Made in Baltimore: A Renewed Sense of Hometown Pride        
Pop-Up Shop’s furniture showroom floor. Photo by: Andy Cook, Baltimore City Planning Department’s Office of Sustainability.

The following appeared in the U.S. Economic and Development Administration (EDA) May 2017 Success Story series.

Small businesses in Baltimore are getting a boost as a result of a $110,000 EDA Local Technical Assistance Program (PDF) grant that was awarded in 2016 to help the Baltimore City Department of Planning launch its Made in Baltimore program.

Made in Baltimore aims to spur re-investment in Baltimore City by growing the market for locally-produced goods. They do this by supporting makers and manufacturers through the local-brand certification program, promotion and marketing events, and business development services. Local craft shops, breweries, manufacturers and many other companies that make products in the “Charm City” are proud to stamp that Made in Baltimore seal on each and every one of their products signifying that honorable hometown pride.

“The Made in Baltimore program helps to elevate the presence of maker and manufacturing companies in Baltimore,” said Andy Cook, coordinator of the Made in Baltimore program at the Baltimore City Planning Department’s Office of Sustainability. “Makers and manufactures in the city are selling products, hiring people, and staying open for business and creating a renewed sense of pride for our local economy.”

Baltimore city has been hit hard with a struggling economy due to decades of population losses and poverty.  The U.S. Census Bureau reports that 23.7 percent of city residents were living in poverty in 2015.  But despite the odds, according to Glassdoor.com, Baltimore ranked 17 out of 25 last year as one of America’s top cities for job opportunities.

Made in Baltimore’s sprawling efforts are a big part of helping the city to rev up its economic engine!  The program has spearheaded a series of five Pop-Up Shops at different locations throughout the city.  These Pop-Up shops allow Made in Baltimore associated companies an opportunity to showcase their products, promote entrepreneurship and engage networking opportunities. The first Pop-Up Shop opened in 2015 featuring more than 80 local vendors with a wide variety of products ranging from furniture to clothing and beauty products, to food and beverages.  In 24 days of operation, the shop collected more than $20,000 in sales and connected several vendors to large purchasers and substantial contracts.

The most recent Pop-Up Shop took place last holiday season from November to December with 50 local businesses that generated more than $30,000 in sales. This holiday shop was so successful that the concept is being replicated by a local retailer on an ongoing basis. Made in Baltimore has plans for two additional Pop-Up Shops this summer.

“The Made in Baltimore program is helping to bring a 'farmer’s market mentality' (such as 'farm to table') through educating our consumers,” said Jeremiah Jones, co-owner of SewLab USA, a Baltimore based soft goods manufacturing company that participated in the Made in Baltimore program.  “With the Made in Baltimore seal, we as consumers can make a well informed decision to buy locally made products that help create jobs and pave the way to local sustainable manufacturing.”

The program has also launched a series of workshops that will help small business owners with startup support services including access to capital, marketing strategies, and best practices. The program is just one of countless examples how EDA helps business to grow and thrive.

“We are proud to elevate the presence of these Baltimore companies,” adds Cook. “These are the kinds of businesses that give Baltimore its character, and create meaningful, living-wage jobs for our city’s residents.”


          Glassdoor CEO Ratings of Salesforce Competitors Puts IBM Last        
By Eugen Tarnow, Ph.D. Avalon Business Systems, Inc. http://AvalonAnalytics.com The Wall Street Journal published an assessment by Salesforce of their competitors. The first line item was the CEO ...
          Exploring the Tech Scene in Atlanta        
Home to the busiest airport in the world, Atlanta’s hub of activity isn’t limited to the airways. In fact, Glassdoor places Georgia’s capital at 24 in the list of top […]
          Facebook no longer among best places to work        

facebook

After ranking 7th in 2011

Company review site Glassdoor has published a list of 25 companies that provide their employees with good balance of work and life and Facebook is no longer on the list after ranking quite highly in 2011.

Glasdoor offers an inside look into companies, as it has employee generated content that provides insight into anonymous salaries, company reviews, and such. The list is based on 385,000 company reviews given by employees and has focused on finding optimum balance between work and personal life, all related perks included.

Facebook has been making the headlines for mostly wrong reasons and it seems to be turning into the Titanic scenario – one moment they’re the king of the world, the next one they have executives jumping the seemingly sinking ship. Now, it lost the label of a great place to work in too, as Glasdoor complained about long hours in the company. Well, what if they simply hung out on Facebook too much?

Interestingly enough, although the list doesn’t target tech companies, as much as 12 such companies made the list. Among the names you’ll find the likes of Agilent, CareerBuilder, LinkedIn, Orbitz, Novell, etc. but you can check the list out yourself here, via Cnet.




          Stack Ranking: Why are Amazon, Facebook and Yahoo copying Microsoft's performance review system?        

It isn't hard to find criticisms of Microsoft's employee appraisal system. Whether it's almost decade old complaints such as Mini-Microsoft’s Microsoft Stack Ranking is not Good Management or more recent forays into blaming it for the company's "decline" such as Kurt Eichenwald's 2012 Vanity Fair opus Microsoft’s Lost Decade or the follow up The Poisonous Employee-Ranking System That Helps Explain Microsoft’s Decline from Slate, there are many who would lay the practice of ranking employees on a vitality curve as the root cause of any problems facing Microsoft today. Kurt Eichenwald's article persuasively makes that argument in the in excerpt below

Every current and former Microsoft employee I interviewed—every one—cited stack ranking as the most destructive process inside of Microsoft, something that drove out untold numbers of employees. The system—also referred to as “the performance model,” “the bell curve,” or just “the employee review”—has, with certain variations over the years, worked like this: every unit was forced to declare a certain percentage of employees as top performers, then good performers, then average, then below average, then poor. …

For that reason, executives said, a lot of Microsoft superstars did everything they could to avoid working alongside other top-notch developers, out of fear that they would be hurt in the rankings. And the reviews had real-world consequences: those at the top received bonuses and promotions; those at the bottom usually received no cash or were shown the door. …

“The behavior this engenders, people do everything they can to stay out of the bottom bucket,” one Microsoft engineer said. “People responsible for features will openly sabotage other people’s efforts. One of the most valuable things I learned was to give the appearance of being courteous while withholding just enough information from colleagues to ensure they didn’t get ahead of me on the rankings.” Worse, because the reviews came every six months, employees and their supervisors—who were also ranked—focused on their short-term performance, rather than on longer efforts to innovate. …

This reads as a very damning indictment of the Microsoft performance appraisal system. Although I've now been at Microsoft for 12 years and a manager for the last three of them, the purpose of this blog post isn't to defend or expand on the details of performance reviews at Microsoft. The purpose of this blog post is to point out that one often needs multiple data points before coming to sweeping generalizations when discussing something as complex as the success or failure of technology companies.

 

The Four Horsemen: Facebook, Amazon, Google and Apple

A few years ago, Eric Schmidt described the "gang of four" companies driving innovation and growth in tech as Facebook, Amazon, Google and Apple.  The implication being that these were the four leading companies in the tech industry. For the purpose of this blog post, I’ll take this implication at face value and will consider these 4 companies as leading examples of what other companies should aim to emulate in the technology industry. In fact, I’ll go one further and reference Mobile is eating the world, autumn 2013 edition by Benedict Evans where he cites these four companies as “setting the agenda” whereas when Microsoft is mentioned, it’s only to speak about it’s “growing irrelevance”.

Now that we’ve established that these four companies are worthy of emulation, how exactly do these companies evaluate employee performance anyway?

Unfortunately, I could not find any information either off-the-record from friends or on the Internet about how performance reviews work at Apple. On the other hand, there has been enough written about the other three companies that we can still draw some conclusions about how performance appraisal works at relevant technology companies. 

Let’s start with Facebook. A good overview of Facebook’s performance review system can be found in the answers to the Quora question, What does Facebook's performance review process look like? Below is the answer from Molly Graham who used to work in Facebook HR

Then there is a (roughly) two week period of calibration where managers meet to look at the assessments of everyone on their team and ensure that people are rated correctly relative to their peers. Facebook has seven performance assessments as well as a guideline for what % of employees should be at each level, however it is explicitly not a forced curve, particularly for small teams. The curve exists to ensure that extraordinary performance is rewarded (I believe the distribution is such that only 2% or less of employees are given the highest rating every cycle) and that if hard conversations need to happen, they happen.


Calibration happens at the team level and at the senior management level (Mark, Sheryl, and all of their direct reports look at the numbers for the whole company, lists of the highest performers, lists of the lowest performers, etc). Performance Assessments are final and they are used to determine compensation like raises, bonuses, and additional equity grants. Facebook gives out raises and additional equity once a year but they do promotions and bonuses twice a year. Compensation at Facebook is almost entirely formulaic with multipliers (based on the Performance Assessment) for bonuses, raises, and additional equity grants.

Hmmm, so it looks like Facebook uses a curve but the argument seems to be that it is to ensure that extraordinary performance can be rewarded yet there is a quota on how many extraordinary performers that can exist according to the system.

Let’s see what Amazon does in the area of employee appraisals next. For this topic, I’ll use an excerpt from an article in Business Insider which references a leaked document that has since been pulled and an article by Amazon chronicler, Brad Stone. The Business Insider article is titled Amazon Has A Brutal System For Employees Trying To Get Promoted and is excerpted below

In the second meeting, which takes place in September or October, the leaders talk some more about who's getting a promotion, and talk about who is doing well and who is doing poorly. Amazon's managers group employees into three tiers: The top 20%, who are groomed for promotions, the next 70% who are kept happy, and the bottom 10%, who are either let go, or told to get it together.

This system, which was created by Jeff Bezos, is supposed to cut down on politics and in-fighting. Unfortunately, Stone says it has the opposite effect."Ambitious employees tend to spend months having lunch and coffee with their boss’s peers to ensure a positive outcome once the topic of their proposed promotion is raised in [the meetings]," says Stone.

Stone also notes that promotions are very limited at Amazon, so if you fight for your employee to get a promotion, it means someone else's employee gets snubbed. And anyone in the room can nuke someone else's promotion.

OK, so it seems Amazon also has a curve and it seems more explicit that the bottom 10% are targeted for negative messaging. But it seems there is a new concept we’re being introduced to. A peer review based system for promotion which in theory is in place to reduce cronyism (e.g. working for a boss that’s a friend who then promotes you for simply having a pulse) which in reality turns into politics-driven affair since everyone needs to like you for you to get ahead at the company. Good luck, rocking the boat in such environments.

So far we’re not really seeing much alternative ideas for tech companies that decide Microsoft’s employee appraisal system is one they don’t want to emulate. Let’s see what we can learn from how performance reviews are done at Google to turn the tide. For this I think we’ll look at two perspectives on the Google performance appraisal system. First here is an excerpt from a review on Glassdoor from a Google employee that loves everything about working at the company describing the performance review system.

Promotion and work performances is entirely reliant on peer reviews. In other words, to get ahead at Google and to get a positive performance review, you must get positive reviews from your fellow co-workers. Your manager might love you, but if your co-workers don't like you, you have some work to do. Managers are also required to seek peer review from those they manage. (I have never seen this before in my career.) Senior level employees from other fields are also encouraged to seek peer reviews from people in other departments. For example, engineers need reviews from people other than engineers in order to advance. For this reason, a culture of cooperation is endemic at Google. This is great because the percentage of "cowboys" that seems common at other high tech companies is quite low at Google. It also fosters an awareness of the type of contribution made by people outside your department, since everyone reviews people in other fields, and therefore must learn a bit about what others do outside their sphere.

Peer reviews sound like a great idea. Now we have a performance appraisal technique we can emulate that is different from applying recommended or forced curves as Facebook and Amazon do. Before embracing this whole heartedly, let’s balance our perspective with excerpts from Quora answers to What are the major deficiencies of the performance review process at Google?

Google's original intention in designing the byzantine monstrosity known as "Perf" was noble: to provide multiple avenues toward success. Someone who got mediocre reviews from his manager but excellent peer reviews could move up, or at least laterally. (This prevented the scenario where a manager uses mediocre or even negative reviews in order to prevent transfers, a known problem at Google.) It was an "OR-gate". If you had good managerial reviews or good peer reviews or objectively demonstrable accomplishments, you'd be in good standing and move up.Eventually, it became an AND-gate. To get a promotion or even a transfer, you had to have managerial blessing and good peer reviews and high visibility and the willingness (as Piaw Na alluded) to spend considerable amounts of time and energy marketing yourself. So it became a morale-killing, time-consuming "No Machine" that people spent a considerable amount of time figuring out how to game. The typical corporate manager-as-SPOF dynamic that Perf was invented to extinguish was strengthened by the "objective" soothsaying they call "calibration scores". – Anonymous

The big one is that engineers have to apply for a promotion and put together their own promotion packet. There's no human being who can do that and not end the process thinking, "Oh boy, I did so much work. I really deserve a promotion." Since the process doesn't promote everyone, that creates a number of disgruntled employees. Even if these employees were to eventually get promoted later, they tend to think, "I should have gotten this N quarters/years ago,", not "I'm so glad I got this promotion." The net result is that very few people are pleasantly surprised when they get promoted, while a lot of people get disappointed. – Piaw Na

Although there isn’t forced ranking in place, it does looks like Google one-upped Amazon in making it difficult to climb up their corporate ladder by having a promotion process based on pleasing everyone.

 

In the Land of the Blind, the One-Eyed Man is King

To summarize, so far it looks like Amazon and Facebook have fairly similar performance review structures as Microsoft much-lambasted system while Google seems to have a performance that seems to trade one set of problems for a different set. As an honorary mention, I’d like to point to the QPR system recently put in place at Yahoo by Marissa Mayer which is also a vitality curve based system.

This then raises the question of why if forced ranking and other similarly disheartening employee appraisal processes are commonplace in the industry that tech blogs makes it seem the practice is limited to Microsoft and then blame it for the challenges the company has faced in recent years? From what I can tell, the reason is twofold. The first is that Microsoft employees stick around at the company for far longer than peers at other companies. From the Geekwire article Amazon, Google employees ranked as ‘least loyal’ which looks at data from PayScale, we learn

Amazon.com tied for second for the least loyal employees with a median tenure of one year, while Google tied for fourth with just 1.1 years of tenure on average. Apple, meanwhile, tied for 36th at two years…Microsoft, however, was all the way down the list tied for 259th with an average tenure of four years.

Most people at companies like Amazon, Facebook and Google either just got there or left before they would have to deal with the frustration of being disappointed by the performance appraisal system over multiple cycles. On the other hand, the average Microsoft employee has been at the company for far longer and when they do leave have had multiple brushes with the performance appraisal system. Just from a raw numbers perspective given average tenure at the company and number of employees, there are a lot more people who you can find that would complain about the performance review system at Microsoft than say at Amazon which has very similar systems in place.

The second reason I believe there are more people willing to talk to the press about the performance review system at Microsoft than at say Google or Amazon, is that it doesn’t fit the narrative to air those complaints. When you see a chart like below, it is easy to look for simple answers to explain the differences in the stock market’s belief in the success of Microsoft versus the “four horsemen”.

On the other hand, it is also hard for employees to complain when the company they work for is winning in new markets and is being praised by the industry press. Glassdoor is full of complains about poor work/life balance at Apple but no one is going to write a damning expose about the company’s employee morale problems as long as the company doesn’t slip in the marketplace. However once a company starts to falter in the marketplace, everything they do is bad and is the cause of their demise according to the pundits. I’ve been amused by the number of articles blaming Blackberry’s dual CEO model for the company’s failures even though that is effectively the Facebook model if you ask anyone who works there and one could argue at one point Google had a triple CEO model with Eric, Larry & Sergey all running the company in their different ways.

 

Everything Sucks

The bottom line is that performance appraisal systems at large companies always suck for the set of reasons covered extremely well by Steven Sinofsky in his blog post Realities of Performance Appraisal. He does a good job of pointing out some of the realities of businesses and human nature that guarantee that these processes will always come across as soul crushingly awful when applied at large enough scale including 

  • Performance systems conflate performance and compensation with organizational budgets. No matter how you look at it, one person cannot be evaluated and paid in isolation of budgets. The company as a whole has a budget for how much to pay people (salary, bonus, stock, etc.) No matter what an individual’s compensation is part of a system that ultimately has a budget. The vast majority of mechanical or quantitative effort in the system is not about one person’s performance but about determining how to pay everyone within the budget. While it is desirable to distinguish between professional development and compensation, that will almost certainly get lost once a person sees their compensation or once a manager has to assign a rating. Any suggestion as to how to be more fair, allow for more flexibility, provide more absolute ratings, or otherwise separate performance from compensation must still come up with a way to stick to a budget. The presence of a budget drives the existence of a system. There is always a budget and don’t be fooled by “found money” as that’s just a budget trick.

This is the fundamental conceit of performance appraisal systems. For large companies they are primarily about answering the question of “how do we distribute our promotion and bonus budget?” by drawing a fuzzy line between employee work activities and how much money they actually have to spend (e.g. policy that only 2% of Facebook employees can have extraordinary rewards is a function of budgets not a natural law of distribution of extraordinary employees at Facebook or any other company in the world). Companies can’t just say everyone who does an excellent job gets $1,000 bonus because they may not have $1,000 to spend per employee in the budget.  

And with that you have the answer to the question in the title of this blog post.

Note Now Playing: The Game – Martians vs Goblins (featuring Tyler the Creator & Lil Wayne) Note


          Lessons to build a winning Sales Team        

As anyone who invests their lifeblood in the support of their favourite sports team knows, the route to glory starts with an understanding that a team has to get a lot of things right to win. Whether you’re a baseball fan, a hockey devotee or a football supporter, you learn that success depends not just on the talent of individual players, but on the ability of the team as a whole to execute on the manager’s vision – and the manager has to be able to get the most out of everyone.

When it comes to your sales team, the situation is not all that different. To beat out competitors, you have to identify and keep your sales superstars, attract and recruit more high-calibre performers like them, get the role-players to maximize their abilities and cut the duds. The central problem facing sales managers is the same as that faced by many pro sports teams: how do you keep a winning team together?

For many sports teams, the big lure for the best athletes is often having the resources and trappings of a world-class organization – the equipment, training and the facilities they need to perform at their peak on the field, throughout the season. In the world of sales, this translates into having the management and infrastructure in place to create a winning culture that enables every sales team member to ‘play the game’ to the best of their abilities – i.e. sales technology such as a Customer Relationship Management (CRM) solution, which keeps the team organized, supports individuals in their jobs, and enables the modern-day manager to track performance throughout the sales process.

Here are four pillars for building a team that consistently wins:

keep your star players on the teamKeep your star players on the team

This is job one for a sales manager. The stars that score the big sales are what drive the team to new heights. Unfortunately, like sports teams fighting to retain players seeking better contracts and new triumphs, many companies struggle to keep their stars in the fold.

Research from recruitment firm Glassdoor reveals that the vast majority of sales people look to move every few years in search of better financial rewards and career growth. Specific gripes can include: lack of confidence in the team as a whole, unrealistic and unachievable quotas, questions about management and concerns about the future of the company.

However, there are ways to address these sorts of issues and bolster the sales stars’ confidence in your organization and its future:

• Set clear and fair expectations –Let them know what they need to do to be a winner
• Create the right systems – Develop systems and processes which support their efforts
• Engender a customer-focused sales culture – Make sure all sales activities contribute to a positive customer experience
• Hold them accountable – Have incentives for success and consequences for missing targets.

Taking steps to imbed a winning culture in this way requires the right technical infrastructure. To keep your stars on the team, you need to reward them. The means of doing this has to be fair and above-board and requires a systematic way of tracking performance so that management decisions are based on real results – just like stats are used to evaluate big-time sports stars. This means you need to have a CRM solution with the right configuration and dashboards. Not only does that ensure the stars are getting the kudos and rewards that keep them on the team, but that other players get the leadership, coaching and training they need to get their game up to scratch.

attract the best new signings Attract the best new signings

Every sports team needs new star players joining to keep winning year after year. As noted, the success of the organization and the supporting infrastructure a team has can be the biggest draw for new talent. It’s not all that different for a sales team.

Like all the great sports dynasties, you need to have a winning system in place. For a sales team, that means having a set process that fosters a successful approach, so that anyone could walk off the street, follow your 10-step sales process and become a sales winner.

An established structure that enables new hires to hit the ground running and achieve their targets early on, is a big enticement for promising recruits. A state-of-the-art CRM solution is a clear way of providing this level of sales systemization, and it signals to leading sales consultants and potential new recruits alike that your organization is geared for success.

Inspire the team to achieve

No team wins when the players are disgruntled and unmotivated. The coaches of sports teams need to constantly strive to keep their players motivated and in a winning frame of mind. Likewise, keeping your sales people happy is critical to hitting company targets and turning a profit.

Like any big-time coach, you need to be able to know exactly what is going on with the entire team at any one time to keep everyone sharp and motivated. As a sales manager, you need to have sales data on-hand so you understand what staff levels, targets, lead numbers and other sales variables are right for your team.

You can have all of this on your CRM platform. Just set up the right dashboards and then use the information to map out clear and achievable goals for both team as a whole and each individual, and then enable everyone to progress towards those aims, supporting their development through continuous training and/or the ongoing introduction of new challenges.

position your sales team correctly Position your players correctly

Playing each member of the team in the right position is one of the fundamental goals every manager or coach in sports works to achieve. It can make a huge difference in team results, as an out-of position player can cost a team big-time. This is equally true for a sales team. As a sales manager, you have to evaluate the strengths and weaknesses of each sales consultant and then play to those to get maximum results.

Having the right people in the right positions is a variable that is a lot easier to read with CRM data. It may be that some people are better with certain types of sales than others and this information can be used to realign your team’s responsibilities. This can relate to territories, product/service, client type and even previous training, which can be easily rectified. CRM data can help you to read the situation here and to address any poor fits.

CRM is invaluable in building a winning team that maximizes its potential. It enables you to track and manage individuals, identifying the core players that need to be retained and those that need further coaching. For a sales team, it is a critical component of a winning formula.

For a more detailed look at the steps to developing a winning sales team, download our whitepaper, How to build a sales team geared to hit targets.


          Questions You Should Ask In Your Next Interview!         
I like to call the period of time between exams and summer "interview time"! So many students are looking for summer work or part-time work, which leads to a huge influx of students coming to the CareerZone looking for tips and tricks to nail that first impression and make a positive mark on the employer in an interview.

Often times, the primary focus in terms of preparation is going over potential questions you might be asked in an interview like "What are your strengths and weaknesses?" and "Where do you see yourself in 5 years?". Questions like these are great to practice ahead of time! 


However, one aspect of the interview that many students forget to think about is developing some questions to ask the employer in the interview. Not only does asking the employer questions in the interview show you know about the company, but it is also a sign of genuine interest in what the company is doing!

Here are some great questions you can ask at your next interview: 

1) What do you enjoy most about your job/the company?
2) What challenges could I expect to face if given the opportunity to work in this role?
3) Where do you see the company in terms of growth in the next 5 years?
4) What do you think are important skills to have to perform well in this role?
5) Are there opportunities for professional development or advancement? 


This is just a small sample of questions to consider asking in your next interview. Remember, the interview is not only a time where the employer learns more about you, it is also an opportunity to learn more about the company as well!

If you are looking for more assistance with interviews, check out our Interview Workshop on CareerZone! Be sure to check out InterviewStream as well (via CareerZone) for thousands of practice interview questions! Wondering what a specific company may ask you in an interview? No worries! GlassDoor is a great site for finding out the experiences of others who have interviewed with certain companies so you can better prepare your answers and potential questions to ask the employer.

Thanks for reading!

Scarlet Stark
Psychology Major
Lead Career Assistant 


          Seven new academic programs coming to campus this fall        
You might already know that IUPUI offers more than 350 undergraduate, graduate and professional programs.And come this fall, there will be a few more.Here’s a look at seven new academic programs from a variety of schools across campus:Ph.D. in data science, School of Informatics and Computing: This degree—the first of its kind in Indiana and in the Big Ten, and one of only a handful in the United States—leads to positions in academia as well as in industry. In fact, Glassdoor, a job and employment-recruiting website, ranks data scientist as the No. 1 job in America based on the number of job openings, salary and overall job-satisfaction rating. According to Glassdoor, the median base salary for a data scientist is $116,840.The field of data science involves collection, organization, management and extraction of knowledge and insights from massive, complex, heterogeneous data sets commonly known as "big data."Ph.D. in American studies, School of Liberal Arts: This nontraditional doctoral program looks to recruit students interested in exploring issues through a multidisciplinary approach, drawing on courses already being offered across the School of Liberal Arts. A doctoral internship of at least a year will help students translate their research into a variety of careers."The Ph.D. program in American studies at IUPUI does not tweak the traditional Ph.D. model, but rather builds an infrastructure for a collaborative and applied graduate school experience in order to close the distance between academia and the world that surrounds it," said Raymond Haberski Jr., professor of history and director of American studies.Graduate minor in communicating science, Department of Communication Studies, School of Liberal Arts: Scientists and health professionals today need to connect to and engage with the lay public, policymakers, funders, students and professionals from other disciplines. As a result, they find the need to tailor their communication for a variety of audiences. This program—designed for future scientists, including researchers and practitioners, who find themselves increasingly responsible for public speaking and writing—will increase students’ career prospects, help them secure funding and help them serve as effective teachers."The courses will offer more than public speaking and writing tips," said Krista Hoffmann-Longtin, assistant professor of communication studies in the School of Liberal Arts and assistant dean for faculty affairs and professional development in the School of Medicine. "Scientists will learn to improvise messages; to tell relevant stories; and to connect effectively with students, collaborators and funders."Liberal arts and management certificate, School of Liberal Arts: A 2013 study suggests that a liberal arts degree coupled with other skills can nearly double job prospects when those skills include marketing, business, data analysis and management—just to name a few."This certificate offers a course of study from both liberal arts and business to better prepare the 21st-century liberal arts graduate to respond to the challenges of a more complex world," said Kristy Sheeler, associate dean for academic programs in the School of Liberal Arts and a professor in the Department of Communication Studies. Contact Sheeler with questions about this new program.Doctor of public health in global health leadership, Richard M. Fairbanks School of Public Health: The school already knows what some students in this new program will do when they graduate: They’ll become state health commissioners; ministers of health; program officers; and mid- to senior-level managers in government agencies, foundations, nonprofits and nongovernmental organizations.That’s based on experiences of a similar program at the University of North Carolina at Chapel Hill. The person who helped design and lead that program is now at IUPUI: Sue Babich, associate dean of global health, director of the doctoral program in global health leadership, and professor of health policy and management.The degree prepares students to be leaders who can address the world’s challenging and complex public health issues. The three-year degree is a distance program, with classes delivered in real time via internet video. Students meet face-to-face three times each year in years one and two, and they complete dissertations in year three.Master of Science degree in product stewardship, Richard M. Fairbanks School of Public Health: The only academic degree available today designed to prepare students for leadership roles in the emerging field of product stewardship will train professionals to help businesses in a wide range of industrial fields navigate increasingly complex regulations as they advocate for the production of products in ways that ease regulatory compliance, minimize risks to people and the environment, and boost profitability.The online 30-credit-hour degree is expected to attract, among others, professionals who are already active in the product-stewardship field seeking formal training that will allow them to move up in their product-stewardship organizations and professionals from a wide range of other backgrounds, including environmental health, regulatory compliance, industrial hygiene, occupational health and safety, sustainability, product development, supply chain, and law.Master of Arts in teaching English to speakers of other languages (TESOL), Department of English, School of Liberal Arts: This 31-credit-hour degree provides both a strong theoretical foundation and hands-on practical experience to prepare national and international graduate students to become effective teachers of English to adult learners who speak other native languages, both in the United States and abroad.Working with IUPUI’s award-winning faculty, students will experience rich opportunities in teaching practica, including not only English for academic purposes but also English for specific purposes—for example, academic, legal, business and medical English. The program features a unique curricular strength in second-language research, materials preparation, curriculum design and the use of technology in second-language learning."It is thrilling to be able to launch the Master of Arts in TESOL at IUPUI," said Ulla Connor, director of the program. "This program is the culmination of TESOL and applied linguistics programming in the Department of English at IUPUI over the past 30 years. Our previous programs include the English for Academic Purposes Program for international students, which began in 1985; the International Center for Intercultural Communication, which started in 1998; and the Program for Intensive English that we began in 2015.”
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          270 RR #talkpay with Lauren Voswinkel        

All Remote Conferences

 

02:01 - Lauren Voswinkel Introduction

02:39 - May 1st: International Workers’ Day

06:11 - #talkpay

10:22 - Fair Trade of Value; Companies and Salaries

19:37 - Salary Maximization and Negotiations

22:40 - Executive Salaries

25:58 - Hashtag Effectiveness

29:05 - Implications of Salary Reveals

32:08 - The Labor Management Relations Act of 1947 (Cont’d)

Salary Sharing Between Employees

35:41 - Sharing Salary Information Publicly and Impostor Syndrome

37:38 - Job Elimination

42:40 - Is/has #talkpay been successful?

 

More Information

 

Picks


          Top five college majors where women make more than men        
According to a new Glassdoor study.
     
 
 

          Restoration Project        
Last month, we reported on the increasing number of counties across the fruited plain that will have no carriers from which to buy insurance.

Now comes news, via FoIB Ʀєfùsєηíκ, that folks here in the Buckeye State may be getting a slight reprieve:

"Ohio Department of Insurance Director Jillian Froment today joined five major Ohio health care insurers to announce that health insurance options have been restored on the federal exchange in 19 Ohio counties following the withdrawal of other insurers earlier this year."

The carriers include Buckeye Health Plan, CareSource, Medical Mutual of Ohio, Molina Health Care of Ohio and Paramount Health Care, which is great news for folks in those counties, for certain values of "great." As co-blogger Patrick reminds us:

"Molina's nearest physician in Findlay, OH (Hancock County) is 22 miles away. Closest hospital 23 miles away. Great 'option'."

And a reminder, as well, that these plans are available only on the Exchange, which is nice if one is eligible for a subsidy, not so much if not.

So, one step forward....

          The Best Internships For 2014        
All too many interns will spend this summer stapling stacks of papers and fetching coffee for little or no pay. But a lucky handful will be engaged in much more valuable, challenging and educational work. Here are the companies that can offer you the very best internships, according to Glassdoor.
          The 20 Most Oddball Interview Questions        
How does the Internet work? Why is a tennis ball fuzzy? How lucky are you and why? These are just a few of the year's most oddball interview questions, according to Glassdoor.com.
          Top five college majors where women make more than men        
According to a new Glassdoor study.

 
 
 
 
 
 
  Reported by USATODAY.com 34 minutes ago.
          Ingin Jadi Pegawai Apple? Jawab Dulu Pertanyaan-pertanyaan Ini!        
TEPAT 19 Mei 2001, Apple Inc. mendirikan gerai resmi pertamanya, Apple Retail Store, di Virginia dan California. Hari ini, Kamis (19/5), genap 10 tahun Apple Retail Store menjadi bagian sukses sang raksasa gadget dunia.
http://www.haifren.com/wp-content/uploads/2011/05/apple-ministore1-150x150.jpg
Untuk meraih sukses hingga saat ini, Apple dipersenjatai para pekerja profesional yang berhasil lolos dari ketatnya kompetisi dari ribuan pesaing.
Penasaran bagaimana cara Apple merekrut pegawai?
Bussines Insider membocorkan pertanyaan-pertanyaan yang harus dihadapi para calon pegawai Apple saat interview.
Jika Anda tertarik menjadi bagian dari staff Apple, cermati daftar pertanyaan berikut ini.
“Bagaimana cara Anda menginvestigasi suatu teknologi tanpa ada seorang pun yang mengetahuinya?”
Pertanyaan ini berbanding terbalik dengan fakta yang terjadi di lingkungan para staff Apple. Masih ingat laporan jurnalis Reuters yang mengaku melihat iPad 2 beberapa bulan sebelum produk itu resmi diluncurkan? Bocornya informasi mengenai iPhone beberapa tahun lalu pun berawal dari kelalaian seorang staff yang tak sengaja meninggalkan barang rahasia ini di sebuah bar.
“Jelaskan proses manufaktur dari beberapa komponen iPhone!”
Tingkat kesulitan pertanyaan yang diajukan mulai menanjak. Dibutuhkan wawasan teknik yang tinggi untuk pertanyaan ini.
“Bagaimana Anda menguji prototype mesin penjual minuman (vending machine)?”
Pertanyaan lebih lengkapnya seperti ini,
“Anda memasukkan 1 dollar ke dalam mesin penjual minuman, tapi Anda mendapatkan minuman seharga 75 sen dan tidak mendapat uang kembalian. Bagaimana Anda menganalisis apa masalah yang terjadi dalam mesin itu, sedangkan Anda tak memiliki akses pada bagian internal mesin?”
“Bagaimana cara membuat chip A5?”
iPad dan iPhone dipersenjatai teknologi nanotech dengan sokongan chip A5 sebagai motor utamanya. Jika Anda tak mengerti cara pembuatan jantung dari produk andalan Apple, Steve Jobs tak akan mempercayakan Anda untuk membuat produknya secara keseluruhan.
“Mengapa Anda tidak bekerja di tempat Anda magang?”
Yang jelas, bukan karena cuacanya tak menyenangkan atau lokasinya terlalu jauh dari rumah. Cobalah sedikit berdiplomasi karena pertanyaan ini merupakan bentuk lain dari, “Mengapa Anda ingin bekerja di Apple?”
“Buatlah deret Fibonacci dalam program Java”
Jika Anda seorang ahli pembuat software, Anda pasti tahu caranya.
“Tuliskan sebuah fungsi yang mengkalkulasikan sebuah faktor angka menggunakan penghitungan matematika”
Glasdoor.com membocorkan jawaban untuk pertanyaan ini.
“Function factorial (N)
N * ( ( N > 1 ) ? factorial ( N – 1 ) : 1) ; ”
“Dalam baris bilangan bulat dari 1 sampai n, hanya ada satu angka yang diulang. Angka apakah itu?”
Masih dari Glassdoor.com, berikut jawabannya.
“Anda harus tahu ‘n’ terlebih dulu. S = n (n=1) / 2 adalah hasil dari angka pertama ‘n’. P = jumlah n + 1 angka yang Anda sediakan. Menemukan P dalam susunan bilangan bulat n+1 dapat dilakukan dengan cara O(n). Maka, P – S adalah bilangan bulat yang diulang.”
“Anda harus mengetahui seluruh produk Apple dengan baik.”
Ini berarti, Anda pernah menggunakan (dan mengobrak-abrik komponen) Mac, iPod, iPhone, iPad, Apple TV, serta berbagai software dan aksesoris keluaran Apple.
Siap menghadapi pertanyaan-pertanyaan tadi? Jika tidak, bagaimana kalau melamar di Microsoft saja?

sumber

          12 razones por las que está bien trabajar en Apple        
Caffe Mac en los cuarteles generales de AppleGlassdoor es una web de reviews de puestos de trabajo en donde se facilita la búsqueda de un nuevo puesto en otra compañía. En la web Business Insider han utilizado Glassdoor para comprobar, leyendo un buen número de opiniones, cuáles son las 12 razones por las que los empleados de Apple gustan de trabajar en […]
          Re: Glassdoor: 99% Karyawan Facebook Menyukai Kepemimpinan Mark Zuckerberg        

ya mereka memang jadi inspirasi buat karyawannya


          Expanding business intelligence firm uses technology to bring in recruits        
Chester-based GBG has saved £300,000 in recruitment costs and seen its ‘Glassdoor’ ratings jump from 1.9 to 4.2 out of 5
          Comment on Glassdoor, don’t always trust what you read by massage therapy salary in texas        
The Memorial Well being College Medical Center in Savannah, Georgia has discovered that Swedish therapeutic massage therapy will help cancer sufferers deal with signs of their illness and lower misery, which could be able to boost restoration.
          Comment on Glassdoor, don’t always trust what you read by Vijay        
My point was this (and it's going to be a shocker): pecrseptive.If companies continue to see blogging and other user generated content as a personal or hobbyist activity, then they will be doomed to a perpetual spinning out of control with bloggers and content.However, if they recognize this form of communication as a formal business function like your beloved Excel then it takes a much different tone.If you give someone the job of blogging even if it's in addition to their other roles and the company is behind it, they are likely to garner a far larger reader-base (emotional reward) and be less inclined to use company time for their own personal blogs (focused effort).The current pecrseptive is flawed. That's all I was trying to say. Think Scoble, not Dooce.
          Comment on Glassdoor, don’t always trust what you read by Mattie        
You could definitely see your skills within the work you write. The arena hoopes for eeven molre passionate writers like you who aren't afraid to mention how they believe. All the time go after your heart.
          Comment on Glassdoor, don’t always trust what you read by Scott Dobroski        
Thanks Kaylynn! This is really interesting perspective and we do hear this from time to time - If you ever encounter a manager or employer again who might have concern with this, we strongly encourage them to encourage their current employees to share fresh reviews on Glassdoor to let prospective talent know what the climate is like right now within the company. We even have materials and an employer engagement manager here at Glassdoor to help and educate employers on the power of encouraging reviews, responding to reviews, engaging in conversations already taking place and being transparent and proactive. This is all free for any employer to learn about and get involved with: http://www.glassdoor.com/employers/resources/managing-reviews. Thanks again!
          Comment on Glassdoor, don’t always trust what you read by Kaylynn Crumb        
Hi Scott! Thank you for the comment! It's great seeing all the stats. I think something that Glassdoor could do is get a statement by hiring managers about the current situation in their department. What inspired me to write this post was a long conversation I had with an IT manager. His company has bad reviews in and is known for having high turnover. The manager was stating that he could go on and post that the people writing bad reviews and complaining about the tight deadlines were being unfair to the company. The deadlines were set forth by external forces and the IT employees who were fired were "deadweight" to the company. He was also telling me about the great changes he was bringing to their IT department. These things may be missed by looking over the reviews. I suggest job seekers should take the reviews in stride and reach out to current employees to ask them to meet for coffee to get the real story about the culture and atmosphere of the company. Thanks again for your comment! -Kaylynn
          Comment on Glassdoor, don’t always trust what you read by Scott Dobroski        
Thanks for sharing this, Kaylynn. As part of this, it's important to recognize that out of all reviews shared on Glassdoor, 6 million of them, 70% of employees reviewing their company report that they are OK or satisfied with their jobs and companies. In addition, we know that job seekers on Glassdoor read 4-7 reviews before forming an opinion about a company. This is important for employers who are concerned about their Glassdoor rating- have they encouraged employees to share fresh reviews recently on Glassdoor? If not, we strongly encourage any employer to do this, so job seekers get the most recent insights into what it's really like working at the specific company. Employers can learn more about this at: http://www.glassdoor.com/employers/resources/managing-reviews. In addition, we know that 90% of job seekers want the employer perspective when deciding where to work, so we also encourage employers to respond to reviews on Glassdoor and be up front about what's working well, and what you're improving on. If you or any employer would like to learn more about managing reviews on Glassdoor, please contact us: pr@glassdoor.com.
          Female graduates immediately earn less than their male peers        
It really is a man’s world. Even when women and men share identical college majors, females still earn less in their careers, according to a new study released Wednesday by career site Glassdoor.com, which examined recent grads for five years post college. The reason this happens is that women and men with the same major...
          Anthony E. Gyamfi posted a blog post        
Anthony E. Gyamfi posted a blog post

The Case To Solve Bad Management: Employer Branding?

This blog post originally appeared in Employer Branding by AEG. Click here to view.It’s a disaster.Hopefully, that is not your opinion of this blog post! That word has been used countless times, especially in this political climate on both sides of the aisle, but it can also apply in the business world when the subject of a workplace environment is brought up.Many of us have been in environments where bad management has driven people away from companies. Bad managers are the #1 reason why employees leave a company. We don’t need to look very far to find examples (just look at Uber). But is there a remedy to this problem? Can the solution to bad management be as simple as implementing employer branding strategies?Before we answer this question, let’s dive into what employer branding means. Employer branding, or EB for short, as defined by Universum (considered to be the leading EB consulting firm in the world), is “the process of promoting a company, or organization, as an employer of choice to a desired target group, one which a company needs and wants to recruit and retain.” If I may also add, this also includes what a company’s reputation is as a place to work both inside and outside of the organization.Your company already has an employer brand, whether they are aware of it or not. Your company has a reputation as either a favorable, unfavorable, or neutral place to work, and that reputation is mostly, if not completely, established through your employees. Whatever experience that they have in the workplace, positive, negative, or otherwise, will be shared in some way, shape or form, usually through social media or through a site like Glassdoor. As Dustin Clinard, a Managing Director of the Americas at Universum put it, “Your employer brand is what people say about you as an employer when you’re not in the room.”Sometimes an employee’s perception of their employer can be shaped, fairly or unfairly, by who their supervisor is, or by who’s in charge at the top. A good portion of online reviews on a company are centered around managerial styles and decision-making. If management mistreats employees, breaks promises to them, or makes poor decisions that end up not being good for either the company or its employees, it’s no surprise that that company will receive plenty of negative reviews.But back to the question at hand. Can the solution to bad management be as simple as implementing employer branding strategies?In my opinion, the answer is this: bad management cannot be solved by employer branding, but people’s perception of your company as a result of bad management can change for the better as long as your message is authentic.It all goes back to your company’s EVP. Its EVP, or employer value proposition, is the foundation by which your employer branding principles are built upon. Everything you do from an employer branding standpoint stems from your EVP.An EVP is essentially an agreement between employer and employee—what an employer can offer of value (besides compensation) to their employees (ex. trust, collaboration, learning/development, work/life balance, etc.), and what an employer can expect out of their employees (ex. team player, accountability, initiative, etc.). An example of what can be included in an EVP might be something that involves innovation. Every company wants to be innovative, but if management does not create an environment where innovation can thrive, that does not lead to a credible EVP, and thus, defeats the purpose of your employer branding strategy.You see, employer branding is very unlike those funny commercials you see on TV. Those commercials only sell the positive attributes of a product, but not its negative ones. Employer branding is about being authentic. It’s not only showing your company during the fun times, but also showing them when things aren’t as rosy. Or, as EB expert Allison Kruse says, employers should “paint a full picture — the good, the bad, and the ugly” about what life is like there.Universum names 5 crucial elements to success of an EVP. It has to be:Attractive to your desired targeted groupTrue internallyCredible, i.e. not too far from how organization is perceived todayDistinct from your competitorsSustainable: has to be part of your long-term strategyThe first part of your EVP may be attractive, but if it is not true or credible, as it would be with poor management, you can expect your employer brand or perception not to follow its EVP foundation, and thus lead to bad things such as high turnover, lack of conversion from your targeted user group to applicants, and bad Glassdoor ratings.At the end of the day, bad management drives talented people away, and in turn makes it harder to recruit and retain good ones. So what can be done from an EB perspective to turn a situation such as this around?The following is not an EB solution, but it gets a company back on the right track from a perception standpoint, which EB can help build upon. The easy solution is to get change at the top, since it starts from the top. Bad management ultimately affects the bottom line in a negative way, so a company’s board of directors may not have a choice other than to let go of the CEO if he or she won’t do the job to fix what is clearly broken.If that does not look likely, then the next step would be to implement more authenticity into your EB strategy if you are not already doing so.This does not mean communicating how poor management is. A) That would never be approved as official corporate communication anyway, and B) Glassdoor is probably already doing a good job letting people know about that anyway! Instead, to maintain authenticity, communicate how employees must thrive in an environment that is constantly changing and evolving (i.e. due to high turnover or rapid growth). Or tell the story of an employee who used innovative thinking to effectively solve a problem (which may have been caused by poor managerial decisions). Even better, tell the story of someone who may have heard negative things before applying (i.e. the “hype”), but once they started working there, their perception completely changed and now they are excelling.If you do not have stories like the above to tell, try to convince higher-ups to respond directly to negative Glassdoor reviews. While it is true that former employees who leave negative reviews may have an axe to grind, a consistent pattern of bad reviews touching upon the same topics can highlight the underlying truth behind a company’s workplace reputation (just as good reviews can). The source of the negativity could have been because of a decision to restructure a department, or kill off a going-nowhere project, or go in a new direction where someone’s expertise was no longer needed.Companies do not need to respond to every review, but those that consistently respond to reviews, both good and bad, tend to have better employer brands than those that do not. The reason is simple: it shows prospective employees that management is actively listening to the concerns of its employees and will try to provide a better workplace environment moving forward. This proactive approach is key to effective employer branding.If your company is a total disaster from an employer branding standpoint, own up to it. Without naming names or positions responsible, own up to the mistakes the company has made, and communicate what your company will do moving forward to fix it and make it better. If new management has taken over, mention them, and sell prospective employees on a “new direction” and a renewed commitment to being one of the best companies to work for. This is the challenge both Uber and Wells Fargo face as it tries to win back the trust of people both inside and outside of the company.So to conclude, authenticity and transparency are the keys to effective employer branding when dealing with bad management. It will not turn bad management to good management, but your company’s perception will do a 180º for the better.Anthony E. Gyamfi is a Universum certified Employer Branding consultant and entrepreneur based in South Florida with over 7 years of recruiting and employer branding experience. He holds two Master's degrees from Boston University and is passionate about recruiting and positioning companies as employers of choice. He is also an avid sports fan, including ice hockey and the Edmonton Oilers of the 1980s. Visit his website today for a free 30-minute consultation to start your journey to a better employer brand!See More

          Preparing for a job interview these days        
Lets face it. The times are getting better for IT job seekers out there. Anyone who keeps visiting Dice or Indeed will notice the pleathora of jobs on offer. As the market starts looking up, preparing for these interviews can be a pain for anyone who is already working. These are things you cannot discuss openly in your current workplace, even if you are underemployed right now. For students who work part-time, scheduling interviews can be a nightmare. Between classes and their work, the time to prepare for an interview (let alone attend one) can be extremely hard to find.

I am one the lucky ones to be getting a bunch of calls for jobs. I believe the best way to prepare is to actually spend time preparing for it. Consider it like an exam. Your chances of failure increase if you decide to wing it. Unless you are among the 1% of this world's geniuses, you will need to prepare. I've tried winging it before. It sucks. I've come out of a phone interview looking like an idiot. I've finished personal interviews which went from bad to lousy. Not all of them were my fault, but I could have spent time researching more about what I was getting into.
If you are interested in some tips, read on. If you know it all, I wish you the best.
  1. READ THE JOB DESCRIPTION!:  There's a reason companies spend time and money writing up these documents and posting them in all the corners of the internet. If you do mass applications for jobs, you will join the other 70% of generic candidates with flashy resumes and awesome cover letters. However, the same thing would be visible for all the jobs you have applied for in the company. For different postions. Take a deep breath and look at yourself. Did you just apply using the same resume and cover letter for different jobs? It is like trying the same thing looking for different result.
  2. RESEARCH THE POSTION: Google, Bing your way to endless hours of meaningful information about the jobs postion. What does it involve? Across different companies, what kind of skills are they looking for? Indeed is a good place to start. Consider them as a Google for job postings. Linkedin provides some amazing data on the company and the jobs they are offering right now. Also, create your profile on LinkedIn and start networking among your peers or old contacts. There must be someone from your past or present who knows someone who knows somebody who is hiring. Get the word out.
  3. PREPARE FOR QUESTIONS: Some of the websites I found useful were Glassdoor and Career Cup. Now, before you cringe about preparing from brain dumps, these websites aren't necessarily brain dumps. I think brain dumps basically drain you of your ability to think analytically. These websites have tons of personal experiences of people who have taken interviews. They surely contain most of the positions you might be applying for. Spend a solid 2-3 hours researching on the most common questions. If you cannot answer them on the fly, think about your past experiences and formulate a plan to tackle the same question.
  4. KEEP QUIET ABOUT SALARY UNTIL AFTER THE OFFER: The first person to bring up the salary requirements loses. Before even an interview happens, if you end up blurting an expected salary, you've lost the job. Every employer looks for a way to filter out candidates. Don't give them a reason based on your hesitant decisons. You do no know how much you are really needed in the job you are applying for. The company could be planning an interview for the best candiate (most suitable atleast). Or, you could have somebody testing the waters to see the kind of talent out there. There could also be someone who is desperate to hire. As desperate as you are for a good pay, do not bring this up until they bring it up. The best answer in my personal view is 'a competetive offer based on current industry trends' or something along that lines. If you put an amount, say $X, how do you really know the company was not going to offer you $1.5X? Don't try to sell yourself short. Prove your worth in the interview, and I'm sure most companies will be willing to negotiate. Look at Glassdoor or Salary.com for help.
  5. RESUMES: This topic is one of the most researched and beaten dead horses out there. There are around 1 million ways to write your resumes. I'll tell you how I do it. I created 5 different ones depending on the job profiles I'm most interested in working in the future. Something that drives me, a passion in terms of technology or management skills I possess. Then, I created 1 page, 2 page and 3 page (upto 2 pages will do in most cases) versions of a couple of postions which I believe I have the best shot of getting. Some of my resume versions are like 'Wishlist' items. It would be great to get that job, but the research on those profiles right now shows I don't have the work experience to get a real shot at it.
  6. WORK EXPERIENCE: This is crucial to most companies who hire for full-time jobs. If you are not able to explain what you put on your resume, you can see your chances dissappear. Your past experiences, the way you handled pressure, your technical know-how and anything to do with your past which you can apply to the job you are interviewing for will be asked in the interview. If not in-depth, there will be atleast some gauging of your knowledge. Do not bloat your resume, at the same time make sure you do not leave out important projects or places you have worked before.
  7. REFERENCES: If you know someone at a company, it is possibly the best way to get hired. However, before you drop names make sure you get their permission. Also, make sure they have a good reputation. You do not want to be referred by a slacker and make that work against you. Like my previous post says, being judgemental can be very easy. If you have a fair idea of a person's apporachability, you can roll the dice on this one. Another way of definining 'references' in this context is people who can vouch for you. Make sure you indicate you can provide references on request.
  8. GROOMING: Get some good sleep the night before. Groom yourself. Suit up! Interviews are career changing events. Your seriousness can be displayed in very simple terms. You take care of yourself and present yourself well, you must be trustworthy to ensure you take your job seriously. There is also the emerging Google fueled university culture where it doesn't really matter if you suit up or not. I'll leave that to you. You could take chances going in jeans and tees, or you could go looking good in a suit. I personally take a lot of pleasure in dressing up well for occasions. Interviews are great occasions to dust that suit, and take off all the lint from your formal clothes. If you don't have formal wear, get some! If you believe you will go only in jeans and tees, atleast consider wearing a shirt. You may get to wear whatever you want once you get the job, but respect the occasion and wear something formal.
  9. BEING CONFIDENT: Always keep your head up. There will be situations where you will be pressed hard to see when you crack. It is always better to sound confident, not cocky. Also, never openly admit your negatives or situations where you admit defeat. Convert them into learning experiences. You can always say, although the project or situation did not go as intended, the learning from it was life changing. Read up some behavioural questions on how employers try to ask you the tough questions.
  10. PUNCTUALITY: If you are having a face-to-face interview, go 15 mins ahead. You can wait until your interviewer is ready. If you are doing phone interviews, keep a bottle of water next to you. Not all phone interviews go as per schedule in terms of the length of the interview. From my experiences, phone interviews allow you to use your laptop to search for some questions. Be careful not be heard typing stuff as they speak. It could make or break an interview. Answer to the point and do not bore the interviewer with bullshit. These people interview hundreds of people a year. They can disect your b.s from your real answers.
I hope that provides a primer for all job seekers who are trying to field interview calls. One last thought before I finish up. Never give up your pursuit for a job. Keep applying to as many as you can, as best as you can and something down the road will click. Luck is a very abstract thought. Being at the right place at the right time is luck. However, not making an attempt will only make you wail in self-pity of how bad the economy is, or how bad the jobs are out there. Distinguish yourself from the rest of the crowd, and you will see the sea of options in front of you.
As for me, I continue to be upbeat about my ability to land a job. If not in the US, I plan to shift back to India and try my hand there. In this global economy, it does not matter where you work. All you need is the skills, the temperament and the opportunity to do some wonderful things to the organization you work for.
All the best! Make it happen!

          10 Worst Paying Jobs for Women        
Glassdoor releases a report on the gender pay gap and the factors that affect workplace…
          These European Countries Make You Want to Work Abroad        
BE_black woman traveler_GettyImagesNew report from Glassdoor examines which European countries have the most generous workplace benefits, making…
          Die beliebtesten Manager Deutschlands: Daimler-Chef Zetsche auf Platz 1 von Fritzi Roth         
Was ist gute Führung? Das Jobportal Glassdoor hat anhand von Mitarbeiterbewertungen die 10 beliebtesten Manager Deutschlands ermittelt. Daimler-Chef Zetsche liegt an der Spitze,…
          Kabbage Named One of the Best Places to Work in the U.S. for 2017        

Company ranked 28th among small and medium companies through the Glassdoor Employees’ Choice Award program

(PRWeb December 07, 2016)

Read the full story at http://www.prweb.com/releases/2016/12/prweb13905047.htm


          Google and Expedia among 2017’s best employers for work-life balance        

American Express, Expedia, Google and Rolls Royce are among the top 20 organisations for work-life balance, according to research by recruitment website Glassdoor. Its 20 highest rated companies for work-life balance 2017 report is based on the overall work-life balance ratings submitted by UK-based employees to Glassdoor between 18 July 2016 and 17 July 2017. A minimum […]

The post Google and Expedia among 2017’s best employers for work-life balance appeared first on Employee Benefits.


          Glassdoor: прозорість забезпечена        

Glassdoor: анонімність забезпеченаВ англомовному сегменті Інтернет з'явився цікавий стартап - Glassdoor. Сайт із красномовною назвою (скляні двері) пропонує можливість відвідувачам анонімно публікувати огляди зарплат і описувати загальні умови роботи у своїх компаніях. Крім того, відвідувачі можуть самостійно оцінювати корпоративних лідерів.

The post Glassdoor: прозорість забезпечена appeared first on Менеджмент@БЛОГ.


          Derbycon 4 Videos        
Link:http://www.irongeek.com/i.php?page=videos/derbycon4/mainlist
These are the videos of the presentations from Derbycon 2014. Big thanks to my video jockeys Skydog, Sabrina, Some Ninja Master, Glenn Barret, Dave Lauer, Jordan Meurer, Brandon Grindatti, Joey, Steven, Branden Miller, Joe, Greg and Night Carnage (and maybe the speakers too I guess).
 

Welcome to the Family – Intro

Johnny Long (Keynote) – Hackers saving the world from the zombie apocalypse

How to Give the Best Pen Test of Your Life (Keynote) – Ed Skoudis

Adaptive Pentesting Part Two (Keynote) – Kevin Mitnick and Dave Kennedy

If it fits – it sniffs: Adventures in WarShipping – Larry Pesce

Abusing Active Directory in Post-Exploitation – Carlos Perez

Quantifying the Adversary: Introducing GuerillaSearch and GuerillaPivot -Dave Marcus

A Year in the (Backdoor) Factory – Joshua Pitts

Ball and Chain (A New Paradigm in Stored Password Security) – Benjamin Donnelly and Tim Tomes

Et tu – Kerberos? – Christopher Campbell

Advanced Red Teaming: All Your Badges Are Belong To Us – Eric Smith

Bypassing Internet Explorer's XSS Filter – Carlos Munoz

 Threat Modeling for Realz – Bruce Potter

A Guided Tour of the Internet Ghetto :: Introduction to Tor Hidden Services – Brent Huston

Red Teaming: Back and Forth – 5ever – Fuzzynop

How not to suck at pen testing – John Strand

Mainframes – Mopeds and Mischief; A PenTesters Year in Review – Tyler Wrightson

The Multibillion Dollar Industry That's Ignored – Jason Montgomery and Ryan Sevey

Code Insecurity or Code in Security – Mano 'dash4rk' Paul

C3CM: Defeating the Command – Control – and Communications of Digital Assailants – Russ McRee

So You Want To Murder a Software Patent – Jason Scott

Leonard Isham – Patching the Human Vulns

Burp For All Languages – Tom Steele

Passing the Torch: Old School Red Teaming – New School Tactics – David McGuire and Will Schroeder

I Am The Cavalry: Year [0] – Space Rogue and Beau Woods

University Education In Security Panel – Bill Gardner (@oncee) – Ray Davidson – Adrian Crenshaw – Sam Liles – Rob Jorgensen

What happened to the 'A'? – How to leverage BCP/DR for your Info Sec Program – Moey

Securing Your Assets from Espionage – Stacey Banks

Subverting ML Detections for Fun and Profit – Ram Shankar Siva Kumar – John Walton

Secrets of DNS – Ron Bowes

Snort & OpenAppID: How to Build an Open Source Next Generation Firewall – Adam Hogan

GET A Grip on Your Hustle: Glassdoor Exfil Toolkit – Parker Schmitt – Kyle Stone (essobi) – Chris Hodges (g11tch)

DNS-Based Authentication of Named Entities (DANE): Can we fix our broken CA model? – Tony Cargile

Exploiting Browsers Like A Boss w/ WhiteLightning! – Bryce Kunz

Real World Intrusion Response – Lessons from the Trenches – Katherine Trame and David Sharpe

Application Whitelisting: Be Careful Where The Silver Bullet Is Aimed – David McCartney

NeXpose For Automated Compromise Detection – Luis "connection" Santana

A girl – some passion – and some tech stuff – Branden Miller and Emily Miller

InfoSec – from the mouth of babes (or an 8 year old) – Reuben A. Paul (RAPstar) and Mano Paul

Why Aim for the Ground? – Teaching Our School Kids All of the Right Computer Skills – Phillip Fitzpatrick

NoSQL Injections: Moving Beyond 'or '1'='1' – Matt Bromiley

SWF Seeking Lazy Admin for Cross Domain Action – Seth Art

Planning for Failure – Noah Beddome

The Social Engineering Savants – The Psychopathic Profile – Kevin Miller

Hiding the breadcrumbs: Forensics and anti-forensics on SAP systems – Juan Perez-Etchegoyen

You're in the butter zone now baby. – Chris Scott

Making BadUSB Work For You – Adam Caudill – Brandon Wilson

PassCrackNet: When everything else fails – just crack hashes. – Adam Ringwood

Vulnerability Assessment 2.0 – John Askew

Social Engineering your progeny to be hackers – Sydney Liles

A Brief History of Exploitation – Devin Cook

Hunting Malware on Linux Production Servers: The Windigo Backstory – Olivier Bilodeau

Interceptor: A PowerShell SSL MITM Script – Casey Smith

Egypt – More New Shiny in the Metasploit Framework

The Human Buffer Overflow aka Amygdala Hijacking – Christopher Hadnagy

Shellcode Time: Come on Grab Your Friends – Wartortell

The Internet Of Insecure Things: 10 Most Wanted List – Paul Asadoorian

DDoS Botnet: 1000 Knives and a Scalpel! – Josh Abraham

wifu^2 – Cameron Maerz

Attacking Microsoft Kerberos: Kicking the Guard Dog of Hades – Tim Medin

Attack Paths: Breaking Into Infosec From IT Or Other Totally Different Fields – Eve Adams and Johnny Xmas

How to Secure and Sys Admin Windows like a Boss. – Jim Kennedy

Red white and blue. Making sense of Red Teaming for good. – Ian Amit

Around the world in 80 Cons – Jayson E. Street

Mirage – Next Gen Honeyports – Adam Crompton and Mick Douglas

Active Directory: Real Defense for Domain Admins – Jason Lang

The Wireless World of the Internet of Things – JP Dunning ".ronin"

Hackers Are People Too – Amanda Berlin (Infosystir)

Ethical Control: Ethics and Privacy in a Target-Rich Environment – Kevin Johnson and James Jardine

The Road to Compliancy Success Plus Plus – James Arlen

Are You a Janitor – Or a Cleaner – "John Stauffacher and Matt Hoy

Practical PowerShell Programming for Professional People – Ben Ten (Ben0xA)

GROK – atlas

How building a better hacker accidentally built a better defender – Casey Ellis

Exploring Layer 2 Network Security in Virtualized Environments – Ronny L. Bull – Dr. Jeanna N. Matthews

Hardware Tamper Resistance: Why and How? – Ryan Lackey

Making Mongo Cry-Attacking NoSQL for Pen Testers – Russell Butturini

Step On In – The Waters Fine! – An Introduction To Security Testing Within A Virtualized Environment – Tom Moore

Give me your data! Obtaining sensitive data without breaking in – Dave Chronister

Third Party Code: FIX ALL THE THINGS – Kymberlee Price – Jake Kouns

Just What The Doctor Ordered? – Scott Erven

Powershell Drink the Kool-Aid – Wayne Pruitt – Zack Wojton

powercat – Mick Douglas

Macro Malware Lives! – Putting the sexy back into MS-Office document macros – Joff Thyer

Girl… Fault Interrupted – Maggie Jauregui

Human Trafficking in the Digital Age – Chris Jenks

Cat Herding in the Wild Wild West: What I Learned Running A Hackercon CFP – Nathaniel Husted

How to Stop a Hack – Jason Samide

We don't need no stinking Internet. – Greg Simo

Hacking the media for fame and profit - Jen Ellis and Steve Ragan

Rafal Los – Things Being a New Parent of Twins Teaches You About Security

ZitMo NoM – David Schwartzberg

Penetrate your OWA – Nate Power

RavenHID: Remote Badge Gathering -or- Why we sit in client bathrooms for hours – Lucas Morris – Adam Zamora

Interns Down for What? – Tony Turner

i r web app hacking (and so can you!) – Brandon Perry

Building a Modern Security Engineering Organization – Zane Lackey

Information Security Team Management: How to keep your edge while embracing the dark side – Stephen C Gay

5min web audit: Security in the startup world – Evan Johnson

Project SCEVRON: SCan EVrything with ruby RONin – Derek Callaway

Soft Skills for a Technical World - Justin Herman

Gone in 60 minutes a Practical Approach to Hacking an Enterprise with Yasuo – Saurabh Harit and Stephen Hall

Snarf – Capitalizing on Man-in-the-Middle – Victor Mata – Josh Stone

Electronic locks in firearms – Oh My! – Travis Hartman

The Achilles Heel Of The American Banking System - Brandon Henery and Andy Robins

It's Not Easy Being Purple – Bill Gardner – Valerie Thomas – Amanda Berlin – Eric Milam – Brandon McCann – Royce Davis

Control Flow Graph Based Virus Scanning – Douglas Goddard

Ok – so you've been pwned – now what? – Jim Wojno

Everybody gets clickjacked: Hard knock lessons on bug bounties – Jonathan Cran

Are you a Beefeater – focused on protecting your crown jewels? – Jack Nichelson

Dolla Dolla Bump Key – Chris Sistrunk

What Dungeons & Dragons Taught Me About INFOSEC – Joey Maresca (l0stkn0wledge)

Gender Differences in Social Engineering: Does Sex Matter? – Shannon Sistrunk – Will Tarkington

Introduction to System Hardening – Eddie David

 Hacking your way into the APRS Network on the Cheap – Mark Lenigan

Building a Web Application Vulnerability Management Program – Jason Pubal

Fighting Back Against SSL Inspection – or How SSL Should Work – Jacob Thompson

Physical Security: From Locks to Dox – Jess Hires

Am I an Imposter? – Warren Kopp

Call of Community: Modern Warfare – Ben Ten and Matt Johnson

The Canary in the Cloud – Scot Bernerv

          Why America's Wages Are Barely Rising        
Americans have been waiting for a solid pay raise for years. Maybe there's good news awaiting them as the country employs more people. The U.S. economic recovery has gone on for eight long years, and the unemployment rate is at a low 4.4 percent. But wage gains have barely budged. That's got economists scratching their heads. Andrew Chamberlain, the chief economist at the jobs and recruiting company Glassdoor, says even as the unemployment rate fell to a 16-year low recently, wage growth has slowed. The company's own data for July confirm that. He says it shows "very sluggish growth, the slowest pace we've recorded in about three years and it's the sixth straight month that pay growth has declined." The Labor Department's numbers aren't quite that bad, but they do show wage growth averaging 2.5 percent in the past four months after peaking at 2.9 percent in December. (The latest figures will be part of Friday's employment report for July.) Chamberlain says wage growth at this stage of
          Why America's Wages Are Barely Rising        
Americans have been waiting for a solid pay raise for years. Maybe there's good news awaiting them as the country employs more people. The U.S. economic recovery has gone on for eight long years, and the unemployment rate is at a low 4.4 percent. But wage gains have barely budged. That's got economists scratching their heads. Andrew Chamberlain, the chief economist at the jobs and recruiting company Glassdoor, says even as the unemployment rate fell to a 16-year low recently, wage growth has slowed. The company's own data for July confirm that. He says it shows "very sluggish growth, the slowest pace we've recorded in about three years and it's the sixth straight month that pay growth has declined." The Labor Department's numbers aren't quite that bad, but they do show wage growth averaging 2.5 percent in the past four months after peaking at 2.9 percent in December. (The latest figures will be part of Friday's employment report for July.) Chamberlain says wage growth at this stage of
          You’ve Earned It: Time to Ask for a Pay Raise        
Posted October 20, 2016

Beth Wolfe, CAGS, ATC

By Beth Wolfe, CAGS, ATC

Asking for a pay raise can be a daunting, intimidating and lonely process. However, with the right tools, advice and support, the pay raise process can be easier than you might think. In her article, Carolyn O’Hara provides several tips to ponder before asking for a pay raise, and below are 3 adapted pieces of advice that can be useful in preparing to ask for a pay raise.

1. Do your homework. How much of a raise should you ask for? Are you making the same as your peers in the area? One thing you must also keep in mind is that sometimes pay raises aren’t possible for certain positions due to circumstances beyond your control. Ask your employer if they provide merit based pay raises or if your salary is predetermined by another source such as grant monies or contract agreement via outside provider. If your institution does not provide merit-based raises, you could still ask for a raise based on what others in your area are being paid. However, if your salary is predetermined by an external source it may be difficult to obtain a raise unless the funding source agrees to a higher salary. Utilize a national salary database such as Glassdoor, Indeed or US Department of Labor to see what other people with your same job title are making in your area and across the country.

2. Take a moment to reflect on your value. Why should your boss give you a raise? What is your worth or value as a healthcare provider? Do you offer a special talent or skillset that warrants a pay raise? From these questions gather evidence and formulate a list of facts, contributions and patient care statistics. Statistics could include hours worked, overtime worked, patient feedback and outcomes, and number of patient encounters by day, week and month. Be confident in your list of evidence and be sure to provide examples for each item on your list.

3. Ask for advice from others in your industry. If you are the only employee at your organization, ask a mentor or peer in your area how they navigated asking for a raise. Each organization will handle pay raises differently, but at least you can gain some relevant and real-time advice instead of asking blindly. Additionally, ask this mentor or peer if you could practice your “ask for a raise speech” with them so that they can provide you with constructive feedback. A practice session can help alleviate nervousness, jitters and anxiety you may have going into the discussion.

What happens if you are denied or don’t get a raise? Don’t get discouraged; it is okay! Have a back-up plan in place so you could compromise with your employer. For example, could you have additional flex-time for extra hours worked? Or you could discuss how you could take on more responsibilities that could lead to a future pay raise. Make note of the reasons for why you weren’t offered a raise this time so you can continue to build your case for a raise in the future.

Reference

O’Hara, C. (2015). How to ask for a raise. Harvard Business Review. March 5. Retrieved from https://hbr.org/2015/03/how-to-ask-for-a-raise.

About the Author

Elizabeth “Beth” Wolfe is the Injury Prevention Coordinator and Research Assistant for the Tufts Medical Center Division of Trauma and Acute Care Surgery in Boston, Massachusetts. Wolfe received her undergraduate degree from the University of South Carolina (2010) and master’s in Health Education (2012) and CAGS in Sport Psychology (2013) at Boston University. Wolfe is currently pursuing a Doctorate of Health Science in Healthcare Administration and Leadership at the Massachusetts College of Pharmacy and Health Sciences. A few of her research interests include bike and pedestrian safety; fall prevention; concussion/head injury documentation and coding; and performance/quality improvement programming for the profession of athletic training. Wolfe is an active medical volunteer for the Boston Athletic Association and numerous other races/events throughout the greater New England area. In her free time, Beth loves to ride her bike around Boston and participates in local rugby and softball leagues.


          20 unique employee perks that go beyond unlimited vacation and work-from-home Fridays        

employee massageUnlimited vacation? Been there, done that.

Work-from-home Fridays? Par for the course.

Ping-pong table? So 2008.

There’s no doubt that companies have increased their focus on benefits and perks (and with 57% of job seekers counting them among their top considerations before taking a new job, it’s no wonder), but in their efforts to outpace each other, many once-hot perks have become passé.

Still, every now and then a perk comes along that manages to truly wow us, whether because of its ingenuity, uniqueness or life-changing potential.

To that end, we’ve identified 20 companies offering benefits that go beyond the basics and enter legendary status. Check out the full results, listed in no particular order, drawn from employees’ Glassdoor Benefits Reviews:

1. IKEA

Benefit or Perk: Ikea offers up to four months of paid parental leave to both part-time and full-time employees with at least one year of experience at the company, regardless of whether they work at a retail store or the corporate headquarters.

Overall Benefits Rating: 4.4

What Employees Rave About: “Great pay, amazing benefits, and company culture is strong. Although it is a worldwide company, you feel like a family. Vacation/sick time off is great. Having been with the company many years, I get five weeks of PTO and a week a sick time. The building itself is a major benefit: lockers & showers, computer rooms, quiet/prayer room, coworker-only restaurant that serves a different meal each day for only $3. Some locations have gyms and free bicycles to rent, lactation rooms for new moms, etc.” —Current Shopkeeper

2. Reebok

Benefit or Perk: Reebok encourages employees to reach their personal fitness goals by providing an on-site gym with Crossfit classes.

Overall Benefits Rating: 4.1

What Employees Rave About: “The company mission and values are clear, communicated often, and embraced. It’s ok to take an hour for fitness throughout the day and fitness events are encouraged to participate in.” —Current Marketing Manager

3. Bain & Company

Benefit or Perk:  The Best Place to Work in 2017, holds an annual two-day, global “Bain World Cup” soccer tournament open to all employees. Last year’s event was in Brussels. The 2017 tournament will be held in Los Angeles.

Overall Benefits Rating: 4.7

What Employees Rave About: “Fantastic team spirit, worthy of the old ‘A Bainie never lets another Bainie fail’ expression which is supported through local and global trainings where employees come together from around the world to share experiences and take on new challenges.” —Current Employee

4. Goldman Sachs

Benefit or Perk: Goldman offers coverage for gender reassignment surgery, a benefit the company has offered since 2008.

Overall Benefits Review: 4.1

What Employees Rave About: “Goldman Sachs is devoted to people development and providing high achievers opportunities to grow professionally. As an employee, you are surrounded by intelligent, driven colleagues and have the benefit of a culture that is focused on bringing out the best in you.” —Current Vice President

5. Facebook

Benefit or Perk: Facebook provides healthcare coverage and free housing for interns. Known for its competitive benefits package, many Facebook interns report earning more than $7,000 per month.

Overall Benefits Rating: 4.7

What Employees Rave About: “The worst thing is that there are so many perks and benefits you may not know about all of them.” —Current Employee

6. Scripps Health

Benefit or Perk: Scripps Health cares about the wellbeing of its employees’ furry family members, offering pet health insurance for cats and dogs.

Overall Benefits Rating: 4.1

What Employees Rave About: “Good benefits, especially the Wellness program, which if all requirements are met, the employee’s benefits are at no-cost for the next year. Lots of additional benefits available; pet insurance, legal assistance, etc. if you want to purchase those.”  â€”Former Employee

7. Starbucks

Benefit or Perk: Starbucks provides full tuition reimbursement for its employees, covering an online bachelor’s degree program through Arizona State University.

Overall Benefits Rating: 4.3

What Employees Rave About: “Benefits, lots of breaks, they treat you like a human being, great place to work. Tuition reimbursement and stock options.” —Former Barista

8. American Express

Benefit or Perk: Amex’s parental leave policy offers up to five months of fully-paid leave for both mothers and fathers. Birthing mothers generally receive an additional 6 to 8 weeks under salary continuation for medical leave. Parents are also given access to a 24-hour lactation consultant, and mothers traveling for business can ship their breast milk home for free.  

Overall Benefits Rating: 4.0

What Employees Rave About: “AmEx has always treated me well as an employee. My spouse had serious health problems some years ago, and my leaders were very compassionate, and allowed me to work from home full time until she recovered. Good pay, good benefits, good people to work with for the most part.” —Current Graphic Designer

9. Eventbrite

Benefit or Perk: Eventbrite helps keep employees healthy by offering a monthly $60 wellness stipend, which can be used on everything from gym dues to juice cleanses.

Overall Benefits Rating: 4.6

What Employees Rave About: “What I love the most about Eventbrite is the office/work culture that it has created. I have never experienced anything like it before. The company proves over and over again that it truly cares for their employees in each department.”  â€”Current Employee

10. Whole Foods Market

Benefit or Perk: Whole Foods offers a 20% store discount to all employees, including full-time and part-time employees.

Overall Benefits Rating: 3.6

What Employees Rave About: “They created an environment where you are motivated to work hard and that’s enjoyable. They give great benefits to their employees. The upper management seems to care a lot of their employees.” —Former Prep Food Team Member

11. In-N-Out

Benefit or Perk: In-N-Out employees can treat themselves to a free Double-Double burger and fries during each shift.

Overall Benefits Rating: 4.3

What Employees Rave About: “Extremely flexible with scheduling, you work with similar personalities so everyone tends to get along. You move up quickly, you genuinely feel appreciated 9 times out 10, and a free meal every day that you work. Great pay and excellent benefits for a rewarding job!” —Current Employee

12. Deloitte

Benefit or Perk: Deloitte offers two sabbatical programs: an unpaid one-month sabbatical that can be taken for any reason, and a three- to six-month sabbatical that can be taken to pursue personal or professional growth opportunities with 40% pay.

Overall Benefits Rating: 4.1

What Employees Rave About: “Great company to work with. Collaborative environment in which experienced hires will not be left out. Partners will actively support your career progress.” —Current Employee

13. Gap Inc. 

Benefit or Perk: Gap Inc. (and all of its brands) provides free access to the San Francisco Museum of Modern Art to corporate employees. Gap founders Doris and Donald Fisher worked closely with the museum to feature their prominent private collection.  

Overall Benefits Rating: 3.6

What Employees Rave About: “Very comprehensive superiors. Flexible hours. Great team and great work environment. Very laid back style you can dress as you like. Great employee discount.” —Current Assistant Store Manager

14. Microsoft

Benefit or Perk: Microsoft offers an annual $800 “StayFit” reimbursement program to help cover the cost of gym memberships and fitness programs.

Overall Benefits Rating: 4.4

What Employees Rave About: “The best things were the 401K (Microsoft would match up to 50% of max) and the employee stock purchase plan. Also the Stay Fit options were good (could go to a gym or get $800 to spend on fitness related activities/equipment or other things).” —Former Employee

15. Swiss Re

Benefit or Perk: Insurance company Swiss Re’s “Own the Way You Work” program encourages employees to embrace flexibility with their schedules and work remotely.

Overall Benefits Rating: 4.3

What Employees Rave About: “Diverse, supportive, knowledge company, good benefits, encourage horizontal and vertical moves, good global opportunities, professional, canteen food, market leader, own the way you work.” —Current Claims Specialist

16. Amazon

Benefit or Perk: Amazon offers two programs for new parents: Leave Share, which allows employees to share paid leave with their partner if the partner’s company does not offer paid leave, and Ramp Back, which gives new moms more control over easing back into work. All perks are available for corporate, customer service and fulfillment center employees.

Overall Benefits Rating: 3.7

What Employees Rave About: “Great benefits all around. Best insurance I’ve ever had, didn’t have to worry about the bill I’d receive a month later after going to the doctor. I never paid anything to the doctor or received a bill for any of my son’s well-baby visits.” —Former Fulfillment Associate

17. USAA

Benefit or Perk: USAA offers a strong 401k program with an 8 percent matching policy. According to SHRM, the average company in the U.S. matches 6 percent.

Overall Benefits Rating: 4.4

What Employees Rave About: “Excellent culture and environment where they truly care about serving the members and finding new innovative ways every year to make their lives easier. Great benefits, work-life balance, and excellent coworkers to work alongside.” —Current Software Developer

18. Southwest

Benefit or Perk: Southwest offers all employees and their dependents access to Clear Skies, an employee assistance program that provides confidential counseling, work/life services, and legal consultations.

Overall Benefits Rating: 4.4

What Employees Rave About: “Ability to make a difference, senior management listens to all ideas for improvement, genuine care for employees, competitive salary, awesome benefits, cash bonus offered for reaching certain metrics.” —Current Senior Manager

19. Genentech

Benefit or Perk: Genentech offers unique on-site amenities, including car washes, haircuts, childcare center, mobile spa and dentist.

Overall Benefits Rating: 4.3

What Employees Rave About: “Great place to work due to culture, benefits, talented people. Mature processes and tools. Opportunities available locally and globally. Diversity and inclusion are central and focused on.” —Current Director of Global Product Management

20. Timberland

Benefit or Perk: Timberland employees can take up to 40 hours of paid time off per year to volunteer.

Overall Benefits Rating: 3.7*

What Employees Rave About: “Employees are very community service minded and passionate about the brand heritage and products. Great work environment with lots of perks.” —Current Employee

 

Not All Benefits Are Created Equal

While most employees rank benefits and perks as a leading consideration before taking a new job, flashy perks like catered lunches and dogs in the office aren’t what ensures employees stick around. According to Glassdoor Economic Research, these are the core benefits that make the biggest impact on employee satisfaction:

  • Health Insurance
  • Vacation & Paid Time Off
  • Pension Plan
  • 401k Plan
  • Retirement Plan
  • Dental Insurance
  • Maternity & Paternity Leave
  • Sick Days
  • Vision Insurance
  • Paid Holidays

How Much Do Benefits Matter?

Ultimately, when it comes to keeping employees engaged and satisfied, there are other factors that matter more than a benefits package. According to Glassdoor Economic Research, culture and values, career opportunities and senior leadership are the most important factors leading to employee satisfaction. So while benefits and perks are a great way to get employees in the door, they’re not among the leading factors that keep employees satisfied on the job and with a company long-term.

Methodology: This list was determined by identifying some of the more unique benefits employees are enjoying at companies, based on the hundreds of thousands of benefits reviews shared by employees on Glassdoor. Benefits have also been verified by cross-referencing third party sources, such as an employer’s official site. Rankings for this report are in no particular order, but included for simplicity of presenting this information. Each company’s Benefits Rating is based on at least 20 benefits reviews shared on Glassdoor by employees as of 1/27/17. We include this data point in this report to show how employees rate each company’s overall benefits program.

*Indicates a Benefits Rating based on less than 20 benefits reviews

SEE ALSO: An entrepreneur shares 5 small office perks that have increased productivity at his company

Join the conversation about this story »

NOW WATCH: Amazon has an oddly efficient way of storing stuff in its warehouses


          30 incredible perks companies like IKEA, Facebook, and Goldman Sachs offer their employees        

IKEA employees happy clapping

Most of us spend a majority of our waking hours at work, so it's only natural that we want to enjoy our time in the office as much as we can. And perks help — a lot.

According to career site Glassdoor, more than half (57%) of all workers say perks and benefits are among the top things they consider when deciding whether to accept a job, and almost 80% of employees say they would prefer new benefits over a pay raise.

That's why some employers are raising the bar and going beyond standard vacation days and health insurance benefits to attract new talent.

Companies like Airbnb and Salesforce are offering unique and surprising perks like travel stipends and paid time off to volunteer, while companies like IKEA and Pinterest are stepping up their game for helping new parents.

"Benefits and perks matter because they're an added piece of the total compensation puzzle," says Scott Dobroski, Glassdoor's career trends analyst. "Job seekers should understand what benefits and perks an employer may be offering, and do their research ahead of time to find companies that offer benefits that matter most to them."

Head over to Glassdoor to see the full list of the "Top 20 Employee Benefits and Perks for 2017," and keep scrolling to see some of the employees' favorite perks — the one they rate at least 4.0 out of 5.0 on Glassdoor:

SEE ALSO: The 25 best jobs in America right now

DON'T MISS: The 50 best places to work in 2017, according to employees

Free intern housing at Facebook

Facebook offers interns free housing with tons of amenities like shuttle service to and from Facebook's Menlo Park campus, or a monthly housing stipend of $1,000.

Overall benefits rating: 4.7 / 5



Fitness classes at Reebok

Employees at Reebok are encouraged to take advantage of the company's full on-site gym and CrossFit box throughout the workday.

Overall benefits rating: 4.1 / 5



Abundant perks for new parents at American Express

American Express offers up to five months of fully-paid leave for both mothers and fathers. Birthing mothers can also receive an additional six to eight weeks for paid medical leave. In addition, parents have access to a 24-hour lactation consultant, and mothers traveling for business can ship their breast milk home for free. 

Overall benefits rating: 4.0 / 5



See the rest of the story at Business Insider
          ÐžÐ±ÐµÑÐ¿ÐµÑ‡ÐµÐ½Ð¸Ðµ безопасности Android приложений с Glassdoor        
Цель Glassdoor — автоматически находить встроенные backdoor’ы, недостатки безопасности и другие утечки данных в приложениях, работающих в системе Android, без фактического доступа к самому коду. Он использует простой интерфейс командной строки. Каждая команда реализуется как плагин, который … Читать далее
          Wie wil er werken voor Oracle?        

Wat ik altijd aanzag als een hard en ‘ieder voor zich’-bedrijf, is zowaar uitgegroeid tot een aantrekkelijke werkgever. Wat is er in godsnaam aan de hand met Oracle?


Laat ik hier al mee beginnen. Ik heb veel respect voor Oracle. Het is een van de grote namen in zakelijke IT. Begonnen met databanksoftware, en een resem overnames later biedt het een rijke portfolio aan business software (en hardware, ook al was dat volgens mij niet echt de bedoeling, maar soit).

Respect dus. Maar ook het besef dat Oracle zijn track record ergens aan te danken heeft. Want vergis je niet: het was (en is) bij momenten een hard bedrijf. Althans, dat heb ik de voorbije jaren regelmatig  gehoord van mensen die er werkten of er mee in contact kwamen. Het bedrijf werd centraal geleid en was (niet geheel verwonderlijk) erg sales gedreven.

Larry Ellison

Menig management expert zal het je bevestigen: een bedrijfscultuur wordt vooral gevormd door de persoon aan het roer. Bij Oracle was dat jarenlang Larry Ellison. Eén keynote van Ellison en je wist genoeg. Schelden op tegenstanders (Microsoft en SAP in eerste instantie) was jarenlang de norm.

Larry Ellison was een beetje de Alex Agnew van de internationale IT scène: grof gebekt en er soms een tikkeltje over. Zijn oneliners zijn niet te tellen. Ook al staat Larry niet meer aan het hoofd van het bedrijf , hij is er nog altijd executive chairman en CTO. En zijn geest waait er nog steeds rond.

Tripadvisor

In al die jaren heb ik als IT-journalist regelmatig klachten gehoord van bedrijven die met Oracle in de clinch lagen, niet in het minst over hun licentiepolitiek. Oracle is in dat opzicht niet de enige, maar toch. Hun naam dook vaak op. (http://blogs.wsj.com/cio/2014/09/21/oracles-big-challenge-is-more-culture-than-technology-cios-say/)

Naast klanten zijn er ook de medewerkers. Een goede graadmeter om te weten te komen hoe het er in een bedrijf aan toe gaat, is vandaag een site als Glassdoor, een soort van Tripadvisor maar dan voor werkgevers. Werknemers geven er een inkijk hoe het is om bij bedrijven te werken. Oracle doet het hier niet slecht. Maar concurrenten als Microsoft, Salesforce en SAP doen het een stuk beter, met name inzake het onderdeel’ waarden en cultuur’. Google en Apple doen het zelfs veel beter. Dat zijn dan wel geen rechtstreekse concurrenten van Oracle, maar mogelijk wel op het rekruteringsfront.
Aantrekkelijk?

Ik moest dus toch even fronsen toen ik de blog van de managing director van Oracle Belux las. Daarin verklaarde hij waarom Oracle een van de opkomende aantrekkelijke werkgevers is. Oracle steeg namelijk 7 plaatsen in de lijst van Universum Global naar aantrekkelijkste werkgevers. Het staat op nummer 17 in de Belgische lijst van meest aantrekkelijke werkgevers. Vrij vertaald: op 16 bedrijven na willen studenten het liefst voor Oracle komen werken.

Dat onderzoek van Universum Global ken ik. Het is bekend in zijn genre, al is het toch vooral Amerikaans van inslag. Dat Oracle de 17e meest aantrekkelijke werkgever is, geldt overigens  enkel bij de IT-/wetenschappen- en ingenieur -studenten. In de lijst van business studenten kon ik Oracle, in tegenstelling tot Google en Microsoft, pas diep in het peloton terugvinden.

Employer satisfaction

Maar toch, laten we niet al te moeilijk doen. Oracle steeg zeven plaatsen. Op een jaar tijd is dat niet slecht. “We voorzien een leuke werkomgeving, (…) en daarnaast hebben we ook enkele programma’s ingevoerd waarbij we medewerkers horizontaal door de organisatie laten stromen. (…) En verder luisteren we vooral heel goed naar onze medewerkers”, haalde de managing director aan als verklaringen.

Zelf heb ik me de laatste tijd wat beziggehouden met employer branding, en ik juich de aandacht voor de medewerkers bij Oracle Belux toe. In vergelijking met sommige andere werkgevers lijken de initiatieven me niet uitzonderlijk. Maar toch, het besef is er. Al te vaak trachten werkgevers zich aantrekkelijk voor te stellen voor nieuwe medewerkers, en veronachtzamen ze wel eens de bestaande.

Lang leve de aantrekkelijke werkomgeving bij Oracle dus. Nu nog de business studenten overtuigen en binnenkort wil iedereen voor Oracle werken. Zolang ze Larry maar niet leren kennen.

Deze blog verscheen op Computable.be


          Six Google Videos That Will Make You £38,409 Per Year, Go Watch For Free Now        

There is now a new job that is trending in 2017 that could help you earn an estimate of £25k to  £38,409 Per Year. This is a job a lot of company will need, and you don't need to learn a line of coding. Since mobile technology is trending now, different companies will start working to localize their apps, and this is where you earn your money.

                      

Localization is vital, and Google knows it, and this might give people the alternative lucrative career to work in the tech industry, and this is why Google is helping with a free course to allow everybody learn Localization Essential on Udacity.

The course is taught by two Google localization professionals, and it features interviews, guides,quizzes, and a gentle introduction of the to the localization field. The course also helps you to navigate some of the likely challenges you will face as localization professionals, and what should expect in earnings.

According to Glassdoor, senior positions in this profession earn a large sum of cash, while junior officers earn less, but might be a great deal if you are in less developed countries. #3rdWorldProblems.

Google is making sure its products are available globally, hence employs lots of localization experts, who translate more than 100 products yearly.

You can also read more about it on the Google developer blog here.


          May 26 Digest        

When Michelle Wanted Barack to Be a SCOTUS Law Clerk

The day after Barack Obama became the first African-American president of the Harvard Law Review in 1990, he took a phone call from Sheryll Cashin, then a law clerk to Judge Abner Mikva of the U.S. Court of Appeals for the D.C. Circuit.

Mikva by then was a “feeder judge” for Supreme Court law clerks, and Cashin told Obama that Mikva was “very interested in you,” according to a new biography of Obama’s life before becoming president in 2009.
Read the full story at The National Law Journal


Calif. Chief Justice Defends Letter Assailing Trump's Immigration Arrests

SACRAMENTO—California Chief Justice Tani Cantil-Sakauye said the state Supreme Court chambers were flooded with calls from “profane and very angry people” after she asked federal officials in March to stop arresting undocumented immigrants in state courthouses.

“And I received a lot of letters that said, ‘This is not your job … You shouldn’t be involved in politics. You’re just a judge who should interpret the law.’” Tani Cantil-Sakauye said Thursday in remarks at the Sacramento Press Club.
Read the full story at The National Law Journal


An Employee Spoke Out on Glassdoor.com, and Now the EEOC Is Suing His Company

Not long after Adrian Scott Duane posted a comment on Glassdoor.com that said his company’s managers “do not know what the word ‘discrimination’ means, nor do they think it matters,” the 32-year-old transgender worker’s desk had been cleared and he was fired from a Silicon Valley-based education technology company.

The U.S. Equal Employment Opportunity Commission on Wednesday filed suit in California against IXL Learning Inc. on behalf of Duane claiming the company violated federal law and that the dismissal was retaliation for the comments Duane posted on Glassdoor, the job recruiting website.
Read the full story at The National Law Journal


          PHP Developer Salary        
Are you stepping into web development job and have several questions in your mind related to salary structure. Whether you are a newbie or an experienced web developer and if you moving up in your profession to higher profile what salry do you expect and what in general web developer, php developer, php programming is drawing??? There are lots of website that offer day-to-day salary updates. Know about the current salary package of a PHP MySQL programmer, php developer in India. Here you can find list of websites with detail of php developer's salary:

http://www.indeed.com/salary/PHP-Developer.html
http://www.glassdoor.com/Salaries/php-developer-salary-SRCH_KO0,13.htm
http://www.payscale.com/research/US/Job=PHP_Developer/Salary
http://www.itjobswatch.co.uk/jobs/uk/php%20developer.do
          Job Searching Tips        
A question that I keep hearing is, "When should I start applying for jobs?" I can tell you from experience the sooner the better. However, I wouldn't start before senior year, but it's good to start researching potential careers freshman year. The more you know about your industry the better. Research your career like it's a final that is 100 percent of your grade!

Job searching tips:

1. Look up reviews on the company.
Companies spend a lot of time making their website look good but do they spend enough time making sure their employees are happy? Do companies take the time to develop their employees? Is there a lot of opportunities for upward mobility? These are just some things you should be researching. The Glassdoor is a website where you can look up employee reviews for companies.

2. What's the future of the industry?
U.S Bureau of Labor Statistics is a fact finding agency for the government. If you want to know industry trends, average salary, nature of work and many other things this is the perfect website for you.

3. Don't fool yourself.
Can you really execute the responsibilities that they're expecting you to do? If the employer wants someone with strong analytical skills and you know you cant do math, don't apply. Don't get wrapped up in the job itself, but focus on the job they will require you to do. Know your strengths and weaknesses.

4. Be Persistent!!!
Job searching is not easy. It takes a lot of time and research. Job search until you find a job that you just have to have. It is easy to apply for a job that you will not like but finding a job that you will like isn't always easy. If you already know exactly what your looking for then that's great!

5. Start Early!
The job selection process can take months for some big companies. You want to graduate with a job in your hand. I have applied for at least ten jobs and I graduate in May! It's better to be safe than sorry. Also, don't limit yourself. If you can move across the country to work, go for it!

Good luck with your job search! E-mail me and let me know how it's going.

God Bless!
          The Big Sprawl: Software Engineering Jobs Escape into New Territories        
Glassdoor’s latest research shows software jobs are diffusing beyond traditional geographies and industries Photo-illustration: iStockphoto Once upon a time, software engineers worked in tight tech bubbles, concentrated either by geography or by industry. But today,...
          10 Jobs With Surprisingly High (Or Low) Salaries in 2017        
Glassdoor, a job search and career information company, keeps track of how much people are getting paid in various positions within the U.S. workforce. Perusing the various figures, some salary averages seem to jump out as being a bit higher or a bit lower than one might expect.
          10 Of The Highest Paying Jobs In New York City In 2017        
New York City is packed with tough people who know what it means to work hard and fight to achieve. For a look at 10 of the highest paying jobs in New York City, we have a snapshot of which professions pull in the biggest paychecks, thanks to data from Glassdoor.com
          High-Salary Jobs With Minimal Competition        
Last month Glassdoor.com – a job search and career information company – emerged with a list of roles that it found were less competitive than others, at the same time offering healthy salaries in the six-figure range.
          The 10 Jobs With the Fastest-Growing Salaries        
A new report on jobs with faster-than-average salary increases emerged last week, based solely on salary data from Glassdoor.com, a job search platform and wage intel company with 32 million reviews and ratings on some 700,000 companies in 190 countries.
          Les entreprises françaises IT riment avec bonheur ?        
Glassdoor, place de marché dédiée à l’emploi et à la carrière, publie un classement des entreprises où les employés semblent avoir les meilleures conditions de travail…
          Intel Honored Once Again on Glassdoor’s 2016 List of ‘Best Places to Interview’        

Intel received recognition this week from Glassdoor.com in their Candidate’s Choice Award for Best Place to Interview. The list, composed of the 50 businesses with the best interview experience as rated by interview candidates themselves, included major names in a … Read more >

The post Intel Honored Once Again on Glassdoor’s 2016 List of ‘Best Places to Interview’ appeared first on Jobs@Intel Blog.


          A "Working Vacation" — For Americans, Is There Any Other Kind?        
With guest host John Donvan . President Donald Trump has insisted that his 17-day stay at his New Jersey golf course is not a standard vacation: Working in Bedminster, N.J., as long planned construction is being done at the White House. This is not a vacation meetings and calls! — Donald J. Trump (@realDonaldTrump) August 5, 2017 When youre leader of the free world, a true vacation isnt really possible. But many Americans just plain refuse to take time away from work. More than half of full-time American workers end the year with unused vacation days. And this is in a country where vacation days are hard-earned (the U.S. is the only developed country without mandatory minimum time off ). And when we do leave the office, we very often stay connected through the panoply of apps and devices that ensure our colleagues are never more than a few taps away. What drives this need for constant connection to the workplace? Scott Dobroski with Glassdoor told MarketWatch that its one simple
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461) geocities.jp
462) snapdeal.com
463) abcnews.go.com
464) sape.ru
465) google.no
466) meituan.com
467) mybrowserbar.com
468) xvideoslive.com
469) news.com.au
470) fatakat.com
471) zynga.com
472) neobux.com
473) discuz.net
474) slutload.com
475) miniclip.com
476) hc360.com
477) iloveyouxi.com
478) shareasale.com
479) gutefrage.net
480) qidian.com
481) justin.tv
482) meetup.com
483) exblog.jp
484) imesh.com
485) livingsocial.com
486) newegg.com
487) coupons.com
488) google.fi
489) google.cz
490) letmewatchthis.ch
491) verizonwireless.com
492) google.co.il
493) virgilio.it
494) way2sms.com
495) ya.ru
496) videobb.com
497) multiupload.com
498) aljazeera.net
499) seomoz.org
500) tweetmeme.com
501) gsmarena.com
502) pogo.com
503) duowan.com
504) mapquest.com
505) cocolog-nifty.com
506) pinterest.com
507) blackberry.com
508) altervista.org
509) posterous.com
510) ibm.com
511) extratorrent.com
512) asahi.com
513) careerbuilder.com
514) vk.com
515) tabelog.com
516) chip.de
517) ziddu.com
518) media.tumblr.com
519) monster.com
520) bitauto.com
521) swagbucks.com
522) exoplanetwar.com
523) wunderground.com
524) hdfcbank.com
525) foursquare.com
526) detik.com
527) tom.com
528) kinopoisk.ru
529) pchome.net
530) docin.com
531) verycd.com
532) brothersoft.com
533) github.com
534) zhaopin.com
535) sinaimg.cn
536) yomiuri.co.jp
537) mercadolibre.com.mx
538) hi5.com
539) demonoid.me
540) speedtest.net
541) wetter.com
542) wo.com.cn
543) immobilienscout24.de
544) peyvandha.ir
545) bearshare.com
546) marketwatch.com
547) oracle.com
548) gc.ca
549) hypergames.net
550) kijiji.ca
551) zillow.com
552) fotolia.com
553) yandex.ua
554) pptv.com
555) linksynergy.com
556) imagebam.com
557) ocn.ne.jp
558) beeg.com
559) xcar.com.cn
560) dmoz.org
561) irctc.co.in
562) battle.net
563) qip.ru
564) mobile.de
565) ovh.net
566) exoclick.com
567) amazon.fr
568) ustream.tv
569) abril.com.br
570) 115.com
571) hotels.com
572) who.is
573) am10.ru
574) nu.nl
575) macrumors.com
576) wix.com
577) habrahabr.ru
578) uploadstation.com
579) so-net.ne.jp
580) last.fm
581) grooveshark.com
582) allrecipes.com
583) lemonde.fr
584) cracked.com
585) disney.go.com
586) smashingmagazine.com
587) jugem.jp
588) templatemonster.com
589) oneindia.in
590) moneycontrol.com
591) cnblogs.com
592) cashtrafic.com
593) okcupid.com
594) jimdo.com
595) mercadolibre.com.ar
596) nextag.com
597) xtendmedia.com
598) letv.com
599) excite.co.jp
600) sitemeter.com
601) networkedblogs.com
602) appspot.com
603) tnaflix.com
604) webmd.com
605) mgid.com
606) anonym.to
607) clixsense.com
608) icontact.com
609) gotomeeting.com
610) tutsplus.com
611) softlayer.com
612) aliexpress.com
613) glispa.com
614) weather.com.cn
615) lequipe.fr
616) urbandictionary.com
617) priceline.com
618) cbsnews.com
619) formspring.me
620) gizmodo.com
621) traforet.ru
622) makepolo.com
623) qunar.com
624) yellowpages.com
625) force.com
626) verizon.com
627) getresponse.com
628) infolinks.com
629) qq937.com
630) as.com
631) 17kuxun.com
632) enterfactory.com
633) viadeo.com
634) ucoz.com
635) www.net.cn
636) flippa.com
637) oron.com
638) boston.com
639) dtiblog.com
640) blogimg.jp
641) nfl.com
642) pch.com
643) clickbank.net
644) persianblog.ir
645) admagnet.net
646) manta.com
647) capitalone.com
648) sulekha.com
649) google.co.ma
650) infusionsoft.com
651) timeanddate.com
652) rottentomatoes.com
653) whitepages.com
654) 4tube.com
655) sahibinden.com
656) gougou.com
657) mtv.com
658) paper.li
659) megaporn.com
660) tripod.com
661) mysql.com
662) pcpop.com
663) backpage.com
664) ibibo.com
665) warez-bb.org
666) bleacherreport.com
667) sponichi.co.jp
668) it168.com
669) retailmenot.com
670) theplanet.com
671) icicibank.com
672) lifehacker.com
673) 19lou.com
674) wired.com
675) focus.cn
676) sky.com
677) infoseek.co.jp
678) ekolay.net
679) ebay.in
680) enet.com.cn
681) google.sk
682) custhelp.com
683) scriptmafia.org
684) pixiv.net
685) varzesh3.com
686) seobook.com
687) com-net.info
688) 2345.com
689) atwiki.jp
690) xda-developers.com
691) vg.no
692) manzuo.com
693) webmoney.ru
694) allocine.fr
695) lzjl.com
696) itau.com.br
697) gismeteo.ru
698) webmasterworld.com
699) nasa.gov
700) nate.com
701) interia.pl
702) mtime.com
703) wikihow.com
704) realtor.com
705) sapo.pt
706) quikr.com
707) xtube.com
708) businessweek.com
709) hubspot.com
710) tuan800.com
711) searchengines.ru
712) sweetim.com
713) beemp3.com
714) arpg2.com
715) youboy.com
716) heise.de
717) issuu.com
718) ypmate.com
719) barnesandnoble.com
720) sanook.com
721) uploading.com
722) msn.ca
723) lefigaro.fr
724) dreamstime.com
725) accuweather.com
726) homedepot.com
727) ndtv.com
728) smh.com.au
729) foxsports.com
730) 17173.com
731) aftonbladet.se
732) kayak.com
733) 123rf.com
734) searchresultsdirect.com
735) putlocker.com
736) hyves.nl
737) babycenter.com
738) bodybuilding.com
739) radikal.ru
740) cmbchina.com
741) icbc.com.cn
742) alphaporno.com
743) filehippo.com
744) adult-empire.com
745) eluniversal.com.mx
746) overstock.com
747) inbox.com
748) dantri.com.vn
749) kompas.com
750) dyndns.org
751) telegraaf.nl
752) ca.gov
753) tuenti.com
754) elegantthemes.com
755) wiktionary.org
756) break.com
757) zhubajie.com
758) slickdeals.net
759) skysports.com
760) sfgate.com
761) hoopchina.com
762) nhk.or.jp
763) klout.com
764) songs.pk
765) 1und1.de
766) southwest.com
767) sfr.fr
768) ctrip.com
769) iminent.com
770) eyny.com
771) zanox-affiliate.de
772) onlinedown.net
773) ft.com
774) haberturk.com
775) howstuffworks.com
776) cnbeta.com
777) nk.pl
778) traidnt.net
779) orbitz.com
780) masrawy.com
781) freeones.com
782) myfreecams.com
783) google.co.nz
784) rtl.de
785) dict.cc
786) taleo.net
787) usbank.com
788) 7k7k.com
789) dealextreme.com
790) marktplaats.nl
791) pixnet.net
792) td.com
793) iteye.com
794) empflix.com
795) yiqifa.com
796) trulia.com
797) gap.com
798) yocc.net
799) 4chan.org
800) ahram.org.eg
801) magentocommerce.com
802) tf1.fr
803) linkbucks.com
804) goo.gl
805) alertpay.com
806) youjizzlive.com
807) seriesyonkis.com
808) asg.to
809) 178.com
810) me.com
811) opera.com
812) pornhost.com
813) sears.com
814) articlesbase.com
815) nikkei.com
816) metrolyrics.com
817) noaa.gov
818) trafficholder.com
819) picnik.com
820) rakuten.ne.jp
821) made-in-china.com
822) jeuxvideo.com
823) npr.org
824) zendesk.com
825) logmein.com
826) orf.at
827) okwave.jp
828) skycn.com
829) pagesjaunes.fr
830) google.com.kw
831) iciba.com
832) cbssports.com
833) examiner.com
834) tubegalore.com
835) namecheap.com
836) livescore.com
837) 9kele.com
838) discoverbing.com
839) pornerbros.com
840) nypost.com
841) java.com
842) liveperson.net
843) independent.co.uk
844) ninemsn.com.au
845) vivanews.com
846) icq.com
847) marketgid.com
848) pcworld.com
849) nokia.com
850) nipic.com
851) intuit.com
852) gazzetta.it
853) r7.com
854) welt.de
855) gamefaqs.com
856) zappos.com
857) ads8.com
858) justdial.com
859) bahn.de
860) pokerstrategy.com
861) perezhilton.com
862) google.lk
863) iconfinder.com
864) macys.com
865) google.bg
866) adultadworld.com
867) mail.com
868) askmen.com
869) idnes.cz
870) exbii.com
871) citibank.com
872) nextmedia.com
873) hsbc.co.uk
874) fastclick.com
875) compete.com
876) webhostingtalk.com
877) sueddeutsche.de
878) nydailynews.com
879) firstload.com
880) cbslocal.com
881) mcssl.com
882) kicker.de
883) lenovo.com
884) goodreads.com
885) wn.com
886) hostmonster.com
887) blogsky.com
888) earthlink.net
889) sxc.hu
890) dafont.com
891) mainichi.jp
892) tenpay.com
893) mangareader.net
894) google.az
895) 55tuan.com
896) m-w.com
897) foodnetwork.com
898) zoho.com
899) gumtree.com
900) uploaded.to
901) 24h.com.vn
902) google.com.qa
903) chinabroadcast.cn
904) novinky.cz
905) linternaute.com
906) groupon.de
907) httptrack.com
908) logsoku.com
909) woot.com
910) seowhy.com
911) acesse.com
912) mangafox.com
913) mediaset.it
914) mbc.net
915) forobeta.com
916) groupon.cn
917) hidemyass.com
918) sidereel.com
919) modelmayhem.com
920) ikariam.com
921) sitepoint.com
922) list-manage.com
923) adscale.de
924) cloob.com
925) ticketmaster.com
926) patch.com
927) lacaixa.es
928) clarin.com
929) ultimate-guitar.com
930) allabout.co.jp
931) linkhelper.cn
932) chinadaily.com.cn
933) movie2k.to
934) delta.com
935) gawker.com
936) adjuggler.net
937) giveawayoftheday.com
938) filecrop.com
939) brazzers.com
940) vistaprint.com
941) usmagazine.com
942) politico.com
943) cy-pr.com
944) damnlol.com
945) alice.it
946) vente-privee.com
947) discovery.com
948) intel.com
949) tiexue.net
950) technorati.com
951) meteofrance.com
952) icicibank.co.in
953) uuu9.com
954) 6.cn
955) networksolutions.com
956) tinyurl.com
957) auto.ru
958) codecanyon.net
959) shopathome.com
960) armorgames.com
961) nikkansports.com
962) nikkeibp.co.jp
963) pcmag.com
964) makeuseof.com
965) spotify.com
966) quora.com
967) apache.org
968) incredimail.com
969) google.com.do
970) fishki.net
971) 37see.com
972) ilmeteo.it
973) naver.jp
974) eventbrite.com
975) 78day.com
976) ibtimes.com
977) jalan.net
978) ip138.com
979) panoramio.com
980) norton.com
981) nationalgeographic.com
982) weiphone.com
983) docstoc.com
984) topix.com
985) plimus.com
986) streamate.com
987) tabnak.ir
988) hawaaworld.com
989) yoo7.com
990) onetad.com
991) postbank.de
992) lowes.com
993) musica.com
994) zazzle.com
995) google.kz
996) rightmove.co.uk
997) y8.com
998) markosweb.com
999) europa.eu
1000) searchengineland.com
1001) china.com.cn
1002) blackhatteam.com
1003) ct10000.com
1004) tistory.com
1005) aruba.it
1006) doctissimo.fr
1007) google.com.ec
1008) alot.com
1009) livestrong.com
1010) kongregate.com
1011) box.net
1012) stern.de
1013) fandango.com
1014) warriorplus.com
1015) rutube.ru
1016) craigslist.ca
1017) gamer.com.tw
1018) aibang.com
1019) xici.net
1020) noticias24.com
1021) ryanair.com
1022) 1and1.com
1023) focus.de
1024) klikbca.com
1025) fifa.com
1026) pantip.com
1027) worldstarhiphop.com
1028) failblog.org
1029) indianrail.gov.in
1030) yousendit.com
1031) buysellads.com
1032) idealo.de
1033) ria.ru
1034) staples.com
1035) jiathis.com
1036) indiamart.com
1037) dhgate.com
1038) chicagotribune.com
1039) xhamstercams.com
1040) cuevana.tv
1041) yam.com
1042) asos.com
1043) friendfeed.com
1044) travelocity.com
1045) yimg.com
1046) aufeminin.com
1047) gnavi.co.jp
1048) hh.ru
1049) sanspo.com
1050) domainsite.com
1051) groupon.com.br
1052) egotastic.com
1053) cookpad.com
1054) mangastream.com
1055) semrush.com
1056) blog.com
1057) 21cn.com
1058) gamezer.com
1059) impress.co.jp
1060) bet365.com
1061) bitsnoop.com
1062) niksalehi.com
1063) gstatic.com
1064) subscene.com
1065) livestream.com
1066) pog.com
1067) newsru.com
1068) jcpenney.com
1069) wikimapia.org
1070) tataindicom.com
1071) letsbonus.com
1072) wer-kennt-wen.de
1073) baomihua.com
1074) 888.com
1075) japanpost.jp
1076) veoh.com
1077) 24quan.com
1078) ynet.co.il
1079) 120ask.com
1080) arabseed.com
1081) fastpic.ru
1082) laredoute.fr
1083) subscribe.ru
1084) groupalia.com
1085) porntube.com
1086) bhphotovideo.com
1087) steampowered.com
1088) ebay.ca
1089) bigfishgames.com
1090) getclicky.com
1091) zdnet.com
1092) airtelforum.com
1093) cz.cc
1094) gazeta.ru
1095) pr-cy.ru
1096) alarabiya.net
1097) sabah.com.tr
1098) mylife.com
1099) groupon.co.uk
1100) groupon.it
1101) shaadi.com
1102) 5d6d.com
1103) slate.com
1104) woothemes.com
1105) weather.gov
1106) 52pk.net
1107) zedge.net
1108) merchantcircle.com
1109) costco.com
1110) ted.com
1111) hattrick.org
1112) chosun.com
1113) eonline.com
1114) multitran.ru
1115) kohls.com
1116) ebay.es
1117) celebuzz.com
1118) cinetube.es
1119) proboards.com
1120) buzzfeed.com
1121) state.gov
1122) yandex.net
1123) shinobi.jp
1124) commbank.com.au
1125) ew.com
1126) liveleak.com
1127) flipkart.com
1128) mamba.ru
1129) zanox.com
1130) myp2p.eu
1131) eqla3.com
1132) virtapay.com
1133) forosdelweb.com
1134) teacup.com
1135) tgbus.com
1136) brainyquote.com
1137) bizrate.com
1138) subito.it
1139) city-data.com
1140) cox.net
1141) poste.it
1142) makemytrip.com
1143) ancestry.com
1144) novamov.com
1145) freakshare.com
1146) buzznet.com
1147) asp.net
1148) ping.fm
1149) bidorbuy.co.za
1150) mercadolibre.com.ve
1151) timesjobs.com
1152) 1717388.com
1153) avito.ru
1154) deutsche-bank.de
1155) 01net.com
1156) tube8live.com
1157) donews.com
1158) htc.com
1159) sify.com
1160) barclays.co.uk
1161) shopping.com
1162) xbox.com
1163) lycos.com
1164) buscape.com.br
1165) boursorama.com
1166) 51cto.com
1167) pingomatic.com
1168) quantcast.com
1169) direct.gov.uk
1170) userporn.com
1171) sabq.org
1172) mp3raid.com
1173) google.hr
1174) detiknews.com
1175) free-lance.ru
1176) kitco.com
1177) lanacion.com.ar
1178) easyhits4u.com
1179) funshion.com
1180) pixmania.com
1181) mobile9.com
1182) ggpht.com
1183) msn.com.cn
1184) jiji.com
1185) sedo.com
1186) 91mangrandi.com
1187) autotrader.com
1188) t-mobile.com
1189) ing.nl
1190) citysearch.com
1191) mihandownload.com
1192) vesti.ru
1193) r10.net
1194) joy.cn
1195) startimes.com
1196) infobae.com
1197) cisco.com
1198) sunporno.com
1199) ip-adress.com
1200) seekingalpha.com
1201) simplyhired.com
1202) dynamicdrive.com
1203) onlinesbi.com
1204) yihaodian.com
1205) payserve.com
1206) ozon.ru
1207) prchecker.info
1208) citrixonline.com
1209) zaobao.com
1210) elcomercio.pe
1211) yaplog.jp
1212) dagbladet.no
1213) en.wordpress.com
1214) programme-tv.net
1215) aa.com
1216) twcczhu.com
1217) ulink.cc
1218) dpreview.com
1219) mediatakeout.com
1220) partycasino.com
1221) hilton.com
1222) copyscape.com
1223) avast.com
1224) realitykings.com
1225) yandex.kz
1226) 86mmo.com
1227) mohegunsun.com
1228) fling.com
1229) extremetube.com
1230) rk.com
1231) perfectgirls.net
1232) xkcd.com
1233) plala.or.jp
1234) dl4all.com
1235) sendspace.com
1236) itmedia.co.jp
1237) ansa.it
1238) sdo.com
1239) google.lt
1240) reliancenetconnect.co.in
1241) thechive.com
1242) opensiteexplorer.org
1243) hinet.net
1244) tdcanadatrust.com
1245) shangdu.com
1246) nuomi.com
1247) avaxhome.ws
1248) keepvid.com
1249) groupon.ru
1250) kioskea.net
1251) blinkx.com
1252) marriott.com
1253) mercadolibre.com
1254) ebuddy.com
1255) yoka.com
1256) yallakora.com
1257) tiscali.it
1258) whois.net
1259) m5zn.com
1260) smowtion.com
1261) jma.go.jp
1262) playstation.com
1263) babytree.com
1264) bidvertiser.com
1265) newsmax.com
1266) pchome.com.tw
1267) instructables.com
1268) 88db.com
1269) google.by
1270) mazika2day.com
1271) 1stwebdesigner.com
1272) wahoha.com
1273) tomshardware.com
1274) eastday.com
1275) easyjet.com
1276) fixya.com
1277) jrj.com.cn
1278) panet.co.il
1279) 9gag.com
1280) oricon.co.jp
1281) affili.net
1282) ccb.com
1283) zoosk.com
1284) wowhead.com
1285) bigresource.com
1286) bookryanair.com
1287) yahoo-mbga.jp
1288) thepostgame.com
1289) nordstrom.com
1290) shufuni.com
1291) udn.com
1292) news24.com
1293) cyworld.com
1294) pornoxo.com
1295) medicinenet.com
1296) ea.com
1297) behance.net
1298) sprint.com
1299) ilivid.com
1300) poringa.net
1301) kp.ru
1302) googlelabs.com
1303) voyages-sncf.com
1304) edeng.cn
1305) moneybookers.com
1306) zwaar.net
1307) no-ip.com
1308) video2mp3.net
1309) techweb.com.cn
1310) 1o26.com
1311) olx.in
1312) collegehumor.com
1313) biblegateway.com
1314) disqus.com
1315) lonelyplanet.com
1316) diigo.com
1317) theweathernetwork.com
1318) vagos.es
1319) grepolis.com
1320) tripadvisor.co.uk
1321) legacy.com
1322) easy-share.com
1323) ubuntuforums.org
1324) bitshare.com
1325) 360doc.com
1326) fidelity.com
1327) template-help.com
1328) fanfiction.net
1329) chinabyte.com
1330) leagueoflegends.com
1331) zshare.net
1332) univision.com
1333) mbank.com.pl
1334) xyxy.net
1335) iltalehti.fi
1336) netvibes.com
1337) pho.to
1338) toysrus.com
1339) thenextweb.com
1340) lastminute.com
1341) ksl.com
1342) myyearbook.com
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261
          Glassdoor Study: Regulations, Internal Issues Can Delay Hiring Process        

The social network that lets employees review their employers found that in many countries and industries, the hiring process took three weeks or more, with longer delays in some countries than others. Delays were pronounced in the public sector—particularly in and around the District.

The post Glassdoor Study: Regulations, Internal Issues Can Delay Hiring Process appeared first on Associations Now.


          How Do You Cope With Getting Laid Off?        

This question originally appeared on Quora, the knowledge-sharing network where compelling questions are answered by people with unique insights.

Answer by Nela Canovic, productivity hacker, writer, and Silicon Valley entrepreneur, on Quora:

Here are five things you can do if you know you're getting laid off:

First, resist getting emotional about it.

Layoffs are more common than you think. Think of this time in your career as an opportunity to build up your resilience to changes in the economy and to be more flexible in managing your career path. Step one: Avoid blame. Whether it's blaming your manager, other team members, or yourself for not performing better, chances are you'll be wasting precious time. Why bother? You're better off accepting the situation and focusing on something positive you will gain from it. Acknowledge that you still have two whole weeks at your disposal to prepare for making the transition.

Second, make the most of the time that remains. Be smarter with the time you have left in your current role.

First, write your entire job description in detail. This will be helpful for when you update your résumé and prepare for your job search. List and describe all the projects you're working on, your skill set and how you're applying it, all your deliverables (past and present), and quantified results (number of new clients you've acquired, dollar amount you've saved by implementing a new tool, amount of time saved on a project due to process improvement you introduced to the team).

Next, ask your manager for feedback on your performance. It may not be something you want to do given the circumstances, but it can be valuable for learning what to avoid or which additional skill you can develop that can help your career. In many cases the reasons behind layoffs aren't due to employee performance but due to budget cuts or office politics. It very well might not have anything to do with you.

Finally, if you're on good terms with your manager and co-workers, ask to use them as a reference during your job search. When you get to the final round of interviews for your next job, in most cases you'll be asked to share up to three references. Be sure that you list people who know your work well and who you can trust to share your knowledge, expertise, and skills set with a potential employer.

Third, take stock of your finances. Make an assessment of your options after you've been laid off. Ask yourself: Do you have savings that will cover a few months' worth of living expenses? Can you apply for unemployment benefits? Are you able to move in with a family member or a roommate until you get a new job? Are there any unnecessary expenses you could cut back on until you're more financially stable? Are you fine with getting a part-time job that can help pay the bills while you are applying for a full-time role?

Write down all your options and estimate how much money you'll need in the next few months. The sooner you know how you stand financially, the sooner you can make a plan about what you need to do next.

Fourth, start your job search. It's the perfect time to start while you're still employed. And it doesn't have to take up a lot of your time right now. Make a promise to dedicate only an hour or two this week to strategize what you'd like to do next regarding your career.

Write down which new job you want: Is it the same role you've had before? Is it a different role where you could also use your skills? Would you like to work in a smaller company or a bigger one? What would be a description of the role you'd like (responsibilities, skill set, goals, deliverables)? Put everything down on paper.

Revamp your résumé. Highlight the skills you've developed in your last job, create a concise summary at the top of the first page, and use keywords throughout your resume that will get recruiters' attention. Save your resume in an MS Word or Google Doc format (so you can edit it when you need to) as well as a PDF (so it looks professional).

Start your job search. LinkedIn and Indeed are excellent sites to get started. If you haven't already, create a profile on each site and upload your resume so that it is ready when you apply for jobs.

Narrow your search. This is a good time to focus on the companies that are interesting to you. Instead of applying for dozens of jobs that only match the title you want to have, look up companies that promote the work ethic you admire, that are doing well financially, and that foster a corporate culture you'd feel comfortable in. Try to find out if there is anyone in your network who already works there, and ask them for an insider's point of view. Look up what other employees are saying about the company on Glassdoor.

Finally, plan a daily routine for the days after you leave your job. There are several benefits to structuring your day: You make the transition from being employed to unemployed much easier, you can maximize each day to work on creating a better future for yourself, and you may even feel calmer knowing in advance what your day is going to look like.

Plan on getting up early each day, just like you're used to right now. Make the most of your mornings by doing a short workout (start with 15 minutes), having breakfast, then working on your job search early when your brain is well-rested. Don't forget about socializing in the afternoons: You can reach out to a friend, go out for a cup of coffee, ride your bike, or take a walk. Dedicate your evenings for doing something you enjoy, such as reading a book, watching a film, writing, painting, or working on developing a skill you've always wanted to focus on but didn't have time to do.

If you knew you were being laid off in two weeks, what would you do? originally appeared on Quora, the knowledge-sharing network where compelling questions are answered by people with unique insights. You can follow Quora on Twitter, Facebook, and Google Plus. More questions:


          News: July 16, 2017        
Good day all. No new posts this week.

The Webmaster is still on the unemployment rolls. However, he is not getting unemployment. His former employer has decided to contest his getting any benefits. The appeals process is ongoing, however, the Webmaster does not anticipate winning. (Other reasons) We suspect that the Webmaster will be posting his opinions soon on Glassdoor.

The Webmaster also has to put in an appearance at the "Funemployment" office later this week. If he loses his appeal, he won't be attending.

On the job front, no news, no interviews and nothing but calls from Indian boiler room operations trying to push fake jobs. The Webmaster is still trying to find out where he stands on the 2 places he is trying to get into. Honestly, this is one of the worst times to look for a job. Everyone is on vacation.

The Webmaster also is going in for some serious dental surgery. He can't afford it since his insurance is canceled, but he really has no choice. He expects to be really miserably from Tuesday onwards.

Until next time...

Stay Angry!


          The Lowdown on Becoming a Developer        

If you’re searching for a new career path and you’ve heard that the tech industry has a staggering number of jobs available, then you’ve heard correctly. In fact, economic research by Glassdoor into the value of unfilled U.S. jobs estimated that there...

The post The Lowdown on Becoming a Developer appeared first on Treehouse Blog.


          These Were The 20 Best Companies To Work For In 2015, And Do Any Of Them Accept Head Shots As Resumes?        
Look, I’m sure all these companies ranked by Glassdoor are terrific, especially the one described to have an “Incredibly supportive culture with an incredible focus on learning and mentoring” (I […]
          Why Company Culture Is About More Than a Foosball Table        

More and more, companies are using platforms like Facebook, Twitter, and Glassdoor to present themselves as attractive employers. While online presence is important, companies need to remember that it’s just one means of communication which should reflect their internal culture. Only when these two align, can employers win great talent. The startup working environment can […]

The post Why Company Culture Is About More Than a Foosball Table appeared first on Journal by Jobspotting.


          Spore przetasowanie na liście najlepszych pracodawców w USA        
• Amerykański portal HR-owy Glassdoor stworzył listę najlepszych miejsc do pracy w 2017 r.• Pierwsze miejsca zajęły firmy Bain & Company, Facebook i Boston Consulting Group.
          I Went To IGN; I met Peer, Brian, Jose, and Sam; My Mind = BLOWN        

I wanted to throw up a quick blog to thank the staff at IGN--and specifically the hosts of NVC--for giving me a tour of their offices last week.  Also, I wanted to give all you other myIGNer’s a firsthand account of exactly how cool these people really are!

I should start by apologizing that this blog lacks a ton of photographs; I’m not really one to take many pictures, and the vibe of this experience was so casual and friendly that I didn’t want to disrupt it with selfies and other distracting nonsense.  I lived it, I loved it, and that’s enough for me.  Still, I know readers will probably wish I had more images to show, and I regret that I don’t have more.  I’ll do my best to describe everything using good old fashioned “words”.

gold watch

THE BACKSTORY

Due to some personal travel, I knew I’d be in San Francisco for several days, so I reached out to IGN to see if the NVC staff would have any time for a short office tour, or to even simply shake hands with a regular old fan such as myself.  As some of you have probably noticed, my internet gaming interests are mainly limited to Nintendo-related content and general industry articles (journalism, trends, opinions, editorials).  I’m a full-fledged ‘adult’ with too little time/too many hobbies to allow PS4 or XBox consoles into my home; even so, I’ve managed to build up a perpetual backlog, even though my only current-gen systems are 3DS and WiiU.  Since this means that I mainly read and comment on Nintendo-related IGN content, my only real ‘goal’ was to meet folks like Sam, Peer, Brian, Jose, and other contributors to the Ninty side of IGN.

I’d actually toured the offices of IGN once before; I’m a very fortunate person who gets travel throughout the USA on a regular basis.  Naturally, the Bay Area is a region I adore visiting.  I’ve got plenty of buddies in San Francisco, the city is beautiful, lively, and interesting, and if I could somehow bring my entire east-coast family (and enormous circle of friends) along in my suitcase, I’d probably relocate to this gorgeous city.  For real.  My dream job (like many of you, obviously) would be working in games journalism.  With a couple of English degrees and several years of experience as a professional (medical) writer, IGN looks like the best thing that could ever happen to someone like myself.  Unfortunately, given that my mortgage, family and friends tie me down to Philadelphia (plus, I love Philly), the best I can hope for is a remote-correspondent/freelance kind of thing, should the opportunity ever occur (hey Peer, you’ve got my number, call me! ;’]).

Anyway, last time (2013) when I dropped by the offices, it turned out that the entire staff was either on vacation or at conventions.  No kidding.  IGN’s community manager was apologetic and friendly, but there was no getting around it--I was being given a tour of very cool, but undeniably DEAD, offices.  It was comical.  I’d dreamed of meeting Audrey, Sam, and Rich, but of those three, I only spotted Rich, and he was so busy he barely had time to say ‘Hey’.  (Fun fact:  This was a few short weeks before both Audrey and Rich left IGN, so perhaps that had something to do with his distracted behavior.)

IGN lunch room empty

Photo via glassdoor.com (not my photo, but looks very similar to my 2013 visit--DEADSVILLE!)

 

2014: RETURN OF THE FANBOY

Fast forward to last week (October 28, 2014).  I arrive at the offices around lunchtime, and I’m greeted by none other than ….Peer Schneider.  I doubt this is typical; I know IGN is a very busy place, and that Peer even occasionally excuses himself during NVC for meetings and executive duties.  Accordingly, this degree of ‘fan service’ astounded me; though a Bay Area friend of mine had explained that office tours and face-to-face meetings are a common aspect of the San Fran tech universe (partly because everyone works so much, office meet-ups are just easier than outside-of-work plans), it was still kind of unbelievable that a co-founder of an entire company still takes time to meet users and give tours.  Talk about ‘down to earth’. . . !

Proof that I was ACTUALLY THERE!!

Proof that I was ACTUALLY THERE!!

With Peer acting as guide, we did the typical office walkabout, peeking into rooms and checking out IGN’s notorious collection of game-related detritus.  We saw the film studios (always smaller than one expects), walked past desks buried in promotional items and collectables, and even spotted Naomi Kyle surfing Google between video shoots.  We saw break areas populated with upright video games and glass cabinets stuffed with IGN history and random tchotchkes. We saw lots of computers . . . LOTS of them.  We saw an ‘exercise desk’--a treadmill equipped with fruit and computer screens.  Then, midway through the tour, one of the most comical moments occurred when Peer opened a door to a private studio.  Within, were were treated to a view of Mr. Jose Otero, seated on a couch in front of a giant-screen display and array of gaming devices.  From what I could tell, Jose was mid-game, and definitely NOT goofing off when Peer came busting in.  I didn’t have enough time to make out what game it was….he simply seemed to be testing or reviewing something for professional purposes.  If I’m not mistaken, Jose may have even given Peer a respectful-but-honest “I’m working, what do you want” vibe--an attitude I can totally respect, since I’m the same at MY day job, and detest distractions!  Jose said he’d come out later and say hi.  We laughed and closed the door.

IMGA0521

Upright arcade games....MY PRECIOUS!!!

Given that we were moving through workspaces populated with armies of engineers, content producers, and professional writers, I asked Peer if he thinks his employees act differently when he’s nearby.  After all, when my own boss comes into my own office, I’m definitely a bit more ‘on point’ . . . even if I wasn’t screwing around to begin with!  However, Peer laughed at the question, saying “Ha, no way!  These people don’t even respect me at all, so they don’t act any differently.  I think they actually disrespect me!”  However, given how friendly and happy (albeit busy) everyone seemed, I’ve got to conclude that Peer was being a bit modest--if I go with my visitor’s impression, I’m betting he rules the office as a friendly-but-firm authority figure, rather than raising his voice or relying on dictatorial power.  Either way, I’m envious, given the caliber of some of my own former bosses.  If readers want my honest takeaway, Peer seems genuinely relaxed and cool--not just a show for the public.  Throughout my tour, we talked about a wide array of topics, and he always seemed honest and completely at-ease answering all of the questions I asked.   Actually, his real-life persona was almost identical to his friendly, approachable personality on NVC, now that I think about it.  If, however, Peer is secretly a bossy monstrosity who rules IGN with an angry iron fist--he’s doing an INCREDIBLE acting job for the public!

 

my own take on the 'Reaction Guy' ;']

My fictional re-imagining of Peer, the 'Reaction Guy' ;']

And Now Some Editorial Commentary On A Few Things Peer Mentioned In Passing

(great subheader title, right?)

At a few points in our tour, Peer made some humorous-yet-biting references to the accusation (one occasionally made by a vocal minority of users) that IGN’s game reviews are impacted by IGN’s professional relationships with developers and publishers.  If I can be so bold as to hazard a guess based on Peer’s few comments on this topic, he seemed discouraged (even disappointed?) that users would make these kinds of unfounded claims against his company.  Though we didn’t spend more than a couple moments discussing the topic, Peer seemed to see these accusations as a painful, inaccurate stab against IGN’s credibility as a serious journalistic outfit.  The general tone of his comments hinted that this issue weighs heavily on his heart, given Peer’s commitment and decades-long devotion to the site.  That he (half-jokingly) mentioned this topic a few separate times clearly showed that the issue was on his mind.

I’m also guessing that Peer wants fans to spread the opposing message--that IGN reviews games as an independent game media outlet, and never biases their scores in favor of companies who buy ads or send promotional copies to their offices.  And……I’ve got to say--trusting my gut (and perception of IGN in general)--I believe him.  I did my Master’s thesis on the art of (literary) criticism, and I’m all-too-aware of the complexities that go into reviewing and critiquing a work of art.  Game reviews, in that sense, are no different than books.  Personally, I suspect that angry readers accuse IGN of biased reviews when game scores fail to align with the reader’s own predispositions, or when an IGN editor reviews a game differently than other media outlets.  I simply don’t see how it would benefit IGN’s long-term interests (sustained, expanding readership) to violate the most basic rules of journalism--unbiased, honest coverage.  Ultimately, the READERS will help IGN thrive and survive--NOT the publishers.  Handing out biased scores to favored clients would be comically transparent and, worse, would irreparably damage the IGN brand with the people who matter most (US)--so I definitely understand why Peer might be bothered by these accusations!

END RANT

 

A little tough to see, but this is one of the film studios for Daily Fix and other IGN shows.  Smaller than you'd imagine.

A little tough to see, but this is one of the film studios for Daily Fix and other IGN shows.

 

A DAY IN THE LIFE OF IGN,

or,

A GLIMPSE FROM THE INSIDE

 

Earlier in the tour, I’d mentioned to Peer that meeting Sam Claiborn would kind of be my holy grail of an IGN visit.  Sam’s knowledgable approach to journalism, wry sense of humor, and outspoken passion for ‘retro’ gaming have always made him one of my favorite voices at the site.  Peer had assured me that I’d have a chance to shake hands with this minor demigod of game writing, and then…..work happened.  This, quite honestly, was one of the coolest moments of my day, even if it meant missing facetime with Mr. Claiborn himself.

The scene:  Peer is wrapping up the walkthrough of the office, and Sam is circulating the area.   Peer hails him and Sam comes walking over to where we’re standing.  I’m psyched, imagining that this is my big chance to blather incoherently at an actual writer who I actually respect.  Sam, nodding curtly to the group, breaks the news.  “Peer, I don’t think I’ve got any free time this morning.  Marvel just announced 5 new films.  The internet is blowing up.  We’ve got to get news up on the site.”  Peer: “Whaaat?  I’ve been doing a tour?  What happened?”

And, readers, this is THE moment that sticks out from my tour: Sam breaking news to Peer.  The GM of IGN hasn’t yet heard the biggest nerd news of the week, and I’m there to see the wave hitting shore.  Marvel is blowing minds, Sam is racing back to his desk, and I look around the office, perceiving a sudden change in tone.  There’s a subtle shift of energy rippling through these people, the writers and engineers and editors who control the front pages of one of the internet’s biggest entertainment websites.  The room was already busy, but now I can feel something happening--the workday’s apple-cart has just been upset and the script is being rewritten, even as I stand there watching . . . enamored with it all, amazed to see it happening right before my eyes.

marvel drops the bomb

The bomb gets dropped; IGN editors rewrite their workday!

There were a lot more moments of my tour that I could write about, but I think I’m going to wrap it up here.  Like I said above, the highlight of my day may have been that summary experience of being a fly on the wall and seeing how the true business of IGN runs, how it would feel to work at a major media company, the chance to catch a small glimpse of what Sam, Jose, Brian, and Peer’s days at IGN are actually like.  Man.  Just calling that scene back into mind makes me think I’m missing my calling in life.  Argh.  It’s so amazing and delicious, I can just taste it.

Proof that it wasn't all a dream--Peer and Jose are now on my 3DS!!

Proof that it wasn't all a dream--Peer and Jose are now on my 3DS!!

Postscript, and an observation.

In spite of his suddenly-overcrowded schedule, Sam did take a few moments to say hi to me, and before I left for the day, Jose and Brian did spend some time talking to us about NVC, life at IGN, and a variety of other stuff.  Jose was clearly interested in getting feedback about recent NVC experiments (industry guests, themed episodes, even podcast segueway music).  I’m not gonna lie, it was genuinely awesome to be asked for opinions and input, but again and again, Jose made it clear that they DO read the user comments and definitely hear our online feedback--be it constructive, ignorant, or middling.  Meanwhile, Brian was just genuinely cool, mixing his patented straight-shooter tone with his self-effacing humor that we hear on each episode of NVC--i.e. someone you could be friends with.  In fact, meeting these podcast-familiar people in ‘Real Life’ served as a reminder that all of us can and should work to keep IGN a civil and adult place to discuss gaming and entertainment . . regardless of our passionate views and opinions.   The people on the other end of the line, I can assure you, are very real people with real emotions--who also take their jobs quite seriously.  I am also happily able to confirm that they are interesting, funny, and ridiculously friendly.

Finally, a little easter egg for those who read all the way through....the FIRST EVER myIGN picture of UNOCLAY!

Finally, a little easter egg for those who read all the way through....the FIRST EVER myIGN picture of UNOCLAY!

Thanks again to all involved.  It was an amazing experience, and one I won’t soon forget.

Please feel free to leave me some comments or ask questions--I love feedback!

 


          MBA Students: An Eye on Summer '14        
CFN hosted its annual webinar to launch interview season
Most MBA students today, including Consortium students across the country, will argue there is no one segmented part of the calendar for "recruiting season."  Every aspect and experience of business school is "recruiting season," from the time students declare their intentions to attend a certain school until graduation. Every day, not just a few weeks in the fall, MBA students contemplate where they want to be and what they should do to secure the right job.

Students today, and their career-advisory specialists on campus, say there is seldom a time when an MBA student is not absorbed in thought about information interviews, mentors, alumni connections, career choices, or a specific post that awaits after graduation. Nonetheless, late fall usually signals the formal start of interviews:  information interviews,  first rounds, lottery interviews, interviews earned from being selected by companies, second rounds, technical interviews, and follow-up sessions to decide whether to accept an offer or go elsewhere.

The Consortium Finance Network hosted its third MBA recruiting webinar Nov. 13 for Consortium first-year MBA students to launch interview season for those interested in finance and financial services.  Panelists included Consortium graduates in a variety of finance roles, working for financial institutions and industrial, entertainment, and consumer-products companies. CFN steering-committee members, D-Lori Newsome-Pitts, Camilo Sandoval and Tracy Williams, moderated the presentation and subsequent discussion. Consortium students logged into the webinar from schools around the nation.

Panelists included Consortium alumni Abijah Nyong from Dow Chemical (Indiana-Kelley business school), Christina Guevara from Goldman Sachs (NYU-Stern), Stephanie Rosenkranz  from ESPN-Disney (USC-Marshall), and Brace Clement from Starbucks (Wisconsin). Some were recent graduates, fresh from the experience of going through the process. 

Nyong from Dow Chemical set the tone for the evening.  "When it comes to talent," he said, "good talent comes off the shelf.  Even if the business prognosis is not good, we take good talent."

To guide students, CFN presented a general recruiting outlook in several segments of finance. Opportunities in finance fluctuate and take assorted, unexpected turns from year to year.  In 2013-14, the outlook is generally upbeat, as banks, investment firms, and companies have become confident enough to open their doors for more MBAs.

But as most experienced finance professionals know well, it helps to be cautious, careful, and forewarned.  In finance, the tide and sentiment of recruiting can turn on a dime. Some years, companies hire more than they need. In other years, companies are sour on economic prospects and hire fewer than they should.  More than ever, however, financial institutions and companies are serious in hiring summer interns, since most hire interns with hopes of offering them full-time employment when the summer is over.

In corporate finance and corporate treasury, as the economy grows and improves, companies are growing and expanding and will, therefore, have financing needs and investment opportunities.

Nyong said companies like his employer are looking for outstanding candidates and are increasing hiring. "We want to ramp up to try to make sure good employees are in the pipeline."

In investment banking, whether it's M&A, FIG, real estate, energy or health care, all depends on the industry segment, expectations within that industry and general business trends. M&A, for example, had shown signs of starting to soar this summer, but experts now can't figure out why it stalls from time to time.

FIG investment banking has benefited from the capital requirements and restructuring initiatives of banks everywhere, in the wake new regulation and reforms. Equity finance is patting itself on the back after renewed confidence from IPOs (think Twitter) and investors' comfort in stocks.  Debt finance has been bolstered by low interest rates.

In private banking and wealth management, banks will continue to emphasize growth, because they like the fee-based businesses without having to build up their balance sheets.

"Banks have pushed to build out (in private banking) because of the sticky assets," Guevara said. "They are focused on growth."

In corporate banking, opportunities exist because big banks, which had swooned toward the high returns and headlines of investment banking, have learned to appreciate the stable returns and bread-and-butter benefits of corporate lending and cash management.

Sales & trading opportunities at financial institutions are limited, because regulation and reform will restrict what they can do--if not now, then over the next few years, as SEC and Dodd-Frank rules are written and become clear.

Banks everywhere have restructured trading desks and trading roles. The best opportunities, if any, for MBAs interested in trading will be at asset managers, boutiques, specialty trading firms and hedge funds. Others will remind us, however, how significant aspects of trading are now directed by computers, algorithm, client flow, and trading schemes--not requiring as many desk traders (or people).

For years, MBAs overlooked opportunities in risk management and didn't know much about the role. Financial institutions seldom tapped business schools for risk managers. After the crisis, financial institutions have learned lessons or have been forced to beef up emphasis, add professionals and become more attuned to all forms of risks. Regulators, too, in these times are always in the vicinity and insist that banks devote resources and attention to risk management in the way they may not have done so in years before the crisis.

Clement from Starbucks said, "I wish I took more classes in risk management (while in business school) and learned more how to manage (market) risks."  He described ways in which his company must hedge the complex risks of costs of commodity products. Business schools have responded in recent years to offer courses in risk management (for credit and market risks). 

Opportunities in venture capital, private equity and hedge funds are fleeting or uncertain, partly because these firms often recruit beyond the eyesight of business schools and tend to have opaque recruiting procedures. There exists, also, possible fall-out from recent insider-trading scandals (think SAC) and industry-wide hedge-fund shake-out.  Hedge-fund returns, believe it or not, trail that of equity markets in the past year or two, and more than a few hedge funds have closed their doors in the last year.

In venture capital and private equity, some industry observers say too much money might be chasing too few good deals.

Sandoval presented CFN's framework for approaching interviews.  The framework encourages students to examine and polish themselves in five areas:

(a) personal background,
(b) personal interest in the industry and company,
(c) personal drive and motivation,
(d) capability (expertise, knowledge, understanding of industry) and
(e) insight.

Nyong said, "I did a lot of informational interviews to find out what (industry segment) felt natural to me." He instructed students, "Look at the spectrum of positions available.  Seek out alumni."

Panelists emphasized the importance of being aware of current events, topics and issues, because interviewers will refer to them and being informed can help students make decisions about what they want to do. Guevara advised that students should make sure to "study markets and current events and have a sense of what's going on."

Rosenkranz recommended that students register and subscribe to www.smartbrief.com, a website that aggregates news stories and headlines, based on specific business areas (finance, accounting, marketing, etc.) or specific topics (derivatives, currencies, digital advertising, etc.). A student can tailor the website aggregation to his specific interests and can see the updates he needs to see.

Panelists emphasized frequently the importance of conveying interest, drive and enthusiasm in finance-oriented interviews. In interviews, Sandoval explained, "We forget to talk about our general interest and passion for finance."

Clement summed up, "You want them (the companies) to believe you can do this job."

"You have to know who you are and where you want to go," Nyong said. "If you can't buy it yourself, you can't sell it."

As panelists presented the CFN framework, Sandoval reminded students, "You are in the driver seat.  You design the framework that works for you. You control the questions."  

Year after year, finance students fear the technical interview, where financial institutions try to gauge what candidates know and how they describe finance scenarios on their feet. To prepare for what they perceive as stressful exercises, students study market trends and refresh themselves in principles of finance, markets and accounting. Beyond that, candidates seldom know how that interview will evolve.

Investment banks may require candidates to present a detailed deal strategy or advise in valuing a stock offering.  Hedge funds or asset managers may require candidates to  explain trends in interest rates or derivatives pricing. Corporate-finance managers may require candidates to evaluate a balance sheet.

Nyong advised, "Read the company's 10-K to prepare.  It offers a vision of their market and shows contrasts with competition."

Rosenkranz said, "Listen to the (company's) investor calls to see how management responds.  Listen to the kinds of questions (analysts) ask during the calls."  She added that for technical interviews, companies want to "see if you have intellectual curiosity." And she suggested that candidates can learn much about the company's structure, management and culture by referring to the website www.glassdoor.com.

"How does the company make money?" Rosenkranz asked, recommending candidates study closely the company's business model.

Clement saw the benefits of understanding thoroughly a company's income statement.  "You'll want to understand the P&L from top to bottom, understand the balance sheet," he said, because interviewers will be familiar with this financial information and will want candidates to show familiarity, as well.

CFN panelists, now experienced and entrenched in finance positions, shared other observations and advice.  However, while satisfied with their efforts to get from the classroom and case study to roles in finance, is there something they would have done differently in the recruiting process?

"I would have gotten a better sense of other roles (in the company)," Nyong said. They would include roles in operations, marketing, manufacturing and other functions, because finance touches so many important activities in an industrial company.  "I would have gotten a better understanding."

"I would have found somebody to act as a blueprint," Clement said, explaining the importance of connecting with a school alumnus, an experienced mentor,  or a senior manager to learn more about the recruiting process, the industry, and the ropes for converting dreams into strategies into meaningful job offers.

Rosenkranz said she understood the importance of showing intellect, expertise and general knowledge about the industry, but wished she examined more carefully companies' work environment and culture.

Panelists concluded that most MBAs, especially ambitious Consortium students at top schools, will find opportunities and take advantage of some of them.

"You want to be intentional," Clement offered. "You shouldn't just want to find any place to land. You shouldn't be fishing for just any place."

Tracy Williams

(A recording of the webinar and the accompanying written presentation will be available to CFN members in Linkedin.)

See also:

CFN: MBAs and the Summer of 2013
CFN:  Is the MBA Under Attack? 2013
CFN:  MBA:  Remaining Relevant, 2011
CFN:  Mastering Technical Skills, 2010
CFN:  Who's Headed into Finance? 2013
CFN:  How Mentors Help, 2009



          North Dakota Department of Commerce Selected as Best Place to Work in North Dakota        
By ND Commerce
CheatSheets.com has selected the North Dakota Department of Commerce as the “Best Place to Work” in North Dakota. The list and tip building site named the best places to work in every state, based on data from Fortune, Forbes, and Glassdoor. 

“To be selected nationally as a best company is a great honor,” Commerce Commissioner Al Anderson said. “We find reasons to have fun and laugh together while meeting deadlines, accomplishing goals and gaining results. We strive each and every day to make Commerce a better place to work. This award helps continue to be an employer of choice in North Dakota.”  

CheatSheets.com credits Commerce for having a workplace so committed to culture that it produces a “Culture Book,” which gives staff an inside look at perks like wellness programs, wellness activities, and engagement-centered employee events. 

“We don’t use excuses about “working for the government” that stop us from striving to be the best,” Brianna Ludwig, Marketing Manager and Culture Club Chairperson for the North Dakota Department of Commerce said. “We’re innovative in our problem solving, we’re diligent in how we spend our resources, and we’ve found ways to provide a fun working environment for employees. From coffee with the Commissioner, costume contests, elaborately themed pot lucks and competitive fitness logs to transparency, teamwork and a unique goals system – Commerce offers the complete package for employees.” 

The North Dakota Department of Commerce works to improve the quality of life for North Dakota citizens by leading efforts to attract, retain and expand wealth. Commerce serves businesses and communities statewide through committed people and partners who offer valuable programs and dynamic services.
 
For more North Dakota news and information go to www.NDCommerce.com.

read more


          Amec Foster Wheeler: HR Advisor (Maternity Cover)        
Competitive: Amec Foster Wheeler: Amec Foster Wheeler, a recent winner of the Glassdoor Employees' Choice Award for 'Best Place to Work in 2016 - UK Category', is currently recruiting a HR Advisor (Maternity Cover) to support in Aberdeen. Purpose / Role Provide an integrated HR se Aberdeen
          Amec Foster Wheeler: Lead Planner        
Competitive: Amec Foster Wheeler: Role Overview Amec Foster Wheeler, a recent winner of the Glassdoor Employees' Choice Award for 'Best Place to Work in 2016 - UK Category', is looking for a Lead Planning Engineer to join our Oil and Gas project delivery operation based in Aberdeen Aberdeen
          Amec Foster Wheeler: Offshore E&I Work Coordinator        
Competitive: Amec Foster Wheeler: Role Overview Amec Foster Wheeler, a recent winner of the Glassdoor Employees' Choice Award for 'Best Place to Work in 2016 - UK Category', is currently recruiting an Offshore E&I Construction Engineer to join our Oil and Gas project delivery operat Aberdeen
          TAG #041 - 13ago12        
¿Sabes qué significa que el gobierno haya recuperado la banda de 2.5 Gigahertz? José Carlos Méndez (@jcmendez) nos visita para contarnos de qué se trata y cómo nos afecta. Además, Javier Matuk nos muestra el microcomponente de Panasonic SC–HC57 y nos habla del dispositivo Pure Device, una computadora para adultos mayores. ¿Alguna vez has necesitado editar un documento de Office pero no lo tienes instalado en tu computadora? Instalfree Nexus te ofrece una opción para hacerlo desde la nube. Además, ¿te imaginas perder la memoria y no saber quién eres? Pues Facebook nos presentó un caso en el que un hombre originario de la India reconstruyó su vida desde su perfil en la red social y pudo aprender quiénes eran sus amigos y cuál era su historia con cada uno de ellos. Noticias: Facebook ya no es un lugar ideal para trabajar. Dotcom promete que Megabox estará disponible este año. Google recortará 4 mil puestos en Motorola Mobility. Encuentran pirámides egipcias con Google Earth. Un hombre recuperó su memoria gracias a Facebook. Facebook ya no es un lugar ideal para trabajar. Facebook ya no es un lugar ideal para trabajar, al menos según el listado hecho por Glassdoor con las 25 compañías en Estados Unidos que logran equilibrar la vida laboral de sus empleados. En 2011, la empresa de Mark Zuckerberg estaba incluida en el 7º lugar, pero no en esta edición. Dotcom promete que Megabox estará disponible este año. Kim Dotcom, el fundador de Megaupload acusado de violación de copyright, fraude y crimen organizado, anunció la llegada de su nuevo sitio, Megabox, para finales de este 2012. Según su cuenta de Twitter, este nuevo proyecto, llamado Universal Music Group, permitirá a los artistas vender su música en Megabox directamente a los usuarios. Google recortará 4 mil puestos en Motorola Mobility. Este recorte equivale al 20% de la fuerza laboral de dicha compañía. De los empleados que perderán su puesto, la tercera parte está en Estados Unidos y otro tanto en Asia. Encuentran pirámides egipcias con Google Earth. Una arqueóloga amateur, llamada Angela Micol, encontró unas marcas en el territorio de Egipto que podrían ser unas pirámides desconocidas. Se trata de 2 complejos separados por unos 135 kilómetros, el primero está por la ciudad de Dimai y el otro grupo cerca de Abu Sidhum, en el Nilo. Un hombre recuperó su memoria gracias a Facebook. Facebook presentó un video en el que cuenta la historia de cómo un hombre recuperó su memoria gracias a su perfil en la red social. El material, subido en el sitio Stories y que no es un anuncio ni un documental, habla de Mayank Sharma, un joven de 29 años proveniente de la India, que sufrió hidrocefalia y un día despertó sin saber quién era. Pure Device: Una computadora para adultos mayores. Todavía no hay mucha información sobre este dispositivo y sus especificaciones técnicas. Por el momento está en Kickstarter para recaudar los fondos necesarios para su desarrollo, ya veremos en un mes si lo logra. InstallFree Nexus para usar Office desde la nube. Si necesitas editar un documento de Office desde tu tableta, por ejemplo, puedes usar esta aplicación web para abrirlo desde la nube y usar una versión completa de la suite de oficina. Hands on Panasonic SC–HC57. Este microcomponente es compatible con la tecnología AirPlay para que escuches tu música desde cualquier dispositivo de Apple. José Carlos Méndez nos habla de la banda de 2.5 Ghz. José Carlos Méndez (@jcmendez), experto en telecomunicaciones nos habla de lo que significa que el gobierno haya 'recuperado' esta banda del espectro radioeléctrico y las implicaciones para los usuarios.
          A reminder to hiring managers        

Hiring managers, you can no longer ignore Glassdoor. Candidates are going to the site and doing their homework and chances are you lost talent due to negative reviews. Love the site or hate it – you can no longer ignore it.  And as you might know, it’s a candidates market these days! Don’t let a […]

The post A reminder to hiring managers appeared first on JMS.


          Do You Have One of the 25 Best Jobs in America for 2015?        
Looking for a new career path, or just starting out? Career site Glassdoor has released its list of the 25 Best Jobs in America for 2015. Continue reading…
          (USA-MI-Milford) CorsoCare - Home Health Aide        
Home Health Aide CorsoCare Position Summary: Home Health Aide provides personal care services under the direction of the Registered Nurse or Therapist. The Home Health Aide is assigned to specific clients by the Registered Nurse or other appropriate professional and performs services for clients as necessary to maintain their personal comfort. Required Experience for Home Health Aide: + Education and/or Experience: Successful completion of a formal certification training program and/or a written skills test and competency evaluation. Be at least eighteen (18) years of age. Minimum of six (6) months’ work experience in a supervised setting, preferably health care facility. + Language Skills: Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals. Ability to write routine reports and correspondence. Ability to speak effectively before groups of customers or employees of organization. + Mathematical Skills: Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. + Reasoning Ability: Ability to apply common sense understanding to carry out instructions furnished in written, oral, or diagram form. Ability to deal with problems involving several concrete variables in standardized situations. + Other: Licensed driver with automobile insured in accordance with state and/or Agency requirements. Primary Responsibilities for Home Health Aide: + Home Health Aide Performs simple procedures as an extension of therapy services under the direction and supervision of the therapist. + Range of motion exercises + Assistance in ambulation or exercises + Home Health Aide performs personal care activities, including but not limited to:Bathing, Shampooing, Skin care/nail care, Oral Hygiene, Shaving, Dressing + Performs household services essential to health care at home, including but not limited to: Meal preparation/feeding, Laundry, Light Houskeeping + Assists in the administration of medications that are ordinarily self-administered under the direction and supervision of the Registered Nurse (per state nurse practice laws and Agency policy). + Reports any observed or reported changes in the client's condition and/or needs to the Registered Nurse or Therapist. Follows reporting guidelines in the Care Plan. + Documents care provided and completes the forms required for the client's records. Completes the appropriate records to document care given and pertinent observations. Submits documentation per Agency requirements—at least weekly. + Home Health Aide Promotes personal safety and a safe environment for clients by observing infection control practices, following Agency guidelines, and reporting unsafe situations to the Supervisor/Case Manager. + Demonstrates safe practice in the use of equipment. Does not use equipment until orientation about its operation has been provided. Notifies supervisor of educational needs. + Communicates effectively with all members of the interdisciplinary team through verbal reports, participation in staff meetings, and team conferences, as requested. + Maintains confidentiality in all aspects of the job. + Attends in-service programs to meet compliance requirements. Identifies learning needs to Agency supervisor. + Home Health Aide works toward continual improvement of the overall organization. + Perform other duties as assigned. General Working Conditions: This position could entail sitting or standing for long periods of time. While performing the duties of this job, the employee is required to communicate effectively with others, sit, stand, walk and use hands to handle keyboard, telephone, paper, files, and other equipment and objects. The employee is occasionally required to reach with hands and arms. This position requires the ability to review detailed documents and read computer screens. The employee will occasionally lift and/or move up to 25 pounds. The work environment requires appropriate interaction with others. The noise level in the work environment is moderate. Occasional travel to different locations may be required. Navigating the Path of HealthCare CorsoCare provides patient-based home health care services while protecting patient rights and giving them the dignity and respect they deserve. Our experienced certified home health care professionals are highly skilled and completely focused on our patients. Our services are comprised of three core divisions: Certified Home Health Care Services, Private Duty/Private Pay Services and Transitional Care Navigation Services. We have comprehensive benefit packages that include health, dental, vision, 401(k), income protection, and extraordinary work-life benefits. This classification description is intended to indicate the general kinds of tasks and levels of work difficulty that are required of positions given this title and should not be construed as declaring what the specific duties and responsibilities of any particular position shall be. It is not intended to limit or in any way modify the right of any supervisor to assign, direct and control the work of the employees under her/his supervision. The use of a particular expression or illustration describing duties shall not exclude other duties not mentioned that are of a similar kind or level of difficulty. Equal Opportunity Employer Click on glassdoor to see our employee testimonials External Company Name: CSIG Holding Company External Company URL: http://www.csigholding.com
          Technical Writer/Technischer Redakteur (w/m) in Teilzeit        
ThermoFisher Follow Us: Facebook Glassdoor Twitter Thermo Fisher Scientific Inc. ist der weltweit …
          Advice for Fidelity National Title Insurance Company Claims Counsels        
From Will Rogers:

"Lead your life so you wouldn't be ashamed to sell the family parrot to the town gossip."

And again from Glassdoor.com by a former Claims Counsel in Omaha:

March 14, 2013

"Furthermore, at times I felt as the Company was coming very close to crossing the line of good faith and dealing with the insureds.  This was based upon the work load that placed upon attorneys resulting in attorneys being unable to comply with local insurance laws concerning the amount of contact the Company was to have with its insureds, loss payments being made timely, etc."

And from another Claims Counsel (again because I feel this is very true!)

December 9, 2013

"Get an ethical viewpoint and serve the insured and not the stockholders. I was made to accept appraisals that I knew did not represent the loss to the claimant but rather benefited Fidelity National Title and was instructed to do so by senior management. And in one case it was discovered that we were completely in error to the detriment of the insured as I was instructed to disguise this fact with using legal terms that were very difficult to understand. I finally had to quit as I had a problem knowing that I was not representing the insured claimants in a fair and ethical manner."

Although I would not call my blog the "town gossip" as I feel I am not gossiping but rather attempting to provide as much accurate information as to what happened to me with my claim (or lack thereof!) and subsequent lawsuit against Fidelity National Title Insurance Company - I would love nothing better than to have the parrot from the Omaha Claims office of Fidelity National Title!!!
    
 

          Is Fidelity National Title "Interested in their own bottom line and not honoring the claims of the insured"??        
"Interested in their own bottom line and not honoring the claims of the insured" is the title of a post dated Dec. 9, 2013 by a former Associate Claims Counsel with Fidelity National Title Insurance Company from www.glassdoor.com.  This post describes my experience and opinion of what happened to me exactly.

"Pros - The majority of the staff begin wanting to help the claimants and work very hard."

"Cons - As the claims progress it becomes apparent that they company's loyalty is not to the insured but to the stockholder's bottom line so it was difficult for me from an ethical viewpoint."

"Advice to Senior Management - Get an ethical viewpoint and serve the insured and not the stockholders. I was made to accept appraisals that I knew did not represent the loss to the claimant but rather benefited Fidelity National Title and was instructed to do so by senior management. And in one case it was discovered that we were completely in error to the detriment of the insured as I was instructed to disguise this fact with using legal terms that were very difficult to understand. I finally had to quit as I had a problem knowing that I was not representing the insured claimants in a fair and ethical manner."

I am going to break this down with specific examples in my claim/lawsuit against Fidelity National Title but I wish I knew who this person was as he/she would be a wonderful asset in helping to further disclose how claims are handled - or not handled - by Fidelity National Title Insurance Company.
          7 Wisata Seru di Kuba        
KUBA kini mulai membuka diri untuk kunjungan wisatawan guna menepis anggapan seram yang sudah lama lekat. Bahkan Kuba kerap direkomendasikan sebagai tujuan wisata baru untuk 2012.

1.Old Havana


Nikmati matahari terbenam dari teras kebun di Hotel Nacional de Cuba, yang memiliki peninggalan dua buah senjata kanon yang dibombardir oleh angkatan laut Amerika Serikat selama perang Amerika-Spanyol. Hotel antik Kuba yang dibangun pada 1930 ini pernah ditinggali oleh musisi legendari, Frank Sinatra.

2.Museum Revolusi


Museum revolusi ini dulunya digunakan sebagai kediaman resmi presiden. Museum menampilkan koleksi sejarah Kuba, mulai masa kolonisasi Eropa di tahun 1700an hingga masa Revolusi Kuba. Kunjungi juga Museo de la Plata, salah satu rumah tertua di Havana yang menyimpan senjata kolonial Kuba seperti senjata api dan pedang-pedang. Atau kunjungi El Morro, benteng peninggalan abad ke-16 yang menjaga pintu masuk pelabuhan Havana.

3.Pabrik Cerutu Partagas
Ikuti tur menjelajahi Pabrik Cerutu Partagas di Havana, yang dibangun pada 1845 dimana dahulu setiap hari dibuat ratusan cerutu Kuba yang terkenal. Di pabrik ini tidak diperbolehkan menggunakan kamera, untuk melindungi para buruh-buruh pabrik yang tidak ingin menjadi tontonan publik. Pengunjung dapat mengambil tur melihat proses pembuatan cerutu, dari daun tembakau hingga telah menjadi cerutunya.

4.Trinidad de Cuba
Ditemukan pada 1954 dan dijadikan Situs Warisan Dunia UNESCO pada 1988, Trinidad de Cuba merupakan permata negara ini, dimana pedagang gula dan budak membangun rumah-rumah mewah disekitar Plaza Mayor. Rumah-rumah dari abad ke-19 yang ada di kota ini telah dialihfungsikan menjadi Galeri dan Museum. Salah satunya adalah museum arkeologi dan Palacio Burnet, yang dipenuhi furnitur kayu ukiran. Trinidad terletak di sebelah selatan pesisir Kuba.

5.Varadero
Varadero merupakan area resor paling populer di Kuba, yang meliputi area pantai berpasir putih sepanjang 12 mil, lapangan golf, dan hotel-hotel mewah yang dimiliki jaringan internasional, seperti Occidental, Melia, Sandals, dan Barcelo. Selain pantainya yang indah, aktivitas wisata yang dapat dilakukan di Varadero adalah memancing, diving, dan snorkeling.

6.Santa Clara
Santa Clara adalah kota dimana revolusioner Che Guevara memimpin perang untuk menjatuhkan rezim Batista pada 1958. Meskipun kota ini memiliki aura kolonial yang memesona, wisatawan lebih menggemari melihat museum dan memorial revolusionel yang terletak di perbukitan dekat kota ini, Monumento del Che.
Museum ini juga memiliki koleksi Che Guevara seperti ijazah universitasnya, fotonya bersama Fidel Castro, juga senjata yang ia gunakan untuk melakukan revolusi. Monumento del Che didominasi patung perunggu Che Guevara besar di tamannya, yang berpose sedang memegang senjata sebagai lambang revolusi.

7.Santiago de Cuba
Santiago de Cuba, yang terletak di sebelah timur negara ini merupakan kota terbesar dan tertua kedua di Kuba. Setiap Juli, kota ini mengadakan karnaval meriah yang meliputi pertunjukan musik Afro-Kuba dan tarian sepanjang malam di jalanan. Kunjungi juga Museo Emilio Bacardo, salah satu museum tertua di Kuba yang memertontonkan mummi-mummi dari Peru dan Mesir kuno. Situs lain yang menarik di Santiago adalah The Castillo de San Pedro de la Roca, sebuah benteng yang dibangun pada 1500an, memamerkan koleksi peninggalan Perang Spanyol-Amerika 
sumber

          San Jose Ranks #1 in Nation for Employee Satisfaction        

#sjplace Glassdoor recently announced that San Jose’s metro region ranks as the #1 city in the U.S. in employee satisfaction in its annual Employment Satisfaction Report Card by City for 2014. San Jose got the top spot this year based on local employee feedback shared over the past 12 months. Also included in the report evaluation were number of employers... Read more »

The post San Jose Ranks #1 in Nation for Employee Satisfaction appeared first on City of San Jose.


          San Jose Ranks #1 In Nation For Employee Satisfaction        

Glassdoor recently announced that San Jose’s metro region ranks as the #1 city in the U.S. in employee satisfaction in its annual Employment Satisfaction Report Card by City for 2014. San Jose got the top spot this year based on local employee feedback shared over the past 12 months. Also included in the report evaluation were number of employers hiring,... Read more »

The post San Jose Ranks #1 In Nation For Employee Satisfaction appeared first on City of San Jose.


          News,............. Seorang Mark Zuckerberg Menjadi CEO Perusahaan Amerika Paling Populer        
i antara sekian banyak CEO perusahaan besar Amerika, nama Mark Zuckerberg ternyata menjadi yang paling populer. Hal tersebut pun diungkapkan oleh situs dunia kerja bernama Glassdoor.com.
Mereka pun merilis beberapa nama CEO yang memiliki hubungan baik dengan para karyawannya. Di antara sekian banyak CEO perusahaan di Amerika, Mark Zuckerberg mendapatkan rating yang tertinggi, yakni sebesar 97 persen.
Di tempat kedua, juga merupakan pimpinan jejaring sosial, yakni Twitter. CEO Twitter, Dick Costolo berada di posisi kedua dengan rating sebesar 96 persen. Selanjutnya pimpinan Google, yakni Larry Page disukai oleh sekitar 95 persen para karyawan Google.
Sosok Tim Cook juga ternyata memiliki popularitas yang cukup tinggi di mata karyawan Apple. Glassdoor.com mengungkapkan bahwa sebanyak 92 persen karyawan Apple menyukai CEOnya tersebut. Sementara Jeff Bezos, pimpinan Amazon mendapatkan rating sebesar 87 persen.

                  
i antara sekian banyak CEO perusahaan besar Amerika, nama Mark Zuckerberg ternyata menjadi yang paling populer. Hal tersebut pun diungkapkan oleh situs dunia kerja bernama Glassdoor.com.
Mereka pun merilis beberapa nama CEO yang memiliki hubungan baik dengan para karyawannya. Di antara sekian banyak CEO perusahaan di Amerika, Mark Zuckerberg mendapatkan rating yang tertinggi, yakni sebesar 97 persen.
Di tempat kedua, juga merupakan pimpinan jejaring sosial, yakni Twitter. CEO Twitter, Dick Costolo berada di posisi kedua dengan rating sebesar 96 persen. Selanjutnya pimpinan Google, yakni Larry Page disukai oleh sekitar 95 persen para karyawan Google.
Sosok Tim Cook juga ternyata memiliki popularitas yang cukup tinggi di mata karyawan Apple. Glassdoor.com mengungkapkan bahwa sebanyak 92 persen karyawan Apple menyukai CEOnya tersebut. Sementara Jeff Bezos, pimpinan Amazon mendapatkan rating sebesar 87 persen.

          (USA-TN-Nashville) Region Sales Manager - TN/Central        
**Opportunity Details:** **Overview:** _Nashville, Tenn.-based Bridgestone Americas, Inc. is the U.S. subsidiary of Bridgestone Corporation, the world’s largest tire and rubber company._ _Bridgestone Americas and its subsidiaries develop, manufacture and market a wide range of Bridgestone, Firestone and associate brand tires to address the needs of a broad range of customers, including consumers, automotive and commercial vehicle original equipment manufacturers, and those in the agricultural, forestry and mining industries._ _The companies are also engaged in retreading operations throughout the Western Hemisphere and produce air springs, roofing materials, and industrial fibers and textiles. The Bridgestone Americas family of companies also operates the world’s largest chain of automotive tire and service centers._ _Guided by its One Team, One Planet message, the company is dedicated to achieving a positive environmental impact in all of the communities it calls home._ **Position Summary:** Develops and implements sales planning and direction for all customers within assigned geographic region. Leads coaching and development activities of (8-10) Commercial Sales Managers (CSMs) within the region. Role ensures right distribution coverage with right capabilities to meet the needs of a growing commercial customer base. Region Manager is a key leadership role within Bridgestone Commercial Solutions reporting to the Director of Sales - East Zone. The selected candidate will demonstrate a strong ability to work internally with marketing, finance and business analytics and externally with fleet and dealer customers. A strong focus on personnel development and coaching of sales professionals is absolutely necessary. **The ideal candidate must be able to live in Nashville, TN. This region covers markets such as: Kansas City, Birmingham, Nashville, Memphis, and Little Rock.** **Responsibilities:** + Manage Dealer, Fleet and Truckstops customers to ensure sales goals and profit targets are met for the regional area. + Lead person on 2-4 key dealer relationships. + Lead sales team (CSMs) to drive attainment of sales and market share objectives for new tires and retread sales. + Supports dealers to optimize franchise operation to increase sales and financial performance as well as operational efficiencies. + Ensure implementation of company initiatives and programs with all customers. + Ensures proper utilization of marketing tools and programs. + Routinely makes dealer and end use calls with CSMs – relationship building and developing additional business opportunities. + Works with CSMs to develop their capabilities and ensure development of skills required to achieve career goals. + Drives consistent, operational excellence of tools and programs in marketplace. + Responsible for coaching and development of teammates and ensuring that a culture of accountability exists and proper succession planning occurs. + Collects competitive market intelligence and communicates appropriately. + Manages new product launches to increase speed to market, ensure smooth transition and realization of performance value. + Recommends program adjustments when necessary, in order to attain the highest OP while securing the highest sales volume and in house share. + Travel up to 75% **Qualifications:** Required + Minimum 5 years sales experience + Bachelor’s degree in business or other related field + Strong analytical and organizational skills. + Demonstrated negotiation skills. + Financial acumen and long-term strategic thinking. + Previous experience leading teams. Preferred + Tire industry experience preferred, especially Commercial. + Experience working with dealerships, franchises, family owned operations, etc. + Demonstrated success in account management *Indeed *Glassdoor *LI-Priority **Employee Type** _Regular Full-Time_ **Degree Preferred** _4 Year Degree_ **Requisition ID** _2017-114913_ **Posted Date** _8/10/2017_ **Location** _US-TN-Nashville_ **Zip Code** _37214_ **Functional Area** _Sales & Operations_ **Category** _Management_ As an Equal Employment Opportunity (EEO)/Affirmative Action employer, it is the policy of Bridgestone to consider for employment all individuals regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, gender, sex, sexual orientation, gender identity and/or expression, genetic information, veteran status, or any other characteristic protected by federal, state or local law.
          Top 20 Transactions Deals for January 2015        
Deal No. Amount Paid (USD) Company Investor/Buyer Sector Deal Type 1 $350,000,000 Ele.me Tencent, Sequoia Capital Transactions Investment 2 $280,000,000 Travelocity Expedia Transactions Acquisition 3 $220,000,000 Instacart Consortium Transactions Investment 4 $75,000,000 Coinbase Consortium Transactions Investment 5 $70,000,000 Glassdoor Consortium Transactions Investment 6 $65,000,000 Porch.com Consortium Transactions Investment 7 $58,000,000 TransferWise Consortium Transactions Investment 8 […]
          Connecting more Americans with jobs        

Whether you’re a student looking for a part-time job, an electrician seeking work closer to home, or a teacher moving to another state to be close to family, finding a job can be difficult. With job postings scattered across the web, newspapers and help wanted signs, it’s not always easy to find ones that are a good fit based on your unique needs and skills. As a result, many job seekers feel like they can’t find the job they’re looking for or apply to roles that aren’t the right fit. At the same time, 46 percent of U.S. employers face talent shortages and have issues filling open positions with the right candidate.

We have a long history of using our technology to connect people with crucial information. At I/O, we announced Google for Jobs, a company-wide initiative focused on helping both job seekers and employers, through deep collaboration with the job matching industry. This effort includes the Cloud Jobs API, announced last year, which provides access to Google’s machine learning capabilities to power smarter job search and recommendations within career sites, jobs boards, and other job matching sites and apps. Today, we’re taking the next step in the Google for Jobs initiative by putting the convenience and power of Search into the hands of job seekers. With this new experience, we aim to connect Americans to job opportunities across the U.S., so no matter who you are or what kind of job you’re looking for, you can find job postings that match your needs.

Find your next job, with Google

Starting today in English on desktop and mobile, when you search for “jobs near me,” “teaching jobs,” or similar job-seeking queries, you’ll see in-depth results that allow you to explore jobs from across the web. For many people, a job needs to satisfy some key criteria, like commute time, job specialties they've honed or the hours they have available to work. For many jobs, you’ll also see reviews and ratings of the employer from trusted sites, right alongside the job description, and if you’re signed in, for some jobs you’ll even see how long it would take to commute to the job from home. We’ll continue to add additional filters and information in the future. Looking for jobs is a personal and complex journey, and one that we’re trying to support in this new search experience.

jobs3

Searching for a job can take time. And keeping up with new jobs that are posted throughout the day can be impossible. Now, if you step away from your job search, you can pick up right where you left off and stay in the loop on opportunities that interest you. Just turn on alerts for your search to receive an email notification whenever new jobs arrive, keeping you up-to-date and on top of your job hunt.

We’re working with a number of organizations from across the industry to bring you the most comprehensive listing of jobs—including LinkedIn, Monster, WayUp, DirectEmployers, CareerBuilder, Glassdoor and Facebook. This means you’ll see job postings from these sites and many others from across the web as soon as they’re posted. To ensure even more jobs are listed over time, we’re publishing open documentation for all jobs providers, from third-party platforms or direct employers, big or small, detailing how to make their job openings discoverable in this new feature.

People from all walks of life, experiences and backgrounds have undergone a job hunt at some point in their lives. Whether you’re a young adult looking for your first job, a veteran hoping to leverage your leadership experience in civilian life, or a parent looking for a job with better pay to support a growing family, we hope this new experience on Google will help make the job search simpler and more effective.


          500px, ImageBrief - The Crowdsourcing Scoundrels of The Internet        
What camera slinging aspiring pro photographer wouldn't want to be a part of a "Photo Quest" these days? A "quest" conjures up Indiana Jones-esque expeditions for the perfect picture - explorers searching for just the right photo to satisfy the "photo gods of exposure." Who could be so ignorant or desperate? Apparently quite a few, like the natives worshipping a false sun god because of a solar eclipse. Some 840 clueless photographers submitted 6,000 images for the chance at winning the "great honor" of having their creative work product commercially exploited along with 50 others whose work was selected for a FOR PROFIT Lonely Planet book, according to MobileMarketingDaily - "500px Launches Photo Quests, Allows Brands To Crowdsource Original Content" (5/23/16).

 We've written extensively here at Photo Business News about the seriously flawed "SPEC" business model, yet, these models continue to proliferate,  counting on photographers (pro and amateur alike) to line up like lemmings and mindlessly follow each other over the cliff of unsustainability. In February of 2015 we wrote "ImageBrief: A scourge on the photographic industry" yet photographers continue to ask questions in various photography forums. Advertising agencies and design firms are using predatory content resellers like Image Brief to source free ideas and content for their pitches, before they even are awarded the projects. One photographer on the STOCKPHOTO listserv reported watching 50 different briefs and none of them were awarded. According to that same poster, Image Brief is now charging photographers to make a submission for the "privilege" of consideration.

Photographers following these models are destined for failure or otherwise are ignorant to the realities of being in business. According to the MobileMarketDaily article, "...it allows photographers a chance to have exposure on a much larger scale than they may readily have access to." What is especially troubling is that the article cites Canon as one of the brands that has run a "Photo Quest", and had thousands of submissions.
(Continued after the Jump)
Jim Pickerell, over at Selling Stock (subscription required) reported back in April "Drastic Royalty Cuts Change Photogs View Of 500px" reports that photographers are now only getting a 30% royalty on licensing of non-exclusive images.  Consider the concept of "agents" in other businesses, like actors, book agents, and musicians, for example. Their commissions hover around 20%. The idea that organizations like these can take 70% (or more) and leave the creating artist with a pittance, is just abhorrent.  Especially when you're one of several participating in the "quest" and standing a one-in-many chance of winning the gross, and then having to take a pittance of income as your paltry percentage. 

Less than a year ago, Visual China Group led a $13,000,000 round of funding (source) and Visual China Group is most recently known for acquiring the assets of Corbis Images and then folding them into their other investment - Getty Images, as we reported here (Corbis Sale to Unity Glory (and Getty)).  This money must be being used to buy servers and hard drives for all the hopeful photographers, as well as the overpaid sales agents - Glassdoor reports (here) that a Product Marketing Manager earns over $80,000. How is that reasonable at a company which has, according to LinkedIn "51-200" employees and Glassdoor currently has 18 job openings?  It seems everybody is earning a very nice living on the backs of the starving-artist photographer.

These organizations will eventually find that the crowdsourcing/"Photo Quest"/ImageBrief model is not a viable solution, but by then the hopes and dreams of photographers will have even been further dashed, and content consumers like ad agencies and design firms will be further down the line of devaluing photography.

500px is apparently intent upon flushing the photography business down the toilet while reaping profits from their deals with large corporations seeking content and ideas for pennies on the dollar, if not free.

Please post your comments by clicking the link below. If you've got questions, please pose them in our Photo Business Forum Flickr Group Discussion Threads.
          User Research When You Can’t Talk to Your Users        

It’s not breaking news to say that the core of UX, in a vacuum, is talking to your users to gather insights and then applying that information to your designs. But it’s equally true that UX does not happen in a vacuum. So what happens when you don’t have the budget or the timeline to run user tests, card sorts, or stakeholder interviews? What should you do when your company doesn’t want you bothering the paying customers who use their software? In short, how do you do UX research when you can’t get direct access to your users?

While the best methods for gathering user insights entail first-hand research, there are other ways to quickly glean qualitative data about your users’ wants and needs—beyond the usual lightweight guerrilla user testing options.

For a start, companies that are new or have a smaller digital footprint can benefit from things like forums or even competitor reviews to get a better sense of the users in their industry vertical. And for more established companies, customer service logs and app reviews can be invaluable for learning what users think about specific products. Let’s check out a few techniques I like to recommend.

App reviews

When products have a mobile app component, I start looking at reviews posted on the App Store or Google Play. The key, in terms of user research, is to focus on the substance of what the user is saying, as opposed to the rating (i.e., one star to five stars). For instance:

  • Is the user simply disgruntled or are they asking for a tangible feature to be added to the product?
  • Is the user truly thrilled with some aspect of her experience using the app or is she just a brand loyalist?

While reviews do tend to be rather partisan, keep in mind that users are most likely to leave feedback when motivated by an emotional reaction to the product. Emotionally-driven reviews—whether positive or negative—tend to be outliers on the bell curve, so the next step is taking all those reviews and distilling them into tangible insights. Let’s face it, when you want to improve the featureset and functionality, a general reaction to the entirety of an app doesn’t tend to be particularly actionable. Here are a few questions I always start with:

  • Are there missing features users want to see?
  • Do users seem confused by aspects of the UI?
  • Are they complaining about bugs or performance issues that are popping up and making the app unusable?
  • Do people really love a hidden feature that was put in as an afterthought with minimal prominence—something we should consider placing more front and center?
  • Does it seem like people understand how to use the app or do they need a tutorial on first open?

Also, it’s important to remember that feedback on an iOS app may or may not be applicable to an Android app (or mobile web experience), and vice versa.

Customer service logs

Customer service and help center personnel are on the front lines with your users, helping them with specific struggles they encounter with the usability of your products. In other words, they’re constantly learning how users see the product and go about using it.

Since user information can be sensitive, the first thing to try is asking whether service calls and contacts are being logged. If so, ask whether it’s possible to get access to the records for user research purposes. If there are no logs, or if you are unable to get access to them, see if a few brief stakeholder interviews with customer service team members is an option. Use the interviews to learn which types of problems and complaints they routinely field.

Given the nature of customer service and the purpose of help centers, it’s likely that much of the feedback will be negative. Even so, these logs can still provide excellent data. In particular, the feedback can help illuminate policies and business practices that are creating a negative user experience, not to mention identify the points at which they occur during the user journey. And remember, your user experience is about more than just the design of your app and website.

Contact form emails

“Contact Us” forms and messages can be rich with direct input from your users. Obviously, the first things to look for are complaints about an aspect of the site itself. For example, are users struggling to find a feature or getting confused by a certain page on the site? Beyond that, the forms themselves can relate to aspects of the user journey that are problematic.

If a brand or company does not have this feature for gathering site visitors’ opinions, it’s relatively easy to add a contact form, in terms of development effort. However, it’s important to note that if you have a contact form on your site, someone should be actively monitoring it and responding to users.

Industry forums

While the likes of Reddit and 4Chan have given the world of online forums some questionable connotations, the truth is that many online forums are also excellent sources of information about how digital products are operating in the wild, and how specific products and trends as a whole are influencing users. The research insights might be less obvious, but they’re easy to spot if you’re looking for them.

A look at the Apple TV Apps section of Mac Rumors reveals that many users of the 4th generation Apple TV have a problem with the YouTube app not fading out video titles when a video is playing. Similarly, a brief review of the Delta Airlines thread on FlyerTalk shows that users have questions about everything from Economy Plus seating to the Delta and American Express credit card. Reviewing this information could help Delta retool the content strategy and information architecture of their mobile app to address questions more clearly.

Many forums are industry specific, and therefore not applicable to every situation. There are just as many out there, however, that specialize in spanning numerous industries. Ars Technica covers virtually any sort of traditional tech product. For video games, IGN offers helpful feedback from players about everything from game length and storyline to controls. For nutrition and exercise, Bodybuilding.com’s BodySpace forum is a top online destination for users to discuss nutrition and exercise. Of course, not every forum offers in-depth discussions regarding specific apps, websites, or even companies, but each provides great sources of information about what motivates and interests consumers in that industry vertical.

Multi-topic forums can be searched for company- or product-specific threads. Reddit (despite its aforementioned reputation) features thriving, engaged communities of actual users talking about topics of value. Quora offers an almost scholarly approach to the format, with many users possessing strong subject matter credentials to validate their expertise.

Reviews of competitors

Perhaps your brand or product is new in the market and there’s not yet enough data from any of these sources to be actionable. So what then? Find out what your potential users have to say about the competition. If you want to launch a car service, see what users say about Lyft and Uber on the App Store. Want to improve Jet? Read reviews of Amazon Prime. Do you work for InstaCart? Find out what users have to say about Fresh Direct.

In summary

There’s still no substitute for actually talking to your user base, whether that’s initial research in the form of stakeholder interviews or testing design iterations, but even when that’s not an option, there’s no excuse for not gathering feedback from your users.

Good UX design should always be based on user insights, not assumptions about best practices or what might translate from other products and industries. So go find out what your users are saying. From Yelp! to Glassdoor to App Store Reviews, consumers are readily sharing their opinions about businesses of every size, in every industry.


          9 things to avoid when negotiating a salary        


I came across this article the other day. It gives some helpful tips about negotiating your salary. 



You’re 96% sure that you’re ready to schedule a meeting with your boss to ask for a raise. Or perhaps you’re nearing the end of the job interview process and an offer is in sight. However, if you’re like me, you have definitely put your foot in your mouth a time or two saying the wrong thing at the absolute worst moment. Doh!

Don’t mess up. Don’t mess up. No matter how many times you rehearse what to say, there’s always that risk of fumbling right at the five-yard line. Instead of panicking, get prepared.

To coach us along in the salary negotiation process, we turned to Josh Doody, author of Fearless Salary Negotiation. “A salary negotiation is a collaboration, and a key ingredient of a successful collaboration is good communication,” says Doody. “It’s important to be very clear with what you communicate to avoid ambiguity, which could complicate things and slow the negotiation process.”

Instead of Doody simply sharing the things you should say, he’s here to warn you about the potential negotiation landmines to avoid when angling for the salary you deserve. Here are nine things to never say in a salary negotiation:

1. “I’M CURRENTLY MAKING . . .”

The most common question recruiters will ask a candidate is something like, “So where are you right now in terms of salary, and what are you looking for if you make this move?” Don’t fall for it.

Instead of asking for “more” salary or “more” vacation, this is your time to get specific.
“I call this the ‘dreaded salary question,’ and it’s tricky because it usually comes up early in the interview process, and most candidates don’t think of it as part of a salary negotiation even though it is,” says Doody.

“Answering this question by disclosing numbers can make it very difficult to negotiate effectively later on because it can box the candidate in. Once they disclose current or desired salary, the offers they get are very likely to be tied to those numbers. That can be very expensive if the company might have offered them a much higher salary than they disclosed.”

2. “MY DESIRED SALARY IS . . .”

Don’t disclose your current or desired salary! “Recovering from this mistake can be tricky and each situation is unique. But one way to untether from those original numbers is to review the benefits package for deficiencies,” says Doody. “If the health insurance offering, paid vacation, target bonus, or other aspects of the benefits package are underwhelming, the candidate can use those as reasons to ask for a higher salary to compensate.”

Instead, try something like:

I’m not comfortable sharing my current salary. I would prefer to focus on the value I can add to this company rather than what I’m paid at my current job. I don’t have a specific number in mind for a desired salary, and you know better than I do what value my skillset and experience could bring to your company. I want this move to be a big step forward for me in terms of both responsibility and compensation.

3. “SORRY”

According to Doody, “negotiating is uncomfortable, and our natural tendency is to try to smooth the edges on a difficult conversation. Saying sorry could signal to the recruiter or hiring manager that you might be willing to back down, and that could be expensive. Don’t apologize for negotiating.”

4. “NO”

“You want to continuously improve your situation throughout the negotiation and you do that by avoiding negative language and focusing on positive language. Instead of “No, that doesn’t work for me” (two negative words), you can say, “I would be more comfortable with . . .” (a more positive expression).

“Saying sorry could signal to the recruiter or hiring manager that you might be willing to back down . . . Don’t apologize for negotiating.”

Negative words slow things down and may put up walls that make collaboration difficult. Using only positive words is difficult at first, but you’ll get better with practice.”

5. “YES”

While this may sound like the exact word to use when speaking to an HR recruiter, Doody insists it should be used with caution. “You’ll often get a job offer that seems really appealing, and it might be far more than you expected. Your instinct in that case might be to just accept the offer because it’s so good.”

But is it too good?

“It’s possible you underestimated your value in this situation. Instead of “Yes,” formulate a counteroffer to see how much you can improve it. The negotiation should end with the company saying “Yes” to you. Once they say “Yes” to you, or you run out of things to ask for, then you are finished negotiating.”

6. “LATER”

As in, “I can deal with that after I start.” Procrastinators, this one’s for you. “Sometimes it’s easier to avoid uncomfortable parts of a negotiation by deferring those parts of the conversation until after you’re hired. That can be a very expensive mistake because you won’t have the same latitude to negotiate and improve your position once you’re in the door. Push through the discomfort and get the best possible result now.”

7. “TRY”

In expressions like, “Can we try . . .?” “’try’ is a passive word that leaves a lot of wiggle room, and you don’t want that,” insists Doody. “It’s easy for someone to say—honestly or not—”We’ll try…” and reply with, “We tried and it just didn’t work out.” Don’t ask them to “try” to do something. Instead, use more positive language like “I would be more comfortable with…”.”

8. “MORE”

While this word seems counter intuitive because you are negotiating to get more, it’s a word that is too general for a successful negotiation. Instead of asking for “more” salary or “more” vacation, this is your time to get specific.

“Don’t leave things to the imagination once you’re negotiating. Instead of “Could you budge on the salary?” say, ‘I would be more comfortable with a base salary of $105,000.’”

9. “WANT”

Lastly, the word “want” can tank negotiations. Using it can undercut the entire premise of your argument that you deserve to be paid more and you deserve a more competitive salary. Go into a negotiation with facts and figures, making a compelling case. Start with printing out your results using a tool like Glassdoor’s personal salary estimator, Know Your Worth. See what you base salary should be and see what the industry norms are.

“You could talk about what you want, which just isn’t all that important. Or you could talk about what the company wants, which is not as potent as talking about what the company needs, which are the most important thing,” adds Doody. “Focus on the company’s needs and how you can help meet those needs so they can easily see your value and work to compensate you for it.”

Get your money. It's not about what you are worth...it's about what you can negotiate. 
          Corruption at Brevard Community College        
The other day I was reading an article and someone referenced in a comment Max & Me, a book written by a former faculty member of Brevard Community College (BCC). The commenter used it to further explain a point about employee relations in academia, and since BCC is a short drive from where I live, I was interested to know more. Although the online version of the book I've linked is crappy (it's a backup from a Geocities page and the links are all broken, so you'll have to navigate through the work by changing the last part of the URL from `max3.htm' to `max4.htm', etc. up to `max42.htm'), it's a fascinating read.

In short, it's the tale of a professor at BCC who realizes the president, board of trustees, and some of the administration are corrupt and using the school as a cheap or free source of food, labor, materials, and in some cases money. It begins innocently enough, with the professor wanting to ensure that BCC delivers high quality education, and realizing that the administration is conspiring to make the college pass its accreditation audit without actually meeting the standards, he starts pushing for change at BCC to improve the quality of education. He is met with resistance by the administration, which leads him to push harder, and he ends up uncovering widespread corruption within BCC's administration. He is ultimately fired and at the time of publication (in 1993) had ongoing lawsuits against BCC.

The professor in question, Marion Brady, has also been active in curriculum design and teaching methods, and today regularly writes op-eds for newspapers. I can't, though, seem to find much followup on his situation with BCC. Google turns up a few court judgements which suggest his case was eventually allowed to be heard, but I couldn't find record of the case actually coming to trial, so it may have been settled out of court. Brady doesn't even list Max & Me as one of the books he's written on his website, and according to Amazon it seems to be out of print with just a few copies floating around.

But maybe most telling about the current situation at BCC is a review left on Glassdoor by a current employee essentially stating that not much has changed. Max King, the president when Marion Brady was at BCC, is gone, but much of the administration's attitude seems unchanged. I haven't heard anything about reform at BCC, and Max & Me is the only thing I've ever seen discussing the problems there, so it would seem that BCC continues to languish under bad administration. I'd like to be wrong, but I can believe it.
          Essential Reports and Trends as We Enter 2017        

There's no question that 2016 threw a lot at us. It's tough to keep up with trends and industry news â€” which is one of the reasons I began The Full Monty as a newsletter nearly four years ago. [Note: if you don't yet subscribe, here's a quick way to get on board.]

Given that it came fast and furious, you may have missed a few of the essential reports or industry developments, so we've got some of those of which you should take note. And if you find this or our regular updates of any help to you professionally, we'd urge you to consider supporting us on Patreon.



Trust in Flux

The Edelman Trust Barometer continued its annual summary of what the world thinks of the government, media, NGOs and businesses, and this year indicated a widening gap between the informed and uninformed public. Given the recent spate of elections, it's our prediction that this trust gap will widen in the coming year.




Broaden your Horizons

As a classics major, we were drawn to this piece on why everyone should study classical culture. Aside from being inspired by the less-than-usual sources, it also helps with strategic thinking, as you begin to see the interconnectedness of ideas. And it makes you more interesting to talk to.


The Boss Needs Help

CMO.com's top 10 marketing trends for 2017 takes a look at what executives need to deal with in this world that's half-digital, half-analog in its thinking. From geo-political uncertainty to issues of trust, the rise of AI, blockchain and mobile, and the confusion around multiple vendor partners, it's a lot for any single executive to deal with.


While I Have Your Attention

Meanwhile, CMOs are getting antsy. It's not surprising, given that the average tenure of CMOs has dropped to 44 months. But CMOs have desires for 2017, and they include â€” among other things â€” a broader focus on brand, fewer AORs and more specialty shops, and better justification for investment in marketing.


Social Business Is Everyone's Business

Altimeter looked a little deeper at the state of social business in 2016. For those not familiar with social business, this is the concept of taking what's learned externally and bringing it back into the enterprise, to benefit from the input. What's becoming even more prevalent is the move away from just sharing on social media, and gathering data and insights that must be integrated across many different departments. Innovation itself is no longer enough, as companies struggle with integration: from customer service to customer data, with a better governance structure in place to alleviate confusion.




Like, Comment or Share this 800-lb. Gorilla

Meanwhile, the Pew Research Center took stock of the demographics of various social platforms in 2016, concluding that there's no stopping Facebook. Engagement and usage of Facebook is on the rise, with 79% of online Americans using Facebook, more than double the share that uses Twitter (24%), Pinterest (31%), Instagram (32%) or LinkedIn (29%). That's 68% of all U.S. adults.



Newsflash: Marketers Use Social to Self-Promote 

Buffer took at look at the state of social media in 2016 and found that marketers are very good at talking about themselves on social channels (SURPRISE!). Video is still top of mind for many marketers, but it's a challenge to find the time and budget to make good on it. Video is currently a hot commodity on Facebook, and 93% of marketers are on Facebook, where they're spending money. And surprisingly, only 21% of respondents are using social channels for customer service. That's a big opportunity for improvement, and frankly one that should take precedence over finding the time and money to spend on video creation.


The Future of Work Still Includes Work

The future of work is changing, and we need to change with it. According to Glassdoor, HR needs to get with the program by transforming itself to a "people science" by making use of data. This may be a hard pill to swallow for a department that is largely behind the times in adapting to changes; marketing and communications have already shown how much they lag, and they're usually change agents.

The report also notes that automation doesn't necessarily portend fewer jobs. The more likely scenario is different jobs. Other observations: there's an increased desire for nontraditional benefits and the gig economy may lose steam as demand for such services decreases.


When News Breaks, We Fix It

Nieman Labs has more predictions for journalism in 2017 than you can read on your commute. There's no question that 2016 marked a wild and unpredictable year for journalism, from unexpected election results on both sides of the Atlantic to the crescendo of "fake news" exacerbated by Facebook and Google. From trust to truth, communities to transparency, drones to data, video to VR and more, there's a number of topics that deserve your attention in this round-up.

But it's clear now more than ever that we need to make the case for journalism as a profession and to step up and pay for good reporting.


Uber for Monopoly

Naked Capitalism ran a four-part series called Can Uber Deliver? in which it used data on the industry's competitive economics, to address the question of whether Uber’s aggressive efforts to completely dominate the urban car service industry has (or will) increase overall economic welfare. It's a long read, but if you're at all interested in the gig economy or the ride-hailing industry specifically, it's worth spending some time on this series.


We hope this summary has been helpful. If you don't yet subscribe here, please click here to get your free email updates. And the same goes for The Full Monty.


Photo credit: Bruce Guenter (Flickr)

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          Comment on Bloomberg Businessweek: A More Nuanced Approach to Discussing Nuance Please by Susan Travis        
Just one point on the amazing innovation of Nuance. Voice recognition software requires "training", and that requires human beings to correct the many mistakes made by even the Cadillac of VR software. Every time it's corrected by a human, the software "learns" what that doctor is saying, so over time and repetitive corrections the VR drafts are adequate. When the humans working on hospital X have sufficiently trained the software to recognize all the doctors at hospital X, that account suddenly has no more work available to the humans that trained the software. Where does it go? Maybe to the thousands of transcriptions employed by Nuance in India. Good business sense; they work for less money, therefore increasing the bottom line. Now, for the humans who trained the software for hospital X, they're assigned a new completely untrained account and the cycle repeats itself. They still have work and Nuance makes money for the employees and investors. Here's the fly in the ointment; the humans that train the software in the United States are paid BY THE LINE. That's right, 4 cents per line regardless of their years of experience, how long they've been with the company, college degrees, etc. So, whereas they may have worked their way up to $15 an hour after training hospital X software for many months, they are rewarded with a new account in a new city with new account specifics, new doctors and VR drafts that accurately recreates about 50% of what the doctor dictates, for which they might make minimum wage. Check the ratings for Nuance on Glassdoor.com or read some of the real-life experiences of their employees on MTStars.com before you pat them on the back for a job well done or start feeling sorry for them because they were beat up in an article. Words do matter, but they're just words, and Nuance deserves so much worse than that for their years of abuse to the dedicated men and women who work very hard to create safe, accurate medico-legal documents when their fellow Americans have the misfortune of ending up in a hospital.
          Personal Vacation Manager        
Fort Lauderdale, FL, United States Online Vacation Center

Personal Vacation Manager 

Are you “Passionate about TRAVEL”? Have you always wanted to “TRAVEL THE WORLD”?

 We are looking for talented individuals with 5+ years of experience in Cruise Sales who are committed to providing consistent, white-glove customer satisfaction and service in one of the most advanced call centers in the travel industry.  

If you are ready to make a change here is what Online Vacation Center can offer you:

Earn $60,000 in your first year, guaranteed

Paid overtime for all hours worked over 40 per week

An additional week of paid vacation for job-training cruises and tours to travel the world

Appreciation and support from management

IATAN travel discounts and a comprehensive, competitive benefits package

The ability to earn $90,000+, set your own hours and work remotely after 4 – 5 years of dedication and hard work in this Career Position 

Inbound and Outbound qualified leads are provided, we sell exclusive products that cannot be purchased anywhere else and our expert business development and marketing teams know how to make the inbound phones ring. Your job is to is be knowledgeable and provide an exceptional vacation booking experience from start to finish for our valued customers in order to receive repeat business and referrals, building your customer base with unlimited earnings potential. That’s it! We provide you online and classroom on-the-job paid training for the products we sell, CRM system we use and lots of support for a successful, lucrative career. 

Requirements:

  • Four-year college degree
  • 5+ years of Cruise Sales experience
  • Excellent customer service skills, focused on building customer relationships and cultivating those relationships to develop repeat and referral business
  • Organized, strong follow up skills and the ability to manage multiple customer requests on a daily basis
  • Excellent English communication skills, both written and verbal
  • Willingness to come to work every day with a positive “can-do” attitude
  • Strong work ethic; self-motivated goal setter with a consistent desire to always exceed standards and earnings potential
  • Comfortable in a high-volume call center environment
  • Proficient in Microsoft Office, CRM’s and Internet searches
  • Flexible schedule (nights, weekends, and holidays as necessary)
  • Non-Smoker

If you meet the requirements above, we want to hear from you. Remember, only serious candidates with 5+ years of Cruise Sales experience that truly want to build their career as a Personal Vacation Manager need apply.              

Please forward your resume to:  hr@onlinevacationcenter.com   

Visit our website at: www.onlinevacationcenter.com                                                      

About Us

Online Vacation Center Holdings Corp. is a Florida holding company with 85 staff members focused on internally growing and developing its group of diversified vacation marketers with a range of products that can be cross-sold to an extensive database. OVCH is a publicly traded holding company that consists of five wholly owned subsidiaries:

  • Online Vacation Center (one of the nation’s largest retailers of cruise products)
  • Dunhill Travel Deals (a premier publisher of handpicked travel deals)
  • Expedia Cruise Ship Centers/OVC (a host agency with over 100 home based agents)
  • Enrichment Journeys (a travel wholesaler of land vacations combined with cruises)
  • Luxury Link (an online marketer of luxury hotel accommodations)

In 2015, the combined enterprises sold more than $80 million in digital media and travel products. The company is based in Fort Lauderdale, is conveniently located at I-95 and Broward Boulevard and has been in business since 1972. We are a smoke-free organization.

Online Vacation Center can make YOUR dreams come true! Last year our staff travelled to EVERY continent! To get a better idea of our culture, visit our Glassdoor profile where we have an excellent employer rating! We LOVE what we do!


          Fired Google engineer compares high-paid tech job to Soviet forced labor        
Fired Google engineer compares high-paid tech job to Soviet forced labor Former Google engineer James Damore, who was fired for distributing a memo suggesting women are not biologically suited for certain types of work, is now branding himself as a brave truth teller. In what appears to be his new Twitter account, Damore can be seen wearing a shirt with the word “Goolag,” a play on “Google” that means to suggest the Silicon Valley search company is something like the infamous Soviet camps where prisoners were worked and starved to death as part of one of the 20th century’s worst genocides.

Google, which provides free meals, massages, and fitness classes at its Mountain View, California headquarters, pays engineers like Damore a typical salary of $162,000, according to Glassdoor, not including extra... Reported by The Verge 2 hours ago.
          32 Brainpan burn        
Turbines power up, dullpulse rumble beneath the floorboards. Wall bulges, retreats, repeats, heartbeat. Airpulled under door, deep inhale.

Kindred toes woolfake hallway carpet, ridged like the inside of a throat. The Watcher stonestill as Buddha in the doorway of 266, on guard.

Sprinting Kindred glimpses hot white eyeballs as he passes, pupils contracted to pinpoints, redrimmed black keyholes, unblinking thinking.

Smacking glassdoors in fishbowl lobby, sidewalking in bare feet, cigarettes glow in ambulance windscreen, fireflies immobile, pinstuck dead.

Kindred slaps driverwindow palmhard, glass crinkles, a push and it falls away in soft round pebbles. But the ambulance is empty, idling low.

Fireflies were reflections of flashlights, cops yellowtaping exterior balcony, dead cleaning woman legs akimbo over the railing, mannequin.

Play acting? Not real corpse. Kindred processing visual input, notes Dick Overtone appears to be supervising police strike force, so rigid.

Overtone drops plastic cleaning woman into dumpster, cops disperse, mumbling. Crewcut mesomorph hands Kindred a driver's license, tattered.

Signed by Johnson Dack, Watcher killed at the Trinity blast, 1945. But the picture is Kindred's father. Kindred uncertain, squints, what?

Conspiracy? Attempted cover up? Red herring? His father co-opting Dack's ID so the G-Men would assume he was dead? Or am I hallucinating?

Kindred the Elder, whitefaced in goggle glasses peering at the nuclear sunburst, windwashing burnt skin with sandblasted savagery, primal.

If my father died standing outside the shelter, then who rode with me across New Mexico? Who was pulled from the car by government agents?

If he died, head of the program, maker of the pompombomb, IQ 210, no wonder he became the iconic leader of the 12 disciples. If he died. If.

Was I so brainscarred I did not could not would not recognize the man in the car as the road rolled away in dry snakeskin patterns after us?

Yubbadubba brainpan burn. Valveleak on brainstream download Life of Kindred, 1940s, Inject 3.2. Subject misfiring, needs corrective action.

Maintenance Report 2009.1.27.1b Technician unable to override burn on Subject: Kindred. Note Inject 3.2 corrosive mismix. Issue pain recall.

Observation matrix indicates Subject: Kindred behaving v. erratically. Should be considered Dangerous Level 5. Uncontrollable, unstoppable.

Ambulance drivers unable to execute exit pickup. Forced to abandon immediate area when facing imminent confrontation with Subject: Kindred.

Send two armed technicians to pullback ambulance when Subject: Kindred is sleeping. Warning: Two burning cigarettes on floormat. Extinguish.

Recommendation (needs signature of commissioner): Disavow responsibility for any actions committed by Subject: Kindred due to brainstream.

Kindred squatting on the carpet in the doorway of 266, face to face with the Watcher stony chairbound monitoring hallway activity. Eyelock.

No noticeable chest movement, no respiration, eyeglazed, grayskinned. The Watcher a statue, rockharddead. Kindred thumbclosing his eyelids.

Kindred shedding ownskin pinkly, steaming nozzle showerscalding. Highwhine turbines. Stepping out, toes splayed, rebirthed, a brandnew man.

CLICK TO READ NEXT CHAPTER

          Diagnostic Radiologist / Interventional Radiologist Salary 2017        
The two main branches within radiology are diagnostic radiology (DR) and interventional radiology (IR). While the training pathways for both have significant overlap, they represent two distinct career paths. With recent changes by the American Board of Medical Specialties, in conjunction with the American College of Radiology and American Board of Radiology, interventional radiology will become the newest residency-level specialty offered in the United States. Whereas previously, to become an IR, one had to complete a DR residency and then undertake a one year IR fellowship, the new paradigm matches people to an "interventional radiology residency" directly out of medical school. They still do an internship and three year diagnostic imaging training (jointly with the DR residents). However, after taking the ABR Core Exam, they separate out to do two focused years of interventional radiology training.

What effect will this have on salaries for diagnostic and interventional radiology salaries? 

In the short term, not much. The new residency-trained IRs will not hit the job market for at least another five years. Even then, the experience of the working IRs will likely trump the additional clinical training of the new graduates. However, over time, one can foresee a tipping point being reach, where the value of the additional clinical skills outweighs the benefit of experience. Already, in general across specialties, studies have shown that physicians closer to training have fewer medical errors. This finding goes against the conventional wisdom regarding physician experience. For those IRs already in practice, it behooves them to maintain both their technical and clinical skills.

What are the salary trends for radiologists in 2017?

As with any future prediction, many local and national factors must be taken into account to determine salary at any particular location. According to Glassdoor, the national average for a diagnostic radiologist is $291,500 with a range of $158k to $473k. The national average for an interventional radiologist is $388,889 with a range from $144k to $489k. Combining both subspecialties, and utilizing feedback from actual radiologists, Medscape pinned the average radiologist salary at $375,000 in 2016, which represented a 6% increase over the prior year. However, they also note that a radiologist's salary ranges from $336k in the Northwest to $416k in the Southeast, likely representing the interplay of supply and demand.

What other factors play a role in radiologist compensation?

Besides geography, many other factors contribute to a radiologist's ultimate salary and benefits package. Here are several factors to consider:

  • Academic vs. private vs. employed
  • Full-time vs part-time
  • Subspecialty
  • Gender (indirectly / confounded with part-time status)
  • Compensation model
Generally speaking, private practice jobs have better compensation, although in exchange for working more hours. Full-time clearly pays better than part-time. Variation around subspecialty, especially interventional vs. non-interventional will affect additional pay, especially for call coverage. The compensation model (RVU-based, flat salary, hybrid) will also affect one's discretionary income. 

How can I affect the salary I make?

The best way to improve one's salary is at the beginning. Negotiate aggressively for a higher base of pay (within reason). If you already in a practice, you can consider asking for a raise, or looking at other groups to see what the fair market value is of your work. If you find a better opportunity elsewhere, you can either use that as negotiation leverage or potentially take that offer and move. If you are not looking to make a change, another avenue is to research how your practice actually generates revenue. Once you understand that, you can work to either manage costs better or to bring on new service lines to increase the top line revenue the group takes in, which should translate to increased income for you. Good luck in 2017! 




          The Best Enterprise Software Companies And CEOs To Work For In 2013        

Comparing the latest Price Waterhouse Coopers (PwC) List Of Top 100 Global Software Leaders published in  May of this year with current  Glassdoor ratings based on employee feedback provides valuable insights into the best software companies to work for in 2013. The Glassdoor ratings of the percentage of employees who would recommend their employer to [...]

The Best Enterprise Software Companies And CEOs To Work For In 2013 is copyrighted by Louis Columbus. If you are reading this outside your feed reader or email, you are likely witnessing illegal content theft.

Enterprise Irregulars is sponsored by Salesforce.com and Workday.


          Having a Phone Interview? These Tips May Help You Out:        
By: Nicolas Odeh

Now that we are nearing the end of the school year, a lot of are looking for (if you haven’t already found) jobs for the summer/the beginning of our professional careers. While it goes without saying that there are a ton of jobs out there in a multitude of industries, almost all of them have one thing in common; you have to interview for them. Whether it’s in person, Skype, a telephone interview, or survey, there are a great deal of ways that that employers utilize to make sure that they are hiring the right personnel.


Over the last year, I’ve had over a dozen interviews – some in person, some over Skype (or any webcast), and over the phone. Below are some pieces of advice I’d like to offer you guys that would help make phone interviewing not only easier, but to help tip the scale in your favor.
 

1)      Have your Resume and Cover Letter on hand: A lot of employers base their interview questions on things they’ve seen on your resume or cover letter, so be ready to answer questions about it. If you have several copies of your resume, make sure it’s the same one that you submitted to that company (especially your cover letter!)
 

2)      Print out the Job Description: As the old adage goes, “never put all your eggs in one basket.” Employers are very conscious of the fact that students are applying for jobs all over the place. Just because you don’t necessarily have all your eggs in one basket does not mean you don’t have to give them your undivided attention in the interview. Know what the position is, know where its located and know what the job requires of you.
 

3)     Use a Landline: Simple, right? The last thing you need is a dead battery or a dropped call during a phone interview. Those are nearly impossible to recover from! If you do not have access to a landline, Oregon Tech Career Services has a conference room with a landline (and webcam) to help you get the job you want!
 

4)      Research as much as you can!: This goes for all interview types, regardless of setting. Give yourself the best chance of getting the job. Find out who you’re interviewing with and see if they have a LinkedIn account – it could help you connect with them even better. It’s also a good idea to know about the business as a whole, not just the position you are interviewing for. Not sure how much the job should pay? Check out places like www.cbsalary.com or www.glassdoor.com to find out about what you should be expecting for the position you are applying for.
 

5)      Make sure you have water: During a phone interview, the only thing you have to project yourself is your voice! The last thing you need is for your mouth to go dry, because then you’ll start to stumble on your answers. While that may be the case, the employer may have no idea that is what’s actually happening, so to them it comes off as a potential lack of confidence.

6)      Dress For Success: The one thing that you should always consider in a phone interview is your voice intonation, and how confident you sound. Even though your potential employer cannot see you, it may help to dress for the interview (even if it’s just putting on a shirt and a tie!) so that it helps put you in the interview mindset.  
 

Phone interviews are usually one of the first steps in the interview process. Doing well in phone interviews usually leads to in-person interviews, so your success at phone interviews is paramount. For more information on finding the right job for you, and any other career related endeavors, check out Career Services at www.oit.edu/career and “like” us on Facebook – www.facebook.com/OregonTechCareerServices.

          Berliner Start-up: Soundcloud steht offenbar kurz vor einer rettenden Finanzierung        
Soundcloud Büro
Bild: Glassdoor
Gerüchte um eine Krise bestimmen seit Monaten die Berichterstattung um Soundcloud. Nun soll das einstige Vorzeige-Startup aus Berlin kurz vor einer rettenden Finanzierung stehen.
          Can Technology Solve the Employee Engagement Crisis?        
Can Technology Solve the Employee Engagement Crisis? 919-274-6862 David Menzies
LONDON & SAN FRANCISCO, Calif. -- StaffConnect Group, provider of the world's leading enterprise mobile employee engagement platform, today announced the availability of a new eBook entitled, "Can Technology Solve the Employee Engagement Crisis?"  The new eBook proves out why this is no longer just an HR issue, drawing the direct inarguable link between a lack of employee engagement and the negative impact on business performance, reflected in declining corporate profits, shareholder value and the bottom line - by as much as 202%.


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The eBook states that according to Gallup, only 13 percent of employees worldwide are actually engaged at work. The situation is slightly better in the U.S. but not much-less than one-third (32 percent) of American workers report feeling involved and enthusiastic about their job. And research by Temkin Group shows that as company size increases, engagement decreases.  Comprehensive research and statistics from world renowned authorities including Bain, the Bureau of National Affairs, Deloitte, Forbes, and Glassdoor, among others, further demonstrates the employee engagement "crisis" being faced today, around the world.

However, there is a light at the end of the tunnel.  The eBook further substantiates that in a world that's increasingly digitally driven and focused, the key to employee engagement is integrally connected to technology.  Today's workforce is no longer tied to their desks, working on the road, from home offices, and from other non-traditional settings, as well as geographically distributed.  And, millennials dependence on social interactive technology to communicate and gather information has had an increasing influence in the workplace.  A slick user experience is a must, and its not just the millennials that have become expert in quickly finding an alternative if deemed otherwise.  Sleek, customizable, mobile-based solutions that support these paradigms are already available, and will be those that are most rapidly and successfully adopted.  And not surprisingly, analytics is critical.  A sincere hope and belief in an organization's employee engagement success is no longer enough.  Organizations must employ a technology platform that allows them to effectively measure engagement, so that they can use this information to make true cultural shifts to improve their employees' experience of the company.

"As organizations begin to fully understand how a lack of worker engagement affects a company's overall performance and success, the discussion is being elevated from the conference room to the boardroom," said Geraldine Osman, Vice President of Marketing, StaffConnect.  "And, like virtually every other critical business challenge faced over the past century, savvy forward-looking leaders know that innovative technology holds the key."

To read "Can Technology Solve the Employee Engagement Crisis" please visit: https://www.staffconnectapp.com/how-can-technology-solve-the-employee-engagement-crisis/

StaffConnect delivers the world's leading mobile employee engagement platform. The StaffConnect solution transforms the employee experience by enabling large enterprises to connect, communicate and engage their entire workforce, especially remote, non-desk employees. The customer-branded mobile app gives employees 'a voice' - with access to company and user-generated content to increase loyalty and productivity. The cloud-hosted platform empowers employers to target that content, with analytics, to deepen engagement with everyone. From offices in London and San Francisco, StaffConnect's platform and domain expertise are supporting large businesses around the world to inspire their workforces to deliver better performance, improved customer experiences and greater shareholder value. For further information, please visit: www.staffconnectapp.com.

*NEW! Bury the competition under a landslide of publicity you create yourself with online PR courses from Innovative Public Relations. Enrollment for the second session of PR101 is underway, click here for details*
          Managing Your Online Reputation: Social Media Breakfast Recap        
online-reputation

How many of you read reviews on a restaurant before you eat there? Or research a product before you purchase it? Or even browse Glassdoor reviews before interviewing at a certain company? We all know why online reviews are important: they’re one of the... Read More

The post Managing Your Online Reputation: Social Media Breakfast Recap appeared first on Spyder Trap Digital Marketing Blog.


          Why Company Culture Is About More Than a Foosball Table        

More and more, companies are using platforms like Facebook, Twitter, and Glassdoor to present themselves as attractive employers. While online presence is important, companies need to remember that it’s just one means of communication which should reflect their internal culture. Only when these two align, can employers win great talent. The startup working environment can […]

The post Why Company Culture Is About More Than a Foosball Table appeared first on Journal by Jobspotting.


          (USA-MS-Jackson) Operational Excellence Partner - Gulf/South Atlantic Region        
**Opportunity Details:** **Overview:** _Nashville, Tenn.-based Bridgestone Americas, Inc. is the U.S. subsidiary of Bridgestone Corporation, the world’s largest tire and rubber company._ _Bridgestone Americas and its subsidiaries develop, manufacture and market a wide range of Bridgestone, Firestone and associate brand tires to address the needs of a broad range of customers, including consumers, automotive and commercial vehicle original equipment manufacturers, and those in the agricultural, forestry and mining industries._ _The companies are also engaged in retreading operations throughout the Western Hemisphere and produce air springs, roofing materials, and industrial fibers and textiles. The Bridgestone Americas family of companies also operates the world’s largest chain of automotive tire and service centers._ _Guided by its One Team, One Planet message, the company is dedicated to achieving a positive environmental impact in all of the communities it calls home._ **Position Summary:** This role partners with our GCR Tires and Service centers and their Market Managers, administering site assessments, educating store personnel and implementing improvements throughout the line organization. Additionally, Opex Partners will specialize in one of 11 key areas of focus and act as subject matter experts in his/her area, where they will conduct regular continuing education sessions for colleagues. **The Gulf/South Atlantic territory covers the states of Arkansas, Louisiana, Mississippi, Florida, and South Georgia. The ideal candidate will already live in the region, or be willing to relocate.** **Responsibilities:** + Be an influential partner in assigned Market(s) with an unwavering desire to execute company vision and goals. + Partner with Market Managers to prepare store action plans to drive accountability within assigned GCR locations. + Promote operational excellence in all store functions by ensuring stores comply with all GCR standard operating procedures and policies. + Review of analytics and reports to draw conclusions and identify root cause for issues. + Identify gaps in store personnel and processes. + Administer site assessments, communicate status and complete follow-up activities. + Recognize, develop, document and communicate "Standards of Excellence" in given specialty area. Be subject matter experts and develop/update SOPs as required. + Take responsibility as needed to research and resolve open questions or issues. + Train field teammates in a wide variety of internal facing and customer facing initiatives. + Utilize available training resources and e-learning platforms to manage and ensure teammates in assigned Market(s) are well equipped for success. + Other duties as required. **Qualifications:** **Required:** + Must have the ability to travel 85%, which is primarily region based. + Possess strong computer skills, including Excel, Word, Outlook and tablet capabilities. + Ability to learn TireMaster Enterprises/TirePro systems within 3 months. + Capability to interpret and train P&L statements. + Have a working knowledge of industry best practices and benchmarks. + The ability to use influence skills to drive operational behavior changes. + Able to, both verbally and in writing, communicate effectively and professionally with all individuals within the company, our suppliers, and our customers. + Be a positive, improvement oriented, motivated self starter. + Lead independent projects. + Support and coordinate initiatives across business groups. **Preferred:** + BS/BA Degree strongly preferred or equivalent combination of education + work experience. (i.e. if no degree, then 7 years industry experience is required for consideration) + 7 years relevant experience + Experience wwth situational analysis and process improvement + Advanced experience in one or a combination of the following specialty areas: + Commercial Truck tires and service + Off the road tires and service + Mining tires and service + Retail automotive tires and service + Service Department/Dispath + Commercial sales + Point of sale business systems and technology + Fleet Compliance, Safety & Accountability + Inventory management + Back office process and paperwork + Tire Industry Association *Indeed *Glassdoor *Li-Priority **Employee Type** _Regular Full-Time_ **Degree Preferred** _4 Year Degree_ **Requisition ID** _2017-114998_ **Posted Date** _8/8/2017_ **Location** _US-MS-Jackson_ **Zip Code** _39056_ **Functional Area** _Operations Management_ **Category** _Operations_ As an Equal Employment Opportunity (EEO)/Affirmative Action employer, it is the policy of Bridgestone to consider for employment all individuals regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, gender, sex, sexual orientation, gender identity and/or expression, genetic information, veteran status, or any other characteristic protected by federal, state or local law.
          Yell Careers win Onrec Social Media Award        

Yell's Talent Acquisition Team have been honoured with the Innovative Use of Social Media in the Recruitment Process Award at the Onrec Online Recruitment Awards 2016.

The renowned awards ceremony from online recruitment news resource Onrec, now in its 12th year, celebrates talent and achievements in the online recruitment industry over the past 12 months.

Talent Acquisition Consultants Dora Denman and Syreeta Harewood picked up the award on behalf of Yell at a black tie event held at London's The Grange, St Paul's Hotel on March 10, 2016.

The award recognises the innovative work of all in Yell's Talent Acquisition Team, who over the past year have increased followers and engagement with Yell Careers across Twitter, LinkedIn, Facebook and online recruitment hub Glassdoor.

"The Yell Talent Acquisition Team have worked extremely hard to keep ahead of the digital game and make Yell Careers known across all our social media platforms," said Dora Denman on the win.

"This is the first award our internal team has won, and receiving it feels amazing! It's a recognition of all our hard efforts and we're excited to continue using social media and trends within the digital market to attract the best talent to Yell."

The shortlist for the Innovative Use of Social Media Award also included Ericsson, Paypal and Deloitte. See the full list of Onrec Award Winners 2016.

In similar award news, Yell's Talent Acquisition Team were also named as finalists for Best Candidate Experience at The Firm Awards 2016, in what was a highly competitive year for the in-house recruitment awards. The Yell team are proud to be nominated alongside PepsiCo, SAP SE and O2.

Don't forget to follow @yellcareers on Twitter for more award-winning updates from the team.

The post Yell Careers win Onrec Social Media Award appeared first on The Yell Blog.


          Yell is one of the best places to work in 2016        

Yell are happy to announce we have been named one of the top 25 UK companies to work for in 2016, according to employer-ratings and job search website Glassdoor.

The Glassdoor Employees’ Choice Awards, now in their eighth year, are judged by anonymous staff reviews shared on Glassdoor throughout the past twelve months. Feedback looks at work environment, company culture and overall job satisfaction to determine the company's ranking.

Yell joins the ranks of global tech leaders Google and Expedia on the list, as well as some of the UK's most prominent companies such as PwC, John Lewis, Unilever and Procter & Gamble.

“The Glassdoor Employees’ Choice Awards are the only workplace awards based on the authentic voice of those who really know a company best – the employees." said Robert Hohman, Glassdoor CEO and co-founder. "For anyone hoping to find a job and company they love, these companies stand tallest for providing outstanding work environments and company cultures.”

Dora Denman, Yell Talent Acquisition Consultant, said of the Glassdoor award: Yell is extremely proud to have been recognised by our employees as one of the UK’s top 25 places to work in 2016.  This award from Glassdoor is testament to the working environment at Yell across our four offices and field based teams."

Find out more at Yell's Glassdoor homepage.

View the complete list of Glassdoor Best UK Places to Work 2016.

The post Yell is one of the best places to work in 2016 appeared first on The Yell Blog.


          Despre interviuri        
Vreo patru ani am stat sub tirania a doi Tipicari la serviciu si acum a venit randul meu sa fac pe mofturosul. E vorba de interviuri. Loc in care nu exista nici "atatia candidati talentati", nici criza, nici beneficii care sa compenseze un salariu de baza mai mic. Acolo sunt eu, cel mai bun, cel mai muncitor, cel mai destept, cel mai creativ si mai cu seama cel mai modest :)

30 de fise de post primite, 15 aplicatii, 9 interviuri initiale, 5 interviuri finale, doua oferte, un job. Trei intrebari principale la care se rezuma orice interviu in zilele noastre. Pe bune, 3. Orice alta intrebare e inclusa in astea.

1. Tell me about yourself

Unii intervievatori tin totusi sa faca precizarea: adica sa ne treci prin cv insistand pe punctele relevante pentru jobul la care ai aplicat. 

La o prima vedere, pare redundant. Deja le-ai trimis cv-ul iar ei l-au citit si l-au selectat pentru interviu. De ce l-ai recita din nou ca pe o poezie? Numai ca tu nu trebuie sa le spui ce-ai facut. Trebuie sa le spui o poveste. O poveste care poata sa vanda sau sa nu vanda. Iar publicul cumparator e alcatuit din cele 2-3 persoane care te intervieveaza pe tine. Atat.

Ti-ai petrecut viata sau macar 90% din ea cu productia stocata si 345-ul aferent? Putin relevant daca jobul nu presupune asta. Trebuie sa scrii o poveste in care sa elogiezi 10% din timpul petrecut, atata timp cat se leaga de noul job. N-ai facut nimic din ce presupune noul job? Nicio problema, faptul ca ai fost chemat la interviu inseamna totusi ceva.  Dar pentru asta trebuie sa inventezi o poveste de la zero. Ma refer in mod evident la o fictiune in care spui nu ce-ai facut tu de fapt, povestesti ce-ar fi vrut ei ca tu sa fi facut.

De ce vrei sa lucrezi pentru noi?

Este o intrebare pe care intervievatorul nu trebuie sa aiba timp s-o adreseze. Povestea ta trebuie musai sa raspunda singura la aceasta intrebare. De fapt nici nu e povestea ta, e povestea lor. Un best seller scris de tine dar avand un singur cititor: intervievatorul.

Cum sa-i faci, mai, o poveste care sa nu-i placa? Da, eroul din poveste esti tu dar eroul trebuie sa se identifice cu angajatul ideal al angajatorului. Aaa, povestea n-are legatura cu cariera ta? Pai si ce treaba are asta cu interviul?

De ce-ai plecat de la jobul A la jobul B?

O alta intrebare la care trebuie sa raspunzi anticipat. A si B sunt doua joburi din CV-ul tau. Doua joburi sunt pentru tine, doua joburi care ti-au scos probabil peri albi, in eventualitatea fericita in care mai ai par. Pentru interlocutor, nu sunt joburi sunt doua capitole din povestea pe care trebuie sa i-o spui. Doua capitole care au si un liant frumos, in care ilustrezi tu asa-zise competente care apar in fisa postului gen ambitie, spirit antreprenorial, initiativa etc.

De ce te-am selecta pe tine din atatia candidati?
De ce ai stat asa de putin la ultimul job?
Care sunt principalele 3 calitati?

Ati inteles. Sunt intrebari ale caror raspunsuri trebuie sa fie deduse cu usurinta din povestea vietii tale. Vrei sa stii daca ai raspuns bine la intrebarea "Tell me about yourself?". Cel mai bun criteriu de succes este absenta oricaror alte intrebari evidentiate mai sus prin litere italice.

2. Ce plan de cariera ai?

Daca prima intrebare e menita a releva trecutul dar mai ales prezentul (cum stii tu deja sa le faci pe toate), a doua intrebare trebuie sa ii dezvaluie intervievatorului viitorul. Cred ca v-ati dat seama deja ca intrebarea e de fapt un cover / remake dupa celebra "How do you see yourself in five years?". Cu diferenta ca dupa atatia ani, si-au dat si ei seama ca intervievatul poate avea un orizont de timp diferit pentru cariera decat cele 60 de luni clasice.

Nu insist mult aici pentru ca raspunsul e ceva mai standardizat si e bine sa fie cat mai putin specific. Google si Glassdoor ne pot ajuta cu un raspuns bine ticluit.

3. Intrebari daca aveti

Ce dificultati se intrevad la orizont? Care e structura departamentului? Cum a devenit pozitia vacanta? Ce trebuie sa realizez in primele 12 luni? Sunt multe, unele specifice pozitiei, altele mai generale, ca cele exemplificate.

Un singur sfat am aici. Pregatiti cel putin 5 intrebari. Probabil n-o sa puteti adresa decat maxim 2-3 dar e foarte posibil ca unele dintre ele sa-si fi gasit deja raspunsul in timpul conversatiei. Daca te pregatesti doar cu doua intrebari si ambele sunt raspunse, crede-ma ca nu vrei sa-i spui interlocutorului: Multumesc, dar nu am nicio intrebare.

Exceptia

Exceptia o puteti gasi aici. Sau mai ales aici. Cel putin aia cu portretul lui Hitler ar trebui sa o aplice mai multi.

Regula insa ramane. Sunt trei intrebari principale, iar jumatate din interviu se va concentra pe prima. Si pentru ca nici nu vreau sa fac postarea asta prea lunga, nici nu vreau sa fiu prea general, o sa scriu un articol separat.

Pentru ca vreau sa fiu in continuare cool in pofida celor aproape 36 de primaveri, o sa-l intitulez The story of my life, in cinstea unui hit al unei trupe de adolescenti. E vorba de viata mea corporatista, bineinteles si e best sellerul meu vandut foarte bine noului angajator din Londra. Si pentru ca editurile astea nu masoara succesul in tiraj vandut, ci intr-un numar de ore o sa precizez si cu ce ma laud: Trei ore din momentul in care am terminat povestea pana am primit o oferta.


          Commentaires sur Le luxe Français sous l’œil… des salariés – Glassdoor par AdOn Studio        
Bonjour félicitations pour la qualité de votre vision. Nous souhaiterions vous présenter <a href="https://adon-studio.com/fr" rel="nofollow">les nouveautés en réalité virtuelle du groupe AdOn</a>. Merci.
          New job search site reveals employers’ political affiliations        
When prospecting jobs, the more insight you have about a potential employer the better. Jobseekers turn to websites like Glassdoor and Indeed for insights on everything from salary to workplace culture. CareerLabs, a new job search website, allows jobseekers to filter political affiliations held by company managers — giving jobseekers an inside-look at office politics.
          These 20 jobs offer the best work-life balance        
Your office doesn’t have to be a second home. Workers in data science, SEO management and talent acquisition are happily splitting their work and personal time, according to a report on best jobs for work-life balance from Glassdoor. Data scientist ranked No. 1, with a work-life balance satisfaction rating of 4.2 out of 5. Job opportunity
          Don’t Review Your Employer on Glassdoor Until You Read This!        

You might not want to post employer reviews on Glassdoor anymore. Attorney Kerry O'Shea Gorgone explains why your reviews are no longer anonymous.

The post Don’t Review Your Employer on Glassdoor Until You Read This! appeared first on Schaefer Marketing Solutions: We Help Businesses {grow}.


          Aegis Living Breaks into Glassdoor’s Best Places to Work List        

Passion and Purpose Shatter Conventional Wisdom

(PRWeb December 07, 2016)

Read the full story at http://www.prweb.com/releases/2016/12/prweb13906795.htm


          Taking a break        

It's been three months since the move, and things are settling down. I'm learning the city, the ELB is settling into his job, and I've been interviewing like a crazy person.

Honestly, I'm tired. I've had about 30 interviews since July. Thirty. That's not counting the phone and Skype interviews. Just the in person ones.

I just got my third or fourth or fifth "you were a top candidate but we went with another candidate" notification on Friday. 

The job search is stressful. So I'm done. I'm taking time off from the job search. I'm going to focus on me (with the ELBs support). He actually wants me to take time off and suggested it. Not because he wants me to change, but he wants me to be happy. For some reason, he loves me even when I don't love me. And I'm really not in love with me right now.

I have a phone interview and an in person scheduled for tomorrow, which I had put on the calendar Friday (before we made this decision). I'm going to keep them bc they were already scheduled, but I have stopped applying for jobs. I haven't touched Indeed, Glassdoor, Monster, Career builder, or any of the other job boards since Friday. Since I'm registered with about six headhunters and I'm on LinkedIn, I'm going to let the jobs come to me.

I have an EGD and upper GI on Wednesday. I'm going to work on getting into a daily exercise routine. I'm going to start tracking my food again. I'm going to do my best to get my health back under control.

I want to be healthy and happy. I want to find my passion. I hope that this time will be a period of self discovery. I hope that I can find myself.




          Kolike su plate programera?        
Sudeći prema izveštaju sajta Glassdoor, stranice koja se bavi istraživanjem poslova i plata na globalnom nivou, zanimanje softverskog inženjera definitivno
          The Big Sprawl: Software Engineering Jobs Escape Into New Territories        
Glassdoor's latest research shows software jobs are diffusing beyond traditional geographies and industries
          Boca Raton’s Top Sliding Glass Door Replacement Service, Express Glass Releases New Blog Post about the Hazards of DIY Glass Repair        

Boca Raton sliding glass door replacement leader, Express Glass is proud to release innovative blog post on DIY and the hazards of do-it-yourself glass repair. The post is part of a summer series on the hazards of self-repair.

(PRWeb August 09, 2017)

Read the full story at http://www.prweb.com/releases/bocaraton/slidingglassdoorrepair/prweb14561605.htm


          Miami Sliding Glass Door Repair Service, Express Glass Announces New Post for Repair vs. Replace Issues in South Florida        

Express Glass & Board Up, top glass repair service in Florida has release a new post for Miami sliding glass repair vs. replace issues. The new post is part of the company’s DIY summer series

(PRWeb August 02, 2017)

Read the full story at http://www.prweb.com/releases/miami/slidingglassdoorrepair/prweb14561594.htm


          Fort Lauderdale's Favorite Sliding Glass Door Repair Service, Express Glass Announces a New Post on the 'Royal Treatment'        

Express Glass, a top Fort Lauderdale sliding glass door repair service, has announced a new post regarding DIY vs. Royal Treatment for glass repair. The company uses it fun blog to inform customers on home improvement issues in South Florida.

(PRWeb July 31, 2017)

Read the full story at http://www.prweb.com/releases/Fortlauderdale/slidingglassdoorrepair/prweb14527222.htm


          Express Glass & Board Up, Leaders in West Palm Beach Sliding Glass Door Repair, Announces New Post on Home Values        

Express Glass & Board Up, a company known as a leader in West Palm Beach sliding glass door repair leaders, has announced a new blog post about fixing old glass before the listing a property. This type of upgrade can improve a home's value.

(PRWeb July 28, 2017)

Read the full story at http://www.prweb.com/releases/westpalmbeach/slidingglassdoorrepair/prweb14527210.htm


          Port St. Lucie's Sliding Glass Door Repair Leader, Express Glass & Board Up Announces Address Change        

Express Glass & Board Up, known as one of the leading glass repair services in Port St. Lucie and all of South Florida, is announcing a new address. The company focuses on superior glass repair service for all of St. Lucie county.

(PRWeb June 30, 2017)

Read the full story at http://www.prweb.com/releases/portstlucie/slidingglassdoorrepair/prweb14452690.htm


          Express Glass, A Top-rated Sliding Glass Repair Service in West Palm Beach, Announces Twitter Upgrades        

Recognized as one of the most forward-looking glass repair services in West Palm Beach, Express Glass is a heavy user of social media. The company is announcing Twitter upgrades for June, 2017.

(PRWeb June 28, 2017)

Read the full story at http://www.prweb.com/releases/westpalmbeach/slidingglassdoorrepair/prweb14415417.htm


          Express Glass, a Top-rated Sliding Glass Repair Service in West Palm Beach, Announces Twitter Upgrades        

Recognized as one of the most forward-looking glass repair services in West Palm Beach, Express Glass is a heavy user of social media. The company is announcing Twitter upgrades for June, 2017.

(PRWeb June 28, 2017)

Read the full story at http://www.prweb.com/releases/westpalmbeach/slidingglassdoorrepair/prweb14452737.htm


          Fort Lauderdale's Sliding Glass Door Repair Leader, Express Glass Announces Updates to Content on the City        

Express Glass & Board Up is known as one of the top sliding glass door repair leaders in Fort Lauderdale, Florida. The company is announcing new content updates to its blog category system.

(PRWeb June 21, 2017)

Read the full story at http://www.prweb.com/releases/Fortlauderdale/slidingglassdoorrepair/prweb14415412.htm


          Express Glass & Board Up, Miami's Favorite Sliding Glass Door Repair Service, Announces Tongue-in-Cheek Blog Post        

Long known as Miami's favorite glass repair service, Express Glass & Board Up is proud to announce a humorous angle on glass repair companies. The tongue-in-cheek blog post discusses selecting the best glass repair company.

(PRWeb June 16, 2017)

Read the full story at http://www.prweb.com/releases/miamisliding/glassdoorrepair/prweb14415410.htm


          Express Glass, Wellington's Sliding Glass Door Repair and Replacement Leader, Announces 'Review Us' Button        

With Wellington locals increasingly motivated to prefer Wellington-based businesses, Express Glass is announcing a new button on its local informational page. Customers so inclined can click to review the company.

(PRWeb June 08, 2017)

Read the full story at http://www.prweb.com/releases/wellingtonsliding/glassdoorrepair/prweb14400084.htm


          Express Glass, the Leader in Sliding Glass Door Repair for West Palm Beach, Announces Upgraded Blogging Schedule        

Top Sliding Glass Door Repair Service in West Palm Beach, Express Glass & Board Up, has announced a new posting schedule for Spring 2017 to improve support for Florida’s historical homes and businesses. The company's lively blog informs West Palm Beach residents of tips and tricks with respect to glass repair issues.

(PRWeb May 29, 2017)

Read the full story at http://www.prweb.com/releases/westpalmbeach/slidingglassdoorrepair/prweb14340050.htm


          Fort Lauderdale’s Expert Sliding Glass Door Repair Service, Express Glass & Board Up Announces Stunning New Web Page        

Express Glass & Board Up of Fort Lauderdale is announcing plans for visual upgrades to the city-specific page for Florida's 8th largest city. Known as a one of the most popular vacation destinations in Florida, Fort Lauderdale and Fort Lauderdale residents demand a visually appealing local landing page.

(PRWeb May 24, 2017)

Read the full story at http://www.prweb.com/releases/Fortlauderdale/slidingglassdoorrepair/prweb14340042.htm


          Express Glass & Board Up, Miami's Leading Sliding Glass Door Repair Company, Announces Combined City and Service Line Update        

Miami’s top sliding glass door repair service, Express Glass & Board Up has announced a new dual, intertwined update providing easy-to-find links for glass repair and replacement. The two pages focus on the city of Miami, on the one hand, and on the specific micro needs of sliding glass door repair, on the other.

(PRWeb May 17, 2017)

Read the full story at http://www.prweb.com/releases/slidingglassdoorrepair/miami/prweb14313215.htm


          Express Glass, West Palm Beach’s Top Sliding Glass Door Repair Service, Announces Upgraded XML Sitemap for Business and Residential Searches        

West Palm Beach sliding glass door repair leader, Express Glass has announced an upgraded XML sitemap for quicker access to emergency glass support. The updated XML sitemap will help search engines localize content to specific West Palm Beach glass repair searches.

(PRWeb May 03, 2017)

Read the full story at http://www.prweb.com/releases/slidingglassdoorrepair/westpalmbeach/prweb14269794.htm


          Miami's Glass Repair leader, Express Glass, has Released Two New Blog Posts for Sliding Glass Door Repair Specific to Miami Residents and Businesses        

Express Glass & Board Up, Miami’s five-star rated sliding glass door repair service, has released two new blog posts about Miami glass repair issues. Both commercial and residential customers should be keen to read these new blog posts specific to city issues.

(PRWeb April 19, 2017)

Read the full story at http://www.prweb.com/releases/miami/slidingglassdoorrepair/prweb14247998.htm


          Express Glass of Jupiter, Florida, Announces Update to Sliding Glass Door Repair Service Informational Page        

Jupiter, Florida’s leading sliding glass door repair service Express Glass has announced an update to the town informational page for Jupiter, Florida. Interested persons can now browse city-specific service offerings for Jupiter, Florida, glass repair.

(PRWeb April 12, 2017)

Read the full story at http://www.prweb.com/releases/jupiterflorida/slidingglassdoorrepair/prweb14223135.htm


          Express Glass, Fort Lauderdale’s Popular Sliding Glass Repair Service, Announces Five-Star Review Milestone on Yelp        

Express Glass & Board Up is known as the sliding glass door repair leaders in Fort Lauderdale. The company is announcing a new review milestone on Yelp.

(PRWeb April 03, 2017)

Read the full story at http://www.prweb.com/releases/Fortlauderdale/slidingglassdoorrepair/prweb14186079.htm


          Boca Raton’s Five-Star Rated Sliding Glass Door Repair Service, Express Glass Releases New Bilingual Post for Glass Repair        

Express Glass, Sliding Glass Door Repair Experts in Boca Raton has released a new bilingual post for glass repair. With many Spanish-speakers in Boca Raton, the company is proud of their outreach on glass repair issues.

(PRWeb March 31, 2017)

Read the full story at http://www.prweb.com/releases/slidingglassdoorrepair/bocaraton/prweb14186064.htm


          West Palm Beach Sliding Glass Door Repair Service, Express Glass & Board Up Issues Revised Statement on Being the Best for 2017        

Leading sliding glass door repair service in West Palm Beach, Express Glass has announced new blog post about the benefits of using local businesses. The revised statement answers the common customer question of how one can truly identify the best local glass repair.

(PRWeb March 29, 2017)

Read the full story at http://www.prweb.com/releases/westpalmbeach/slidingglassdoorrepair/prweb14144294.htm


          Express Glass & Board Up, Fort Lauderdale's Sliding Glass Door Repair Professionals, Announces Innovative Spring Program for Residents        

Fort Lauderdale sliding glass door repair service, Express Glass & Board Up has announced a new spring program for Ft. Lauderdale residents. A significant discount is available to inbound callers who mention the program.

(PRWeb March 22, 2017)

Read the full story at http://www.prweb.com/releases/Fortlauderdale/slidingglassdoorrepair/prweb14144272.htm


          Leading Miami Sliding Glass Door Repair Service, Express Glass and Board Up Announces New Five-Star Reviews on Google My Business        

Express Glass, the sliding glass door repair leaders for Miami and all of Miami-Dade county, have announced new five-star reviews in Google My Business. Customers increasingly turn to online reviews when deciding on a glass repair company.

(PRWeb March 15, 2017)

Read the full story at http://www.prweb.com/releases/slidingglassdoorrepair/miami/prweb14144244.htm


          Miami Sliding Glass Door Repair Company, Express Glass Announces New Social Media Posts        

Express Glass & Board Up is considered one of the top glass repair services in Miami, Florida. The company prides itself in being pro-technology, and, accordingly, is announcing new posts to social media.

(PRWeb February 27, 2017)

Read the full story at http://www.prweb.com/releases/slidingglassdoorrepair/02miamiflorida/prweb14083858.htm


          Leading Miami Sliding Glass Door Repair Service, Express Glass Announces Timely Clarification on Home Glass Repair for Miami Residents        

Express Glass & Board Up, a top sliding glass door repair service for Miami, has announced a clarification blog post to explain differences between auto glass and home glass repair. Miami residents can use the January post to learn key differences in sliding glass door repairs.

(PRWeb February 22, 2017)

Read the full story at http://www.prweb.com/releases/miamisliding/glassdoorrepair/prweb14057685.htm


          Fort Lauderdale's Favorite Sliding Glass Door Repair Company, Express Glass Announces New Google+ Posts to Its City-Specific Page        

The sliding glass door repair leaders in Ft. Lauderdale, Express Glass, have announced new posts on Google+ for February, 2017. Critics may reconsider the popularity of Google+ readership for glass repair services in Fort Lauderdale and nearby communities in Broward County.

(PRWeb February 13, 2017)

Read the full story at http://www.prweb.com/releases/fortlauderdale/slidingglassdoorrepair/prweb14057668.htm


          West Palm Beach Sliding Glass Repair Service, Express Glass Announces New Blog Post about Double-Paned Glass for Sliding Glass Doors        

Leading West Palm Beach sliding glass door repair service, Express Glass, has announced a new blog post. Double-paned windows can multi-task in Florida.

(PRWeb February 08, 2017)

Read the full story at http://www.prweb.com/releases/westpalmbeach/slidingglassdoorrepair/prweb14048478.htm


          Fort Lauderdale Sliding Glass Door Repair Service, Express Glass Announces New Post about Door Jams and 24/7 Repairs        

Express Glass & Board Up, known as the sliding glass door repair experts for Fort Lauderdale and environs, has announced a new blog post. Residence can call for 24/7 emergency glass support to avoid breaking their expensive sliding glass doors.

(PRWeb January 24, 2017)

Read the full story at http://www.prweb.com/releases/slidingglassdoorrepair/fortlauderdale/prweb13987918.htm


          Miami's Sliding Glass Door Repair Service Experts, Express Glass & Board Up, Issue an Emergency Preparedness Reminder for Miami-Dade County Residents        

Miami's Sliding Glass Door Company, Express Glass & Board Up, has issued an emergency preparedness reminder to the community. Residents of Miami-Dade County should review home security plans for the holidays.

(PRWeb December 30, 2016)

Read the full story at http://www.prweb.com/releases/miami/slidingglassdoorrepair/prweb13921494.htm


          West Palm Beach Sliding Glass Door Repair Experts, Express Glass Announces Glass Repair Coupon Extension        

Express Glass, top sliding glass door repair company in West Palm Beach, has announced an extension to their popular 10% discount coupon. Sliding glass door repair discounts now go through to the end of January 2017.

(PRWeb December 12, 2016)

Read the full story at http://www.prweb.com/releases/westpalmbeach/slidingglassdoorrepair/prweb13912541.htm


          Fort Lauderdale’s Top Sliding Glass Door Repair Service, Express Glass, Announces New Post Archive for Replacement Services        

Express Glass & Board Up is a top sliding glass door repair service in Fort Lauderdale. The company is announcing an updated to its blog archive on replacement services for sliding glass doors.

(PRWeb November 30, 2016)

Read the full story at http://www.prweb.com/releases/slidingglassdoorrepair/fortlauderdale/prweb13879854.htm


          West Palm Beach Glass Repair, WPBGR Glass Repair Announces Ten Blog Post Milestone        

WPGBR is an innovative glass repair service focused solely on West Palm Beach and environs. With the relaunch of the company website, the company is announcing the achievement of a ten blog post milestone.

(PRWeb November 30, 2016)

Read the full story at http://www.prweb.com/releases/slidingglassdoorrepair/westpalmbeach/prweb13879862.htm


          Express Glass & Board Up, Sliding Glass Door Repair Professionals in Miami, Announces a New Post in Time for post-Daylight Savings Social Changes        

Express Glass, Miami’s experts for sliding glass door repair, has announced a new blog post around the end of daylight savings time. The time shift has big implications for homes and businesses in Miami, as explained on the company's new blog post.

(PRWeb November 28, 2016)

Read the full story at http://www.prweb.com/releases/slidingglassdoorrepair/miami/prweb13846876.htm


          Flexing It Launches ‘Feebee’, Its Version Of Glassdoor for Freelancers        

Hiring is something that every company needs to go through.

The post Flexing It Launches ‘Feebee’, Its Version Of Glassdoor for Freelancers appeared first on iamwire.


           Glassdoor.com® Launches Employees' Choice Awards Unveiling the 50 Best Places to Work : General Mills, Bain & Company and Netflix Top List, According to Their Employees         

Glassdoor.com®, a career and workplace community bringing greater transparency to company cultures and compensation, today released its first annual Employees’ Choice Awards¹, listing the top 50 “Best Places to Work” based on surveys² collected from employees at more than 11,000 companies operating in the United States. General Mills had the highest rating from its employees, followed closely by Bain & Company, Netflix, Adobe, and Northwestern Mutual, which round out the top five companies on Glassdoor’s inaugural list.

(PRWeb December 30, 2008)

Read the full story at http://www.prweb.com/releases/best_places/general_mills/prweb1807234.htm


          Indeedoor        
This mashup combines job listings from Indeed with company reviews from Glassdoor for job searches within the data science.
Date Updated: 2017-06-14
Tags: ,

          School Psychologist - (Moline)        
JOB TITLE: School PsychologistJOB #: 197022LOCATION: Moline, ILSETTING: SchoolSPECIALTY: specialtyDESCRIPTION: Are you a School Psychologist who has a passion for improving the lives of children and their families? If you have a collaborative spirit and a desire to grow and develop within your field we would love to hear from you!Come join our amazing team of therapy professionals in Rock Island County, IL for the 2017/18 school year!EDU Healthcare is one of the fastest growing companies in the country! We provide competitive pay, great benefits, on-going support, continuing education and MORE - check us out on Glassdoor!APPLY NOW or call today for more information at 866-757-1272 !EDU HEALTHCARE:EDU Healthcare is a healthcare services company that is based out of Charlotte, North Carolina.
          Google introduces Hire, a new recruiting app that integrates with G Suite        

It’s no secret that attracting top talent is a key driver of business success. But whether you’re looking to recruit a business analyst, bring on an assistant or hire an experienced auto mechanic, building the right teams with the right talent takes time and money.

According to a study by Bersin by Deloitte, it takes an average of 52 days to fill an open position and costs about $4,000 to interview, schedule and assess each candidate. At the end of the day, that adds up. Now, Hire–an app designed to help small and medium businesses recruit more effectively–can help.

Recruit better using Hire and G Suite

Hire makes it easy for you to identify talent, build strong candidate relationships and efficiently manage the interview process end-to-end. It integrates seamlessly with G Suite apps like Gmail and Google Calendar, which more than 3 million businesses use, many of them to drive recruiting efforts. With the introduction of Hire, customers now have a hiring app alongside G Suite’s familiar, easy-to-use tools that can help them run an efficient recruiting process.

Hire and G Suite are made to work well together so recruiting team members can focus on their top priorities instead of wasting time copy-pasting across tools. For example, you can:

  • Communicate with candidates in Gmail or Hire and your emails will sync automatically in both.
  • Schedule interviews in Hire with visibility into an interviewer's schedule from Calendar. Hire also automatically includes important details in Calendar invites, like contact information, the full interview schedule and what questions each interviewer should focus on.
  • Track candidate pipeline in Hire, and then analyze and visualize the data in Sheets.

Hire image

Making intuitive recruiting software for your business

A lot of tools that employees rely on at work are clunky, unintuitive and hard to learn—endless configuration options, tables and lists and mind-numbing data entry. The Hire product team set out to change that. With a mindset of “less is more,” the team conducted hundreds of user-testing sessions and worked with early adopter customers for more than a year to simplify and optimize every aspect of the user experience.

How Hire makes it easy for Brad’s Deals to recruit

Brad’s Deals is a free service that compares online prices to help consumers find the best deals.  As a growing organization, recruiting is a top priority for the company. With more than 260 active candidates in their pipeline, Brad’s Deals uses Hire to share candidate information, capture feedback from the interviewing team in one place and track interview progress.

“Hire’s intuitive and simple UI makes it easy for recruiters, hiring managers or even interviewers to take an active part in the recruiting process,” says Jessica Adams, vice president of Human Resources at Brad’s Deals. “The app’s integration with G Suite enables us to quickly access all candidate communications in one place, efficiently schedule interviews and collaborate to reach a hiring decision quickly."

Try Hire today

Hire is the latest product offering from Google to address the talent marketplace. In May, we unveiled Google for Jobs, our initiative that's focused on helping both job seekers and employers, across our products and through deep collaboration with the job matching industry. Google Search connects jobseekers to job opportunities from the open and broad ecosystem of providers, including employer listings as well as LinkedIn, Monster, WayUp, DirectEmployers, CareerBuilder, Glassdoor and Facebook. Hire addresses the needs of our G Suite customers—making it easier to hire the right people.

Now, all U.S.-based businesses under 1,000 employees that use G Suite can purchase Hire to land the best talent. To learn more, visit http://hire.google.com or request a demo at http://hire.google.com/request-demo/.


          7 of the Oddest Job Interview Questions        
Job seekers on Glassdoor.com shared the oddest interview questions they've ever been asked.
          The highest-paying medical jobs in America        

Pursuing a job in the medical field is no easy feat — it can take years of schooling and training, and it's rarely for the faint of heart.

But if helping care for sick people is the job for you, it could certainly be a worthwhile investment.

As a report from job site Glassdoor shows, people in the medical field are paid quite well.

Based on salary reports shared by employees with these jobs on Glassdoor over the past year, here are the six highest-paying healthcare jobs in the US and the number of job openings in early 2017.

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SEE ALSO: The 10 highest-paying jobs in America in 2017

DON'T MISS: The 25 highest-paying jobs in America in 2017

Join the conversation about this story »

NOW WATCH: A former HR exec who reviewed over 40,000 résumés says these 7 résumé mistakes annoy her


          Meet Your Company's New Data Scientist: The CFO        
Big data is a huge trend in business today, with companies across industries gathering, tracking and analyzing hordes of new metrics to improve their bottom lines. Many companies are hiring highly paid data scientists to parse all this data. According to job site Glassdoor, being a data scientist is a pretty good gig-one that offers a $110,000 median annual salary and has rapidly become one of the most sought-after jobs in the economy. (It's No. 1 on Glassdoor's "50 Best Jobs in America" list).
          Seven Ways to Take the Sting Out of Negative Online Employee Reviews        

By Kim Shepherd, Chairwoman; Jay Barnett, Founder & CTO; Nicole Cox, CRO With Tom Brennan, Master Writer Company review websites, like Glassdoor, Vault and Kununu, have grown both in number and in influence. All promise to provide insights into companies from actual employees, valuable information for job seekers. These sites also can enhance a company’s employment brand, […]

The post Seven Ways to Take the Sting Out of Negative Online Employee Reviews appeared first on DecisionToolbox.


          Helping Platforms Protect Speech By Avoiding Bogus Subpoenas        

We often talk about how protecting online speech requires protecting platforms, like with Section 230 immunity and the safe harbors of the DMCA. But these statutory shields are not the only way law needs to protect platforms in order to make sure the speech they carry is also protected.

Earlier this month, I helped Techdirt's think tank arm, the Copia Institute, file an amicus brief in support of Yelp in a case called Montagna v. Nunis. Like many platforms, Yelp lets people post content anonymously. Often people are only willing to speak when they can do so without revealing who they are (note how many people participate in the comments here without revealing their real names), which is why the right to speak anonymously has been found to be part and parcel of the First Amendment right of free speech . It's also why sites like Yelp let users post anonymously, because often that's the only way they will feel comfortable posting reviews candid enough to be useful to those who depend on sites like Yelp to help them make informed decisions.

But as we also see, people who don't like the things said about them often try to attack their critics, and one way they do this is by trying to strip these speakers of their anonymity. True, sometimes online speech can cross the line and actually be defamatory, in which case being able to discover the identity of the speaker is important. This case in no way prevents legitimately aggrieved plaintiffs from using subpoenas to discover the identity of those whose unlawful speech has injured them to sue them for relief. Unfortunately, however, it is not just people with legitimate claims who are sending subpoenas; in many instances they are being sent by people objecting to speech that is perfectly legal, and that's a problem. Unmasking the speakers behind protected speech not only violates their First Amendment rights to speak anonymously but it also chills the speech the First Amendment is designed to foster generally by making the critical anonymity protection that plenty of legal speech depends on suddenly illusory.

There is a lot that can and should be done to close off this vector of attack on free speech. One important measure is to make sure platforms are able to resist the subpoenas they get demanding they turn over whatever identifying information they have. There are practical reasons why they can't always fight them -- for instance, like DMCA takedown notices, they may simply get too many -- but it is generally in their interest to try to resist illegitimate subpoenas targeting the protected speech posted anonymously on their platforms so that their users will not be scared away from speaking on their sites.

But when Yelp tried to resist the subpoena connected with this case, the court refused to let them stand in to defend the user's speech interest. Worse, it sanctioned(!) Yelp for even trying, thus making platforms' efforts to stand up for their users even more risky and expensive than they already are.

So Yelp appealed, and we filed an amicus brief supporting their effort. Fortunately, earlier this year Glassdoor won an important California State appellate ruling that validated attempts by platforms to quash subpoenas on behalf of their users. That decision discussed why the First Amendment and California State Constitution required platforms to have this ability to quash subpoenas targeting protected speech, and hopefully this particular appeals court will agree with its sister court and make clear that platforms are allowed to fight off subpoenas like this. As we pointed out in our brief, both state and federal law and policy require online speech to be protected, and preventing platforms from resisting subpoenas is out of step with those stated policy goals and constitutional requirements.



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          Culture is King        
Guest post By Dr. Linda Sharkey:

“Our customers are important to us. Please stay on the line for the next available representative.”  The irony of this message sinks in after the first five minutes on hold. During the next five minutes, it becomes clear the values of the organization are aligned around cost savings—with the naive hope you’ll ignore their actions and believe their words.  Thankfully, there are organizations that are a delight to do business with, where employees go out of their way to help you—and help each other. This atmosphere makes you want to jump for joy and figure out how to clone the whole experience.

WHAT’S THE DIFFERENCE?

The difference in these two scenarios is culture. And cultural innovation should be a top priority for your company. No doubt you have probably experienced workplaces where
managers yelled at their teams. People keep their heads down to  avoid doing something wrong and, as a result, avoid doing something right. The culture of these places tamps down good ideas instead of bringing out the best in people.

What about your organization? Have you ever had someone tell you that your idea wasn’t good, and then share it as their own? Or say he wants creativity and innovation, only to criticize every new perspective?

Good ideas are regularly squashed, never to see the light of day. You get the sense your boss really does not want good ideas that don’t originate from him. So, as the employee, you stop and you do as you are told. You know the written rules of the company really are not true and that your place is to be quiet, follow orders, and survive if you can.

Here is a real example from a leader I have worked with that depicts the situation mentioned above. While I was coaching this leader, he vented that his staff lacked creativity. He said, “they never have any good ideas when I ask for them. They just look at me blankly. It’s so frustrating.”

When we interviewed his team the picture became clearer. He sent the message to his employees that he really didn’t want ideas from them. He only wanted his own ideas. They shared how they wasted lots of time and energy in coming up with new ideas just to see them go nowhere.

When the team feedback was shared with the leader he was shocked and did not believe it. He actually thought he had a lazy and uninspired staff. The staff definitely was not lazy or uninspired, just extremely frustrated. The boss was creating a

culture of low accountability and complacency and did not even know it.  This leader thought he valued others ideas but his behavior telegraphed he did not!  If this scenario sounds familiar to you as a leader or as a team member you are creating or working in a toxic culture.  Maybe you don’t have a boss yelling at you which is toxic enough but you have a boss who is holding you down!

Cultures that are toxic by their very nature are not innovative. People in these toxic organizations lay low, stay out of trouble, and rarely step forward with an innovative idea or recommendation. If you’re not purposely investing in a healthy culture, your business is already declining, whether you realize it or not.

VALUES AND CULTURE CONNECTION

Culture is rooted in values. Not the ones on the posters in the hallways but in the values that really shape the practices of the organization.

Notice the beautiful value statements on the walls: We are a team. We work to bring great solutions to our customers. Our people are our most important asset. Integrity is our core. But when you ask for help you get bounced around.

Bersin and Associates reviewed 6,000 companies on Glassdoor representing more than 2.2 million employees. They discovered, as did we, that culture and company values were the biggest driver of a company’s brand. Our own study of over 500 Fortune 1,000 companies showed that culture and values statistically had the greatest impact on the company’s brand and market performance, followed by coaching.

Culture is also key to a satisfied workforce. In another 2014 study by Glassdoor they uncovered what people really cared about. Culture and values. Regardless of income, Glassdoor found these two factors to be the top predictors of employee satisfaction.  And as people earned more, culture and values became even more important.  Today employees move around a lot more, and one key driver of why they come to your company is the values you represent and live.  For millennials, culture and values is far more powerful. It is the hidden underbelly that makes people want to work for you and stay.

TOXIC LEADERS, TOXIC CULTURE

We’ve all experienced the toxic leader and we know how demoralizing that can be.  But the worst part of having toxic leaders is that they drive a toxic culture.  Once a culture embeds toxic behaviors and values – it takes forever to change.   Interesting enough, you can change leaders quickly but cultures are so powerful that they suck the new leaders into quicksand of the old patterns and behaviors.    The new leaders either leave or they adapt.  Changing a toxic culture is hard, takes lots of time, energy and money that most organizations don’t have the luxury of today.

GETTING THE CULTURE RIGHT

Here’s five actions you must take to be sure your culture shines in the eyes of employees and customers:

1.    Be crystal clear about your company’s core values and never deviate for financial gain.

2.    Ensure your leaders behave consistently according to those values and allow no bad apples.

3.    Hire and promote those that live the values – who you hire, promote and reward speaks volumes about you as a leader and what you really value.

4.    Get the facts - monitor and measure your culture closely to make sure it reflects the values.

5.    Tap into your customers and see your values through their eyes – does you brand live up to your customer commitments.

Dr. Linda Sharkey is the co-author of The Future-Proof Workplace(Wiley, 2017), and widely acknowledged as one of the world’s prominent thought leaders on global leadership development. At the foundation of Dr. Sharkey’s success are years of in-the-trenches experience with some of the world’s largest and most admired companies, including GE where she was a Senior HR Executive, building high-performance teams and developing talent that drives productivity and company growth. As Chief Talent Officer and V.P. People Development at Hewlett Packard, Dr. Sharkey was responsible for driving the company’s talent management initiatives, performance management processes career development, executive staffing, coaching, employee engagement, and diversity and inclusion efforts. 

          Yell named one of the UK’s best places to work for second year running        

Yell - Glassdoor Best Places to Work in the UK

For the second year running, Yell has been named one of the best companies to work for in the UK in the Glassdoor Employees’ Choice Awards.

The 2017 list of the 50 best companies to work for in the UK were announced on 7 December 2016. Yell is proud to be ranked at number 28, with a score of 4.0 out of 5.

There were over 22,000 UK employers in the running for the awards, which are determined by anonymous reviews submitted by members of staff. Organised by online careers portal Glassdoor, the awards look at all sectors and industries to determine which companies received the best reviews overall.

Yell's CEO Richard Hanscott said of the announcement: ‘‘I’m incredibly proud to hear that for the second consecutive year, Yell has been selected as a winner of the Glassdoor Employees’ Choice Award, honouring the Best Places to Work in the UK in 2017.

To have consistent feedback from your employees and know we have a happy workplace environment is so important – at the end of the day we’re a team and spend a lot of time together.  What a great endorsement as we move into a New Year.’’


To find out more about Yell's award-winning work culture, Yell Careers spoke to Yell HR Director Nikki Jacobi. Below, Nikki shares her insights into why she believes we truly are one of the best companies to work for in the UK.

[caption id="attachment_778" align="alignnone" width="750"]Yell HR Director Nikki Jacobi Yell HR Director Nikki Jacobi[/caption]

What do think makes Yell a great place to work?

For me it’s great working at Yell because of the people. We have such a brilliant team, with a wide range of capabilities and passion.  We set high expectations and deliver our goals as we continue to reinvent who we are.

We have been on an amazing transformation journey from directory business to digital media player and we have seen a lot of people develop and grow with us. The team lives and breathes our company values, and most of all we know how to have fun!

Many of our staff have been here for over 10 years and some more than 20 years, why do you think that is?

Like any big business we offer great benefits, which helps. But actually I think it’s because there are always new challenges and opportunities around the corner. I know many employees who have done 4 or 5 roles in their 20 years and feel like they’ve worked for 4 or 5 different companies because of the changes we’ve been through.

Tell us about the company’s approach to developing people.

As a former head of training I am personally very driven to help people learn and develop. That ethos is part of the way we do things at Yell.  Our ‘You’ behaviour calls out the importance of continuing to learn new things.  Development is taken seriously and we offer opportunities for development in all roles and all levels.

This year we built on online hub that hosts all our learning content and allows people to  partake in online training at their own speed. People who progress through the levels unlock new opportunities to have deeper and more advanced training.

What are the key people area of focus for 2017?

Well, there are so many but we have a focus on Sales Capability, which means helping our sales people be the best they can be in order to help our customers. Plus Talent and Success Planning to ensure we have a good flow of candidates ready to move up in our organisation.

If you had to sum up Yell in one word what would it be?

Fabulous!

Want to work for one of the best companies in the UK?

Find out how to join our award-winning team at careers.yell.com.


See what it's like to work at Yell

The post Yell named one of the UK’s best places to work for second year running appeared first on The Yell Blog.


          Glassdoor décerne le prix 2017 du meilleur lieu de travail à Cisco Canada        
Glassdoor décerne le prix du meilleur lieu de travail exclusivement en fonction des commentaires des employés. Un blogue à lire du VP des RH, David Heather pour en savoir plus.
          BWH Named in Glassdoor’s Best Places to Work in 2015        
Glassdoor, a website that provides ratings and information from employees about the companies they work for, recently announced its seventh annual Employees' Choice Awards, honoring the best places to work. BWH was named 12th on the list.
          How Much is Your Stuff Costing You?        

How much stuff is in your house? Your garage? Or, heaven forbid, in a storage unit? It’s a common claim that we never use 80% of what we own. Beyond the nuisance of clutter, I’ve been wondering something recently - how much is all this stuff costing us?

To figure this out, let’s take a look at a business concept called carrying cost.

…the total cost of holding inventory. This includes warehousing costs such as rent, utilities and salaries, financial costs such as opportunity cost, and inventory costs related to perishability, shrinkage (theft) and insurance.

Holding cost also includes the opportunity cost of reduced responsiveness to customers’ changing requirements, slowed introduction of improved items, and the inventory’s value and direct expenses, since that money could be used for other purposes.

Wikipedia

Successful businesses work hard to cut their inventory because it reduces two major types of costs:

  • The cost to store the inventory (warehouse rent, environmental controls, etc)
  • The opportunity cost of the money tied up in the inventory. That is - if you have $3 million in inventory but can reduce it to $1 million, you’d have an extra $2 million in cash. You could then use that cash for other, more profitable activities (i.e. developing new products, expanding your sales and marketing efforts, etc)

But this isn’t a blog about corporate finance - this is a blog about personal finance, so let’s get personal.

How Much Stuff Do You Have?

Take a look around your bedroom - how many things can you count immediately in sight? Now think about what’s in the drawers, the boxes, the storage bins, on shelves, and in the closet. Every sock, every keychain, every decorative trinket. It adds up!

If you’re adventurous, do the same for all the other rooms in your house. Cover all your spaces and see where you land. Big number? According to the LA Times, the average American household owns 300,000 things!

Legos on the floor

As a kid, about 200,000 of my things were these...

Even if you can count it all up, how would you even begin to assess how much it’s all worth?

Luckily, there’s a whole industry built around exactly this question. Most homeowner’s insurance policies insure your personal belongings at a rate of 50-70% of the value of the structure of your home.

In short, if your home is worth $250,000 and $100,000 of that is land, the structure is worth $150,000. At 50-70%, your homeowner’s policy is insuring you for $75,000 to $105,000 worth of stuff.

This is the insurance industry’s assumption of the value of stuff in a given home. It’s not perfect, but given how much actuaries get paid, it’s worth taking this estimate as a starting point.

Now take the opening statistic in this post. If 80% of that stuff goes unused and you could turn it back into cash, you’d have an extra $60,000-$84,000.

What would you do with that kind of money? On my end, it could almost buy me an extra 7 years of retirement.

And that’s only on the opportunity cost side of the equation. The often hidden cost here is the cost to store all that junk in the first place.

How Much Does Storing That Stuff Cost?

In our case, we’ve done a significant amount of decluttering over the last several years. As we got closer, our house seemed to be getting bigger and bigger - to the point that we have a ton of space we don’t even use.

As a result, we’re only using about 900 of our 1900 square feet in our house right now. Also, we’ve consolidated down to just one car, so our two-car garage is also bigger than what we actually need.

In short, we could live in half the house we’re living in now and be perfectly fine now that we’ve gotten rid of all of that stuff. That’s half the square footage for the price of our home, half for our annual property taxes, half for our homeowner’s insurance, and a good dent in our heating, cooling, and lighting costs.

Even if we’re conservative and say that downsizing would only drop these costs by a third, we’re looking at a huge impact.

  • The $250,000 house would have only cost $200,000 (land value fixed but the structure value goes from $150,000 to $100,000). Presuming the same down-payment amount, that extra $50,000 in house costs an extra $2800 a year in mortgage payments (principal and interest) for a 30-year fixed mortgage at 4%.
  • In wintry Wisconsin, we pay about $130 a month for our electricity and gas service. Cutting by a third would save us $43 a month - over $500 a year in utilities!
  • Property taxes in our area are high - $5000 in 2016. Knocking a third off of that would be over $1300 a year in property taxes.
  • Our homeowner’s insurance cost is roughly $600 a year. Less house and less stuff to insure should drop this proportionally. Cha-ching - another $200 a year in homeowner’s insurance

Totaling these, we end up with a savings from downsizing of $5,000 a year. The flip side of that is paying about $5,000 a year to store all that stuff instead of downsizing!

You could be paying $50,000 every decade to store stuff you don’t even use (Tweet this )

So, between the $60,000-$84,000 value of your unused stuff and the $50,000 a decade storage cost, maybe you’re ready to declutter?

Managing Your Inventory

I’ve taken you down the financial walk to minimalism. In a nutshell, less stuff = less cost and less stress.

To get acquainted with minimalism, I think the best starting point is reading The More of Less by Joshua Becker.

In addition, you can check out my experience on how to become twice as happy with half as much as well as my rockstar wife’s website, Jaime Declutters, for practical tips on decluttering and inspiration on your minimalism journey.

Any guesses how much your stuff is actually costing you? Are there particular things you have a tough time letting go of even though they aren’t providing any value in your life? Does calculating their cost make things any easier?


          Report: Candidates for these jobs, in these countries, get hired the fastest        
A report from Glassdoor examines the average time it takes to bring on new employees, by geography. Here are the countries where you can expect the shortest, and longest, waiting times to be hired.
          8 Pretty Door Knobs That Your Home Will Love        

Beautiful Door Knobs You Can't Resist

Sometimes little things can make a big impact. You might not think it, but something as humble as a pretty door handle can add a great deal to a room’s design. Door knobs are so easy to add to your home and they can make a huge improvement to your interior design scheme. If you would like to add beautiful detail to your home with the addition of some pretty door knobs, this list of our favourites should help. 

1. Daha Ceramic Door Knobs

Daha Ceramic Door Knobs

These gorgeous ceramic door handles are handmade with an adorable floral design.

The ceramic knob is complemented by an aged brass backplate. The unique rose pattern is available in red, blue, green or black.

2. Georgian Square Nickel Door Knobs

Georgian Square Rose Door Knobs

The square back plate of this door knob helps to set it apart from the rest. Its intricate design is exquisite and the simple cylindrical handle is modest yet stylish, with nickel plating to complete the look.

3. White Porcelain Door Knobs

White Porcelain Door Knob

Simple and effective. These classically styled porcelain doorknobs are available in black, white and cream. The white style we have selected is perfect as a finishing touch to a modern design scheme. Pair with a white door in a pastel colour scheme for a beautiful end result.

4. Talia Distressed Door Knobs

Talia Distressed Door Knobs

The distressed detailing on this stylish door knob makes it a very special piece. A finely crafted ceramic flower is backed onto classic aged brass. It’s the perfect way to finish off a shabby chic or vintage home design.

5. Beautiful Glass Door Knobs

Glass Door Knobs

A twist of modern and vintage comes in the form of this incredibly attractive door knob. The antique brass rose comes with either a clear or cloudy head. Both are perfect for a touch of elegance in your home.

6. Burcot Swirl Brass Door Knobs

Burcot Swirl Door Knobs

These stunning brass door knobs take inspiration from the Edwardian Period. The beautiful swirl design runs through from the base to a graceful finial at the top. Pair with a dark stained wooden door for a quintessentially Edwardian look.

7. Ebony Bun Door Knobs

Ebony Bun Door Knobs

Contrast is key with these striking cottage style door knobs. The polished nickel backplate contrasts perfectly with the rich dark wooden handle. A true aesthetic delight, which has been authenticated by the Royal Botanic Gardens.  

8. Chatsworth Wooden Door Knobs

Chatsworth Wooden Door Knobs

Texture is essential in design. These wooden door knobs give you just that. The wooden knobs are left natural, allowing you to stain, oil or even polish them. Versatile and beautiful, the simple brass rose plates mean this product can be used to complement a range of stylish interior design schemes.

Pretty door knobs are a great way to accessorize your room’s design scheme. If you would like to look through our entire collection, there are so many wonderful creations to choose from in our full range of door knobs.

If you’re looking to update your interiors with a few stylish touches, take a look at our inspiration gallery. Remember, even the smallest of additions can bring a room to life. 


          Glassdoor: 14 of the top 50 U.S. jobs for 2017 are in tech        

Career website Glassdoor today released its report on the “Best Jobs in America for 2017,” increasing the number from 25 last year to 50 this year. Of the top jobs, 14 were in tech, more than in any other industry. Glassdoor’s list is ordered by a job score the firm gives each position. This score […]


          Glassdoor: Of the top 25 U.S. jobs for 2016, 10 are in the tech industry        

Career website Glassdoor today released its report on the “Best Jobs in America for 2016.” In its list of the top 25 jobs, 10 of those jobs were in tech, the same as last year and more than in any other industry. Glassdoor’s list is ordered by a job score the firm gives each position. […]


          Career community Glassdoor raises $50M to ramp up international expansion        

Best known for its insightful reports on company cultures, Glassdoor announced today that it has raised an additional $50 million to accelerate its global expansion for job seekers. Glassdoor has built its business by breaking through the wall that usually separates internal company culture from the public eye. It lets company employees anonymously dish on […]


          The CEO of this $3 billion startup is stepping back, but the timing is odd        

velodramatic_momentum 71_EL11452

Anytime the CEO of a hot startup suddenly decides to step down, it raises eyebrows — especially if the news comes through leaked sources.

That was the case with Keith Krach, the CEO of DocuSign, an electronic signature startup that raised $280 million at a $3 billion valuation in May.

Krach announced his resignation in early October through an internal memo, saying he told the board to “start the search process to identify a new long term leader and successor CEO for DocuSign.”

The memo, which was obtained by Re/code through an anonymous source, said Krach would remain CEO until the company finds his successor, and that he would also serve as chairman for at least another three years.

Krach argues the decision to resign was part of a succession plan that’s been in place for months, and that it’s not a sign of any instability at DocuSign.

“First of all, I’m not leaving (the company) and our business is stronger than ever,” Krach told Business Insider. “This is just part of a natural succession plan — I don’t think it was a surprise to anybody.”

Krach stressed that he’ll remain equally involved in the company as chairman, and the new CEO will only bolster the talent level of his management team. Plus, it’ll give him ample time to train his successor and set up the company for long term growth, he said.

“It’s all about bringing in more fire power. My passion is coaching and leadership development,” he added. 

“I don’t look at [my resignation] as unfinished business. The most important thing that I’ll ever do at DocuSign is to make sure we have the best successor ever,” he said. “The next leader that we’re looking for is somebody who can lead the company for the next 7 to 10 years.”

DocuSign raised a ton of money under Krach's watch

But the timing of Krach’s resignation is odd.

DocuSign raised almost $400 million of its total $508 million VC funding in the past 18 months, all under Krach’s watch. Krach joined DocuSign as the chairman in 2010, and took over as CEO just three years ago. In a July interview with Business Insider, he said he was “having the time of his life” as CEO.

Docusign signature

Also, at least one former employee we spoke to said Krach’s internal memo had surprised many employees at the time. Krach’s a likable guy with a proven track record of having taken his previous company public (which was later sold to SAP for $4.3 billion), and is widely respected in the tech circle. His CEO approval rating on Glassdoor is an impressive 98%.

When a number of “unicorn” startups have been reported to be struggling (see: Dropbox, Evernote, Theranos), a sudden CEO change could raise a lot of question marks — because rarely you see a CEO leave a rocket ship startup.

Not burned out

Does that mean Krach might be exhausted by the daily grind and lost the passion to run a “unicorn” startup, just like some of his peers did?

Krach denies it. “I haven’t lost any passion for DocuSign. I think it’s the biggest market opportunity that I’ve ever seen in my life,” he added. “I’m 57 years old, but I haven’t lost my energy.”

DocuSign is still a private company, so it’s hard to tell how well the company’s actually doing. The only metrics that of DocuSign’s health are its claimed usage numbers: 50 million in total across 188 countries. It employs more than 1,500 people now.

Krach likes to point to the fact that DocuSign processed more transactions in the past year than it did in the company’s entire history, and its whopping 80% market share in the electronic signature market. For what it’s worth, DocuSign also has an impressive list of investors that includes everyone from former CEO of GM and Yahoo to celebrities like Tony Hawk and Jared Leto.

Regardless, Krach believes his legacy at DocuSign will stay strong, and is happy with what he’s been able to build so far. And that’s how he wants to be remembered after he steps down.

“I think [I’ll be remembered] as a selfless leader and a builder, and for giving people the opportunity they’ve never dreamed of,” he said. “It’s creating the DocuSign network and changing the way companies do business — that I was part of building that foundation.”

SEE ALSO: Twitter has now been hunting for a new CEO for more than 100 days — but that isn't unusual

Join the conversation about this story »

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          The CEO of DocuSign recently chased, and caught, an iPhone thief in San Francisco        

Docusign CEO Keith Krach

You can't go anywhere these days without hearing about rising star, $3 billion tech startup DocuSign and its larger-than-life CEO Keith Krach.

Krach is a big, tall guy with a big personality. We recently had coffee with him, and in his cheerful, booming voice he told us a great story that gave us insight into his character and life these days working for DocuSign.

He was standing outside a coffee shop in San Francisco where the company is based and where Krach lives (he recently bought a house in the City).

He had a fresh cup of Joe in his hand and was checking messages on his phone with his other hand, when a thief ran by, snatched the phone from his hand and ran off.

Krach sprang into action and ran after him, shouting in his booming voice the whole time, "Stop that guy, he stole my iPhone," (we're paraphrasing here ... the actual language was somewhat more colorful, we understand). His on-foot chase was eventually spotted by some policemen. The thief ran into a store and was trapped there. Police caught the guy and recovered the phone.

But the police weren't immediately going to give the phone back to Krach. They wanted to impound it for evidence. They asked Krach for his name and info and he handed the policeman his business card.

"DocuSign?" The cop asked.

He had just used DocuSign for a real estate transaction and loved it. The other cops all chimed in, too. They had just used DocuSign for various other legal paperwork, too.

Docusign signatureThe love-fest encouraged the cops to take pity on Krach and tip him off to a legal loophole that would let him get his phone back quicker.

He had to sign extra paperwork declaring how important the phone was. (Irony alert: the paperwork was real paper, not DocuSign.) 

Throughout all this, Krach never dropped his cup of coffee.

Employees love the guy

The story is part a bigger thing going on for DocuSign. All of a sudden, the startup is booming, adding over 50,000 new users a day, the company says, and 50 million people in 188 countries now have accounts.

This helped it nab a whopping $233 million series F funding in May at about a $3 billion valuation ($508 million total raised).

Its backers are mostly from its business partners/customers like Microsoft, Dell, Intel Capital, Sapphire Ventures (spun out of SAP), VISA, Salesforce Ventures, and Comcast Ventures. They all liked the product so much that when Krach asked if they wanted in on its latest financing round, they said yes, he told us.

With the cash, DocuSign is hiring like crazy. As of May it had it had about 1,400 people worldwide, up from 300 two years ago.

I have never seen Keith in a bad mood.

Normally that kind of growth is painful for the rank and file. So we recently asked an employee what it was really like to work for DocuSign and Krach.

This employee told us:

Well you have met him, so you know how enthusiastic, energetic, and passionate he is. It’s contagious and it makes you want to pay attention to whatever the heck he is saying. I have never seen Keith in a bad mood.

About growth this employee told us that the culture was "great" because:

... we hire very well and hire a certain type of person that fits, but also because of internal promotions. I see the people who have been here who deserve promotions move up. My team alone has doubled in a year.

We've heard that DocuSign salaries aren't as high as some of the bigger tech companies, but this employee said that the salary was competitive with some of the best paying companies in tech, like Microsoft.

All of this jibes with what employees are saying on job-hunting site Glassdoor, where Krach has a 97% approval rating and 84% would recommend the company as an employer to a friend.

SEE ALSO: Facebook has given birth to a bunch of startups who want to change how businesses use tech

Join the conversation about this story »

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          Diametricode - June 2015        
June 2015 | Diametricode | Harper's Cryptic puzzle solution

Earlier today on Twitter we read through the feed of an acquaintance upon whom we had (read: have) a bit of a crush, and who is also a self-identified social justice warrior. And despite said crush, her tweets mostly had us feeling exhausted and annoyed, thinking thinks like “PC Policing” and “shrill.”

Then we hopped over here to write Tacky Harper's Cryptic Clues, a blog where *we* are the self-appointed PC Police. Then we LAUGHED at our own expense.

Laughing harder now: but if not for this blog, who will hold the puzzle accountable for references to rape and child murder? When the puzzle says that gay men can't be butch, who will step forward and say, “are you crazy??” When Ruth Bader Ginsburg's name is misspelled, who will say, “what!? That's so bad!!”

It is we! The shining sword in the dark night of the Internet!! Carefully curating our list of clues that equate a hymen with chastity!!

We may take heart, Dear Readers. This blog will likely self-destruct should we ever become truly shrill and unfun. We're literally only writing this blog to have fun.


To the Theme!

Another code! Not so despair-inducing as The Playfair Square tho. The hot 26 of the Roman alphabet arranged in pairs around the perimeter such that a line drawn to connect a pair crosses the puzzle's center dot, thus forming a swapperoo code*. Ten clues in italics with answers entered in using the swapperoo code.
* technical term

As is polite, the italics clues were generally “fine.” Not too hard, not too easy. PTSD from Playfair nonwithstanding, a fast straight-ahead solve.


Highlights!

  • 8A) In West African religion, be a sweet thing (6)
    (West African religion = JUJU) + BE = JUJUBE
Contrary to common belief, Vodun [aka Voodoo —ed] is not related to juju, despite the linguistic and spiritual similarities. Juju has acquired some karmic attributes in more recent times: good juju can stem from almost any good deed; bad juju can be spread just as easily.

Source: Wikipedia

Sweet V recently asserted that it's “joo-JOOB.” Emma says JOO-joob. Wikipedia says either pronunciation is fine for the candy but the fruit ends in b-like-in-cab. Learnings.
Elaine | Jujyfruit | Tacky Harper's Cryptic Clues
  • 14A) Holds up on nonsense, otherwise turns back (4)
    ((nonsense = BS) + (otherwise = OR)) * reverse = ROBS
“nonsense” = “BS” was a fun surprise. Entered in the puzzle AETF
  • 17A) Flowers one grows (6)
    (one = I) + (grows = RISES) = IRISES
So nice and natural! We love irises. Delicate flowers with rich colors that fall apart if you touch them. Our favorite! A friend who likes robust powerful flowers that “you can hit things with, like a baton” suggested that our flower preferences said something about who we are as lovers, and people. Then we both got quiet and changed the subject.
  • 20A) The Reb yields openers because of that (7)
    (THE REB + (yields openers = Y)) * anagram = THEREBY
    tHE REB Yields = THEREBY
No clear anagram indicator? Forgiven! Love this anagram! Wonderful!
Wups yah so per Wise Tyler, this is no anagram, it's a hidden clue/word spanner. We saw what we wanted to see (anagrams everywhar). Entered in code as BIOAOTG
  • 24A) One can take her cue from cheat (6)
    HER CUE * anagram = EUCHRE
Here's a nice blog post about cheating in Euchre. We automatically love any reference to Euchre because our Michigander aunts and uncles taught it to us, and it reminds us of a happier time when our maternal family got along. But we are hard-pressed to find citation for Euchre as synonymous with “cheat.”
  • 28A) Streak, running around Olympian, perhaps (6)
    STREAK * anagram = SKATER
Apolo Anton Ohno | Tacky Harper's Cryptic Clues
Apolo Anton Ohno is this month's Nerd Hot Guy

  • 29A) Latin into bongo playing is hardly square (6)
    ((Latin = L) + BONGO) * anagram = OBLONG
Nice! Reminded of drummer Pablo from Steppenwolf. Shout out to Notorious Marcel who read it recently! We got it for him as a gift and insisted he read it right away!

Our memory from when we read Steppenwolf in 2009 proved faulty, and Pablo is a saxophonist, not a drummer. Wups. So we now present you with a photo of Jerry Edmonton, one of the drummers from Steppenwolf:
Jerry Edmonton | drummer from Steppenwolf | Tacky Harper's Cryptic Clues
“oblong” reminds us of Bob Loblaw's Law Blog:
Headline: Bob Loblaw Lobs Law Bomb! | Tacky Harper's Cryptic Clues
  • 37A) Swiss city old fart comes from (7)
    OLD FART * anagram = ALTDORF
Buh, content knowledge. But farts! Farts in the puzzle! “Sure but idiomatically not fart qua far”— we don't care! Fart fart fart! Haha! Entered upon encoding as RNBKEAS
Altdorf, Switzerland | Tacky Harper's Cryptic Clues
  • 38A) Country once linking Namibia, France (6)
    Namibia France = BIAFRA
Biafra, officially the Republic of Biafra, was a secessionist state in south-eastern Nigeria that existed from 30 May 1967 to 15 January 1970, taking its name from the Bight of Biafra (the Atlantic bay to its south).

...

After the federal and eastern governments failed to reconcile, on 26 May the Eastern region voted to secede from Nigeria. On 30 May, Chukwuemeka Odumegwu Ojukwu, the Eastern Region's military governor, announced the Republic of Biafra, citing the Easterners killed in the post-coup violence. The large amount of oil in the region created conflict, as oil was a major component of the Nigerian economy. The Eastern region was very ill equipped for war, out-manned, and out-gunned by the military of the remainder of Nigeria.

Source:

Here's Jello Biafra looking lovely. Wikipedia tells us he indeed took his name from this same short-lived state.
Jello Biafra | Nobody knows I'm a lesbian | Tacky Harper's Cryptic Clues
  • 45A) Small pale-colored bird (4)
    (Small = S) + (pale-colored = WAN) = SWAN
VERY nice! Smooth natchrul languaged. Delight. Entered after encoding as FQRL
  • 46A) Caveat on Alaskan houses having no key (6)
    Caveat on Alaskan = ATONAL
Nice spanner!
  • 2D) Cracked back in crazy stunt (5)
    crazy stunt * reverse = NUTSY
You wanna get nutsy? Let's get nutsy!!! C'MONG!!!! #keaton
  • 5D) Was a revolver involved in tragedy (7)
    TRAGEDY * anagram = GYRATED
Excellent anagrama!
“[Michelle] is the best Hula-Hooper I know. Once she gets the rhythm going, she can drop to her knees!”
—President Barack Obama

Source: Pepple

Michelle Obama | hula hoop | Tacky Harper's Cryptic Clues
  • 6D) Go down, up on horse—that's quite a turnover! (5)
    ((Go down = SINK) * (up on = reverse)) + (horse = H) = KNISH
Nice! Nostalgic now for when we lived in New York near a great deli.
noodle kugel | Tacky Harper's Cryptic Clues
  • 10D) Cash exchanged, boxing ring mess (5)
    (CASH * anagram) boxing (ring = O) = CHAOS
Originally had this marked as a Lowlight. Why did you mark it thus, Past Erica? Present Erica loves it! Got hung up on the reasoning looking for a “chaos / KOs” homophone.
  • 11D) Man playing in factory (5)
    fACTORy = ACTOR
Peaches! They come in a can!
They were put there by a man
In a factory downtown!
Peaches | The Presidents of the United States of America | Tacky Harper's Cryptic Clues
  • 27D) “Running Amok Around Outskirts of Barrio”—big report! (6)
    (AMOK + (Outskirts of Barrio = BO)) * anagram = KABOOM
Much enjoy this usage of “report.” The report is: everything is on fire!!
  • 28D) Weird wicked fakery (6)
    FAKERY * anagram = FREAKY
Sweet V played this song for us early on in our love affair:


  • 31D) Wound, kill, die (6)
    (kill = OFF) + (die = END) = OFFEND
So nice and neat and tite!!
  • 33D) Spacy kid, with no passport, traveling—he comes with a lot of baggage (6)
    SPACY KID with no (passport = ID) * anagram = SKYCAP
This was the favorite of the entire puzz. Thought for a bit it might be a reference to childhood favorite game Commander Keen. Or perhaps Fantastic Max! Or perhaps Le Petit Prince, a work of art against which we harbor unnecessary disdain only because we perceive most young women who have Petit Prince prints in their homes as shallow. But really it was just that one woman, one time, in 2002. She ruined it for us! Well now it's 2015. Time to move on. Here's le Petit Prince. So pretty in print!
Le Petit Prince | Tacky Harper's Cryptic Clues
  • 34D) Ceremony providing big rock presentation (6)
    (Ceremony = MASS) + (providing = IF) = MASSIF
Big rock presentation. Erica and Vlad getting married | August 2015 | Vermont
  • 36D) You can't start Disney turning fugitive (6)
    ((You can't start = OU) + (Disney = WALT)) * anagram = OUTLAW
Very nice! Tried several ISNEY-based anagrams first.
Disney's The Littlest Outlaw | Tacky Harper's Cryptic Clues


Lowlights!

  • 12A) Kind of wine, no year, send back—far out! (6)
    ((Kind of wine = RED) + NO + (year = Y)) * reverse = YONDER
More like YAWN-der haha. Ugh, so sick of “red = wine” equivalency!
  • 15A) A red X put in plastic jar (5)
    (X = 10 = IO) put in JAR = RIOJA
No, gross, bad, do not like. “X = IO” booooooo. And “red = wine” also, no, as we established just moments ago.
drinking red wine | Paul Giamatti | Thomas Haden Church | Sideways | Tacky Harper's Cryptic Clues
  • 19A) Saying: Of course, it's, like, mailed (6)
    (like = AS) + (mailed = SENT) = ASSENT
“like” and “as” in the simile sense. Buh, fake out with the homophone indicator. Got hung up thinking it was ASCENT, somehow. Forgot the word ASSENT exists.
  • 22A) Hundred hits into replayed video with vocals (6)
    ((Hundred = C) hits into VIDEO) * anagram = VOICED
Meh.
  • 47A) Put vegetable back in can (3)
    back in (can = MAY) = YAM
yam | Tacky Harper's Cryptic Clues

You've heard our thoughts on can/may equivalency before. So. “can” and “may” are not the same. But then also, and we insist that this is not a contradiction of previous, it is very annoying when someone says, “I dunno, can you?” and you're like OMG where is the bathroom you tedious alleycat!! Nobody cares about your unrelentingly precise command of English usage!!!

More wedding/Romanian romance talk (your favorite talk) on a gratuitous tangential note regarding can-may ability-action wish-will equivalencies: in Romanian, the way to ask someone to marry you is
vrei să fii soțul meu? / vrei să fii soția mea?
meaning "do you want to be my husband? / do you want to be my wife?" But in English, the stronger statement is
will you be my husband? / will you be my wife?
The implication to our ear is that in English, there's a potential gap between will and action.
“Do you want to marry me?”
“Sure I want to but [some bullshit could get in the way].”
In Romanian, if you want to get married then it's going to happen. Will and action are equivalent. So cool!

Certainly it's difficult (impossible?) to separate language and culture. For the purposes of this section we're pretending to believe in effects of language alone, independent of culture.
  • 48A) Ice cap melting—it produces heaving (6)
    ICE CAP * anagram = IPECAC
'Sup, ipecac. So oft ye be in our puzzle. Meh.
syrup ipecac | Tacky Harper's Cryptic Clues
  • 1D) Status follower holding art book (6)
    (Status follower = QUO) holding ART = QUARTO
Our dad has a book called Secrets of the Jeopardy! Champions. It's a rather handy primer on frequent Jeopardy! topics like Shakespeare, plant life, booze. The chapter on Shakespeare lists the “quartos” and “folios” in the Real Ultimate List of All Shakespeare Works. We remember reading that when we were little like, ”whatda hecka 'quarto' …” Surely we would learn in school.
Secrets of the Jeopardy! Champions | Tacky Harper's Cryptic Clues
And then twenty years of life happened. And now we're here, with access to the world's information. Tell us Internet, oracle of all that was and has not happened yet: what be a quarto?
quarto (n.)
"book from paper folded to make four pages to the sheet," late 15c., from Medieval Latin in quarto "in the fourth (part of a sheet of paper)," from quarto, ablative singular of Latin quartus "fourth" (see quart).

Source: true love Etymonline

So Shakespeare wrote some stuff on folded papercraft! V cool.
  • 3D) Strand after disease is cured (7)
    DISEASE * anagram = SEASIDE
Didn't we have this usage of “strand” super recently? No? Where is our intern to compile a comprehensif database of all answers!!
  • 4D) reforming Texas university, first duty of a state? (3, 3)
    (TEXAS + (university = U)) * anagram = USE TAX
They forgot about TAU SEX.
  • 7D) Wander down, going out more tight (6)
    (Wander = MEANDER) (down = D) going out = MEANER
Can't say we're familiar with this use of “meaner.”

meaner


...

3. penurious, stingy, or miserly:
a person who is mean about money.
Synonyms: niggardly, close, tight, parsimonious, illiberal, ungenerous, selfish.

Sorcery: Dictionary.com

  • 20D) Head soup maker (4 )
    Head = soup maker = BEAN
Convinced ourself for most of the puzzle that this was OPUS somehow. Wups.
Mr Holland's Opus | Richard Dreyfuss | Tacky Harper's Cryptic Clues
  • 25D) Deceive the man with healthy heart (4)
    (the man = HE) with (healthy = OK) heart = HOKE
“Hoke”? “healthy = OK”? Buh!
  • 35D) Queen, in heels, perversely gives Hebrew money to Hebrews (6)
    ((Queen = Q) + HEELS) * anagram = SHEQEL
The instructs called this one out as “surprising” but we're not sure why because this was like the second clue we got. Transliterations. This didn't stand out as surprisingly qrazy in its variation. Natürlich much enjoyed “queen in heels” :)


The Tacky

  • 34A) Canadian native makes American win in a fight, million times over (6)
    ((American = US) + (win in a fight = KO) + (million = M) + (times = X)) * anagram = MUSKOX
  • 21D) Toupee showing up on American wise guys (5)
    (Toupee = RUG) showing up on (American = US) = GURUS
US is not America | Tacky Harper's Cryptic Clues
Illustration by Rob Donnelly from an annoying article on Slate defending US/America equivalency and sounding about as compelling as Tim O'Reilly saying no, no no, no, Lyft is a great company to work for and at least it's not as bad as other places to work, and Lyft drivers should be grateful for their great job which they all love, why, what did you hear?

Just keep beating dat drum: US ≠ America.

Some alternate ways to get US:
US (disambiguation) from Wikipedia
US from urban dictionary

Cuz that's the problem here, right? Getting the US as a convenient string? There are so many ways. Imagination need not fail us. Not in the puzzle of all places!


Mom mixed up "cent" and "sent," love (7)


          CMOs: Building Teams, Building Careers        

No marketer is an island. Whether imbuing an industrial organization with a consumer focus, dramatically boosting social media engagement or attracting top talent with a compelling vision, CMOs cannot perform these feats alone. Nor can they advance their careers without mentors, collaborators and compatriots in the trenches. At our 14th Annual CMO Summit, Kathy Button Bell, vice president and chief marketing officer of Emerson; Esther Lee, executive vice president and global chief marketing officer of MetLife; and Deborah Wahl, chief marketing officer of McDonald’s USA, explored how marketing leaders can surround themselves with best-in-class talent, continue to develop their teams and how to position themselves for greater career heights. Here are some takeaways from the discussion.

Looking only at specific skill-sets may be short-sighted.

One of the allures of marketing — continual evolution — can also present a significant obstacle when building teams. “What I love about marketing is that it’s constantly changing, but what makes it hard to have that perfect skill-set on your team is this constant change,” said Lee. Nowhere is this more visible than with the rise of digital, where the emergence of each new technology seems to translate into yet another must-have capability.

While organizations need marketing talent who understand customer engagement in a mobile world, Wahl cautions that in pursuit of digital’s “world of shiny toys,” organizations can risk missing the bigger picture. Eighteen months ago, McDonald’s did not engage in social media; after doubling the size of its marketing team and bringing on digital horsepower, the company now responds every 10 seconds. Such a significant investment in new capabilities can raise new questions for marketing leaders. “Sometimes we get too caught up on a skill-set that we lose sight of the strategic implications,” Wahl said. “We have people with all these skill-sets and now the question is how do we make the best use of all these resources? How do we stay laser-focused on strategic priorities?” It can also be a struggle to find digital talent that is also strategically minded, according to Button Bell. To bridge the gap, Emerson partners with external agencies and individual contractors.

Insights are in demand.

With marketing playing the role of the voice of the consumer — and with more tools than ever before to understand trends, purchase journeys and behavior — talent who can glean actionable insights from data have become increasingly valuable. Button Bell has hired a global market insights team that includes cultural anthropologists in Romania and talent in China. One-hundred percent of the positions for which she’s been recruiting are in market research to help drive insights sooner. To gain support for investment in this area, Lee found success making the business case that bringing in more consumer perspectives earlier can avoid costly false starts downstream.

Seek talent with “magic.”

Even in an age where data analysis is prized, Button Bell encouraged marketing leaders to “find the people who have a little bit of magic. Think of the ‘Mad Men’ mentality of the ’50s and ’60s,” she said. “Those were brilliant creative people. You still need them in your market research department, in your creative because they’re the ones who see something someone else doesn’t. That’s something you have to find — you don’t make that in somebody. Sometimes, they’re the highest-maintenance person on your team, which is tough, but magic comes in many forms. Sometimes you have to pay the piper for that.” Magic is not isolated to the creative realm. Lee added a leader with a corporate strategy background to her team, resulting in smarter marketing than if the team consisted of purely marketing expertise. Button Bell noted that the talent Emerson needs most are those who can collaborate well and who can translate consumer insights for the organization’s engineers. At times, “magic” may be unproven, but worth the risk. “You sometimes have to hire someone who can do the work versus someone who has done the work,” said Lee.

Advice for Successful Careers and Leadership

Wisdom from the CMO Summit panel on how to develop your career and become a better leader.

  1. Be willing to take on a challenge. When building her team, Wahl looks for people who are willing to take on a challenge and who can learn. With a natural bias toward intuition, she needed to become more facile with analytics as part of her own career development. “We can’t possibly teach everyone everything,” she said. “Everyone has to get self-motivated to understand an area they want to specialize in.”
  2. Speak the language of the culture. During her tenure at The Coca-Cola Company as chief creative officer, Lee found that inspirational communication was most effective; but at MetLife, being too conceptual can undermine the message and leading with data works best. In the first month in a new role, she recommended marketers focus less on talking and more on listening and learning the language of the organization’s culture.
  3. Listen to “tough love” advice. Wahl observed that the hardest part of mentorship is listening to the mentor and actually changing. Lee recalled receiving “tough love” feedback from a former boss in a public forum: “I want to hear your point of view louder and more often.” While the guidance was not the softer “behind-a-closed-door mentoring,” it helped her shift from executing to leading.
  4. Identify who you want in your foxhole. Button Bell advocated an exercise where leaders create a list of individuals in their personal “foxhole” — trusted colleagues they could call upon in tough situations for guidance and feedback. It’s important for marketing leaders to have a personal advisory board to provide fresh perspectives on how to navigate challenges.
  5. Be willing to do the work yourself. Button Bell hires and promotes leaders who are willing to roll up their sleeves and do the work, whether it’s staying up all night to fix an underwhelming report or helping to elevate the work of another.
  6. Decide what type of leader you want to be. Lee described leadership as a pendulum, with a focus on orchestrating work on one end to influencing an entire company, creating a vision and empowering teams on the other. She recommended marketing executives determine which path they want to take and pursue experiences that will build those specific capabilities.
  7. Don’t just check the box. With the growing importance of cross-functional experience for general management roles, Button Bell finds some candidates are simply looking to complete a stint in marketing as a gateway to their next roles. Demonstrating a sincere interest in marketing and doing homework can go a long way to help you advance in your career. After her mentee assembled a thorough presentation about next steps for his career development, she noted, “I’m more invested in his career because he put forth the effort.”
  8. Go to every IT meeting you can. Button Bell recommended that leaders attend as many IT meetings as possible to build the relationship and to understand technology’s role in marketing.
  9. Always assume you have a seat at the table — and be gracious when you get there. Wahl encouraged marketing leaders to assume they have a seat at the table and be confident in the value of their opinions. She advised executives not to underestimate the power of being “kind, generous and inclusive every day.”

Develop talent — and reinvigorate marketing — by stepping out of the day job.

The majority of CMO Summit attendees use cross-functional assignments to develop their teams, and the panelists echoed the importance of being exposed to areas outside one’s regular responsibilities. “Everyone gets really focused on their job, so we send people out what we call ‘questing’ so they can see things from the customer’s point of view,” said Wahl. McDonald’s also enrolls marketing talent in Hamburger University, where teams work in restaurants to see firsthand how their ideas and technologies are implemented and used by the customer.

The age of transparency doesn’t just apply to consumers.

“We talk all about our transparency with our customers, but how about our employees?” posed Button Bell. She observed that with digital platforms such as LinkedIn and Glassdoor, team members know how much they’re worth and are greeted daily with new job opportunities. In response, according to Button Bell, “Our job has turned very much into one of trying to cultivate great culture and a pleasant career environment. I’m finding that the marketing we do inside is becoming louder and I’m making sure I’m spending as much time putting color and light and fun inside the company as we do outside.”

To attract talent, sell the vision versus the role.

Lee recalled a conversation with an entrepreneur who assumed she had a difficult time finding and attracting good talent in the insurance industry. She has found the opposite to be true — top talent is drawn to the mission of MetLife. “If you’re looking for impact players, they’re looking for where they can make an impact,” she said, and suggested that marketing leaders clearly communicate the organization’s broader mission. “You’re not selling a job, you’re inviting someone into sharing a vision.” Wahl has found that the opportunity to be part of something significant not only attracts top talent, but can motivate them to succeed amid major challenges. “We had to make a big change with all-day breakfast,” said Wahl. “It was really a challenge for the company to execute and almost seen as an impossibility, but it was that vision of what it could do and how it could change and how you could be relevant to customers which makes people feel really excited about their work.”

Don’t give into pressure to maintain the status quo.

According to Lee, culture change is one of the most important components of a business or marketing transformation — and one of the longest and toughest processes. “Until you’re behaving a certain way, you’re not really changing the culture,” Lee observed. “The question I always ask is, ‘How are we operationalizing that in terms of behaviors, management routines and processes?’” Additionally, successful organizational-wide culture change requires that people understand the “why” and the “how” of the shift; she noted that communicating these messages and driving change from the top enabled AT&T to evolve from a phone company to an innovation company during her tenure there.

In the face of resistance to change, Button Bell said, “One of the toughest things is to not lose that original bravery.” While being dramatically more progressive may be met with resistance, she has found that surprising the organization with new approaches can help create momentum. “How you talk an old company into doing something new is by asking, ‘Who doesn’t want to be more cool and more hip than they were yesterday?’ If you can put something a little more interesting in front of them that they didn’t expect, they’re delighted and the more you can delight the culture, the more you can get them to change.”


          How to Job Search While at Work        
My guest today is Rachel Bitte….Rachel has been been rethinking the HR industry for ~20 years and is currently Chief People Officer at Jobvite, a recruiting platform firm powering companies such as LinkedIn, Glassdoor, Starbucks, SpaceX and many more. Topics include: -How common is it for people to look for a new job at work? What are the telltale signs that an employee is looking for a different job? How can you avoid attracting suspicion? -What kind of job hunting activities (research, resume/cover letter touch-ups, emails, interviews, etc.) can you take care of on the job, and which ones should you save for later? -What should you do if somebody schedules an interview during work hours? Can you take the call from a private area in your office, or is that too risky? -What should you do if you get caught? What’s a typical HR response to discovering somebody job hunting on the job? Is it a fireable offense? -When you’re thinking about leaving your current job for a new one, what do you need to consider first? -If you do find a new opportunity, how and when do you tell your boss? What about HR and your coworkers? -If a potential new employer asks for references and someone at your current job is the best fit, is there any way to arrange that tactfully? -Job seeker that wowed you?
          Glassdoor's Employment Expert        
Rusty Reuff is Glassdoor.com's job search expert. he is a former HR exec with lots of great advice.
          [Numbers] Aux Etats-Unis, un stagiaire dans la Tech peut gagner le double du salaire moyen        
Le Top10 des stages les mieux payés outre-Atlantique, selon une étude Glassdoor.

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          A "Working Vacation" — For Americans, Is There Any Other Kind?        
With guest host John Donvan . President Donald Trump has insisted that his 17-day stay at his New Jersey golf course is not a standard vacation: Working in Bedminster, N.J., as long planned construction is being done at the White House. This is not a vacation meetings and calls! — Donald J. Trump (@realDonaldTrump) August 5, 2017 When youre leader of the free world, a true vacation isnt really possible. But many Americans just plain refuse to take time away from work. More than half of full-time American workers end the year with unused vacation days. And this is in a country where vacation days are hard-earned (the U.S. is the only developed country without mandatory minimum time off ). And when we do leave the office, we very often stay connected through the panoply of apps and devices that ensure our colleagues are never more than a few taps away. What drives this need for constant connection to the workplace? Scott Dobroski with Glassdoor told MarketWatch that its one simple
          Do You Have One of the 25 Best Jobs in America for 2015?        
Looking for a new career path, or just starting out? Career site Glassdoor has released its list of the 25 Best Jobs in America for 2015. Continue reading…
          Yahoo gets top marks for work/life balance        
Yahoo and CEO Marissa Mayer may have received a lot of flack earlier in the year after it ordered employees back into the office on a regular basis, but it landed in the top 25 places for work/life balance for the first time this year. Glassdoor, which compiles insider information about jobs and employers, released
          Weekend Reading — Touching … ugh … base        

New Glassdoor survey reveals that the UK’s most annoying office buzzwords


Design Objective

Bobby Ghoshal 😱

Me: "Don't forget how far digital design has come since the nineties" --- NJ EZ-Pass: "Hold my beer." http://www.ezpassnj.com


Tools of the Trade

Chromeless Playground Is like


          Strangest job interview questions of 2011        
When I was first interviewed here at the Express-News, the oddest question I was asked was, “Are you suggesting coconuts migrate?” I replied yes, and was hired immediately. Glassdoor.com has complied a list of the weirdest and funnest questions asked to interviewees during the past year. Here are some of the best. “If Germans were
          GLASSDOOR an Employee Salary, Ratings and Review Site        
While I don't want you to rush away from my site, I would like to inform you of another employee rating and review internet site which you might wish to visit and bookmark for future visits.

The consumer review site Glassdoor has updated their stats on Target as to salaries, employee comments, etc.  It is far to extensive to post here but you can find this information at:  http://www.glassdoor.com/Salary/Target-Salary-E194_P2.htm

=====================================

Misc Info:  I post now and then on Facebook at:  https://www.facebook.com/wm.inkennesaw   This may not be of great interest to those just wanting Target info as I cover general consumer items, many local to the greater Atlanta area.
          What all coding interviews have in common        

So, you’re here because you know a thing or two about coding interviews. Maybe you’re a college senior, preparing your job application for Microsoft or Google. Or maybe you’re a software industry veteran, working in a large enterprise software company, flirting with startups. When it comes to the coding interviews you will eventually take, there’s a pattern that emerges that ties all candidates together.

Almost all software and (to a lesser extent) hardware companies focus on algorithms and fundamental data structures for their interview coding questions. Algorithms and data structures have become the foundation supporting modern coding interviews. There are, however, a few exceptions to this rule A handful of companies have built a reputation around the difficulty of their coding interview - none more so than Palantir. So why is the Palantir interview so difficult? Well, they spell it out themselves on their awesome writeup titled - The Coding Interview. Palantir focuses on algorithms AND coding in their interviews. How are they different, you may ask? You can know your algorithms, but that doesn’t make you a good programmer. The ability to confidently write code in a coding interview is as important as the knowledge of fundamental algorithms.

I have interviewed many candidates myself, and nothing impressed me more than the candidate’s ability to confidently articulate his or her thoughts - in code!

The dirty little secret behind acing coding interviews is that they can be hacked. Numerous books have been written on the subject. Cracking the Coding Interview by Gayle McDowell is an excellent example. The book has over 180 programming questions with solutions. The idea behind such resources is that if you read and practice all the interview questions in the book, you will be able to handle most of the questions thrown at you by your interviewer. While this is true for some people, my experience while preparing for coding interviews back at Georgia Tech was rather different.

You can know your algorithms, but that doesn’t make you a good programmer. The ability to confidently write code in a coding interview is as important as the knowledge of fundamental algorithms.

I spent two and a half months preparing for my phone screen and on-site interview at Google. During that time, I bought Gayle’s book, spent hours on online forums like Glassdoor and Careercup, hunting for good interview questions to practice. In addition to that, I had to install IDEs for different languages, setup the scaffolding for binary trees, linked lists and other data structures and spend a considerable amount of time searching for the answers to these questions. To top it all, when you have 180 questions to practice, you WILL forget a third of the problems. So the next time you’re asked a question you solved 6 months back, luck will dictate if you’ll be able to recall the answer or not.

In conclusion, almost all coding interviews conducted today have two things in common :

1) Questions on computer science fundamentals, data structures and algorithms are interview favorites. However, coding confidence and fluency are equally important.

2) Interviewers have a few 'pet' questions, which are picked from a finite pool of about 500 interview problems. Interviewers add their own variations to these problems.

Coding interviews CAN be cracked : a) Smart practice and b) Strong Memory are your best friends here . Firecode.io implements a learning engine that is based on the research of Professor C. A. Mace, published in the book - The Psychology of Study. Essentially, as you recall the coding problems you have already solved at increasing intervals of time, your memory of the problem and the underlying algorithm gets strengthened exponentially. This is often called the Spacing Effect. An illustration of the classic “Forgetting Curve” and spaced repetition memory enhancement are shown below.

Firecode Forgetting Curve

Firecode.io combines over 400 real coding interview problems with an online coding platform and a learning engine designed to reinforce your learning over time. It is the only product out there designed for REGULAR programmers (vs Hackers), Computer Science graduates and ECE / Electrical Engineers aspiring to crack the coding interview. Try it for free today at www.firecode.io !

Firecode.io - The Smart Coding Interview Trainer


          Webster University Communities Top ‘Best Cities for Jobs’ List        
Employment database company Glassdoor named “The 25 Best Cities for Jobs” in the United States earlier this month, and Webster University has campus locations in or near about one-third of the listed communities. The cities were selected according to their median pay for employees, median home values, job satisfaction ratings, current number of job openings […]
          Setelah 5 bulan menggunakan Telco Webe        
Related image
Bulan march yang lepas, Alja telah bertukar telco dari Telco Purple ke Telco Webe. Jadi dah masuk 5 bulan Alja stay di telco Webe ni. Kenapa bertukar ke telco webe? salah satu sebab nya ialah Webe menjanjikan Unlimited data internet. Siapa tak suka? Lagipun time tu Telco purple sangat slow, baru buka hotspot dah 90% usage warning. Line teruk, baru guna tetiba dapat warning. Siapa tak sakit hati?

Lagi-lagi Alja student, Quiz secara online, kalau loading lepastu hilang, tak ke makan masa dan effect ke markah Alja jugalah time tu sebab loading lama, tup-tup masa pun tamat. Jadi Alja pun bertukar ke Telco Webe yang time tu promosi beharga RM79 exclude GST. Cuma kekurangan dia ialah tak boleh Hotspot. Alja ada share tentang webe di entri lepas "WEBE Mobile | Layan Video sampai bosan".

Jadi sekarang dah 5 bulan Alja stay dengan webe, 2 bulan guna, ok je, line laju tak loading bila tengok video. Sampailah masuk bulan ke-3 4 dan seterusnya ni. Tengok video loading sampai kena on off data, on off flight mode, on off hp terus. hahaha sampai satu tahap nak baling.

Ada satu masa tu, memula kawan call ok je, then tertutup sendiri. Bila kawan call balik, Alja dengar suara dia, dia tak dengar suara Alja. banyak kali sampai kawan guna no lain untuk call Alja. Ingatkan hp Alja rosak. Dah start nak nagis dah.

Try call guna Whatsapp, Eh ok pulak suara 2-2 pihak dengar. Bila call biasa tak boleh. Data ok je. Bila tengok group Webe di facebook. Semua kena benda yang sama. Rupanya Webe tengah upgrade sistem. tahu pun sebab ada seorang ni live chat dengan pihak webe.

Patutnya Pihak webe kena bagitahu lah kan, buatnya pengguna webe tengah dalam kecemasan, tak ke bahaya? Sekarang memang bad servis lah webe ni. Video loading ya ampun. Kalau laju, laju sangat. Kalau slow, kura-kura pun lagi laju.

Alja Stay dengan webe sebab fikir unlimited data je. Dengan harga yang berbaloi, lagi-lagi dia bagi freegift ni. Freegift apa? nanti Alja share next Entri! hehe. Lagipun Alja tengah fikir-fikir lagi nak tukar telco apa. Takut line pulak tak ok. Maka, sekarang tengah fikir nak tukar telco atau tak, kalau tukar nak tukar telco apa, mana yang ok dan harga postpaid yang berpatutan. Korang ada cadangan?

          Pet Insurance, Sabbaticals, A Luggage Party… Work Perks for Employees        

Research from Glassdoor found that 57 percent of people said benefits and perks are among their top considerations before accepting a job, and four in five workers say they would prefer new benefits over a pay raise.


          Why America's Wages Are Barely Rising        
Americans have been waiting for a solid pay raise for years. Maybe there's good news awaiting them as the country employs more people. The U.S. economic recovery has gone on for eight long years, and the unemployment rate is at a low 4.4 percent. But wage gains have barely budged. That's got economists scratching their heads. Andrew Chamberlain, the chief economist at the jobs and recruiting company Glassdoor, says even as the unemployment rate fell to a 16-year low recently, wage growth has slowed. The company's own data for July confirm that. He says it shows "very sluggish growth, the slowest pace we've recorded in about three years and it's the sixth straight month that pay growth has declined." The Labor Department's numbers aren't quite that bad, but they do show wage growth averaging 2.5 percent in the past four months after peaking at 2.9 percent in December. (The latest figures will be part of Friday's employment report for July.) Chamberlain says wage growth at this stage of
          Why America's Wages Are Barely Rising        
Americans have been waiting for a solid pay raise for years. Maybe there's good news awaiting them as the country employs more people. The U.S. economic recovery has gone on for eight long years, and the unemployment rate is at a low 4.4 percent. But wage gains have barely budged. That's got economists scratching their heads. Andrew Chamberlain, the chief economist at the jobs and recruiting company Glassdoor, says even as the unemployment rate fell to a 16-year low recently, wage growth has slowed. The company's own data for July confirm that. He says it shows "very sluggish growth, the slowest pace we've recorded in about three years and it's the sixth straight month that pay growth has declined." The Labor Department's numbers aren't quite that bad, but they do show wage growth averaging 2.5 percent in the past four months after peaking at 2.9 percent in December. (The latest figures will be part of Friday's employment report for July.) Chamberlain says wage growth at this stage of
          Why America's Wages Are Barely Rising        
Americans have been waiting for a solid pay raise for years. Maybe there's good news awaiting them as the country employs more people. The U.S. economic recovery has gone on for eight long years, and the unemployment rate is at a low 4.4 percent. But wage gains have barely budged. That's got economists scratching their heads. Andrew Chamberlain, the chief economist at the jobs and recruiting company Glassdoor, says even as the unemployment rate fell to a 16-year low recently, wage growth has slowed. The company's own data for July confirms that. He says it shows "very sluggish growth, the slowest pace we've recorded in 3 years and it's the sixth straight month that pay growth has declined." The Labor Department's numbers aren't quite that bad, but they do show wage growth averaging 2.5 percent in the past four months after peaking at 2.9 percent in December. (The latest figures will be part of Friday's employment report for July.) Chamberlain says wage growth at this stage of an
          How To Make $100k Or More In A Year Or Bump Your Salary        

Trying to make $100,000 in a year with your current job might seems like an unachievable feat, but according to one of the biggest Job marketplace, Glassdoor company, there are at least 11 different jobs that can pay $100,000 a year or more if you act fast.

Though some of the job positions listed are the total salary of the jobs, while some are based on their commission and bonuses. These are the job lists in no particular order.

                    

1. Special Agent : Have you ever thought about how much James Bond 007 might be getting as salary? Laughing, or how much the CIA agent makes? well, according to Glassdoor job postings, a Special agent, not necessarily anyone working for Federal government could make.

Total median pay: $125,000

Median base salary: $121,000

To be hired as a special agent, you must have a background in the military or criminal justice.

2. Airline Pilot: "Good day ladies and gentlemen, am captain Evans, and i will be your pilot to Chicago this afternoon, we will arrive 8pm local time, bla bla bla" These guys are making 

Total median pay: $134,000

Median base salary: $120,000

                            

According to Glassdoor job  openings, you must have an Airline Transport Pilot License (ATPL), and you will stand out from your peers if you have bachelor degree in Physics or aviation. Another advantage for people that have served in the military.

3. Drilling Engineer: Not an easy task, but  if you have a bachelor’s degree in petroleum or mechanical engineering, according to Glassdoor, you can take home.

Total median pay: $116,500

Median base salary: $106,680

4. Dentist: They remove cavity, clean up your teeth, and smile to the bank each month with:

Total median pay: $129,968

Median base salary: $125,000

To be a certified dentist, you must be a degree in a scientific field or pre-dentistry, take the Dental Acceptance Test administered by the American Dental Association, and then complete a doctoral degree in dental surgery or medicine before getting a license to practice. 

5. Nurse Practitioner: Need to call my close friends that are working as nurse practitioners, seems they make more than they have declared Laughing. A nurse takes home each month;

Total median pay: $101,600

Median base salary: $100,000

To be a nurse practitioner,, you need to have a Master's degree in Nursing.

6. Reservoir Engineer: You need to equip yourself with a degree in Chemical Engineering, and field experience extracting oil and gas. If you have this recipe, you will go home each month with;

 Total median pay: $143,000

Median base salary: $125,000

7. Equity Research Associate: Though less demanding, this position will open a new position as an investment banker. To be an Equity Research Associate, you will need to have a bachelor degree in Finance or Economics, or any similar field. 

Salary according to Glassdoor can be;

Total median pay: $100,000

Median base salary: $85,000

8. Geophysicist: Do you know with bachelor’s or a master’s degree in geology, you can earn;

Total median pay: $119,380

Median base salary: $109,864

9. Physician Assistant: Not a physician, but an assistant, with less school involved, and you can still smile to the bank with;

   Total median pay: $100,392

   Median base salary: $100,000

10.Software Architect: You need to learn and have some coding skills, which is easier to learn now via Youtube and other channels suitable for you. You also need to have bachelor in Software Engineering and Mathematics. 

                       

As a software architect, you can earn;

Total median pay: $139,000

Median base salary: $130,000

Regional Sales Executive: To be able to excel as a Sales executive, you will need to know the product you are marketing extensively and also know what your customer needs. A college degree is required, but not necessary, but to rise in an office set up, degree is an advantage.

You could take home;

Total median pay: $103,500

Median base salary: $65,000


          Ein ehemaliger Headhunter hat eine App entwickelt, mit der Unternehmen leichter gute Mitarbeiter finden sollen        

Arnim Wahls

Es ist nicht einfach auf dem Arbeitsmarkt. Das gilt für Arbeitsuchende genauso wie für Unternehmen. Nicht selten kosten Arbeitsvermittlungsagenturen Firmen tausende Euro, ohne eine Garantie dafür zu bekommen, am Ende auch einen passenden Bewerber anstellen zu können.

Arnim Wahls, der Gründer des Startups Firstbird, kennt die Problematik aus erster Hand. Er selbst war früher als Headhunter tätig, die Preise der Agenturen für eine Jobvermittlung sind ihm bekannt. Die Idee zu Firstbird kam dem jungen Unternehmer, als er einen Mitarbeiter vermittelte, der eigentlich bereits drei Mitarbeiter im Unternehmen kannte. „Dieses Potenzial müsste man doch irgendwie nutzen können“, dachte sich Wahls.

Die Idee für seine Empfehlungssoftware war geboren. Mitarbeiter können über die App im eigenen Unternehmen geeignete Kandidaten auf eine ausgeschriebene Stelle vorschlagen und erhalten dafür Punkte in der App. Das Unternehmen kann die Punkte dann auf Prämien umrechnen. Wer etwa 200 Punkte hat, bekommt einen Bonus oder Ähnliches. Das Teilen von Jobangeboten in sozialen Netzwerken wird dabei mit weniger Punkten versehen als die persönliche Empfehlung, auf die eine tatsächliche Bewerbung folgt.

Gründer Firstbird

Spielerische Herangehensweise an ein Problem

„Das Ziel war es, das ganze Potenzial der Mitarbeiter bei der Findung eines geeigneten Kandidaten für einen Job auszuschöpfen. Durch die spielerischen Elemente schaffen wir einen Anreiz, dass die Mitarbeiter auch wirklich bei der Suche nach einem neuen Kollegen helfen“, sagt Wahls. Wenn ein Headhunter diese Aufgabe übernimmt, dann könne dies, je nach Stellenangebot, auch schon einmal mehrere zehntausend Euro für ein Unternehmen kosten. Diese Kosten könne man sich sparen und erhalte zudem geeignetere Bewerber.

„Durch eine Empfehlung profitieren die Unternehmen genauso wie die Mitarbeiter. Diese bekommen ein Stimmrecht und können aktiv die Gestaltung des Unternehmens mitübernehmen. Zudem ist eine Empfehlung auch immer schon ein Art Filter, ob die Person zum Unternehmen passt oder eben nicht“, sagt Wahls.

Niemand arbeite gerne mit jemandem zusammen, von dessen Fähigkeiten er nicht überzeugt ist. Schlechte Eigenschaften des Kandidaten fallen zudem auf einen selbst zurück, weshalb die Empfehlung eine gute Vorauswahl darstellt, die deutlich persönlichere Aspekte habe als eine bloße Bewerbung auf dem Papier, die sich ausschließlich auf den Werdegang des Bewerbers bezieht.

Firstbird App

Kooperation mit großen mittelständischen Unternehmen

Derzeit arbeitet Firstbird hauptsächlich mit klassischen mittelständischen Unternehmen wie Sixt oder auch Zeitarbeitsfirmen wie der DIS AG und Manpower zusammen.

„Es wird ein professionelles Umfeld abgedeckt, das man mit klassischen Agenturen kaum abdecken kann“, so Wahls. „Alte Studienkollegen oder Arbeitskollegen beispielsweise, das sind Menschen, auf die Headhunter nur schwer stoßen, wenn sie lediglich bekannte Karrierenetzwerke durchforsten.“

Natürlich gebe es auch Hindernisse. Die Voraussetzung für die sinnvolle Verwendung der App sei es, dass das Arbeitsklima im Unternehmen stimme, so Wahls. Ohne ein gutes Klima in der Firma wird sich kein Mitarbeiter dazu bewegen lassen, eine Empfehlung auszusprechen, ist er sich sicher.

Auch bestimmte Bereiche sind weniger geeignet für die Empfehlung per App. So ist es in der IT-Branche besonders schwer, geeignete Mitarbeiter zu finden. Auch Teamleiter ab einem gewissen Gehalt sind eher schwer zu erreichen. Als Anhaltspunkt könne man dafür ein ungefähres jährliches Gehalt von 100.000 Euro nennen. Das heißt aber im Umkehrschluss auch nicht, dass es in manch anderen Teilen der Industrie einfacher ist, beispielsweise bei Mitarbeitern am Band. Für mittelständische bis große Unternehmen funktioniere das System aber sehr gut.

Firstbird_App Anwendung

Osteuropa als großer Markt

Das erste Ziel der App ist es, einer der größten Headhunter Europas zu werden, so Wahls. „Der osteuropäische Markt ist dabei noch kaum erschlossen, weshalb Firstbird zunächst in diesem Bereich expandieren will“, so der Geschäftsführer.

Doch ganz gleich, welcher Markt zuerst angegangen wird, müsse die Chemie unter den Mitarbeitern stimmen. Die Bewerber haben zudem einen Vorteil, den andere Bewerber auf dem Markt nicht haben: Sie bekommen persönliche Einblicke und ungefilterte Stimmen aus dem Unternehmen. „Es wird meist der gleiche Schlag Mensch empfohlen“, so Wahls. „Das kann mitunter Vor- und Nachteil zugleich für ein Unternehmen sein.“

Die Anwendung gibt es in zwei Versionen: Eine ist für mittelständische Unternehmen buchbar, die andere wurde für große Unternehmen konzipiert. Das Konzept ist sehr einfach und gut nachzuvollziehen, weshalb es realistisch ist, dass in Zukunft immer mehr Menschen auf die Expertise ihrer Mitarbeiter setzen werden, nicht nur aus finanziellen Gründen.

Manche Erfolgsgeschichten schreien zudem gerade danach, aufgeschrieben zu werden. So auch eine Vermittlung eines Mitarbeiters durch einen Bekannten, der im Unternehmen seine alte Sandkastenliebe wiederfand. „Mit solchen Menschen arbeitet man dann doch lieber zusammen als mit unbekannten Kollegen, von denen man vielleicht nicht ganz überzeugt ist“, sagt Wahls.

Dass das Konzept aufgeht, zeigen die internen Zahlen. Während auf eine Stelle auf dem freien Markt etwa 100 Bewerbungen pro Einstellung kommen, sind es über die App bislang etwa 3,75 Bewerbungen pro Einstellung. Der persönliche Filter scheint also zu funktionieren.

Tipp für die richtige Bewerbung

Als ehemaliger Headhunter kann er Bewerbern vor allem einen Tipp mit auf den Weg geben: „Stellt die richtigen Fragen im Bewerbungsgespräch.“ Wer aktiv nach den Zielen und Visionen eines Unternehmens fragt, der zeige, dass er nicht nur die eigene Bereicherung im Kopf habe, sondern auch die Zukunft des Unternehmens bedenke, so Wahls.

Lest auch: Ein deutsches Startup schützt andere Startups vor einer unterschätzten Gefahr

Somit überzeugt man den Arbeitgeber mit Qualität, ohne dabei die harten Fakten wie den Studiengang oder die Erfahrungen berücksichtigen zu müssen. „Wenn dann die Arbeit mit den Kollegen noch Freude bereitet, haben alle Seiten gewonnen.“

DAS KÖNNTE EUCH AUCH INTERESSIEREN:

 Wie drei Freunde aus einer Not heraus eine App entwickelten und jetzt Tinder, Badoo und Co. Konkurrenz machen

 Ein deutsch-amerikanisches Unternehmen hat die Milliardenmarke geknackt — und keiner kennt den Tech-Giganten

 Dieses deutsche Unternehmen kennt fast niemand, doch 200 Millionen Menschen nutzen seine Produkte

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          ZS Associates Vault ranking and Glassdoor presence!        
Is ZS Associate India office hiring strategy and local office culture pulling its Vault.com ratings down. Tried evaluating it over Vault and Glassdoor to see if thing add up well. I worked for ZS as HR Consultant during 2007-2009. Even those days, ZS was a back office operations based consulting than strategic or even tactical. Great leaders, great people but very narrow business view. Shall we call it consulting in the first place is bit debatable.

India office has grown over past 8 to 9 years like any back office ops firm for typical pharma projects. Hardly any innovation and still relying heavily on excel based tools. Some topping on the cake is Microstrategy based dashboards and some use of SAS etc. Some say, the best place to look for typical time bound promotion is ZS Associates in India.

Core to ZS culture was the live element called PD Manager (Professional Development Manager). People were molded into  the ZS way through the PD Manager, (who at most managed 3 to 6 PD reports and everyone in the organisation had a PD Manager. Even Prabhakant Sinha, the S of ZS , Zoltners was his PD Manager)who was your super coach, super career guide and conscience keeper, a true confidant, a mentor and a friend in tough times. Now ZS has diluted this role in India by hiring PD Managers for managing herd of 200 associates.

Some comment that ZS (India and elsewhere) believes in providing lifetime opportunity for those who cannot find a job outside ZS.
I believe even if ZS went in India typical ops delivery route, it still could have maintained its sacrosanct values through PD Management, of top league consulting firm!

I remember my talks with Partner Julie Billingsley , who heads Human Resources function at ZS. I asked about some HR and benefits staff in the US office, who were there for a decade or more, holding same old associate or Associate Consultant titles; "when do they get promoted to Associate Principal and Principal levels?''. Her brilliant answer that I still remember and feel great about was, "When they are ready for it.". I am not sure the same holds true for ZS India, as I see many and almost too many getting time bound promotions to even at Principal levels. They at times mention their title as Partner too.

Some say and I agree, that you cannot run ZS like Accenture and TCS as you are only ZS and would remain ZS!

Click the link below and read the post. 

https://drive.google.com/file/d/0BwBOW5MTJapWcjUzTjg4UDVDdEU/view?usp=sharing



          ZS Associates Vault ranking and Glassdoor presence!        
Is ZS Associate India office hiring strategy and local office culture pulling its Vault.com ratings down. Tried evaluating it over Vault and Glassdoor to see if thing add up well. I worked for ZS as HR Consultant during 2007-2009. Even those days, ZS was a back office operations based consulting than strategic or even tactical. Great leaders, great people but very narrow business view. Shall we call it consulting in the first place is bit debatable.

India office has grown over past 8 to 9 years like any back office ops firm for typical pharma projects. Hardly any innovation and still relying heavily on excel based tools. Some topping on the cake is Microstrategy based dashboards and some use of SAS etc. Some say, the best place to look for typical time bound promotion is ZS Associates in India.

Core to ZS culture was the live element called PD Manager (Professional Development Manager). People were molded into  the ZS way through the PD Manager, (who at most managed 3 to 6 PD reports and everyone in the organisation had a PD Manager. Even Prabhakant Sinha, the S of ZS , Zoltners was his PD Manager)who was your super coach, super career guide and conscience keeper, a true confidant, a mentor and a friend in tough times. Now ZS has diluted this role in India by hiring PD Managers for managing herd of 200 associates.

Some comment that ZS (India and elsewhere) believes in providing lifetime opportunity for those who cannot find a job outside ZS.
I believe even if ZS went in India typical ops delivery route, it still could have maintained its sacrosanct values through PD Management, of top league consulting firm!

I remember my talks with Partner Julie Billingsley , who heads Human Resources function at ZS. I asked about some HR and benefits staff in the US office, who were there for a decade or more, holding same old associate or Associate Consultant titles; "when do they get promoted to Associate Principal and Principal levels?''. Her brilliant answer that I still remember and feel great about was, "When they are ready for it.". I am not sure the same holds true for ZS India, as I see many and almost too many getting time bound promotions to even at Principal levels. They at times mention their title as Partner too.

Some say and I agree, that you cannot run ZS like Accenture and TCS as you are only ZS and would remain ZS!

Click the link below and read the post. 

https://drive.google.com/file/d/0BwBOW5MTJapWcjUzTjg4UDVDdEU/view?usp=sharing



          Start up kids and the VC and HR sleep peacefully!        

An interesting review title for this company: 
"they hold competition for glassdoor reviews, take reviews with a grain of salt"!

          Glassdoor analytics is very clean and free-Just use it dear HR!        

Glassdoor company profile is “unclaimed” and over past 6 years, there are some 47 reviews!
This is for one of the companies I worked for...

Interesting to see when CEO approval is 80% (appreciably high and matter of pride in top guy), the views on Senior Management is lowest of all factors of consideration. Do employees see CEO as a separate entity (not connected to senior management)? If yes, what does that mean? Does that mean senior management is designed to act as bad cop and CEO plays good cop? Considering this is design and true, what impact does it make on quality of delivery, inventiveness, collaboration, value creation and serious client engagement and feedback? Is there a direct relationship between a seemingly poor rating of 2.6 for senior management and performance on above listed aspects? If there is direct and proportionate relationship, it is matter of worry and correction.
But when you look at the trend-line below, it was on up-drive to 3.8 around Oct of 2015. Immediately after Oct ’15 it has seen sharp decline to 3.2 in last 6 months ending Apr ’16. Does this mean, there were decline in morale and increased level of alienation from the senior management/managers?
Text feedbacks make it all clear. Coterie, favoritism, small town mind-set that reflects in decisions across hiring, promoting, rewarding, resource allocation and providing “on-site “opportunities!
CEO’s approval of 80% defines faith in him, however, the disconnect that it sees with rating on senior management may worry him as it means the following: 1. His senior management may not live same values as he does. 2. His control or influence on senior management is weak and 3. He agrees to the style of his senior management and feels that is what helps business.
Appreciable fact is that CEO approval was at ~90% just a year back and has seen some decline of 10% over that period.


 60% recommending a friend is a decent percentage. Decline that set in this trend is from Oct ’15 and continues till April ’16. The higher trend was after the freshers have joined in May-June and is in training and laterals would be required for additional resource requirement. The decline from Jan till April ’16 may be due to trained fresher coming out of the training classes.




Business outlook seeing some significant decline to ~50% makes the workplace as any other common workplace and people not finding much juice into what is coming as work in times to come. Though this maybe temporary phenomena and every business goes through this lean patch. At the same time Infosys, TCS and Wipro making some key leadership changes is a sign of some head wind to curb the tail-wind effect.

Decline is rating for culture and values between Oct ’15 and Apr ’16 can be attributed to poor culture experience when given to work with managers who have learnt only to work with fresher and may not be able to make right adjustment to managing experienced resources who come from a different culture plane.  

C&B the key positive and competitive component is losing shine quite rapidly over a year or more.
In general agreement, any company that has rating of less than 3.2 would not be able to participate in the GPTW!

Time to introspect, make changes, strategize-design-execute. 

          Benefit Packages Help Attract Top HVAC Talent        
It’s no secret the HVACR industry is facing a labor shortage — we’ve covered the topic quite a bit at The NEWS. However, offering good benefits packages can help companies attract and retain employees in this competitive industry. In fact, nearly four in five American workers would prefer new or additional benefits over a pay increase, according to a survey conducted by online job recruiter Glassdoor in partnership with Harris Poll.
          Project Management        
Hi, i'm doing some research on [link=http://www.glassdoor.com/Salaries/Project-Manager-Salary-SRCH_KO0,15.htm]project manager salary[/link], but would like to get project managers' opinions for a report I'm writing. Let me know your thoughts.
          Recruitment Account Manager        
SW-Swindon, Permanent job opportunity for an Account Manager to join Hays Specialist Recruitment. Would you like to get into Recruitment? Hays are the largest and most successful recruitment business in the UK and have been voted the No.1 employer in our industry by Glassdoor and Job Crowd. We are looking for an Account Manager to join our Swindon office to recruit for Contact Centre staff for a large, busy c
          Recruitment Consultant        
SW-Swindon, Permanent job opportunity for a Recruitment Consultant to join Hays Specialist Recruitment. Would you like to get into Recruitment? Hays are the largest and most successful recruitment business in the UK and have been voted the No.1 employer in our industry by Glassdoor and Job Crowd. We recruit Trainee Recruitment Consultants based on potential, you don't necessarily need prior experience in Sale
          ÙØ±Ø¢ÛŒÙ†Ø¯ استخدام در غول‌های فن‌آوری چقدر طول می‌کشد؟        
جست‌وجو برای کار، فرآیندی دشوار و نفس‌گیر است. از طرفی باید دنبال شرکتی باشید که شما را استخدام کند و از طرفی باید رزومه خود را اصلاح کنید و با دقت معرفی‌نامه خود را تنظیم کنید. حتی پس از عبور از این مرحله، نتایج مطالعه‌ای که با عنوان «فرمول موفقیت در مصاحبه شغلی»، در سال 2013 انجام شده، نشان می‌دهد که افراد تنها 20 درصد شانس ورود به مصاحبه استخدامی را دارند. به محض ورود به مصاحبه شغلی، فرآیند استخدامی بسیار طولانی تر از گذشته شده است. بنابر اعلام موسسه Glassdoor، از سال 2010 تاکنون، فرآیند استخدام 17 درصد طولانی‌تر شده و به طور میانگین، از 19.6 روز به 22.9 روز افزایش یافته است.
          Pharmacists Rank on Glassdoor's Most Competitive In-Demand Jobs List        
Pharmacists continue to rank among best-paying professions, but competition in the job market is high.  
          Episode 99: Private cloud is the Reuben sandwich of clouds, or, Shafer’s Theory of (Private) Cloud        
Microsoft will ship it’s private cloud stack, Azure Stack, in September. Will this work? Will people buy it? What could you even put in that cloud? You can feel that pull people have towards private cloud, so we’re looking forward to what happens. On a related topic, by our reckoning, kubernetes to small to have already fallen. Also: the elusive Baltimore accent, Oracle and containers, and recommendations. Meta, follow-up, etc. Where does Matt Ray find all these stories? Patreon for this thing (https://www.patreon.com/sdt) - like anyone who starts these things, I have no idea WTF it is, if it’s a good idea, or if I should be ashamed. Need some product/market fit. SDT Slack (http://www.softwaredefinedtalk.com/slack) “Not all ‘guys.’” Mid-roll This episode is sponsored by Casper, who’s looking for some good senior SREs (https://boards.greenhouse.io/casper/jobs/649758?gh_jid=649758). If you’re into building out and managing infrastructure that keeps code running and makes sure you can sleep soundly at night, check out the job listing, apply (https://boards.greenhouse.io/casper/jobs/649758?gh_jid=649758), and be sure to mention that you heard about it on Software Defined Talk. According to Glassdoor reviews (https://www.glassdoor.com/Overview/Working-at-Casper-EI_IE990859.11,17.htm), it’s a damn fine place to work. You can also just email jobs@casper.com and browse all their openings at casper.com/jobs (https://casper.com/jobs/). Also, get $50 off mattresses with the code: horraymattray End-roll DevOpsDays Minneapolis, July 25 to 26th: get 20% off registration with the code SDT (https://devopsdays-minneapolis-2017.eventbrite.com?discount=SDT) (Thanks, Bridget!). SpringOne Platform registration open (https://2017.springoneplatform.io/ehome/s1p/registration), Dec 4th to 5th. Use the code S1P200_Cote for $200 off registration (https://2017.springoneplatform.io/ehome/s1p/registration). SpringDays (https://www.springdays.io/ehome/index.php?eventid=228094&) - Atlanta (July 18th to 19th) (https://www.springdays.io/ehome/spring-days/atlanta) The Register’s conference in London (https://continuouslifecycle.london/) (May 2018) has it’s CFP open - submit something! Matt: July 20th - DevOps Sydney (https://www.meetup.com/devops-sydney/events/232788708/) July 25th - DevSecOps at RSA Conf APJ (http://www.alldaydevops.com/blog/all-you-need-to-know-about-devops-connect-devsecops-at-rsac-singapore) August 1st - Sydney Chef Meetup (https://www.meetup.com/Chef-Sydney/events/240660647/) August 3rd - Auckland AWS User Community (https://www.meetup.com/AWS_NZ/events/237833579/) October 11th - Brisbane Azure User Group (https://www.meetup.com/Brisbane-Azure-User-Group/events/240477415/) Up there in New England What is the Baltimore accent (http://peopleof.oureverydaylife.com/speak-baltimore-accent-11264.html)? Watching The Keepers, and it’s reminding me of John Water movies, but I can’t figure out the patterns of the accent. Season three of The Wire has samples. Oracle Enters the OCI-runtime with Railcar - Oracle, the dark-horse of The Container Wars Link (https://thenewstack.io/oracle-opens-oci-container-runtime) Rust! Also Smith and Sidecar Oracle requires joint copyright assignment though… Azure Stack, coming in September Charges by consumption (https://venturebeat.com/2017/07/10/microsoft-azure-stack-hardware-available-to-order-ships-in-september/) - how MIPS-y! “Compute charges start at .8 cents per virtual CPU per hour and go up from there, while storage starts at .6 cents per GB per hour. Those charges will be included in customers’ invoices for their overall use of Microsoft’s public cloud platform.” Hardware via partners: “The exact pricing for Azure Stack hardware, including support contracts, will be up to each individual manufacturer. Microsoft is working with Dell EMC, Lenovo, HPE, Cisco, and Huawei to make the hardware available, and the first machines should be available in September.” IDC estimates private cloud HW at $34bn or so runrate (based on 3Q2016 estimates) (https://www.theregister.co.uk/2017/01/16/worldwide_quarterly_cloud_it_infrastructure_tracker_q3_2016/), with 8% q/q growth. So, not too shabby there. This doesn’t include software, Microsoft’s take. Scott Guthrie (https://www.theregister.co.uk/2017/07/10/interview_with_microsofts_scott_guthrie/?page=2): “We talked to lots of customers who said, please don’t do that [allow so much customization that it's hard to debug problems]. The model we came up with instead was to work with a large spectrum of hardware providers, HP, Dell, Lenovo, Cisco and Huawei. Those are the five largest server manufacturers in the world. They will have systems that start with three nodes, not massive big purchases, that you can unbox and plug in. And have a fully working cloud in a day or two. Regardless of whom you call, we own the whole solution.” Pivotal Cloud Foundry will run on it (https://rcpmag.com/articles/2017/07/10/azure-stack-partner-preorders.aspx) Microsoft has a rocky road of delivering on private cloud. But, I’d wager the get it this time. We discussed this on the most recent Pivotal Conversations (https://soundcloud.com/pivotalconversations/its-private-cloud-all-over-again), along with other delightful ephemera. K8s Days May Be Numbered Matt Asay strikes again! (http://www.infoworld.com/article/3204597/open-source-tools/kubernetes-days-may-be-numbered-as-open-source-changes.html) Funny how OpenStack is now a cautionary tale. See Coté’s weasly, non-position on OpenStack in his May Register column (http://www.theregister.co.uk/2017/05/22/window_closing_on_openstacks_future/). I thought Cote’ was going to write this one up? (see below) “Whitepaper review” a la The Weeds! You have to be careful how you read that 451 survey. On Asay’s 71%, Coté wrote (https://cote.io/2017/06/02/451s-container-orchestration-usage-survey-notebook/): On that note, it’s easy to misread the widely quoted finding of “[n]early three-quarters (71 percent) of respondents indicated they are using Kubernetes” as meaning only Kubernetes. Actually, people are using many of them at once. The report clarifies this: “The fact that almost 75% of organizations reported using Kubernetes while the same group also reported significant use of other container management and orchestration software is evidence of a mixed market.” Read: they’re trying everything. Nothing has won yet. Proving Asay’s point, but also defanging his link-bait lead. “It seem far-fetched that Kubernetes could be heading for a fall” - there is no fall to be had because ascension hasn’t yet begin. The core base of 201 people are organizations already using containers, so it doesn’t include organizations not using containers. In a broader survey (where, presumably, not every enterprise was already using containers), of 300+ enterprises, production container use was: 19% in initial production, 8% were in broad production implementation. This isn’t to say there hasn’t been huge growth in this space, but it’s the huge growth of small numbers. This survey (though sponsored by CoreOS - I’m always suspicious of sponsored surveys, having worked on them myself!) is definitely worth paying attention to (as well as ongoing 451 and Gartner work here). Just make sure you read it right and don’t get too excited. See Coté’s Notebook for more (https://cote.io/2017/06/02/451s-container-orchestration-usage-survey-notebook/). (Related: I’ve been thinking we should do special, “paid members only” [in Patreon (https://www.patreon.com/sdt)?] “whitepaper review” episodes. Because, let’s be honest: only people who liked us enough to pay would be interested in that.) Alright, now some vendor-sports: So, can a vendor be successful if they “chase” the standards? Do you need to be in OpenWhisk, and OCI shit to operate in this space? Do you need to be Java EE compliant? There may be no money in OSS, but maybe it’s the kingmaker, to steal O’Grady’s line (http://amzn.to/2sVtmms). BONUS LINKS! Not covered in show. Could Facebook run on AWS? Lots of fun speculation with sizes of services and numbers of servers (http://blog.sqlizer.io/posts/facebook-on-aws/). From now on, this is the only content to send to people asking about running private cloud. “In the real world it clearly wouldn’t make sense for Facebook to migrate over to AWS.“ First of all (https://youtu.be/X9ELENWZqLE)... As John Willis would say, “I wanna be Ashlee Vance when I grow up.” Look at that guy: he’s kickin’ it no undershirt with the button-up style. Writes for Bloomberg, and only let’s just enough sass through in his tone to keep his broad, concise appeal but still have style that harkens back to his Register days. And he wrote that Elon Musk book. CASH MONEY! Second: “serverless is someone else’s server” manifest in 3D Third, a lot of people ask me, “Coté, how do I get a job like yours?” Writing a lot of posts like this is one answer. Thriving in a “Post AWS World” Link (https://www.packet.net/blog/how-to-thrive-in-a-post-aws-world/) “Why You Can Have the Advantages and Still Not Win” Touches on some of the previous conversations of anti-trust, how do you operate with a Goliath in your market? Distributions are Becoming Irrelevant Link (https://blog.flameeyes.eu/2017/06/distributions-becoming-irrelevant/) “The distribution users are, for most of the biggest projects, sysadmins.” Nice history of how developers and distros have long been at odds. Coté: I recall reading this. Did I get the summary right? gems show that people will subvert the gate-keeper of being in the distro, thus, there is no power of a distro: people will just assemble whatever they want. Docker x10’s this. Linux distro people fight too much and are, sort of, bags of dicks that are making the evolution of distros slow and further irrelevant. Hey, guys, “can’t we all just get along?” Future of Serverless? Link (https://www.morethanseven.net/2017/06/26/predictions-for-the-direction-of-serverless-platforms/) - that’s a helluva headline.. Who can take on Lambda? OpenWhisk on K8s? IBM Backing off OpenStack? “Seemingly unable to innovate, IBM allegedly retreats from its OpenStack plans” (http://www.diversity.net.nz/seemingly-unable-to-innovate-ibm-allegedly-retreats-from-its-openstack-plans/2017/06/29/) Lots of BlueBoxers coming back on the market DevOps Insights from RightRelevance Wut? (http://info.rightrelevance.com/devops-insights-analysis-may-2017/) Echo chambers exist, but some folks and events cut through “flocks” IBM/Compuware stuff feels anomalous to me OpenBSD with Randomized Kernels When you really care about security… (https://www.bleepingcomputer.com/news/security/openbsd-will-get-unique-kernels-on-each-reboot-do-you-hear-that-linux-windows/) Recommendations Brandon: Oasis Supersonic (http://amzn.to/2sWDgnG) Matt Ray: Veep (http://amzn.to/2sWDbjY). Also: Visualization of sorting algorithms, it’s hypnotic (http://panthema.net/2013/sound-of-sorting/?imm_mid=0f4065&cmp=em-prog-na-na-newsltr_20170701) Coté: thigh and leg chicken, BONELESS!, at CostCo. Enterprise Architecture as Strategy (https://twitter.com/cote/status/885501022206132225) book - old (2006), but really, the topic doesn’t seemed to have change much, despite DevOps &shit.
          Episode 98: “Do I just need some better medication?” or, advertising, antitrust, and talking to strangers        
Without advertising, there would be no capitalism, and, if you’re not constantly afraid of the DoJ knocking at your door, you’re probably doing it wrong. Those are two whacky theories about advertising and antitrust, at least. With Matt Ray on vacation, Brandon and Coté talk about The Attention Merchants and the recent Google EU antitrust ruling. We also discuss several other books, and how to talk to non-tech people at parties. Surprisingly, no container talk! Mid-roll This episode is sponsored by Casper, who’s looking for some good senior SREs (https://boards.greenhouse.io/casper/jobs/649758?gh_jid=649758). If you’re into building out and managing infrastructure that keeps code running and makes sure you can sleep soundly at night, check out the job listing, apply (https://boards.greenhouse.io/casper/jobs/649758?gh_jid=649758), and be sure to mention that you heard about it on Software Defined Talk. According to Glassdoor reviews (https://www.glassdoor.com/Overview/Working-at-Casper-EI_IE990859.11,17.htm), it’s a damn fine place to work. You can also just email jobs@casper.com and browse all their openings at casper.com/jobs (https://casper.com/jobs/). End-roll DevOpsDays Minneapolis, July 25 to 26th: get 20% off registration with the code SDT (https://devopsdays-minneapolis-2017.eventbrite.com?discount=SDT) (Thanks, Bridget!). SpringOne Platform registration open (https://2017.springoneplatform.io/ehome/s1p/registration), Dec 4th to 5th. Use the code S1P200_Cote for $200 off registration (https://2017.springoneplatform.io/ehome/s1p/registration). SpringDays (https://www.springdays.io/ehome/index.php?eventid=228094&) - Atlanta (July 18th to 19th) (https://www.springdays.io/ehome/spring-days/atlanta) Matt July 25th - DevSecOps at RSA Conf APJ (http://www.alldaydevops.com/blog/all-you-need-to-know-about-devops-connect-devsecops-at-rsac-singapore) August 1st - Sydney Chef Meetup August 1st (https://www.meetup.com/Chef-Sydney/events/240660647/) August 3rd - Auckland AWS User Community August 3rd (https://www.meetup.com/AWS_NZ/events/237833579/) October 11th - Brisbane Azure User Group October 11 (https://www.meetup.com/Brisbane-Azure-User-Group/events/240477415/) Show Links The Drunk & Retired Reboot (http://www.cote.show/hosts/cowboyd), Charles and Coté return...every two weeks. Attention Merchants (http://amzn.to/2sOiANY), Chaos Monkeys (http://amzn.to/2sIpNE8). Slate Monet podcast, #163 (http://www.slate.com/articles/podcasts/slate_money/2017/07/google_s_antitrust_violations_italian_banks_and_seattle_s_minimum_wage.html). Recommendations Brandon: Apple Airpods (http://amzn.to/2uMuNUW) Coté: Fixing iPad screens, fixin’ to try ATX Cell Repair (https://www.yelp.com/biz/atx-cell-repair-austin).
          Episode 97: The novel strategy of making money, and investing to do so - Amazon + Whole Foods        
Looks like we’ll be getting cheaper organic food what with Amazon buying Whole Foods. What exactly is the strategy at play here, though? Other than the obvious thing of doing online groceries, how is Amazon advantaged here such that others (like Wal-mart), can’t simply do this themselves. We go over these questions and how they related to M&A in general. Plus recommendations and some podcast meta talk. Mid-roll This episode is sponsored by Casper, who’s looking for some good senior SREs (https://boards.greenhouse.io/casper/jobs/649758?gh_jid=649758). If you’re into building out and managing infrastructure that keeps code running and makes sure you can sleep soundly at night, check out the job listing, apply (https://boards.greenhouse.io/casper/jobs/649758?gh_jid=649758), and be sure to mention that you heard about it on Software Defined Talk. According to Glassdoor reviews (https://www.glassdoor.com/Overview/Working-at-Casper-EI_IE990859.11,17.htm), it’s a damn fine place to work. You can also just email jobs@casper.com and browse all their openings at casper.com/jobs (https://casper.com/jobs/). LOOK, MA! I PUT IN DATES! DevOpsDays Minneapolis, July 25 to 26th: get 20% off registration with the code SDT (https://devopsdays-minneapolis-2017.eventbrite.com?discount=SDT) (Thanks, Bridget!). SpringDays (https://www.springdays.io/ehome/index.php?eventid=228094&) - Atlanta (July 18th to 19th) (https://www.springdays.io/ehome/spring-days/atlanta) Matt will be at: DevSecOps at RSA Conf APJ (http://www.alldaydevops.com/blog/all-you-need-to-know-about-devops-connect-devsecops-at-rsac-singapore) Sydney Chef Meetup August 1st (https://www.meetup.com/Chef-Sydney/events/240660647/) Auckland AWS User Community August 3rd (https://www.meetup.com/AWS_NZ/events/237833579/) Brisbane Azure User Group October 11 (https://www.meetup.com/Brisbane-Azure-User-Group/events/240477415/) Podcast meta-talk Podcasts.app to be able to track what you listen to (https://cote.io/2017/06/28/apple-makes-major-podcast-updates/). Just paying for podcasts. $220m+ estimated TAM (https://cote.io/2017/06/28/podcast-market-estimated-at-over-220m/). We have a Casper ad! Amazon Buys Whole Foods This was not covered in the Mary Meeker slide-fest. Coté’s notebook on the topic (https://cote.io/2017/06/28/amazon-buying-whole-foods-notebook/). Stratechery on WF Acquisition (https://stratechery.com/2017/amazons-new-customer/) Exponent Podcast (http://exponent.fm/) What exactly are the barriers to entry here for other grocery stores. The business: online, and just the grocery store on it’s own...plus the 460+ physical stores for other goods? Barriers to entry, Amazon buyers (Whole Foods looks good now?), culture clash?, HEB love, private label BONUS LINKS! Not covered in episode. Gartner Magic Quadrant for IAAS is Here! Larry D. (http://www.zdnet.com/article/gartner-puts-aws-microsoft-azure-top-of-its-magic-quadrant-for-iaas/) Once again, what a change from way back when: CRN (http://www.crn.com/slide-shows/cloud/300087321/heres-who-made-gartners-2017-magic-quadrant-for-cloud-iaas.htm) The Register (http://www.theregister.co.uk/2017/06/19/gartner_confirms_what_we_all_know_aws_and_microsoft_are_the_cloud_leaders_by_a_fair_way/) Johnny Leadgen can get a copy (https://pages.awscloud.com/mq-download-report.html). On Oracle: “Gartner warns potential customers to be cautious of high-pressure sales tactics.” How Microsoft Is Shifting Focus to Open Source Link (https://thenewstack.io/microsoft-shifting-emphasis-open-source/) “Chef is used to manage thousands of nodes internally across Azure, Office 365 and Bing.” Amazon Eyeing Slack? Link (https://www.bloomberg.com/news/articles/2017-06-15/messaging-startup-slack-said-to-draw-interest-from-amazon-com) “Buying Slack would help Seattle-based Amazon bolster its enterprise services as it seeks to compete with rivals like Microsoft Corp. and Alphabet Inc.’s Google.” Walmart Buys Bonobo I’ve got a Bonobo suit I really like (https://www.geekwire.com/2017/walmart-buy-bonobos-310m-continues-e-commerce-battle-amazon/). They had ModCloth and some others. Their M&A strategy has really shifted of late. Walmart Sez Get Off the AWS Finally a reason for multi-cloud (https://thenewstack.io/wal-mart-kicks-partners-off-amazons-cloud-implications-organizations/) BigCo’s gonna bully that supply-chain. What’s Wrong with Jenkins? Jenkins is the Nagios of CI/CD (https://thenewstack.io/many-problems-jenkins-continuous-delivery/) “No toolchain is perfect, but you can achieve software delivery perfection (or something close to it, at least) when you implement the right culture.” Tools don’t substitute culture. Oracle’s Swinging For the Fences (and missing) Link (https://www.theregister.co.uk/2017/06/13/specsavers_says_no_to_oracle_cloud/) “He was also unwilling for Specsavers to become a guinea pig for Oracle's cloud.” Ubuntu Mobile Post Mortem Not much strategy… (http://www.lieberbiber.de/2017/06/20/my-ubuntu-for-mobile-devices-post-mortem/) Serverless and the Death of DevOps Link (http://redmonk.com/jgovernor/2017/06/02/serverless-and-the-the-death-of-devops-can-you-not/) Spoiler: “DevOps is the ultimate reactive, or event-driven, tech use case. It’s not going anywhere” State of DevOps 2017 Report Johnny Leadgen to the rescue (https://puppet.com/resources/whitepaper/state-of-devops-report)! Commercial Open Source Software Companies Link (https://docs.google.com/spreadsheets/u/1/d/17nKMpi_Dh5slCqzLSFBoWMxNvWiwt2R-t4e_l7LPLhU/htmlview#gid=0) A bit of sourcing on the numbers would be valuable Glad Chef’s not on the list, wouldn’t want to comment on the numbers Cloud Foundry Summit A whole mess of videos! 121 of them. (https://www.youtube.com/watch?list=PLhuMOCWn4P9hTlDEWJZV8JbVsW01avHF1&v=em-W0rVbCLc) Heptio Out of Stealth Mode with K8s Management Tool TheNewStack covere (https://thenewstack.io/heptio-comes-stealth-mode-ksonnet/) Official page (http://ksonnet.heptio.com/) File under “It didn’t already do that. I see.” Not sure this qualifies as “coming out of stealth”, everyone knows they work on open source K8s. I’m not seeing a monetization strategy yet beyond support & training. Not that there’s anything wrong with that, but they raised $8.5 for their A-round BMC Software Exploring Merging with CA STOP THE PRESSES! TERRIBLE MEETS TERRIBLE (https://mobile-reuters-com.cdn.ampproject.org/c/mobile.reuters.com/article/amp/idUSKBN19C036)? So far, no confirmation, but (https://www.streetinsider.com/Analyst+Comments/CA+Technologies+%28CA%29%3A+Anti+Trust+Should+Not+Prevent+CABMC+Merger+-+Bernstein/13052376.html): “While the two companies were once dominant in the systems management industry, the analyst notes that CA and BMC have 7.5% and 8% share respectively as of FY16 which combined would put them on a near even footing with IBM, the largest vendor, at 15%.” “There are also many other vendors in the market including MSFT (7%) and NOW (5%) so anti trust concerns should not be an issue.” High Level Kubernetes Overview Link (https://jvns.ca/blog/2017/06/04/learning-about-kubernetes/) “Basically Kubernetes is a distributed system that runs programs (well, containers) on computers. You tell it what to run, and it schedules it onto your machines.” More on Service Meshes From James Governor, RedMonk (https://redmonk.com/jgovernor/2017/05/31/so-what-even-is-a-service-mesh-hot-take-on-istio-and-linkerd/) Recommendations Brandon: The Scholar and the Drop Out podcast (https://itunes.apple.com/us/podcast/the-scholar-and-the-drop-out/id1143931540?mt=2); Coté’s add-on: Karl Lagerfella’s day (http://www.harpersbazaar.com/fashion/trends/a865/24-hours-with-karl-lagerfeld-0412/), no exercise and long night-shirts. Matt: Commando: Johnny Ramone’s Autobiography (https://www.amazon.com/dp/B007IV89TS/) Coté: Gulf Shores, Alabama; Hillbilly Elegy (http://amzn.to/2tpO6Gm) and “The Dead Pig Collector.” (http://amzn.to/2tpoU2L)
          Wiley and Glassdoor Collaborate to Create Employer Branding For Dummies®        

New e-book helps marketers, recruiters and HR professionals develop a compelling employer brand

(PRWeb September 08, 2014)

Read the full story at http://www.prweb.com/releases/2014/09/prweb12149040.htm


          Very little evidence immigration hurts wages: Glassdoor's Andrew Chamberlain        
Andrew Chamberlain, Glassdoor chief economist, explains how weakening wage growth is impacting the economy, and weighs in on whether immigration, especially skilled immigration hinders wages.
          Expedia has been voted the best UK company for work/life balance — look inside their office to see why (EXPE)        

Expedia bar

Online travel company Expedia is the best employer for work-life balance in the UK, according to Glassdoor's 2017 rankings.

Glassdoor allows employees to rate and review their companies honestly, with anonymity, so its results are likely to be pretty accurate.

Expedia's employees get a range of ridiculously good benefits to keep them happy, including a travel allowance of between £6,000 ($8,515) and £10,000 ($14,192) for most employees who have been with the company for "more than 12-18 months."

At the company's two huge offices situated close to Angel tube station in London, there are indoor Formula One simulators, a huge roof terrace that hosts regular BBQs and other staff parties, various free bars, and more "chill out zones" than you'd find at Glastonbury music festival. Basically, the boundaries between work and life are pretty blurred — but in a good way.

It's the second time Expedia has topped one of Glassdoor's UK rankings — it was voted the best workplace in Britain in 2015.

Last year, we took a tour of Expedia's London offices to find out what makes the company so great. Afterward, we interviewed two employees at the company — director of technology Liz Eastaugh and talent adviser Con Marney — to find out what it's actually like to work at the travel-tech firm.

Here's what we found:

Will Heilpern originally contributed to this article.

From the outside, Expedia's office building looks a little dreary, like many others in London.



However, as you get inside, things start to appear brighter.



The wall behind the reception is covered in pictures from employees' holidays. Everyone is able to travel a lot thanks to the generous travel allowances, which range from between £6,000 and £10,000 a year, depending on your grade.



See the rest of the story at Business Insider

          How Strong Is Your Workplace Game Face?        

By Jacqui Barrett-Poindexter My recent post over at Glassdoor.com articulated the value of wearing your ‘game face’ as a mask in which you suit up to play the part of a value-add workplace contributor. The metaphor sparked a couple of pithy comments from Twitter and blogging leadership professionals, Meghan Biro (@MeghanMBiro) and Dawn Lennon (@businessfit). […]

The post How Strong Is Your Workplace Game Face? appeared first on Executive Resume Writing Service.


          ÐžÐ±ÐµÑÐ¿ÐµÑ‡ÐµÐ½Ð¸Ðµ безопасности Android приложений с Glassdoor        
Цель Glassdoor — автоматически находить встроенные backdoor’ы, недостатки безопасности и другие утечки данных в приложениях, работающих в системе Android, без фактического доступа к самому коду. Он использует простой интерфейс командной строки. Каждая команда реализуется как плагин, который … Читать далее

https://codeby.net
          The highest-paying medical jobs in America        

Pursuing a job in the medical field is no easy feat — it can take years of schooling and training, and it's rarely for the faint of heart.

But if helping care for sick people is the job for you, it could certainly be a worthwhile investment.

As a report from job site Glassdoor shows, people in the medical field are paid quite well.

Based on salary reports shared by employees with these jobs on Glassdoor over the past year, here are the six highest-paying healthcare jobs in the US and the number of job openings in early 2017.

bi_graphics_top6

SEE ALSO: The 10 highest-paying jobs in America in 2017

DON'T MISS: The 25 highest-paying jobs in America in 2017

Join the conversation about this story »

NOW WATCH: A former HR exec who reviewed over 40,000 résumés says these 7 résumé mistakes annoy her


          Comment on Lies and Complaints by Sarah Calatayud        
Agreed, A.Nonymous. Here's my Glassdoor after working for Mr. Russman from 5/2012-12/2014. He's all smoke and mirrors. http://www.glassdoor.com/Reviews/Employee-Review-Fidelco-Guide-Dog-Foundation-RVW5717831.htm
          FrontPoint Security CEO Chris Villar Ranked No. 18 on Glassdoor’s Highest Rated CEO among SMB Employers for 2014        

FrontPoint Security CEO Chris Villar has been named Glassdoor’s Highest Rated CEO in the small and medium sized businesses category for 2014.

(PRWeb March 21, 2014)

Read the full story at http://www.prweb.com/releases/2014/03/prweb11689986.htm


          The 10 highest-paying jobs in America in 2017        

If you want the highest-paying job in America right now, don't expect to wear your typical 9-to-5 uniform. Odds are you'll be wearing scrubs or a lab coat.

According to a report from job site Glassdoor, physicians earn a median base salary of more than $180,000 a year.

Not into blood or needles? Lucky for you, there are plenty of other high-skill, high-paying jobs outside the medical field.

Based on salary reports shared by employees with these jobs on Glassdoor last year, here are the 10 highest-paying jobs in the US and the number of job openings in early 2017. You can click here for the top 25.

bi_graphics_top10_highestPayingjobs2017

SEE ALSO: The 25 highest-paying jobs in America in 2017

DON'T MISS: The highest-paying job in each US state

Join the conversation about this story »

NOW WATCH: A former HR exec who reviewed over 40,000 résumés says these 7 résumé mistakes annoy her


          (USA-MI-Detroit) CorsoCare - Certified Occupational Therapist (COTA)        
Home Health Care Certified Occupational Therapy Assistant CorsoCare PRN Position Summary: Provides occupational therapy treatments and services to home care clients under the supervision of a qualified Occupational Therapist in accordance with the Plan of Care Education, Knowledge and Skills: + Education and/or Expereience: Graduate of a college level program approved by the American Occupational Therapy Association. Certified as an Occupational Therapy Assistant by the American Occupational Therapy Association and per state guidelines. Licensed as required by state law. Minimum of one (1) year experience as an Occupational Therapy Assistant. Current CPR certification. + Language Skills: Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals. Ability to write routine reports and correspondence. Ability to speak effectively before groups of customers or employees of organization. + Mathematical Skills: Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions and decimals. + Reasoning Ability: Ability to apply common sense understanding to carry out instructions furnished in written, oral, or diagram form. Ability to deal with problems involving several concrete variables in standardized situations. + Other: Licensed driver with automobile insured in accordance with state/Agency requirements. Reliable transportation with good driving record. Essential Responsibilities and Duties: + The Home Health Care Certified Occupational Therapy Assistant provides services and education/training to clients in their homes following the established Plan of Care and the specific functions identified by the Occupational Therapist. + Evaluates the effectiveness of current plan and client progress. + Completes visits in a timely manner and in accordance with Agency policy. + Documents all services provided observations, client progress, and recommendations according to established policy. Submits documentation to Agency per guidelines. + Reports changes to the therapist and/or the nursing supervisor and documents these changes in the client record. + The Home Health Care Certified Occupational Therapy Assistant participates in interdisciplinary activities per Agency guidelines. + Attends client care conferences as requested to provide information to other members of the team. + Promotes referrals to other disciplines as appropriate. + Participates in the Agency quality improvement activities pertinent to the role of Occupational Therapy Assistant. + Promotes personal safety and a safe environment for clients and coworkers. + Demonstrates knowledge of safety and infection control practices by compliance with Agency policies and procedures. + Recognizes and reports potentially unsafe situations. + Demonstrates safe practice in the use of equipment. + Assesses environment and initiates actions to prevent accidents and promote safety. + The Home Health Care Certified Occupational Therapy Assistant maintains confidentiality in all aspects of the job. + Respects confidentiality of information in the client clinical record and shares this information in accordance with Agency policy. + Does not discuss client or staff identities, conditions, or circumstances in public or with others who are not professionally involved with the situation/person. + Protects written confidential documents in a manner that prevents unauthorized access. + Performs job in compliance with Agency policies and procedures and professional and community standards. + Provides services in accordance with applicable state, federal, CHAP, and JCAHO standards. + Attends meetings and required educational programs. + Accepts responsibility for personal and professional development and identifies learning/developmental needs to supervisor. + Work toward continual improvement of the overall organization. + Perform other duties as assigned Physical Demands: While performing the duties of this job, the employee is regularly required to talk and hear. The employee frequently is required to stand, walk, sit; use hands to handle or feel; reach with hands and arms; and stoop, kneel, crouch, or crawl. Abillity to wear Personal Protective Equipment (PPE). The employee must occasionally lift and/or move up to 25 pounds. Unusual Demands: The employee may occasionally be exposed to wet and/or humid conditions, fumes or airborne particles. The noise level in the work environment is usually moderate. Additional Responsibilities: Performs other similar or related duties as necessary The above statements are intended to describe the general nature and level of work being performed by the person assigned to this classification. They are not to be construed as an exhaustive list of all job duties performed by the personnel so classified. Management, in its sole discretion, may assign further duties as it deems necessary. Navigating the Path of HealthCare CorsoCare provides patient-based home health care services while protecting patient rights and giving them the dignity and respect they deserve. Our experienced certified home health care professionals are highly skilled and completely focused on our patients. Our services are comprised of three core divisions: Certified Home Health Care Services, Private Duty/Private Pay Services and Transitional Care Navigation Services. We have comprehensive benefit packages that include health, dental, vision, 401(k), income protection, and extraordinary work-life benefits. This classification description is intended to indicate the general kinds of tasks and levels of work difficulty that are required of positions given this title and should not be construed as declaring what the specific duties and responsibilities of any particular position shall be. It is not intended to limit or in any way modify the right of any supervisor to assign, direct and control the work of the employees under her/his supervision. The use of a particular expression or illustration describing duties shall not exclude other duties not mentioned that are of a similar kind or level of difficulty. Equal Opportunity Employer Click on glassdoor to see our employee testimonials External Company Name: CSIG Holding Company External Company URL: http://www.csigholding.com
          (USA-MI-White Lake) CorsoCare - Registered Nurse        
Home Health Care Registered Nurse (RN) Weekend Shifts CorsoCare Position Summary: The Home Health Care Registered Nurse/RN is a weekend contingent opening and will work under the direction of the Supervising nurse is responsible for promoting the delivery of coordinated, comprehensive care to patients through the activities of assessment, planning and provision of direct nursing care within the policies and standards of the Agency. The Staff Nurse/Case Manager makes the initial patient evaluation visit except in circumstances where the physician has ordered therapy only and the Supervising nurse approves admission by the Therapist. Required Experience for Home Health Care Registered Nurse/RN: + Graduate of an accredited school of nursing. Baccalaureate degree preferred. + Current licensure as a registered nurse (RN) in the State of Michigan. + Minimum of two (2) years of nursing in an acute care or home care setting is preferred. + CPR certification preferred, not required. + Current Michigan driver’s license and/or reliable transportation. + Must be empathetic, nonjudgmental, tactful, responsible, adaptable, organized, and committed to the purpose and objectives of the organization. + Must have excellent communications skills. + Must have emotional and mental maturity necessary for establishing and maintaining good work relationships with patients, patient’s families, and Agency personnel. + Must understand the team approach and be a supportive team member. Primary Responsibilities for Home Health Care Registered Nurse/RN: + Home Health Care Registered Nurse/RN must be able to meet the physical demands of providing nursing care, ambulating patients, transferring patients, assisting with exercises, etc. + Must be able to transfer patients as needed according to proper techniques of body mechanics to promote patient and staff safety and well-being. + Assumes responsibility for an assigned caseload of patients to a developed plan of care. Conducts OASIS assessments at appropriate time points. + Develops and implements a comprehensive, goal focused, care plan for each patient and makes updates in accordance with written orders from the physician. + Home Health Care Registered Nurs/RN establishes realistic patient/nursing goals and expected outcomes. Provides nursing guidance and care to patients at home + Makes planned home visits to the patient for assessment, instruction, supervision, and provision of nursing treatments according to the Plan of Care. + Makes referrals to other services as indicated. + Initiates and maintains continuous contact with the patient’s physician to report the patient’s response to home care, any changes in status, or possible need to additional services. + Prepares and maintains clinical documentation according to Agency policies and acceptable nursing standards. + Provides instruction/guidelines to home health aides providing health and personal care services, including ongoing supervision and evaluation of the services delivered. + Home Health Care Registered Nurse/RN coordinates therapists, home health aides, and others who provide services to each patient to form an interdisciplinary team to ensure consistent and appropriate care. Teaches the patient and those in the home who nurse the patient how his/her care is to be given. + Evaluates effectiveness and outcomes of care. + Initiates preventative and rehabilitation nursing procedures. + Home Health Care Registered Nurse/RN supervises and evaluates the patient’s care on an on-going basis. + Provides necessary professional nursing care and evaluates effectiveness and outcomes of care. + Implements infection control and safety precautions. + Plans for the patient’s discharge from service. + Shares the responsibility of on call duty for patients in emergency situations, including home visits as required. + Informs the Supervising nurse of patient services provided and needed and any changes in the Plan of Care. + Participates in orientation, in-service programs, staff meetings, and case conferences. + Interprets Agency services and policies to patients, families, physicians, Comprehensive services, etc. + Maintains a working knowledge of third-party reimbursement in relation to home health patient benefits. + Recognizes legal responsibilities involved in patient care, respects patient rights, and property. + Acts as a source of information, provides mentoring, and sets an example for less experienced staff members. + Contacts the Supervising nurse to inform him/her of alternate schedule for patient visits during vacation, sick days. Or personal days off. Reports any schedule change or inability to complete assignment as scheduled. + Accepts changes/additions to schedule during staffing difficulties when necessary. + Organizes daily visit schedule to minimize travel time and mileage. Maintains productivity according to work status. + Performs other duties as assigned. General Working Conditions: This position could entail sitting or standing for long periods of time. While performing the duties of this job, the employee is required to communicate effectively with others, sit, stand, walk and use hands to handle keyboard, telephone, paper, files, and other equipment and objects. The employee is occasionally required to reach with hands and arms. This position requires the ability to review detailed documents and read computer screens. The employee will occasionally lift and/or move up to 25 pounds. The work environment requires appropriate interaction with others. The noise level in the work environment is moderate. Occasional travel to different locations may be required. CSIG Holding is privately owned and operated, based in Brighton. Our philosophy of making the most out of every minute of every day, is infused throughout our operations. In fact, our passion for what we do is noticeable in everything we do. We serve and support our businesses with a unique shared services model that allows them to focus on their core business by centralizing all other necessary business functions including: Employee Experience, Financial, Implementation, Legal, Marketing, Operations, Performance, Project Management, Research, Strategy and Technology. We are fortunate to serve seniors, employers, employees, patients and each other. Our businesses include: Connecting Seniors, Families and Communities StoryPoint and Independence Village have over 35 years of experience working and living with seniors creating a deep understanding of their unique needs and desires. It’s this combination of technology, understanding, appreciation, and commitment that sets us apart and makes our culture so special for both our employees and our residents. Everyone in our communities commits to appreciating our residents as individuals who deserve to shine, every day. Navigating the Path of HealthCare CorsoCare provides patient-based home health care services while protecting patient rights and giving them the dignity and respect they deserve. Our experienced certified home health care professionals are highly skilled and completely focused on our patients. Our services are comprised of three core divisions: Certified Home Health Care Services, Private Duty/Private Pay Services and Transitional Care Navigation Services. We have comprehensive benefit packages that include health, dental, vision, 401(k), income protection, and extraordinary work-life benefits. If you love serving others, and are looking for an opportunity to thrive, CSIG Holding and our businesses is your destination. This classification description is intended to indicate the general kinds of tasks and levels of work difficulty that are required of positions given this title and should not be construed as declaring what the specific duties and responsibilities of any particular position shall be. It is not intended to limit or in any way modify the right of any supervisor to assign, direct and control the work of the employees under her/his supervision. The use of a particular expression or illustration describing duties shall not exclude other duties not mentioned that are of a similar kind or level of difficulty. Equal Opportunity Employer Click on glassdoor to see our employee testimonials External Company Name: CSIG Holding Company External Company URL: http://www.csigholding.com
          (USA-WA-Seattle) OSP Project Manager – Seattle                 
OSP Project Manager – Seattle Location: Seattle,WA     Department: Operations Job Number: VB-14013 Apply Now OSP Project Manager Seattle, WA Exempt Company Description Zayo Group provides Communications Infrastructure services, including fiber and bandwidth connectivity, colocation and cloud services to the world’s leading businesses. In addition to high-capacity dark fiber, wavelength, Ethernet and other connectivity solutions, Zayo offers colocation and cloud services in its carrier-neutral data centers. Zayo provides clients with flexible, customized solutions and self-service through Tranzact, an innovative online platform for managing and purchasing bandwidth and services. Position Description The OSP Manager is responsible for the successful implementation of Zayo’s fiber infrastructure builds. This position manages the design, estimating, planning, implementation, contract vendor solicitations as well as act as outside plant representation to customers for Zayo sales teams. Individual is also responsible for management of all aspects of the OSP function for determined projects insuring that all tasks are completed and reported as committed. This role also requires the ability to enable a cohesive and functional alignment of all internal and external organizations required to successfully support Zayo Fiber Solutions. Responsibilities + A working knowledge of all aspects of Zayo’s OSP processes including but not limited too: + OSP construction + Site preparation and permitting. + OSP testing and acceptance standards + Google Earth and various fiber mapping platforms + RFP Process, Budget forecast, tracking and reporting. + Establish and maintain OSP work schedules in alignment with the projects requirements. + Recommend OSP construction firms and initiate contract negotiations. + Timely reporting of project status and jeopardy’s. + Project status reviews and escalation to prevent date slippage. + Provide real time direction to support personnel (internal & external) to insure project timelines and contractual commitments are met. + Communication and escalation of any contractual, technical or scheduling requirements that are in jeopardy. + Internal escalation to Zayo Management for any sensitive issues that could cause customer dissatisfaction or relationship issues. + Precise knowledge of the Customer’s Roll Out Schedule and pro-active identification of any plan changes that could impact delivery commitments. + Continuous communications with the Zayo FTT Project Manager. + Pro-active identification of potential slips to the schedule will be escalated to Zayo Management, upon which Zayo Management will be responsible for the decision to allow the slip + Diligent tracking and follow up of all issues and actions- encountered by either Zayo or our OSP supply vendors. + Solicitation of permits, rights of way, easements and negotiations for 3rd party conduit Qualifications + High level of Telecommunication Products and Services knowledge as it relates to OSP. + Strong Management and Interpersonal Skills + Experience with project management databases and tracking systems + Excellent Internal and External Team Building Skills + Excellent Verbal and Written Communication Skills + 3 Years Project Management Experience preferred + Flexible Work Hours and Travel Rewards + Competitive compensation + Excellent benefits including health, dental, vision, 401 (k), disability and life insurance + Fitness membership discounts + Generous paid time off policy including paid parental leave Nothing in this job description restricts management’s right to assign or reassign duties and responsibilities to this job at any time Zayo is an Equal Opportunity Employer. Zayo does not discriminate on the basis of race, religion, color, sex, gender identity, sexual orientation, age, non-disqualifying physical or mental disability, national origin, veteran status or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, merit, and business need. Apply Now twitter facebook linkedin instagram Glassdoor + Home + Legal + Policies + Privacy + Contact About Zayo Zayo Group Holdings, Inc. (NYSE: ZAYO) provides communications infrastructure services, including fiber and bandwidth connectivity, colocation and cloud infrastructure to the world’s leading businesses. Customers include wireless and wireline carriers, media and content companies and finance, healthcare and other large enterprises. Zayo’s 122,000-mile network in North America and Europe includes extensive metro connectivity to thousands of buildings and data centers. In addition to high-capacity dark fiber, wavelength, Ethernet and other connectivity solutions, Zayo offers colocation and cloud infrastructure in its carrier-neutral data centers. Zayo provides clients with flexible, customized solutions and self-service through Tranzact, an innovative online platform for managing and purchasing bandwidth and services. Recent Posts + Zayo Interns Immerse Themselves in Job Assignment, Group Initiatives August 4, 2017 + Zayo's Randy Brogle Appointed to FCC Broadband Advisory Committee Work Group July 28, 2017 Contact Live Chat North America: 866.364.6033 United Kingdom: +44 (0) 20 7220 3800 France: +33 (0) 1 49 97 07 40 ©2017 Zayo Group, LLC. All Rights Reserved
          Executive Pay and Other Reward Innovation        



In advance of today's announcements from the UK Government on executive pay here is my summary of the recent event 'Positioning Reward for the Future' where I presented a few ideas about innovating and transforming enterprise reward agendas. This was delivered to a group of senior reward leaders in a session at Microsoft’s London HQ ably organised by beqom.

I opened the session by describing the changes in total rewards and the ‘new pay’ which have taken place but may not have lived up to their initial promises. Certainly if you compare changes in reward to the huge changes which have taken place in recruitment, learning, communication etc, and now even in performance management, I think reward looks increasingly out of step. And given all of the concerns with and challenges to current reward approaches this might be a good time to look again at what we can do. These challenges include a still increasing numbers of shareholder revolts, and people questioning the value of bonuses etc. It also relates to the new types of employees and other workers (including in the gig economy) often with new expectations. All of this is supported by ongoing changes in legislation together with increased uncertainty following the Brexit referendum over here and the US election over the pond, e.g. with the likely unpicking of DOL overtime regulations etc. And if Trump’s planned investments in US infrastructure do send global interest rates upwards this will give us greater opportunity to make larger reward increases and to change the basis for paying people as we do so.

I asked those attending about the recent innovations they had implemented or were planning in their organisations and was initially met with a suggestion there had not been that much; that where there had been innovation it had tended to be incremental rather than transformational; and that there may not even be much of an opportunity to innovate anyway. I challenged back that I believe there is and referenced Gary Hamel and Julian Birkinshaw’s suggestions that the greatest opportunities for innovation today may not relate to our products, processes or business models but be about the way we manage our firms, very much including HR and Reward. I also think the current debate around basic / universal income shows the extent of what we may be able to do.

I was pleased to see that as the session progressed we did flag up quite a few examples of what I thought were absolutely transformational approaches. My personal favourite example was the alignment of reward around behaviours displaying a growth mindset e.g. developing, coaching, collaborating etc.  Some of the main opportunities which we discussed were:
  • Making better use of what we are already trying to do. E.g. taking a more employee centric perspective ensuring rewards are designed to motivate people; and then communicating the value they are gaining (eg through total reward statements). Also allowing managers more direction to set pay (within a framework) - partly because this is one of the key responses required in firms which have abolished performance appraisals or have dropped performance ratings.
  • Team level reward. CEB suggest the proportion of work which is now collaborative vs individually based increased from 20 to 50% over the last decade. So shouldn’t our rewards be more team focused too? This might be about motivating people to demonstrate team behaviours; rewarding teams (whilst avoiding social loafing) or even enabling team members to agree their own pay levels across a team. It’s hard to do but I suggest we may now need to go there. I talked about Whole Food Stores as an example. This company empowers their teams to decide how they want to use their pay budget e.g. to decide whether to recruit another person or simply to work harder and take more out themselves.
  • Increasing pay transparency - partly because this is probably going to be the best way to resolve intractable equal pay problems and partly because organisations will need to do this to enable managers to take responsibility for reward decisions, or for team members to do the same. Transparency is only going to increase anyway - e.g. see the new Glassdoor ‘Know your worth’ (US) and Linkedin salary (US and UK) tools both launched earlier this month. See Buffer’s approach as an example of what can be possible.
  • Reducing pay differentials. The High Pay Centre suggest that an average FTSE CEO now earns 183x the pay of their average worked. This is having a huge impact on engagement, collaboration and even companies’ licence to operate. It’s why Whole Foods has a maximum pay differential of 14x. One of the attendees suggested they all understand that they need to tackle this in their organisations. I was pleased to hear that this is the case and didn’t challenge the point but if we understand it let’s do something about it! Taking a proposal to reduce the CEO’s pay to the RemCom may be a potentially career limiting move but if the differential in your business is anywhere near 183x and you can see the damage this is causing are you doing your job effectively unless you raise this?
  • Reducing or at least being smarter about the use of variable pay as so much research suggests this interferes with collaboration and innovation. Even investment bankers and salespeople often see their bonuses as a simple recognition of their value vs their colleagues rather than a fair reward. Attendees noted that this was something else they all knew they needed to do something about. So once again, let’s do it!
  • Taking advantage of the opportunities provided by prosocial rewards i.e. making a donation to charity, the local community or some good cause to show that the company wants to do the right thing and encouraging this response from the employees. I mentioned a recent attempt to do this at Virgin Atlantic but my understanding is that this wasn’t really prosocial. Offering an incentive of a payment to charity is still just an example of an incentive. Prosocial reward is about making that payment in advance in the expectation that this may encourage a return of effort and discretionary behaviours. 
  • Using gamification e.g. virtual currencies as at IGN, and probably even more usefully, social recognition. This builds on people’s traditional willingness to recognise each other and makes it easier for everyone to do it, all of the time. It uses the principles of social proof to create a reinforcing cycle in which people see recognition taking place which encourages them to recognise people too.

So I do think there is plenty of opportunity and I’m sure we’ll see other approaches emerging too. We didn’t even touch on some of the bigger opportunities such as switching from payment for peoples’ time to rewarding based on their outputs!

However I’d repeat the word of caution I finished with at the event. The above suggestions may prove to be aspects of the way forward in reward but they can never be the sum of what’s needed in any one business. There’s a lot of attention currently on ideas like disruption and the future of work however moving from one set of best practices to any other set, including the ideas listed above, is unlikely to be much of an advancement. The real need is for better, smarter, best fit thinking that identifies particular opportunities for a particular business. And the ambition, bravery and creativity to do things differently, or at least to run simulations and experiments in doing so. This is obviously enabled by having good data and technology which helps do the analytics necessary to inform good decision making.

My final words were an encouragement for attendees to go and create havoc - which I didn’t quite mean! But I think people understood my intent - that there is plenty of opportunity to shake things up in reward, and that increasingly, there may be a strategic requirement to do so.


Organised together with beqom

Happiness is the best driver for success

Our mission is to make the workforce of our customers happy. beqom drives happiness by allowing business managers to lead, align and motivate employees and partners. The beqom Total Compensation platform is used globally across all industry sectors by over 100 large companies such as Microsoft and Vodafone. It addresses all Performance and Compensation aspects such as Salary Review, Bonus, Long-Term Incentives, Commissions, Benefits, Non-cash rewards and all key drivers towards Employee Performance and Sales Performance. HR, Sales and Finance organizations leverage our platform to drive performance, retention, cost optimization and... happiness among their people. 

beqom – to make your people happy


And this is my sign-off too:
  • Consulting   Research  Speaking  Training  Writing
  • Strategy  - Talent - Engagement  - Change and OD 
  • Contact me to create more value for your business
  • jon [dot] ingham [at] strategic [dash] hcm [dot] com
 



          Mitarbeiter mit Cook höchstzufrieden, Reduzierte iTuneskarten, Nokias schräge Anti-iPhone Kampagne & Updates: Notizen vom 2.4        

Mitarbeiter mit CEO Tim Cook höchstzufrieden Die Zufriedenheit unter den Apple Mitarbeitern mit ihrem Chef, CEO Tim Cook, topt noch die Werte, die einst Apple-Mitgründer Steve Jobs erhalten hatte. In der jüngste Umfrage um Thema von glassdoor.com kam Tim Cook auf 97% und damit auf Rang 1 der bestbewertesten CEOs. Jobs war 2011 mit 95% (...). Weiterlesen!

The post Mitarbeiter mit Cook höchstzufrieden, Reduzierte iTuneskarten, Nokias schräge Anti-iPhone Kampagne & Updates: Notizen vom 2.4 appeared first on Macnotes.de.


          A New and Fascinating Christian Book        
Working on completing the publishing of a new and fascinating Christian book by David L. Mundine of Milam County, Texas. “Behind The Glass Door” will move you. Learn more about it or buy a prepublication copy at http://behindtheglassdoor.billspositivebooks.com. To write Behind The Glass Door David Mundine had to overcome the fear of putting himself out there […]
          Jason Nazar. Comparably Takes on Glassdoor, LinkedIn and Salary.com        
How reliable is anonymous data? Jason Nazar, co-founder and CEO of Comparably Joins Peter Clayton to Discuss His Tech Startup.
          (USA-CA-San Diego) Full Stack Developer - MEAN Stack - Mongo, eXpress, NODE        
Full Stack Developer - MEAN Stack - Mongo, eXpress, NODE Full Stack Developer - MEAN Stack - Mongo, eXpress, NODE - Skills Required - Mongo, eXpress, NODE If you are a Full Stack Developer that has experience with PHP, Javascript, JQuery and the MEAN Stack, please read on! Based in San Diego, Ca - We own and market all of our products meaning no classic agency hours and deadlines. When you go home at night you work is finished. We push hard for a real work life balance. We were ranked 2016 San Diego top places to work as well as Top rated places to Work 2016-17 from Glassdoor! We build our brands image from the ground up through consumer-focused marketing, data-driven insight and user-centered design. We have a very strong team of focused developers that push our products with incredible speed and efficiency. We have become one of the fastest growing companies in CA and have been fully self-funded the entire way. We have more than tripled our sales revenue since February and are about to launch 3 new amazing products (hence the reason for more developers!). We are looking for a Full Stack Developer who is strong with PHP and JavaScript who also has an understanding of Photoshop and UI/UX practices. They also need to be strong with the MEAN stack as we are building a custom application with Mongo, Node and Express! We need someone who is strong with CSS, HTML and JQuery and someone who has an understanding of Bootstrap. We have an amazing team of developers and we are looking to bring another bright, creative and hardworking programmer onto our team! You will be optimizing our current stack, and studying analytics in order to make our websites and applications that much faster! **Top Reasons to Work with Us** - Highly Competitive Salary and Benefits - Health Benefits (Medical, Dental, Vision) - Flexible Paid Time Off - Flexible Working Hours - Fully Paid Company Vacation - 401k with 4% Employer Match - Company Discount on Apple Products - Free Fully Stocked Office Foods, Drinks, and Snacks to keep you fueled all day long - Free Monthly Parking - Free Gym Membership to Fit Athletic Club - Free Catered Lunches on Fridays - Free Monthly Social Activities - Relocation Reimbursement upon Employment Offer - A gorgeous, custom-built, bright office with floor to ceiling glass windows, hardwood floors, and ocean views. Were conveniently located in Downtown San Diego with 4,000 square feet of open office space - no walls, no cubicles! - Team Vacations (last year we went to Cabo after hitting our goals! This year TBA) - Amazing Work Parties Monthly **What You Need for this Position** More Than 5 Years of experience and knowledge of: - PHP - JavaScript - HTML5 / CSS3 / AJAX /JavaScript / JQuery - Mongo - Express - Node Nice to Have: - UX/UI Experience - Photoshop Skills - Analytics Background So, if you are a Full Stack Developer that has experience with PHP, Javascript, JQuery and the MEAN Stack, please apply today! Applicants must be authorized to work in the U.S. **CyberCoders, Inc is proud to be an Equal Opportunity Employer** All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status, or any other characteristic protected by law. **Your Right to Work** – In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification document form upon hire. *Full Stack Developer - MEAN Stack - Mongo, eXpress, NODE* *CA-San Diego* *CB8-1392641*
          Berliner Start-up: Soundcloud soll kurz vor dem Kollaps stehen        
Soundcloud Büro
Bild: Glassdoor
Laut einem neuen Medienbericht droht Soundcloud der finanzielle Kollaps, wenn Investoren nicht schnell neues Geld zur Verfügung stellen. Auch der CEO-Posten steht angeblich schon zur Disposition.
          Berliner Start-up: Soundcloud soll kurz vor dem Kollaps stehen        
Soundcloud Büro
Bild: Glassdoor
Laut einem neuen Medienbericht droht Soundcloud der finanzielle Kollaps, wenn Investoren nicht schnell neues Geld zur Verfügung stellen. Auch der CEO-Posten steht angeblich schon zur Disposition.
          Double Happiness Bookcase – Glassdoors        
  SKU DH 410 40w 79h 14d made in usa   View Finish Chart Back To Previous Page Download PDF  
          Expedia has been voted the best UK company for work/life balance — look inside their office to see why (EXPE)        

Expedia bar

Online travel company Expedia is the best employer for work-life balance in the UK, according to Glassdoor's 2017 rankings.

Glassdoor allows employees to rate and review their companies honestly, with anonymity, so its results are likely to be pretty accurate.

Expedia's employees get a range of ridiculously good benefits to keep them happy, including a travel allowance of between £6,000 ($8,515) and £10,000 ($14,192) for most employees who have been with the company for "more than 12-18 months."

At the company's two huge offices situated close to Angel tube station in London, there are indoor Formula One simulators, a huge roof terrace that hosts regular BBQs and other staff parties, various free bars, and more "chill out zones" than you'd find at Glastonbury music festival. Basically, the boundaries between work and life are pretty blurred — but in a good way.

It's the second time Expedia has topped one of Glassdoor's UK rankings — it was voted the best workplace in Britain in 2015.

Last year, we took a tour of Expedia's London offices to find out what makes the company so great. Afterward, we interviewed two employees at the company — director of technology Liz Eastaugh and talent adviser Con Marney — to find out what it's actually like to work at the travel-tech firm.

Here's what we found:

Will Heilpern originally contributed to this article.

From the outside, Expedia's office building looks a little dreary, like many others in London.



However, as you get inside, things start to appear brighter.



The wall behind the reception is covered in pictures from employees' holidays. Everyone is able to travel a lot thanks to the generous travel allowances, which range from between £6,000 and £10,000 a year, depending on your grade.



See the rest of the story at INSIDER
          10 Skills That Prove You'll Be An Excellent Cloud Product Manager        
Glassdoor has 9,614 Cloud Product Manager and related jobs as of today and 2,217 are with companies who have a 4 star or higher rating. These 10 skills are essential for excelling at product management.
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Employees would most recommend ThoughtSpot, Wavefront, Kyvos Insights, Looker, Sisense, Google, Domo, SAP, Qubole and Paxata to their friends looking to work for a business analytics, data management, big data platform, or data protection and security analytics company in 2017.
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          National survey: Employees rank Central Coast company among the best Top Ten tech firms        

A Central Coast company is considered one of the Top Ten tech firms to work for in the United States. San Luis Obispo-based MindBody made the ranking on a survey by the employment website GlassDoor.

Company Co-Founder and Cal Poly alum Rick Stollmeyer says they're thrilled about the survey's results.

He says MindBody represents a growing trend of new firms choosing San Luis Obispo as their base.


          Salesforce Business Analyst        
MD-Baltimore, We have a full-time opening for a Salesforce Business Analyst with is a global financial services powerhouse and one of Fortune's Most Admired Companies in located the Baltimore area. Top salary, yearly bonus that has been hit every year for the last 20 years, and some the best benefits in the country! Excellent Glassdoor ratings! Company: One of the FORTUNE World's Most Admired Companies Location