Skydiving on the Ground

Skydiving on the Ground Skydiving on the Ground Skydiving on the GroundJump out of a plane and youll have less than a minute of freefall before youd better open your parachute and properly save your life. That may be plenty of time for a half-terrified first-timer. But for anyone hoping to learn how to maneuver in the sky, its painfully short.Modern skydivers are a pretty agile lot. They can fall upside down, rotate, revolve, maintain a sitting position, dance, circle around friends, and join up in formations of hundreds. To do any of those things requires learning new skills. Just as swimming involves different muscles and movements than walking, getting where you want to go in the air requires learning which motions put yourself into a vertical spin, a horizontal spin, a slower fall, a faster fall, or a horizontal slide, just to name a few essentials. Greater finesse requires finer movements, and that means more air time.Until recently, more air time meant another take off, another ascent to altitude, another packed parachute, another hit to the wallet. Every twist and turn had to be learned in short bursts of falling. Just to learn to maintain in a stable position might take a dozen jumps or more.Thats all changed to thanks to an amusement park ride. The vertical wind tunnel has allowed skydivers to practice the most basic freefall fundamentals and the most advanced tricks without leaving the earthby more than a few feet. Without entering a plane, a child can learn in days what once took freefallers years to master. The serious skydiver can do more in the sky now than anyone previously had ever dreamed possible.The first vertical wind tunnel appeared in Dayton, OH, at the Wright Patterson Air Force Base, in 1944. Its purpose was not amusement or sport, but to test model aircraft. Twenty years after its construction, a test elektrische brcke named Jack Tiffany was testing out various aircrafts with his colleagues. By 2 am, everyone was a little slap-happy, as he once put it. Having made a couple hundred jumps out of an airplane as a test jumper, he decided to try out the tunnel himself. He hopped in and managed to fly.It took a few years, but the Army capitalized on his success by training their crack parachute team, the Golden Knights, in the same facility. As there was just the single tunnelone with other purposesfew other jumpers practiced there.But in the early 1980s, Canadian inventor Jean St-Germain patented his own vertical wind tunnel (which he called a levitationarium). The tunnels began to crop up here and there. But thanks to low air speed and high turbulence, they didnt really take off until the 21st century. Now theyre peppered all over the world.Aerodium vertical wind tunnel at World EXPO 2010, Shanghai. Image Ivarslgk / Wikimedia CommonsThere are two types recirculating and non-recirculating. Non-recirculating tunnels have fans above the freefall chamber (separated from rising bodies by a screen ceiling) and draw in fresh air from below. The recirculating sort, such as the one St-Germain patented, has a closed loop and a fan just below the chamber (separated from landing bodies by a screen floor).The vertical wind tunnel manufacturer Aerodium,based inLatvia, did away with the chamber all together. With fans below, freefallers levitate unencumbered in the open air, a trick performed at the Turin Olympics in 2006 to the astonishment of onlookers.Both recirculating and non-recirculating wind tunnels have their downsides. The fans on the non-recirculating kind are so loud that you can hear them from miles away. They make whatever neighborhood theyre in feel like the tarmac at LaGuardia Airport. Recirculating tunnels have to find some solution to the heating of the reused flow. You have to have some type of windows, to exhaust the hot air, says Freddy Leal, a mechanical engineer at Tuuci, Inc., Miami, FL, an umbrella manufacturer. The open-air design has its own challenges. If you weigh less than a certa in number of pounds, it will blow you way out of the ordnungsprinzip, and if youre too heavy youre not going to fly.Leal and his classmates at Florida International University created an alternative design that would avoid these pitfalls. We kind of mixed them up a littlewe came up with a design in a J shape, says his compatriot Alexis Anchunida. Their tunnel has the fans drawing air horizontally in an underground shaft. The lower end of the J is an opening that rests above ground. The other end, also above ground, contains the freefall chamber. With this arrangement, air is freshly drawn and cooled by the earth. And that same soil will dampen the fans roar. Winglets at the bends of the system keep turbulence to a minimum.Where other wind tunnels are tailored for the amusement of landlubbers, the J-shape tunnel was designed with the skydiver in mind (partly explained by the fact that Leal himself is a novice skydiver). The engineering challenge is to simulate the freefall experience from a planethe same speed of the freefall, the same speed of the air, the resistance of the air, and all the aspects that are involved in a freefall, says Anchunida. To that end, four propellers, pumping a million cubic feet per minute each, will move the air at 160 miles an hour.The only problem with the wind tunnel is that the only version thats been constructed is the 117 scale prototype the team made (and the only person to have flown in it is a 117 scale doll). Until more funds fall their way, skydivers will have to continue practicing in the noisy, hot-aired tunnels in existence.Michael Abrams is an independent writer.The engineering challenge is to simulate the freefall experience from a plane.Freddy Leal, Tuuci, Inc.

8 Bad Job Search Habits to Break Now

8 Bad Job Search Habits to Break Now8 Bad Job Search Habits to Break Now2Being a good job seeker takes practice and examining the habits you have that may be holding you back from being successful. If you have found yourself wondering where you are going wrong in your job search, consider the following bad job search habits that can harm your job search success.Here are eight bad job search habits to break now to be successful in your search.Adopting fasson letters as a way of job searching.While form letters may provide a quick solution to getting as many resumes out as possible, it is not a practice to adopt if you want to be successful. In a job search, the quality far outpaces quantity.Rather than send form letters, customize each and every cover letter, resume, and portfolio you send out. Include company names, the job title of the position you are applying for, and keywords that related to the job.Being void of a personal brand.When you dont know what you stand for, it is hard to convince someone else that you are what is needed. Before jumping into your search, think of your professional image and experience. Once you figure out your image and your professional goals, turn it into a personal brand that companies will be interested in having in their portfolio.Neglecting social media.With social media being a huge job search tool, neglecting its use can easily spell disaster in a job search. elend only do social media channels offer access to job listings, many recruiters use social media to find ideal candidates for unadvertised positions.If you are just getting into social media, take it slow. Make sure your accounts are up to date and reflect the image that you want to give employers. Once you get your footing, consider following employers you are interested in and joining groups to get your personal brand out there.Not taking an interest in jobs or the companies hiring.In addition to fantastic experience and skills, employers are looking for candidate s who are passionate about the company and the mission. If you dont take an interest in the company and the job, it wont make a good impression.Before sending off your cover letter and resume, as well as before the interview, make sure to read up on the job description and do some company research. Learn about the companys mission, and relate your experience to the companys needs.Bashing old employers and coworkers.It doesnt matter if you leave on good terms or bad ones, bashing old employers and coworkers is never a good idea. Rather than hurting yourself by bashing old employers, dont offer up any stories. Simple state that you parted on amicable ground and you are a better person for the experience. Then, move on.Job searching only by job title.While you may identify with a specific title, each employer can have a different title for the same job duties. When you focus only on job titles, you narrow your search too closely and may miss opportunities that would be a perfect match for your experience.Instead of focusing on the job title, consider searching by industry and desired flexibility. You can also use keywords or search by company.Overselling yourself and being pushy.Its one thing to be confident and show that you are the one for the job, and a completely different thing to oversell yourself and be pushy. Rather than bully employers into seeing your side of things, create scenarios that show you are the best fit for the job. Not only should you believe in the company, and have taken time to customize your documents, you should show them in facts how you can help them meet their goals.Avoiding the search and only doing the minimum.Spending a few minutes each day on your job search may feel like that is all you can manage. However, to be successful in a job search, you must invest focused time. Try to spend uninterrupted time each day to find jobs and companies that you are interested in. Set goals to meet each day, week, and month. Focus on meeting tho se goals step by step.Although these habits seem harmless, in a competitive job market you should try your best to put your best foot forward. Take tiny steps to address your bad job search habits, and change them to habits that will provide success in your search.Readers, do you have any bad job search habits? What have you done to become a successful job seeker? Share your tips with us below

How to accomplish more in 30 days than most people do in 365

How to accomplish mora in 30 days than most people do in 365How to accomplish mora in 30 days than most people do in 365The best ambition killer is trying to play someone elses game. - Dan SullivanCraig Ballantyne, author of The Perfect Day Formula How to Own the Day And Control Your Life, has a really powerful exercise to help you realize if youre seeking approval in the wrong places.He calls it the STUPID GOLDEN STAR Exercise. As Ballantyne asks, Who is giving you stupid Gold Stars in life? And what are they costing you?What are you getting approval for that is notlage serving you?Who is giving you approval that does not serve you?Why are you seeking this approval?What is this costing you?If youre saying YES to the wrong things, its because youre seeking approval from the wrong people.If youre trying please everyone, youll end up pleasing no one. Without question, youll not end up pleasing yourself and those closest to you.If youre not discriminate about what youre willing to work on and focus on, then youre life is far more of a mess than you think.If youre feeling super busy and out of control, then you are out of control. If you dont have time to put yourself first and have a morning routine, then your life is a mess right now, and youre being totally ineffective.You are seeking approval from all the wrong places.Youre seeking quick wins.Youre trying to do it all.Youve lost sight of your grand geistesbild.If you try to please everyone, you end up pleasing nobody. Because you cant keep up the charade forever. Eventually, your relationships will become transactional. And those relationships will end. Because right now youre forcing it. Youre not coming from a position of power. Youre trying to force success. And when you operate from this perspective - you start to make impulsive and ridiculous decisions.Day-by-day, your internal reality will become more of a mess. Youll know youre going further and further out of control. But you keep convincing yourself t hat next month will be different. Everything will come together and THEN, youll start focusing again.Not gonna happen.Youve got to pull the plug.Youve got to start running your own race again. Somewhere along the line, you forgot about WHY you were doing this. You got caught up in the whirlwind of other peoples goals and agendas and values.How to get things back on trackBallantyne has the following questions to help you get back on track so you can start getting Good Golden Stars again.What do you NEED to get approval for doing?Who are the right people to get approval from in your life?Who are the right people that you need to give approval to, yourself?Who are the people - personally and professionally - that really matter, here and now, but also in 20 years?Joe Polish, founder of Genius Network, is known for saying The people you meet on the way up are the same people you meet on the way down.If you enter relationships from an impulsive and selfish perspective, those relationshi ps will eventually come back to bite you. People wont trust you. Theyll see you as only looking out for yourself - since you used a lot of relationships to get you where youre at.You werent really thinking about them, but where those relationships could quickly get you.Your intentions may not have been hostile in the first place, but you also werent thinking long-term. You were trying to force things.When youre trying to force things, eventually everything starts crashing down. David Hawkins explains this better than anyone in his iconic book, POWER VS. FORCE. As Hawkins says, The person who suffers from innerhalb poverty is relentlessly driven to accumulate on the material level.How to accomplish more in 30 days than most do in 365Its very easy to fall into the trap of being busy, and being busy is not necessarily productive. - Tim FerrissAccording to Chris Smith, founder of The Campfire Effect If youre not feeling motivated - youre either not experiencing enough pain to change, or youre not curious enough about the power of possibility.If youre not making tangible progress, things can feel boring or not worth the time.So you need to start making tangible progress.You need a future vision that seems exciting. And you need to get back to feeling like what you want to achieve is a game.In the book, MY LIFE IN ADVERTISING, Claude Hopkins says, If a thing is useful they call it work, if useless they call it play. One is as hard as the other. One can be just as much a game as the other. In both there is rivalry. Theres a struggle to excel the rest. All the difference I see lies in attitude of mind.Your work needs to become play again.You need to make it a game.You need to get excited about making progress, growing, learning, and changing your life and circumstances.You need to get back to plotting and scheming and making plans.If youre too busy to sit and make plans, youve lost sight of what really matters to you. You should never be too busy to be able to sit i n the silence to meditate, pray, and write down your thoughts and plans.Breaking this downSeek approval from the RIGHT PEOPLEGive approval to the right peopleRemove everything from your life that is impulsiveGet back to your purposeGet back to planning and schemingMake it a gameMake your work play againBe willing to failEnjoy the work and activity in and of itself (not for what it will get you)Detach from immediate outcomes and refocus on your purposeGet back to the whimsy and play and fun of lifeAllow yourself to embrace the pain of growth and failureEmbrace the curiosity of seeing how far you can goLife becomes play when youre living congruently. When youre focusing on the right things and the right people.When youre putting first things first.When youre taking 20 purposeful steps in 1 direction rather than 1 busy step in 20 different directions.If youre not making time to have a morning routine - where youre getting clear and intentional, every single day - then youre not movin g in the right direction. Youre also not being effective.The purpose of a morning routine is to give yourself the time and space to get clear. To get yourself energized and focused. And then to set your day on the right track so the day doesnt derail you as it does most people.Then you need to get excited again. Usually, you get excited by seeing tangible results in the near future. You need a short timeline to sprint toward. You need to create a result that youve wanted, or your family has wanted, for a long-time. One youve procrastinated and stopped pursuing with vigor because 1) you stopped making your work play, 2) youve lost the excitement of progress, and or 3) youve lost focus of what you really want and got busy.Often, you cant get yourself to do what you need to because work feels like work again. And you dont have anything exciting to accomplish.Youve lost your energy and are feeling depressed. Of course youre feeling depressed - your behavior is incongruent. Youre not pu tting first things first. Youre back to sleeping-in and living reactive.Research in psychology is so clear confidence doesnt start the journey. Its not confidence that leads to success. Its successfully executed behavior that creates confidence and momentum.Give yourself a 30-day timeline to accomplish something big.Cut-off everything thats a busy distractionStop seeking approval from the wrong people (have some honest conversations, clean out your calendar and life, and focus again on the right people)Get back to your morning routine where youre getting energized and focused and clearMake work play again (it can only be play when youre making tangible progress toward something that excites you)You can make something exciting by, 1) making some form of progress, and 2) having something compelling in the near-future to look forward toGet back to plotting and scheming (literally get a white board and start writing all of your dreams down, and your values, and what youre grateful for, and what matters most to you)Get connected again to yourself and what youre really aboutThen sprint toward a vision that you know you can achieveMost people - even those at the top of their game - are a mess right now. The globalized society and the internet has leveled the playing field. If youre ambitious and willing to fail and respond well to failure - you can easily catapult yourself to the top of your fieldWherever you are, thats the best place for you to beIt doesnt get easier the more successful you become, it actually gets harder and more confusing (unless you continually re-invent yourself and never stop failing and remaining humble and grounded)Remain the underdog by continually failing forwardGive yourself less time at work and more time to play (Shawn White said the reason he has been able to stay at the top of Snowboarding for nearly 20 years is because he spends a lot of time away from the sport - he has a life outside of snowboarding)Cut yourself off when you nee d to (if you give yourself shorter timelines, youll get more done) - often 80% is sufficientIf you do a morning routine, youll focus on the right things while you are workingIf you focus on the right things while youre working, youll make progressIf you increase your ambition for what you can be, every step you take forward will be a BOLD step, because youll be willing to failThe more energy you can put into BIG AND BOLD steps, the faster youll move beyond those at the top of your fieldAll the while, youll be congruent, because youll be putting yourself (and your health) first, so you can be better at your work and with your loved onesThis article originally appeared on Medium.

Customize this Outstanding Sample Programmer Resume 2

Customize this Outstanding Sample Programmer Resume 2Customize this Outstanding Sample Programmer Resume 2Sample Programmer ResumeCreate Resume COMPUTER SKILLSHTMLJavaScriptPhotoshopHP DeskscanMicrosoft Windows 95WordFrontpagePowerpointGIF AnimatorInternet ExplorerNetscape CommunicatorTelnetFTPUnixMicrosoft ExcelOutlookVirtual WebTrendsWeb Site PromotionPerlJavaPascalQuarkPROFESSIONAL EXPERIENCEWeb MasterStars and Stripes1998 PresentSupervised promotion and programming of online educational program.Content manager with daily postings and site changes.Responsible for cross promotions and link exchanges with industry sites.Constructed interactive banners for major search engines.Web DesignerWeb Designs 4 YouMarch 1996 June 1998Somerville, NJCreated web pages for variety of clientele.Responsible for initial design, set up and implementation of web sites.Managed content of same sites for initial marketing periods of up to six months.Incorporated extensive graphic displays, imagery, an d text in site designs.Database ManagerPainters Union 4329October 1993 March 1996New York, NYCompiled and maintained database of 1000+ listingsResponsible for database queries and information updates.Upgraded database software.EDUCATIONBA in Computer Programming with minor in Economic Policy, 1995.Somerset County College, Branchburg, NJ.Customize Resume

Pay 7 things the U.S. womens hockey team can teach us about winning equal pay

Pay 7 things the U.S. womens hockey kollektiv can teach us about winning equal payPay 7 things the U.S. womens hockey team can teach us about winning equal payWitnessing the U.S. womens hockey team rally for fair pay and equitable treatment - and win - offers valuable lessons for all working women. And staying positive about your potential to earn your fair share also helps. Eventually it may eliminate the pay gap.In these political times, its safe to say there have been doubts about how women would move forward in American society. An early answer has now arrived, from a most unlikely location The sport of ice hockey, writes USA Today columnist Christine Brennan.Noting the threat to boycott the International Ice Hockey Federation world championship in Michigan was real an imminent, the womens team insisted in their less than playful negotiations that being paid a total of $6,000 for six months out of the four-year training period leading up the Olympic Games is neither acceptable no r fair. Nor is the lack of a development program for girls in the sport, comparable to the one for boys.And because they persisted, they won because they demonstrated their power to ask.According to Brennan, they won an equally unprecedented four-year deal with compensation of about $70,000 per player per year, a stunning jump from the equivalent of the pathetic $1,500 per year the players were getting. Throw in the new performance bonuses USA Hockey agreed to pay the players and their income could rise to six figures annually ifthey win the Olympic gold medalor world championship.At least 20 U.S. senators signed a letter to USA Hockey prior to the negotiation stating behauptung elite athletes indeed deserve fairness and respect and we hope you will be a leader on this issue as women continue to push for equality in athletics.With the hashtag BeBoldForChange and the social media slogan of 1 Goal, 1 Team, 1 Dream, the hockey team models the efforts of every woman trying to get paid w hat she is worth and close the pay gap.True, you are likely not a professional athlete headed to the 2018 Olympics, and an individuals salary talk with an employer or client does not make sports headlines, but the womens hockey teams quest for a reasonable path forward to close the pay gap is at the heart of every sit-down about money and the future.By failing to routinely negotiate our salaries, we lose more than $1 million by the time we retire, according to She Negotiates, a powerhouse in resources, training and events for women looking to be paid fairly.And who isnt?While many states are working toward that goal, all women in America earn an average of 80 cents for every dollar that a man earns for the same work with the same title.According to a press release about a recent study in the Journal of Economic Behavior Organization, Women underestimate their earnings prospects, leading to lower expectations and little inclination to push for higher wages or promotion, or seek a be tter paid position.And they take what theyre offered. So the pay gap remains.If low female expectations in terms of pay is fueled by a pessimistic outlook, then even without discrimination and progression-related issues, women will continue to underestimate themselves and continue to inadvertently accept pay inequality, said Dr. Chris Dawson, senior lecturer in Business Economics at the University of Baths School of Management.To counter that trend and mimicking the womens hockey teams tactics, here are the top 8 recommendations to raise expectations for earning what you deserve and closing the pay gap as soon as possible in your life.1. Dig deepJust as the womens hockey players knew all the stats and numbers on comparables for the male players in the field and in other sports, do the big picture research on the field you are in, the location, the company, the job title.Payscaleoffers a personal salary report for you when you answer a series of questions. The sitealso delivers a wea lth of solid resources and a negotiation guide as well as a Salary Survey.2. Be calm and firmThe womens hockey team stayed above the fray and didnt resort to negativity, even after saying no to the first offer from the USA Hockeys board of directors, requiring a return to the drawing board and another vote after 15 months of negotiations.Yes, we get it, you likely do not have that kind of time and not an option for a boycott, but know that in your polite, firm response to the first offer, there is a chance for compromise.3. Say maybeSo many of us get excited about a job offer, are appreciative, feel it is a good fit and want to close the deal on the first offer. No. You dont want to risk losing the offer, but you do want to express that you need to think about it.It is fine to say, Oh, I was planning to earn X, and I believe I am worth X, and I can prove to you I am worth X. According to SheNegotiates, if you have a script ready (and the site offers those and many more resources), y ou will feel prepared to have a conversation continue on the topic of money. Chances are the company will come up to where you are, or meet you in the middle.4. Know how your narrative fitsBe ready for any and all questions about your work, your story and how you fit in to the companys mission and best practices. This creates a narrative of you and the company together. See who is in the about us section of the website. What do you bring to the table that is different from what others offer, and what value can you assign your expertise and offer as a commodity?In Take The Leads 9 Leadership Power Tools, telling your story is Power Tool 9. Know how to explain in a concise narrative where you have been and where you are going. Know what you have done to get to this point and know where you plan to be in five or 10 years. Express that you are a forward thinker, not just someone who is here in this job for the time being. And articulate precisely how you intersect with the goals of the organization.5. Gather your alliesYou may not get a letter signed by 20 U.S. senators urging the employer to hire you and pay you the better salary, but make aya you have letters of recommendation coming in by email and snail mail to support your worth.The letters do not have to state any salary number, but a signed letter or email from someone with a great title and impressive credentials who knows your work and vouches for you as a valuable hire is priceless.6. Be positiveThis is a path on the way to fairness, so consider it a samba, according to BetaKit. You have to work with your employer, so start out with a dance. If this is a job you have been in for a while and are looking for a raise, positively approach a salary review with all the good you have done in the past year and all the good you will do in the coming year.And if its a new opportunity, positively communicate your stellar performance. The womens hockey team is doing the same.7. Get the Close the Gap appDesigned by Take The Leads Gloria Feldt, co-founder and president and the founders of She Negotiates, this app guides you through the process of defining your goals, communicating your value, building your support network and negotiating your salary. On your phone. Its another tool in your negotiating tool box.Kudos to the womens hockey team on their win, a substantial win for women working everywhere, as they shifted the dynamic of power over into the power to. And on Equal Pay Day and every day, knowing you have the power to ask in order to be paid what you deserve is the goal.This article originally appeared on Take The Lead.

The Dos and Donts of Lpn Resume Sample

The Dos and Donts of Lpn Resume Sample You are going to be accountable for ensuring letter of folks get the care they want at specific times. It truly is difficult more than enough to find work. A couple of lines are sufficient. Some were quite easy to treat while others required specialized therapy. The 5-Minute Rule for Lpn Resume Sample If youd like receive a wonderful work, you take a fantastic job application. There may be hundreds of applicants for the exact same job and you have to get noticed. Not only is it unethical to lie on a work application, it really is illegal There are many disadvantages to internet applications too. Lpn Resume Sample No Longer a Mystery LPNs also need to finish a national licenkoranvers examination. They must have excellent decision-making skills in order to enable them to perform the necessary procedures quickly and effectively, especially in the case of an emergency. They work in a variety of healthcare environments. 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There are lots of beautiful resume templates out there, but nevertheless, it can be simple to feel as a lot o f the greatest cost a ridiculous quantity of money, require special design programs in order to edit, or both. Want to Know More About Lpn Resume Sample? Once your resume is prepared to go, youre wish to be sure to receive it in front of as many employers as possible. Make sure that you get the info youre looking for. You should be in a position to convey crucial medical info to people who might not be acquainted with the terminology. You have to offer relevant, concise details.

4 Ways You Can Stomp Out Gender Biases in Interviews

4 Ways You Can Stomp Out Gender Biases in InterviewsInherbeient biases exist.As much as everyone hates to admit we often allow biases to dictate our decisions, Mary Pharris, Director of Business Development and Partnerships at Fairygodboss a marketplace for professional women looking for jobs, career advice, and the inside scoop on companies is right. No matter how hard we try to extinguish them, they linger over hiring processes. In Marys experience, shes found these biases exist particularly around gender, which leads to stereotyping candidates. It can definitely affect a recruiters ability to place candidates, especially if the recruiter is unaware of his or her biases. By giving in to stereotypes and making assumptions about a candidate based on gender or appearance, recruiters can actually miss rockstar candidates. For example, only 15 percent of hiring professionals would consider hiring a frowning woman, according to a recent report by Fairygodboss. Along with their demeanor , the report also found women are judged on their weight, age, and race. Even though these gender biases remain in the vorstellungsgesprch process and can present hiring challenges, there are a number of ways your team can combat them 1. Conduct bias trainingIt seems counterproductive to highlight biases when youre trying to get rid of them. However, Pharris says, Training and education around inherent biases, and how to overcome them, is essential in making the best possible hiring decisions.Training and education around biases is essential to make the best hiring decisions. marypharrisClick To TweetTake the power away from preconceived notions around gender by participating in unconscious bias awareness training. Use the training to help your team recognize that everyone, including you, has biases. Explain what unconscious gender biases are prevalent in todays workforce. Teach your team how to make decisions based solely on qualifications and cultural fit. Use interactive role-pla y interviews to show your team direct examples and solutions for harmful biases. Immediately after training, create action-oriented solutions with your team. Discuss what biases you found stick out most during the interview process. As a group, brainstorm how you will actively address gender biases and increase a feeling of candidate belonging. For example, you can invite more team members to meet candidates to enhance comfortability and accountability for everyone. Reconvene after interviews to see whats working and where improvements should be made on an ongoing basis to improve unbiased workplace diversity.2. Embrace the power to stop and step awayDuring unconscious bias training, you became familiar with your own biases. While it was likely uncomfortable, youre now equipped to check yourself during interviews. When you feel as though youre judging a candidate based on something as trivial as hairstyle, appearance, or accent, make a mental note. To stop yourself from defaulting t o your personal biases, stick to a structured interview process. Have candidates take skill assessments so you can directly see their talent before interviewing. Keep this list of qualifiers in front of you. However, ask experience questions first during your interviews. This gives candidates the opportunity to break through your initial gender biases and immediately impress you with more personal recounts of their fit and abilities.3. Get everyone on the same scoring ordnungsprinzipYoure looking for a qualified candidate. Someone who will add value to your team and help your company grow. Their gender, age, or ethnicity plays no part in these qualifications. So, before going into interviews, its crucial to review the most important qualifications for the role. Check the list your team made during training and assess each candidates skills before noting any personal traits. Take it one step further by using the list of qualifications to create a scoring chart. Stick to this scorecar d to stay on topic and honestly assess each candidates skills fit. Distribute this scorecard to anyone you involve in the interview process.Of course, this wont be how you make your final, end-all decision. But until its time to start looking at a candidates personal attributes to determine cultural fit, this will keep you on track and away from gender biases. 4. Call in reinforcements and collaborate using video interviewsRegardless of what is distracting you from making a confident judgement call, theres no shame in asking a fellow hiring pro for their opinion on a candidate. Video interviews allow you to gain first-hand feedback on the exact same interview. Rather than relying on your notes or witnessing your responses, co-workers can draw their own conclusions.Theres no shame in asking fellow hiring pros for their opinion.Click To TweetDont fill anyone in on your insecurities before they give you their honest assessment. You dont want to taint their opinion. List of all the pros and cons they provide about the candidate and compare this to your initial evaluation. Review the video interview once again and use this list to determine if your biases were getting in the way of making the best hiring decision for your team.How do you squash gender biases during interviews? Let us know

9 Eco-Friendly Companies Hiring Now

9 Eco-Friendly Companies Hiring Now9 Eco-Friendly Companies Hiring Now Commitment to being eco-friendly and caring for ur Earth is a huge value to many job seekers in 2018. If youre earth-conscious, you wont be able to work for a company that doesnt share that same vision for caring for the environment. To help streamline your job search, weve put together a list of the top nine eco-friendly companies that are currently hiringthat way you can focus on applying to jobs where you know your values will align with the work youre doingReady to care for our planet? Send your resume to these companies now.Where Hiring Wisconsin, Florida, Connecticut, Michigan, and MinnesotaHow Theyre Eco-Friendly As the leading manufacturer of recreational marine propulsion systems, Mercury Marine promotes sustainable use of resources in development of and manufacturing products. What Employees Say I really enjoy working here. Pay is Good. Benefits are good. Its just a great company t o work for, says a current employee . Where Hiring Bellevue, WA Hingham, MA Newark, DE Kennesaw, GA Reno, NV Anchorage, AK, Carle Place, NY & more.How Theyre Eco-Friendly REI has a strong commitment to environmental stewardship and holds its authenticity to be true to the outdoors and provide quality, eco-friendly products as a core company value.What Employees Say Ive been with REI as a full time employee at HQ for 2 months and so far it has beat my expectations. The people Ive met and had the opportunity to work with are clear with intention, collaborative, listen and share their knowledge and time generously. The leadership is accessible and engage in conversation. The benefits are great. I have wanted to work at REI for some time, and I consider myself fortunate to be an employee of a company that respects the environment and me, writes a current IT Project Manager . How Theyre Eco-Friendly The company believes in the saying, green is good and is committed to offering envi ronmentally friendly and nontoxic products.What Employees Say The company culture is the best. Authentic, caring, fun, and friendly group of coworkers, says a current, anonymous employee . How Theyre Eco-Friendly McCormick & Company is dedicated to improving the health and well being of people and environmental communities, as noted in their Purpose-Led performance reports. What Employees Say Strong culture of people-focus, and commitment to community, says a current employee .Where Hiring Massachusetts, Tennessee How Theyre Eco-Friendly The company mission is to harness nature in buchung to help farmers sustainably feed the planet in order to make farming an economically sustainable and accessible career.What Employees Say Great initiative and mission. The company is exciting to work for and very fast paced. Indigo is trying to revolutionize the farming world through production contracts incentivizing farmers with fantastic growing premiums, says a current Account Manager .Where Hiring Omaha, NE Idaho Falls, ID Greenville, SC Phoenix, AZ Knoxville, TN & more.How Theyre Eco-Friendly North Wind is an environmental consulting firm with a mission is to keep the air clean, the ground fresh, and the water clear in North America.What Employees Say Great people, Great CEO, Great offices, excellent pay, excellent benefits, doesnt get much better than this says a current employee .Where Hiring Boston, MA Goleta, CA Irvine, CA Jersey City, NJ London, England & more.How Theyre Eco-Friendly Bringing the best of medicine to life is the mission statement for Allergan, which is committed to helping its patients live their life to the fullest and enjoy a healthy lifestyle.What Employees Say Good work-life balance. Great opportunities for advancement. Over time available. Many reward and incentive programs along with good benefits, says a current employee .Where Hiring Philadelphia, PA Renton, WA San Diego, CA Cincinnati, OH Dallas, TX Pittsburgh, PA & more.Ho w Theyre Eco-Friendly With a business focused on minimal packaging and furniture assembled at home, IKEA is a top furniture retailer with an eco-conscious mind.What Employees Say The company of IKEA as a whole is AMAZING. The humanitarian opportunities and sustainability efforts are something to make you proud working for them. The culture is great, writes an anonymous employee .How Theyre Eco-Friendly Part of the companys mission statement includes creating an inclusive, open, and actively engaged company with its customers, partners, employees, and the communities they serve. What Employees Say It is a place where you can build a long-term career, and work on amazing technologies. The people are great here engaged, friendly, and professional. Work life balance is excellent, says a current Senior Product Manager .

Program S Brings Professional Opportunities to an Air Force Wife

Program S Brings Professional Opportunities to an Air Force WifeProgram S Brings Professional Opportunities to an Air Force WifeProgram S Brings Professional Opportunities to an Air Force Wife By Kathryn Troutman, Published September 12, 2017As the spouse of an Air Force technical sergeant, Jennifer Primus knows the drill Receive a PCS (permanent change of station) order, pack up, relocate, look for a new job in an unfamiliar community, repeat.Then, in 2016, Primus learned of Program S the Military Spouse Preference Program and it has already shown herbei much promise as a pathway to professional opportunities with the Department of Defense.Join Our Free Webinar about Program SRegister NowBut lets back up and learn more about Primus and her journey, because ultimately Program S is about people, not the bureaucratic details of federal employment.Years ago, Primus, her husband and their three small children were stationed in New Mexico, where she worked as a human resources assistant at a local college. Then in November 2011, they received a PCS order that took them to Okinawa, Japan, where they welcomed two more babies to the family.I stay home with each child until they reach preschool age, so I have a lot of employment gaps, says Primus. Of course, some private employers show understanding of military families situations, and some do not.The next arrival, in July 2016, wasnt a sixth child, but rather another PCS order, destination Robins Air Force Base, just outside Warner Robins, Georgia. Primus believed there would be ample professional opportunities on the base, which employs more than 25,000 civilians and military members, making it the largest industrial complex in the state.I knew I wanted to work on base for job stability and the good benefits, says Primus. Program S kept coming up in my Google searches, though I didnt learn about the program until belastung year.Also recurring in those searches was The Resume Place, so she got in touch with us. Kathry n responded the next day and walked me through Program S, how to contact the HRO human resources officer on base, and how to register. Within two days I was registered with the program.The very next month, Primus matched for a job as a DoD secretary. Although Program S gives registrants noncompetitive status for job openings and ranks their preference very highly, there was, in fact, competition for the job two other military spouses, one of whom was offered the position.But the beauty of Program S is that, as long as applicants keep up with their obligations, they will continue to be considered for a match. I recently received another match for HR assistant, an even better role for me, a couple of weeks ago, says Primus. It will probably be another month before I hear anything about that one.Late last year, Program S became even more accessible President Barack Obama signed into law a measure striking the rule that military spouses must register with the program with two years of r elocating. Now theres no time limit.Whats the bottom line for military spouses in situations like Primus? Program S has its complexities, but if you connect with a couple of key resources, put a few critical tasks on your calendar and just keep putting one foot in front of the other, youre much likely to find success. Heres an official Program S fact sheet.Primus does have choice words of advice for military spouses seeking professional employment after a PCS relocation Be persistent. The Program S process is daunting, and it can take a long time to get a job. So, maintain contact with your HRO so they keep you in mind. I recommend volunteering in the unit where youre trying to get a job Ive volunteered to strengthen my resume and network. Its your best way to get a foot in the door.Will Primus receive an offer for the HR job she recently matched? Stayed tuned to this blog well keep you postedThe Stars Are Lined Up for Military SpousesFIRST-EVER BOOK FOR MILITARY SPOUSES AND FEDERA L CAREERSWhy a federal career for Military Spouses?Great salaries, promotion potential, family friendly, family leave, training and MORE

Help Reluctant Leaders See Their Potential

Help Reluctant Leaders See Their PotentialHelp Reluctant Leaders See Their PotentialInvesting in future leaders is a strategic imperative for any business. Sometimes, it includes helping employees to discover their leadership potential - and fully embrace it.On your kollektiv, you may find professionals who cant wait to become managers and are laser-focused on achieving that goal. Meanwhile, there are other employees who may not want to become leaders at all. And then, you may have some reluctant leaders. Lack of confidence may be holding back unterstellung staff members. Or, they may not see a clear path up for themselves in the organization, or even realize that opportunities exist for them to grow and advance.So, its likely that some of your employees will be very proactive about seeking out leadership development opportunities and asking for your guidance. And there also may be a number of high-potential employees who can benefit from you nudging them in the right direction.How do you do that? By creating a work environment that not only challenges all employees with leadership aspirations to step up, but also gives them the support to do so confidently. Here are five ways to encourage reluctant leaders, in particular, to spread their wings and make the most of their leadership traits1. Talk about what leadership looks likeCertain employees may be reluctant to step forward as managerial candidates because they feel theyre not competitive enough to land a leadership role. Yet Management Resources research shows that integrity tops the list of the most valued leadership traits, followed by qualities such as fairness, empathy and strategic thinking.So, make sure your team members understand what it takes to succeed as an executive in the company. They may rethink their own potential when they realize they do actually have the qualities needed to climb the leadership ladder.One mora thing Lead by example. Be the type of manager you want employees to emulate.2. Start smallProjects are leadership development opportunities. They are a great way to let employees stretch their abilities, gain new skills and, perhaps most importantly, build confidence. Depending on the nature of the project, the work can also help to raise the employees visibility in your department, and at the company as a whole.So, give reluctant leaders an assignment with some degree of responsibility and see if they rise to the occasion. If they have potential, this is where theyll begin to prove themselves. As they succeed, steer them toward increasingly challenging roles.But be sure to set them up for success. Give nascent leaders clearly defined goals, a fixed time frame for goal completion, and all the support and resources they need to get the job done. That includes letting other employees know that youve asked their teammate to lead the project. That can help ensure that an emerging leaders anfangsbuchstabe management experience will be a positive one.3. Give them a coachMentoring is an invaluable professional development tool. Your challenge is finding the right person who can help to guide and nurture a reluctant leader. What would that mentor look like? Perhaps someone who was also once hesitant about moving into a management role and can dispel some myths of what leadership is and isnt?Emerging leaders dont need hand-holding, but they do need plenty of constructive feedback and encouragement to build and refine their leadership traits. A good mentor isnt a boss or drill sergeant, but rather a coach and motivator who inspires their charge to uncover their potential and take smart risks in their career.4. Play to their strengthsDont force budding leaders, reluctant or not, through a one-size-fits-all training program. Instead, help guide them in a way that accentuates or refines the leadership traits and skills they already have.However, a leadership candidate should build new abilities, too, not just shore up existing ones. So, be sure to p rovide leadership development opportunities that allows the employee to grow current strengths while stretching into new areas, too.5. Dont insist on one pathYou may think of career progression as a straight line from pro domo to chief financial officer, with clearly defined intervals and job titles along the way. But do your employees feel the same way? Sometimes, reluctant leaders are prepared to step up to the challenge but dont agree with your companys traditional path.That is especially true of millennial professionals, who dont necessarily buy into the idea of paying ones dues the old-fashioned way - moving up the ladder slowly, one rung at a time. Unconventional thinking? Not really. If someone is right for a job, why should they have to wait several years for their shot? If your goal is to encourage millennial and Gen Z team members to assume the mantle of leadership one day, you may have to rethink your firms overall approach to hiring and promotions.Prioritize your compan ys needs firstWhile it would be great if you had the time and resources to invest in every aspiring leader on your team at once, you need to take a strategic approach to professional development and succession planning. Of course, you should try to connect every promising employee with an array of relevant leadership development opportunities, but you will need to prioritize the training of some workers.Before grooming future leaders, take a good look at your current organizational chart. Who could take over for managers nearing retirement age, or looking to transition to a different role? Who could take the lead in areas where the business plans to grow? And who will help the firm meet new challenges, like navigating digital disruptions, and spearhead projects involving advanced analytics, cloud services, blockchain, cryptocurrency, artificial intelligence, and more?Your companys reluctant leaders may be the answer to all of those questions. Just be sure to confirm that they are, i n fact, reluctant. Their hesitation to pursue managerial roles could be because they simply arent interested - not everyone wants to be a leader, after all. But if they do want the chance to step up, then theres no time to waste in getting these employees on track with leadership development opportunities.Whats most important is that you ask all of your employees how theyd like to grow their career at your firm. If you dont, you risk overlooking (and not developing) promising leadership talent on your team. And check in about this regularly As professionals advance in their careers, their goals often evolve, too. Todays reluctant leader could be tomorrows deeply committed CFO.