After a long day at the office, imagine logging onto Facebook to see what your friends have been up to, only to have your boss or colleague message you about an urgent work matter. Aside from the fact that you are officially off duty, is it appropriate for your co-worker to reach out to you through a social networking forum? Was it wise to accept a colleague or higher-up as a “friend” to begin with? And- perhaps more importantly- in this day and age, when people are seemingly available around the clock because of smartphones and our endless appetite for all things online, is anyone ever really “off duty?”As Facebook, Twitter and 24-hour Blackberry access blur the lines between business and personal lives, managers and employees are struggling to develop new social norms to guide them through the ongoing evolution of communications technology. Experts say the process of creating rules to cope with the ever-expanding reach of modern communications has just begun, but will be shaped largely by individuals and organizations, not top-down decrees from a digital Emily Post. Generational differences in the approach to openness on the Internet will also be a factor in coming to common understandings of how and when it is appropriate to contact colleagues, superiors or clients.“There are huge etiquette issues around the new social media, especially the interactive type,” says University of Pennsylvania’s Wharton School management professor Nancy Rothbard. “What if your boss friends you on Facebook? That’s a dilemma. How do you not accept that friend? What if you really are friends?” According to Rothbard, new communications technology is eroding the boundaries between home and office, which creates a “double-edged sword” for companies. “On the one hand, it enables flexibility. In some ways, it makes you more effective. But it can also lead to a lot of burnout. In the long term, it may lead to conflict about how you feel towards your other life roles and your ability to be fully present in any one domain.”For example, a Blackberry can allow parents to attend their children’s soccer games while remaining in contact with colleagues at the office in case an emergency comes up. But, she adds, “you have your Blackberry at your kid’s soccer game. That’s another … line you may be crossing.”The explosion in the popularity of Facebook has made the site a key battleground in the struggle to establish consensus on correct social networking behavior. Rothbard notes that initially, many businesspeople attempted to use LinkedIn for business contacts, reserving Facebook for more personal interactions. Gradually, however, professional colleagues, clients and supervisors have now become “friends.”Andrea Matwyshyn, professor of legal studies and business ethics at the University of Pennsylvania, had intended to keep her Facebook page strictly personal, but was forced to open it up when colleagues in Europe chose to use Facebook as a means for organizing a conference. Through that initial group of professional friends, other business contacts began to reach out to Matwyshyn on Facebook. “I felt social pressure to build out my social network, because at that point I had about three friends,” she says. “That’s how Facebook gets you.”Multiple ‘Selves’For most people who use Facebook and other social networking sites, says Wharton marketing professor Patricia Williams, “there is an understanding of the multiple roles we play. There is the self we are for our friends, a self for our family (and) a professional self. What’s interesting is the degree to which we are comfortable playing all of those ‘selves’ at one time.” And that is something that people are not used to doing. Before the advent of such networks, it was unusual for someone to display a persona that would seem familiar to friends, coworkers and family- all at the same time.“I’ve heard people say that Facebook is for personal friends and LinkedIn is for professional contacts,” Williams notes. “But many of my Facebook friends are my colleagues- people who work just down the hall- and I don’t have a problem with that. I do, however, have some discomfort being ‘Facebook friends’ with my students, because it gives them access to my personal self that’s not normally available to them.”At the same time, Williams’ students, especially the undergraduates, have not yet developed a sense of their professional self. Consequently, she believes, they may be less cautious about the image they project on social networks, even when they may be visible to bosses, clients- or teachers.Williams and a colleague, Wharton marketing professor Americus Reed II, are conducting research that examines the conflict between individuals’ various identities, “such as when my role as a professional comes into conflict with my role as a mother,” Williams says. In mixing up personal and professional roles, people can get themselves into embarrassing situations. “I think some people are good, and some people are not so good, at finding a balance in these roles” and keeping information that would be perceived as too personal out of a professional context.Workplace conflicts have also come up at companies where managers have limited or banned Facebook for being a distraction and monitor employees’ personal pages for images or comments that might reflect poorly on the business. At the same time, Matwynshyn says some companies require employees to maintain blogs or to Twitter as a way to market the firm. Microsoft, she notes, encourages social networking on the job. “It all depends on how people use the social media. For some people, Twitter feeds can be a great business outreach mechanism, and so posting items to Twitter may be considered by some companies or individuals to be part of their job.” Social networking can help personalize or humanize a business culture, and many companies have their own Facebook page, she adds.Generational ApproachesCommunications researchers, and the companies that look to them for advice, have a lot to learn about how or if employers should control or encourage their employees’ use of social networks, according to Williams. Certainly, employees who are talking about their workplace on Facebook could be considered to be “exposing the brand,” which can be good or bad, depending on what aspect of the brand is being exposed. “So, the question is whether that is helpful or harmful to the workplace or the brand.”Monica McGrath, a Wharton adjunct management professor, says that some of the misunderstanding about social networking is generational. Older workers and managers may have a Facebook page, but it is not essential to them. Younger workers now entering the corporate world rely heavily on Facebook, Twitter and other social media to communicate. “Right now, there is tension between those two generational approaches,” notes McGrath.While networking etiquette is in flux, standards will develop, she predicts. Typically, business norms evolve through official policy disseminated by organizations and by “reality” that bubbles up from the organization’s grassroots. “The question is: How accessible do you want to be? (Today,) young people want to be very accessible, and in an international corporation you are expected to be available (around the clock). Time zones mean nothing. The norms will continue to develop based upon generational leadership.”While the norms are in transition, McGrath says she does not think that corporations will try to create standards through official policies. “It really depends on the corporate context or even the individual context. If you are working on an important project and a number of people depend on your input, you would (want to) be much more available than if you have finished the project and are on vacation. The etiquette of that is more dependent on the individual and his or her priorities.” McGrath, who is also human resources consultant, says she – like most entrepreneurs- is typically available around the clock. But “as long as nothing is perking,” she turns off her phone. “People need to determine what makes sense. If the boss is up at midnight sending e-mail, some people are okay with that, but other people are not. If you have family priorities that are different than (those of) the boss, you have to work that out.”Business consultant Terri Thompson, founder of Etiquette in Action in Paris, Kentucky, says the same idea applies to managing the scope of social networks. Cautious friending is one way to keep a Facebook page from becoming a business liability, she adds. “It’s not that impressive to have 500 friends on Facebook or LinkedIn whom you don’t know, and you don’t know what they might say.”Blackberrys in MeetingsSigal Barsade, a Wharton management professor, says the uncertainty over access etiquette is the result of fundamental changes that computer-mediated technologies have made to basic human communication. Much of the confusion is due to the inability to have a reciprocal conversation in the context of, say, Twitter or Facebook postings. “So it’s hard to cue in exactly as to what the etiquette should be at the moment, because it’s sequential. The brevity and lack of richness of these computer-mediated technologies make it harder to behave in ways that people are used to.”She says there are likely to be two major paths to developing etiquette for today’s new forms of communication. One is through the introduction of new people into an organization who bring with them norms that gradually become accepted. For example, she recalls a student who had worked at an investment bank in New York and transferred to an office in the Midwest. During a one-on-one meeting with a manager, the newcomer made the mistake of answering his Blackberry. The manger scolded the transplant, who was baffled because his former manager in New York had always answered his Blackberry during meetings. For now, Barsade says, the Midwest customs would prevail in that setting, but as others from outside organizations enter, the office’s subculture is likely to change.The other way that etiquette around new communication devices is likely to evolve is through social information within the organization. “People influence each other,” she says. The most important determinants of socialization in any organization are managerial role models. Workers watch top managers and their immediate supervisors to learn what is accepted and, better yet, rewarded in the organization. This is more powerful than corporate edicts issued by the human resources department, and even stronger when senior leaders and operational managers are in sync. “If this is something senior management cares about, it will be a top-down process, which can be more systematic and effective than a bottom-up process,” she notes. Given that power, wouldn’t managers demand all-access, all the time? Not necessarily, says Barsade: “Senior management is increasingly recognizing the downside to constant availability, and may well need to (rein) employees in from over-using the technology. This can be seen in firms that have days, or times of day, that employees are told not to use computer-mediated technology. Also, senior management would have to manage being (on the receiving end) of that much access, which could be a problem in its own right.”Communication “Pecking Order”According to Thompson, there is a general “pecking order” in the business community when it comes to responding to different forms of communication. E-mail should be answered within 24 hours and a telephone call returned even sooner. Social networking sites take the lowest priority. The order makes sense because a phone call or e-mail seeks specific information from the one individual being contacted. Social networks come last because, she notes, they are a wide-open forum where communications is less targeted at one individual.Then there is the question of the professional colleague on Facebook who, while eagerly awaiting your response to a work-related deliverable, notices that you have been busy updating your Facebook page with social news. Is it proper to call someone out for such an apparent dereliction of duty? Again, it all boils down to context, says Williams. “I can imagine being in a situation where maybe I need to take a break and blow off steam by saying something on Facebook.”Rothbard notes that Facebook itself is not likely to take a role in establishing norms to sort out the conflicts between business and personal friending. “I don’t know if Facebook wants to be Emily Post,” she says. Social networking sites might emphasize options that allow users or organizations to tailor their own norms for dealing with problems that can crop up when mixing business and personal communications, she suggests. Matwyshyn does not expect another site to evolve as a replacement for the highly personal space that once defined Facebook before it was infiltrated by business and professional users. “If you have built up 500 Facebook friends, that’s a sunk cost,” she says. “If you stop using it, you’re cutting off 500 connections and the switching costs are high. So, there’s a stickiness in the use of the application.”Meanwhile, the root of many of the awkward situations that arise around the use of Facebook and other social networking sites is giving out too much information, faculty emphasize. Rothbard says that in face-to-face communications, people are much more careful about the volume and nature of the information they disclose. On the Internet, however, “there is a lot of lack of awareness- or obliviousness- about who is receiving this information.” Someone using Twitter, for example, may think that only 20 people will read their message; meanwhile, millions of unknown people may stumble upon the information. Matwyshyn agrees that users of social networking sites must be more cognizant of the viral nature of their posts, especially in any context where work and private life are intertwined. “They have to realize there are potential negative consequences that can flow from coworkers knowing more about you than is prudent.” Related Items
Amidst the various smartphone launches, Lava seems to be buoyant with the launch of five new smartphones under its Iris series. The line-up includes Lava Iris 400s, Iris 250, Iris 404 Flair, Iris 410 and Iris 400 Colors.The entire line-up falls in the price bracket of INR 4000 to INR 6000. From the 5 smartohones Iris 404 Flair, Iris 410 and Iris 400 Colors run on Android 4.4 KitKat platform while the remaining two feature a little older Android 4.2 Jelly Bean operating system. Talking about the common features the all the five smartphones come with 4 inch 480X800p display.Being positioned in the entry level category, the smartphones feature 512 MB RAM and 4 GB inbuilt storage, which may be expanded to up to 32 GB.The new Iris phones are powered by a dual-core processor except Lava Iris 410 and Iris 404 Flair that have 1.3 GHz and 1 GHz chipsets and also support 3G connectivity which lacks in other devices. Both Iris 400s and Iris 404 Flair smartphones sport 5MP primary cameras and also house front facing VGA camera. Iris 410 comes with 3MP primary camera while Iris 400 Colors and Iris 250 sport a 2 MP and 3.2 MP main camera respectively. All the three devices also house a fornt facing VGA camera.Similar specifications of Lava’s latest Iris Android phones:1. 4-inch screens with 480 x 800p resolution2. Dual core processors of unnamed origin3. Google Android OS onboard4. 4GB of internal space5. Memory expandability support via microSD card slot
If you haven’t encountered the video interview yet, just wait. In order to better manage the time of Recruiters and Hiring Managers and to save travel expenses, many companies are turning to them.There are two basic types of video interview. Live interviews, where you talk to the interviewer from your video device, were the first wave. While they are still used, their use is declining. Taped interviews, where you respond to prompts, either written or in an application, are becoming the norm. They allow recruiters and hiring managers to evaluate you at their leisure.In either case, people are just becoming truly competent in the use of video for this purpose.Over 50 years ago, John F. Kennedy handily defeated Richard Nixon in the first televised presidential debates. Kennedy’s team knew that there were certain colors (a blue shirt) that presented well on TV. Nixon’s crew thought that it was just another debate. Kennedy’s team prevailed because they knew how to manage the bias of the medium.The same principle holds true in the video interview. The more you know how to make the technology work for you, the more of an advantage you’ll have. Video can make you look smart, shiny and competent or it can make you look untrustworthy, dumb and lazy.Here are some tips for using video interviewing to your advantage. You’ll notice that none of the standard interview prep is covered here. These are tips for being effective when you are in a video interview:1. Position the camera at the same height as the top of your headYou look better when the camera looks down on you. Looking up gives definition to your chin and that is a visual indicator of strength and character. However you set up your video space, having the camera sit slightly above your hairline, it will help you maintain good posture while giving you the most attractive camera angle.2. Look directly into the cameraAt the same time, you want to be making eye contact with the interviewer. This means looking at the camera and not the screen. There is a narrow range in which you can look up at the camera while making direct eye contact with it. That’s the right place for the camera. Making eye contact with the camera is critical. People read a lack of eye contact as an indicator of un-trustworthiness.3. If you wear glasses, get an anti-glare coatingIf they can’t see your eyes, they can’t trust you. Every reputable eyeglass retailer offers an anti-glare lens coating at a modest charge. Without the coating, your eyes look like circles of light. With the coating, the interviewers get the feeling that they are making a connection with you (because you are looking directly into the camera).4. Use software to improve your image and performanceThese days, most computers (and smart phones) come equipped with a video camera. For some reason, they do not come equipped with software that manages the output of the camera. Tools like iGlasses allow you to crop and control the image that you send out. Instead of settling for the default view, let your head and shoulders be what the interviewer sees. This will make your presentation stronger.5. Don’t wave your hands aroundHand gestures are great for live presentations and good conversation among friends. On video, they distract from the message you want to convey. Unnecessary movements distract.6. Watch your postureBecause the interview will be done in some place that you are comfortable, it’s easy to forget that it’s a formal interaction. Slouching, squirming, looking away from the camera (for more than a brief moment), looking bored, yawning and the many other things that you do in private are not useful parts of an interview. When you are in the interview, you have to act like you are in the interviewer’s office, not your bedroom.7. Use anti shine makeupReally. Even if you are a guy. People read a shiny face as a sweaty face. They read a sweaty face as a nervous face. Video amplifies any degree of shine you might have on your face. It turns it into a shiny white space that distracts from the real message. Anti-shine makeup is available in professional makeup stores and at department store counters. You want just enough to eliminate the glare. Too much make up is a bad, bad thing.8. Wear solid colors and stay away from whiteEver since John Kennedy won the debate by wearing a blue shirt, people have been superstitious about wearing white on camera. It can give off the same kinds of glare effects as we’ve been avoiding elsewhere. Most importantly, stay away from patterns. Often, patterns (think about how stripes can bend) cause the optical illusion of movement. You want the interviewer focused on you, not your clothes.9. Manage the BackgroundThe interviewer isn’t interested in your books or other collectibles. Find a simple background and set your camera up to capture it. The best image is your head and shoulders against simple background (not white). The image shouldn’t show any of the table.10. Take charge of the experienceIt’s your house, your computer, your resume and your job hunt. You’ll be having some video interviews. Be prepared to practice and review your performance while you answer standard interview questions. Invest in better microphones (the embedded mic in your computer sounds tinny). After you’ve practiced a while, practice some more.
Is your family life askew, or you’re overwrought from work? Does reading a good book, watching a silly sitcom or even making time for your annual dental exam sound far-fetched? If so, you may need to recalibrate. While often defined ambiguously, work-life balance can be clarified and managed through several action steps.1. Start by making a list of what work-life balance means to you. For example, do you have the option to:Work from homeWork flexible hoursWork longer hours Monday through Thursday, but get Friday offJob-shareTake advantage of child-care and/or workout facilities offered by your companyYou get the drift. Identify your work-life priorities and then research companies that promote them. One trick is finding what your target companies’ employees, or past employees, are saying. Online resources are readily available to help you ferret out what’s good and what’s bad.2. Research Companies on Glassdoor. First, click on Glassdoor’s Companies and Reviews page. Then, type in ‘work life’ and see what comes up. In this example, an Olympic Aviation Employee described their job as the ‘perfect job’ for employees who have a lot of things to take care of at home. They not only describe the pros of working for this organization, but the cons, too. So, you’ll want to weigh both in as you excavate your list of companies.Another tip is to click on Glassdoor’s Jobs tab and type in ‘Work Life’ and thousands of jobs come up, touting their work-life balance.3. Review Social Media Posts. Additionally, if a company promotes a good work-life balance, then monitoring employees’ online interactions may be helpful-Tweets and Facebook posts can be revealing. If more than one person from the same company waxes “un”poetic about their day-to-day work-life, that may be a red flag. As well, review the company’s Facebook fan page, their blog, their employees’ LinkedIn profiles and other public profiles and musings and examine the content and conversations. Does the company interact well with their customers? Do they offer an upbeat, collegial tone? Do they promote their employees and team members on their site? Do they seem to care about more than the bottom line? Overall, do you like what you see, and is the tone in sync with what you feel mirrors a work-life balanced company?4. Contact People Who Work at Your Target Company. Tap into Glassdoor’s Inside Connections tool to uncover Facebook friends who may work at your company of choice. Engage them through a private message, email or phone (or both). Ask for an honest assessment, specifically in the area of work-life balance. As well, don’t ignore your in-real-life friends and social circles; tell them about your search for a work-life balanced company and ask whom they have heard offers a great work-life-balance combination.5. Ask Good Questions At the Interview. While I don’t recommend being too focused on the work-life balance topic during the initial interview date (that’s where you want to focus more on the value YOU offer), I would recommend you ask good questions that would help vet symptoms of good or bad work-life conditions. For example, you can ask:Can you tell me why this position is open?What do people seem to like most/least about working here?What are the core values and culture of the organization?Are there any issues or concerns that the new person should be aware of?What excites you about this job?What do you like most about this company?What do you like least about this company?What are misconceptions people have about the company?Then, after a positive interview connection is established and/or during a follow-up interview where you are closer to the offer stage, you might dive a bit deeper with questions such as:Does the company encourage work-life balance as a ‘retention strategy?’ If so, how?How feasible would it be to work flexible hours as long as I achieve my 8-9 hours per day and reach my goals? … Or, work from home 1-2 days per week? … Or, whatever your priorities for work-life balance are. [Note: Tread lightly here, and only address this question if the fit feels right]As you can see, unearthing companies with good work-life balance is possible with a bit of digging. The bottom line in today’s competitive job search is less about putting companies’ toes to the fire as to their work-life balance offerings, but more about seeking out those companies with work-life styles that you know, going in, fit your work-life balance expectations.
23 hours ago 23h 2.8★ 3.5★ Anish Majumdar is an internationally recognized Career Coach, Executive Resume Writer, and LinkedIn Expert. His posts and videos reach a combined audience of 30M professionals every month. Take part in Anish’s free webinar training on Generating New Career Opportunities ON DEMAND in the Age of LinkedIn: http://bit.ly/2nT3Tfc CNA Evangelical Lutheran Good Samaritan Society Lennox, SD 3.2★ Member Service Supervisor (MSS) BJ’s Wholesale Club Quincy, MA 23 hours ago 23h 2.4★ “I’m landing interviews with my resume, but spend most of the time having to defend weaknesses. What’s going on?”The good news: most jobseekers vastly underestimate how much power their resume has in shaping the hiring process. How you’re perceived, how difficult of an interview process you have, and yes, how big the initial offer is hugely dependent on what information you provide to an employer, and how accurately you address their pain points.The bad news: most have no idea how to pull the right levers on the resume to make this happen. But you will. Here are the big warning signs hiring managers pick up on, and what to do instead: 1. Does Not Speak to Job RequirementsThe job posting is the question. Your resume needs to be the answer. Here are some quick tips: Skip the general “Objective” section in favor of a few bullet points that directly play to the challenges listed on the job posting. For example, if a company is looking for a Marketing Manager with a strong background in live and digital brand experiences, and you’ve spent the past few years working in this domain, CALL IT OUT right at the start. Don’t make employers hunt for fit with the job- make it obvious from the very first lines. Break down the job posting into 5-6 “core skills” that are essential to success, and create accomplishments within your work history that highlight them. For example, let’s say you wish to highlight Consumer Engagement. Here’s an example of an accomplishment:Consumer Engagement: Achieved a 15% increase in engagement through the development of new subscription-based products with integrated feedback channels, and guiding the development and execution of 5 customized consumer events throughout the Northeast and Southeast USA.What Hiring Managers Expect on Resumes Now2. Too Many “Red Flag” QualifiersBe very careful about trying to make up for a lack of experience by using qualifiers such as “with knowledge of” or “gained exposure to”. Hiring managers are trained to pick up on these terms, and treat them as potential vulnerabilities. If you have some knowledge of an area or skill (but don’t have substantial work experience with it) you can add them to your “Education” section under an “Advanced Training” sub-heading. 3. Inconsistency with DatesYou need to be absolutely ruthless about making sure your timeline is correct, and completely accounted for. Zero excuses here! Stick to the same date format. If you’re using Month/Year keep it as-is throughout your entire work history. Don’t try to hide gaps by listing dates are YEAR only- hiring managers are trained to spot this. Address any gaps by inserting a “Career Note” such as:Career Note: Completed advanced AutoCAD training at XYZ University and took on freelance graphic design projects for upstate NY tech startups (3/15-8/15). Explain any overlapping dates. 10 Things You Need to Check Before Submitting Your Resume4. Seniority RegressionWhy would someone who’s reached the Director/VP level suddenly take on a Manager position? This can give hiring managers pause. If you switched industries (a common reason for seniority-level regression) make this change clear. Some companies have strange job title naming conventions that don’t jibe with industry standards. In these types of situations ask yourself: can I credibly substitute a more accurate job title? A good rule of thumb: if your former boss would balk at your being called the revised title, don’t do it. 5. Online Presence Doesn’t Support the ResumeA big part of establishing trust these days boils down to having a clear and consistent presence across all platforms, be it the resume, your LinkedIn profile, or anything else an employer would be exposed to. Double-check to make sure who you are comes through effectively online (especially LinkedIn), and pay special attention to possible conflicts with the resume or “off-brand” information. 6. Wrong Tone The “tone” of a resume refers to the level you need to come in at. A Chief Financial Officer is going to frame the ideas and accomplishments in his resume from a different POV than a Finance Manager. A great CFO has to function well from a vision and strategy side, often having to find answers in opaque situations. But the parameters of success for a Finance Manager are different, more “in the trenches” operations and execution-driven. A CFO who comes in at a Finance Manager level will raise flags, as will a Finance Manager who solely highlights the vision and strategy side of things. Wrong tone. Here’s a good test of tone: ask a colleague, trusted friend, or hiring expert who understands the role you’re after, show them your resume, and ask if they’d consider this to be a strong candidate. What’s off? This will give you some good clues as to whether you’re striking the right tone. 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Employees at the Walt Disney Company enjoy complimentary admission to the theme park, as well as discounts on Disney restaurants, hotels, cruises and merchandise.Hiring For: Senior Systems Engineer, Assistant Human Resources Manager, Office Coordinator, Technical Program Manager, Substitute Teacher & more.What Employees Say: “Great perks and benefits, Disneyland access is awesome!” 5. Volunteer service sabbaticals at TimberlandWith their Path of Service program, Timberland encourages employees to volunteer up to 40 hours through paid leave. Employees even have the opportunity to take a service sabbatical for up to six months to assist non-profit organizations. The shoe producer also closes their offices twice a year during Earth Day and Serve-a-palooza for company-wide volunteer events.Hiring For: Sales Associates, Senior Marketing Director, Cash Application Specialist, Quality Assurance and Product Safety Manager, Assistant Store Manager & more.What Employees Say: “The community of people are amazing and will draw you to work every day. The continued commitment to service helps to retain some of the original culture.” Administartive Assistant Sentry Mechanical Pittsburgh, PA 23 hours ago 23h 3.3★ 23 hours ago 23h 23 hours ago 23h Available Jobs at International Cruise & Excursions, Inc. (ICE) 2.5★ 23 hours ago 23h Director of Revenue Operations BambooHR Lindon, UT N/A Community Associate Lyft San Francisco, CA 23 hours ago 23h Director of Sales and Marketing – Waldorf Astoria Atlanta Buckhead Hilton Atlanta, GA 23 hours ago 23h 23 hours ago 23h Available Jobs at Taco Bell Cloud Infrastructure Engineer SADA Chicago, IL 3.4★ 3.4★ 23 hours ago 23h 23 hours ago 23h Aurora, IL Timberland Seasonal Sale Associates Timberland Illinois Publicist / Senior Publicist, Random House Children’s Books Penguin Random House LLC New York, NY 13 Down South Companies With Silicon Valley Perks9. Hiring parties at Taco BellWhat’s a job interview without a side of nacho fries? Recent hiring efforts by the fast-food chain have resulted in parties for job candidates with food, games, on the spot interviews, and gift cards for signing bonuses. Taco Bell also recently joined with Guild Education to provide an education program for employees, including tuition reimbursement and college coaching.Hiring For: Shift Lead, Assistant Manager, IT Security Project Analyst, Shift Supervisor, Senior Marketing Manager & more.What Employees Say: “Good discounts and benefits plus it’s a good environment. I loved my coworkers.” 4.6★ 4.1★ N/A Available Jobs at Houzz Shift Lead – Dickson (Dickson, TN) Taco Bell Dickson, TN 2.3★ 23 hours ago 23h 3.7★ See more jobs at Lyft 3.9★ 3.3★ Available Jobs at Hilton 23 hours ago 23h See more jobs at Hilton 3.7★ 5 Ways to Get ‘Free Money’ From Your Employer Without a Raise6. Free books at Penguin Random HousePenguin Random House employees have no more excuses to put off book club. The company’s Free Book Program lets employees choose several books every year for no cost from a curated list of titles.Hiring For: Publicity Manager, Partnerships Manager, Agent Director, Marketing Designer, Consumer Insights Assistant & more.What Employees Say: “ PRH has great perks, amazing vacation package, summer Fridays, etc. The community is friendly and collaborative at lower and middle levels.” Massage Therapist (Part-Time) – Pointe Hilton Tapatio Cliffs Hilton Phoenix, AZ Sales Support & Integration Internship – Spring The Walt Disney Company United States 3.8★ 3.1★ Group Ticket Solutions Internship – Spring The Walt Disney Company United States Bilingual Community Associate – Houston (Part-Time) Lyft Houston, TX Available Jobs at The Walt Disney Company See more jobs at BambooHR ICU Registered Nurse Del Sol Medical Center El Paso, TX See more jobs at Houzz 3.0★ 3.4★ Senior Back-End Software Engineer Houzz Palo Alto, CA 23 hours ago 23h 3.7★ 3.7★ 23 hours ago 23h 3.8★ Browse Open Jobs 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h 2. ‘May the fourth be with you’ celebration at SADA SystemsAs the finale to their Best Places to Work celebration, SADA Systems hosts a Star Wars party that is a force to be reckoned with. The C-Suite celebrates with the rest of the company in an event that features foam lightsaber battles and office screenings of the Star Wars films.Hiring For: Marketing Business Development Associate, Solutions Engineer, Network Architect, Cloud Engineer, Associate Consultant & more.What Employees Say: “Great culture and management is constantly working to improve employee satisfaction.” 23 hours ago 23h 23 hours ago 23h Available Jobs at Timberland 23 hours ago 23h 3.9★ 4.7★ 3.1★ 23 hours ago 23h Disneyland Resort Catering Convention Services Internship Spring The Walt Disney Company United States Senior Data Engineer International Cruise & Excursions, Inc. (ICE) Scottsdale, AZ 23 hours ago 23h 4.6★ Service Advisor Prime Motor Group Saco, ME See more jobs at Medallia, Inc. 3.7★ 10. Puppies at HiltonIncreasing work productivity…with puppies? Hilton offers quality time with furry loved ones during “puppy days” when dogs come on-site, as well as pet adoption days for employees.Hiring For: Hotel Accounting Analyst, Guest Service Agent, Front Office Manager, Assistant Restaurant Manager, Experience Design Researcher & more.What Employees Say: I love the positive atmosphere and genuine feeling of hospitality that is cultivated here. The CEO lives the culture and you can feel it throughout the organization. Available Jobs at Medallia, Inc. 3.1★ 3.0★ 4.6★ We can’t stop raving about company perks, and who can blame us? We believe you should be rewarded for the hard work you do, and impressive benefits are popping up across the job market, not just at tech companies. So whether you’re interested in an “overcoming fears” budget or not wearing shoes to work, see the most unique perks at companies hiring now.1. Nail salons at International Cruises & ExcursionsThe company culture at International Cruise & Excursions makes employees feel like they are the ones on vacation. The travel company has an on-site nail salon available at their Scottsdale, Arizona campus for employees to book an appointment during breaks or after work, as well as massage and fitness centers.Hiring For: Director for Quality Assurance, Senior Development Engineer, Barista, Data Engineer, Product Operations Coordinator & more.What Employees Say: “A great culture exists here and you are treated like family. Lots of opportunities for growth and learning.” See more jobs at International Cruise & Excursions, Inc. (ICE) 23 hours ago 23h 23 hours ago 23h Shift Lead – Cranston Cranston St. 29474 (Cranston, RI) Taco Bell Round O, SC 9 Companies With Cool Benefits & Perks3. “Overcoming fears” budget at MedalliaMedallia takes pride in its lengthy onboarding process, which includes an incentive for new employees to step out of their comfort zone. According to the Medallia blog, the company wants to create an environment where people are comfortable facing their fears, “whether it’s overcoming a fear of needles by donating blood, or a fear of being the center of attention by singing in front of an audience.” Who’s ready to go bungee jumping?Hiring For: Customer Success Lead, Professional Services Analyst, Senior Product Designer, Senior Visual Designer, Technology Alliances Director & more.What Employees Say: “Medallia has a great culture. The management cares about its employees and makes visible effort to ensure everyone feels comfortable in the workplace.” 23 hours ago 23h
3.1★ 2.8★ 23 hours ago 23h N/A 23 hours ago 23h 23 hours ago 23h Registered Nurse (RN) – Charge Nurse – $7,000 Sign On Bonus EmpRes Healthcare Management Gardnerville, NV 23 hours ago 23h Registered Nurse Supervisor RN Waterbury Gardens Nursing and Rehab Waterbury, CT 4.7★ 23 hours ago 23h We all want to make more money at work, and the start of a new year often coincides with a boost in income. That said, raises are by no means guaranteed, and just because your friends and peers might be getting an increase doesn’t mean you should automatically expect the same. If you really want to score a raise for 2019, here are some steps you should take.1. Ask Sooner Rather Than LaterYou might think that asking for a raise would lower your chances of getting one, since you’ll risk coming off as too bold or greedy. But actually, 70 percent of workers who request more money are successful to some degree. Just as importantly, 39 percent of those who ask for raises get the exact boost they’re looking for, which is why it pays to not just state that you’d like more money, but rather, give your boss a hard figure to work with.That said, you don’t want to put off the raise discussion much longer, because the closer you get to the end of the year, the more likely it’ll be that your company will have mapped out its 2019 budget. And if there’s no room in that budget for the number you’re asking for, you might get denied on the basis of bad timing.How to Ask for a Raise2. Figure Out What You’re Really WorthMaybe you have an idea of what most people in your industry make. But wouldn’t it be better to have precise figures? The more salary data you dig up and present to your manager when asking for a raise, the stronger a case you’ll ultimately build. There are dozens of sites you can use to access this information, such as Glassdoor, which has a Know Your Worth tool that lets you research salary data by industry, job title, geographic location & more.That last point is important, because while sites like the U.S. Bureau of Labor Statistics might give you salary averages on a national level, it pays to get more granular when making the case for a raise. After all, if you live in New York City and have the same job title as someone in rural Georgia, your salary should be higher by virtue of the higher cost of living you’re exposed to. Therefore, be sure to find research that accounts for geographic differences when making your case.3. Earn That IncreaseJust because the average person in your area with your job description makes $60,000 doesn’t mean you deserve to be earning that much. If you really want to sway your boss to give you a boost, earn it. Take a class to improve your skills, volunteer for a new project that no one else seems to want to own or push yourself to finish up a major task you know your manager has been waiting on. It’s one thing to tell your boss you’ll do an even better job in 2019, but it’s another thing to take steps today to prove that you’ll be able to make good on that promise.The Secret to Negotiating $5,000 – $15,000 More in PayA raise won’t necessarily just land in your lap. If you want your earnings to increase in the new year, you’ll need to be proactive in making that happen — even if it means working harder and stepping outside of your comfort zone.Related Links: 2.5★ 3.5★ 23 hours ago 23h 3.4★ Director, Advanced Technology Policy General Motors United States 23 hours ago 23h Pest Control Technician United Pest Solutions Seattle, WA Hot New Jobs For You 23 hours ago 23h Interior Designer – St. Louis & Dallas Oculus Saint Louis, MO Service Advisor Prime Motor Group Saco, ME LCPC – Licensed Clinical Professional Counselor Above and Beyond Family Recovery Center Chicago, IL 23 hours ago 23h 5.0★ View More Jobs 7 Ways to Maximize Your IncomeForget Mars: The City of Tomorrow Will Be in Arizona3 In-Demand Jobs That Let You Work RemotelyThis article was originally published on The Motley Fool. It is reprinted with permission. 23 hours ago 23h RN, Registered Nurse – OP Chemotherapy CHRISTUS Health Houston, TX N/A Deli Associate F&M Deli & Restaurant Mount Laurel, NJ 4.5★ Administartive Assistant Sentry Mechanical Pittsburgh, PA
Barcelona are eyeing Southampton fullback Cedric Soares.Barca need defensive alternatives after getting nowhere with their pursuit of Arsenal’s Hector Bellerin, says The Sun.And they are considering a £15 million move for Southampton right-back Soares, with Juventus also keen.But Italian champs Juve want the Portugal international, 25, to replace veteran Dani Alves, 34, who is set to sign for Manchester City.Soares was linked with Tottenham yesterday.
ShareEmailPrint To learn more, read: Posted on September 23, 2011August 15, 2016Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)As we approach 2015, conversations about the quality of data for generating estimates of various indicators is gaining steam. According to a recent paper, very few countries are on track to meet MDGs 4 and 5 based on the estimate available. Unfortunately, the data used to generate those estimates is not as good as we would like. Additionally, countries with the highest levels of maternal and neonatal mortality are also generally those with the least reliable data.In The Lancet this week, Peter Byass and Wendy Graham write:Numerical assessments against the MDGs are inevitably processes that are plagued by poor and missing data, and their uneven distribution. The WHO-led Commission on Information and Accountability for Women’s and Children’s Health concluded “Countries most off-track for women’s and children’s health generally have the weakest civil registration systems”. In the absence of any reliable universal mechanism to “make each and every person count”, MDG mortality outcomes have defaulted to national-level metrics, which need detailed modelled interpretation. Although it is self-evident that the greatest numbers of avoidable deaths happen in some of the world’s largest countries, the highest individual risks can apply in smaller countries or within specific regions of larger countries—yet these important differentials are invisible. Global estimates must therefore be seen as a stop-gap approach to measuring progress.Share this:
Posted on April 1, 2013August 15, 2016Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)Hesperian Health has announced the launch of its comprehensive app on healthy pregnancy and birth in Spanish. This version joins Hesperian’s English-language app, “Safe Pregnancy and Birth,” which has been downloaded more than 60,000 times, and provides information, including illustrations, on staying healthy during pregnancy, recognizing danger signs during pregnancy, delivery and after birth – and what to do about them – and when to refer a woman to emergency care.From Hesperian’s announcement:Available as a free download for iPhone and Android , “El embarazo y el parto seguros” contains lifesaving information presented in clear, accessible language and with informative illustrations . The app is ideal for working with community health workers and midwives with varied literacy levels in the US and abroad.To learn more about Hesperian’s apps, click here. To preview the app in English, click here.Share this: ShareEmailPrint To learn more, read:
Posted on March 20, 2017October 4, 2017By: Sarah Hodin, Project Coordinator II, Women and Health Initiative, Harvard T.H. Chan School of Public HealthClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)Providing women-centered maternal health care at the community levelAll women deserve respectful, culturally sensitive, women-centered care that takes into account how, where and with whom they want to receive maternal health care. In order to ensure that this happens, health systems must meet women where they are—both literally and figuratively. Community-based approaches can be effective strategies for providing women with the kind of care they want and need in the place they choose. Unfortunately, many health systems do not currently have the capacity or infrastructure to offer high quality maternal health care at the community level. Doing so requires a strong, well-trained health workforce, efficient referral and transport systems and physical infrastructure. Nevertheless, a number of programs have delivered antenatal, intrapartum and postpartum care at the community level. Many of these programs, particularly those implemented in rural areas with severe health worker shortages, have involved task-shifting with the use of community health workers (CHWs). Common roles for CHWs include providing basic maternal and newborn care, distributing essential medicines such as misoprostol for postpartum hemorrhage and conducting antenatal and postnatal home visits.Community health workers (CHWs)A CHW is defined by the World Health Organization as “any health worker who performs functions related to health care delivery and was trained in some way in the context of the intervention, but has received no formal professional or paraprofessional or tertiary education.” CHWs should be members of, selected by and accountable to the communities in which they work.One large-scale intervention that has successfully employed CHWs to improve maternal health outcomes is the Lady Health Workers (LHWs) program in Pakistan, which was established in 1994. In the current system, LHWs are responsible for identifying pregnant women in rural areas, providing them with comprehensive antenatal services and basic newborn care and referring them to higher level care when necessary. Between 1994 and 2007, the decline in maternal and infant mortality rates was steeper in areas with LHWs compared to the national average.Successful programs involving CHWs have been implemented in many other countries as well including Burma, Ethiopia, Kenya, Nigeria, Tanzania, Uganda, Afghanistan, Nepal and Rwanda.A 2013 systematic review concluded that CHWs can effectively deliver educational messages, increase the acceptability of newborn care practices such as skin-to-skin contact and exclusive breastfeeding and provide interventions including intermittent preventative treatment for malaria and psychosocial services. However, additional research on different kinds of CHW programs in diverse settings is needed to identify the most successful models for scale-up.Women’s preferences for receiving maternal health care, including where and with whom that care takes place, are diverse, and health systems should reflect that by offering choices. Providing high quality maternal health care at the community level can be a powerful tool for promoting women-centered care and health equity.Are you interested in learning more about community health?Tune into the Institutionalizing Community Health Conference (ICHC) in Johannesburg, South Africa from 27 – 30 March 2017 by watching the live-stream.Attending the conference? Join us at the following MHTF-supported panels:Session 26: Community empowerment and genderSession 30: Building national capacity and demand for implementation research to take forward the community health agendaSession 32: Selected topics in implementation research for community-based service deliveryGraphic: HSPH, MHTF and Integrare. Lady Health Workers in Pakistan: Improving access to health care for rural women and families, 2014.—Learn more about the upcoming Institutionalizing Community Health Conference.Watch a webinar hosted by the White Ribbon Alliance in which Rima Jolivet, the MHTF’s Maternal Health Technical Director, explains the foundations of women-centered care.Read a commentary written by members of the MHTF team calling for respectful, women-centered health care.Access resources for training community health workers.Share this: ShareEmailPrint To learn more, read:
Posted on May 18, 2018June 15, 2018By: Ann K. Blanc, Vice President of Social and Behavioral Science Research, Population CouncilClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)For decades, the maternal health community was sure of one thing. Continually cited in a variety of articles and reports, researchers and programmers alike knew that the risk of maternal mortality of women aged 15-19 in developing countries was twice that of women aged 20-24 years. This “fact” was nearly ubiquitous—people assumed it was true because they had heard it and seen it repeatedly.Except, it was not a fact at all.Maternal mortality is an enduring health crisis and challenge, costing 830 women around the world their lives every day, and eliminating it is a mammoth task. But without evidence-based policy and programming, it is a problem we will never be able to solve.It is quite a moment to be a researcher—facts elude so much of our policy discourse. Flagrant attacks on science and reason have certainly made it feel more difficult—and so much more important.As resources become more finite and political ideology remains divisive, the need to invest in high quality research becomes even more important. As a senior member of the research team at the non-profit Population Council, I often hear complaints that research is “expensive,” cost-prohibitive and takes too long.In my view, it is a far greater waste of money, time and energy – and most critically, human lives – to continue pursuing programs and policies that are based on assumptions rather than evidence. Relying on hunches, intuition or anecdotes is not a good way to go about making decisions about where to invest vital resources, let alone improving and saving lives.Take that oft-cited “fact” about adolescent maternal mortality. That one assumption, unverified by evidence, has influenced action on maternal mortality for decades. It has directed the allocation of resources, health services and human resources.Along with my colleagues William Winfrey and John Ross, our research not only helped to dispel this myth but showed that, in fact, the excess mortality risk for adolescent girls is 28% higher than for women in their early 20s; it is women over the age of 35 who are at two to three times higher risk of maternal mortality and—because they have the most children—the absolute numbers of deaths are greatest among women in the peak childbearing years, 25-34. These patterns were subsequently confirmed by another team of researchers using a different methodology.Why does this matter? Decades of policies and programs have been designed and implemented under an assumption that is not supported by facts or research. Think about how much more effectively resources could be deployed and how many more lives could be saved if only someone had, just a little bit earlier, asked, “But where is the evidence?”It is part of a free and open society to question assumptions, think critically and question common knowledge. Research always starts with a question and once we stop questioning or resist acting on the answers, we are simply doomed to repeat our past mistakes.If the global development community is serious about delivering solutions to improve and save people’s lives, we have an ethical obligation to deliver what works. That cannot be done unless we continue to invest in high-quality research. Sometimes, we have the opportunity to enlist the gold standard of rigor, such as randomized-controlled trials,. At other times, we must use the best available evidence to guide urgent decisions on the ground. Both demand an attention to rigor, an unyielding commitment to the scientific process and a willingness to call attention to weak or non-existent research.Either way, getting these answers is critically important and can take years, not months. High quality research takes dedication, commitment and endurance. There is no instant gratification with research. It takes patience. But by pursuing the evidence, we can identify best practices, refine critical elements of programs and begin to eliminate ineffective approaches.If we do not continue to invest in research of the highest quality, we cannot complain when programs based on hunches and guesses fail. And for the most marginalized and vulnerable people in the world, failure is not an option.Progress is made by asking questions, challenging assumptions and finding what works. To end preventable maternal deaths and other persistent global development challenges, we need to work on implementing known solutions that are based on research and proven facts. In a time when ideology trumps science, maintaining a commitment to rigorous research is itself an act of resistance.—Explore new research from the latest MHTF-PLOS Collection: Non-Communicable Diseases and Maternal Health Around the GlobeShare this: ShareEmailPrint To learn more, read:
Members and friends of Freelancers Union have an opportunity to participate in a project to make WiFi available virtually everywhere in New York City. Andrew Rasiej, who ran last year for Public Advocate on a platform to bring WiFi to the city, is giving away 25,000 WiFi routers through a new service called Fon, which allows people to securely share their WiFi connections citywide. Once you install a Fon WiFi router to your broadband ISP connection in your home or business, you can use a password to connect to any other Fon WiFi router signal you find throughout New York and the world. Andrew is starting with a giveaway project in the East Village. After you register for a free router-starting Monday, July 31 at www.WiFi4NY.com, Andrew and Fon will provide you with details and technical support to allow you to find WiFi whenever you need it.
When we started thinking about the theme of our next ad campaign, we knew we wanted to speak audaciously about how we’re working to fix a broken health care system.It’s no secret that the health care “ecosystem”—the relationship between patients, providers, and insurance companies—is falling apart. Patients pay too much for too little care, providers are hamstrung by medical costs and paperwork, and insurers have to increase the bottom line for shareholders. The average cost of a health plan on the individual market in New York State is over $600 a month, which is way too high for most people.So what are we doing to fix it?Our goal is to build a new ecosystem that’s better, more efficient, and cheaper than what currently exists. (How often do you hear those words used to describe health care?) In New York, we created a model where freelancers can get group-rate health insurance that follows them from gig-to-gig. We’re developing ways for our members to get health care that treats the patient, not just the illness. And we’re working to spread this model to other states so that freelancers nationwide have quality and cost-effective options. In short, we’re trying to build a fair and equitable health insurance system.But it’s not easy. The health insurance system is complicated, with deeply entrenched interests. So we’re starting with small solutions that have the potential to get bigger.Early on we knew that the best way to illustrate what we’re doing is by showing freelancers who experience the health care ecosystem every day. All of our ads show Freelancers Union members. We paid them for their time, but their thoughts are their own. Some are insured; some are uninsured. Some are frustrated with their healthcare options; some are resigned; and some are happy with what they have.If you’d like to know more about the plans available from Freelancers Union, we encourage you to explore what’s available. Because—who knows—something as practical as buying health insurance may do something as noble as shaping the future of health care.
Want to hear something funny about freelancing? While a lot of people make the switch to freelancing to “be their own boss” or “do their own thing,” the popular construct of “the ideal, successful freelancer” seems to consist of a conspicuously small cluster of traits. This kind of freelancer pounces on every opportunity, is a mini-mogul, and has their elevator pitch down pat. It’s like leaving the “successful company employee” box only to feel pressured to fit into the “successful freelancer” box.For instance, a good friend of mine let me know she had left her job at a design agency and begun to pursue freelance graphic design full-time. When she asked me if I had any pointers for a newbie solopreneur, I suggested she tap into her network and let everyone know she was available for projects.My advice was met with a bit of hesitancy. She was afraid of coming off too salesy. My friend is certainly not alone. If you’re uncomfortable with the hustle or having to put yourself out there, don’t fret.What I’ve found to be the most useful in building your own business? Tap into your inherent strengths and ways of being. Here’s how:Use Your Abilities as a Natural Connector to Build Your Network If you’re a natural connector and helper (like me), think about cultivating your network by building rapport on LinkedIn and Twitter. My good friend Kate is a pro at connecting with folks on Twitter by engaging them in message threads. What’s more, because she’s so active on LinkedIn, and is connected to editors and marketing managers, she’s usually the first to know of cool freelancing writing gigs.I’m definitely more behind-the-scenes when it comes to connecting colleagues with opportunities. I get a nagging feeling when I can see how two people can benefit each other professionally, and feel inclined to link people up. I typically spend a few minutes shooting an introductory email or providing referrals to someone seeking freelancing help.Focus On Creating Standout Work If the work itself is strong, then people will find you. My partner is an artist and because of his compelling, unique work, people reach out to him. He’s received commissions from major food brands, participated in shows funded by corporate sponsors, worked with innovators in the immersive art space such as Meow Wolf, and collaborated with major fashion labels. His Instagram presence and press clippings have made him an even more powerful magnet for opportunities.If you’re most comfortable putting yourself out there in the world by way of what you make or do, then focus on the work itself. Whether you put a unique spin on things or simply produce rock-solid work, people will take notice and seek you out.Home in on Your Personal Brand Some folks are naturals at personal branding. They know how to convey their story and message through their online presence, and how to fold that message into the work they do. Some are more comfortable being more visible as a spokesperson of sorts and identifying themselves as experts in a specific niche.If branding is where your strengths lie, then you can use that to position yourself to land more gigs or to serve as a brand spokesperson of sorts for your clients, then continue to increase your visibility through your personal brand and individual story.Get Super Niche It’s easy to feel intimidated when you’re getting your feet wet. A few years ago I attended a marketing presentation for small businesses. One of the panelists used to head the marketing department for a major company that made instant rice. She said that rather than cater to the broadest possible market for instant rice, they focused on their most devoted consumers, for whom instant rice was a daily part of their lives. Bottom line: Don’t be afraid of getting very specific with your audience.For the unfamiliar, getting niche is figuring out exactly what services or products you offer in a specific industry. For instance, maybe you’re a graphic designer who specializes in data visualization in the health and tech fields. Or you’re a logo and branding expert in the beauty industry. That kind of specificity will do wonders for getting you noticed.A lot of freelancers when just starting out don’t want to feel boxed in due to fear of getting bored or missing out on opportunities. They would rather dabble in a bunch of different industries and offer a bevy of skills. I get it. But here’s the thing: It’s far easier to land work if you get deep within a specific industry. And at least at first, start looking for jobs within a single niche and go from there.Focus on Connecting Needs to Wants Freelancing is a lot like dating. You’re on this ultra-connected superhighway with a bunch of people who are looking for something specific, all trying to meet someone who fits their criteria. Some of the solopreneurs who I admire the most seem to be really skilled at connecting wants to needs. They’re super organized and have the intake questionnaires handy when making initial contact with a potential client.When you’re connecting with a potential client, it helps to know where they’re headed, and how they’d like you to help them get there. On the flip side, you’ll want to gauge whether it’s a good fit with your larger goals. Sure, getting paid for a gig that has nothing to do with what you want to do could help you cover bills, but how will it help you in the long run?By focusing on connecting needs to wants, and pinpointing your particular zone of genius, it can help you stand out from the crowd. After all, someone out there certainly could use your talent and know-how. And instead of thinking that you’re tactlessly hawking your wares, so to speak, just focus on how you can solve a problem, or alleviate what’s painful or hard for someone else to do.To build a thriving freelancing business, you don’t have to fit into this image of the brash hustler with impenetrable gusto. You can arrive at success using your natural interests and well-honed skills. The most important thing is to get started and figure out what jives best with you.Share this:Click to share on Twitter (Opens in new window)Click to share on Facebook (Opens in new window) RelatedBuilding a Freelancing Business: Try the Patchwork MethodSeptember 19, 2019In “Early Career”Scary Money Mistakes From The Freelancer FilesOctober 31, 2019In “Early Career”How to Break into Freelancing Straight from CollegeMarch 6, 2019In “Early Career” Post navigation
Give her moments that you both can share.2. Take her camping. When she gets older, give her more freedom. She’ll exceed your expectations.4. Remember that she’s a butterfly that will fly away one day. She needs your support all the time, all life long. She’ll grow up and start looking for a hero. And you’ll probably be her hero. You won’t even need to wear a red cloak.18. Tell her how beautiful she is. Your favourite teams, career, TV, and hobbies won’t disappear. But your daughter will grow up and enter her own life. Keep your priorities in mind.And here is Michael Mitchell and his adorable daughter.Source Enjoy the years when she’s still a “caterpillar.”3. Don’t worry about Christmas and birthday presents. She’ll probably wriggle even more than a hooked worm. That’s OK.15. Hug her. There are not many things that can soothe a crying little girl better than her dad’s shoulder. Keep that in mind.14. Always be with her. She’ll always remember that dad let her “steer.”7. Never miss her birthdays. Don’t think about it. Just say “yes” without even thinking at least once in your life.12. She’s as talented as any boy. Do it now because your back is strong and your daughter is still tiny.19. Be her hero. Make sure she knows that and keep encouraging her.11. Yes, you look silly when you play with her. Encourage her.9. She’ll always wait for you to come home. Today she wears diapers, tomorrow you give her your car keys, and before you notice, she’ll start conquering this world. One day, she’ll remember this moment. And that’s priceless.16. Take her fishing with you. 10 years later, she won’t remember what you gave her. But she’ll always remember that you weren’t there.6. Her intelligence will help her more than her beauty to accomplish things. Dads who adore their daughters excite internet users everywhere. Michael Mitchell has a blog called Life to Her Years where he gathers other dads’ advice. Michael turned the ways of fatherhood into a life philosophy and he inspires a lot of people from all over the world.We gathered the most interesting tips about raising kids by Michael Mitchell that can be put to use right now.20. Let her ride on your shoulders. It’s true magic. Show her this giant world. Take a look at her eyes full of astonishment when she sees its beauty for the first time.1. Fatherhood is your main duty. But you still do it because she needs it.10. When she learns how to kiss, she’ll start kissing all over your face. Make sure she knows that.5. Trust her. You don’t need a strong reason to spend time with your daughter. Be interested in things that she cares about. It’s important for her to see that her dad takes part in each moment.13. One day she’ll want to have a puppy. Say it over and over again. One day, popular magazines and Hollywood will try to convince her otherwise.17. Enjoy each moment spent with her. Don’t be late.8. Let her hold the wheel.
Rafe Pomerance was working at World Resources Institute in 1986 when he helped organize two days of hearings on Capitol Hill, suggesting witnesses for the U.S. Senate Committee on the Environment and Public Works. These hearings would change history.Pomerance’s charge from WRI founder Gus Speth: outreach on climate change. Those hearings, titled “Ozone Depletion, the Greenhouse Effect, and Climate Change,” moved the bipartisan dialogue on climate policy significantly forward.In time, the United States joined a global effort to halt the production of the chemicals responsible for the ozone hole, today known as one of the success stories of the environmental movement.The results are decidedly more mixed when it comes to the second subject of the hearings. Thanks to people like Pomerance—and his contemporaries at WRI and their partners on the Hill and in the scientific and environmental communities—climate change is on the agenda.Today, we have the Paris Agreement and decades of results from the scientific and environmental communities. We stand on the shoulders of giants, building on the hard work of Pomerance and his peers. Decisive U.S. action remains elusive, but we continue to work towards comprehensive climate action.This week, the New York Times Magazine published a special, issue-length article, “Losing Earth: The Decade We Almost Stopped Climate Change,” looking at the efforts of Pomerance and his peers during the years 1979 to 1989.In this podcast, Pomerance sits down with WRI Vice President for Communications Lawrence MacDonald to talk about what it was like to work for climate action when no one had heard about it, why he thinks we didn’t get climate action then and why he thinks Florida is the most important state for climate activists to win.Listen to the podcast now:
The ticket winners will be announced a week from today. Winners of the cash prizes will be announced when the survey closes on Sept 22. Folks who complete the survey within the next week will be eligible for both prizes; if you complete it after that, you’ll only be eligible for the cash. . in Cambridge, MA, on Sept 8, and four $500 cash prizes. Topics: How does your marketing mix or conversion rate compare with your industry’s average? We’ll collect responses, then send you the results so you can see how your company stacks up. To provide some benchmarks and help you answer those questions, today we’re launching the . But how does your system stack up with the competition? If you’d like to know how your conversion rates, your marketing mix or your inbound marketing strategies compare with other companies in your industry, take five minutes to complete In case that’s not incentive enough, we’re giving away six great prizes to people who complete the survey — two tickets to the HubSpot Inbound Marketing Survey So what are you waiting to for? Get on over to the survey and Originally published Aug 13, 2008 9:57:00 AM, updated October 20 2016 Inbound Marketing Summit win those prizes ! If you’re a savvy marketer, you have a range of online tools and techniques you use to reach new customers efficiently. Conversion Rate Optimization this easy survey Don’t forget to share this post! AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to Email AppEmail AppShare to LinkedInLinkedInShare to MessengerMessengerShare to SlackSlack
the Wikipedia entry go read it now Most blogs put comments right below their articles. That encourages participation because readers see them after they finish, and dive in. That’s not the case on The Journal’s site. After the article all you see are ads. If you want to comment on the piece, you have to go back to a comment tab at the top of the page. The authors encourage marketers to “Resist the temptation to sell, sell, sell,” yet by placing ads where most sites put the comments, The Journal is doing just that. (3) Ads Take Up Space Most Sites Devote to Comments — and Here’s what I mean: colleges after dozens of interviews with executives and managers. (whatever you say about Wikipedia, it is certainly a conversation). , written by professors from — “Don’t just talk at consumers — work with them throughout the marketing process.” That’s another one of the article’s excellent morsels of advice. Yet the authors fail to follow it. As of late Monday night, they weren’t participating in the comments, which means they’re talking at their readers. There is just one problem with the article: The authors and The Journal aren’t following their own advice. Bentley (1) Very Few Links What do you think? Does the WSJ practice what it preaches? Does HubSpot? Topics: , or, at the very least, Don’t forget to share this post! AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to Email AppEmail AppShare to LinkedInLinkedInShare to MessengerMessengerShare to SlackSlack . inbound marketing If you haven’t read today’s piece in The Wall Street Journal about marketing on the social web, you should Inbound Marketing — The authors urge marketers to “Listen to — and join — the conversation outside your site.” Yet their entire article includes only two links, and even then they’re not links to related conversations. For example, since they offer a definition of Web 2.0, they should link to Babson Originally published Dec 15, 2008 9:02:00 PM, updated March 21 2013 Tim O’Reilly’s seminal post on the topic (2) The Authors Aren’t Participating in the Comments It’s a great summary of many of the principles of
Top seed Simona Halep and eighth seed Petra Kvitova won their respectively quarter-finals to advance to the semi-finals of the Cincinnati Open. Other than Halep and Kvitova, Aryna Sabalenka and Kiki Bertens made it to the semis.Halep took an hour and 16 minutes to dispatch Lesia Tsurenko 6-4, 6-1 in the quarter-final despite having played her Round of 16 match earlier in the day. The rain-hit Cincinnati Open meant that Halep had to complete her Round of 16 encounter against Ashleigh Barty in the first match of the day, which she won 7-5, 6-4.Halep will now meet Aryna Sabalenka on Saturday for a place in the final, after the unseeded Sabalenka saved 10 break points to register a 6-3, 6-4 victory over American Madison Keys.The other semi-final will pit Petra Kvitova against unseeded Kiki Bertens of the Netherlands.With her win over Tsurenko, Halep took her winning streak to eight matches. Tsurenko had triple break point to take a 5-1 lead in the first set but could not capitalise and saw the match swing away from her.Simona SemifinalsWorld No.1 @Simona_Halep sails into the final four with 6-4 6-1 win over Tsurenko. She awaits the winner of Keys-Sabalenka.: @WTA pic.twitter.com/iaPzDc4Rc0Western & Southern Open (@CincyTennis) August 17, 2018The top seed was unstoppable once she found her rhythm and confidence, winning 11 of the final 12 games to continue her winning streak stretching back to last week’s Rogers Cup.”It was a tough day,” said the Romanian. “I’m really tired but I’m happy that I could win both.advertisement”After I won Montreal, I said that I want to come here to win some more matches, because after winning a title is always the feeling that ‘let’s do more.'”Her semi-final opponent Sabalenka had staved off match points in her two previous matches and managed to do it again on Friday, using her big serve to wriggle out of trouble against 13th seeded Keys.Eighth seed Kvitova recovered from going down an early break in the third set to beat Belgian Elise Mertens 7-5, 5-7, 6-3.I am @Petra_Kvitova, hear me ROARThe Czech returns to the #CincyTennis semifinals for the first time since 2012, dismantling Elise Mertens 7-5 5-7 6-3.She awaits the winner of Elina Svitolina-Kiki Bertens. pic.twitter.com/gX8Yse4y0bWestern & Southern Open (@CincyTennis) August 17, 2018″Luckily I (had) good second serves, which was very important for me to put it back to the court and play some rallies,” said the Czech.”I really need to play more aggressive. That’s how I made those important points.”Bertens trailed 4-1 in the opening set against Ukrainian fifth seed Elina Svitolina but it was one-way traffic once the Dutch player’s serve clicked into gear and she closed out the match 6-4, 6-3.(With Reuters inputs)