Reshaping the Story of Your Career

Reshaping the Story of Your Career Reshaping the Story of Your Career Heres an excellent TED talk by career coach Joseph Liu in which he shares the lessons hes learned from the twists and turns encountered in his own career. A must watch for anyone considering a career change.

ASME Environmental Engineering Division Selects Winners of its...

ASME Environmental Engineering Division Selects Winners of its... ASME Environmental Engineering Division Selects Winners of its... ASME Environmental Engineering Division Selects Winners of its Education Support Program AwardsThe ASME Environmental Engineering Division (EED) has selected four recipients for its First Annual Education Support Program Awards. The program is designed to help foster the impact of environmental engineering and education in communities around the world, to help people identify and solve environmental problems, and thereby lead to improvements in their quality of life. The program can fund a maximum of $25,000 per year (no more than five proposals will be funded with a limit of $5,000 per award) to students, educators and EED members who propose interesting ways to impact environmental education in their communities.The Division received many outstanding proposals from the United States as well as several other counties. The Awards Committee, which is comp rised of ASME volunteers from the EED Executive Committee, reviewed the proposals meticulously before making their selections. The winners, who are both engineers and non-engineers, spanned the entire gamut of education from high school teachers to undergraduate/graduate students to professors.The four winning proposals chosen by the committee were Michael S. Czahor, outreach committee director, Wind Energy Student Organization, Iowa State University and Austin Herrema, Outreach Committee Ph.D. representative, Wind Energy Student Organization, Iowa State University Wind Energy Student Organization Megan Fuller, assistant professor of chemistry, Philadelphia University Lab component for Sustainability Course Michael Lazere, Project Lead the Way Engineering Program teacher, Marshalltown High School, Marshalltown, Iowa and fruchtmark Mba Wright, assistant professor of mechanical engineering, Iowa State University Using Interactive iPython Simulations to Model Life Cycle Analysis of Et hanol Production David A. Roke, assistant professor of civil engineering, the University of Akron and Theresa Cutright, associate professor of civil engineering, the University of Akron High School Student Laboratory Education Module Use of Abundant Waste Materials in Concrete Mix DesignFor more information on the EED Education Support Program, please contact Martin Edelson, Education Support Committee Chair, by e-mail at mcedelsongmail.com or Arnold Feldman, EED Chair, at jjdsenvatt.net.

Marines Engineer Equipment Mechanic (MOS 341)

kriegsmarines Engineer Equipment Mechanic (MOS 341)Marines Engineer Equipment Mechanic (MOS 341)As the name suggests, a Marine engineer equipment mechanic is responsible for maintenance and repairs of vehicles with diesel engines. It is considered a primary military occupation specialty (MOS) and the rank range for engineer equipment mechanics in the Marines goes from private up to staff sergeant. Think of this job as similar to a garage mechanic. They get to know the maschine vehicles under their care inside and out, to performpreventive maintenance and make repairs. Theyll work with a wide variety of different motor vehicles, from diesel engines and gasoline and diesel-driven construction equipment like as tractors, power shovels, and road machinery. They may also work on and repair specialized equipment like air compressors, concrete mixers and other engine-driven or towed construction equipment. Having mechanics in a branch of the military that has to be battle ready often with l ittle notice helps keep things running smoothly. There are some vehicles in the Marine Corps that engineer equipment mechanics dont work on, obviously, including assault amphibious vehicles (AAV). There are other job specialties that work on other specific kinds of vehicles, a few of which are listed below. Anyone interested in pursuing the engineer equipment job in the Marines would be well-served by having some knowledge of vehicles and engines before enlisting. It will likely come in handy during the formal training on the military vehicles these Marines are responsible for, as well as within the job itself. Job Requirements In order to be an engineer equipment mechanic in the Marines, recruits will need a mechanical maintenance (MM) score from the Armed Services Vocational Aptitude Battery (ASVAB) of 95 or higher. Once theyve completed basic training, recruits will complete the construction equipment repairer course, at the Marine detachment at the U.S. Army Engineer School at Fort Leonard Wood, Missouri. Also, engineer equipment mechanics need to have normal color vision. Similar Jobs A related job to the engineer equipment mechanic is MOS 1345, the engineer equipment operator. The Marines in this job are tasked with operating gasoline or diesel-engine powered, self-propelled, skid-mounted, and towed engineer construction equipment. It can include accessories and allied equipment used in earth moving, grading, excavation, logging, clearing, and landing operations. These are much larger and more specialized vehicles than the ones used by their counterparts in MOS 1341. Theres also MOS 2146, which is the main battle tank (MBT), repairer/technician. The duties of this job include vehicle maintenance of much larger and even more specialized military vehicles, such as the MBT tank retriever and the armored vehicle launched bridge. The Marines have a wide variety of vehicles they use for their combat and day-to-day operations. Having mechanics with spec ialized skills for each vehicle in question makes sense to prevent breakdowns and other problems that could lead to delay and jeopardize missions. Related Department of Labor Occupation Codes Construction-Equipment Mechanic 620.261-022.Diesel Mechanic 625.281-010. Related Marine Corps Jobs Main Battle Tank Repairer/Technician, 2146. SourceDerived from MCBUL 1200, parts 2 and 3

8 Reasons Why Your Employee Referral Program Is Failing

8 Reasons Why Your Employee Referral Program Is Failing 8 Reasons Why Your Employee Referral Program Is Failing Employee referrals are easily one of the most efficient and cost-effective ways of attracting talent to organizations. You can count on new hires referred by current employees to be fully immersed within your company culture in a matter of weeks.But sometimes employee referral programs dont bring desired effects and result in few, if any, quality hires. Here are some key reasons why your employee referral program might be failing and some tips to help you fix it1. No Information Flow About Open PositionsAs a recruiter, you clearly know what positions are open at the company. But if you never communicate these open positions to employees, how do you expect them to bring in quality candidates? Consequently, few employees participate in the referral program, and it slowly become irrelevant as a source of great candidates.You can use automatic tools to keep the communication flow open between you and your employees, or simply send weekly or monthly emails in whichyou list all open positions.2. You Fail to Keep Candidates in the LoopOrganizations often fail to engage with a candidate for weeks after interviewing them. Naturally, job seekers grow frustrated and turn back to the employees who referred them in the first place.Its your job to keep both candidates and employees in the loop about the recruitment process. It is also important to group referred candidatesseparately from candidates sourced by other means. This will allow you to stay informed about who referred whom and whether or not your employee referral program is actually resulting in great hires.3. You Never Change Referral RewardsIf you stick to the same referral rewards for a long time, youre effectively failing to excite employees about the opportunity to refer their friends. Naturally, as employees lose motivation to participate, you lose out on quality hires through their referrals. Sh ake things up from time to time to keep employees engaged in your referral program.4. You Use an Ineffective ATSApplicant tracking systems (ATS) are great for sorting through many candidate profiles and matching them to keywords in job descriptions.Butby reducing candidates to mere keywords, youre losing out on their industry insights, drive to innovate, and/or learning capabilities.When hiring through employee referrals, avoid running these resumes through the ATS, but keep another channel open to grant them priority in the recruiting process.5. You Fail to Respond to Referrals in a Timely FashionWhen and how you respond to employee referrals has a huge impact on your employee referral program. Many recruiters make the mistake of failing to respond personally to every referral that comes their way. A lack of a response or a response that comes too late can damage the performance of your employee referral program.Respond to each referralin a timely manner, and youll showemployees that their referrals are treated seriously and are worth the effort.6. You Never Set Expectations for Your ProgramLaunching a referral program without a clear objective is pointless. Determine what such a program can accomplish and set clear expectations for recruiters and employees alike. Keep communicating these expectationsthroughout the duration of the program and youll never find yourself breaking your promises.7.Your Site Isnt Mobile-OptimizedAreferral website thatisnt optimized for mobile is a serious mistake. It will limit the number of referrals arriving at your doorstep because employees do mora work through mobile devices rather than their computers. Optimize your website for mobile, and youll be offering a great experience for employees willing to refer a quality hire on the go.8. You Exclude Some Employees From the ProgramExcluding certain employees from the program e.g., senior managers or HR professionals is another bad idea. Your motive might be transparency and fa irness of the process, but by excluding these people fromthe program,youll affect employee motivation. These figures should lead by example, and their participation in the program matters. If they dont participate, why should other employees?If you dont want to lose a considerable number of quality hires, address these problems with your employee referral program. Youll be on your way to making the mostof your current employees and the talent pools they bring with themselves.

Study finds Long work hours increase womens risk of diabetes

Study finds Long work hours increase womens risk of diabetesStudy finds Long work hours increase womens risk of diabetesIf you work punishingly long hours, you may be physically fine now, but you are increasing your risk of not being fine in the future. A new study published inBMJ Diabetes Research Care found that overwork can take an unseen toll on womens health. Analyzing over 7,000 workers over a 12-year period in Ontario, Canada, the researchers found a link between diabetes risk and overwork for women, even when accounting for other diabetes risk factors like smoking, alcohol consumption, and weight.Working 45 hours or more per week was associated with an increased incidence of diabetes among women, but not men, the study concluded. Identifying modifiable risk factors such as long work hours is of major importance to improve prevention strategies and orient policy making.45 hours of work a week increases diabetes riskWomen working 45 hours or more a week had a 51% higher risk o f diabetes than women who worked 35 hours a week or less.Men may have been spared from this particular health risk, but overwork in general is bad for everyone.Although some work cultures still reward long hours, studies have proven that it does not help employees get ahead. In one five-year study on 5,000 employees and managers,management professor Morten Hansen found that if you work more than 50 hours a week, your performance stalls. It gets worse the more you work. If you work more than 65 hours a week, your performance and productivity takes a sharp tumble.So next time your job asks you to pull an all-nighter to get the project done, recognize that this demand is going to have long-term consequences on your health and your ability to get future jobs done.

Easy Resume Options

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The Benefits Employees REALLY Want - Spark Hire

The Benefits Employees REALLY Want - Spark HireHow do I keep my best employees? This is the question that many companies are asking today, when skilled talent is limited.My first answer to this question is that it all depends on the employee. Some employees are motivated by money, while others are motivated by time off or just general acts of appreciation.However, the big motivator with employees today is FLEXIBILITY. If you are that employer who demands that your employees be in the office from 8AM 5PM every day, Im here to tell you that its time to lighten upTodays employees are looking for benefits such as flexible hours, the ability to work remotely, and demonstrated trust from their employers.FlexibilityFace time in the office from 8AM 5PM is notlage appealing to employees today. While most people are trying to earn a living and be successful, sometimes life gets in the way, requiring flexibility with work schedules. Your employees are looking for flexibility to work outside o f the standard office hours and the ability to do this without feeling guilty.Are there times when they need to be in the office? Absolutely It is your responsibility to ensure employees are aware of times they are expected to be in the office so that they understand expectations and plan accordingly.Working RemoteThere are times when it simply makes sense to work from home when a child is sick, when waiting on the plumber to fix leaky pipes, or when working on a large project which requires greater focus.Todays corporate world versus the corporate world we experienced 10 years ago greatly differs.We can do much of our business virtually, thanks to internet and mobile phones. We no longer have to be in a specific building or location to conduct most business.Allowing your employees the ability to work remote is seen a huge benefit today. Working from home saves on gasoline costs, food costs, and can provide a healthier lifestyle. Time and money spent commuting to work can be spent t aking a walk or going to the gym. It is also much easier to plan healthier meals at home rather than rushing over to the fast food drive-thru on an already rushed lunch break crammed with various other errands.TrustThe one thing that your employees find most desirable is TRUST, which is the exact thing that is demonstrated by providing the previously mentioned benefits.But how will I know they are working if they arent in the office every day?You must first hire trustworthy employees. In addition to this, you must have specific metrics and deliverables in place in order to evaluate their work.This can be difficult for many managers to get past. However, if your employees are reliable and and have given you no reason to distrust them, there is no reason not to trust them outside of the office.Do you offer a flexible schedule or remote working situation for your employees? What has been your experience with this?