier this year the company co-hosted a job-search Twitter chat at its San Francisco headquarters, receiving several hundred tweets in response to questions. The public nature of Twitter "allows you to develop a certain rapport with recruiters and companies you otherwise would not have access to," says Twitter spokeswoman Alexandra Valasek. "A tweet is much easier to send than an email or a phone call."
In February, job seeker Dawn Siff, a former radio journalist, used Twitter's new video program, Vine, to create a six-second video résumé. In the spot, Ms. Siff, wielding whimsical props such as a Rubik's Cube, light bulb and a light saber, says she is an "idea machine," as well as a journalist, strategist, manager and "deadline Jedi."
The tweet went viral, leading her to increase her Twitter followers fourfold and earn television coverage.
Ms. Siff just started a new job as a project manager with a major media company. While the Vine video wasn't directly responsible for the job, she says that executives at the firm were impressed by it.
"This is a new era where everyone needs to have a voice, and you want to leave a digital trail of yourself," says Ms. Siff.

Not so lucky was Eric White a former journalist seeking to break into public relations, who tweeted a link to his CV, but with only a few dozen followers, he didn't get much traction. In the end, he opted to start his own PR firm.

After recruiters and job seekers find each other over Twitter, more traditional means of hiring usually take over: Candidates may tweet a link to a résumé or a more complete social-media profile, followed by phone or in-person interviews.
But for making that first connection, Kathryn Minshew, founder and chief executive of career-resource site TheMuse.com, for one, is an advocate of the 140-character résumé.
A tweet, she explains, "is the new elevator pitch."
image

Monday, May 13, 2013

7 Questions Great Candidates Ask

One of the things I teach job seekers is how to do this. Salespeople should also have a group of great questions ready. What are your favorite serious questions from candidates you've interviewed?
Thanks for the article Kazim!
Ev

7 Questions Great Candidates Ask
7-questions-great-candidates-ask
by


business man looking shocked by how many questions he has

At the end of the interview when you, the interviewer, ask the candidate, “Do you have any questions for us?” it’s often hard to know what to expect. Will the candidate ask a couple of superficial questions just to be polite, or will he or she ask deep, probing questions?
If a candidate appears to be simply going through the motions at this point, this is often a sign of a candidate who is not fully engaged with your brand and the hiring process. On the other hand, a candidate who probes and asks questions of substance is a more engaged candidate. The person is trying to form a picture of your business to see if it is the right cultural fit, job fit, technical fit and career fit for him or her. This more discerning approach is likely to be taken by the best candidates. But, what questions are these more engaged candidates likely to ask and how should you respond?
Below, I have set out seven interview questions that great candidates might ask and given some suggested responses.

1. Why did the previous job holder leave?

The candidate wants to know the fate of the former job holder, that is, was he or she fired, promoted, or did the person resignand your answer will have a great bearing on the viability of the role for the candidate. Of course, if the former job holder was promoted, shout it from the rooftops, as it shows career progression potential in your firm. If the worker resigned amicably to broaden his or her horizon, explain this too.
If it was an aggravated resignation or dismissal you might want to prepare an answer along the lines of:
The candidate and the role did not prove to be a good match and despite us both working together diligently to rectify the situation, it did not work out and we unfortunately parted ways, which is not something we relish as we want all our employees to succeed. We followed all the correct procedures and best practices and wish them well in their career.
This shows that you can handle the ups and inevitable downs professionally and should reflect well on your business. Fudging or fogging this response will make top candidates suspicious.

2. What are the training and development opportunities?

A PwC study tells us that one of the main reasons that people leave businesses is due to a lack of career progression. Candidates know that training and development improves their skills and increases their chances of career progression; so, top candidates will want to know about training and development opportunities. Make sure to respond in detail, explaining your formal and informal training and development opportunities. Also explain how candidates can access this training. If training budgets are small, focus on how your business uses coaching, mentoring, experiential learning, stretch assignments and job rotation to train staff.

3. What is the career progression potential at your business?

Top candidates want to progress, so explain where internal roles are advertised and how they can apply, and describe one or two employees who have started low and progressed through the business to really demonstrate career potential in your firm. If you are a smaller business lacking formal role-based, career progression, explain how candidates can grow and increase their responsibilities and salary in your firm.

4. What is the company culture at the business?

Culture fit is key today, not just from the employer side. Top candidates want to work in a positive culture that they respect and is line with their values. So explain the values by which employees and managers operate in as positive and as honest a light as possible. Make sure it’s not too glossy (unless it truly is perfect!) as it won’t sound credible; so, you might want to outline one or two areas for improvement too.
5. What is your personal management style?
Studies show that one of the main reasons that employees leave and fail to meet their performance goals is a lack of rapport with their direct line manager. Good candidates know that it is important to gel with their line manager. So be open and honest about your management style, e.g. hands on/ hands off, or democratic/authoritarian etc., so the candidate can make an informed decision about his or her potential fit.

6. How do you plan to deal with changes in the market?

The best candidates will be commercially minded and will have SWOTTED up on your business model. They will know the strengths, weaknesses, opportunities and threats in your business area and will want to know how your business is planning to address them. You need to show that you are a strategically led company that can adapt to the environment by outlining how you plan to address any known weaknesses or risks to your business and/or how you plan to exploit emerging opportunities.

7. How do your employees wind down?

All employees who work hard and smart know that they need time to wind down to sustain performance and health over the long term. You don’t want to give the impression of supporting a workaholic environment, so, of course, explain how you value employee health and talk about your wellness programs and commitment to work-life balance.

Wednesday, May 8, 2013

Get Your S&@$ Together!

At the college I work at we take pride in the career services office that we are the wallof reality for students. Most of the students are older adults who are returning to school for a career change or advancement, or older adults who failed at previous colleges. Sometimes we have to be blunt
like in this article in the hopes that peole will turn it around. Some do. Others do not.
I hope you have yours together or are at least well on the way.
Ev 

NYU Stern Professor's Advice To Student:
Get Your S--- Together

NYU Stern Professor Scott Galloway gave some valuable life advice to a student via email that's now gone viral.

When the student arrived an hour late to the professor's brand management class, Galloway told him to leave. Later the student emailed Galloway, explaining that he was shopping around for classes, which is why he was late: "It was more probable that my tardiness was due to my desire to sample different classes rather than sheer complacency."
Galloway eviscerated the student in his reply, which he forwarded to his TA to share with the rest of the class (keeping the student anonymous). Deadspin originally published the full email exchange in 2010; we've reached out to Galloway, who gave us permission to run his response. He also shared that currently he's "getting an email about every three minutes from people (all over the world) voicing support/anger (about an 8:1 ratio)":
—— Forwarded Message ——-
From: scott@stern.nyu.edu
To: "xxxx"
Sent: Tuesday, February 9, 2010 9:34:02 PM GMT -08:00 US/Canada Pacific
Subject: Re: Brand Strategy Feedback
xxxx:
Thanks for the feedback. I, too, would like to offer some feedback.
Just so I've got this straight...you started in one class, left 15-20 minutes into it (stood up, walked out mid-lecture), went to another class (walked in 20 minutes late), left that class (again, presumably, in the middle of the lecture), and then came to my class. At that point (walking in an hour late) I asked you to come to the next class which "bothered" you.
Correct?

You state that, having not taken my class, it would be impossible to know our policy of not allowing people to walk in an hour late. Most risk analysis offers that in the face of substantial uncertainty, you opt for the more conservative path or hedge your bet (e.g., do not show up an hour late until you know the professor has an explicit policy for tolerating disrespectful behavior, check with the TA before class, etc.). I hope the lottery winner that is your recently crowned Monday evening Professor is teaching Judgement and Decision Making or Critical Thinking.

In addition, your logic effectively means you cannot be held accountable for any code of conduct before taking a class. For the record, we also have no stated policy against bursting into show tunes in the middle of class, urinating on desks or taking that revolutionary hair removal system for a spin. However, xxxx, there is a baseline level of decorum (i.e., manners) that we expect of grown men and women who the admissions department have deemed tomorrow's business leaders.

xxxx, let me be more serious for a moment. I do not know you, will not know you and have no real affinity or animosity for you. You are an anonymous student who is now regretting the send button on his laptop. It's with this context I hope you register pause...REAL pause xxxx and take to heart what I am about to tell you:

xxxx, get your shit together.

Getting a good job, working long hours, keeping your skills relevant, navigating the politics of an organization, finding a live/work balance...these are all really hard, xxxx. In contrast, respecting institutions, having manners, demonstrating a level of humility...these are all (relatively) easy. Get the easy stuff right xxxx. In and of themselves they will not make you successful. However, not possessing them will hold you back and you will not achieve your potential which, by virtue of you being admitted to Stern, you must have in spades. It's not too late xxxx...
Again, thanks for the feedback.
Professor Galloway


Read more: http://www.businessinsider.com/nyu-professor-scott-galloways-email-2013-4#ixzz2QXxPaGfL


Monday, May 6, 2013

How To Develop Strong Time-Management Habits, Even If You've Failed In The Past

I read the first line of this and agreed. We all have so much to do. Learning a trick how to handle it might help.
Thanks Howard Jacobson!
Ev


How To Develop Strong Time-Management Habits, Even If You've Failed In The Past



The true reason smart, creative, and motivated people spend time on low-value busywork at the expense of the big-picture stuff.

My client Felix (not his real name) was complaining to me about wasting huge amounts of time during his work week. An energetic, goal-oriented entrepreneur, he found himself doing technical and administrative tasks rather than the high-value activities that move his business forward.
This was true despite the fact that he has a staff and a reliable cadre of vendors whom he pays to perform exactly those technical and administrative functions. What is he thinking? Why is he engaging in low-value activities at the expense of the big-picture stuff he loves, and only he can do?
And how can we get him back to his sweet spot?

The Get It Done Industry

There’s an entire industry devoted to helping Felix and you and me be productive. Software, advice blogs, workshops, hardware, apps, books--you name it.
All this stuff is generally organized around a few sound principles, which I’m sure you’ve come across:
  1. Make lists
  2. Prioritize the actions on those lists
  3. Tackle the most important items first
So given Felix’s strong desire to be productive, and his knowledge of these principles, and his familiarity with all the tools and techniques of the Getting Things Done industry, why isn’t it helping?

Self-Sabotage, And How Productivity Is Like Dieting

Things become a bit clearer when we replace “be productive” with another very popular resolution: losing weight.
While there are debates within that community about which is the best diet strategy, I don’t know of many health coaches or diet writers who recommend sodas, candy, cookies, donuts, bagels, and greasy burgers on white buns.
And yet most dieters, who certainly “know better,” keep cheating and sneaking and rationalizing food choices that conflict with their big goal. Just like Felix, their minute-by-minute decisions undermine their desired outcome.
Why?

What Motivates Behavior?

In The Power of Habit, Charles Duhigg describes the inexorable pull of the “habit loop.” Something in our environment happens that triggers our desire for a “reward.” We are then compelled to take the actions that we think will get us that reward.
The reward can be a burst of energy, or a moment of connection with another person, or a positive emotion like happiness. It can also be avoidance of a negative, as when we distract ourselves to avoid feeling feelings or thinking thoughts that we are unwilling to entertain.
As long as we are unconscious of the environmental trigger and the compelling reward, we literally have no choice but to follow the pattern habit. And every time we comply, we dig the habit groove deeper and more automatically into our nervous system’s hard wiring.
We can try to override that habit loop, which is another way of saying “New Years Resolution.” But as studies have shown, willpower is a finite resource. It’s a muscle that tires quickly, much quicker than the death of the habit we want to be rid of.
In other words, in the battle between short- and long-term thinking, short term always wins.

The Futility of Time Manipulation

Virtually all the strategies of the get-it-done industry consist of some form of time manipulation. Meaning, some way to trick ourselves into doing what, in that moment, we really don’t want to do.
Trying to build new habits on top of dysfunctional old ones works about as well as putting a new car body on top of a rusty old engine. If we don’t deal with the fundamental issue, no amount of time blocking or beepers beeping or context-based task lists will overcome the pull of the habit mind.
So I could tell Felix to block out two hours every morning to get the big stuff done. To set a timer, maybe even a ticking kitchen timer, on his desk to remind him not to check email, code a web page, pay bills, or check Facebook.
And that would probably work for a while.
But eventually, something unacceptable would happen: Felix would find himself with nothing to do.
He’d get all his high-level work done. And he’d sit there, pleased with himself, for about four seconds.
And then he’d start to feel those feelings.
Which feelings, I don’t exactly know. Possibly feelings of “If I’m not busy, then I’m not worthy.” Or maybe, “Now that I have nothing to do, I could start feeling this deep sadness about how my father left when I was 6.” Or even, “I don’t like myself.”
The content of the thought or feeling doesn’t really matter. We all have thoughts and feelings like this (or we would, if we didn’t keep ourselves perpetually busy). They don’t necessarily mean anything is wrong with us. We’ve all been wounded by life, and those wounds all leave scars.

Resistance

The problem is not the thoughts and feelings themselves, but our resistance to them. If we simply allowed ourselves to feel the feelings, and entertain the thoughts without believing them, they would lose their power over us.
My own fear of abandonment used to absolutely own me. Whenever I was less than perfect, I would feel this tug of fear in my gut. If it could speak, it would have said, “Nobody’s going to want to be with you unless you’re flawless. You’d better hide or fix this mess before anybody finds out.”
I so didn’t want to feel that fear of abandonment, that I pushed aside all situations in which it could arise. I distracted myself, not with busy work, but with “good work.” I would fill so much of my time with pro bono work that I wasn’t making enough to live on. I would say yes to every client request, whether it was reasonable or not, whether it was something I wanted to do or not, because I didn’t want to experience the fear of abandonment.
There was no time management technique that could have released me from this curse. At best, time tracking brought awareness of the problem, so that I could see the vast mountains of unbillable hours and start to wonder about them.
But only a willingness to explore what happened when I consciously refused to indulge the habit brought me to freedom.

Freedom From Bad Habits

I learned how to sit with feelings that I had assumed would annihilate me. By experiencing them, I learned how to make peace with them. To discover that they were just feelings. That I could feel them and my world would not end.
At that point, I still had a bunch of “bad” work habits. They didn’t go away simply because I understood their purpose.
But at that point, the time manipulation strategies started working. Now when I block four hours for writing, I am much less tempted to bug out mentally and go on a Youtube binge. Now I can complete unpleasant tasks like calling back unhappy clients without going through paroxysms of avoidance. Now I can sit and meditate for 20 minutes every morning without finding a new daily excuse to avoid it.
When we try to apply the quick fix of tactical manipulation to behaviors whose roots are unseen, we not only fail, but we tend to reinforce the very thoughts and feelings that are causing the problem in the first place. Our failure becomes more tangible proof of our unworthiness, and like a yo-yo dieter, we careen between irrational hope and dark despair, always ready to buy another self-help productivity book, another to-do list app, another personal organizer.
I don’t know what Felix will discover when he allows himself to be bored, to be empty. I do know that when he realizes it’s OK, he will free himself to pursue his biggest goals and dreams.
[Image: Flickr user Stephen Coles]

Wednesday, May 1, 2013

April 2013 Newsletter


Greetings!

April showers bring May flowers, and what do May flowers bring…
The April 2013 Newsletter published in May 2013!
I thought you might be interested in these topics from my blog.
Feel free to search my blog for other topics you’re interested in.
Thank you again for the opportunity to work with you!
Enjoy the links and topics for this month.
Go Brewers!
  
Do I Need Social Networking to Recruit & How Do I Get Started?
  
Good Shoes Story:

Have A Great Out of Office Email Message:

Jokes:
  

Thank you for everything!

Everet Kamikawa