Dont Be These 5 People at Your Holiday Office Party

Dont Be These 5 People at Your Holiday Office PartyThe annual sekretariat holiday party. Yearly bacchanal of the professionals. Wild, lavish Christmas parties may not be as common in the workplace as they were yesteryear, especially as many companies cut costs. However, odds are good that your employer will do something to acknowledge the season of Christmas/Hanukkah/Kwanzaa/solstice/New Year before everyone leaves for their respective plans. googletag.cmd.push(function() googletag.display(div-gpt-ad-1467144145037-0) ) It may seem like an easy darbietung (paaaartay, woo), but the office party can be a minefield. Here are five cautionary people to keep in mind as you put on that reindeer sweater, sip on some eggnog and get ready to spread some holiday cheer with your colleagues.1. The Drinkervia giphy.comNot every holiday party has booze, but if yours does, this is the top area where things can go wrongespecially if theres an open bar. Never, never forget that youre at a work event w ith your colleagues, whether the party is happening in your office or at that cool bar down the street. Try to limit yourself to one or two drinks. If you end up drinking too much and saying or doing something regrettable, you could find yourself branded for the next year in the office. You should definitely be having fun, but dont let down your guard so much that youre reliving your old-school partying days at the office gathering.2. The Food Snobvia giphy.comIf you have caviar tastes but find yourself at a chips-and-dip party, dont be the one complaining about the spreadespecially if someone else is footing the bill. For many companies, economic realities make a holiday party entirely optional. There just might not be a budget for champagne and fois gras appetizers, so its better to embrace that youre being fed on the companys dime. This advice goes double if your office shindig is a potluck. Debbies festive Jell-O monstrosity might not be to your liking, but making fun of it on F acebook is not going to win you many fans.3. The Dancervia giphy.comThe office party dance floor is not the time to debut the lambada you taught yourself by watching YouTube videos. Its also another chance to be wary of how much youre, uh, enjoying yourself (see 1), keeping in mind that everyone can see you. Also, they likely have smartphones and the wifi connection to put your killer dance moves on the internet. So keep it G-rated, and dont treat it like an audition for So You Think You Can Dance.4. The Inappropriate Fashionistavia giphy.comSorry, but office dress code still applies at the office holiday party. I once had a colleague who would disappear into the ladies room for an hour before the holiday party, and emerge looking like she was ready for a night at the citys best clubscomplete with invisibly short skirt and a very low-cut top. Everyone else was wearing the saatkorn business-casual outfits they normally wore, so it was definitely awkward. When choosing an outfit for t he holiday party, stick to clothes you would feel comfortable wearing any other day at work.5. The Monopolizervia giphy.comThe holiday party is a great chance to talk to colleagues you dont see often or strike up conversations with people who could be good additions to your network for next year. Try not to spend all your time with the same person. Even if youre an introvert, the holiday party is a great excuse to be a little extra socialwith food and drink to get you relaxed and chatting. So circulate Theres no need to lock down one person for two hours worth of conversation.So yes, there are rules, but the most important one is still this one have fun Youve had a long and productive year, and this is a chance to blow off steam with your coworkers. By paying a little extra attention to how you approach this social-professional hybrid event, you can celebrate with good cheer and go home knowing your name will be gossip-free when you all return after the holidays.

3 Reasons These Companies Are The Better Choice for Women in Tech

3 Reasons unterstellung Companies Are The Better Choice for Women in Tech Its no secret the tech industry doesnt exactly have the most women-friendly reputation.Between the storied bro culture of Silicon Valley and a spate of high-profile company scandals, theres no question the tech world has a ways to go before were ready to call it inclusive. Yet, certain tech companies have managed to thwart stereotypical patterns by positioning themselves as workplaces where women do more than simply survive they thrive. And on April 18th, several of those companies will convene under the same (digital) roof for Fairygodboss second Virtual Career Fair, exclusively for women in tech.Register now for the Virtual Career FairAt the free, day-long online fair, attendees will not only be able to apply for thousands of (really, truly) open positions at companies women love. Theyll also be able to talk live with recruiters at top tech companies like IBM, ADP, Cognizant, Bank of America, Charles Schwab, HP, DRW, Schlumberger, Walmart, 3M, Raytheon, and Fisher Investments all without leaving their couch.What is it about these companies, exactly, that make them better choices for women seeking tech jobs? We break down a few of their commonalities below.1. Equality is the expectation. Period.Certain companies pay a lot of lip tafelgeschirr to workplace gender equality. But for the companies participating in Fairygodboss Virtual Career Fair, diversity is truly a motivator. Take IBM for example. Since hiring its first female employee in 1899, the tech company has continued to be at the forefront of inclusive workplace practices from publishing its first equal opportunity policy in 1935 to hiring the first female vice president in corporate America.Its no surprise, then, that Fairygodboss users who work at IBM continue to be impressed by the companys diversity inclusion efforts. One reviewer on Fairygodboss said that IBM is empowering women daily, with leadership that is laser-focuse d on investing in women in the workplace. Similarly, users call HP, another Virtual Career Fair participant, a workplace where equality is the norm, including one woman who says shes been promoted several times in my 24-year career while raising a family.2. They understand that employment is a two-way street.Yur job should add value to your life holistically not just the other way around. Many tech companies are notorious for imposing long hours and stringent demands on employees. At our Virtual Career Fair, though, you can feel confident that the company youre applying to join is the right culture fit.Attendees can both direct questions about company culture to the recruiters themselves and also click over to over to the Fairygodboss company reviews database. There, you can hear about what a job is like directly from women employees like one woman at ADP who says shes been able to make more money, have more flexibility, and grow more as a person at ADP than at any other employer, or an employee at Charles Schwab who loves that her team is given paid time off to volunteer. Use the fair to find a career that aligns with your values not simply a job for now.3. Work-life balance is embraced not merely tolerated in official company policies.Walmart, a Virtual Career Fair participant, recently made headlines for wildly expanding its paid parental leave policies to 10 weeks off for new moms and six weeks for dads. Bank of America also recently sweetened its paid leave offering, up from 12 weeks to 16 weeks for new moms, dads, and adoptive parents. Meanwhile, one woman at fellow-fair participant Schlumberger notes in her Fairygodboss review that management respects her need to be offline from 4-6pm to pick up her kids, and a senior software engineer at 3M adds that the companys flex policy helps her balance work with her personal life. For its part, principal trading firm DRW partners with Bright Horizons to offer employees backup child and elder care.If youre re ady to advance your tech career and be supported in growing your personal life alongside it be aya to register for Fairygodboss Virtual Career Fair on April 18, where you can find a job that fits your life. Register for free today

Should You Have a Probationary Period - Spark Hire

Should You Have a Probationary Period - Spark HireThe hiring process is a complicated and somewhat tedious task sometimes. It takes an awful lot to find the right person for the job that fits in perfectly with not only the position but the company culture as well. Its much easier when you use video technology like the kind Spark Hire uses, but it still takes a lot of effort. On top of that, if the hire doesnt work out you have to go back and do it all over again. In order to avoid making a huge hiring mistake, plenty of companies all over employ a probationary period for their new hires.What started off as a way for unionized jobs to test out new hires has quickly become a way for companies all over the country to test out new hires of their own- regardless of whether the job is union or not. The outcome is a somewhat confusing period for both new hires and employees that may make the lines of employment slightly fuzzy. Is a probationary period really necessary when bringing on new e mployees?As stated earlier, the probationary period started out as a way for union employers to test out new hires before they were brought on as full employees. For a union job, employers must have a just cause or reason to fire an employee, so the probationary period offered employers a chance to test out their new hires to ensure they would work for the position. If they were lazy, consistently late or not producing the desired results then after the probationary period- or even during- the employer could let the new hire go without concern. Naturally, you can landsee how this is beneficial for the employer. They have 90 days (or however long the period is set for) to make sure that this is their new employee. They can see how they mesh with the company and how they perform their duties. If it didnt work then there were no hard feelings- and no lawsuits. However, most companies today are not unionized and are, in fact, at-will employers.This means that an employer can let their e mployees go at anytime for any reason. In fact, with at-will employment both the employee and employer can terminate their employment without any advance warning. That is, of course, if there was no contract made stating that if the employee quits they must give notice or reason, and vice versa. With companies like this a probationary period in the beginning of employment can make it slightly confusing for employees- making them think that if they make it through the probationary period they shouldnt fear for losing their job ever. You can see how this probationary period can make things sticky for employers then. That is why you should take a careful look at your company and the position you are filling before setting up a probationary period for new hires.At the same time though, probationary periods can be a great policy for companies and their new hires. Through a probationary period employers get to test out a new hire to see if they are a good fit for the position. Through the period an employer can observe a new hires work ethic, work habits and work performance. They can also take some mora time to see if the hire is a good company culture fit. This is especially important since employers cannot teach company culture fit, but can always teach new skills. A new hire that doesnt mesh well with the company culture will likely not stick around too long- leaving you with an open position to fill once again.In the end, employing a probationary period for a new hire is strictly up to your company and its needs. If you are a company with an employment contract then perhaps the probationary period is a great tool for you. You can check out a new hire before actually committing to having them as part of your team. On the other hand, if you are an at-will employee it can make the employment lines slightly fuzzy. If you do decide to employ a probationary period for your new hires, you need to be sure everything is laid out clearly for your probation participants. Let them know right from the start that the probationary period will last X days and that they will be evaluated during and after the period. You also need to make it known that if they get through the probationary period it does not mean they are guaranteed a job forever. If their work slips, they need to know they may lose their job regardless of whether or not they made the probationary period or not.What do you think? Is a probationary period a good thing for companies? Let us know what you think in the comments section below

2A3X2 - F-16, F-117, RQ-1, and CV-22 Avionic Systems

2A3X2 - F-16, F-117, RQ-1, and CV-22 Avionic Systems2A3X2 - F-16, F-117, RQ-1, and CV-22 Avionic SystemsMaintains F-16, F-117, RQ-1, and CV-22 aircraft avionics ordnungsprinzips at the organizational level. Performs and supervises general aircraft servicing and handling procedures. Related DoD Occupational Subgroup 119800. Duties and Responsibilities Operates avionic systems by using aircraft controls and displays to determine operational condition. Interprets equipment operating characteristics to isolate malfunctions in systems such as attack control, radar, infrared, laser, instruments, displays, flight control, communication, navigation, satellite communications, identification, defensive and offensive, and defensive or offensive electronic warfare systems. Uses technical data to trace wiring diagrams and signal data flow. Uses built-in test functions, support equipment, electronic measuring equipment, aerospace ground equipment (AGE), and hand tools. Removes and installs sys tem components. Performs and supervises alignment, calibration, and boresight of avionic systems. Performs and supervises modifications. Uploads operational software into system components. Removes, installs, performs, and supervises operational checks of externally mounted electronic countermeasures equipment. Enters maintenance data into automated systems.Inspects, analyzes and evaluates avionic systems to determine operational status. Interprets inspection findings and determines the adequacy of corrective action. Reviews maintenance management publications and procedures. Recommends methods to improve equipment performance and maintenance procedures. Specialty Qualifications Knowledge. Knowledge. Knowledge is mandatory of electronics, microprocessors, and mechanics gyro, synchro, and servo principles theory of flight electromechanical and electro-optical devices working principles subsystem tie-in between avionic systems digital computer logic aircraft electrical and hydrau lic systems use, care, and interpretation of test and measurement devices principles of motion and power transmission by mechanical and electrical means and concepts and application of maintenance directives. Education. For entry into this specialty, completion of high school with courses in physics, mathematics, and computers is desirable. Training.For an award of AFSC 2A332, completion of the basic avionic systems course is mandatory.For an award of AFSC 2A372, completion of the advanced avionic systems course is mandatory.Experience. The following experience is mandatory for award of the AFSC indicated2A352. Qualification in and possession of AFSC 2A332, also, experience in installing line replaceable units, practical use of system theory, and using AGE necessary to maintain avionic systems.2A372. Qualification in and possession of AFSC 2A352, also, experience in isolating malfunctions, and performing or supervising functions such as malfunction analysis or installation of avioni c systems. Other. The following are mandatory as indicatedFor entry into this specialty, normal color vision as defined in AFI 48-123, Medical Examination, and Standards.For award and retention of AFSCs 2A332/52/72, eligibility for a Secret security clearance, according to AFI 31-501, Personnel Security Management Program.? Strength Req K Physical Profile 333132 Citizenship Yes Required Appitude Score E-67 (Changed to E-70, effective 1 Jul 04). Technical Training Course J3AQR2A333A 002 Length (Days) 96 Location S Course J3ABP2A333A 002 Length (Days) 18 Location S

How Do You Deal with Remote Work Challenges What to Say in an Interview

How Do You Deal with Remote Work Challenges What to Say in an InterviewHow Do You Deal with Remote Work Challenges What to Say in an InterviewNot every person is cut out to work from home. Smart hiring managers, therefore, treat the ability to be a successful telecommuter as a distinct skill and seek evidence of competency.One way they judge potential is by talking with candidates about remote work challenges. Show prospective employers that you take telecommuting seriously by preparing thoughtful answers to behauptung common interview questions hiring managers may askHow do you handle distractions at home?Employers often want to feel confident that their remote employees are capable of staying focused on work-related activities without direct supervision. Thus, your response should demonstrate that youre proactive about creating an environment conducive to achievement. Try something likeMy family knows that when my office door is closed, Im not to be interrupted. I like to skipiste a sign outside stating when I will be on break or done for the day so that they know what time Ill be available to them.I close all tabs on my computer except what Im working on at the moment. No sense letting the temptation of Facebook stare me in the face.Im very good at creating to-do lists for both professional and personal tasks. I give each sphere my all- just not at the same time. When Im working, I put all my effort into what needs to get done. Nagging thoughts are few because I know I can give my full attention to completing household chores or helping my children with homework at an appointed time.What do you feel is the biggest challenge about working remotely?Candidates claiming that telecommuting doesnt pose any challenges are either lying or havent thought deeply enough about the situation- neither of which will impress a hiring manager. Instead, an answer should reflect awareness of potential telecommuting pitfalls and how to deal with them. Consider a response such a sWhile I tend to be highly productive working alone in my home office, telecommuting can be lonely at times. Ive found that occasionally changing venues works wonders. My local library has terrific workstations, and Ive even taken my laptop to the park.When colleagues work out of different places, feeling like a team can be difficult. I make a point of checking in regularly with others, both to stay on top of projects and to simply connect. Do you have any internal social channels or chat rooms that help coworkers stay in touch?How would you handle a difficult conversation with a colleague when both of you are off site?Hiring managers are always on the lookout for effective communicators. But when parties work remotely, this favorable qualification becomes a necessary one. Exhibit your commitment to clear, results-oriented communication with answers such asVideo chats can be helpful in these situations. While they arent exactly the same as face-to-face, being able to see facial expr essions and body language assists in getting a good read on the other persons feelings.I try to handle potential problems immediately so that minor disagreements or misunderstandings dont build into major issues. Shooting a quick text to clarify instructions or picking up the phone to ask for someones interpretation of a situation can save a great deal of time and tension down the line.I always assume my colleagues have the best intentions. Working from that place of respect, I ask them for their thoughts on the matter and then politely present mine. I find that professionals dedicated to the companys interests can usually work things out.Have an interview coming up? Check out these job interviewing tips.

Veterinary Technician Anesthetist Career

Veterinary Technician Anesthetist CareerVeterinary Technician Anesthetist CareerVeterinary technician anesthetists are specially trained and certified to assist veterinary anesthesiologists and surgeons with procedures. Duties Veterinary technician anesthetists assist veterinarians with surgical procedures performed on a variety of animals. Routine tasks may include pre-anesthetic preparation, evaluating patients, giving fluids, administering anesthesia, managing ventilation, maintaining sedation, monitoring emergence from anesthesia, post-anesthesia care, and performing equipment maintenance. Vet techs, including anesthetists, may be required to some work nights or weekends depending on the schedule of their clinic or the attending veterinarian. They must also take precautions to minimize the potential for injury from animals that are in the process of being sedated. Career Options Veterinary technician anesthetists most frequently find employment with veterinary clinics, ho spitals, and emergency clinics. They may also find positions in some zoos, animal parks, marine parks, and research labs. Techs may specialize by working with a specific category of patients such as small animals, large animals, equines, or exotics. Some veterinary technicians choose to move into other positions in the animal health industry, such as veterinary equipment sales or veterinary pharmaceutical sales. Anesthesia technicians are particularly well suited to market surgical equipment and devices, particularly anesthesia devices. Education Licensing There are over 160 accredited veterinary technician programs in the United States that can grant two-year Associate degrees to their successful graduates. After graduation from an accredited program vet techs must also pass a licensing examination in their state of residence. State certification is granted through the Veterinary Technician National Exam (VTNE), though some states may have some varying additional requirements. The National Association of Veterinary Technicians in America (NAVTA) is the certification authority that recognizes 11 veterinary technician specialist (VTS) certification areas. The currently recognized specialties for veterinary technicians include anesthesia, surgical, dental, internal medicine, emergency critical care, behavior, zoo, equine, clinical pathology, clinical practice, and nutrition. The Academy of Veterinary Technician Anesthetists (AVTA) offers VTS specialty certification to licensed vet techs that have completed at least 6,000 hours (3 years) of vet tech experience, with at least 75 percent of that time (4500 hours) spent administering anesthesia and related care. Additional requirements to sit for the exam include completion of at least 50 cases during the year of application, four detailed case reports, 40 hours of documented continuing education within the past five years, completion of an advanced anesthesia skills checklist, and two letters of recommendatio n. Veterinary technicians meeting unterstellung rigorous requirements are eligible to take the AVTA certification exam that is administered once each year. Veterinary hospitals may prefer to hire candidates who hold specialty certification in the field of anesthesia, as these individuals will have advanced skill and significant training in the field. Salary According to the employment site Indeed.com, vet tech anesthetists earned an average salary of $45,000 in 2012. This is quite a bit higher than the $30,290 ($14.56 per hour) mean annual wage for all veterinary technicians reported by the BLS in 2012. The BLS also reported that the lowest 10 percent of all techs earned less than $21,030 per year, while the highest 10 percent of all techs earned more than $44,030 per year. Benefits for vet tech anesthetists may include salary, medical insurance, dental insurance, paid vacation days, a uniform allowance, or discounted care for the techs animals at their home clinic. As with any position, salary is commensurate with the level of experience and level of education. Specialists usually can command the top end salaries due to their advanced levels of expertise. Career Outlook According to the Bureau of Labor Statistics, there were 84,800 vet techs employed during the most recent salary survey of 2010. The BLS projected a steady annual increase of veterinary technicians, with approximately 4,000 new licensees expected to enter the field each year. The BLS also projects that the rate of expansion for the profession will expand much more quickly than the average for all professions at a rate of 30% (from 2012 to 2022). The limited supply of new techs entering the field, combined with the even smaller number of techs that will achieve specialty certification in anesthesia, should result in very strong job prospects for certified vet tech anesthetists.

How to Assess an Applicants Motivation From Interviews

How to Assess an Applicants Motivation From InterviewsHow to Assess an Applicants Motivation From InterviewsMotivation ranks high as a desirable characteristic or attribute in the employees you hire. But, how do you spot true motivation during a job bewerbungsgesprch? In particular, what is an employer listening for as candidates answer their job interview questions about motivation? The job interview questions you ask, and the interview question answers your candidate supplies, are crucial to your assessment of the candidates knowledge, experience, and potential cultural fit within your organization. Especially in an area such as motivation- the candidates own motivation- and how they create an environment in which other employees will choose to be motivated is a critical assessment for an employer. Here is what you are trying to learn when you listen to your candidates interview question answers about motivation. Answers to Interview Questions About Motivation When you consider the answers your candidates supply to questions about motivation, you are assessing several factors. You want to understand what motivates your candidate. You want to understand the work environment that he or she finds motivating. You want to determine whether your work environment and the coworkers you provide are consistent with your candidates needs for motivation. You are attempting to identify what motivates the individual you are interviewing. A candidates innate motivation needs to match the job for which he is selected. For example, you dont want to hire a candidate who most enjoys working alone for your customer service position. Your software developers need to find intrinsic motivation in solving problems, making things work, and frequently working alone. Yet, if they work in a shared code environment, they need to also communicate and work as team members. Your PR professional has to find working with hundreds of people motivating for a good job fit. The recruitment pl anning meeting is a significant opportunity to identify the characteristics and attributes of the prospective employee who will succeed in your available job. This allows you to gear your interview questions toward identifying the appropriate candidate. You are also obtaining a sense about the work that motivates your candidate. You want to select employees who are willing to bring to daily work that hard-to-define quality called discretionary energy, the willingness of an employee to invest his or her utmost in work. Identify What the Candidate Believes Motivates Coworkers You are also discovering, with unterstellung motivation job interview questions, what your candidate believes motivates others. This outlook tells you about what is important to the candidate and how he or she views the world. It will also tell you what type of coworkers your candidate will appreciate and value. Are the candidates values congruent with your workplace environment? You are learning what must be present in the work environment for the candidate to experience motivation. If the candidates preferred environment bears little resemblance to your workplace culture and environment, the candidate will not culturally fit your workplace. Cultural dissonance will impede the candidates potential for success in your workplace. Listen carefully to your candidates answers about their motivations. How to motivate employees is one of the most frequent questions received on this website. The reality is that you can only create an environment in which employees will choose to be motivated by something at work. You cannot make a person choose motivation and motivated behavior- you can only trust that it is intrinsically important to your candidate. Nonverbal Communication in Assessing Motivation While the content of the candidates answers is critical to assess his or her motivation, nonverbal communication is equally important, especially as you assess motivation. Look for enthusiasm in the candidates voice and a sense of engagement in her body language. How much space does she take up at the table? Confident people use space to their advantage. Does she purple drank forward, look you confidently in the eye, and reminisce with humor and obvious involvement? These are signals that a candidate sends out about motivation. Sleepy, slow answers, with no tonal emphasis, no enthusiasm, and little body language send a red flag about a potential employees motivation. Sure, your candidate might be discouraged, ill, or having a bad day, but why risk hiring her when candidates who radiate enthusiasm and motivation exist? Your best results will come from using nonverbal communication in hiring. So, the key to your job interview is to identify what motivates your candidate. Then, decide whether those qualities, characteristics, behaviors, values, and approaches exist in your workplace. If they do, youve found a dynamite employee from your job interview match dance.