This document provides information and advice for experienced workers on topics such as the changing retirement landscape, ageism in the workplace, networking strategies, and utilizing social media and technology. It notes that many baby boomers are choosing to work past traditional retirement age for reasons such as income, staying active, and finding meaningful work. The document encourages tailoring resumes and interviews to downplay overqualification and emphasize relevant skills and experience.
Impress Me or You're Dead — 5 Ways Recruiting Is Morphing Into MarketingHuman Capital Media
It’s an ugly truth — in the traditional applicant tracking system-friendly world, recruiters hold the power. Emboldened by technology that allows them to view resumes faster than a grocery store clerk scans a can of vegetables, recruiters typically spend five seconds or less evaluating each resume for a “fit” to the job in question. Could it get less personal?
But wait. Payback, as they say around the neighborhood, is, well, it’s full of retribution. Great candidates are increasingly making quick judgments about recruiters and the companies for which they work, often before a recruiter can pitch the job in question. What’s going on?
Join us for this webcast hosted by Kris Dunn of the award-winning recruiting blog “Fistful of Talent,” and we’ll give you the 411 on:
How social media and third-party sites like Glassdoor are creating transparency related to which companies are “employers of choice” for great talent.
How the best recruiters are starting to think like marketers, proactively nurturing passive candidates and truly building an employment brand.
Why that employment brand matters in today’s world and what branding elements are present in employers that are viewed as authentic by star candidates.
The top five marketing techniques recruiters must know to find and hire top talent.
How the right technology helps you survive the new rules for how great candidates judge and treat recruiters.
Impress them or you’re dead. Recruiters used to have the power, and maybe they still do with average talent. But if you want to land the best talent as a recruiter, you’re also being judged and evaluated by candidates. Join us for this Workforce webcast, and we’ll show you what your company can do to be successful and what you have to do to deliver great talent.
Access MBA Guide, the organisers of the Access MBA tours, interviewed me for the 2013 edition of their global publication for the MBA and Executive MBA students
2013 State of the Union: The Critical Importance of Hiring & Retaining Employ...Greg David
An information presentation and advisory relevant to all organizations on the reality of unemployment high demand talent demographics. An overview as to the data behind the coming wave of employee turnover in corporate America, and what to do to counter it. A sharp focus on the critical importance of managing the candidate experience, something that most organizations do very poorly in the eyes of the candidate population, and how to correct this widespread dysfunction.
Career Management and Job Search Troubleshooting 101/201 (part 1 of 2 part se...Greg David
Career management and job search TROUBLESHOOTING 101/201---The resume, online professional profiles, and driving job search activity.
Learn the painful mistakes nearly all job seekers make that they are unaware of which significantly lengthens their job search timeline. Learn the ‘best practices’ of proper resume and online professional profile design and construction, applying online, and connecting to people who can help you land. This event will dramatically improve your job search results, help you learn all the seemingly little things that prevent you from being hired quickly, and will allow you to radically shorten the length of your overall job search. Part 1 in a 2 part series.
Ongoing learning & becoming a findable subject matter expert & how to foster ...Greg David
An introduction on the "new model" of job search & career management. If you learn it, & are doing it right, you'll never have to do a job search again. If you are replying to job board posts, your doing it wrong. Learn what to do to gain control of your process and outcome. Be well.
Impress Me or You're Dead — 5 Ways Recruiting Is Morphing Into MarketingHuman Capital Media
It’s an ugly truth — in the traditional applicant tracking system-friendly world, recruiters hold the power. Emboldened by technology that allows them to view resumes faster than a grocery store clerk scans a can of vegetables, recruiters typically spend five seconds or less evaluating each resume for a “fit” to the job in question. Could it get less personal?
But wait. Payback, as they say around the neighborhood, is, well, it’s full of retribution. Great candidates are increasingly making quick judgments about recruiters and the companies for which they work, often before a recruiter can pitch the job in question. What’s going on?
Join us for this webcast hosted by Kris Dunn of the award-winning recruiting blog “Fistful of Talent,” and we’ll give you the 411 on:
How social media and third-party sites like Glassdoor are creating transparency related to which companies are “employers of choice” for great talent.
How the best recruiters are starting to think like marketers, proactively nurturing passive candidates and truly building an employment brand.
Why that employment brand matters in today’s world and what branding elements are present in employers that are viewed as authentic by star candidates.
The top five marketing techniques recruiters must know to find and hire top talent.
How the right technology helps you survive the new rules for how great candidates judge and treat recruiters.
Impress them or you’re dead. Recruiters used to have the power, and maybe they still do with average talent. But if you want to land the best talent as a recruiter, you’re also being judged and evaluated by candidates. Join us for this Workforce webcast, and we’ll show you what your company can do to be successful and what you have to do to deliver great talent.
Access MBA Guide, the organisers of the Access MBA tours, interviewed me for the 2013 edition of their global publication for the MBA and Executive MBA students
2013 State of the Union: The Critical Importance of Hiring & Retaining Employ...Greg David
An information presentation and advisory relevant to all organizations on the reality of unemployment high demand talent demographics. An overview as to the data behind the coming wave of employee turnover in corporate America, and what to do to counter it. A sharp focus on the critical importance of managing the candidate experience, something that most organizations do very poorly in the eyes of the candidate population, and how to correct this widespread dysfunction.
Career Management and Job Search Troubleshooting 101/201 (part 1 of 2 part se...Greg David
Career management and job search TROUBLESHOOTING 101/201---The resume, online professional profiles, and driving job search activity.
Learn the painful mistakes nearly all job seekers make that they are unaware of which significantly lengthens their job search timeline. Learn the ‘best practices’ of proper resume and online professional profile design and construction, applying online, and connecting to people who can help you land. This event will dramatically improve your job search results, help you learn all the seemingly little things that prevent you from being hired quickly, and will allow you to radically shorten the length of your overall job search. Part 1 in a 2 part series.
Ongoing learning & becoming a findable subject matter expert & how to foster ...Greg David
An introduction on the "new model" of job search & career management. If you learn it, & are doing it right, you'll never have to do a job search again. If you are replying to job board posts, your doing it wrong. Learn what to do to gain control of your process and outcome. Be well.
You’ve invested a lot of time and money recruiting and hiring the right talent for your small to mid-sized businesses (SMB). The last thing you want to do is let all that hard work go down the drain when an employee leaves for another opportunity.
But, many SMBs ask, “How do I keep the talent I worked so hard to recruit?” Borrowing “big company” tactics can help you build a truly effective employee retention program.
In this Slideshare, you’ll learn:
- Eye-opening statistics on employee attrition’s business impact
- How to be an effective manager that keeps teams happy
- Tangible tips, tricks, and examples of employee retention programs companies have used
Meet Your New Customers: The Implications of a Globalized EconomyHuman Capital Media
Market expansion in the coming years will be dependent on growth in new and emerging markets at home and abroad — markets that are increasingly diverse and often speak a language other than English. In fact, in a recent survey of strategy+business readers, 71 percent of respondents said they plan to grow their business in countries or market segments that speak a different language than the one they currently use in their daily operations. Unfortunately for U.S. companies, their workforces often lack the critical cross-cultural and language skills needed to successfully enter these markets. Join us as we discuss the implications this has for HR and learning and development leaders.
Discover:
What this focus on new and emerging markets means for your workforce, including which key skills will determine your company’s success.
The role cultural intelligence and language play in building effective relationships with customers and employees.
Key recruiting, retention, and training and development strategies for building a diverse workforce capable of meeting the demands of these diverse markets.
Businesses CAN’T afford to have disengaged employees! According to Gallup, a disengaged employee costs a company 34% of their total annual salary. On aggregate 17.2% of a workforce is disengaged.
Since the Dotcom boom of the 90’s, companies have been trying to obtain high standards of employee satisfaction through: company perks, wellness incentives and even subsidized food plans to satisfy the foodies.
Has any of these strategies really helped with employee engagement? How do organizations get their employees engaged and find their swagger?
Employee engagement is very tied to the MAGIC of the company. To capture the magic, employees must have five key elements to help them become successful.
In the MAGIC of Employee Engagement white paper, it'll will break down each element and map out the benefits of each one.
Hitting The Bullseye in a Job Search: How to land more quickly and with less ...Greg David
Hitting the bulls-eye in an interview is about eliminating common interview mistakes, and performing interview best practices. Even in a down job market, people are being hired all the time. Why shouldn't it be you?
Executive Careers Interview: Jules Smith, Head of People Services at Virgin M...Nigel Wright Group
Jules Smith has followed her dream and risen to the top of her profession. In this interview, she shares with Nigel Wright what has driven her to succeed during her twenty-year career in HR. She also discusses her passion for employee engagement and its direct link to positive customer outcomes.
One of the poisoned chalices that many finance departments have been tossed by their CEO or COO is to justify the extensive time being invested in social media - marketers being seen as having gone native. Based on a recent MPF survey into digital and social technologies:
Their primary purpose, according to both marketing and management, is raising profile, in effect advertising. However, advertising has always been recognized as far less relevant than other marketing tools for professional firms, so it is unlikely alone to justify the current level of investment.
Another purpose is fostering collaboration and interactions with clients and other audiences. However, this received a far lower priority, especially from marketing, with, for example, 50 percent of firms measuring online conversations but only 10 percent of practice group leaders receiving relevant KPI analytics.
A third purpose is obtaining new client instructions. Worryingly, this emerged as the preferred outcome for both marketing and management in spite of all the marketing textbooks telling us that measuring advertising by new work gained is misleading and dangerous.
The concern is that, unless the mismatch between purposes and outcomes is resolved through increased clarity, a train crash can be expected, with marketing being the victims. Under this scenario, how easy will it be to reclaim the territory surrendered to others in a zero-sum world?
Attendees will learn:
The most popular social media channels used by peer firms.
The need to clarify the purposes of using social media.
The limited role for formal training in improving digital expertise.
The need to share KPI analytics with practice leaders.
Ways to avoid a mismatch of outcomes and purposes.
Refer to them as you please: Millennials, Gen-Y, young professionals...but these are the people that will be comprising nearly 50% of the workforce by 2020. How is your organization preparing?
Here are some facts about this new generation of human capital that businesses will need to keep in mind as they ready themselves for the biggest cultural shift in the workplace since the 60's and 70's.
Read on to find out how Nakisa's Millennial-ready software can help you prepare.
For all organizations, in all industries, and of all sizes, growth is a function of the intersections of the relationships of people from the CEO to the client. The dynamic between the CEO and the management team influences the frontline staff, which ultimately impacts the client. Depending upon the quality of these relationships, this impact can be positive or negative, resulting in growth or downsizing. Joe offers proven methods to help any organization become a stronger, more cohesive team, deliver remarkable employee and client experiences, reset and recharge, and grow regardless.
While working on a project for Illinois workNet, I moderated a panel discussion on why a specific resume format would be best for specific career paths.
ImaginativeHR's e-bulletins explore what's new and innovative in HR and talent management.
We are delighted to include you in the distribution of the November 2014 ImaginativeHR e-bulletin.
Congratulations Graduate! Eleven Reasons Why I Will Never Hire You.Mark O'Toole
Over the past 20 years, I’ve been in hiring roles and have received thousands of resumes from new college graduates. I’ve interviewed many for real jobs and done my share of informational interviews. Sometimes I’ve hired people into entry-level positions. More often though, I haven’t.
Those who did not get the job were sometimes just not the right fit. Other times, they were trumped by a more impressive candidate or victim to some other random event mostly out of their control.
Too many had the background to make the cut or at least garner a second interview. But disastrous interviewing skills brought you down.
Here are my top reasons why I will never hire you.
With the intent of bringing some creative minds, who are transforming the status quo of various sectors, into limelight, Insights Success brings to you, “Top Creative Leaders Innovating in Business 2019”
You’ve invested a lot of time and money recruiting and hiring the right talent for your small to mid-sized businesses (SMB). The last thing you want to do is let all that hard work go down the drain when an employee leaves for another opportunity.
But, many SMBs ask, “How do I keep the talent I worked so hard to recruit?” Borrowing “big company” tactics can help you build a truly effective employee retention program.
In this Slideshare, you’ll learn:
- Eye-opening statistics on employee attrition’s business impact
- How to be an effective manager that keeps teams happy
- Tangible tips, tricks, and examples of employee retention programs companies have used
Meet Your New Customers: The Implications of a Globalized EconomyHuman Capital Media
Market expansion in the coming years will be dependent on growth in new and emerging markets at home and abroad — markets that are increasingly diverse and often speak a language other than English. In fact, in a recent survey of strategy+business readers, 71 percent of respondents said they plan to grow their business in countries or market segments that speak a different language than the one they currently use in their daily operations. Unfortunately for U.S. companies, their workforces often lack the critical cross-cultural and language skills needed to successfully enter these markets. Join us as we discuss the implications this has for HR and learning and development leaders.
Discover:
What this focus on new and emerging markets means for your workforce, including which key skills will determine your company’s success.
The role cultural intelligence and language play in building effective relationships with customers and employees.
Key recruiting, retention, and training and development strategies for building a diverse workforce capable of meeting the demands of these diverse markets.
Businesses CAN’T afford to have disengaged employees! According to Gallup, a disengaged employee costs a company 34% of their total annual salary. On aggregate 17.2% of a workforce is disengaged.
Since the Dotcom boom of the 90’s, companies have been trying to obtain high standards of employee satisfaction through: company perks, wellness incentives and even subsidized food plans to satisfy the foodies.
Has any of these strategies really helped with employee engagement? How do organizations get their employees engaged and find their swagger?
Employee engagement is very tied to the MAGIC of the company. To capture the magic, employees must have five key elements to help them become successful.
In the MAGIC of Employee Engagement white paper, it'll will break down each element and map out the benefits of each one.
Hitting The Bullseye in a Job Search: How to land more quickly and with less ...Greg David
Hitting the bulls-eye in an interview is about eliminating common interview mistakes, and performing interview best practices. Even in a down job market, people are being hired all the time. Why shouldn't it be you?
Executive Careers Interview: Jules Smith, Head of People Services at Virgin M...Nigel Wright Group
Jules Smith has followed her dream and risen to the top of her profession. In this interview, she shares with Nigel Wright what has driven her to succeed during her twenty-year career in HR. She also discusses her passion for employee engagement and its direct link to positive customer outcomes.
One of the poisoned chalices that many finance departments have been tossed by their CEO or COO is to justify the extensive time being invested in social media - marketers being seen as having gone native. Based on a recent MPF survey into digital and social technologies:
Their primary purpose, according to both marketing and management, is raising profile, in effect advertising. However, advertising has always been recognized as far less relevant than other marketing tools for professional firms, so it is unlikely alone to justify the current level of investment.
Another purpose is fostering collaboration and interactions with clients and other audiences. However, this received a far lower priority, especially from marketing, with, for example, 50 percent of firms measuring online conversations but only 10 percent of practice group leaders receiving relevant KPI analytics.
A third purpose is obtaining new client instructions. Worryingly, this emerged as the preferred outcome for both marketing and management in spite of all the marketing textbooks telling us that measuring advertising by new work gained is misleading and dangerous.
The concern is that, unless the mismatch between purposes and outcomes is resolved through increased clarity, a train crash can be expected, with marketing being the victims. Under this scenario, how easy will it be to reclaim the territory surrendered to others in a zero-sum world?
Attendees will learn:
The most popular social media channels used by peer firms.
The need to clarify the purposes of using social media.
The limited role for formal training in improving digital expertise.
The need to share KPI analytics with practice leaders.
Ways to avoid a mismatch of outcomes and purposes.
Refer to them as you please: Millennials, Gen-Y, young professionals...but these are the people that will be comprising nearly 50% of the workforce by 2020. How is your organization preparing?
Here are some facts about this new generation of human capital that businesses will need to keep in mind as they ready themselves for the biggest cultural shift in the workplace since the 60's and 70's.
Read on to find out how Nakisa's Millennial-ready software can help you prepare.
For all organizations, in all industries, and of all sizes, growth is a function of the intersections of the relationships of people from the CEO to the client. The dynamic between the CEO and the management team influences the frontline staff, which ultimately impacts the client. Depending upon the quality of these relationships, this impact can be positive or negative, resulting in growth or downsizing. Joe offers proven methods to help any organization become a stronger, more cohesive team, deliver remarkable employee and client experiences, reset and recharge, and grow regardless.
While working on a project for Illinois workNet, I moderated a panel discussion on why a specific resume format would be best for specific career paths.
ImaginativeHR's e-bulletins explore what's new and innovative in HR and talent management.
We are delighted to include you in the distribution of the November 2014 ImaginativeHR e-bulletin.
Congratulations Graduate! Eleven Reasons Why I Will Never Hire You.Mark O'Toole
Over the past 20 years, I’ve been in hiring roles and have received thousands of resumes from new college graduates. I’ve interviewed many for real jobs and done my share of informational interviews. Sometimes I’ve hired people into entry-level positions. More often though, I haven’t.
Those who did not get the job were sometimes just not the right fit. Other times, they were trumped by a more impressive candidate or victim to some other random event mostly out of their control.
Too many had the background to make the cut or at least garner a second interview. But disastrous interviewing skills brought you down.
Here are my top reasons why I will never hire you.
With the intent of bringing some creative minds, who are transforming the status quo of various sectors, into limelight, Insights Success brings to you, “Top Creative Leaders Innovating in Business 2019”
Short presentation given on 17 November 2009 at the X|Media|Lab Hilversum / Amsterdam two-day conference on the evolution of content and mobile applications within Rabo Mobiel and NMB in Tanzania.
Let's face it - the competition for top talent is fierce, and the best employees are looking for more than just a job. They want options, and they want meaning. Check out these 7 areas HR can fine tune to ensure they're attracting and keeping the right talent around.
There’s no doubt that organizations are increasingly reliant on external expertise. And that raises big questions for human resources: How clear is our strategy and philosophy of contingent staffing? How involved is HR in managing external expertise on behalf of their organizations, and how involved should it be? How well does our workforce planning incorporate external experts into a total workforce plan? How well do our systems and policies support our ability to attract the best external talent, and their productivity?
In this spotlight webinar, Norm Smallwood and Jon Younger, authors of “Agile Talent: How to Source and Manage Outside Experts” will deliver insight on how talent leaders can successfully manage, mobilize and maximize the contributions of agile talent.
During this Spotlight webinar, attendees will explore:
-The challenge of agile talent.
-What strategic agile talent management looks like.
-How leaders need to change how they think and act to make the most from this agile workforce.
-The role of HR now, and the implications of an HR strategic approach to agile talent.
The 'shift change' is underway as the retiring baby boom generation makes way for Generation X. The shift change is the transfer of the retiring baby boomers to the next generation of leaders that will be taking the helm in the next few years. This time what got you here won’t get you there.
The incoming shift will require a new set of skills and tools to continue the work of the prior shift. This time it is different.
Generational issues in the workplace are one of the biggest challenges facing organizations today. This presentation covers the latest research and ideas to successfully lead 4 generations in the workplace. The latest research on the new skills needed in the modern workforce and how leadership has changed. This session will cover the 5C’s of modern talent management – Culture, Career Path, Competencies, Curriculum, Cloud Learning and how these can be used to create a magnetic organization that attracts and retains the best talent. Participants will learn new approaches to engaging the next generation of workers to connect and collaborate in a way that maximizes their discretionary effort.
For more information on "success skills", curriculums development, strategic planning and facilitation visit us online at http://www.blionline.org
How to Hire All-Star Administrative Professionals and Maximize Their PotentialRobert Half
This hiring guide provides tips on how to find top-notch administrative professionals and help them branch out beyond their traditional job descriptions.
Born between 1997 and 2012, Gen Z currently makes up 20.35% of the US population. The eldest among them are between 22 and 25 years old, so you can expect members of this generation to start trickling into your ranks more and more in the coming years. They will impact the workplace for decades to come. As more and more Gen Z enters the workforce, it is imperative that organizations educate themselves on what this generation values most in an employer. Hiring and retention strategies must evolve to incorporate those preferences and values.
The Future of Employee Benefits: Trends to Retain and Attract Top TalentAggregage
https://www.compandbenefitstoday.com/frs/23182614/the-future-of-employee-benefits--trends-to-retain-and-attract-top-talent/email
The employee benefits landscape has changed significantly since the pandemic. As a result, benefits products and services have evolved and will continue to do so. Employee preferences are also evolving. How do you find the balance between equity, diversity, alignment, and affordable benefits? The key to employee retention and attraction in this new era is a holistic approach to your total rewards strategy.
Join Sharell Thomas-Hodge, total rewards director and consultant, for this engaging and informative conversation.
Learning objectives:
• Examine the latest benefits trends and innovations
• Review what best practice actually looks like and how your organization can achieve it
• Explore cost-effective options that provide competitive benefits that will retain and attract talent
Own It! Take Charge of Your Career by Tuesday A. StrongTuesday Strong
Technology, globalization and the pace of change continue to be drivers for independent career management. Work environments and the way in which we work and think about work continue to change at an accelerated pace. Career management is also changing. Savvy professionals realize that they (not their employers) are responsible for their careers and professional development. Effective career management is about owning your professional development for the life of your career, not just the job you’re in. Employment trends have accelerated during the past few years. Are you ready to survive and thrive in these new times?
Five reasons why you should read OWN IT! Take Charge of Your Career:
1. You are responsible for your career, not your employer.
2. You need a rock solid professional reputation to stay employed.
3. Savvy professionals use goal setting, networking and marketing for career success.
4. You can increase your competitiveness with a minimal investment of time and money.
5. OWN IT! is filled with practical examples, templates and actionable advice.
This journal can be done as a stand-alone journal or in .docxglennf2
This journal can be done as a stand-alone journal or in conjunction with an article.
Read an article on aligning interests with a career. For example:
“When I Grow Up: Lessons scientists would share with their younger selves”
Journal #1: What career interests you the most and why? Explain in
detail your career interest and tell why you feel that you would be
successful in your chosen field.
6 soft skills everyone needs and employers look for
Technical skills may get you an interview, but these six soft skills will get you the job.
By Larry Buhl
In a 2008 survey of more than 2,000 businesses in the state of Washington, employers said entry-level
workers in a variety of professions were lacking in several areas, including problem solving, conflict resolution
and critical observation.
You'll likely see these "soft skills" popping up in job descriptions, next to demands for technical qualifications.
Employment experts agree that tech skills may get you an interview, but these soft skills will get you the job—
and help you keep it:
Communication skills
This doesn't mean you have to be a brilliant orator or writer. It does mean you have to express yourself well,
whether it's writing a coherent memo, persuading others with a presentation or just being able to calmly explain
to a team member what you need.
Teamwork and collaboration
Employers want employees who play well with others—who can effectively work as part of a team. "That
means sometimes being a leader, sometimes being a good follower, monitoring the progress, meeting
deadlines and working with others across the organization to achieve a common goal," says Lynne Sarikas,
the MBA Career Center Director at Northeastern University.
Adaptability
This is especially important for more-seasoned professionals to demonstrate, to counter the (often erroneous)
opinion that older workers are too set in their ways. "To succeed in most organizations, you need to have a
passion for learning and the ability to continue to grow and stretch your skills to adapt to the changing needs of
the organization," Sarikas says. "On your resume, on your cover letter and in your interview, explain the ways
you've continued to learn and grow throughout your career."
Problem solving
Be prepared for the "how did you solve a problem?" interview question with several examples, advises Ann
Spoor, managing director of Cave Creek Partners. "Think of specific examples where you solved a tough
Journal #2: What qualities and goals do you have and how do they fit
in with your career interest? Based on the soft skills discussed in this
article, discuss one that is a strength for you and one with which you
struggle. Share your hopes and plans for the next five years.
http://oas.monster.com/RealMedia/ads/click_lx.ads/us.monster.en/career-advice/six-soft-skills-everyone-needs-hot-jobs/913302949/Middle1/default/empty.gif/71416c562f6c616d5332344.
In the workplace, millennial’s are seen as more talented, tech-savvy, and adaptable, as well as risk takers with a desire to accomplish meaningful work. Employers are beginning to see the value of effective millennial engagement in the workplace.
Students in traditional brick and mortar classrooms are changing the way they learn and interact. Today’s students have grown up in a digital world and demand that schools keep in step with their learning styles. The In-house features of Unfurl create a rich and engaging learning environment that allows students to benefit fully from this platform regardless of their preferred learning styles. When you use the Unfurl platform with your enrolled students, you expand their learning experience by keeping them in contact with each other and engaged in ongoing collaboration.
Leading Four Generations in the Workplace - AICPA Global Manufacturing Confer...Tom Hood, CPA,CITP,CGMA
Presentation to the AICPA Global Manufacturing Conference in NOLA
The 'shift change' is underway as the retiring baby boom generation makes way for Generation X. The shift change is the transfer of the retiring baby boomers to the next generation of leaders that will be taking the helm in the next few years. This time what got you here won;t get you there. The incoming shift will require a new set of skills and tools to continue the work of the prior shift. This time it is different.
Generational issues in the workplace are one of the biggest challenges facing organizations today. This presentation covers the latest research and ideas to successfully lead 4 generations in the workplace. The latest research on the new skills needed in the modern workforce and how leadership has changed. Participants will learn new approaches to engaging the next generation of workers to connect and collaborate in a way that maximizes their discretionary effort.
Social Media For Small Business 5 10 11mythicgroup
Each workshop focuses on the specific site and how to use them to your best advantage with regard to your professional brand, business and career search. Sites shown “live” on the SmartBoard, so that questions may be asked and examples shown of how to navigate the sites to their fullest potential.
The Art of the Pitch: WordPress Relationships and SalesLaura Byrne
Clients don’t know what they don’t know. What web solutions are right for them? How does WordPress come into the picture? How do you make sure you understand scope and timeline? What do you do if sometime changes?
All these questions and more will be explored as we talk about matching clients’ needs with what your agency offers without pulling teeth or pulling your hair out. Practical tips, and strategies for successful relationship building that leads to closing the deal.
Connector Corner: Automate dynamic content and events by pushing a buttonDianaGray10
Here is something new! In our next Connector Corner webinar, we will demonstrate how you can use a single workflow to:
Create a campaign using Mailchimp with merge tags/fields
Send an interactive Slack channel message (using buttons)
Have the message received by managers and peers along with a test email for review
But there’s more:
In a second workflow supporting the same use case, you’ll see:
Your campaign sent to target colleagues for approval
If the “Approve” button is clicked, a Jira/Zendesk ticket is created for the marketing design team
But—if the “Reject” button is pushed, colleagues will be alerted via Slack message
Join us to learn more about this new, human-in-the-loop capability, brought to you by Integration Service connectors.
And...
Speakers:
Akshay Agnihotri, Product Manager
Charlie Greenberg, Host
Software Delivery At the Speed of AI: Inflectra Invests In AI-Powered QualityInflectra
In this insightful webinar, Inflectra explores how artificial intelligence (AI) is transforming software development and testing. Discover how AI-powered tools are revolutionizing every stage of the software development lifecycle (SDLC), from design and prototyping to testing, deployment, and monitoring.
Learn about:
• The Future of Testing: How AI is shifting testing towards verification, analysis, and higher-level skills, while reducing repetitive tasks.
• Test Automation: How AI-powered test case generation, optimization, and self-healing tests are making testing more efficient and effective.
• Visual Testing: Explore the emerging capabilities of AI in visual testing and how it's set to revolutionize UI verification.
• Inflectra's AI Solutions: See demonstrations of Inflectra's cutting-edge AI tools like the ChatGPT plugin and Azure Open AI platform, designed to streamline your testing process.
Whether you're a developer, tester, or QA professional, this webinar will give you valuable insights into how AI is shaping the future of software delivery.
Epistemic Interaction - tuning interfaces to provide information for AI supportAlan Dix
Paper presented at SYNERGY workshop at AVI 2024, Genoa, Italy. 3rd June 2024
https://alandix.com/academic/papers/synergy2024-epistemic/
As machine learning integrates deeper into human-computer interactions, the concept of epistemic interaction emerges, aiming to refine these interactions to enhance system adaptability. This approach encourages minor, intentional adjustments in user behaviour to enrich the data available for system learning. This paper introduces epistemic interaction within the context of human-system communication, illustrating how deliberate interaction design can improve system understanding and adaptation. Through concrete examples, we demonstrate the potential of epistemic interaction to significantly advance human-computer interaction by leveraging intuitive human communication strategies to inform system design and functionality, offering a novel pathway for enriching user-system engagements.
State of ICS and IoT Cyber Threat Landscape Report 2024 previewPrayukth K V
The IoT and OT threat landscape report has been prepared by the Threat Research Team at Sectrio using data from Sectrio, cyber threat intelligence farming facilities spread across over 85 cities around the world. In addition, Sectrio also runs AI-based advanced threat and payload engagement facilities that serve as sinks to attract and engage sophisticated threat actors, and newer malware including new variants and latent threats that are at an earlier stage of development.
The latest edition of the OT/ICS and IoT security Threat Landscape Report 2024 also covers:
State of global ICS asset and network exposure
Sectoral targets and attacks as well as the cost of ransom
Global APT activity, AI usage, actor and tactic profiles, and implications
Rise in volumes of AI-powered cyberattacks
Major cyber events in 2024
Malware and malicious payload trends
Cyberattack types and targets
Vulnerability exploit attempts on CVEs
Attacks on counties – USA
Expansion of bot farms – how, where, and why
In-depth analysis of the cyber threat landscape across North America, South America, Europe, APAC, and the Middle East
Why are attacks on smart factories rising?
Cyber risk predictions
Axis of attacks – Europe
Systemic attacks in the Middle East
Download the full report from here:
https://sectrio.com/resources/ot-threat-landscape-reports/sectrio-releases-ot-ics-and-iot-security-threat-landscape-report-2024/
Kubernetes & AI - Beauty and the Beast !?! @KCD Istanbul 2024Tobias Schneck
As AI technology is pushing into IT I was wondering myself, as an “infrastructure container kubernetes guy”, how get this fancy AI technology get managed from an infrastructure operational view? Is it possible to apply our lovely cloud native principals as well? What benefit’s both technologies could bring to each other?
Let me take this questions and provide you a short journey through existing deployment models and use cases for AI software. On practical examples, we discuss what cloud/on-premise strategy we may need for applying it to our own infrastructure to get it to work from an enterprise perspective. I want to give an overview about infrastructure requirements and technologies, what could be beneficial or limiting your AI use cases in an enterprise environment. An interactive Demo will give you some insides, what approaches I got already working for real.
UiPath Test Automation using UiPath Test Suite series, part 3DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 3. In this session, we will cover desktop automation along with UI automation.
Topics covered:
UI automation Introduction,
UI automation Sample
Desktop automation flow
Pradeep Chinnala, Senior Consultant Automation Developer @WonderBotz and UiPath MVP
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
Generating a custom Ruby SDK for your web service or Rails API using Smithyg2nightmarescribd
Have you ever wanted a Ruby client API to communicate with your web service? Smithy is a protocol-agnostic language for defining services and SDKs. Smithy Ruby is an implementation of Smithy that generates a Ruby SDK using a Smithy model. In this talk, we will explore Smithy and Smithy Ruby to learn how to generate custom feature-rich SDKs that can communicate with any web service, such as a Rails JSON API.
LF Energy Webinar: Electrical Grid Modelling and Simulation Through PowSyBl -...DanBrown980551
Do you want to learn how to model and simulate an electrical network from scratch in under an hour?
Then welcome to this PowSyBl workshop, hosted by Rte, the French Transmission System Operator (TSO)!
During the webinar, you will discover the PowSyBl ecosystem as well as handle and study an electrical network through an interactive Python notebook.
PowSyBl is an open source project hosted by LF Energy, which offers a comprehensive set of features for electrical grid modelling and simulation. Among other advanced features, PowSyBl provides:
- A fully editable and extendable library for grid component modelling;
- Visualization tools to display your network;
- Grid simulation tools, such as power flows, security analyses (with or without remedial actions) and sensitivity analyses;
The framework is mostly written in Java, with a Python binding so that Python developers can access PowSyBl functionalities as well.
What you will learn during the webinar:
- For beginners: discover PowSyBl's functionalities through a quick general presentation and the notebook, without needing any expert coding skills;
- For advanced developers: master the skills to efficiently apply PowSyBl functionalities to your real-world scenarios.
Dev Dives: Train smarter, not harder – active learning and UiPath LLMs for do...UiPathCommunity
💥 Speed, accuracy, and scaling – discover the superpowers of GenAI in action with UiPath Document Understanding and Communications Mining™:
See how to accelerate model training and optimize model performance with active learning
Learn about the latest enhancements to out-of-the-box document processing – with little to no training required
Get an exclusive demo of the new family of UiPath LLMs – GenAI models specialized for processing different types of documents and messages
This is a hands-on session specifically designed for automation developers and AI enthusiasts seeking to enhance their knowledge in leveraging the latest intelligent document processing capabilities offered by UiPath.
Speakers:
👨🏫 Andras Palfi, Senior Product Manager, UiPath
👩🏫 Lenka Dulovicova, Product Program Manager, UiPath
Accelerate your Kubernetes clusters with Varnish CachingThijs Feryn
A presentation about the usage and availability of Varnish on Kubernetes. This talk explores the capabilities of Varnish caching and shows how to use the Varnish Helm chart to deploy it to Kubernetes.
This presentation was delivered at K8SUG Singapore. See https://feryn.eu/presentations/accelerate-your-kubernetes-clusters-with-varnish-caching-k8sug-singapore-28-2024 for more details.
JMeter webinar - integration with InfluxDB and GrafanaRTTS
Watch this recorded webinar about real-time monitoring of application performance. See how to integrate Apache JMeter, the open-source leader in performance testing, with InfluxDB, the open-source time-series database, and Grafana, the open-source analytics and visualization application.
In this webinar, we will review the benefits of leveraging InfluxDB and Grafana when executing load tests and demonstrate how these tools are used to visualize performance metrics.
Length: 30 minutes
Session Overview
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During this webinar, we will cover the following topics while demonstrating the integrations of JMeter, InfluxDB and Grafana:
- What out-of-the-box solutions are available for real-time monitoring JMeter tests?
- What are the benefits of integrating InfluxDB and Grafana into the load testing stack?
- Which features are provided by Grafana?
- Demonstration of InfluxDB and Grafana using a practice web application
To view the webinar recording, go to:
https://www.rttsweb.com/jmeter-integration-webinar
JMeter webinar - integration with InfluxDB and Grafana
Experienced Worker New Version Revised 3.2.2011
1. Experienced Worker Seminar Written and Presented by: Heather Coleman. Training Facilitator David Straka, Case Manager Edited by: Ron Marshall, Assistant Training Facilitator Ferndale Career Center www.twitter.com/ferndalecareer www.facebook.com/ferndalecareercenter www.linkedin.com/in/ferndalecareercenter LinkedIn Group: Ferndale Career Center www.ferndaleschools.org/fcc Last update: 3.2.2011 Copyright: August 15, 2007
2. Did you know ... Today, there are 79 Million “Baby Boomers” - which is 26% of the population As of January 1st, 2011 every single day more than 10,000 Baby Boomers will reach the age of 65. “The American Dream” There are currently more grandparents than grandkids! And what a wave it is! That’s 8,000 a day for the next 19 years! “ (As of) 2010, retirements could leave a gap of 10,000,000 in the workforce.” ‘ Baby boom’ retirements, flat population growth and stagnant workforce investment could, by 2010, leave 5.3 million skilled U.S. jobs without a skilled U.S. worker to fill them.” Data: “The American Dream” “National Council on Aging” “Population Reference Bureau” “The Workforce Alliance”
6. #3 Embrace Technology. Accept what is – technology has forever altered the working world and will continue to revolve at a rapid pace. If you do not have at least a rudimentary understanding of computers and the Internet, take a class immediately. We offer multiple levels of computer classes at the Ferndale Career Center! Computers are used in every field, and it’s your responsibility to become up-to-date. Employers will not invest time teaching new employees how to use computers, particularly in this market. Get involved with social media and establish yourself within your field of expertise. Be present, add value, share wisdom and elevate your professional, digital reputation . Be where the employers are searching for candidates! Baby Boomers are known for being one of the most innovative generations in history. You can master new technology – make it a priority during your career transition! #2 Show your Energy. Enthusiasm, energy and passion for your work are key in an interview. Your appearance should reflect your professionalism – look current and age-appropriate. Plugged In - Boomers Online from AARP
7. #4 Emphasize Relevant Experience. Discuss your skill sets and how they relate to the position for which you are applying. Transferable skills are extremely important to an employer – be confident in your abilities and showcase yourself! Some examples of transferable skills: Core competencies (soft skills), organization, management, leadership, training, interpersonal skills, research, planning and quality control. #5 Demonstrate Your Flexibility And Creativity. You want to counteract stereotypes that suggest older workers do not have imagination, flexibility and creativity. Discuss ways you solved problems and developed ideas in your most recent jobs to make your former employer more money, meet customer needs or to be more competitive. "Desire is the key to motivation, but it's the determination and commitment to an unrelenting pursuit of your goal - a commitment to excellence - that will enable you to attain the success you seek." - Mario Andretti #6 Emphasize Past Examples Of Loyalty. Although employee/employer loyalty has been severely tested over the years due to ongoing layoffs, employers still need to feel that employees are 100 percent committed to the company.
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10. The Retirement Process Has Changed Dramatically What are your reasons for planning to work beyond the traditional retirement age? Traditionally, a worker moved from full-time to complete retirement in one final step. Today, 'phased retirement' occurs far more regularly. Experienced workers go from full-time to part-time to consulting within their field. Current data shows that 37% of men and 35% of women aged 55 to 64 receiving income from pensions in 2007 were employed as of March, 2008. - Patrick Purcell, CRS A Quest for Meaning, Fulfillment For those age 55-59, who are still fully engaged in the workforce, economic incentives clearly dominate. About 72% of this group cited “need income to live on” as a primary reason for working. Among 60-65 year-olds, “need income to live on” (60%) was still the most frequently mentioned reason for working, but it was followed by a desire to “stay active and engaged” (45%) and “do meaningful work” (43%). For the 66-70 year-olds, this shift in priorities is even more dramatic, with 72% choosing “want to stay active and engaged” as a primary reason to work. Their second choice is “want the opportunity to do meaningful work” (47%) and third is “enjoying the social interaction with colleagues (42%).
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12. The Importance of Networking Make professional career search business cards at vistaprint.com or www.printsmadeeasy.com . Networking is the single most important thing you can do to find the job you want. Current statistics reveal that 80 to 90 percent of jobs are filled this way. Think about this: You may be the solution to someone’s problem! Attitude is everything. Talk in a positive manner to everyone you come in contact with about your professional goals. Utilize social and professional media to your advantage! Create accounts and actively participate on the following sites: linkedin.com facebook.com twitter.com To learn how to utilize these sites to find a job, come to our “Social Media and Career Success” workshops at the Ferndale Career Center.
