IMECE 2015 to Feature Three Conference-Wide Plenary Sessions

IMECE 2015 to Feature Three Conference-Wide Plenary Sessions IMECE 2015 to Feature Three Conference-Wide Plenary Sessions IMECE 2015 to Feature Three Conference-Wide Plenary Sessions Subhendu Ghosh The ASME 2015 International Mechanical Engineering Congress and Exposition (IMECE) this November will encompass a variety of special events, including three Conference-Wide Plenary Sessions that are sure to be of interest to all IMECE attendees. This years IMECE will take distributions-mix from Nov. 13 to 19 at the Hilton Americas Hotel and the George R. Brown Convention Center in Houston, Texas. The first Conference-Wide Plenary, to be presented on Tuesday, Nov. 17 from 830 a.m. to 1000 a.m., will feature Subhendu Ghosh, executive vice president of global engineering and design for TATA Technologies Ltd. Ghosh has more than 30 years of experience in the automotive original equipment manufacturer (OEM) and engineering service delivery industry. He joined TATA Motors Ltd. (then TELCO ) as a graduate engineer trainee in 1981. Sixteen years later, he moved to TATA Technologies Ltd., where he has been involved in delivering engineering and design services to customers worldwide and has helped develop the companys innovative Global Engagement Model (GEM) delivery methodology. Hai Wang The following day, Hai Wang, Ph.D., professor of mechanical engineering at Stanford University, will present the second plenary session. Dr. Wangs research interests are in renewable energy conversion, catalysis and combustion. His current research focuses on theories and applications of nanoparticles and nanostructures for rechargeable batteries and supercapacitors, combustion simulations, and nanocatalysis. Wang is the author and coauthor of numerous papers for such publications as Combustion and Flame, Physical Review Letters, and Science magazine, and is the co-editor of Combustion Generated Fine Carbonaceous Particles. He is currently a member of the Frontiers in Energy and Proce edings of the Combustion Institute editorial boards and a former member of the editorial board for the International Journal of Chemical Kinetics and Combustion and Flame. Wangs presentation will take place from 830 a.m. to 1000 a.m. John Elbon The third Congress-Wide Plenary, to be held Thursday, Nov. 19 from 1130 a.m. to 1230 p.m., will be presented by John Elbon, vice president and general manager for Boeing Space Exploration. Elbon oversees the strategic direction of Boeings civil space programs and the support of NASA programs, such as the International Space Station (ISS), Commercial Crew Development (CCDev) program, and the Space Launch System. Elbon had previously served as vice president and program manager for Boeings Commercial Programs, where he managed the companys efforts on NASAs Commercial Crew Space Act. He has also served as Boeings vice president of systems integration for the U.S. Armys Future Combat Systems, and the Boeing program manager for such NASA programs as Constellation, ISS, and the Checkout, Assembly and Payload Processing Services (CAPPS) contract at Kennedy Space Center. For more information on the Conference-Wide Plenary Sessions and the other activities taking place at ASMEs 2015 IMECE International Mechanical Engineering Congress and Exposition, visit www.asmeconferences.org/IMECE2015.

This Cover Letter Trick Can Double Your Interview Requests

This Cover Letter Trick Can Double Your bewerberinterview RequestsThis Cover Letter Trick Can Double Your Interview RequestsThis Cover Letter Trick Can Double Your Interview RequestsSometimes a compelling titelblatt letter is all you need to double your interviews.As a volunteer job counselor for Jobindex.dk, the Danish equivalent to Monster, I try to help people who are finding it difficult to get into the Danish job market find work. Recently I worked with a client, lets call zu sich Alicia, who had tried everything to find a job but welches still coming up empty.Alicia was not a native Dane and hardly spoke the language, so it certainly complicated matters further and limited the jobs she could apply for. Alicia had a profile that would be attractive to quite a few employers and she had received some interview requests however, after more than 100 job applications and she was starting to wear down.A cover letter made the differenceAlicia had quite a good resume that followed the H arvard style with the following elements A short summary showcasing her main skills and experiences, which changed with every job to closely match the job ad albeit still within reason of what she could actually do for the company.A list of her relevant jobs describing responsibilities in a text string and achievements in bullets.A list of her education highlighting main courses, thesis and any honors she received.A skills and language section.The problem was her cover letter. Even though Alicia edited it so the experience and results would match the job ad, the cover still seemed quite generic. Alicia included a small section stating why she wanted to work for the specific company however, it was not linked to an overall theme and just appeared to be saying nice things about the company. In short, the cover letter was not getting it done.Cover letter tips Start with the painTo try and make a bigger impact on recruiters and hiring managers, we agreed to make a change to the cover le tter similar to what Liz Ryan would ask you to do in a pain letter.For each job application, we started out by describing the challenges (i.e. the pains) of the industry and of the company Alicia was applying for. We then added some company-specific challenges and how Alicia, as a finance professional, could help solve those pains. We then got specific and used 3-5 of the responsibilities from the job ad and linked them with Alicias past results at previous companies.We used statements like I will take charge of your annual reporting or I will drive your budget process and backed each statement up with how Alicia had done this at previous companies to give them credibility.This section made up the bulk of Alicias the cover letter, but it wouldnt have worked as well without the first part. This first part put Alicia in the hiring managers head by demonstrating an understanding and appreciation of his or her problems. We rounded off the cover letter with why Alicia wanted to work for the specific company, again linking it to the pains highlighted at the beginning.The final section simply asked for the interview. Instead of saying Im really looking forward to hearing from you, we said I would very much like to discuss this position further and can be reached at phone number.Immediate resultsUp until we changed Alicias cover letter she applied for 115 jobs, was invited for a respectable 10 interviews (8.7% response rate) and made it to three final interviews. Since we switched cover letter strategies, Alicia has applied for 29 jobs, been invited for six interviews (20.7% response rate) and made it to four final interview rounds. Its very important to note here that we didnt change a thing in her resume, so the results are truly due to a change in the cover letter.I am happy to say that Alicia received two job offers shortly after we tried this new approach and has now been happily working in her dream job for the past five monthsThere are certainly more methods to getting a job than job applications, and some would even argue that online job applications can be a waste of time. However, it really depends on the job market, your schauplatz and your specific job goals. Following these cover letter tips, leveraging your network, attending networking events and contacting hiring managers and recruiters will only make your job search more effective.Need help with your resume and cover letter? Our TopResume writers can helpRelated Articles

Magnets Make the Motor

Magnets Make the Motor Magnets Make the Motor Magnets Make the MotorManufacturers need light, extremely strong magnets to power electric-vehicle maschines, and they have long relied on the rare-earth metals neodymium and dysprosium to create them. But those metals are expensive and subject to wild price jumps and shaky supply chainsproblems that have become more acute as demand for electric cars grows.Researchers at Oak Ridge National Laboratory say theyve found a solution. They recently built a powerful EV maschine that uses common ferrite magnets rather than those made from the rare earth metals, which can cost up to 30 times more per pound.The new motor achieves 75 percent higher power than comparably sized commercial EV motors, the researchers said, and it could be ready for mass production in a year.Our main target was to reach the same or higher power density, keep within the same volume, and use cheaper magnets, said Tim Burress, project leader at ORNL.Most electric motors inc lude two main components the stator, which is stationary, and the rotor, which moves. Like fruchtwein stators, ORNLs was made from thin, laminated sheets of steel that form a hollow cylinder. A series of copper coils line the cylinder and produce a magnetic field when charged. The rotor sits inside the cylinder, surrounded by a series of magnets and attached to an axle. The stator and rotor repel each other magnetically, causing the rotor and axle to spin.ORNL researcher Tim Burress works on a prototype EV motor that uses magnets made from iron. Image ORNLTo reduce costs, the researchers used ferrite magnets that are readily available from most suppliers. Their finished magnets cost $3 a pound, compared with $90 per pound for those made from neodymium and dysprosium. Back in 2010, the prices of both metals skyrocketed after China, the main supplier of the metals, limited the export of rare-earth minerals.While prices have since dropped, they are still high and subject to sudden chan ges. But the researchers still had a problem. Ferrite-based magnets are up to 10 times weaker than rare earth magnets. It can take up to 10 times more ferrite than neodymium to make a magnet of equal strengthand that can make a magnet so heavy it flies out of the rotor, said Jason Pries, an ORNL research associate who worked closely with Burress.ORNLs rotor, for example, includes 16 magnets. Each of them weighs 175 gramsalmost four times the weight of the neodymium-dysprosium magnets in the rotor of a 2015 Toyota Prius motor, which the researchers used for performance comparisons.To secure the heavy magnets, the researchers machined bevels into the magnets and slipped them into S-shaped slots in the rotor. An epoxy prevented the magnets from bouncing around.The team offset the extra weight of the magnets by reducing the mass of steel and copper in the rotor. The motor weighed only about one pound more than the Prius motor, a difference manufacturers can live with, Burress said. The total cost of the magnets in the ORNL motor was $20, compared with $150 for the Prius motor.ORNLs motor was also more powerful. It generated 103 kW (138 hp) at 9,000 rpm, compared with the Prius 60 kW (80 hp) at the same speed. The researchers attribute the performance gains to powerful modeling, simulation and design tools, and the new class of optimized ferrite compounds. Optimization was the key to making this work, Pries said.Read the latest issue of Mechanical Engineering Magazine.Our main target was to reach the same or higher power density, keep within the same volume, and use cheaper magnets.Tim Burress, ORNL

7 Things Job Seekers Do That Seem Weird to Employers

7 Things Job Seekers Do That Seem Weird to Employers7 Things Job Seekers Do That Seem Weird to EmployersWhile its certain that every job seeker has his own unique job search style, there are some things you should never, ever do when youre on the hunt for a new gig. In fact, doing some things that might seem perfectly normal to you just might prevent you from landing a job, much less an bewerbungsinterview.Here are seven things job seekers do that seem weird to employers1. You show up unannounced.You found a job listing that you know in your heart of hearts was made just for you. This was confirmed during the job interview in which you knew for sure that this job wasyours. Thing is, after your job interview, theemployer didnt respond. So you take it upon yourself to show up at the companys headquarters anyway to land an impromptu second job interview. After all, dont prospective bosses like people who show tenacity and a passion for the position?Um, no. If you decide to forge ahead a nd go to the companys offices, not only is it unlikely that the hiring manager will be free at that moment to meet with you, but it will look like you dont know proper protocol, which is to wait until youre sent a request for another interview. Plus, you might scare off the hiring manager (hello, restraining order).2. You set your terms and conditions too soon.Sure, every job seeker wants to know how much a position pays before going through the lengthy process of interviewing, just to find out that the salary is subpar. Thats why some job seekers might include a line or two in their cover letter that states something like I am not interested in a position that pays under X amount of money or doesnt offer a full range of benefits, including flexible work.While its good to know what you want (and be vocal about it), theres a time and a place to negotiate salary, benefits, and perks, which is typically after youve been offered a job. Stating your terms before a hiring manager has even interviewed you can come across as rude and arrogant, and definitely wont be looked upon favorably.3. You send gifts.Lets face it youre tired of job searching. So when you finally land an interview for a job you really want, you figure you can sweeten the deal- and expedite the interviewing process- by sending in a small token of your esteem to your potential employer.You figure it will show how much you want the position and thank him for his time, too. But sending in gifts can look like youre kissing up to your boss-to-be, which is never a good thing. In lieu of flowers, candy, or a swanky cigar, asimple thank-you emailpost-interview will suffice.4. Youre willing to work for free.Of all the oops that you can commit during yourjob search, this one might be the most innocent- and most common. After all, many potential employers will often give qualified candidates a test or some type of work to perform to gauge how good of a worker they might be and how they manage deadlines (and i f it is a work-from-home position, how they self-manage). So offering to work for free so a potential employer can see the caliber of your work and that you truly want the position seems to make sense.But taking a test given to you by a hiring manager and flat-out offering to work for free are two different things entirely. Its actually illegal for people who are not employees of an organization to do free work, so your employer cant even accept your offer even if he wants to. Save your excellent work ethic for when you are in the middle of a job interview and are asked to perform a work-related task instead.5. You send in a picture of yourself.While it might be the Age of the Selfie, sending in a snapshot of yourself to accompany your resume is never a good idea. Although it is common for employers outside of the U.S. to require a picture with a job application, its frowned upon stateside.Why? Well, for starters, what you look like has no bearing on how well you can perform the dut ies of the position. And on top of that, it opens up a can of worms (and potential lawsuits) for employers if a job candidate sends in their application with a picture and then claim that they werent hired due to discrimination based on how they look. Let your resume and cover letter speak for you and your potential as an employee, and leave your looks out of it.6. You get too personal.Even if you hit it off with your interviewer, and you feel a casual, friendly vibe between the two of you, keep it professional. Your interviewer might ask about what you do for fun, but dont take it too far. For example, showing photos of kids, pet, or partner can come off wrong. Mentioning your political opinions or even your feelings about a local establishment should be avoided. behauptung things are too personal and unrelated to your job interview.7. You display inappropriate or out-of-place behavior.Putting your feet up. Eating. Hugging the interviewer. Checking or answering your phone. Dont do these things. Even if they makeyou feel more comfortable, your interviewer is sure to be unimpressed. These sorts of behavior are out of place in an interview environment. Keep your wits about you, and dont let an effort to seem relaxed make you seem unsuited for the job.In an effort to land a job, some job seekers might goof and make some of these mistakes. But if you follow the protocols as dictated by the job description (and common sense), youll land a job thats right for you.Know someone looking for a job? Refer a friend to with this link- youll get a month free service and theyll get 30% offRachel Jay contributed to this post.

If you want to be brilliant, you need to be bored

If you want to be brilliant, you need to be boredIf you want to be brilliant, you need to be boredIn a world wherbeibeie entertainment is just a smartphone away, youre constantly connected and you never have to be bored. There will always be some new app to tap through, a social media post to like, or a notification to read. But a new book is arguing that we lose key moments for creativity, reflection, and growth when we dont let our minds space out and wander away from technology.Manoush Zomorodi, the host and managing editor of WNYCsNote to Self podcast, is arguing in her new book Bored and Brilliant, that we need monotony to be great. She uses her own life as an example, noting that the last great idea she had to host a podcast came when she was bored and pushing that damn stroller in the early months of motherhood.Talking to neuroscientists, Zomorodi learned that theres a scientific reason why her brain was most creative when she was bored. When were bored and doing humdrum admin istrative tasks, our body goes into autopilot mode and thats where our brains synapses start firing in new ways.I learned that in the default mode is when we connect disparate ideas,we solve some of our most nagging problems, and we do something called autobiographical planning.This is when we look back at our lives, we take note of the big moments, we create a personal narrative, and then we platzdeckchen goals and we figure out what steps we need to take to reach them, she said in her TED talk on the topic.But in a modern, connected workplace, idle time is seen as counterintuitive and multitasking hustling is prized. You can always be writing mora emails, clicking open more tabs, and attending more meetings. But that line of thinking goes against science.In her book, Zomorodi cites neuroscientists who have found that the more we switch our attention, the higher our stress levels go. Worse, the game of attention is rigged against us as our brains compete with engineers, whose succe ss is measured by how much attention we spend on their devices.On one side is a human being whos just trying to get on with her prefrontal cortex, which is a million years old and in charge of regulating attention. Thats up against a thousand engineers on the other side of the screen, whose daily job is to break that and keep you scrolling on the infinite feed, ex-Google designer Tristan Harris told Zomorodi in her book.Boredom is where the best ideas are bornZomorodis findings are backed by other studies on the value of daydreaming and boredom. When University of Central Lancashire psychologists forced a group of participants to complete the mind-numbing task of copying numbers out of the phone book, those 15 minutes of monotony paid off in a later creative experiment. It was the bored group that figured out the most uses for a polystyrene cup, not the group that got to do the creative task right away.Boredom at work has always been seen as something to be eliminated, but perhaps w e should be embracing it in order to enhance our creativity, the researchers concluded.So if you want to get more creative, you need to embrace the mind-wandering opportunities boring tasks give you.Get creative while you sleepIf you want to carry this practice into your sleep, try keeping a dream diary. One study found that people who kept dream diaries got more creative in the daytime, because remembering your weird, abstract subconscious helps you expand your definition of whats possible.Proverbs warn against the dangers of idle minds, but what these new case studies show is that boredom is not always the sign of a lazy mind.At their best, those moments of idle solitude can be the foundation for building new connections in your brain - and one of these connections could even be the start of a great new idea.

The Leaked Secret to Summary Resume Examples Uncovered

The Leaked Secret to Summary Resume Examples Uncovered Meanwhile, here are our very best practices to follow when it has to do with formatting your resume. If youre uncertain how to phrase your skills, or in case you desire examples of objective statements, take a look at some job websites for ideas. So if you would like resume help, youre going to want some good resume examples. When youve reviewed resumes in your field, peruse resumes across fields to know how to vary using action verbs and receive a feel for what makes a highly effective accomplishment statement. Be certain to include quantifiable info to actually drive home how valuable you can be to a possible employer. Again, despite the fact that the info might appear repetitive, go right ahead and attach the resume. You will need to have some simple info and a couple dates. You dont need to present any personal or private info on your resume. Summary Resume Examples - Dead or Alive? You must spend time into each a pplication and be certain that your resume is tailored to every employer and the job that youre applying to. Resumes give potential employers a means to learn about applicants quickly and readily, and theyre your very first step toward new job opportunities. LinkedIn is among the fruchtwein effective career tools for your job search besides your resume. Employers understand that youre young and looking to enhance your experience, so give them as much as you can that shows you are going to be an important employee. Summary Resume Examples - What Is It? For instance, the summary section ought to be written in the very first person. Youre in a position to choose the documents that you need and when they made, put the number format to the one that is most suitable for your affliction. You must keep your resume short and sweet, but still consist of enough high quality information to produce an impression. Have a peek at these examples to select which format is ideal for you. Hirin g managers typically glance for an admin assistant resume for as few as six seconds, or so the summary statement at the beginning functions as a way to draw the readers attention to the most significant information. Understanding how to tailor your resume will obviously provide you an advantage. However much or what type of work experience youve got, theres a resume format that is likely to make your qualifications shine. Employers like to realize that you have work experience of some type, at least. Taking the opportunity to work on your resume is essential. With a little preparation and a deep comprehension of the local job market, you are able to easily simplify your work search. The challenge of being a true student searching for a job tends to be a deficiency of earlier job experience. What You Should Do to Find Out About Summary Resume Examples Before Youre Left Behind What follows is a wide selection of professional resume samples for jobs in numerous industries. Vol unteer experience is also a wonderful add-on to healthcare resumes since it shows the hiring manager you have compassion off the work too. Various kinds of work in the food tafelgeschirr industry require resumes with lots of the exact skills. Writing a resume for employment in the art industry can be difficult. You must also chat about past experience. An excellent resume ought to be standard. Unless you happen to be a graphic designer looking for employment, theres no need to over think the plan of your one-pager. The Debate Over Summary Resume Examples Each one needs a different strategy and what works for one wont do the job for a different. You may have a foundational resume that compellingly articulates the most significant info, states Heifetz, but you need to alter it for each opportunity. If you submit your application online, its also wise to have a chance to attach your resume. When it is considered by you, two templates could possibly be enough if your business i snt large. Perhaps while looking for examples you noticed poor samples throughout the internet. If you want to bring a number to it, dont use your birth year. Every section needs a slightly different strategy. Ladders best resume templates are sure to provide you an advantage in your job search. Notice how the example resumes are extremely specific when it has to do with technical skills. Resume objectives can be a little controversial. Resume objectives are from time to time regarded as the old schooltype of resume. If you would like to showcase your organization skills, obtaining a tightly structured resume certainly helps. Try to remember, the majority of the distinctive skills that you set on your resume ought to be job-related skills taken from the work description and your best transferable skills. In the event the job requires you to assist in the preparation of presentations, include any wisdom and experience youve got with presentation program. Your jobs could be varied, your experience and techniques vast, and it can be challenging getting it all on paper.

Deloitte Salesforce Pathfinder Program Graduate

Deloitte Salesforce Pathfinder Program Graduate In the video above, Nia Johnson, a recent Pathfinder graduate, talks about her favorite parts of the training and where the program can take her.Deloitte collaborated with Salesforce to develop Pathfinder, a unique, first of its kind workforce development program designed to address the growing skills gap in technology fields. By providing participants from diverse backgrounds with technical and business training, they are prepared to begin jobs in the Salesforce ecosystem. Their inspirational stories demonstrate that a positive outcome is possible with a commitment to learning coupled with equality of opportunity for those interested in pursuing a career or making a change. The program launched in Indiana in June 2018, with a goal of training 500 people through 2020. Since then, almost 200 Pathfinders have graduated from the program.To learn more about joining the gruppe at Deloitte, click here to see all of their available opportunit ies and dont forget to press Follow to receive custom job matches, event invitations and more Aki Merced

Compliance Director Job Description

Compliance Director Job DescriptionCompliance Director Job DescriptionCompliance Director Job DescriptionThis befolgung director sample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.Compliance Director Job ResponsibilitiesAccomplishes compliance business objectives by producing value-added employee results offering information and opinion as a member of senior management integrating objectives with other business units directing staff.Compliance Director Job DutiesAccomplishes compliance human resource strategies by determining accountabilities communicating and enforcing values, policies, and procedures implementing recruitment, selection, orientation, training, coaching, counseling, disciplinary, and communication programs planning, monitoring, appraising, and reviewing job contributions planning and reviewing compensation strategies.Develops compliance organizational strategies by contributing information, analysis, and recommendations to strategic thinking and direction establishing functional objectives in line with organizational objectives.Establishes compliance operational strategies by evaluating trends establishing critical measurements determining production, productivity, quality, and customer-service strategies designing systems accumulating resources resolving problems implementing change.Develops compliance financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances aligning monetary resources developing action plans measuring and analyzing results initiating corrective actions minimizing the impact of variances.Protects assets by establishing compliance standards anticipating emerging compliance trends designing improvements to internal control structure.Avoids legal challenges by understanding current and proposed legislation enfor cing regulations recommending new procedures complying with legal requirements.Attracts new clients by maintaining state-of-the-art compliance programs bringing compliance recognition to the company providing leadership in the industry.Updates job knowledge by participating in educational opportunities reading professional publications maintaining personal networks participating in professional organizations.Enhances compliance and organization reputation by accepting ownership for accomplishing new and different requests exploring opportunities to add value to job accomplishments.Compliance Director Skills and QualificationsPeople Management, Dealing with Complexity, Developing Budgets, Requirements Analysis, Operations Research, Developing Standards, Legal Compliance, Technical Leadership, Quality Management, Financial Planning and StrategyEmployers Post a job in minutes to reach candidates everywhere. Job Seekers Search Compliance Director Jobs and apply on now. Read more aboutth e recruiting processIs Employee Compensation on the Rise in your Job Market?How to Write a Job Description Resource PageMaintain a Legal Hiring Process

Three personal questions your resume needs to answer

Three personal questions your resume needs to answerThree personal questions your resume needs to answerWhen you send your resume to a potential employer, youre probably expecting to stand out from the crowd. Youre hoping your unique experience, skills, and background will pop, but everything that makes you awesome is hidden in the same types of sections as every other resume. Or worse, its leid there at all. Because lets face it, mentioning the lawn-mowing empire you built when you were 12 in your work experience section would be a bit odd. But that speaks volumes about who you areNow dont get me wrong, the information in those classic resume sections is still important, but theres a lot more to you as a person. Because your personality is just as (and often even more) important than your technical qualifications. In fact, a shocking 89% of unsuccessful hires are actually the result of personality or motivational issues and not technical incompetence (which makes up only 11%).So as it turns out, your resume should be more than a catalog of qualifications. It should bring your personality front and center because thats actually crucial information for the person hiring you. Still, thats easier said than done. To help you out, here are 3 questions you should answer on your resume that will help you represent you more as a person, rather than only a professional.1. What are you fruchtwein proud of?According to Lou Adler, the only question that really matters when hiring someone is What single project or task would you consider your most significant accomplishment?. Your answer to this question helps to tell your story, what problems youve faced, how you tackled them, and what you learned on the way.But often, you want to list a few things that youre most proud of. You can pick three or four things that have really formed you as a person living in another country without knowing the local language, not giving up after failing 4 startups, or even the friendships y ouve built. This is the kind of information that makes HR want to invite you for an einstellungsgesprch and even makes people say wow when reading your resume.2. What do you do in your free time?Another popular interview question is How do you spend your free time?. By asking this question, the interviewer is trying to understand what else you do besides working and why. The answer helps them evaluate how youre growing, the things youre passionate about, and the common ground between you and other team members. So why not tell them that before the interview? Its a great chance to stand out, as our spare time is unique to all of us and sometimes defines us better than the jobs weve had in the last 10 years.Related articles5 lessons about work-life balance you need to know todayA real example of a resume without work experience that has impactQuestions to ask your future manager before joining the team3. What are your favorite books?Elon Musk has bachelor degrees in physics and econo mics, but its an absurd overstatement to say that they prepared him to run Tesla Motors or to send rockets into space. When asked how he has learned things, his answer was simple I read books.Considering Elon Musk was never been a great student, leaving out information like this would have made his resume look positively mediocre before he co-founded Paypal. Adding your favorite books can do the same for you, show your passions, your autodidactic drive, and maybe just how interesting you are.So go for it, mention how proud you are of building the greatest lawn-mowing empire in the tri-state area, bring up how much time you spend building airplanes in your garage, and by all means, name-drop the book that changed your life. It might seem unusual at first but it gives your future employers a couple of reasons to keep your resume on top of the yes pile.To read next Check out our resume examples section that got people hired at their dream jobs.

Do HR and Recruiting Have a Language Problem

Do HR and Recruiting Have a Language Problem Do HR and Recruiting Have a Language Problem Really, the language problem Im talking about isnt one specific problem. Its mora of a general trend, comprising a constellation of different linguistic issues, and all of these somewhat separate problems overlap. To start, they all stem from the way we use language when it comes to talking or thinking about talent. More importantly, all of these problems lead to the same result critical misunderstandings between employers and employees.The point of language (for the most part) is to communicate - to transfer some piece of information from one rolle to another. But there seems to be a general trend in HR and recruiting towards using language to do the exact opposite to obscure valuable information instead of share it.As I said above, there are a few different iterations of the overarching trend, and in this post Ill address the three types of language misuse that Ive seen most recently. That being said, Im aya these arent the only ways we mess up. We is the keyword in that sentence - we all make these mistakes, and youll see that the three examples Im writing about are pretty widespread. Also note that, because the language problem is so pervasive, it affects pretty much everyone who takes part in the hiring process HR, employees, recruiters, candidates, etc.1. Talking About the Big Picture, but Rarely Mentioning the BrushstrokesAs Great Place to Work CEO China Gorman pointed out over at TLNT, the American Psychological Associations (APA) 2014 Work and Well-Being Survey brought the disheartening news that only 52 percent of employees trust their employer - or, to use the surveys exact words, believe their employers are open and upfront with them.And it turns out that trust is tied to employee engagement, the feverishly pursued dream of (nearly) every company. To quote the APA study, Employees experienced higher engagement when they had more positive perceptions of the ir employers involvement, growth and development, and health and safety practices, and you cant have positive perceptions of an organization you dont trust, can you?Gorman rightfully points out that we we should focus on trust before we worry about engagement, and what surprised me most about this suggestion was that it was news to me - and Im sure it was news to a lot of people. But shouldnt I have already known that trust was a building gruppierung of engagement? Why did that never occur to me?I think its because, in HR and recruiting, we have this tendency to talk in terms of the big picture while glossing over the brushstrokes - the little components that actually build the picture, without which we cant even have a picture. We talk a lot about engagement, but thats an immense concept. The APA survey operates on the following definition of engagement a positive, fulfilling, work-related state of mind that is characterized by vigor, dedication and absorption. There are a lot of moving parts in such a comprehensive state of mind, but we rarely take the time to talk about those parts.And, when someone asks, Well, how do I achieve employee engagement? the answer is almost always Culture But thats an even bigger concept than engagement - culture is the sum total of all the people in your office, who are themselves the sum totals of everything in their lives, and so on, and so forth. Thats a lot to deal with, but we arent dealing with it. Were trying to build houses without buying bricks (or whatever material you want to make your metaphorical house out of).If we want to do more than bang our heads against walls, we need to follow Gormans lead in breaking down these bigger pictures into their smaller concepts. Engagement is a massive and intimidating concept trust is something we pretty much all understand. Lets work with the things we know now to build the things we dont know yet.2. Our Specialized Terms Can Be BafflingEvery industry has its jargon, and that jargon can be difficult for outsiders to understand drop me off in a biotech lab, and Ill spend the day slack-jawed and utterly numbed by the sheer weight of specialized language.But the HR and recruiting industries are different from biotech whereas an employee in a biotech setting is going to be dealing with other biotech employees who speak the language, HR professionals and recruiters often work with people who are not part of the industry. Therefore, these people dont quite speak the language.So maybe youre an HR person charged with onboarding the new accountant. Maybe youre a recruiter looking to source a Web developer. Whatever the case, youre regularly interacting with people from outside the profession. Whats more, youre using very different language to talk about the same experiences. What you see as dispositioning, for example, the candidate sees as not getting a job.I understand the draw of jargon - it can be useful to have a shared code - but jargon isnt always neces sary, and Im not certain its a good choice when your industrys whole purpose is working with outsiders. Plus, using terminology like disposition moves us away from the human beings we work with and into the realm of corporate abstraction. Not to say that you should tell candidates you are no longer considering them for a job by shooting them a sorry, bro email. But alienating, disorienting corporate speak is little better than the black hole of the ATS.3. Disconnecting Words from the Real WorldMuch has been made about whether or not paper resums are obsolete - Ive made some of the commotion myself, with HireArts help - but Im sure there is one thing we can all agree on resums never tell the whole story. Thats why interviews exist.Despite this being nearly universal knowledge, we still rely on ATSs that filter candidates according to keywords. We make lists of words that hiring managers want to see on resums. Its kind of insane, because its like we have so much faith in the power o f language that weve taken it to a terrible extreme privileging language over the actual information it represents.Eventually, the connection between language and fact is totally severed. The Careerealism post I linked to above was based on a survey conducted by the Harris Poll. That survey asked hiring managers and HR professionals to rank the best and worst words for job seekers to use on their resums. Not skills. Not experiences. Words.Will the words someone uses on a resum prove their worth as a potenzial employee? Absolutely not, but weve gotten to a place where we confuse the words with the skills theyre meant to represent - the old map/territory fallacy. Yes, language is an awesome tool for communication, but its supposed to be just that - a tool. A means, and not an end.So What?Language problems are potent they create misunderstandings they spread misinformation they lead to inaction or actively detrimental actions. As HR and recruiting professionals, we either dont pay en ough attention to language, or we pay too much attention to it. We need to strike the right balances. We need to break concepts down into manageable, actionable pieces. Our language needs to be human and humane.Of course, we cant just rewrite the HR/recruiting script and start anew tomorrow. These language problems are ingrained in us. What we can do, however, is take a more careful, considerate, and critical approach to the words we use as well as the words people around us are using.