Rules and Procedures Required During a Military Draft

Rules and Procedures Required During a Military DraftRules and Procedures Required During a Military DraftThe last time the United States utilized the draft was on December 7, 1972, during the Vietnam War.The date of the last drawing for the lottery was on March 12, 1975. The drawing was similar to how the state lotteries are drawn, but with 366 balls representing 366 calendar birthdays of a year. The ages of the draftees fell between 18 and 26. The draft has only been used in times of war and not for mandatory military service during peace time. Here is a brief overview of how the draft ordnungsprinzip works and all the procedures that have to fall into place to open the draft for involuntary military service. Congress and the President Authorize a Draft A crisis occurs which requires more troops than the volunteer military can supply. Congress passes and the president signs legislation which starts thedraft process. It should be noted that the president cannot initiate a draft on his or her own. National Draft Lottery A lottery based on birthdays determines the order in which registered men are called up by Selective tafelgeschirr. The first to be called, in a sequence determined by the lottery, will be men whose 20th birthday falls during that year. The National Draft Lottery would be conducted publicly with the proceedings being observed by accredited representatives of public interest groups to ensure legitimacy and fairness. The actual lottery drawing is performed in a similar way to how state-run lotteries select their winning numbers, using drums and air balls. There are two large drums for the draft lottery and two sets of air mix balls one set is labeled with a date and month, January 1 through December 31 the second set is labeled with numbers 1 through 365, which will represent the sequence for induction. In the case of a leap year, 366 balls are used. The balls are drawn from the first drum, and then the second drum. The date drawn indicate s the birthday, while the second ball indicates the order those with that birthday are to be inducted. The Selective Service Agency activates and orders its state directors and reserve forces officers to report for duty. Evaluating Recruits for Physical, Mental and Moral Suitability Registrants with low lottery numbers are ordered to report for a physical, mental, and moral evaluation at a Military Entrance Processing Station (MEPS) to determine whether they are fit for military service. Once he is notified of the results of the evaluation, a registrant will be given 10 days to file a claim for exemption, postponement, or deferment. Local and Appeal Boards will process registrant claims. Those who pass the military evaluation will receive induction orders. An inductee will have 10 days to report to a local Military Entrance Processing Station for induction. According to current plans, Selective Service must deliver the first inductees to the military within 193 days from the eff ective date of the draft legislation.

Nomination Deadlines Approaching for More Than 30 Society Awards

Nomination Deadlines Approaching for More Than 30 Society Awards Nomination Deadlines Approaching for More Than 30 Society Awards Nomination Deadlines Approaching for More Than 30 Society AwardsJan. 13, 2017 Nomination packages for more than 30 ASME awards - including the prestigious ASME Medal and Honorary Membership - are due to the ASME Honors and Awards Committee within the next two months.The deadline to submit a aufstellung for the ASME Medal, the highest award the Society can bestow, is March 1. The medal, which was established in 1920 and recognizes eminently distinguished engineering achievement, consists of a $15,000 prize, a gold medal and a certificate. Nominations should be e-mailed to Fran McKivor, ASME Honors and Awards, at mckivorfasme.org. March 1 is also the nomination deadline for another noteworthy Society award Honorary Membership. First awarded in 1880, the founding year of the Society, Honorary Membership is the highest level of membership in the Society. It is bestowed up members who have made distinctive contributions to engineering, science, industry, research public service or other pursuits allied with and beneficial to the engineering profession. As many as five Society members may be named Honorary Members each year, with each receiving a silver medal and a certificate. Nominations should be e-mailed to Fran McKivor at mckivorfasme.org. The James N. Landis Medal, which is one of two dozen ASME awards with a nomination deadline of Feb. 1, is presented for outstanding personal performance related to konzeptioning, constructing or managing the operation of major steam-powered electric stations using nuclear or fossil fuels. The candidate must also demonstrate personal leadership in humanitarian pursuits, which may include committee activity, Section leadership, or the broad non-technical professional activity of the individuals engineering society. The winner of the award will receive $7,500, a bronze medal, a certi ficate, and an expense supplement to attend the award presentation. Nominations should be e-mailed to J.R. Riznic at jovica.rizniccnsc-ccsn.gc.ca.The 23 other Society awards that also have a nomination deadline of Feb. 1 areThe Barnett-Uzgiris Product Safety Design Award, for significant contributions to the safe konzeption of products through teaching, research and professional accomplishments $1,000, a bronze medal and a certificate Jmounta1norwich.edu. The Bernard F. Langer Nuclear Codes and Standards Award, for contributions to the nuclear power plant industry $1,000, a crystal oracle and a certificate deublerrasme.org. The Blackall Machine Tool and Gage Award, for contributions to the design or application of machine tools, gages or measuring instruments $1,000 and a plaque dornfeldberkeley.edu. The Burt L. Newkirk Award, for a notable contribution to tribology in research or development by an engineer under 40 who has been an ASME member for at least five years, as e stablished by papers accepted for publication $1,000 and a certificate itzhak.greenme.gatech.edu. The Dixy Lee Ray Award, for significant achievements and contributions in environmental protection $1,000, a bronze medal and a certificate unikewiczsasme.org. The George Westinghouse Medal, for eminent achievement in the power field of mechanical engineering $1,500, a vermeil medal and a certificate $1,000, a silver medal and a certificate to an honoree under the age of 40 Lilleyokstate.edu. The Henry Laurence Gantt Medal, for distinguished achievement in management and for service to the community $1,000, a bronze medal and a certificate bozewiczjasme.org. The Henry R. Worthington Medal, for eminent achievement in the field of pumping machinery, systems and concepts, in areas including research, development, design, innovation, management, education or literature $5,000, a bronze medal and a certificate bambergerjasme.org. The Internal Combustion Engine Award, for eminent achievement or distinguished contributions over a substantial period of time in the field of internal combustion engines $1,000 and a plaque dan.e.richardsoncummins.com. The James Harry Potter Gold Medal, for eminent achievement in the science of thermodynamics in mechanical engineering $2,000, a vermeil medal and a certificate ts.raviwichita.edu. The Machine Design Award, for eminent achievement in machine design $1,000, a plaque and a certificate Jmounta1norwich.edu. The Mayo D. Hersey Award, for distinguished contributions to the advancement of the science and engineering of tribology $2,000 and a plaque sadeghipurdue.edu. The McDonald Mentoring Award, for outstanding mentoring of other professionals by an engineer in industry, government, education or private practice who has been a member of ASME or another ICOMES society for at least five years a bronze medal and a certificate Stuartw.camerondoosan.com. The Milton C. Shaw Manufacturing Research Medal, for significa nt fundamental contributions to the science and technology of manufacturing processes $1,500, a bronze medal and a certificate yonghufl.edu. Nancy DeLoye Fitzroy and Roland V. Fitzroy Medal, for contributions to engineering resulting in breakthroughs in existing technology, leading to new applications or new areas of engineering $3,000, a bronze medal and a certificate armenhasme.org. The Old Guard Early Career Award, for outstanding early career engineers who have advanced quickly in their professional careers, have participated in advancing their education, have shown leadership in ASME activities and have volunteered actively in their communities first prize $5,000 and a plaque second and third prize $2,000 and a plaque, plus paid membership for life daa3msn.com. The Per Bruel Gold Medal for Noise Control and Acoustics, for eminent achievement and extraordinary merit in the field of noise control and acoustics $1,000, a vermeil medal and a certificate mardi.hastingsa tt.net. The Marshall B. Peterson Award, for early-career achievement in research as demonstrated by papers published in the scientific journals of ASME and promise for pursuit of research in tribology $2,500 and a certificate sadeghipurdue.edu. The Prime Movers Committee Award, for thermal electric station practice or equipment $1,000 and a certificate shuffburnsmcd.com. The Rufus Oldenburger Medal, for outstanding achievements in automatic control $2,000, a bronze medal and a certificate tilburyumich.edu. The Ruth and Joel Spira Outstanding Design Educator Award, for furthering engineering design education $1,000, a vermeil medal and a certificate Jmounta1norwich.edu. The Thomas A. Edison Patent Award, for a patented device or process that has the potential to enhance some aspect of mechanical engineering $1,000, a bronze plaque and a certificate jacorichisu.edu. The William T. Ennor Manufacturing Technology Award, for an innovative manufacturing technology that results in substantial benefits for the economy or society $1,000, a vermeil medal and a certificate yguoeng.ua.edu. Nominations for five additional ASME awards are due Feb. 15The Charles Russ Richards Award, for outstanding achievement in mechanical engineering 20 years or more following graduation $1,000 and a certificate akontsoscoe.drexel.edu. The Gustus L. Larson Memorial Award, for outstanding achievements in mechanical engineering or a related field within 10 to 20 years following graduation $1,000 and a certificate akontsoscoe.drexel.edu. The Nadai Medal, for distinguished contributions to the field of engineering materials $1,000, a medal and a certificate xichencolumbia.edu. The Pi Tau Sigma Gold Medal, for outstanding achievement in mechanical engineering within 10 years following graduation $1,000, a gold medal and a certificate akontsoscoe.drexel.edu. The Robert Henry Thurston Lecture Award, for an outstanding leader in pure or applied science or engineering who wi ll present a Society lecture on a subject of broad technical interest to engineers $500, a plaque and a certificate rajolemiss.edu. For more information on these awards and the others presented by ASME, visit the Honors and Awards website at www.asme.org/about-asme/get-involved/honors-awards, or contact Fran McKivor, ASME Honors and Fellows, at (212) 591-7094 or mckivorfasme.org.

31 Companies Hiring Like Crazy in October

31 Companies Hiring Like Crazy in October31 Companies Hiring Like Crazy in October This month marks the annual return of ghouls, goblins, and all things creepy as Americans conjure up Halloween haunt fests.One thing that isnt spooky or scary this month is the job search. Recruiters and hiring managers are far from mummies or pirates, and, in fact, they are more like fairy godmothers and fathers. They are excited to dazzle and delight job seekers with their employer brands, exciting benefits, plus the job of your dreams.Here are 31 companies hiring like crazy this month, and theypromise no tricking, only treating in their interview processes. Apply todayGap Where Hiring Albuquerque, NM Fresno, CA Gallatin, TN Grove City, OH New York, NY San Bruno, CA San Francisco, CA Chicago, IL Orland Park, IL Albertville, MN Portland, OR & more. What Roles Assistant Manager, Lost Prevention Agent, Keyholder Specialist, Stock Associate, General Manager, Specialist, Field Human Resource Manager, Seasonal ausverkauf Associate & more. What Employees Say Friendly staff, flexible schedules, opportunities for growth and employee recognition programs. - Former EmployeeAnthem Where Hiring Chicago, IL Indianapolis, IN New York, NY Denver, CO Tampa, FL Mason, OH & more. What Roles Data Scientist, Advanced Analytics Consultant, Senior Designer, geschftsleben Info Analyst, Regulatory Compliance Manager, Test Data Mgmt Developer, Medical Director, Customer Care Representative, Claims Representative & more. What Employees Say Anthem offers competitive salaries, achievable career path for advancement, diversity, and advanced industry training. Anthem recognizes the importance of work life balance. - Current EmployeeT-Mobile Where Hiring Bellevue, WA Austin, TX Bronx, NY Atlanta, GA Eagan, MN Washington, DC Elmhurst, NY & more. What Roles Mobile Associate, Site Development Manager, District Manager, Sr. Field absatzwirtschaft Manager, Product Manager, Technol ogy Product manager, Warehouse Material Handler, Sr. Engineer, Sr. Specialist & more. What Employees Say Fun work environment. Good pay and benefits. Good training. PTO is great. - Former EmployeeSlack Where Hiring San Francisco, CA Denver, CO New York, NY What Roles Engagement Manager, Customer Experience Manager, Advertising Operations Coordinator, Data Scientist, Senior Software Engineer, Enterprise Account Executive, Director of Internal Audit & more. What Employees Say Diversity matters here and is openly discussed. I am able to focus on my work and I know that Slack will do right by me (comp, benefits, culture, work/life balance, etc.) - Current EmployeeGlassdoor Where Hiring Chicago, IL Dublin, Ireland London, England Green, OH Mill Valley, CA San Francisco, CA & more. What Roles Customer Success Manager, HR Partner, Senior Technical Program Manager, Senior Enablement Specialist, Manager of geschftsleben Operations, sale Support, Director of Product, Security Anal yst, Senior Manager of Digital Marketing & more. What Employees Say Great People from Peers to Leaders working here is genuinely fun and the people are awesome In addition to senior leadership being super personable and humble, Ive made some great friends here and am almost always happy to come into work every morning to see my coworkers/friends even though I have the flexibility to work from home - Current EmployeeOld Navy Where Hiring San Francisco, CA Austin, TX Chicago, IL Atlanta, GA Providence, RI Durham, NC Hamden, CT Miami, FL & more. What Roles Brand Associate, Department Specialist, Seasonal Brand Associate, General Manager, Loss Prevention Service Representative, Product Marketing Manager, Design Director, Stock Associate, Department Manager, Internal Communications Specialist & more. What Employees Say Old navy is such a great company to work for, their values are outstanding, the people are fun and nice, the management kollektiv is awesome. - Current EmployeeTT I Floor Care North America Inc. Where Hiring Charlotte, NC Cookeville, TN Glenwillow, OH & more. What Roles Transportation Manager, Returns Processor, Finance Director, Warehouse Personnel, Product Manager, Industrial Designer, Test Technician, Customer Care Specialist, Electrical Engineering Manager, Associate Channel Manager & more. What Employees Say This is my first job out of college and TTI has provided a great environment for me to build my career. They provide a positive work environment where teamwork is encouraged with a healthy dose of competition. - Current EmployeeBanana Republic Where Hiring Chicago, IL Raleigh, NC New York, NY Atlanta, GA Arlington, VA Northridge, CA & more. What Roles Sales Associate, Seasonal Sales Associate, Visual Stylist, Stock Associate, District Manager, Key Holder, Associate Manager, General Manager & more. What Employees Say Easy, discount, great opportunity to understand in store retail experience. - Current EmployeeREI Where Hi ring Berkeley, CA Bellevue, WA Kalispell, MT Washington, DC Goodyear, AZ Greensboro, NC Austin, TX Rockville, MD & more. What Roles Bike Shop Technical Specialist, Retail Sales Manager, Stocking Specialist, Outdoor School Instructor, Talent Acquisition Coordinator, Senior Project Manager, Color Technician, Department Manager, UX/UI Manager & more. What Employees Say If you work hard and are actually interested in the company and what it stands for, you will go far. They are great about giving you the hours and schedule you want if you work hard and take pride in your work. - Current EmployeeBoston Scientific Where Hiring Menlo Park, CA San Francisco, CA Marlborough, MA Maple Grove, MN Ashburn, VA Idaho Falls, ID Atlanta, GA Amarillo, TX & more. What Roles Global Talent Acquisition Program Manager, Product Analyst, Territory Manager, PI Clinical Specialist, Senior Software Engineer, PI Sales Representative & more. What Employees Say Excellent mission. Thoughtful orientatio n and onboarding process. Always thinking about improving the quality of life and saving lives of patients. - Current EmployeeCox Media Group Where Hiring Atlanta, GA Orlando, FL Memphis, TN Dayton, OH San Antonio, TX & more. What Roles Part-Time motherboard Operator, Creative Account Manager, Associate Producer, Sales Research Analyst, Integrated Media Account Executive, News Producer, Reporter, & more. What Employees Say I love the fast pace and every day is different. The work is challenging but you are rewarded generously. The people I work with are truly the best and everyone in the building is friendly and helpful. - Current Account ExecutiveNetflix Where Hiring Los Angeles, CA Los Gatos, CA New York, NY & more. What Roles Nerds Systems Engineer, Content Marketing Manager, Studio Operations Accountant, Manager of Written/Editorial Communications, Senior Data Scientist, Post Production Specialist, Associate Producer & more. What Employees Say The Freedom & Responsib ility Culture is top. I had never (nor have I since) worked with such amazing colleagues. The amount and quality of work we got done was truly amazing. - Former Senior ManagerAthleta Where Hiring Deer Park, IL Minnetonka, MN Huntsville, AL Boston, MA Salt Lake City, UT McLean, VA Lexington, KY & more. What Roles Community Coordinator, Seasonal Sales Associate, General Manager, Assistant Manager, Social Media Community Manager & more. What Employees Say Ive made a lot of great friends I love my job love interacting with customers. - Current EmployerGeneral Dynamics Information Technology Where Hiring Alexandria, VA Colorado Springs, CO Fairfax, VA Fort Huachuca, AZ Philadelphia, San Diego, CA Towson, MD Washington, DC & more. What Roles Cyber Security Engineer, Information Security Specialist, Software Engineer, Software Developer, Systems Engineer, Systems Administrator, Help Desk, Training Specialist & more. What Employees Say Meaningful work, good benefits and pay. Pro motes the ability to move within. - Current EmployeeAppDynamics Where Hiring New York, NY San Jose, CA Dallas, TX Mississauga, ON San Francisco, CA Chicago, ILFeltham, UK Bengaluru, India Remote & more. What Roles Channel Account Manager, Enterprise Sales Representative, Territory Sales Representative, Senior Sales Engineer, Business Value Consultant, Sales Sourcer, National Partner Manager & more. What Employees Say Great encouraging and supportive leadership. Promotional opportunities every quarter. (Career advancements). Family atmosphere, where everyone has a genuine interest in you as an individual and employee. - Current EmployeeWhole Foods Market Where Hiring Arlington, MA Austin, TX Monterey, CA Westport, CT Indianapolis, IN Chicago, IL Houston, TX Portland, OR & more. Open Roles Seasonal Floral Team Member, Part-Time Grocery Team Member, Seasonal Bar/Restaurant Team Member, Seasonal Produce Team Member, Specialty Team member, Grocery Team Member, Store Support Tea m Members & more. What Employees Say Loved my fellow team members and the environment of our store - Current EmployeeMacys Where Hiring Springdale, OH Corte Madera, CA Littleton, CO Secaucus, NJ Kapolei, HI Olympia, WA Greensburg, PA & more. Open Roles Seasonal Retail Merchandising Lead, Seasonal Support, Seasonal Backstage Sales Team Member, Seasonal Retail Customer Service, Seasonal Retail Receiving, Seasonal Recruitment Coordinator & more. What Employees Say Great company for longevity. Lots of benefits. Managers are nice and helpful. 401k. Very diverse company. - Current EmployeeApple Where Hiring Portland, OR Berkeley, CA Austin, TX Las Vegas, NV Lancaster, PA & more. Open Roles Apple Seasonal Specialist-Retail Customer Services and Sales, AppleCare at Home Team Manager, Genius & more. What Employees Say Competitive Pay, Great Benefits, Amazing People, Great Work, Awesome Opportunities, Excellent Experiences, Great atmospheres in a beautiful store, no matter where youre working - Current EmployeeCSAA Insurance Group Where Hiring Colorado Springs, Co San Francisco Bay Area, CA Glendale, AZ Las Vegas, NV Mount Laurel, NJ & more. What Roles Corporate Innovation Associate, Insurance Product Analyst, Litigation Attorney, Paralegal, Claims Service Specialist, Total Loss Specialist, Homeowner Field Specialist, Senior Physical Damage Appraiser, Manager of Tech Ops & more. What Employees Say There are no reasons or excuses not to proactively contribute to a culture of performance at our company. We are encouraged to apply ourselves for personal and professional growth with a clear focus on values and favorable impact on the experiences of our customers/members. Adaptability, flexibility, and balance is cultivated and supported for us to be the company our customers/members continually need now and into the future. - Current EmployeeInformatica Where Hiring Redwood City, CA Austin, TX United Kingdom Dublin, Ireland & more. What Roles Direct or of HR Business Partner, Senior Accountant, Head of Commercial Legal, Senior Product Manager, Customer Success Managers, Senior Accountant, Executive Assistant & more. What Employees Say Work-life balance at its best. Wonderful new challenging work to learn and do. Nice team members, always available. - Current EmployeeAccolade Where Hiring Philadelphia, PA Scottsdale, AZ Seattle, WA & more. What Roles Health Assistant/Customer Service, Telephonic Nurse, Medical Director, Software Engineer, Director of Customer Delivery, Claims & Benefits Specialist, Office Specialist, User Experience Designer & more. What Employees Say Company culture is unlike any I have ever experienced. There are goals and objectives in every position but they are always weighted with personal contribution and the things that cant always tangibly be measured. - Current EmployeePhilips Where Hiring Andover, MA Chicago, IL Nashville, TN Carlsbad, CA Pittsburg, PA Houston, TX & more. What Roles Data S cientist, Clinical Compliant Investigator, Sales Field Representative, Lean Master, Electronics Technician, Scientific Writer, Post Market Quality Specialist, Database Architect, Implementation manager, Quality Assurance Manager & more. What Employees Say Great pay and benefits. Employees are enthusiastic and absolutely amazing. - Current EmployeesSailPoint Technologies Where Hiring Austin, TX What Roles Professional Services Manager, Sr. Product Manager, Technical Product Manager, IT Financial Application Analyst, Corporate Account Executive, Director of Global Sales Enablement, Backend Software Engineer, Inside Sales Representative, Remote Enterprise Sales Executive & more. What Employees Say Management is focused on personal growth and development and very supportive of both your professional and personal goals. - Current EmployeeEndurance International Group Where Hiring Burlington, MA Austin, TX Fort Collins, CO Tempe, AZ New York, NY & more. What Roles Staff Accoun tant, Content Developer, DevOps Engineer, Inside Sales Consultant, Small Business Consultant, Instructional Designer, Customer Service Representative, UX Designer, Sales Marketing Advisor & more. What Employees Say Amazing culture, face paced and friendly environment. Everyone from senior leadership to phone rep is able to suggest changes with an open door policy. Tons of free food and raffles Lots of smiles and laughs. - Current EmployeeCoupa Where Hiring San Mateo, CA Chicago, IL New York, NY Reno, NV Dallas, TX & more. What Roles Technical Trainer, Engagement Manager, Director Business Development, Sr. Recruiter, People Coordinator, Inbound ADR, Account Director, Software Engineer, Sr. UX Designers, Customer Adoption Managers, Solution and Integration Architects, Applications Architect, Instructional Designer, Senior Corporate Counsel, Director of Global Payroll & more. What Employees Say The whole company rallies around new customer acquisition while also ensuring our cu rrent customers achieve value (you dont have to cringe when mentioning who you work for at parties). - Current EmployeeBiomarin Pharmaceutical Where Hiring San Rafael, CA Novato, CA & more. What Roles Senior Research Associate, Clinical Trial Associate, Nurse Clinical Director, Principal Engineer, Project Coordinator, Scientist, Sr. Accountant, Material Handler, Business Process Analyst & more. What Employees Say Great learning environment, lots of extremely smart people, room for advancement, study teams are great, flexible hours. - Current EmployeeLehigh Hanson Where Hiring Irving, TX Romeoville, IL Oriskany Falls, NY Athens, GA San Diego, Ca & more. What Roles Process Engineer, Sales Associate, Mechanic, Reliability Technician, Loader Operator, AP Associate, Ready Mix Driver, Accountant, Crushing Plant Operator, maintenance Supervisor & more. What Employees Say Lots of interesting, cross functional opportunities. Large grenzberschreitend company with a small company f eel. - Current EmployeeTelecom Brokerage (TBI) Where Hiring Chicago, IL What Roles Support Specialist, Commission Analyst, IT Help Desk Support Specialist, Digital Marketing Specialist, NetSuite Developer, Account Manager, Channel Manager & more. What Employees Say The opportunity for growth is top of the line. Moreover, the culture here is warm and welcoming. The relationships you build here will help your professional career and even trickle into your personal life. - Current EmployeeNestl USA Where Hiring Canada Saint Louis, MO Arlington, VA New York, NY Houston, TX & more. What Roles HR Manager, Retail Sales Representative, Customer Demand Planner, Tax Manager, Compliance Manager, Team Leader, Production Operator, Financial Analyst, Director of Human Resouces, Assistant Boutique Manager & more. What Employees Say Great development opportunities available and not just for high achievers. If you are a high performer, your pay will match your performance. - Current Empl oyeeAvalon Bay Communities Where Hiring Los Angeles, CA Arlington, VA Wheaton, MD Yonkers, NY Bellevue, WA Virginia Beach, VA Norwalk, CT Boston, MA & more. What Roles Sales Manager, Sales and Service Supervisor, Assistant Project Manager, Lead Maintenance Technician, Community Manager, Accounts Payable Analyst, HR Assistant, Porter & more. What Employees Say Avalonbay is the best job I have ever had. I started as a maintenance technician almost 10 years ago and worked my way up to Maintenance Director. I have had a blast through the good times and worked through the bad. - Current EmployeeAGS Where Hiring Las Vegas, NV Duluth, GA Miami, OK Oklahoma City, OK Atlanta, GA & more. What Roles Senior Software Engineer, Automation Engineer, Senior Systems Software Engineer, Associate Product manager, Bench Repair, Assembler, Field Service Technician What Employees Say AGS is truly an anomaly in an industry thats full of large, disconnected, conglomerate companies. Across the b oard AGS is full of personable, approachable, level-headed executives. Despite exponential global growth, AGS has retained its qualities that made it so successful in recent years. - Current Employee

How to Talk About Your Salary in a Job Interview

How to Talk About Your Salary in a Job InterviewHow to Talk About Your Salary in a Job InterviewHiring managers often ask job candidates how much they make in their current position, which sets up a potentially awkward situation if an interviewee would rather not say. Applicants refusing to answer come off as uncooperative, but providing such information could hurt future earning potential.When it comes to extending an offer, companies are most comfortable using a benchmark for compensation and then applying a reasonable percentage increase above that benchmark to determine the actual dollars offered, says career coach Roy Cohen, author of The Wall Street Professionals Survival Guide. The dicke bretter bohren mssen is that they may be working off of a number that doesnt reflect your real value out in the market. So if you have been underpaid and are looking to move to address this disparity, providing the hiring manager with your current salary and history will only serve to keep you below market.Acknowledging that use of previous pay as a baseline to determine a new hires salary contributes to historically underpaid groups remaining stuck with lower wages, some states prohibit employers from inquiring about previous compensation. Many other companies voluntarily skip the question because they realize modern applicants- such as freelancers, consultants, people re-entering the workforce, career-changers, and part-timers- do not possess an easily translatable salary history.This trend offers little comfort, however, if youre still stuck in the hot seat, so prepare for the subject beforehand by thinking out how to deal with inquiries about your present salary.How to Talk About Your Salary in a Job InterviewKnow your worth.Research compensation before the interview. Such information helps judge where your current salary stands compared to what people in comparable positions with similar hintergrunds earn.If there is an unfavorable discrepancy, you can draw attentio n to it if pressed to reveal your present earnings. Perhaps try something like, My present salary is $X, but from my research, people with my background in this industry tend to fall in the $Y to $Z range, which is what Im seeking.Redirect the conversation.Instead of a flat-out refusal to answer, consider gently approaching the issue of compensation from an alternate angle.If they push you to reveal a number, it is acceptable to share your expected salary instead, says job search strategist Sarah Johnston, founder of theBriefcase Coach.She notes that you even could try getting more information from the interviewer before stating any numbers by pivoting back with something like, Do you mind if I ask you a question, if its not too sensitive? What is the salary range for the role? Knowing this information gives you the framework for your response.Postpone answering the question.Lastly, you can try to hold off on answering until later in the interview. The hiring manager may not return to the question, or at least youll buy time.Cohen suggests trying this statement as a way of politely delaying your response I was expecting that you would need to know either my compensation history or my expectations. Im happy to provide that information, but hopefully we can hold off for the time being. Right now, Im thinking whats most important is the role and my potential to add value immediately. Ive done my homework. I know what behauptung positions pay, and Ive also heard that you (the organization) are really fair.If still insistent, candidates may need to just give in. As Cohen notes, You can always negotiate the terms and dollars when an offer is extended.Hopefully, at that point theyll realize how valuable you are now and have the potential to be, and that youre worth far more than they initially thought.Want to talk through your job search and career questions with someone? proudly offers one-on-one online career coaching sessions where one of our experts will help yo u navigate your job search.SIGN UP FOR CAREER COACHING

Breaks and Lunch Requirements at Work

Breaks and Lunch Requirements at WorkBreaks and Lunch Requirements at WorkBreaks and lunch periods are times, specified by the employer, during which employees are leid actively working on the job. Employees use break time, which generally lasts from five to 20 minutes per four hours worked, to eat, visit the restroom, read, talk with friends, smoke, and handle personal geschftlicher umgang. TheU.S. Department of Labor(DOL) hasno requirementsfor employer-supplied breaks and lunch free time at work. However, if the employer does supply coffee breaks away from the job (generally 20 minutes or less), the employer is required to count these hours as compensated. They also count toward the accumulation of hours eligible forovertime payment. Meal periods, that typically last 3060 minutes, during which an employee eats breakfast, lunch, or dinner, are looked at differently by the DOL and various states.Lunch or meal breaks are not considered to be work time by the DOL and are not compensabl e, unless at the employers discretion or unless required by state law. Non-exempt employeesare most often assigned lunch times.Exempt employeestake their hour when they find aconvenient time. Employers do not need to permit employees to leave the work premises if they are otherwise completely freed from duties during the meal period. Additionally, you need to be aware that two-thirds of states havetheir own rulesabout the length of lunch or meal breaks allotted during work days of various lengths. Even more states have laws concerning breaks and lunch for minors. Common Answers About Meals and Breaks Yes,an employer has to pay a non-exempt employee who works through lunch without permission. Even if you have explicitly told your employee to take a break, and even if the employee clocked out, if she continued to work during the break, she must be paid. You can discipline the employee by whatever means you prefer, including firing, but theemployee must be paid for all timeworked. An employer may not dock the pay of an exempt employee who takes a long lunch.Exempt employees receive the same paycheckevery pay period, regardless of how many hours they work. So, if your exempt employee spends two hours at lunch on Tuesday, her paycheck remains the same. You have to pay employees who refuse to take breaks as required by state law.You are held liable. The responsibility to follow the state law lies directly on the shoulders of the employer. Make sure your employees take their breaks. You can require an exempt employee to take lunch at a certain time. While you should give mostexempt employees general control over how they schedule their day, you can require that they take a lunch break at a certain time. Evaluate whether this is something that is necessary and, if its not, allow your exempt employee to control her own schedule. An example of where you might find this necessary is in the case of an exempt store manager. You always need a manager on duty, and you ca n schedule lunches so that all managers are not on break at the same time. Can an employer ask a non-exempt employee a work-related question while shes at lunch?Yes, within limitations. As long as this is considered de minimus you can do so. For instance, its okay to say, Jane, wheres the file on the Smith project? but its not okay to say, Jane, can you get me the file on the Smith project, and add up our spend to date? The latter question should wait until her break is over. If employees want to skip their breaks and go home early, what are the rules?This depends on your state law and your business needs. If your state requires a lunch break, they have to take the break. If your state doesnt require specific breaks, its up to your business needs to determine if thats allowable. It may or may not make sense for you to allow someone to skip lunch and go home early, but thats a management decision. Keep in mind, employees who havent had time to eat may not perform at as high of a leve l as needed.

The Fundamentals of Resume Keyword Scanner That You Can Learn From Beginning Today

The Fundamentals of Resume Keyword abtaster That You Can Learn From Beginning Today In order to become hired, youre likely to want to find comfortable with the resume screening robots. Lets assume its large enough they are in a position to post positions on their site, and have a reasonably superior applicant tracking system on the rear end. Use adverbs very sparingly, because they are sometimes seen as trying to fluff up a resume if theyre overused. There are two simple ways to see whether your resume is ready to be correctly interpreted by means of an applicant tracking system. The main point is that applicants must find out how to optimize resumes to make it through the screening process so that you can ultimately get the job which you seek. Recruiters are becoming a growing number of applications nowadays, and that number is only going to continue to rise. You might strange, but its absolutely realistic, there is absolutely no universal resume (one resume) that fits app ropriate for all of the job descriptions. 1 thing that is likely to make your resume better than every other is demonstrating how well you use your abilities. Applicants are somewhat more confident to reject work offer instead of a better one. Second, they frequently get to be aware of the candidates too throughout the hiring process. Folks often blame the sheer volume of resumes which are submittedHR simply cant review all of them with enough detail to learn what an ideal candidate youre This enables an individual, who cant afford expert assistance, to enhance their CV. The Fight Against Resume Keyword Scanner It is going to also show a scarcity of original self expression. Needless to say, dont use a skill keyword in case you dont have that skill. Narrow the sector and potential jobs that youll be targeting. Resunate utilizes a 10-point compatibility scale rather than a proportion. The Importance of Resume Keyword Scanner Using a wide range of keywords will demonstrate that you have each of the diverse qualities essential for the job. As luck would have it, this is extremely easy to do. If you do write verbs, make an effort not to employ precisely the same ones repeatedly. You should tailor your resume to each work description, and you want to learn how to use the right resume keywords. The simplest way to get this done is to earn a list of the keywords which you find in the announcement (in bold above). Begin a work search to get the keyword phrases you will need, then upload your new resume to Monster. Whatever They Told You About Resume Keyword Scanner Is Dead Wrong...And Heres Why Resume keywords are able to make a difference in the accomplishment of your job search. Obviously, the key terms you use will be contingent on the work description and the role youre applying for. The very first place to locate keywords to utilize in your resume is the work ad. Best of luck with your work searchThe more effectively youre able to tailor your resume for a particular job, the better your odds are. If you blindly apply to get a work online, theres a great chance nobody is going to look at your resume, at least during the very first round. Have another person do the exact same. Obviously, the men and women that are calling will probably be idiots. What Is So Fascinating About Resume Keyword Scanner? Your resume file ought to be in a typical form that is necessary. Importantly, if youd like, your resume writer may consist of industry-specific keywords into your resume. No matter how well-qualified youre, if your resume doesnt contain the words utilized by the searcher in her or his query, the system isnt going to find your resume. Therefore, for those who have a resume that isnt in an ATS-friendly format, it is probable you wont be contacted for an interview. Inform us in the comments. A great CV will use language that is positive and confident. Without the correct words in the ideal places a resume is ignored. The Tried and True Method for Resume Keyword Scanner in Step by Step Detail Thats the reason why you need to use resume scanner software. Resume scanner software ought to be a typical portion of your job application practice. Keyword Organization Software gives you the ability to group together relevant and associated search phrases. Optimizing your resume to win against the Application Tracking System (ATS) software is vitally important. Companies utilize application tracking software to assess resumes and internet applications. Use keywords that the business uses to describe itself to demonstrate that youre a very good fit for the organization. Also, review the businesss website for possible key phrases. Proceed to the firms LinkedIn page and have a look at their employees.

Guiding Candidates in the Hiring Process - Spark Hire

Guiding Candidates in the Hiring Process - Spark HireThe hiring process is dizzying for many people. The varying speeds and sheer number of steps and touch points leave some candidates feeling as though theyre on a rollercoaster. If your focus is not on the candidate experience during the hiring process, you could drive highly-qualified candidates right out of your talent pool.In fact, more than half (60 percent) of job seekers report having a negative candidate experience in a 2018 report by Phenom People. More importantly, 83 percent of these respondents said they have changed their minds about a company or role after a poor candidate experience.Its important to recognize poor or miscommunicated steps can impact your candidate experience. elend only does this have the kompetenzprofil to stunt growth, you also risk maring your brands reputation, losing both future talent and customers.Its critical you understand where talent is hitting snags in your hiring process in order to ease c andidates through. Heres how you can identify areas to improve and better guide candidates in the hiring processMeasure where candidates disappear from the hiring processWhile you suspect theres a problem, you cant just blindly take a stab at improving the candidate experience. Making changes without proper insight wastes time and needlessly expends your hiring budget. You need to assess where candidates disengage from your hiring process.For example, a SilkRoad and CareerBuilder survey found one-in-five employees say they spend less than 10 minutes on a job application or just two to three pages on a mobile device before dropping off. Thats a pretty narrow window to make sure a candidate enters your pipeline. And if your hiring site isnt user-friendly, youre probably deterring a lot of high-quality talent without the patience to apply.These issues can arise anywhere in your hiring process. Its important to create a timeline from receiving an application to making an offer and ident ify the rate of disengagement or dropout in each stage. This allows you to focus on one area of improvement at a time, making it less likely you will overwhelm your hiring team.First look to answer questions such asWhat is the rate at which applicants click to apply from the job listing?Are applicants dropping out during the job application process?Are they accepting an invitation to schedule a video interview?Are they making it through the first in-person interview?Is your hiring team facing issues of candidates ghosting interviews?What is your rate of offer acceptance?More than half of job seekers reported having a negative candidateexperience.Click To TweetUncover why theyre dropping outOnce youve discovered where in the hiring process candidates most often drop out, its time to find out why. For example, candidates who exit your hiring process after the first interview may have found another job in the meantime. This could point to your time-to-hire being too lengthy, which is a fairly common issue.In fact, according to LinkedIns Global Recruiting Trends Report, 70 percent of companies take between one-to-four months to process a new hire. And according to our 2018 Growth Hiring Trends research, only 24 percent of companies report it takes as little as the candidate-preferred 15 to 30 days to make a hire.Dont just rely on internal KPIs to determine the source of dropout. Collect direct feedback from candidates along the way. Use candidate surveys following application and interview processes to get immediate insight into where your hiring process may be dissuading talent from moving further down your pipeline. Create an experience evaluation scale and determine what rating warrants further investigation. Even when applicants move on in the hiring process, if they report poor satisfaction at various stages, its worth looking into. By considering all feedback, you gain valuable insight into what candidates like and dislike and how you can better guide candid ates through the hiring process.Show some respect lay out every step in the processThis should go without saying, but dont leave candidates guessing on the next step. Nearly 3 in 5 (58 percent) of respondents in a 2018 Glassdoor survey said that they wanted the company to communicate with them clearly and regularly during the application and hiring process. In fact, here at Spark Hire, laying out every step of the hiring process is one of our best practices.Once candidates apply, let them know how each stage will go should they move forward. Then, offer a timeline and stick to it. When something comes up, send a quick email or give them a call to inform them of the delay. This transparency indicates your commitment to their experience in the hiring process and shows respect for their time.Feeling respected is a major factor for creating a positive candidate experience. In Monsters 2019 State of the Candidate Survey, one in seven respondents said they did not feel respected during t heir last job search.Show candidates you respect them by keeping them informed during each step in the hiring processAcknowledge receipt of their applicationLet them know if their application has been reviewedTell them why they werent moved on to the next stageFollow up in a timely fashion after the interviewNotify them of rejection in a timely fashionTell them if they would be considered for future openingsDont leave candidates guessing on the next step in your hiringprocess.Click To TweetAlso, introduce candidates to your team as soon as they enter the interview process so they know who their points of contact are in case questions arise. Create a formal introduction via video message. This shows youre serious about their potential and encourages them to continue on.

Simply Hired Releases January 2014 Employment Outlook

Simply Hired Releases January 2014 Employment OutlookSimply Hired Releases January 2014 Employment OutlookToday, Simply Hired released its January 2014 U.S. Employment Outlook report which finds job openings up nationwide by 40.9% year-over-year. The report also found a 4% month-over-month decrease in job openings. Our January Outlook report shows that job openings are up significantly when compared to the same timelast year, said James Beriker, president and CEOof Simply Hired.While job postings were down month-over-month in December 2013, increasesin key sectors indicate growth as we move into 2014.A number of industries (seven out of 18) experienced notable growth, including agriculture (32.8%) and manufacturing (14.3%). Healthcare continued as the top hiring industry. There were also a significant number of jobs at academic institutions and in management consulting. A small number of occupation categories (three out of 23) experienced growth in job openings in December 2013. Law enforcement, fire and security (15.3%) roles experienced the largest growth month-over-month.

31 Things You Should Know About Yourself

31 Things You Should Know About Yourself31 Things You Should Know About YourselfWhat type of environment drains you creatively?How do you act differently when youre in a group or team environment?What do you bring most to your organization, and what should you really be leaving to other people?These questions may seem a little strange- but we bet theyve at least got you thinking. And they should In fact, think about them enough, and their answers can uncover surprising insights about how you work and, more importantly, how you can work better. Part of a set of 31 things every leader should know about themselves, developed by geschftliches miteinander adviser Les McKeown for Inc., specific behavioral questions like these can help you hone in on elements of your working style that work well- or, conversely, that hold you back. As McKeown explains, For most people, the key to becoming a better leader lies not in training or skills development, but in self-awareness. For most of us, its our blind spots that hold us back, not the things we already know we need to improve on.In other words, maybe you know you tend to get a little heated in a certain meeting. But you might not know that thats due to certain triggers- whos in the meeting, for example, or even that meetings time of day. But by answering questions like What type of people do you fall for too easily? and When is the worst time of day for you to undertake tiresome work?, you might gain a little insight- and be able to make simple changes to improve your routines. Your answers to the 31 questions will each have one of two obvious applications, McKeown writes. Either youll become more aware of leaning too much upon something or conversely, youll become consciously aware of things that affect you negatively, draining your ability to perform.Want to uncover your blind spots? Grab a pen and paper (or- we know- a Word doc), and get started answering these 31 questions today.Photo of shoes and arrow courtesy of S hutterstock.

Finding and Using a Media Headhunter

Finding and Using a Media HeadhunterFinding and Using a Media HeadhunterHeadhunters are people who help career professionals find new (or first-time) jobs in their chosen profession. They can place people with large behemothslike General Motors or small national (or local) businesses including firms with 100 people or less. Essentially, a rekrutiereris someone who works in the field of human resources as a kind of free agent. Depending upon the industry, a headhunter might only spend time actively seeking out an individual to fill a job opening. This is often the case in financial services (where people command salaries in the high six-figures) or when a headhunter is tasked with filling a senior-level ort for someone with an established career. Media headhunters are those individuals that exclusively work to place people in jobs in the media industry whether its workingat a newspaper, magazine, TV station, ad agency, or PR firm. How to Find a Media Headhunter A media headhunter might find you, but its more likely youll need to do the legwork and find them (unless, of course, youre at that point in your career where you can command a high six-figure salary). While its ideal to work with someone in our area so you can meet face-to-face, dont shy away from those outside your immediate geographic area. Narrow your search by looking for a media headhunter with positions that not only appeal to you but are in your designated area. Another way a media headhunter might find you is if you submit an application in response to a job posting online, which is often the case with LinkedIn. Many companies, especially the large ones, only hire employees through a headhunter. You may submit your resume online and think its going directly to the organizations HR department but its actually going to the headhunter they hired whose job it is to weed out the best candidates What a Media Headhunter can do for You Similar to a media careers counselor, who helps people figure out what it is they want to do, a media headhunter can offer advice on your job search and give you tips about your resume. The value of working with a media headhunter is that you have a skilled professional aware of job openings (ones that youre probably unaware of) and theyll help you get a job, for free. How to Prepare for Your First Meeting Your first meeting with a media headhunter is no different than a job interview. While your headhunter meeting will feel more like youre on equal grounds, you still need to comport yourself with the utmost professionalism. Dress the partand be prepared to answer the kind of questions youd be asked on a job interview. Its imperative you make a good impression with the headhunter because (initially) hes the one standing between you and the organization you want to work for.