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Should I clean my PC before leaving? As a programmer, I have a work PC. For some reason I make a lot of things that require my personal account (eg. Google, etc). On my PC there are also a lot of things that are useful for me, but may be rubbish to someone else (like job related personal notes and configurations). Should I clean my PC of this stuff before leaving? Edit: There are no personal files, etc. Only ones connected with my tasks. Instructions, notes, REALY complex sql queries I rarely use but don't want to write again and again. Stuff that is useful for me, not for anyone else. <Q> ASK YOUR MANAGER. <S> Different companies have different polices on this. <S> Some want you to leave the machine as it was (but give them the password) until they are certain that whoever will be taking over your job has everything they need. <S> (I'm still annoyed one guy <S> didn't do that when his task was passed to me upon his retirement.) <S> Others trust you to do that explicitly as part of the exit process and suggest that machines should be wiped before being returned to the company reuse/recycling pool... though if you forget to do that, they'll do it for you. <A> but you shouldn't have to bother to think about the other matters (the work-related items). <S> It's up to your employer then, afterwards, whether or not to wipe the computer's memory entirely, but that's nothing you should have to worry about. <S> It's quite common though, at least in bigger companies, especially when the computers mainly consist of virtual memory. <S> You should, however, simply ask your company about how matters like these are handled. <A> As part of your leaving process, you presumably have already worked out what information transfer you need to do and have off-loaded all your in-progress work to others. <S> Most likely, the PC will be re-imaged and given to someone else, but... <S> It is safest to wipe anything that might be personal-- eg bookmarks, downloads, pdf's, photos, etc. <S> These are just bait for a snoopy IT guy. <S> It is also good to delete any work files that you haven't explicitly transferred to others. <S> A complex but half-baked query might be usable for you, but unless you prepare it for wider use, it is equivalent to a piece of "dangerous playground equipment" which could cause harm, confusion or annoyance. <A> There's no standard there. <S> Big companies tend to wipe the disk and reinstall everything, but as always, it depends. <S> Reinstalling everything is a lot of effort, and especially development environments take a lot of time to establish. <S> Even if there's some policy, you should always suspect that wiping hard disks after previous workers may not be considered crucial, and in end effect, the new employee may gain access to all data you have stored on the hard disk. <S> Personally, I recommend cleaning up . <S> You don't want someone else to use your Google Account or anything similar. <S> Generally, if application data is encrypted, they should be safe (read: useless for anybody else using the same computer), but you should clean them anyway. <S> Someone could have the idea to require from you to change your password to some standard one just before leaving, which would compromise the protection given by the encryption. <A> Usually when given notice, there is some time available to clean up these types of things. <S> The goal should be to leave your job better than you found it: <S> Remove what is no longer needed. <S> Organize the information as much as you can. <S> Document what you've left behind, <S> why, where and how it can be used. <S> You'll only have so much time, so that should drive how much detail you can go into. <S> Usually when I start a new job, I keep a small database or spreadsheet that includes things like voice mail usage, file locations, external web site accounts, and anything else to help me remember things. <S> Hopefully your current company will encourage you to do things like this to help with the transition instead of giving you a bunch of work to finish. <S> Of course there will always be a few tasks. <A> I would suggest you remove any personal information such as Google accounts etc. <S> Organize and document work related things you left behind. <S> Highlight to your manager <S> things like complex SQL queries or anything you created/developed that you think might be useful to the company. <S> This might create a good rapport with your manager. <S> You never know, after all it is a very small world.
| Personal things (files, images, etc) should not be stored on your computer so you should clean that part As for job-related stuff like SQL queries, if you have good relations with your still-current employer, it would be a good idea to keep them, because they may be useful after you leave, and it would be nice to inform them where are they stored and what are they doing.
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Doing an internship after a job How an employer is going to see an internship after few years of stable jobs? Is it going to be seen as a downgrade or just as an additional experience? I'm a full-time worker and in the meanwhile, I'm finishing my MSc. I've seen a really interesting internship with an important company and I was thinking to apply. It will be one year, very well paid (more than my actual full time position, incredibly) and I'm probably going to see interesting technologies (not sure about the practical part). Obviously, I'm going to apply anyway, but I was curious how this experience is going to be seen from an employer point of view. <Q> It's always tricky to try to answer how 'an employer' would see such a thing. <S> However, writing as someone who evaluates candidates, I'd be all in favor. <S> It barely seems to be an internship -- it's paying work in the field. <S> You have a coherent narrative about what you've been doing. <S> You already are in student mode. <S> As with many situations like this, the negative effects, if any, will be more severe at larger, more hide-bound employers who employ computers or somewhat robotic HR staff to evaluate candidates, and less severe at smaller places where people who need to get stuff done read resumes and talk to candidates. <A> An employer will most likely see your internship the way you see it. <S> If you say that you learned a whole bunch of things that you would not otherwise have had an opportunity to learn, and practice and you can enumerate the non-financial benefits to you from having gone through that internship, and the things you learned are of value to your prospective employer, then that's the way your prospective employer will see it - Not everything that's worthwhile is reducible to just salary, stock options and benefits. <S> If you say that you took that internship because you couldn't find anything better and you didn't care about learning anything, that's the way your employer will see it. <S> You can say that you expected great things from making a financial sacrifice and going through that internship, and the sacrifice did not pan out. <S> Or you could say that you learned a hell of a lot that you would not have otherwise learned and the financial sacrifice was more than with it. <S> Either narrative is legitimate, as long as you expound that narrative with strength, integrity and with no regret or apology. <S> It's all up to you. <S> The worst thing you could do to yourself is dodge and weave and be diffident, apologetic and insincere. <S> If you do that, then you just created that special hell for yourself. <A> I agree with bmargulies - it would be a positive on your resume. <S> Once you get to the interview there may be some questions, you don't need to reveal the fact that your intern salary is more than your previous job <S> (although some companies are known for high-paying intern positions, i.e. Microsoft, so it might not even be a surprise). <S> Changing your job because you see a better fit and not because of the salary is generally seen as a great thing by hiring managers (who would be honored that you chose their company to work at for those reasons and not because of the salary). <S> When applying for the interview, I would recommend you ask about their policy for hiring-in interns, such that even if you choose not to go that route, you have the information available to you to explain why you did what you chose to do.
| The way you shape your narrative about your internship experience is most likely how your prospective employer will see it, because as far as your prospective employer is concerned, it's the path of least resistance and the easiest way out for them to depend on your narrative for what you experienced and learned.
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Put in my two weeks or wait? I recently accepted a job offer which was contingent on a background check, which has finished and came back fine. So now I have to wait on "new hire paperwork." Would this be an ideal time to put in my two weeks or should I wait for the paperwork? I haven't been given an official start date yet, but in the offer details I was given (in writing), the "estimated start date" would be in two weeks. <Q> The prudent thing to do would be to wait. <S> As eager as you may be to move on and start at the new company, your income is at stake and you wouldn't want to jeopardize it, would you? <A> Would this be an ideal time to put in my two weeks <S> or should I wait for the paperwork? <S> I haven't been given an official start date yet, but in the offer details I was given (in writing), the "estimated start date" would be in two weeks. <S> Wait! <S> You don't have a complete offer yet <S> - you have a contingent offer awaiting real paperwork. <S> Huge difference. <S> Anything can happen between now and a full offer. <S> I recently attempted to hire a contractor. <S> In order to start work he was required to go through a background check and a drug check. <S> The first drug test had handling problems (the lab's fault, not the contractor's fault), so it had to be done again. <S> The background check took an extra two weeks due to summer vacations. <S> Long story short - the contractor gave up after 5 weeks of waiting for it to get completed. <S> I don't blame him. <S> And anything in the company can change between now and the real offer. <S> A reorg could happen, making the position redundant, or having it report to a new manager. <S> Layoffs could happen. <S> Budgets could be realigned. <S> Anything. <S> Wait until you have a real, written final offer in hand with a real start date. <S> Then, and only then, give your notice. <S> The wait is almost certain to be very short anyway. <S> The reduction in risk is worth the wait. <A> Wait for two weeks. <S> The offer is CONTINGENT on the background check, which could give you a nasty surprise if someone stole your identity. <S> Further, the ESTIMATED start date is not a hard and fast date but an estimate. <S> You'll wait a couple days more until all your ducks are lined up, but waiting a couple more days won't kill you - you're not having a heart attack :) <A> Unless you have the standard two months' salary saved up and a job market where you can get a job quickly, wait it out. <S> I recently took a new job. <S> One day I stopped by the new job with the signed offer letter in hand to turn in. <S> The next morning, I submitted my notice to my (then) present employer. <S> I did this because I wanted to leave nothing to chance. <S> I have bills to pay. <S> I did not want to have to dip into savings unless it were a true emergency: a manufactured emergency caused by my own itchy trigger finger is not a valid emergency.
| Do not leave anything to chance unless you truly have the extra cash to afford a mistake. A few more days are not going to change anything and it will help you sleep at night.
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Should one ever admit to being overloaded? My manager is taking on a lot on my teams' behalf and I suppose I have the classic 'I don't want to admit to being overloaded in the fear of being seen as unwilling to do the work or worse, incapable of managing given workloads' syndrome. (I may have just made that syndrome up) I think this fear is common and that any manager worth his or her salt should value honest feedback, but I think my pride is getting in the way. Are there any recommendations out there? I am feeling overloaded with my already assigned workload as well as what's the coming down the pipe. I fear that quality is slipping and stress is increasing due to never ending additions to the workload. <Q> tl;dr Tell your manager. <S> Why to let your manager know Overloaded does not need to mean that you are unwilling to complete the work or are incapable of managing it yourself, but it could indicate that you need some assistance with prioritizing. <S> Hiding your burden from your manager will not solve anything, as they will either: <S> Notice <S> the drop in quality/increase in your stress and jump to their own conclusions Not notice that you are overworked and send even more assignments your way <S> Raising it directly with your manager, on the other hand, allows them to adjust schedules, re-prioritize incoming assignments, or communicate back to stakeholders that things are slipping due to resource constraints (hopefully getting additional resources in the process). <S> Communicating this to your manager early is also important, as your manager will have more options to make adjustments if the deadline for an assignment is months away, as opposed to weeks, days, or mere hours away. <S> How to get help and keep everyone's pride intact <S> Asking your manager for assistance does not need to be anything large or formal, it can be as simple as something like: <S> I know that D is coming up, but I am still in the middle of A, B, and C. <S> Which of these should be my top priority? <S> or I'm currently working on A, B, and C, but with D coming up I was wondering whether I should put A, B, and C on the back burner to focus on D. <S> What would you recommend? <S> This phrasing communicates what you currently have on your plate <S> , that you are aware of upcoming assignments, and requests the appropriate input from your manager. <S> You are not declaring that you are unwilling to do the work, you are not accusing your manager of overloading you with work, but you are asking for feedback on your intended prioritization. <S> It is usually part of your manager's duties to prioritize the tasks that you work on, so this should be perfectly normal and not have anything to do with your pride. <S> More Info <S> This answer on how to determine the urgency of a work request has some more recommendations on how to work with your manager on getting incoming assignments prioritized appropriately. <A> In the real world, everybody is overloaded. <S> There's always more to do than you can get done. <S> It's a reality of life. <S> It's also a high-quality problem to have. <S> You ask if you should "admit to being overloaded. <S> " <S> When you put it that way it you're pitching it as a weakness. <S> But it really isn't a weakness, it's normal. <S> I suggest, instead, that you ask your manager to help you prioritize your work, and the work of your department. <S> Don't say "what should I do this week?" because an inept manager may answer "everything on the list!" <S> Instead, say, "which of these tasks should I do first and second?" <S> Then do them and ask again. <S> That way you're showing that you're cooperative. <S> You're asking your manager to do her job, which is to guide you to to use your skills for the good of the business. <A> I have seen managers who regularly over-estimated the amount of new work their team could realistically take on because they were ambitious, but poor at their jobs <S> (they were bad at managing people and were uninterested in learning to be better at it). <S> However I would start with the assumption that your manager is well-meaning but perhaps somewhat unrealistic (which is at least as common in my experience as the above). <S> I have found "Which of these competing tasks should be my priority?" is excellent advice. <S> I always put this in an email unless I have a strong history with the manager in question and a good opinion of them both professionally and ethically. <S> This does a number of things: <S> It flags your concern. <S> Your manager has a right to know this. <S> It puts the decision of which task to prioritize where it belongs - onto the business. <S> They are paying for the work, they deserve to make calls like this based on business decisions. <S> If you're not managing the project, you will almost certainly not have the information and perspective to make this call. <S> It makes your manager accountable. <S> If by chance they are acting in bad faith (making careless promises because they believe they can blame their team if the promises aren't met), having their direct instructions in writing is a useful insurance policy. <S> This can be helpful even if they are not actively being an ass - people suddenly consider things a lot more carefully when their own reputation is explicitly tied to the outcome. <A> Either you admit to being overloaded or your exhaustion which leads to dumb and under ordinary circumstances, avoidable mistakes, will do the admitting for you. <S> You all will probably tell your manager something that he doesn't want to hear when you tell him that you are overworked <S> but your manager is not a mind reader and if you don't tell him, he has no way of knowing until potentially busted milestones are staring at him in the face. <S> If he is not constructive, you have a problem on your hands. <S> But the only way you know which way your manager reacts is by you telling him.
| If your manager is constructive, he will work with your team to set achievable deadlines and reallocate priorities so that the critical stuff has a chance to get done and if possible, throw in a few more people into the projects.
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When do I apply for a job during my last year of college? (Computer Science Major) I am currently attending a 4-year university in Southern California. This next year will be my final year (Computer Science major). When is the best time to start applying for jobs? Some details: I am looking for a full-time position at a large software company. Software Engineering position is desired, but if not, at least something in that ballpark (testing, QA, etc.). I've held an internship for 2 years at a large company (end of freshman year to end of junior year) and I am currently in the middle of a summer internship at another large company. However, I don't foresee any job offers for me immediately after I graduate. Start-up companies are not preferred, but neither are they are an impossibility. I don't mind relocating, I would actually prefer to move up north to the SF area. I don't mind moving across the country for work as well. Hopefully those details will give you an idea of what I'm looking for. But basically, I am unsure as to when to begin applying for jobs... Are entry positions posted a year in advance? A month? Should the job descriptions explicitly state that they are looking for someone to start in a few months? Or should I just apply to anything that seems interesting? I want to be thoroughly prepared for this upcoming year so if you have any thoughtful advice, tips, or tricks, please don't hesitate to share. Thank you for your time. <Q> Each company has a different procedure and time-frame - the best way would be to identify a couple that you are interested in and ask them directly. <S> Most tech companies (who hire college grads) are aware of when college students graduate and will work with you. <S> The other things mentioned here are also good places to start - I.E. job fairs and internships. <S> In addition to those, I would suggest hackathons and other events where the companies participate. <S> If you are interested in the SF area, I highly suggest this hackathon - they also frequently provide transportation costs for people who need to travel (they know college students are poor), and that will allow you to get in touch with companies from that area. <S> And while it is true that companies hire when they need people, good companies (especially tech-oriented ones) hire good employees 24x7 <S> - they want the talent and will find a use for it (this is where the good management part of a good company comes into play). <A> Very often, positions are posted for immediate hiring. <S> But you probably shouldn't worry about that. <S> Pretty much every college has a job placement group to help you through these questions. <S> Go, talk with them - they've seen years and years of graduates and will have contacts in business. <S> Also, pretty much every college has at least one job fair, where companies come to hire up all of the fresh meat new graduates. <A> Great question. <S> You should start looking immediately in the Fall. <S> Better yet, try to get an internship before then (OK, probably too late for you personally for that now). <S> Having worked in a company doing large scale software recruitment before, I can say the goal was always to have the first round of offers out before Thanksgiving <S> so students could go home and discuss with families and get back to us early December. <S> We would continue recruiting into the spring, but often areas would start to fill up, and we'd refocus on intern recruiting. <S> There was always a sense of getting the "leftovers" when looking for seniors in the Spring, so we focus on hitting recruitment numbers in the Fall. <S> You really want to be a first draft pick! <S> Note that this is very different for experienced hires, where people are brought in for specific positions. <S> It is also very different at small companies (more like experienced hires at large companies). <S> At large companies hiring new graduates (your situation), the company just turns the recruiting machine crank as hard and fast as they need to grow and replace attrition.
| You can certainly apply sooner, but job fair time is a clear cut time to apply for jobs.
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Dealing with noisy neighbors (who don't work for our company)? I work for a small group that rents a few offices from one of those companies that rents out a floor in an office building and then sublets individual rooms. Our group is part of a larger company based in another city. Some of the other renters (our group's peers, in other words) have some very bad speaker-phone habits, and I'd like to find a way to get them to change their behavior. Several people on this floor think nothing of putting their phones on speaker (at what sounds like max volume) while leaving their doors open. Even with our doors closed, the sound is invasive. Some of them do this for hours per day. My coworkers and I have talked gently with some of the people individually -- "hey, you probably don't realize this, but I'm three doors down and I can hear every word". We've tried telling them it bothers us, and we've also tried pointing out that their confidential business dealings aren't so confidential. (We've overheard private business discussions like financial plans, and discussions with customers, but so far nothing that has regulatory or legal impact, like health or credit-card data.) We've asked them to close their doors and try to lower the volume on the speaker. Most of them apologize, close the door for the next call they make, and then revert to their original habits. One person told me "well, you guys make noise too, you know", to which I said I was worry that our conversations were bothersome and to please let us know if it happens again. I have sometimes simply closed their doors, though it feels a little pushy to me when I do that. I have spoken with our landlord (the company that sublets the space to us), and they had a conversation with one tenant once and things got better for a few days before regressing. I also asked the landlord (who provides furnishings and equipment) if they'd consider a different model of phone for their next purchases, one that doesn't go that loud, suggesting that the current phones might have been designed for large conference rooms instead of small offices. (I got a noncommital shrug to that.) I'm not particularly authorized to deal with the landlord -- none of us is -- so on that front we're limited to informal requests unless company higher-ups get involved. I've mentioned the problem casually to my manager (in another city) but he can't do much, and I worry that trying to escalate will come off badly. To someone sitting in an office hundreds of miles away who isn't living it, this must sound pretty petty, right? We are going to be in this space for about another year. Several of us find headphones uncomfortable so we cannot address the problem only at our end. (We could explore noise-generation ; so far people aren't enthusiastic about that.) The space is fully rented out so we cannot shuffle offices. We've done the best we can do in terms of placing people within our space (e.g. putting our conference room, rather than people's desks, closest to the noisiest neighbors). We're not in this space long-term so it's not practical to install soundproofing in the walls; also, since no tenants are in this space long-term, the landlord is not motivated to make improvements. I'd like to address the problem at its sources, ideally while maintaining civil relations with the neighbors. So I'm looking for a diplomatic solution if possible, or a way to persuade the landlord to take firmer action. This question is similar, but it asks for what the employee can do at the "receiving" end. I'm looking for ways to tackle the problem at its source. Also, all the "noisy people" questions I could find on the site are about coworkers , with whom there's a shared reporting relationship (if you go high enough); these are neighbors who don't work for our company , so the approaches might be different. Update: Since posting this question, one of the other tenants complained to the landlord about our direct requests to them. The landlord told us not to talk to the other tenants, no matter how nicely, and to instead let them know when there are problems. Doing that usually fixes the immediate problems and people are getting a little better about closing their doors, but it still happens a lot and the landlord isn't addressing the broader problem (policies, different phones, better acoustic insulation, whatever). The corporate real-estate people are now aware of the problem. <Q> This behavior is entirely unacceptable. <S> This is an issue for your landlord. <S> Your landlord is in the business of selling shared office space that can productively be used. <S> He is at present failing to do that. <S> "No more Mr. Nice Guy!" <S> I suggest you ask your site manager to speak to whomever in your company made the deal with this landlord, and get that person to lodge a formal complaint. <S> This will let the landlord know you are serious about avoiding this drag on your productivity. <S> In the meantime, I suggest you intervene whenever this happens. <S> You need to do this consistently, predictably, and without rancor. <S> Close the door to the noisy office, after saying loudly enough for the other party on their phone call to hear, "please respect your neighbors by closing your door for speakerphone calls." <S> Keep doing it. <S> These sound like the kind of guys who need to be retrained whenever they get back from lunch, so don't expect them to "get the word" and change their behavior. <S> They need to be reminded. <S> And, get the heck out of that shared office space as soon as you can break your lease. <A> How petty it will seem to the far-away manager (FAM, for short) will depend on your relationship with that person, and that person's past experience with this sort of thing. <S> It seems to me that your first line of defense here is to try to escalate through the channel, but, as you write, this depends on the attitude of the far-away boss. <S> If you work for a large company, it's possible that the space is actually leased for you by someone who is not your far-away manager, but is, rather, some sort of facilities person. <S> This person might even relish the opportunity to help by taking up your case. <S> It seems to me that a frank conversation with the FAM is in order. <S> You can't poison your relationship by saying, 'M. X, this noise problem is a serious impediment to productivity. <S> Of course, if there's nothing to be done, we'll manage, but I want to make sure that you understand the situation, in case there is some corporate resource available to press the landlord to enforce the conditions of the lease on the other tenants.' <S> One hopes that the worst you can get is a sympathetic 'no'. <S> You might get authority to treat with the landlord, and you might get real help. <S> Sadly, if you don't get help, you're in a position of guerrilla warfare, and that is unlikely to go well. <S> I used to have a group of people working for me on the opposite coast; my biggest frustration was that they were unwilling to tell me about problems, often conserving them until they were insolvable. <S> Who knows if your FAM is more like me or more in the mold of 'I don't want to be bothered by this distant buzzing noise?' <A> When you are asking them to keep the noise down, you should be talking to the person who is in charge. <S> If not I suggest the following. <S> 1. <S> Over the course of 1-2 weeks make a note of everything you can hear that would be classed as confidential or a data protection breach (if your country has this). <S> Do not use exact details . <S> Instead be vague enough that they get the context. <S> For example: Tues: <S> 4:01pm Employee talking about company X and prices. <S> Weds: 10:45am Employee mentioning customers details which may break HIPPA/Data protection laws. <S> The reason for this is to show you are not detailing exact information which could be used by you. <S> 2. <S> Detail all the incidents in the last two weeks you have written above. <S> If you have external contractors/vendors in your area you should also mention that (to show that you have no control over who may hear this information). <A> Use the idea of gamification to put up a whiteboard in the common area and use it to keep daily and weekly scores for guilds (businesses) on the floor. <S> A collective challenge to focus on one egregious behavior per month. <S> Use the scoring system +5 +3 +1 for positive behavior and -1 -3 -5 for penalizing poor behaviors. <S> The prize is Friday Happy Hour with the guild with the lowest score picking up the tab for the guild with the highest score. <S> The constant reminder of the whiteboard provides social pressure to keep it quiet for the guild. <S> Most guild members will not want to cause their guild to lose the challenge. <S> Start with an easy one like labeling owners to lunches in the common refrigerator. <S> This is to workout any quirks in the rules of the game and the scoring. <S> Then, begin work on the harder to modify behaviors using the same principle of a game. <S> Guilds might want to look at http://www.chorewars.com/ to keep track of the challenges. <S> Also, use the game structure to promote new positive behaviors, like collaboration in a floor-wide brainstorming session for innovation, group problem-solving, or brown bag training on some competency that affect all guilds like business etiquette. :D
| Go to the person who owns the company and detail out that you have tried to ask them to be quiet. Trying to change the behavior of people who don't work for the same company that you work for could get very bad.
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How can I get hiring managers to take cost of living into account when they ask for my current salary? I am working in my home town, which is a small city as a developer, and say that my current salary is around $2000. I was applying in the capital for the same position, but this time I am asking for $6000. The reaction I am getting from employers is that it is too much of a jump from my current salary. What I was trying to say is that my salary is at "Provincial Rate", meaning at least 90% of the jobs in my home town is lower than the rate in the cities/capital in our country. Compared to working the capital to my hometown, the cost of living is much higher. Also considering my relocation costs. Also I have 5 years of work experience, 2 years in the position I am applying for. If I was a developer in the capital, I wouldn't be receiving $2000, maybe I would've been getting $4000 so an expected salary of $6000 would seem to be right. When moving from a low cost of living area to a high cost of living area, how can I get hiring managers to take cost of living into account when they ask for my current salary? How can I get them to accept my asking salary if the employers think that my asking salary is too high considering my current salary? One recruiter even mentioned of a maximum percentage of a salary increase/jump being 150% or something. <Q> First of all, and maybe a little unrelated but definitely important: do not tell a potential employer your current salary. <S> Why are you telling them your current salary? <S> $X will be an increase on your old salary that you think would provide you with the same lifestyle. <S> But if you already have a job then there's no reason to move to them if you're not improving your lifestyle, therefore you'd like $X + $Y. <S> $Y should be approximately the same amount you would normally be adding if you were moving to a job in the same area, maybe with a teeny bit on top to - again - cover the increased cost of living. <A> It'd simply say "My current salary is $X, but of course if I move to an area with higher cost of living I would want that adjusted to, at the very least, maintain my current lifestyle." <S> Then see what they come back with, and negotiate from there. <S> They can look up comparative cost of living as easily as you can. <S> Maybe easier. <S> (Don't forget that this is often not a single number. <S> Changes in housing costs, energy costs, and food costs may change in completely unrelated ways, to give three specific examples. <S> Benefits also differ widely from company to company, of course. <S> So there's always going to be some room for disagreement and negotiation.) <A> I'd get some statistics on relative cost of living, and then say, "I'm currently making $2,000, but I checked on cost-of-living-in-this-country.com and I see that that cost of living in the capital is 25% higher, so I would have to make $2,500 to maintain my current standard of living. <S> " <S> Are your numbers literal? <S> I don't know where you live, but I'd be surprised if the cost of living in the city was really 3 times the cost of living outside. <S> Not impossible, I guess. <S> Even if it's 50% higher, that would bring your baseline up to $3,000, and you're asking them to double THAT. <S> You're asking for a very large increase. <S> Maybe it's justified for any number of reasons -- cost of living, greater responsibilities, etc -- but asking someone to triple your salary, you're going to need to offer some serious justification.
| If for some reason you're determined to tell them your current salary, then the key word you want to focus on is "lifestyle". You need to explain to them the following: To continue living the same lifestyle in the new area as you were afforded in the old area, you would need a salary of $X.
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Catch-22? Need evidence of employment from current employer for visa to attend job interviews I have been on phone interviews with a major tech company - an offer would be a significant improvement, both in opportunity for self-improvement, to make a difference, as well as in monetary compensation. Meanwhile, there are prospective projects at my current workplace that would have to be shelved or delayed should I get this offer and, as planned, take it up. It's basically similar to the situation in this question , with an added twist -- to visit the branch where I will be based I would need a visa, and this section of the requirements in particular involves employment verification: If you are employed, evidence of your employment. This is usually a statement on company letterhead from your employer stating your job role, length of employment, salary, and the period of approved leave. If your employer is financially supporting your visit, this should also be mentioned on the reference letter. If you are self-employed, you need to provide evidence of your business ownership (such as the business registration or shareholder’s certificate). I have been in my current job for less than a year, which in my country means I'm not eligible for paid leave yet. I could borrow time off my leave allotment for next year, but between needing to borrow and needing a reference letter, presumably it would be hard to get away without disclosing the purpose of my visit. (note -- I got headhunted for this - unless something is seriously wrong I tend to not hunt for alternative employments until I have been in a job for a year or so). I'm inclined to just tell my current employer about the prospective offer -- honesty being the best policy, and if the worst happens, the job offer doesn't materialize and I get sidelined at my current job, presumably that's a sign that I shouldn't be staying too long at this job anyway. but I'm really interested in what people would do in this situation. <Q> Getting your Visa Typically when pursuing a job requiring a Visa the company that will require the Visa sponsors it <S> NOT your current employer. <S> A business Visa is entirely to say, "I'm allowed here because I work for ... and they are based here" <S> Let your prospective employer know you need a Visa <S> Typically they handle the lion's share of the work and just need you to fill out some paperwork to make sure everything is on the up and up. <S> What if I need to get the Visa myself <S> Sometimes this does happen, typically these jobs post that you need a Visa to apply, and typically you would have been disqualified from consideration by now for not having it. <S> So I doubt this is the case. <S> If it is though your best bet is to ask for proof of employment. <S> (There are tons of legitimate reasons for asking for this so HR shouldn't be bothered, if they ask you can choose whether or not to disclose it's for a Visa) <S> Tapping into leave time you don't have yet Depending on where you are located this may or may not be a big deal. <S> I would simply accept you do not have Paid Time Off, so this is coming out of your pocket. <S> (Let's say you do get to advance the PTO, you'll be burning a bridge if in good faith <S> I gave it to you <S> then you turned in your notice.) <S> If you financially can't afford to take the time off <S> unpaid <S> you'll have to figure out something to make ends meet... <S> Again asking your employer to advance PTO or pay so you can quit will no go over well. <A> Tell your HR department that you need confirmation of your employment in order to apply for a visa to whatever country you're going. <S> They probably won't ask you why you need to go there. <S> Don't be too worried about your company suspecting your intentions. <S> Even if they suspect that you might be considering moving to another company, they can't really take any action against you for it. <S> In some cases, it can be beneficial as they'll try to "win you back". <S> I once took an unexplained leave for a few days and when I came back they gave me a raise. <S> However, it's probably not a good idea at this point to just tell them directly that you're thinking about leaving. <S> They really don't need to know. <S> Honesty is good, but self-sabotage is not. <A> Ask for two letters - asking for one letter might raise immediate suspicion because of its contents: <S> Ask for a letter from HR specifying your employment details, <S> if it's usual practice for prospective landlords to ask for this letter - hey, they want to make sure that you are a stable tenant and they want to make sure that they get paid; <S> The letter from HR sanctioning your going on leave should be a separate issue from the letter providing evidence of length of employment and that you are currently employed. <S> You are probably better off not asking for the two letters in the same communication.
| You need to ask what your potential employer's process is for setting up Visas.
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Is it alright to quit right before a business trip? Several weeks ago, the small company I work for (about 30 people) declared that there would be an "all hands meeting" for all employees worldwide. However, I have recently gotten a job offer that I have decided to accept. I would like to give my two weeks notice, which would end my employment a few days before this business trip. I am one of only a few intercontinental employees and so the company has needed to pay a sizable amount for an international plane ticket and a hotel: about $2000. I believe that the plane ticket is non-refundable, but I don't know for sure (and I can't really ask). I am concerned that having the company take a loss on all of this, not to mention declaring that I am leaving so soon before the meeting, would damage my relationship with the company, which I would like to preserve. So my question is, is it alright to quit right before a business trip of this sort? Or would it be better to wait until afterwards to give my two weeks notice and quit? (Having the two weeks overlap with the trip isn't an option since the event is all about teambuilding and such and it would be incredibly awkward with everyone knowing that I will no longer be part of the team). <Q> Is the business any better off having you leave just after it spent the money to send you? <S> It would be different if this were a meeting or onsite visit where you were expected to produce or do something. <S> But given these circumstances, it doesn't seem like it would matter either way. <S> Any part of your expenses that are refundable or haven't been paid yet will be a savings for the company. <S> So might as well get it over with. <A> Note that the company made the decision to accept the risk that something might keep you from going when they bought non-refundable tickets. <S> You could get sick and not go. <S> You could have a customer crisis and not go. <S> Or you could quit and not go. <S> That's all figured into their original decision. <S> It's just part of the cost of doing business. <S> They may be able to get the airline to reassign the seat to someone else. <A> You should answer this question in the context of your relationship with your supervisor and co-workers; travel is a bit of a red herring. <S> The world is a small place. <S> Only you know if you have a relationship with them in which they would expect more than just 'here's my two week's notice'. <S> If you've been trading in an economy of favors with them, and you drop them on their heads, well, what comes around goes around. <S> If you have relatively vanilla professional relationships with them, well, off you go. <S> Your supervisor could always respond by saying, 'it would be very valuable for you to attend and transfer knowledge. <S> Could you give us a bit more notice?' <S> And you could choose to oblige. <S> Or, conversely, by saying, 'thanks for sparing us some expenses.' <S> If you wait until afterwards, you give them no choice at all. <S> So you are being nice to them by giving them more information. <S> It's up to you to decide if you want to be nice, or even, as per the start of this answer, if you feel that you owe them it. <A> At the beginning of my studies I worked as a secretary in a major Swiss bank and often had to organise diners, trips, etc. <S> Your company surely has a fixed number of people they don't expect to show up anyway. <S> Your case may be a bit special, since you're coming from far away, but I'm sure that in their overall-calculations that won't really make a difference. <S> They may have this one expensive case now, but they had many cases in the past - and will have in the future - where the numbers are much better than they expected. <S> Tell them now, it's only fair. <S> Then they have the chance to cancel whatever can be cancelled. <S> And I expect that they actually got refundable tickets. <S> A company of this size is prepared for cases like you. <A> I don't know for sure <S> (and I can't really ask) <S> That's the major problem here. <S> You're trying to be polite but only in a way that best suits you. <S> Treat your employer like an adult and let them decide what's best for themselves. <S> They're probably not going to be happy <S> that you can't go <S> but they have options that they could take if they know in advance: <S> Get a refund. <S> The longer you leave it, the less possible this becomes. <S> Fly somebody else out on your ticket (if it's such a long way, even a nearby transfer seems more economical). <S> Ask you to come still, and do exit interviews as part of the team-building (losing a member of the team is a worthwhile learning experience). <S> Leave you where you are (getting work done) for the duration of your notice so they can recoup some of the cost. <S> Is it going to be awkward? <S> Possibly. <S> Is it going to be more polite than just going (or just not)? <S> Definitely .
| Tell management, apologise, make clear that you did intend to go before you got an offer you really couldn't pass up.
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Which name should I use on an application form when applying for a job during gender transition? I am a person who starting gender transition which includes looking for a job where I will be able to interview and work as my correct gender. I have not yet legally changed my name; I won't be able to do that for at least two years. In order to make first contact with a large, global company whose positions interest me I need to fill out an application form. The form includes the following name fields: name prefered name surname How should I proceed with these fields? Should I fill in all with my new name and adjust my CV accordingly? or should I use my current legal name for the basic fields (and my CV) and enter my new name in the prefered field, leaving them to deduce what they will? I'd like hopefully to see answers from HR professionals at large companies to see how they would prefer a person in my situation to approach this. <Q> This is actually a pretty difficult issue that I know a lot of people have struggled with. <S> In general, the consensus I've been familiar with is that as soon as you enter transition, your new name goes on everything new. <S> And I think that would work here as well, as presumably your name will change legally relatively soon (two years doesn't seem unreasonable to me) <S> and I'm sure if you explain your situation to your employer they'll understand why you choose to provide that name. <S> So, to directly access your question, new name in all fields. <S> Update CV. <S> Note that I'm not an HR professional, but I am involved with a few advocacy and employee resource groups at work (as well as experience at University) <S> , so I feel fairly comfortable offering this advice from my position. <A> I have not yet legally changed my name <S> In that case my recommendation would be to enter your current legal forename in the name field, your current legal surname in the surname field and the name you wish to be/are known by into the preferred name field. <S> From your previous questions I'm assuming you're based in the UK, as a minimum employers within the UK have a legal responsibility to ensure that all workers have the right to work within the UK. <S> The GOV.UK website has a comprehensive list of documents that you can provide to evidence your right to work. <S> All of these e.g. passport, birth certificate, UK photocard driving license etc. <S> will all currently show your 'legal name' until it is changed and you can apply to have it changed on all of those. <S> Many employers will also complete more than the minimum checks e.g. identity checks which will likely also require proof of address e.g. recent utility bill or bank statement. <S> The name and surname you provide on the application form will be the ones they use to complete these checks. <S> Therefore ensure you enter into those fields the name that is on your documentation. <S> The preferred name field will indicate that you use a different name for day-to-day purposes and wish to be referred to by this name. <S> The use of a preferred name field is becoming increasingly common across the UK for a number of reasons, supporting gender transition being one of them. <S> I'm not a HR professional, however the above comes from having developed and delivered a national job portal for a part of the civil service so having had current and stringent employment legislation details and requirements drilled into me for the last 6 months. <A> How should I proceed with these fields? <S> Should I fill in all with my new name and adjust my CV accordingly? <S> You should fill in the "Preferred Name" field with the name you want people to use (I assume that is your "new name"?) <S> You should fill in the "Surname" field with your current legal family name (in the US, it's the "last name"). <S> You don't need to adjust your CV accordingly, although it might cause a bit of confusion if these differ.
| You should fill in the "Name" field with your current legal name.
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Is it unprofessional to listen to music while at work? Even with headphones on with the volume on low, would this still be considered rude or unprofessional? I'd like to listen to music to help me get through my work but don't want to get told off for it. My office can be fairly noisy but on other occasions it's quiet. Should I only be using my headphones for work-related things such as taking a business call? <Q> In my case, I tend to listen to music or even the radio, because I'm in IT, but people in customer service or other partners can't, as they need <S> to be really concentrated on what they write in emails or what they say. <S> In our case, it's fine to listen to music, I personally use Grooveshark, and others use Spotify, <S> but anyway it's rude if you listen to music so loud <S> you cannot hear if someone asks you for help. <S> My trick is to leave one ear out of the headphones, so I can hear if people talk to me. <S> However, if it's really noisy, put on your headphones and only listen to music without lyrics, a little low. <S> That way, you can concentrate on your work (because there's music in the foreground and the background sound is not heard anymore), yet any voice around you will be pretty easy for you to notice. <S> My golden trick: Ask around if anybody listens to music. <S> If nobody does, check if they listened to music before, and this was banned. <A> Even with headphones on with the volume on low, would this still be considered rude or unprofessional? <S> As always, it depends. <S> There are many contexts in which it might not be appropriate to wear headphones at work: <S> Your company or boss prohibits them <S> You work in a service position, where customers need to talk with you <S> You must answer the telephone frequently <S> You must answer frequent questions from others in your office <S> An environment where wearing headphones would be a safety concern etc, etc <S> You best bet is to specifically ask your boss <S> "Is it okay if I wear headphones?" <S> Then you will know for sure. <S> If that isn't feasible, you could look around and see if your coworkers are wearing them, or just ask others in your office if this is acceptable. <S> Absent that, one approach would be to wear them and see if anyone complains. <A> There is a general principle at work here. <S> You want to have a constructive, open, relationship with your supervisor. <S> Your supervisor should be your first port of call in navigating your employer's culture. <S> If you are unsure if headphones are culturally acceptable, ask ! <S> And the same goes for sandals, pictures of your cat on your desk, and anything else. <S> If your supervisor is a troll of some kind, you have a more complex problem than headphones. <A> Ok, here's the real deal. <S> It all depends on the degree to which you need to communicate with others. <S> If you work a help-desk and are answering phones all day, no, listening to music at your desk is a bad idea. <S> If you are a "heads-down" developer, listening to music may actually make you a better developer coming up with more creative solutions. <S> Here, your interactions with other people are limited. <S> Now, if you have a boss that demands you never listen to music (probably because he/she grew up in a town where they banned dancing a-la Footloose ), then don't listen to music. <S> Don't listen to music in your office without headphones . <S> Don't listen to music at high volumes , even if you are wearing headphones. <S> Finally, if someone comes up to you to interact socially or professionally, follow these steps to be cool : <S> Turn off the music, Take off your headphones, Listen actively. <S> Once you do all this, you'll get IRL XP , and Level-up ! <A> The key criterion to use in deciding whether it's OK to play the music is the impact on your work and the work of others: If nobody but you can hear the music you're playing, why should they care as long as the work gets done? <S> Playing the muzak is unprofessional if it gets in the way of your own work or the work of others. <S> If no one is complaining, then your playing of your music is not getting in the way of anyone's work. <S> Once, I did try to get away with playing the music so loud that I couldn't hear anyone complain. <S> The long and short of it, mostly short, is that I didn't get away with it :)
| Don't walk-around the office with your headphones in jamming-out,people will think you look like a douche . It depends on your position.
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How to politely bring up that I need more work I am working a salaried position at a small software firm. Currently I am on a team that is working on a large program that is broken down into small features, which our project lead will assign to one of us to do. Lately I have been running into the problem consistently (at least 2-3 times / week) where I will finish all the features that were assigned to me, but then when I ask what I should do next, it often takes a long time (anywhere from 15 minutes to over an hour) and often asking multiple times to get a new assignment. As I said, I'm salaried so I can't just leave early that day when my work is done (plus I enjoy the job so I wouldn't want to anyway), but I feel like a lot of time is wasted waiting around for something to do. I also feel like I'm being annoying asking multiple times, but I do at least space the requests out in case he's busy, and often times if I only ask once I'll be ignored. How can I politely bring it up to the project lead that I would like to be given work in a more timely manner, so as to not waste time or the company's money? <Q> In my opinion, a team lead taking 15 minutes to an hour to come up with some more tasks is completely reasonable - you can't expect them somebody else to instantly drop what they're doing and work out what you need to do next. <S> What should be happening here is that you should be asking what your next task is before <S> you've finish the previous ones, so that your team lead has a bit of a chance to look at the project plan / Kanban board / backlog / whatever tracking method you're using and work out which tasks it makes sense for you to do next. <S> There's not going to be a hard and fast rule for how far in advance you should ask as that depends enormously on your individual circumstances, but half a day sounds reasonable to me - first thing in the morning, if you think you're going to finish your tasks by lunchtime, ask your team lead what you should be doing after that, and similarly just after lunch if you think you're going to finish your tasks by the end of the day. <S> In response to the other answers, I'd disagree here that the solution here is to go "off plan" and start doing tasks which are potentially useful but not agreed with your team lead / other management: <S> if you're senior enough that you know which of these things are going to actually be useful to the company, rather than potentially useful, you're probably senior enough that you can look at the task backlog and work out which tasks need doing next. <S> That gives another potential solution to this problem: "Hi Team Lead, I've finished the tasks I was assigned. <S> I've looked at the backlog and now started working on Task X and Task Y. <S> If this is a problem, please let me know. <S> Thanks, Me." <S> Similar logic applies to suggestions to "write more test cases" or similar: you should already have written the appropriate number of test cases for your code and organisational standards; writing more is getting into diminishing returns when you should instead be working on a different task. <A> Glad to hear you're at a software firm. <S> That makes this a lot easier. <S> It's not uncommon for software engineers to outpace assignments, as for whatever reason there's an enormous gap even between average and slightly above average software engineers in productivity. <S> As an intern this summer, I finished my entire summer project in 3 days. <S> That's about 3 months without an assignment, and it takes longer than that to find things to assign given the nature of our business. <S> Fortunately, there's a lot of things you can do to provide high value to your company. <S> I don't know if you've heard of the Joel test or even like it that much. <S> But chances are your firm can't answer yes to all of the following: <S> Do you use source control? <S> Can you make a build in one step? <S> Do you make daily builds? <S> Do you have a bug database? <S> Do you fix bugs before writing new code? <S> Do you have an up-to-date schedule? <S> Do you have a spec? <S> Do programmers have quiet working conditions? <S> Do you use the best tools money can buy? <S> Do you have testers? <S> Do new candidates write code during their interview? <S> Do you do hallway usability testing? <S> http://www.joelonsoftware.com/articles/fog0000000332.html has some advice on how to get started. <A> In software development, there's never really free time. <S> If you find yourself out of assigned tasks, you probably haven't done enough testing or refactoring. <S> Use this free time you have to go over your work again, think up new test cases, and minimize the chance that some bugs from this task turn up only after you've moved on to another task. <S> And even if you've done all you can with your work, use this time to read some programming books. <S> It is technically a way to "learn on the job". <S> Also, you may want to look into adjusting your effort estimates next time, so you're assigned more tasks to begin with.
| If there's nothing more in your task to do, maybe ask around to see if anyone in your team needs help with unit testing or peer reviewing.
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How to explain to employer that I don't owe him anything due to (lack of) company policy? Follow-up question to: Resignation letter: general tips and what to do if boss is not on site? and Put in my two weeks or wait? . [I would suggest reading these to understand the background.] Yes, I was patient and waited for the paperwork for the new job and put in my two weeks to my supervisor. However, my boss (the president of the company) is responsible for mainly talking to me, rather than my supervisor (closer in rank to me, for a lack of a better word). After he arrived from his vacation, he approached me about how unhappy he was that I was leaving and how the company I currently worked for made an investment into me, and for me to leave so soon (2 months), it made him unhappy. The "investment" of which he spoke consists of study materials and hours that the company funds for professional examinations that I take as part of the profession I am in. Neither the official policy nor my offer letter state that I have to repay him anything. Immediately after he started stating that he was unhappy, I immediately offered to write him a check. He did not want the check, and stated that in order to end on "good terms," he was suggesting that I do a project for him most likely starting a few months after my employment is terminated. For various reasons, I verbally agreed but I requested that he send a contract to me. Looking back at this, I regret my verbal agreement. I do not intend on signing whatever contract he has for me. I plan on going back and stating to him somehow that I do not owe him anything and that I will not agree to this future project done after my termination. How do I approach stating such in a professional manner? Side note: I still have a week left of work until termination, due to my two-weeks' notice. This is in the U.S. . <Q> Here is your answer, in writing, in your own words: "I do not intend on signing whatever contract he has for me. <S> I plan on going back and stating to him somehow that I do not owe him anything and that I will not agree to this future project done after my termination." <S> It's straightforward and simple. <S> It's also bad news, so let him swallow straight up instead of looking for sugar to make it go down. <S> You don't have to say anything <S> , just wait until he sends the contract. <S> Then you notify him that you have thought about it and that you are not signing it. <S> If you say "no" and he says you owe him, recycle the "no" answer. <S> No need to tell him that you don't owe him anything - he already knows that. <S> And in general: Don't make business decisions on the spot. <S> And especially for you: don't act on impulse. <S> If someone is imprinting an impulse on you, let the impulse wash over you, say "I'll have to think about it" if you have to say anything at all and LEAVE THE SPOT. <S> Don't come back with your decision (usually overnight) until you have actually LEFT the spot. <S> The whole point of this exercise is not let anyone put you on the spot and extort a decision out of you. <S> When you want to say something to others, evaluate the probable impact on others before you say it - <S> You were about to say to him that you don't owe him anything, without considering that he already knows that and that if you said that, you'd be very likely to get entangled in a verbal altercation with him that achieves nothing for you. <S> Quick. <A> You had a close escape there. <S> The way you acted was stupid (most likely due to inexperience), but you were lucky enough to not do anything that will cause you harm. <S> Just say that you will not be signing the contract because you thought about it, and it would be unfair to your next employer (who surely isn't going to be happy if you start working again for your old boss on the side). <S> That's a statement that no employer could seriously object to. <S> If the boss says that you agreed verbally, you repeat that you thought about it <S> and it wouldn't be right to sign. <S> If he makes other arguments, you repeat that you thought about it <S> and it wouldn't be right to sign. <S> There is no reason for you to say anything different (that might be stupid and used against you). <S> You stick to your line. <S> Things like "I owe you nothing" are things that you may think to yourself, but you shouldn't say . <S> So you tell the boss that he is running an excellent company, you are grateful, and moving on to improve your career is again something that no reasonable boss can object to. <S> I can't quite see why you offered him a check. <S> You are not there to please people. <S> Not when it costs you dearly. <S> This seems to be a very emotional and not thought through response. <A> Something like Sorry <S> Mr/ <S> Mrs X <S> its not you its me <S> its not working out <S> and I wish to develop my career elsewhere. <S> Unfortunately upon further legal review I am unable to continue with this xxx project as this would be a breach of contract with my new employer. <S> Why would you owe your employer anything for this “spurious” investment – additionally I would speak to my relevant political representative to raise the issue of poor employment practices
| Don't say anything about you not owing him anything, unless you expect an outcome that's more positive than a verbal fist fight from saying that you don't owe him anything. If you have to say something, say it quick, say it clean, don't start anything and get out of there. You can say "I am very grateful for everything you've done for me and the things that I learned while working for your company, but the new job is an excellent opportunity for me to improve my career".
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What to list under a job where I achieved nothing (and the business went bust)? I spent about one year - my first job out of college - at a quasi-startup company, which went bust soon after I left. I believe my contributions were negligible and had no major influence on the company's success. I worked on the bare minimum one would expect from someone in my function/profession and added no immediate monetary value to the company. If I really added no value to the company, what should I mention on the CV/resume? <Q> Whether your contributions had an influence on the company's success or not, you can still list what you contributed. <S> Redesigning their database is a valid achievement even if they never migrated to the new database, for example. <S> If you can't think of anything that you actually accomplished, it's probably better to avoid trying to to <S> so and just list "Developer on whatever <S> -it-was" (or whatever's appropriate). <S> If you never did anything at all... <S> I dunno what to tell you; it's hard to make a positive out of that. <A> It's a common piece of advice that your résumé looks better if you can list some actual accomplishments, in real business terms. <S> But that's to make your résumé stand out amongst the crowd that just reel off a list of duties. <S> Or in the case of tech people, just a list of programming languages and frameworks. <S> Obviously this is less impressive than glorious achievements which catapulted this startup company into the realms of success. <S> But two important things to remember: It was your first job out of college! <S> Not many people achieve great things in their first job out of college! <S> I know I didn't! <S> A boring job looks a lot better on your résumé than a one year gap! <A> What did you expect, given your work experience and skills set? <S> You weren't paid to run the company. <S> You weren't paid to do nothing either. <S> So list your tasks, trivial and menial as they may be and be done with it. <A> Focus on what you did and ignore the business result. <S> No matter what the results and succes of your work becomes, you gained some experience by doing it. <S> Those are valuable regardless of the value of the result produced by the work. <S> In fact, even when things turn out to be a complete failure, that is still a valuable lesson. <A> Recruiters/HRM are not solely interested in what you've achieved, but also how you became a better person from a certain situation. <S> As such, carefully explain the situation in a few words and take an advantage by describing what you've learned. <S> Words like "Even though the company failed in achieving it's goals, I've learned to persevere when the outlook looked grim" might give you precedence over those that actually just graduated. <A> You can state, by example, that you've learned the importance of careful planning in a startup environment, and how to usefully manage limited resources. <S> Of course, in an interview, they will ask you what do you mean by that - and there you have a chance to explain how that failure helped you have a more realistic understanding of businesses. <S> I spent the first 8 months of my career trying to develop, all by myself, a military grade surveillance system. <S> I have learned the importance of senior people in a project. <S> Also, I've learned that estimates, in both time and money, are an important tool for the job. <S> I learned that being realistic is more important than being smart. <S> You look like you've seen, <S> the hard way, how not to manage a business. <S> That's a valuable lesson. <S> Embrace it. <A> Don't underestimate doing what you're told and getting things done on time. <S> This is what would stick out in the mind of someone at this company and that person could make a great reference. <S> Skill sets and getting along with others are key attributes for recent graduates/those with no experience, but once you've been employed for a year, it's important to have people who can vouch for your previous experience. <S> It's not perfect, but prior behaviors tend to be the best future predictors.
| Instead of looking what you have achieved for the company, you can explain what you've learned from that period. If you're in the situation where you really can't brag about any actual accomplishments, then sadly, you're going to need to just relate a bland list of duties that your job involved. Any experience in corporate live is often preferred against none, especially if there is no difference in salary.
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Asked to use CCTV to check fellow employee's hours I am the only employee with access to the CCTV system but I have never been certified in CCTV operation and we do not have a CCTV policy. I inherited it as I am the IT Systems Administrator. HR have asked me to confirm if an employee was at their station as their overtime form claims. I feel like this is a violation of their privacy, goes against any code of conduct for CCTV use, is not included as a possibility of monitoring in the Employee Handbook and it compromises my integrity and relationship with fellow employees. I've raised the concern with my boss and HR but they have sent the request again, this time asking for more details and more dates to check. <Q> You tell HR and/or your boss that you have serious doubts about this (your already did) <S> and you ask the request in writing (email is fine), <S> backed up by pointers to relevant parts of the Employee Handbook, your contract and/or the law in your country. <S> You don't have to act confrontational about this, but you have to be firm and get across that you really have a concern that you want to have resolved, and that you want your back covered by a written request in case your concern turns out to be correct. <S> Note: Depending on law (and legal issues are off-topic here) <S> the presence of the cameras itself may not imply that they can be used for monitoring the employees. <A> Let me answer this by asking you another question. <S> If a co-worker was abused or attacked by a colleague, and they asked you to produce the video of an area at a date and time? <S> Would you comply? <S> I believe you would. <S> You should do the same here, because there is no difference. <S> How about if they asked you for the video of a location at a date and time, and didn't tell you why . <S> Would you comply then? <S> I work in a bank. <S> We have cameras that are small, and honking large ones. <S> Everywhere. <S> There is nothing stated in the company policy about cameras. <S> Its obvious that there are cameras around, and if there are, there are people watching. <S> So it is absolutely reasonable to expect that cameras will be used for monitoring and as well as evidence. <S> I fear you may be putting your own integrity on the line for a fellow colleague; ignoring any legal complications as they can vary from place to place (and industry to industry); as long as the request is documented and is delivered through the normal, appropriate channels - I do not see anything unreasonable here. <A> There are clearly legal implications to that request. <S> See for example http://www.nolo.com/legal-encyclopedia/workplace-cameras-surveillance-employer-rules-35730.html or <S> http://employment.findlaw.com/workplace-privacy/can-employers-use-video-cameras-to-monitor-workers.html <S> So it's possible <S> the your boss asks you to do something potentially illegal. <S> Hence you should ask your boss and HR for complete indemnification. <S> So it's perfectly fine to ask (politely, respectfully but insistently) to have written documentation from the employer that states <S> They have followed all relevant legal guidelines for use of CCTV cameras to monitor employee <S> All employees have been properly notified that the monitoring takes place and to what purposes the monitoring is used (and isnt') <S> The company authorizes you to do exactly "insert_very_specific_instructions", nothing more, nothing less <S> Should there be any legal consequences, the company takes full responsibility and completely indemnifies you against any legal recourse from any employee or the company itself With any luck, this list should scare them off unless they have their act fully together. <S> If they do, you can safely follow through with the request, exactly as outlined in point 3. <A> As both an IT Director and Security Director for the company I work for, I can tell you that at least in the US this sort of thing is a pretty common requirement for someone in your position. <S> In fact I've even seen retail establishments where they had little or no CCTV coverage of customer areas, but lots of cameras covering employee work areas for just that reason. <S> Over reporting your hours is a form of fraud, and as such "Employee Handbooks" and other corporate policies and procedures go out the window as far as CCTV and privacy are concerned, because the business is now investigating a potential fraud committed against them. <S> For the record, I've never actually heard of someone being prosecuted for 'payroll fraud' at any company I've worked for, but I've seen lots of people get fired for it. <S> The way I look at it <S> , it's one thing if someone is coming in a few minutes late, but when you have people coming in 20 or 30 minutes or even hours late, and claiming the same pay they would earn had they actually worked those hours, it's a crime and the employee should not be surprised if it results in their termination. <S> In simpler terms, most employees are compensated based on the hours they work. <S> If they are lying about how many hours they are working to get more money than they've actually earned, they are stealing from the company. <S> So my advice is do what they're asking, because they have every right to ask. <A> In the UK (as per the United-Kingdom tag), businesses must explicitly state that employees are being recorded in their contract and signs must be put up. <S> Additionally you must release CCTV footage to anyone captured on them upon request. <S> Please see gov.uk
| You have no way of knowing whether the ask is legal and whether your employer has followed all the legal requirements for doing so.
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Does lacking social media (facebook, twitter, etc) look bad to hiring managers? Years ago I made a decision to stay off of Myspace. Fast forward several years and I've applied that same decision to Xanga, LiveJournal, Facebook, Twitter, LinkedIn, Pinterest, and (as much as I can while still owning an android phone) Google +. don't need all the mundane details of peoples lives and they don't need mine; any major announcements (Death, Marriage, Baby) will make their way to me in time. I have however had several people (none of them interested/capable of hiring anyone) point out that in this day and age it just looks weird if someone doesn't have an online presence, almost like they have something to hide. I can see the logic in this argument, but it still irks me that this may be required. How would a hiring manager react if he were to ask for a list of my online presences and I really didn't have any? About the only thing I could give him would be my SE credentials. <Q> As someone involved in the hiring process for non-social media software development, the only one I care about is LinkedIn. <S> And even that is minimal. <S> If you don't have an account, then I wonder if you're not interested in developing your career, or aren't in touch with what's going on online, or are some weird curmudgeon who is going to cause problems for my team. <S> Maybe you aren't interested in developing your career, because you're not ambitious. <S> That's okay. <S> Maybe you aren't in touch with LinkedIn because you haven't job hunted in years. <S> Or because you don't think it's useful/effective. <S> That's okay. <S> And maybe my team is full of grumpy curmudgeonly sorts. <S> That's okay. <S> But if you come into the interview without a LinkedIn account and then do other things that make me worried about you being out of touch... <S> Not having the social presence stops being a quirk and starts being a indicator of much worse personality traits. <A> It's still a huge "it depends". <S> Some jobs won't care. <S> Some jobs will see it as a gap that makes you seem to be an odd fit. <S> A big question is how much does the job itself want you to be able to use social media to communicate with others, and/or to advertise the business. <S> I think it's a safe best that you are not applying to a job called "Director of Social Media" or "Technology Evangelist" - two positions that assume you have a strong knowledge of how to use social media, an interest in actually using social media, and that you'll be using an online presence to push the organization's goals further. <S> For the average job in the average software development world? <S> Is there such a thing. <S> The jobs are as widely varied as the people. <S> It's got a lot to do with the group. <S> Others are so hostile to social media, that they will probably be thrilled that you have no interest. <S> At this point, figure that it's as much an aspect of your personality as anything else. <S> Some jobs want it, some jobs don't, some don't care. <A> I think it depends on your field, so if you are in the computer buisness (for eg software developpment) <S> an online presence in some programmer community is a big up for your hiring <S> process.the same applies if you are in a sales buisness or other fields that needs discussions and convincing of people, a good online presence proves that you are a peoples person. <S> However in some other fields, online presence dosn't make a difference in the hiring process and I thing <S> a hiring manager shouldn't even ask for your social media references like for example scientific/academic fields. <S> It's my opinion, may be there are hiring managers who ask for social media references to just look at how your life looks like, an honest answer like "I am old school" should clear all doubts. <A> There will be employers on all sides of the spectrum on this issue. <S> I'm still amazed at how many companies don't even put their current employees on the company website for fear of recruiters stealing people. <S> If you're looking/considering other jobs, I can't see why you wouldn't create a LinkedIn account and keep it purely professional. <S> This would eliminate some of the paranoids who think you're hiding something.
| Some small companies are so extremely social media friendly that they will likely have trouble communicating with you if you're not there. Some jobs will be just as happy that you ardently maintain your privacy. There are some recruiting sites that are evaluating software developers based on their online presence (blogging, SO sites, git hub and open source project contributions.).
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As a contractor, are on-site perks for you? I was hired as a contractor by my former employer almost immediatly after my resignation. I worked from home as much as I could, but they preferred that I worked on-site. The company in question has some office perks. Mainly, there's a food buffet at noon every day which is basically free – employees pay a symbolic fee out of their salary. Of course, as I am not a regular employee, I do not pay for the buffet. However, guests of the house (such as clients etc.) are always invited to join, if there are meetings at noon. What I did was, when noon came, I waited untill the food rush was over, and then grabbed a plate if there's any food left. I didn't want to gorge myself in free food, while regular employees go hungry. Some times there is simply not enough to go around. This is a small medium-sized company (25 people), and I am on friendly terms with people – some of them I hang out with outside work. The contract has now ended, but I have been contacted by other companies for similar gigs – in one of these, I know several employees, in the other I am largely unknown. As an outside contractor, is it acceptable to take advantage of on-site perks? <Q> On-site perks are to retain staff on-site <S> so they work longer hours or don't have to run errands in the middle of the day. <S> As contractors, you are provided similar services that those employed by the organization, the main difference is your employer or records. <A> Depending on which country you are in and how you organise your contracting career, taking advantage of such perks may be an indication that you are not actually a contractor, but de facto an employee. <S> And that could have negative legal consequences, so a bit of care may be needed. <S> If the tax office is after you claiming that you are working as an employee and not a contractor, then you may want to stay away from this. <S> Not saying that would be happening, but it's something to keep in mind. <S> Let's say the company (almost said your company, but it isn't) has a canteen with free lunch for employees where visitors can pay for lunch, even if they don't mind giving you a free lunch that would make you much more like an employee. <S> If it's free for employees and visitors, that's a lot safer. <A> Get managerial cover: <S> I would ask my onsite supervisor representing the contractor if I have permission to go for the free food <S> - the client made the free food available to the employees to make sure that they didn't scatter to the four winds in their search for food, and that they wouldn't have to be able to get the employees back in-house until after the lunch hour was over. <S> The client could be making the same calculation for the contractors. <S> If the onsite supervisor representing the contractor doesn't know, then I'd suggest that they talk to the supervisor representing the client and ask. <S> If you ask, you may not get but if you don't ask, you don't get. <S> If you don't have an onsite supervisor representing the contractor, ask the supervisor representing the client e.g. the individual at the client site who signs off on your time spent. <S> Again, if you ask, you may not get. <S> But if you don't ask, you don't get. <S> You may be challenged from time to time but as long as you can say that you asked for permission and that you got it, you're covered managerially.
| Unless someone specifically indicates that you have not access to those perks, and subject to any provisions in your contracting agreement, I would take advantage of them.
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How should I approach my manager that I want to move to another team inside the same company? I joined my current company a year and a half ago and I've had the same manager since then. My manager has been stressing out in our one-to-one meetings that I am not performing adequately, even though both my team colleagues and colleagues I've worked from other teams, both in our location and other locations within the company have been pointing to me, in person and via emails, that my work is outstanding. I reached the conclusion that the personal relationship with my manager is influencing my manager's view of my work. The one-to-one meetings have become increasingly stressful and I concluded this is not going to improve. I recently approached the leader of another team in the same department to see if I could transfer to this other team (i.e, team B). Team B recently had a member departing of the same grade as me in team A, and I had a meeting with the team's B leader to ask him if he would take me in his team. The first thing he said is that he recognized my name was mentioned in all "high impact" projects in the department, which he appreciated. He asked me if I had mentioned this idea of moving laterally to my current line manager and I said I didn't. Still haven't. I said I would like him to think about the idea, and he said he was positive and would think about it. It could be that both line managers have talked about this, but haven't mentioned anything to me. I would like to know what is the best way to approach my current line manager about the idea of me moving to team B. Should I mention it in our next one-to-one meeting? Should I ask for a meeting between the three of us? What should I say? <Q> I wouldn't expect Manager B to have directly mentioned it to Manager A.My <S> recommended line of action would be as follow: <S> Check the internal procedure concerning internal transfer. <S> In particular you are looking for any form to be filled or anything formal. <S> Once you have the information however, NEVER MENTION those policies as it might freak out either or both manager (it's one thing to know and follow the rules but another to quote them in any discussion). <S> Ask Manager B if he has though about it and if you can mention to your current boss. <S> Mention to your boss that you have a particular interest in the activities of team B and ask him if you may enquire regarding any opportunity there. <S> If he says "no" or "wait", I would bring it to HR, pointing out his unsubstantiated reproach, increasingly intimidating 121 meetings and obstruction to lateral move. <S> I am assuming that HR would try to facilitate a win-win outcome rather than have an acrimonious stalemate. <S> I would avoid to have a three-way meeting at all cost as Manager B would resent having to take side and risk undermining Manager A. <A> Ask the manager of Team B if he'll take you in. <S> You need either a <S> "Yes" or a "Yes, but talk to your manager" answer from him. <S> You can't afford any ambiguity. <S> Once you're certain that the manager of Team B wants you in, make an appointment with your manager and tell him that you want to move to Team B and that they are ready to receive you. <S> Play it by ear. <S> In the meantime, check with HR about the proper procedure for a lateral transfer. <S> Especially the part of the procedure where your manager is either waffling on giving consent or denying it. <A> In my experience, when an employee of one manager (A) approaches another manager (B) about something like this, B will mention it to A. <S> The only time I haven't seen this happen is when the employee expressly asks B not to, or if A is well known to punish subordinates for this kind of discussion. <S> Before you talk to A, consider re-framing your approach. <S> Sure, you and A have been working together for a while, but should that preclude you getting experience in more than one area that your company services? <S> I have seen many good employees move among a number of organizations in order to get a better feel for how the company operates and what it does. <S> Many larger companies actually have well-funded programs for this specific purpose. <S> I would suggest you frame the discussion around this purpose and use that to gain your manager's support. <S> Politically, that will serve you better than bringing up any issues you're currently experiencing.
| Assuming you have Manager A blessing, contact Manager B and tell him that he can initiate the transfer.
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Being a freelancer in an office I've always thought a freelancer had the right to choose when ever to work, where to work and how long to work for, as long as deadlines are met. Or so I thought. Recently, I've noticed a trend at offices I've worked (I've been working in office for freelancing roles as a UX Designer). People get unhappy when I work, or when I leave early. Note , I don't leave when there meetings, or if there is anything due of that day. I leave within reason , such as, I've finished work for the day, and I have nothing else to do, and I've also fulfilled the minimum 8 hours that is "required of me". For instance, recently, my manager has told me he was unhappy with me coming in early and leaving early (still doing the 8 hour minimum) because he wants more time with me. Even though I understand that, I rarely see him until later on in the day, and even then, I only talk to him a once or twice due to the amount of things he has to do. So I did tell him I work more efficiently in the mornings and am trying to avoid rush hour. Were my notions of what a freelancer can and cannot do correct? Can I work whenever, where ever, however I want and any times I want, within reason (i.e. due dates of client)? <Q> Were my notions of what a freelancer can and cannot do correct? <S> Can I work whenever I want and any times I want, within reason (i.e. what the client wants)? <S> The term "freelancer" is yet another of those squishy business terms that means only what you want it to mean and nothing more. <S> In my experience, in my part of the world, in a software environment, a "freelancer" is someone who contracts for jobs, without going through an agency. <S> She is basically "a company of one", but is still bound by whatever contract she signs, for the duration of that contract. <S> Often that contract requires working in an office, and working a specified number of hours per day/week, under the direction of a manager or supervisor. <S> That is certainly achievable. <S> It sounds as though you and your manager haven't come to a common understanding regarding the terms of your contract. <S> His statement of "he wants more time with me" is a clue to that. <S> You should work with him to rectify that situation immediately. <S> He may be confused, and is expecting something different from a UX Designer. <S> Regardless, you want the people writing your paycheck to be happy with your work, or you may want to work elsewhere. <S> (Note, a "freelance writer" often has a different set of expectations - perhaps that's where the confusion arises.) <A> You have a perception issue, and you resolve the perception issue by performing a bit of perception engineering. <S> The perception issue is that you are slacking because you are not putting in the full workday - the perception is based on the (false) premise that you work exclusively for them. <S> Your bit of perception engineering: stand up, let them know that you are off and on your way to another client site - don't disclose the client site - and let them know when you'll be back and tell them that they can keep in touch with you in the meantime. <S> As a matter of professional courtesy, you should always let the people in the office know when you are in and when you are leaving anyway - that applies to the full-time employees, too. <S> If your manager wants you to stay longer and you have nothing to do for him and he is paying you for your time <S> - hey, why fight it? <S> Stay on, do work for some other client of yours and bill that client, too. <S> I've had cases where nobody knew the dude had gone home because he picked up and left without saying a word and the receptionists didn't know because one of them was on a bathroom break and the other had left her station to pick up a couple of files in the other room. <S> Not cool. <A> As a freelancer, you are an independent business person. <S> You're in business to serve your customers' needs. <S> Your present customer is this supervisor who is asking for more face time with you. <S> You may, of course, choose to find another customer who makes different demands upon your time. <S> But, if you want to keep this customer, you would be very wise to choose to be present in the customer's office when the customer says he needs you there. <S> Yes, it's your choice. <S> But it's the customer's choice to get another freelancer. <S> If you're not meeting the customer's stated needs he will stop doing business with you. <S> He doesn't even have to fire you. <S> Seriously, if you approach this kind of customer-satisfaction issue from a stance of what rights you have, you will have a very hard time in business. <S> If you approach it from a stance of customer satisfaction, you'll be fine. <A> I would suggest setting out a defined schedule with this client. <S> It seems to me that your manager feels he doesn't know when you'll be leaving. <S> Say that you want to come up with a schedule that fits their needs. <S> Yes, you're a freelance, but you work with people. <S> If you are going into an office, you need to work with the people in that office. <S> It's not always about working your 8 hours and leaving. <S> I'm assuming you are part of a team while you are there. <S> I'd also suggest, after coming up with a schedule, when you get in, send out a quick <S> "I'm in the office until [insert_time]pm today. <S> " This way you're not letting ppl know as you're walking out the door when they might already be busy that you're heading out.
| Sit down with your manager and let him know that as a freelance, you don't just work for them (if that's true) but you want to make sure that you are working well for them. If you want to be the type of "freelancer" that can choose when ever to work, where to work and how long to work for, as long as deadlines are met, then you need to sign a contract stating those terms.
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How can I handle a situation where my manager is verbally abusing someone else? We are a small team who performs software development and support services for other teams within the organization. My manager is the leader of this team. One of our "clients", another team lead in the organization, was in a meeting with my manager and I. A disagreement in the meeting escalated to where I was asked to leave the room and my manager began "chewing out" the other team lead, yelling loud enough for the entire office to hear. What is the best course of action to intervene to assist the recipient of verbal abuse when my manager is the one performing the abuse? Should one wait for the conflict to play itself out, or try to defuse the situation somehow? <Q> What is the best course of action to intervene to assist the recipient of verbal abuse when my manager is the one performing the abuse? <S> Should one wait for the conflict to play itself out, or try to defuse the situation somehow? <S> I think you handled it correctly. <S> Wait for the conflict/screaming to end. <S> Then talk to your Manager privately once things have quieted down. <S> Your intrusion could be resented by your Manager, who (rightly or wrongly) is handling a situation in a way he deems appropriate. <S> Your intrusion could be resented by your peer, who may be perfectly capable of standing up for himself and doesn't actually need your help. <S> Unless you are careful, you could find yourself getting entangled in the shouting match, diminishing your position. <A> Remove yourself from the vicinity of the abuse, and report the offending action to HR. <S> First and foremost you should ensure that you don't become the target of the abuse. <S> Interrupting, or "speaking up" to assist only puts you between the two parties. <S> If you do that, you could (surprisingly) become the target of both individuals. <S> Second, you need to locate someone with experience and training to deal with intense conflict management. <S> Your HR department should have someone available who can calm the situation down. <S> The up-side to getting them involved is if there are any personnel actions to take as a result of the abuse, they are the exact right people to do the action. <S> Remember, a lot of frustration, anger and conflict happen and mount-up before someone loses their cool in the manner that you stated. <S> If this person is a manager, by losing their cool and screaming at their peer, it completely destroys their base of authority with anyone other than the folks who report to them. <S> This is well known to managers, and if the frustration rose to that level, it is not something you want to deal with. <A> Keep it cool. <S> The only thing that's worse than hearing yelling is getting yelled at. <S> You can help everybody by being a disinterested, impartial, credible witness and by keeping a cool head. <S> Keep track of the date, time and place of the incident, in case anyone is investigating it. <S> So far as diffusing the situation is concerned, by the time you were asked/told to leave the room, it was too late to defuse anything. <S> The time to defuse was during the buildup of the tensions, but be cognizant that much of the buildup of the tensions may have occurred before the meeting took place. <S> Be very careful about playing peace maker: a lot of people who suffered horrible deaths throughout history were peace makers and opposing sides have often enough a penchant for uniting temporarily just for the purpose of beating the daylights out of peace makers :) <S> As @JoeStrazzere mentioned, intervene only if one of the parties is about to suffer physical harm. <S> And intervene if one of the parties is suffering physical harm. <S> Intervention may be as simple as firmly refusing to leave when asked/told to leave or rushing back into the room if your hear a commotion. <S> At which point, you should take firm control of the situation and if you have to order your boss to go to a corner, have no compunction about doing it. <S> This is not the time to worry about the niceties of corporate etiquette or deference to rank.
| Unless you are in HR, or you are the Manager of one of the participants, or there is obvious imminent physical violence about to take place, then stay out of the fray. Jumping in to attempt to defuse the situation has several perils: You aren't the manager of either party, so it's not really your role to play the go-between.
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Negative reference from former employer I resigned without notice from a job of 10 months recently due to questionable billing practices through Medicare for services not rendered. They were suddenly under investigation by the OIG/FBI and I was concerned for my professional license. I even put in a deposition as a witness to the prosecution. Believe me, when you go down to FBI headquarters and spend 4 hours talking to agents and attorneys it's extremely stressful. When a new employer sent them a survey on my work performance they checked off negative responses and stated I was not eligible for rehire. I had three formal performance reviews in my time there that were all excellent. My new employer heard my side of the story at the initial interview but refused to call my immediate supervisor from that place for a work reference that would have been highly positive. She let me go a few weeks later before my probation was up by saying I used her computers for personal use (internet use during slow times). I didn't even have an opportunity to discuss the situation and simply left. What now? I did not give them permission to contact that employer for obvious reasons (they weren't too thrilled to have me leave all of a sudden). I don't want future businesses getting the same information back. <Q> They went through the effort of hiring you, but decided not to keep you after the probation. <S> Rather they were unimpressed with your performance during the probation period and made a calculated decision that they don't want you for whatever reason that they are unlikely to share with you. <S> I would be hesitant to keep an employee who idles during "slow times" instead of being proactive and searching for activities that bring the company forward. <S> Alternatively they may no longer have a need for the position <S> (if there were slow times during the probation period, this is actually quite likely), or never wanted a person, but needed to go through the hiring process for HR reasons. <S> There isn't anything you should be looking to do with this company (except perhaps checking to see if they are hiring for that position again) <S> - it's unfortunate, but you simply need to start searching elsewhere, and do some thinking as to why they wouldn't want you after they already cleared the major effort for hiring - keeping a person on probation <S> is a lot less work than hiring a new person, so there really should be a reason for that. <A> You say this: My new employer heard my side of the story at the initial interview but refused to call my immediate supervisor from that place for a work reference that would have been highly positive. <S> This sounds reasonable & good. <S> They gave you a chance based on your honesty as well as clarity. <S> Now you say this; emphasis mine: <S> She let me go a few weeks later before my probation was up by saying I used her computers for personal use (Internet use during slow times). <S> I didn't even have an opportunity to discuss the situation and simply left. <S> Now, using a work computer for personal reasons might be a tenuous reason, but is it valid? <S> Because in my mind it seems like you are trying to justify their dismissal of you during your probation period because of what happened at your previous position. <S> It’s unclear what the full picture is, <S> but my gut says you simply have been dealt two bad hands at employers at a time. <S> With a situation in the first employer that seems to be 100% not your fault. <S> And a situation with the second that might be caused by you, but again no clear picture. <S> My advice? <S> 10 months at one bad job and 2 weeks at another adds up to not much. <S> If there is a way you can minimize the impact of that first job go for it. <S> Don’t deny working for them, but basically tell any new potential employer the full deal. <S> But I would recommend not having any future employers contact the past employer. <S> But you mention the FBI, right? <S> Do you have a contact there? <S> Because my tact would be, “I worked for this place for 10 months. <S> Then I resigned for reasons connected to an FBI investigation. <S> I didn’t do anything wrong. <S> If you wish to verify, please contact this FBI agent to vouch for me. <S> I realize this might be unusual, but please realize that I’m being completely honest here & would like to work for your organization.” <S> The key is that your employment history should state you worked for one place for 10 months, but your reference should be that of an FBI agent or someone similar who is not connected to that past company but can completely vouch for your situation. <A> Maybe you performed poorly at this recent job and it is also possible they combined your performance with the risk of keeping a "whistle blower." <S> You can decide if you want to include such a short-term job on your resume or lie and tell future employers you've been looking for work since the trial. <S> Hopefully, you can find a job and get enough experience to put this in your past. <S> Beware, in some professions, the word gets around more than you think, so you could have a stigma because of the trial. <S> This may force you to look into another profession that is closely related or in a different location.
| This is unlikely to be the result of anything relating to your prior job - they simply wouldn't have hired you if it was.
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If a potential employer's name is unisex, should I guess a title (Mr./Ms.) or use their first name? A while back it was asked if a title (e.g. Mr./Ms.) should be used when e-mailing a prospective employer . The accepted answer stated that, at least in the United States, it's best to err on the side of conservatism and use a title until you get a feel for whether or not the are okay with you addressing them by their first name. This is all well and good, but what happens if you can't determine if the prospective employer is a man or woman because their name is unisex? For instance, imagine getting a followup e-mail from "Sam Doe". The name "Sam" can be short for either the masculine "Samuel" or the feminine "Samantha". As such, I don't know if "Sam" is a man or a woman (and because this is an e-mail, the name is all I have), thus I would not know whether I should address them as Mr. Doe or Ms. Doe. How should I address this person in a reply? Should I guess the gender of the person and use a title (e.g. addressing them as Mr. Doe and hoping that they will correct me if the person is a woman) or should I just not use a title and address them by their first name until I know? For the sake of simplicity, let's assume that this is in the United States and that the person is either a man who is alright being called "Mr." or a woman is who alright being called "Ms.", thus the only issue is the fact that their name doesn't indicate which of the two they are. <Q> My first inclination would be to look on-line and see if there is some on-line presence that can tell me a gender like LinkedIn, Facebook or other sites where someone may have this information listed or a photo that enables me to have some confidence to make a guess given the other assumptions in this. <S> If that research doesn't provide me anything useful, then I would likely go with the first name and hope this is acceptable though this is a backup plan as lots of professionals will have on-line profiles that I could view. <A> If I don't know, I always indicate that by using both terms. <S> Anything like: <S> Dear Mr., Mrs. SoAndSo <S> Dear Mr./Mrs. <S> SoAndSo <S> Dear Sir or Madam (if not using the name is OK) <S> Geachte meneer, mevrouw Jansen (Dutch) <S> This also gives a subtle hint that their gender is not clear in their correspondence. <S> I have been told by people more 'literate' than I am ;-) that using the comma is better than the slash (looks too 'technical'). <S> AFAIK <S> This may differ between countries/regions. <S> Better to indicate you're not sure, than using the wrong title, which some people may not like. <S> [Note that this is a variation on using Ms./Mrs. <S> when in doubt] <A> In this case, that means not using a gender-specific honorific, as most people are understandably ... "attached" to being referred by the gender pronoun they prefer. <S> Men generally don't like being referred to as women, women generally don't like being referred to as men, and almost no one likes the implication that their gender identity is unclear. <S> So, in this case, you can basically either not use a salutation, or use a salutation wihtout an honorific when addressing this person until you know their gender. <S> Your other options, like using "Sir or Madam" or "Mr./Mrs." make you sound like a form letter, or run the risk of referencing the person using the wrong gender, and therefore, ought to be avoided. <S> My choice would probably be to start the email out a brief sentence that makes no reference to the person's name (such as "Thank you so much for your time...") which I would use as or in place of a salutation, or use their first and last names and no honorific in or as a salutation (such as "Dear Sam Doe" or just "Sam Doe"). <A> I would suggest starting with "Good morning." or "Good afternoon." <S> If you are not on "personal" terms with this person, yet (meaning you've agreed to use first names), then you still want to maintain some formality in your communications. <S> Those are certainly acceptable greetings, and they don't require you do know the gender or specific honorifics (Dr., The Honorable, etc.) <S> the person may have. <S> I don't agree that email is "always" informal. <S> Email can certainly be used that way between friends and close colleagues, but in my opinion , Instant Messaging should be used for non-formal communications. <S> Email is the modern-day equivalent of the business letter, and should be formatted as such. <S> Once you've demonstrated a lack of respect towards someone, it can take a lifetime to recover. <A> There are several possibilities, for example <S> Dear Ms. Doe or Dear Mr. Doe: or <S> Dear Sir or Madam: <S> Note <S> : Maybe you want to omit the colons after the salutation. <S> As far as I know the colons are used in American English. <S> They are not used in British English. <S> Depending on the purpose of the email or letter and whether you really care about knowing how to correctly address this person, you could give this person a short call to clarify this before writing the letter. <S> This would leave a good impression if the email/letter is for example about a job application. <S> add a postscript to your email/letter to ask for clarification, for example: PS Would you be so kind and tell me how I should address you correctly in future emails [or letters]? <S> Thank you. <A> The best option, if you're unable to find this information online, is to ring up the company to find out, just like you would when finding out the name of the person to send your job application to. <S> I would say something along these lines: <S> Hello, I am applying for a job with your company. <S> My application should be sent to Sam Doe, would you be able to tell me if I should address them as Mr Doe, Ms Doe, or something else? <S> Assuming the person who answers the phone isn't the person you'll be emailing, they would (in most cases) be happy to give you this information. <S> An alternative approach would be to ask to speak to the relevant person about the job. <S> This will obviously tell you what their gender is, but it has the added benefit of showing that you are genuinely interested in the role. <A> Be cautious in using this, but Mx. <S> (pronounced mux or mix) has been used by <S> some as a gender neutral title, unlike Mr./Mrs. <S> which generally excludes nonbinary people. <S> With this, you could start your letter Dear Mx. <S> Smith, Be very careful when using this, though. <S> It's very rare and could easily look like a thoughtless typo. <S> Other gender-neutral titles can be found here .
| Familiarity (use of first name) is a courtesy extended once mutual respect has been established. The best approach is to not risk offending the person.
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Being a college dropout how can I explain my two internship to HR? I dropped out of college earlier in my first semester. I later applied to a internship using that college ID card which I successfully completed. This year I again enrolled in a cheap course to get a college ID card (legally). I am planning to get some internship experience in upcoming months. I am also planning of getting a real full time job after few more months of completing internship. So my situation is I am a college dropout who completed two internships in two consecutive years with being a student actually but legally a student. So how can I explain this to a prospective employer? Should I tell me honestly that I applied to some graduation course each year to have internship? Although I haven't done anything illegal but still I am worried this can have negative impact on me? Or should I don't mention the internship experience in my CV or should I do something else? <Q> I've interviewed plenty of people in the past, and what I cared about was about your experience and what you can do, not really caring too much <S> how you got the job. <S> If they do care or feel they need more detail, they'll doubtless ask at the interview. <S> So long as you aren't trying to pretend you completed uni courses, I'd be surprised if you had any problems. <S> * <S> *this is my perspective as a UK resident. <S> YMMV in other countries. <A> Internships are not limited to students. <S> I changed career from Chef to Software Development. <S> My first job(before <S> I returned to school) <S> was technically an 'intern' position. <S> Intern positions(note <S> I am only really talking about paid internships) <S> typically are the bare-bones, entryiest entry-level jobs in a particular field. <S> There're there so that people who want/need/lack experience in a field can get their feet wet, so to speak, without high expectations of previous knowledge. <S> To this end internships are incredibly useful for almost any student or individual who wants to get real world experience in a field. <S> Why did I type all of that? <S> Because that's how you should be pitching these internships on your own resume. <S> You are an individual who wanted to gain more experience and knowledge in the field of your choice. <S> In order to do so you take courses that interest you as they come up at a local university <S> AND you've taken several internships. <S> You are now confident that you are ready to take the next step in moving up and into that field. <S> BOOM. <S> Pure interview gold, right there. <S> You are viewing your internships and school choices as a huge detriment and something to try and step around. <S> I think you will find yourself to be more successful if you embrace it. <A> Depending on your prospective employer's personal stances this could negatively effect your chances of getting the job, but it's still best to be honest accepting this might be the case. <S> That said, just say you worked the jobs an the CV <S> and not how you got them, it's also worth saying you're no longer a student, or you aren't actively pursuing a degree... <S> Now the negative part... <S> For me personally I wouldn't hire you hearing this, but partly because I'm a strong advocate of people getting a degree and internships are often how degree holding individuals jump start their careers that they started late due to the time they commit to college. <S> Many businesses offer internships both as a charity to people getting educations to encourage formal education as well as in many cases a tax write benefit. <S> Technically you're being a student but not a student goes against the why they are doing this AND might not actually qualify as a tax write off for them. <S> (which means your grey area here might be causing them to break the law unknowingly) <S> So to me you've conned the system as well as these people good intentions, but as a manager, I also realize this is purely an opinion on my part, and not reflective of the actual benefit you'd bring my company... <S> So I wouldn't cut you off the roster for that, but you'd probably have an uphill battle. <S> (But I'm a stubborn and opinionated person who is very passionate about education, so I'm probably the exception here)
| List the internships on your CV like you would any other job, truthfully listing the correct job title.
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Company is going to relocate and my commute will double Even more than double taking into account very busy highway near a big city. I'm considering to resign, but I don't want to find myself without unemployment insurance. However I'm not sure about resigning yet - may be the commute won't be that bad. So, what are my rights and company obligations in this case? <Q> My answer is United States centric. <S> In general, companies expect you to move or quit when they relocate. <S> If the move is outside the reasonable commuting area, they generally offer some sort of layoff package. <S> (I am talking here about major moves such as from Boston, MA to Altanta, GA where no daily commute is possible.) <S> However, an hour away may be considered inside the reasonable commuting area and it is likely no package will be offered. <S> I do not think there is any reason why they would be required to offer you anything. <S> I have worked in plenty of companies that moved and only if it was several hundred miles away was a package offered if people did not want to make the new commute. <S> So likely I would count on there being only two options, make the commute or find another job. <S> It is most likely in your best interests to make the commute in the short-term while you look for another job. <S> That could make the long commute more palatable. <S> We have employees who were in such a situation when we bought their company and they were offered to work from home <S> so they didn't have to commute for an hour and a half. <S> And of course the final option is to move closer to the new office. <A> Not sure you have any legal grounds here <S> nor would I be qualified to tell you either way. <S> You could use this as an opportunity to ask to work remotely (some or full time). <S> Even if companies don't do this normally, you could be a good test. <S> Sometimes it is the risk of losing a current employee that makes them consider this option. <S> I've done this several times when I relocated away from the company. <S> If you've been there for a few years and are considered a key employee, your odds are better. <S> Otherwise, I think you should look for another job and suck up the commute in the mean time. <S> I don't think you should quit. <A> Before you do anything rash, evaluate your choices and carefully pick what's best for you. <S> In your evaluation you consider that moving is inconvenient, a long commute is inconvenient, finding a new job is inconvenient, and being without a job is very inconvenient. <S> You also need to check that this move isn't just a ruse to make employees quit before a company is going to be shut down, although that would be more likely with a much further move. <S> I'd expect the company to lose some employees, so your position will be stronger, so if you are willing to change companies you could at least try to extract a raise or working some days from home from that change. <S> (If you were not willing to change companies it would be worth a try as well). <S> If you are successful, that might fix your problem. <S> If that doesn't work, resigning is obviously the wrong thing to do. <S> The right thing to do is actively looking for a new job, and giving your notice when you signed a contract with the new company. <S> You might think about not keeping your job search secret, because you could try to extract a raise or some days working from home (see above). <S> Usually you wouldn't tell your company that you are looking for a new job, but in this case it should be obvious to everyone that you are not at all unhappy with your job, but you just want some compensation for the longer commute. <S> Moving usually involves considerable cost and inconvenience. <S> I'd only consider that if moving actually improves your living conditions (for example you can move to a nicer location, or it is closer to your spouse's workplace as well), and if I were either convinced that the job at the new location is safe, or if there are other well-paying jobs in the new area. <S> PS. <S> Asking for flexible hours, as others suggested, can be very effective. <S> Depending on traffic, working 8 to 5 might mean two hours commute each way, while working 10 to 7 might take less than an hour. <S> It's an example where an employer can give tons of benefits to the employee at very little or zero cost; the way how the employer reacts to that suggestion would also tell you something about the company that could guide other decisions. <A> It sounds like you are in the US as you question unemployment insurance. <S> Companies can move. <S> They have no obligation to their employees with regard to commute time. <S> Unemployment varies state to state. <S> Some states are more lenient than others, but if you resign what the state considers is a perfectly good job <S> , you are probably reducing your chances of getting unemployment insurance. <S> Have you considered moving?
| Often you can get out of a lease if your workplace has moved. Another option, depending on your position, could be to ask to be allowed to work from home all the time or even one-two days a week.
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What tense should I use for current job duties on my resume? I am searching for a more stable job but I have not left my current position yet. In my resume, I have listed duties in my former jobs in past tense, but that seems awkward for things I am currently doing. However, I'm concerned that it looks non-standard if I switch tenses partway through. Should my resume list responsibilities for my current job in the current tense ( building, creating ) or in the past tense ( built, created ) like all the other entries? What if I'm currently working on a large project that I haven't finished? Does that change the correct answer? Examples (all information is made-up) Secretary Last month to Present Transcribing emails Tracking client information Wal-Mart Employee Long time ago to Sooner Carried heavy boxes Engaged with customers Or Secretary Last month to Present Transcribed emails Tracked client information Wal-Mart Employee Long time ago to Sooner Carried heavy boxes Engaged with customers <Q> The answer is "yes". <S> If you're citing things you are currently working on, that would be present tense, or past-continuing-into-present (I forget the proper term -- past imperfect?) <S> such as "have spent the past year developing...." <A> Really it matters less whether you use past or present tense than if you are consistent in your use of the same tense. <S> As an advertisement for your services, a resume is just a document that highlights things about you, such as your attention to detail. <S> The old advice about "always use past tense" is more about looking consistent and "style guide correct" than anything else. <S> If only to show your new employer that you are already in the mindset of working for them, I would suggest being consistent in the past tense- but only to the extent that it seems natural. <S> I doubt anyone reading the resume will even notice what you do there. <A> As you can see in my comment on your question, I would naturally write every activity at present: <S> Carrying wine boxes Engaging with customers <S> So all your jobs are described consistently. <S> These phrases describe activities. <S> They do not mean you are doing the tasks right now.
| If you're citing things you have accomplished, that would be past tense.
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How to convert to a work-from-home position I've been at my current employer for just about 2 weeks shy of 1 year. At first, I was in the office 5 days per week but as winter rolled around many of us started working from home with the bad weather. Spring and summer came and most of us kept with the new-found perk of working from home. Most of my team usually only goes into the office once, maybe twice per week. We usually just go in just for the sake of physically seeing each other, or if we have a meeting to attend. The latter is less important because our actual boss, and more senior half of our team works in a completely different state. So any meetings we have are just updates about our building, or status reports to a general manager for our department but this person is in no way responsible for delegating tasks to us or anything. Lately, I've been growing less content with where I live in regards to the particular region and quite frankly I miss all my old friends and family. Moving here was sort of a "social experiment" to try and move away from home and what not. So, how can I bring this up with my employer? For what it's worth, I'm a contract employee (most of us are, actually) on a rolling 6-month contract and I recently just got another extension. My actual boss has let me travel home for a week on two separate occasions to work remotely, already. TL;DR I work from home 3 or 4 days per week and have no significant reason to go into the office. How can I, as a contract employee, try to discuss the option of permanently working remotely and moving ~500 miles back home? <Q> How can I, as a contract employee, try to discuss the option of permanently working remotely and moving ~500 miles back home? <S> There are no real options here. <S> There's only one way - simply talk with your manager and ask if you can permanently work remotely. <S> Find a quiet time to talk individually with your manager. <S> Explain your circumstances, and ask for what you want. <S> If your work has been great so far, if you have built up sufficient trust over the past year, and if company guidelines/practices permit this arrangement, then your manager will likely say "Yes". <S> What are your options anyway? <S> Would you decide not to move home, if your current manager required you to be in the office 1-2 days per week? <S> Or would you just find a new contract either nearer to your home, or where you were permitted to work remotely on a more permanent basis? <A> I've seen experienced employees go remote several times in the past. <S> Different companies have different policies on it, but basically a discussion with the boss involves "I need to move to location X. <S> I want to continue to work at this company, but to do so <S> I will need to become a remote worker. <S> Would that be possible?" <S> Usually it's good if you've got a real reason you need to move <S> (spouse gets a new job or goes to school is common). <S> The problem is if they say "no" then you've got to be ready to find another job. <S> You can try a lighter touch just to see if it's possible without risking your job, but this is the pattern I've seen work. <A> You may want to be careful if they feel you're giving an ultimatum: Let me move far away and work remotely <S> or I'll quit. <S> I've done this before. <S> I told them I was moving, my boss didn't want to have to replace me, so I asked them to consider letting me work remotely. <S> The biggest concern the company had was how long it would take before I found another job. <S> They made me sign a contract to finish the year, and here I was worried they would soon want to get rid of me. <S> Three years later, I'm still working for them. <S> Depending on your situation, they may feel there are some extra expenses if they need you to fly back. <S> There have been situations where I had to take a pay cut to work remotely because of this. <S> You may have to negotiate some things: salary, benefits, expected hours (time differences), etc. <A> The company might want everyone to come into the office from time to time. <S> For whatever reasons, and they might not be convinced otherwise. <S> If that is the case, and depending on the distance, being there three days every three weeks might be much more convenient than say every monday. <S> If the distance isn't too far, one long drive or a flight <S> every three weeks and two nights in a hotel might be acceptable to you. <S> Obviously depends on the distance, traffic etc. <S> On the other hand, if they don't need someone at the office at all, the company can save money by removing your desk, moving to smaller premises (or hiring more employees without moving to larger premises), so that could be a useful argument for you. <S> And there is plenty of software that can be used for employees to virtually talk to each other, as long as you have a good internet connection at home.
| Talk to your boss and listen carefully to his concerns or what he thinks his supervisor's/company's concerns may be. Having already worked remotely 3-4 days per week gives you a demonstrable remote work history to help your manager decide.
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Removing smell of paint in the office My room at work is currently being redecorated (repainted, new carpet and desks). We are about to move back in and the place stinks of paint. How can I get rid of the smell, are there any office plants that could help remove the smell faster? I'm in the UK if that helps. <Q> The paint fumes are unlikely to be toxic (I hope!) <S> - but it would be worth carrying out a Health and Safety check just to make sure. <S> In extreme cases, paint fumes in enclosed spaces can kill. <S> The best way to get rid of smells is not to cover them up. <S> We're at the tail end of summer now, so I would suggest keeping your windows open for as long as the weather remains mild. <S> Improve the ventilation, have someone in looking after the building over the weekend while you air it out. <A> The "spider plant" ( Chlorophytum comosum) is a very useful office plant. <S> It doesn't take much maintenance, and it reduces indoor pollution (especially formaldehyde). <S> It might help. <A> How about asking if there is an option to work from home for a few days while the smell dissipates and the building airs out or working from another room at the office building? <S> If the fumes are particularly strong, it's not always practical to expect an employee to be productive with distractions (depends on the line of work - I expect painters to be productive even with the smell...)
| Apart from that, placing glasses of vinegar will also help dissipate the smell, provided you don't mind the smell of vinegar... And get some plants to cheer up your employees :-)
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Cleaning lady may have taken fruit from my work desk Yesterday in my office was weekly fruit day. As always, I took a few, and did not eat them all. I left two on my work table. The fruit were in perfectly good condition, and I have done this more than a few times. Today I came to work and realised that the fruit was missing. I left work late and about the same time, the cleaning lady started. Because of that fact, I suspect that that this is her doing. She has worked there for at least 3 months or at least, that is how far back I remember her. I actually don't know what to do in this kind of situation. I know that cleaning personnel can't take anything from work tables, as the manager told me that cleaning staff are informed that they can't even rearrange the tables. I have a few options in my mind: I could go talk to a manager about this, but I am worried that maybe she has never done this before and was really hungry. I don't mind, but she could have left a note, maybe. It could also be that she is doing this, but constantly changing which work tables she takes them from, and everyone feels the same as me, that it should be reported. Maybe that she can't tell difference between old and fresh fruit, which is bad too. I am pretty confused, because I don't want to get her fired if the reason was the first one. I am not comfortable talking to her personally because that could get me in trouble - if it was not her, she could raise some problems for me for accusing her of stealing. What actions can I take? <Q> From my perspective, going to your manager about this would show a serious lack of ability to solve your own problems. <S> Here's an idea <S> - ask her what happened to the fruit. <S> Just say, "Hey, I had some fruit here yesterday, but don't see it today <S> , did you by any chance throw it out thinking it was bad?" <S> If the answer is, "yes" then just say - "OK, no big deal, but in the future please leave it alone - I'll throw it in the trash if I see it's going bad". <S> Or here's an even simpler idea just put the fruit in your desk drawer overnight. <S> I don't know why you're assuming it's the cleaning lady - <S> that seems presumptuous, but maybe you have more experience with her than you've conveyed. <S> Maybe one of your fellow employees picked it up because they wanted an apple and knew you could get a fresh one the next week anyway since it's free. <A> To be honest I think you may be slightly over-reacting here. <S> First of all, as far as I understand you don't actually know that the cleaning lady took the fruit. <S> Secondly, even if she did, you have to consider her intentions for removing the fruit. <S> Generally cleaning staff are instructed not to move papers or touch keyboards, etc. <S> but they will often remove empty water glasses/mugs, food trays, etc. <S> So it may be the case that she sees your fruit as food waste. <S> (Also if you care so much about the fruit why do you leave them on your table?) <A> If she had taken your stapler, I would suggest you BURN THE WHOLE BUILDING DOWN. <S> On a slightly more serious note, I cannot begin to fathom as to why you care so much about the fruit or why you are so paranoid that the cleaning lady is some crazy fruit stealer. <S> Was this some kind of magical fruit? <S> Is fruit insanely expensive where you live? <S> Is weekly fruit day your only source of food for the week? <S> Is this fruit related to you? <S> Unless the answer is YES to one of the above, just let it go. <S> Talking to a manager will in the worse case get you in trouble for making false accusations and in the best case make your manager think you are incompetent. <S> Not to mention that you can't prove it was her... even if you could, she has an air tight alibi that "the fruit was rotting" (which you can't disprove since the evidence is gone). <S> Don't leave a note... <S> don't talk to the cleaning lady... <S> just let it go. <S> Accept that no matter how much investigation you do, we will probably never know what really happened to the fruit. <A> There were similar issues by “disappearing” food in one of the companies I’ve worked for. <S> The employers have a row with the cleaning personel for not handling fresh food and not fresh food separately (which means, leaving the first where it was). <S> It all ended with leave-no-food policy. <S> It’s a workplace, not a picnic. <S> Even if your company policy allows eating at your desk, you shouldn't leave any food overnight (as well as anything that can smell or rotten or attract insects). <S> You’d spare yourself a lot of stress. <A> As Coburn's comment noted, if she did indeed throw the apple out, it may be that she was 100% in the correct. <S> I have had the unpleasant experience of leaving a perfectly good apple overnight on my desk and come back to see fruit flies all over it. <S> I also had unpleasant experience of seeing roaches on work floors. <S> And rats in the buildings. <S> If you don't want your fruit thrown out, put it into the pantry refrigirator (assuming you have one) or take it home. <S> Or at least leave it in locked ziplock. <S> Your workplace is NOT a vermin feeding station, and I'm sure your coworkers would be happier vermin-less. <A> The easiest thing to do would be to put the fruit in your desk when you leave, as Jared suggested. <S> But if you're really concerned about it you could get in touch with her manager, your manager may not do much, if anything, about it. <S> Her hands are sort of tied as to what could be done since the cleaning staff don't work for her directly ( I'm assuming not). <S> The only thing I could see your manager doing is calling the cleaning company about it, so save her a step and just take matters into your own hands. <S> If it still goes missing at this point and you're unequivocally, 100% sure that she's the one taking the fruit, then <S> and only then do you call her cleaning company about it. <A> It appears that you don't know what happened and are instead making an assumption. <S> It appears from the tone of your question that the fruit was brought in and was free to be taken, and thus you aren't out anything except for being disappointed that the fruit is not there today. <S> For all you know, one of your co-workers may have come in before you did, saw the fruit, and taken it. <S> Before you go to your boss or anyone else you need to have hard evidence, as in "I saw the cleaning lady take X" - not just, "Fruit was there, cleaning lady came, now there's no fruit". <S> Best of luck.
| That said, I don't think it warrants a phone call to her boss at this stage, simply, tape a note on the desk stating that any fruit on the desk will be consumed at some point and should not be tossed in the trash.
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Should I explain that I am quitting because of another coworker? I work for a very small startup software company. Just over a year ago, a close friend of mine joined our team. At the time I was very enthusiastic about working with them, but now after getting to know them in a professional capacity I have learned that the quality of their work is very poor. I have reached a point where this coworker's poor performance is negatively affecting my day to day and makes me very unhappy. I often find myself having to fix their mistakes just to get my own work done, and once became so frustrated that I spoke with our manager about it. My manager assured me that if their work started to affect our bottom line that we would have to make adjustments. No adjustments have been made that I am aware of. Meanwhile, it has become an office joke that if something is broken, or there is a bug on production, it is automatically assumed to be this coworker's fault - and almost always is. I accept that it is a managers job to assess if an employee is good enough for the team. I have begrudgingly accepted that perhaps my team does not desire the same level of quality that I do. I have decided that this is enough of an issue for me that I would like to find other work. I know my manager is going to ask why I am leaving. We are a very small team and have all become good friends. Is it appropriate to say that I am leaving because of a co-workers poor work performance? Is there a tactful, professional, way of saying this? Or would I be better off coming up with a different reason? Could I be grossly mistaken, and am I just being childish about this? <Q> For work or life, the answer to the question is "Put blame on the situation, not the person". <S> You have cited the reason clearly, that you are unable to work freely with the amount of errors that you need to edit. <S> Who causes the error is for management to decide. <S> And since all in your organisation, even jokingly, blame that poor fellow, you have a free case, let the management use their imagination. <S> Do explain the situation, and then quit. <A> With all due respect, you are trying to treat the symptoms than the disease. <S> Additionally, the effectiveness of your treatment is questionable. <S> Finding another job because of one of your coworker's poor work might help you escape from your current problem. <S> However, what if you end up with even worse coworkers at your new place? <S> A better approach might be to figure out why the coworker is performing poorly, and work with him and your manager to fix that . <S> If he doesn't like the work, see if your manager can assign him some other work more suited to his tastes. <S> If the commute is tiring him, figure out if he can move closer, or if he can be offered more flexible timings. <S> I would look at it as a great opportunity to demonstrate your leadership. <S> Take it up as a challenge to make your coworker productive, and if everything you tried fails, then quit. <S> That way, you and your manager know that you tried fixing the problem rather than just assign blame and escape. <S> Moreover, you don't need to figure out a "professional, tactful way" of stating your reason, because your manager already knows. <S> The IT industry is a small world. <S> You never know, 3 years later, you might quit your next job and land up with the same manager (or the coworker!) <S> at the third job. <S> Leaving with a good impression would certainly do you no harm. <A> So you have a co-worker who doesn't care about the quality of their work. <S> That co-worker probably doesn't care that you are leaving because of them and thinks you are stupid and it serves you right if you do. <S> Why wouldn't you concentrate your efforts on getting rid of the co-worker if you don't want to work at the same company? <S> Your manager already told you how to do it: <S> Demonstrate how it affects the bottom line of your company. <S> Take a stopwatch and every day add up the time that you spent fixing problems caused by that co-worker instead of doing your own work, then inform your manager with the results once a week. <S> You could of course first tell your manager that you thought about leaving, but then decided it would be better to fix the problem. <A> Of course the bottom-line isn't affected, you're doing the work for two people. <S> Personally, I would stop doing it, so the problem can get addressed appropriately. <S> A lot of this can be affected by how much of a recommendation you made for this person. <S> If you wanted to hire him, maybe it is expected that you clean up after him. <S> In that case, I think everyone should know why you're leaving. <A> I don't think this is the best solution, it is pretty rare that a team becomes good friends as you stated. <S> I have worked on a friendly team, and productivity mostly is higher than expected, especially if everyone likes what they are doing. <S> In your case I see that there is clearly a weak link. <S> In this kind of situations especially if it is a startup that is really weak from person to quite because someone is worse than everyone else. <S> Think about this, if you leave than this startup can crumble because of this. <S> If you are good and you leave you leave them without a really good workforce and leave them with this weak link. <S> I have seen when this becomes the reason why startups fail. <S> I think the best solution would be to talk about manager if you could or other could suggest a training course for this coworker, not because he is bad, because you feel that he is not stepping up and everyone want that all are on the same level. <S> You can even gain from this as manager will now see that you can step up and help others, that is a property of leader. <S> You can use this if you later want a raise or promotion. <S> It is a good quality in life if you solve your problems not run away from them. <A> Is it appropriate to say that I am leaving because of a co-workers poor work <S> performance?Is there <S> a tactful, professional, way of saying this? <S> I would not mention names, I would mention that the team/department/organization/etc... isn't meeting your expectations of quality and improvement. <S> Leave names out, the manager should be able to figure out who/what you're referring to if you've had conversations in the past. <S> If pressed mention incidents that should/could have been prevented. <S> If the manager wishes to follow up(about the incidents) later than that's their call, and they can look into it and draw their own conclusions. <S> Only mention names as an absolute last resort. <S> Or would I be better off coming up with a different reason? <S> I'm going with honesty on this one. <S> Just say quality is not meeting your personal expectations and you're not seeing any improvement on the team. <S> Could I be grossly mistaken, and am I just being childish about this? <S> Only you can answer that one. <S> During your conversation try to keep the emotions out of it, and stick to facts. <S> Avoid pointing the finger in any sort of blame game.
| You need to make it clear to the manager, that you do not want to have to do this person's work and/or fix their problems. Let him know you can't keep this up.
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Following up with references after an interview Before a recent interview, I asked a few former colleagues if they would be willing to be a reference for me. The interviewer hadn't requested me to bring them, but I thought it would be good to be prepared. The interview went well, and I was never asked for references so I did not offer them. My question is, should I follow up with my references to let them know how the interview went, and tell them that I did not end up sharing their information? Also, is it appropriate to ask if they are willing to continue being references indefinitely until I complete my job search? <Q> Reusing references As others have said when you ask me to be your reference I'll be a reference for other opportunities than the immediate one unless I specifically say otherwise. <S> You do not need to ask again unless you feel a specific case might make them uncomfortable. <S> (IE let's say they HATE what Company X has done to the gaming market... <S> and you're applying to Company X) <S> Notifying your reference <S> It's considered respectful to let your reference know in advance <S> anytime you expect someone might call them. <S> Now, there is some caveats here. <S> (That way they aren't caught by surprise and can do what they are prepared generally speaking) <S> If you are pursuing a specific job you should call your reference and give them what details might help them help you. <S> If the company you're pursuing is hiring you leading a project <S> let your reference know you'll be expected to lead a project. <S> Then your reference can focus their details on your management, leadership skills, and attention to details. <S> Updating your references References probably don't want you to constantly let them know the out come of every little job pursuit. <S> (Unless your friends who like to talk about that sort of thing) <S> That said, it's to wait until you land a job or stop looking than contact them only once to thank them. <S> Don't abuse references <S> Reference abuse is mostly when you know in advance you're going to do something your reference wouldn't be happy about. <S> Job flipping, needless name dropping, ect. <S> Your reference is someone helping you out, if you act unprofessionally it can make them look bad for referring you. <S> This is one of the few ways to get a reference to demand you stop using them. <A> Customary practice with respect to references is "ask once, get many times <S> " All your references understand that they may be asked many times - I'd be supremely annoyed with you if you kept repeating the request for me to be your reference - it would sound like some form of nagging to me. <S> Ask your references once, and have faith that they'll come through for you time and again. <S> Unless, the they get run over by the provierbial bus, that is :) <S> And no. <S> You don't need to tell your references how well your interviews went - <S> interviews usually go well - unless you also want to tell your references that you didn't get the job, too. <S> Your references have other things going on in their professional lives and you don't want to distract them with the latest interview dramas. <S> Considering that you are not the only one they are giving references to, less communication is definitely more. <A> This may vary from culture to culture, but my experience in the US is that you generally only need to talk to your references in two scenarios: <S> When you first ask them to be a reference <S> Give them a heads up if you happen to know that a company will actually be calling them <S> When I am asked to be a reference, I assume that I will be used as a reference many times and not just once.
| You can continue to use a person as a reference until such time they are no longer relevant or they explicitly ask you not to. If you are pursuing several jobs you should probably call the reference just once and let them know they might get a call or two, and what sort of job you're pursuing.
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Giving employer extra notice - Am I entitled to severance if they ask me to leave on the spot? I've been working with the same technology company for a half-decade now. I have developed some solid contacts and professional relationships with my colleagues, and get along with the whole of the office. This office is based in Toronto, Canada, if that helps with the legal considerations of this question. Over the years, I have managed to work my way into a niche role. I am the only person in the office familiar with many aspects of our products, both technical and non-technical. I can say with certainty that it would not be an easy role to fill outright, and would likely end up being split amongst multiple people, with some work requiring a new hire (ie: a specialist) to take over. I plan to go and work for a company that might be considered by some as a competitor, but I will be working with different technology that does not overlap with my current duties, so my existing non-compete agreement would not apply. That being said, is there any harm in offering more than the two weeks of notice my contract demands? I am a full time regular employee, not a contract worker. Also, if I were to give, for example, two month's notice (ie: "Thank you for the opportunity. My final day of employment will be XXXXXXX.", and the company says "Thanks. Please grab your bag. Security will escort you immediately", would my current employer be required to pay severance for the two month period, or just the two weeks my contract requires of me, or maybe even the total amount of severance I have accumulated? If I were to be let go right now, I have accumulated about 7 months of severance pay, as our company has a generous severance package (ie: 2 months plus 1 month pear year worked). My intent is not to goad my employer into paying me extra severance, but rather to give more than the minimum due notice as a sign of good faith, and not leave myself without income for a whole month or two if they decide to be vindictive. They've been really good to me, and I feel I owe them more than the bare minimum, since I know this position is not easy to fill. Although I have no official fiduciary duties written into my contract, a lot of people come to me routinely with questions and requests for help. Thank you in advance for your advice. <Q> This depends on where you are located and it's laws. <S> Speaking from an "At-will" / "right to work" state in the US. <S> If you put in your two week notice I can tell you to pack your bags and you'll only get paid up to the moment I told you to pack your bags. <S> (Unless you're salary, then I have to pay you as if you worked the full day) <S> This means you wouldn't accrue any more severance past the moment I cut you loose. <S> I don't owe you a dime for the two weeks unless you actually work them. <S> In some areas there are laws that require severance if I were to do this for the two weeks, or partial pay for that time. <S> I really doubt though it would extend beyond the required notice period. <A> In Canada, when an employee asks you to leave immediately in circumstances such as this, it's usually the equivalent of "we are going to continue to pay you as if you were working up until your leaving date, but we don't want you to come in to work". <S> it usually happens when there is the potential for you do harm the company in the remaining period (It is usually lawyer-driven and doesn't mean they think you will actually cause them harm, so try not to be upset about it.) <S> In those circumstances you will be paid, and get your benefits, up to your chosen day of departure. <S> Technically they could terminate you on the spot, in which case they would have to pay the usual severance. <S> The termination would be 'without cause'. <S> Termination 'with cause' is extremely hard to prove, unless they actually caught you selling company secrets. <S> One option they might try is to get you to move your notice period up, by giving you some fraction of the money you would have got in that time. <S> The advantage to you is that you can then start earlier at the new company (You are probably prevented from starting at a new company while technically working for the old one, even if they aren't making you actually do anything). <A> Generally, though once you tender a resignation, your company is not obliged to allow you to remain any longer than that stipulated by law and your contract - if your contract (and law) only provides a two week notice period, then they don't have to agree to two months. <S> On the other hand - some places do have a continuity policy, and they may be happy for you to stay on to help with filling your position - only you can judge if your company is one of those. <S> You should not that, two months may seem a long time - <S> but it might not be long enough to get a replacement. <S> We typically advertise for one month before holding interviews, and then we generally have to wait up to a month for the candidate to work out their notice at their previous employer, which means we might not replace someone until three months after they hand in their resignation. <S> My advice is to only hand your notice in when you are required to by your agreement and local laws. <S> If your company wanted longer periods, they should have written that into your contract. <A> If your contract states "two weeks notice", it means the company has the right to force you to work for two weeks, while you have the right to force the company to pay you for two weeks. <S> If you offer to leave with two months notice, they could just accept it. <S> Or they could ask you to work for three months (but they can only ask, they can't force you). <S> Or they could ask you to work for four weeks (you can't force them to pay for more). <S> Or they could ask you to work for two weeks. <S> They could offer to pay you for two weeks and tell you not to show up for work (because you can force them to pay, but not to allow you to work). <S> They can't terminate you right there <S> and then, they have to give you your two weeks notice <S> (that is they can't terminate you unless they want to get into legal trouble which is most likely more expensive than paying you for two weeks). <S> The disadvantage of giving two months notice is obviously that you might be out of work unplanned and unpaid for six weeks. <S> That would be the old proverb that "no good deed goes unpunished" since you wanted to do them a favour by giving notice six weeks earlier. <S> (Giving you only two weeks might not even be a revenge action: If you were in a team of two and they decided there wasn't enough work for two and were ready to fire your colleague with two weeks notice because he performs slightly less good than you, then you giving notice will change that decision).
| They can ask you to leave immediately, and send you the two weeks pay owed. It depends on your local labour laws and your current contract. Unless you have only been working there a year or so, the severance would be at least several weeks, so that's pretty much never worth it, even ignoring the fact that firing employees who just quit looks very bad.
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I have a software engineering job interview but no related work experience I have a entry level software engineering job interview this Friday but no related work experience to mention on my resume . The interviewer(s) sent me two forms for me to fill out and there is a section on the form where I need to fill in some work experience or write unemployed. I do have work experience but it is only related to retail, NOT software engineering. I never mentioned any work experience on my resume since I applied for this position. (They already have a copy of my resume). What should I do? Side Note: I do have a list of completed projects during my education on my resume. My completed projects have two Android applications and two C++ applications. I also have a personal project called the fargo 2D game engine. I also forgot to mention it is a simulation corporate software engineer company (if that helps). <Q> There's no shame in admitting it. <S> On the other hand, if you had on-campus programming jobs, or if you were a paid teaching assistant in a class in your field, those can legitimately be put in this box, especially if they had you working in or teaching advanced topics. <S> And if they didn't specifically ask for "professional" experience, it isn't unreasonable to cite jobs outside your field. <S> The important thing is to do so in a way that shows your non-programming strengths as an employee -- reliable, inventive, conscientious, willing to go beyond the minimum, willing and able to deal with difficult customers... <S> Re their having your resume: <S> Yes, but whoever's doing the interview may not have the resume in front of them or at the top of the pile of papers. <S> The forms are a redundant nuisance, but it's better to be redundant than to have the interviewer spending time shuffling papers rather than talking to you. <A> Under WORK EXPERIENCE, write your own name, say Joe Rodriguez, as follows: <S> WORK EXPERIENCE Joe Rodriguez (2012-present) Wrote several apps in python for school projects: - an app that tells time, and goes "poof" two seconds later :) - an app that implements dequeuing, - an app that implements binary search tree algorithms - an app that implements the game of life - etc. <S> Completing these requirements contributed to my GPA, which is well above average. <S> Basically, you want to convey that you solved some nasty problems while in school. <S> Most self-taught developers don't get to solve nasty little problems :) <A> If you have an interview they are going to give you a job based on what happens at the interview (not what you write on the form). <S> The form will just be a sort of guide on what type of questions they are going to ask. <S> (Maybe HR will use it as a guide for working out salary level at some point but that's beyond my experience). <S> If you have written some C++ code put that on the form and then expect to be probed in depth about your knowledge of C++. <S> etc... <S> So the more detailed about what you did the more detailed there questions can be and the further they can get into deciding how much you actually know.
| If you're interviewing for an entry level job, right out of school, they don't expect you to have a significant amount of work experience in this field. So I would put down your programming experience with some detail so they can use it to probe you on exactly how knowledgeable you are on a subject.
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Enforcability of Non-Compete Agreements In Another Country I currently work for a somewhat large technology company in Canada. As part of the documents required before I started with them, I had to sign a very broad non-compete agreement. It basically says I will not work, within one year of leaving the company, for any competitor, including Amazon, Google, Samsung, Microsoft, and about 20 other tech giants. It does not specify a geographical region, so I assume they mean the agreement applies to working for any "competitor" anywhere in the world. I do not possess any specific company knowledge which could harm the company if I were to work for the competition. I am planning to go work for a particularly large tech company in the US, and will be leaving Canada to pursue a career that pays much better. It's to my understanding that in Canada, non-compete agreements are largely unenforceable. Does my leaving the country help reduce the enforceability (or lack thereof) of the NCA? It seems extremely overreaching to basically bar me from working in my entire industry, which required a decade of schooling and training to work in, all throughout the entire world, for a solid year. That would mean I'd have to work some McJob just to pay rent for a whole year. I've read through a number of StackExchange posts, and I think my approach would be that I don't tell my employer where I will be going to work during the exit interview, if there is one. I also wouldn't be updating my LinkedIn or Facebook profiles for at least a year, and biting my tongue if colleagues ask where I'm going. Would this be a wise approach? Thank you. <Q> You have to consider how important you are to your company. <S> They mainly want to ensure that what you have been working with remains a secret to the company until they have a chance to benefit from it. <S> Say you are working as a chief engineer on the next generation of cell phones for Samsung, filing patent after patent. <S> If you decide you want to jump to, say, Apple, then they want to make sure the work you have put into the company can come to use before you help their worst competitor. <S> For most of us, this is probably not the case. <S> As a sidenote; where I live, Sweden, I've heard that this type of contract is not enforceable at all. <S> After you quit the company, their contract with you is no longer applicable. <A> Double-check the exact terms of the non-compete clause. <S> Usually these don't lock you out of the entire industry, only those parts of the industry which compete directly with products and services this company produces... and sometimes only those which would directly compete with the kind of product you were working on. <S> For example, I'm pretty sure <S> (would have to check) that if I left Big Blue I could go into a job in the computer game field the next day... <S> but I'd have to wait before going into servers, and possibly (again, have to check) before going into anything else <S> IBM has its paws in. <S> And what that agreement says, and what they choose to enforce, may have some additional wiggle room between them, depending on what the company chooses to act upon. <S> But finding out how much space that gives you can be tricky unless you're willing to admit you plan to leave and flat-out ask them. <A> It's tricky, especially since there are two countries involved. <S> You'd need to ask a lawyer, and probably a Canadian lawyer. <S> If it was just one country: There may be laws making that kind of contract void. <S> In Germany, they'd have to pay reasonable compensation (you have an offer for $100,000 a year at Microsoft, and one for $20,000 a year from McDonald's. <S> Are they going to pay you the difference? ) <S> In the EU, any contract that stops an EU citizen from working in a different EU country than his own is illegal. <S> A lawyer would know, but there are many possible reasons why this might be unenforceable. <A> First, as JakeGould noted , the various costs and risks of pursuing legal action against you are high, particularly if you are in another country. <S> We do not know enough about your situation to help you judge if what you do to know whether your employer would choose to do so anyway. <S> You probably do. <S> Second, even if the non-compete is void, you will still be bound by a non-disclosure agreement and by intellectual property and trade secret agreements and laws. <S> Third, you have to be aware of the mechanics here. <S> Even if you go to work for huge company, your old employer would not be suing them, it would be suing you. <S> A significant risk is not that they win the suit, but that the suit itself will become enough of a hassle to interfere with your new employment. <S> To repeat ... <S> talk to a lawyer . <A> The legality is anyone can do anything to you based on contract or policy if they wish. <S> So if you want to live in fear, you can work to rule. <S> The reality? <S> Most companies will not want to take legal action against you since there is a risk of that going public. <S> Meaning they would most likely win a case against you but their reputation as being punitive against their employees will taint their reputation. <S> Thus putting them at risk of being considered a toxic workplace where someone would never want to work. <S> The geographic aspect of this can work in your favor if they do not have a strong presence outside of Canada let alone in the U.S. Meaning, while they have the legal right to go after you, would they actually expend the time, energy & effort to reach beyond borders to stymie your career? <S> I doubt that. <S> It’s not only a costly & complex effort to do something like that <S> , how does it then make them look in the global marketplace. <S> My advice? <S> Just leave when you leave. <S> You have no legal obligation to tell them where you will go to. <S> Heck, you could just say you are going on a sabbatical to unwind after you leave them. <S> Then just work wherever you wish. <S> The reality is most employment agreements are scary, but that is the point: To instill fear in you acting against the agreement. <S> Nothing more or less. <S> It’s a legal tool that is there to be potentially be used, but rarely be used. <S> Live your life & don’t work a job you don’t like. <S> And… In a worst case scenario where they do come after you after the fact, you might be able to negotiate some kind of, “Well, I am here now. <S> What do you want to do?” <S> Basically an exit negotiation which is basically—perhaps <S> —them asking you to do work or a task of some sort in the future. <S> But I doubt that would happen as well.
| There might be a US law that forbids foreign countries from stopping you taking a job in the USA. With two countries: There may be Canadian laws that make it illegal to force you to stay in Canada. You need to discuss this with legal counsel.
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Recruiters are very strongly encouraging me to be a full time employee instead of a contractor. What is their motivation? I've been working with some 3rd party recruiters to find my next job. Originally, they were looking for full time positions for me. But in the process of my job search I decided I'd like to try to be a consultant/contractor for the first time in my life. I've been in the work force for about 10 years now. The recruiters seem to be very strongly against this move. They've been telling me things like it'll make it very difficult to go back to full time positions if I change my mind later because I'll be considered a hired mercenary and that I'll be unreliable. They say I'll have to work on the same things I already know and won't be able to learn new things on the job because people hire consultants when they need someone to hit the ground running, not as an investment. They're saying lots of other things to dissuade me. Now, all of this advice may be valid, but I wonder if there's an ulterior motive behind their advice. Something like they'll get paid much more if they hire me as a full time employee than they would as a contractor? I'd like to believe that they have my best interest at heart, but I can't help and feel like there's some angle I'm not seeing here. Is their advice biased? If so, why? <Q> This depends heavily on your country and industry. <S> Generally speaking, recruiters are paid on commission. <S> That means, they get paid a percentage of your salary when they place you in a job <S> *. <S> It may be that, in your case, they get paid a lower amount for placing a contractor than they do for a Full Time Employee. <S> You should do what you think is best for yourself - not what's best for them. <S> Personally, I've never heard of anyone having a problem switching between contracting and full-time. <S> My advice? <S> If you really want to start contracting, find a new agency - preferably one which specialises in the way you want to work. <S> *It can be more complicated than that - sometimes they're paid a flat fee + a percentage, sometimes a percentage after you've been there X months etc. <A> Never, ever assume that recruiters have your best interest at heart, because except in very rare circumstances, they simply don't. <S> Recruiters get paid by commission, and only if they complete a sale (i.e. if they find you a job) <S> Be very aware that recruiters are not known for their honesty or their integrity, <S> so don't trust them any more than you would trust a used car salesman. <S> They will tell you anything to get you to take the job. <S> If they only have contract jobs, they will tell you contract jobs are the best, and how you'll make more money, etc. <S> If they want to place you for a permanent job, they will tell you about long-term career prospects, stability, benefits, etc. <S> Usually there are more permanent jobs going than contract jobs, and so most recruiters will try to sell you a permanent job. <S> Don't let them sway you; do your own research and make your own decisions. <A> Also, if the contracting job doesn't work well/fails, their 'successful' job allocations would fall, lowering their statistics . <S> the recruiters will be getting paid from the companies to 'get us employees', and so if you go off and do your own thing, they'll lose someone that could possibly be put into a company and be paid by them (they'll be losing revenue by not 'selling' you to the company). <S> my general advise is that if you can get work from being a contractor, then do it. <S> Otherwise, just stick tight! <A> The most difficult part of being a recruiter is finding available jobs willing to pay the extra commission. <S> There are some skill sets that are harder to find good candidates. <S> This particular recruiter may have more full-time positions to fill than contract positions. <S> If they have both types of positions available, they get paid to fill both of them, so they shouldn't care which one any particular person gets placed. <S> Again, it could be that your particular skill set has more full-time positions available. <S> Most people are use to the consistent pay check and don't like the risk of frequently changing jobs. <S> It is possible your skills can get more focused (or isolated) as well as your industry experience.
| Personally, I would think it is more difficult for those working full-time to switch to being a consultant/contractor than the other way around. Personally, I would look into doing what's right/best for you, and not what's the 'best' for the company!
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How would applying for a scholarship sponsored by employer affect my employer's perception of me? I am a second year masters student in Computer Science. I also work for a software development company which sponsors a scholarship that I want to apply to. I was concerned about the ethical aspect of applying to this scholarship, I contacted the communications department via e-mail and asked if it is against the rules and/or unethical to apply. Response said that company employees can apply, which means, I can apply. The answer did not state anything about the second part of my question - would it be unethical? I also know that the CEO of my company will be the head of sponsorship committee. I know I have the highest average grade among students who can apply (it is 99%), I also have solid work experience and CV given my age. Criteria for deciding the scholarship are: grades; CV (emphasis on professional experience); motivation letter. I want to be honest and write what I want the scholarship for: paying for some programming courses and certifications in technologies not related to my work, so there is 0 chance my company would pay for such courses;buying technical literature. Possible negative consequences for me: CEO becomes offended and takes my letter as a hint that my salary is too small; CEO thinks I am rude and blunt and did not understand that applying would be unethical. CEO wanders why I want to learn technologies not used by our company Possible positive consequences: This is a chance to show my CV and motivation letter to the CEO of a 400 person company and to have him notice me. I get the scholarship as well as recognition among colleagues and management. Combining work and masters studies is not that easy, and I have shown good results at both (shows I have time-management skill). Should I just ignore this specific circumstance and write my motivation letter as if there was no connection between my employer and the scholarship? Or should I not even apply? <Q> Should I just ignore this specific circumstance and write my motivation letter as if there was no connection between my employer and the scholarship? <S> Or should I not even apply? <S> I see absolutely no reason to avoid applying. <S> And there's no reason to avoid mentioning your employment in your letter. <S> It's not against the "rules", <S> and I'd be hard-pressed to imagine any CEO I've ever worked for <S> would take offense to someone who was currently working in their company being good enough to be scholarship-material. <S> It reflects well on them as well as you. <S> While I don't think you can expect favoritism due to your employment status, I'd expect you to be considered equally with all the other non-employee applicants. <S> Years ago, I got a small scholarship from a company I was working for on a part-time basis. <S> After graduation, I went full-time in the home office. <S> The company President spoke to me shortly after my full-time hire and said something along the lines of "this is what we were hoping for when we gave you the scholarship". <A> By all means apply for the scholarship, I don't think it would be seen as unethical. <S> If anything your employer may see it as a great thing, one of their employees is taking an effort to better themselves. <S> To address your worries about the letter: <S> •CEO becomes offended and takes my letter as a hint that my salary is too small; If your CEO sees this as some roundabout way of you asking for a raise (which I don't think they would), then they likely don't have their head on straight. <S> The higher-ups of most companies got to where they are by a lot of schooling <S> , they realize that students aren't wealthy, and they realize that every dollar helps. <S> A scholarship is a great way of saving a lot of your hard earned money and the CEO will realize that, they won't see it as some maniacal, backwards way of asking for a raise, so no need to worry there. <S> •CEO thinks I am rude and blunt and did not understand that applying would be unethical. <S> As I mentioned above, the CEO will more than likely see this as you trying to better yourself for the company, which is never a bad thing. <S> •CEO wanders why I want to learn technologies not used by our company <S> If the CEO is wondering this then he probably shouldn't be at the head of your company. <S> People branching out and learning new technologies is one of the staples of computer science and the IT industry as a whole. <S> Look at it this way, you learn a new programming language that isn't used at your company, you're working on a project and find a particular algorithm or method is taking hundreds of lines of code with the technology used by your company, with this other technology you can get it done in a fraction of the time, less lines, and it's more efficient. <S> This would make the management of your company very happy. <A> It seems like you are an ideal candidate based on the criteria described: <S> great grades, professional experience in a respected organization, and legitimate motivation for self improvement. <S> Competition would not be open to empolyees if the company felt it was unethical for employees to compete. <A> Good for you for asking the question. <S> They gave you a specific and direct answer. <S> Take them at their word. <S> The scholarship is specifically open to current employees. <S> There is no reason that you can't use your experience at the company and understanding of the company to help your write a better application. <S> Whether you want to reveal that you are in this course of advanced education is a different matter. <S> That they offer the scholarship and make it open to current employees suggests that little harm can come from it. <S> And unless you have been intentionally keeping it a secret, your manager and colleagues likely already know about it. <S> Finally, to answer the question in the title ... applying for the scholarship likely won't impact their perceptions, but knowing that you are pursuing advanced education certainly will. <S> Most likely, the CEO will be impressed. <S> You did not mention your immediate manager/department. <S> If your situation is not known to your manager, it may come as a surprise. <S> Department managers are often parochial, and this one may not like the idea that you are looking to leave/move up/move on. <S> Whether that risk mitigates the value of applying for the scholarship is beyond me to know, but my bias is to apply. <A> I can see why you think it is unethical. <S> All it is saying that you are a person that is motivated, wants to do better, become a better asset to the company. <S> As to studying technology that the company that currently does not use - this may not be true in the future and also earning some techniques/thought processes could be applied to the company in more imaginative ways thus making you an even better asset. <S> Also any straight thinking human likes to see people get on in the world and <S> in the future you may be able to enable a person to get to the next rung of the ladder. <S> So in summary - Apply for it - it is not unethical.
| Any CEO worth his salt will recognize that a skilled employee can potentially equate to more profits for the company, so you may find that they're all for you applying for the scholarship.
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My boss's behaviour seems unethical and possibly illegal. What should I do? I'm a web designer and I've been working at my current company now for about 6/7 months and I've witnessed many questionable things. Some of which I know are against the law but some of which I really don't know. I think I'll start with the lies. He lies so much. To me, to other employees, to clients, to the government and god knows who else. The lies he tells to the clients range from lies about deadlines and progress (which I sometimes understand) but the lies I don't know how to take are about what he tells clients on how we build our sites. He sells all our sites as bespoke, handcoded and uniquely built sites when in reality we just download a template and change the content/photos. This to me feels a bit like fraud but I'm still new to this industry so I'm not sure. On top this we discovered that our rival offer government grants to clients for up to £2000 for website development. After some research he found that you have to meet certain criteria to access this fund. He then went about creating a lie so that we as a company would qualify when in reality we don't at all. The guy who was my manager when I started (he has left now) was also a shareholder had his wages withheld as a motivational tool. I was convinced that this was illegal but I've heard that because he was a shareholder there is no legal requirement for him to have a wage. Is this true? We also have a fire exit which is locked, caged, padlocked and tied with a rope shut all day as he is paranoid. This one I am convinced is illegal and have reported it today (just waiting for a reply): The reason I have decided to write this question now is because as the only developer left I am having to attend a meeting with a client who has been lied to an unbelievable amount but beforehand I have to have a briefing with him to catch up on all the lies he has told them (his words not mine). I don't know what to do as I am looking elsewhere but need to keep this job in the short term. I am not comfortable with lying and my ability to even keep the lies up but I don't think he'll react well to me being unwilling. I can't believe I forgot to out this one. He told me that if I am ever asked (even by a friend, for free) to do any freelance work then I HAVE to give them his number and do it through the business or he has to fire me for it is written in my contract. To me that sounds like crap but then again I know nothing of employment law. <Q> You should try to talk your way out of any future face to face contact with the clients - <S> If there is a face that clients should associate with his lies, it should be his not yours. <S> He made those lies, he gets to own them. <S> You are no doubt going to have a whoppers-filled meeting with the client. <S> Always preface every whopper with "my boss says that ..." <S> So far as the client is concerned, you have no opinion of your own - you just work here. <S> If the client tries to dig any deeper into anything you say, repeat "please follow up with my boss" <S> If the client thinks you're unprepared, then the client is right <S> : you're unprepared to lie. <S> I find the idea that wages be withheld from an employee because the employee is a shareholder absurd on its face. <S> Do you have any idea how many employees are shareholders in the startup communities of the Silicon Valley and NYC? <S> Thanks to your boss, I learn something new every day. <S> I have no idea how things work legally in the UK, but if your government is trying to recreate a Silicon Valley on the Thames with this kind of restriction on shareholders, I expect this effort to be a bust. <S> @Styphon makes the qualifying comment "Re #3 <S> It's common for shareholders (normally directors) to only have a minimum wage and then have their actual wage paid in dividends through their shares as they end up paying less tax, <S> so no its not that uncommon in the UK for a shareholder to not receive a wage" <A> The important bit: <S> [I] need to keep this job in the short term <S> Do you, really? <S> You may very well be risking your life working under described conditions . <S> Just recently hundreds of workers in Bangladesh died in a single fire because the bosses kept the fire doors shut. <S> What usually makes the difference between the first and the third world are the un-lockable fire exits. <S> You may not be working with chemical substances or flammable material, but sure enough you have at least an electric socket near you, that's enough to cause fire. <S> Regarding all other points you mention: Authorities should be informed. <S> So what should you do? <S> In your position I'd reconsider the downsides of not having a secure job on the line and just quit as quickly as possible. <S> If you know about your boss' fiddling with governmental subsidies, or someone gets injured because of the locked-up fire door and you don't have a proof of your legally valid course of action (written objections/refusals, notifications to respective authorities), you may (under circumstances varying with jurisdiction) be found to take part in punishable conduct. <S> Edit: <S> Informing the respective authorities about so excessive violations of safety regulations (as the locked fire door is) may help you speed up your legally correct departure from such company! <A> I don't know what country you are in, but where I live engineers are responsible for what they deliver. <S> So if someone dies because I deliver faulty products or knowingly allow faulty products to be delivered , then I go to prison. <S> Ditto if actively lying or conniving in lying about what your products can do, or whatever, <S> you, yes you yourself, are guilty of fraud. <S> As it says further down, if it's a lie, preface it by "my boss says". <S> Never sign off code or test reports if you don't like it. <S> Never. <S> Better still, find an excuse not to present this stuff to the customer. <S> But firstly, get a new job and get out of there <S> , don't wait another day. <S> And find an alternative exit route in case of fire. <S> And, oh yes, if there is a fire and people die because you didn't report the chained-up fire exit, then you too are at fault . <S> I see below you reported it in a roundabout way, but do it in writing. <S> Mail your boss and his boss that this is illegal and dangerous. <S> Do it right now. <S> This is not a joke, these are people's lives.
| With respect to recent development in this particular case (leaving the job without notice and subsequently facing legal issues), one thing should be said: run for your life after all legal obligations on your side have been fulfilled.
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I finish the project too early, what should I do now? I have been given a project deadline with a total duration of 1 month, but I finish the project for just 2 weeks. Now, what should I do? Past Experiences: What I experienced before when I chose to tell it to my boss is he wants me to do jobs that are not related to my job description, the sad part is I am being force to do those things later on because they find that I can do that job much better to the other employees. Those jobs are like editing of documents, troubleshooting computers and networks, then many more. But my real job is to develop and maintain a website. Now I have options such ask telling it to him again which will lead to that same thing again. Or should I kept it to me? This way I can manage my time to study more regarding my job description which will really help me in my career. <Q> A situation like yours is a good time to start working on backlog items like refactoring code, improving the deployment or setting up a continuous integrationt environment. <S> I.e. things which usually get pushed back as they have no direct business benefit. <S> But you should make sure to tell your boss what you are actually working on. <S> It is his job to know what you are doing and it reflects badly on him if he doesn't. <S> It is never a good idea to make your boss look bad. <S> There should be some kind of status meeting where you could just tell him "I'm now working on X as Y was less work than expected". <S> He may still ask you to switch to one of those tasks you are trying to avoid, but in my experience most bosses are glad if their subordinates occupy themselves with sensible work without the need to be micro managed. <A> Your boss wanting you to handle tasks that are outside your job description is an entirely different issue. <S> Tell him what you're doing. <S> You will never find a reason that justifies hiding what you are doing to your manager. <S> A book could probably be written about why this is a terrible idea, but here are a few thoughts : for your manager : he has resources he's not aware of, and thus can not do his job properly for you : 1) is regularly lying about your activity the kind of relationship you want to have with your boss? <S> Don't get it wrong <S> I'm not judging here, but I for one would find it extremly uncomfortable 2) if he finds out (without more information about your job I actually don't see any reason why this wouldn't happen sooner or later) <S> you're in trouble. <S> Big time. <S> Like potentially without-a-job trouble <S> If he gives you tasks you consider he shouldn't give you, discuss it with him. <S> If he doesn't wanna hear it <S> , that's unfortunate, and if it is really unbearable for you maybe it's time to look for a different job. <S> But not liking the tasks your boss gives you is NOT an excuse for lying to him and being unprofessional <A> There are also situations where lying about still working on something when you are not can become fraud. <S> If the work is for a client and they are billed by the hour, for you to pretend to use 120 hours when it took you only 60 means that they are being billed twice as much as they should have been. <S> Your boss has the absolute need to know when you are finished with your work because he may have a backlog of other work that needs to be done. <S> You are expected to work when you are getting paid not sit around doing nothing because you might not enjoy the tasks assigned if you bring it up. <S> And if he notices you are not working when you claim to still have work to do, well then you could be well on the track for eventually getting fired if your performance does not improve. <S> Now there is nothing that says you can't go to him with a plan for what to do during the slack period such as refactoring something that needs improvement.
| So go to your manager and tell him you finished the project and are available for new tasks.
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How to explain to "clients" of a free service that they should adjust their expectations since its free? I work at / co-founded a non profit organization that provides a free service pro bono (something like free lessons/consultations, often in groups). Obviously, since it is free, there are aspects to it that make the quality and organization not as stellar as a for-profit service, e.g. maybe last-minute cancellations or changes, low available staff, etc. Yet I get complaints all the time:"You should have told us [3 weeks] in advance","This is very unprofessional","This should have been done differently [this way] or [that way]","How is it possible that I have to wait 2 days for the test result?",etc Often this happens on our social media. Is there a good (but also diplomatic) way to make it clear to all these "clients" that since it is free we do not have all the resources to meet their quality expectations and/or that they should be grateful that it is free in the first place? <Q> You are a non-profit, so do you take donations (as in money)? <S> Because you could always respond with 'Thanks for your feedback - if you'd like to make a donation to help improve our services, send it to '. <S> Basically, a nice version of 'put up or shut up'. <A> I don't think there's any reason to 'snark' about this, and as long as you avoid doing that, there is no way that a reasonable person can object when you politely remind people of this fact. <S> Once this happens, I suggest 'firing the customer' with the minority that continue to complain unreasonably. <S> That will improve your stress levels and presumably free up resources to help the people who do appreciate the services you offer. <A> There are a number of studies on the psychology of "Free", it's been shown that people react differently to free things, as opposed to things costing virtually nothing (e.g. $1, £1 etc). <S> The thinking is that people see free as they are the provider by using your service (or taking the item off you hands), and to redress, it's actually worth charging something (even $1) to restore the dynamic. <S> This also applies to giving things away on Craigslist/Gumtree etc, where people have been shown to expect things like delivery provided (as they are "doing you a favour"). <S> for example, from Psychology of the Sale : <S> consumers typically suffer from a version of the placebo effect. <S> Since we expect cheaper goods to be less effective, they generally are less effective, even if they are identical to more expensive products. <S> This is why brand-name aspirin works better than generic aspirin, or why Coke tastes better than cheaper colas, even if most consumers can’t tell the difference in blind taste tests. <S> “We have these general beliefs about the world - for example, that cheaper products are of lower quality - and they translate into specific expectations about specific products,” said Shiv. <S> “Then, once these expectations are activated, they start to really impact our behavior.
| Simply remind them that the service is free to them and is provided by a non-profit organisation that is doing the best it can with the resources it has.
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Should I add my photo to CV if I get benefit from it? I think everyone will agree with this statement: "A picture is worth a thousand words". It should also be applied to CV too. Searching on the internet, I find many advices tell me to avoid this, most of them are opinions. I don't understand this. The only one article I found which encourage you to adding photo in CV is from Forbes . An example of a CV with photo: This is a question that also ask the same thing, and I notice that I have a slightly different question.The main reason to stay away from putting photo into CV is discrimination. However my country doesn't have that law, and in fact I have benefit from this. Attractive males received a 19.9% callback rate, almost 50% higher than the 13.7% response for plain men and more than twice the 9.2% response to those with no photo. I am not an attractive one, I have acne. But many of my friends say that I have feature that if I use Photoshop, I will have a nice-looking. So sorry if you feel I'm over confident. If you have many chances to apply CVs with photos, does adding photo make your CVs have more chance to be accepted? <Q> Well the example is of someone who is experienced in print media/design and photography, so it probably makes sense in this case, but generally no. <S> Main reason - most countries have laws against discrimination for age/race/religious reasons. <S> For this reason you tend not to put any of these items on a CV (unless it's a benefit, e.g. in a religious school etc). <S> You can do the same thing with a photo (a picture worth a thousand words etc). <S> If you want a photo, put it on your LinkedIn profile, and put a link on your CV, the reader is more likely to be interested in you before they follow it, so less likely to rule you straight out. <A> Putting a picture on your cv is almost always a bad thing. <S> First it wastes space that can be better used to sell your skills. <S> CVs should never exceed 2 pages and if you put a picture there , you have less room for describing your skills. <S> Second, it appears naive as if you don't understand how things are done. <S> Being thought of as naive is rarely a good thing when trying to imporess someone enought to schedule an interview. <S> Third, it could very well make it easy for someone to screen you out based on appearance. <S> It is a known problem that short people, overweight people, older people, people of color, and unattractive people are judged more harshly in interviews. <S> If you put the picture out there before the interview, you may get judged that way long before it gets to the interview <S> and you have lost your chance to overcome that by selling yourself with your enthusiasm and technical ability. <S> If you did choose to put a picture in, then it had better be of the highest qualty and that means hiring a really good professional photographer which can be costly. <S> Fourth, what would you gain from it? <S> Yes a picture is worth a thousand words but how would having a picture help sell you to a potential employer? <S> Are you selling your looks or your skills? <S> A picture tells me nothing about your skills. <S> Might as well put a picture of a cute puppy there, it would have as much positive impact for you. <S> Jobs where your looks are a large part of what you are selling such as acting or modeling. <A> As someone who has done his bit of recruiting in the past (for IT developers and similar), I would say that generally the answer is no. <S> The number of CVs I've read that have had photos on them .. <S> well, they don't inspire confidence in the individual especially when the vast majority of other CVs are just plain text. <S> Pictures slapped on top next to the candidate name <S> looks like they're either trying to "stand out", are narcissistic, or are overly fond of social media styles! <S> (and invariable the photo that's added <S> looks like it was taken in a passport booth with the typical fixed pose and awkward grin) <S> That said, for a design job, I look at your CV and think that would be a wonderful CV to receive. <S> I think that would be a good CV to receive even for a technical development job too, the trick is (as with everything) to make it look like it is supposed to be there.
| So if you are not model-beautifiul, it doesn't work in your favor to have a picture. By having a picture, you can show all the things you didn't mention, and allow the potential employer to rule you out without actually talking to you. It is true there are some jobs where a photo would be expected.
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How to present a job where the company was bought out while you worked there? I'm working on updating my resume and came across this issue. The company I work at was bought out almost a year ago, while I continued working there during that time. To further clarify, timeline would be something like: 1 year at Company X Company X bought out by Company Y 1 more year at Company Y How should I include this experience on my resume? Should I format it as 2 jobs? If not, which company name should I label it with? <Q> I have seen this simply listed as "2 years at Company Y (formerly Company X)". <A> If you performed the same tasks, I would go for simplicity and keep it a single line 1/11/2001 - 30/10/2003: Janitor work at Company X (Company Y since 30/10/2012) <A> I'd use the current name of the company so if the future employer wants to look them up or contact them <S> it is easier. <S> I'd add a footnote to the end of that job description saying something like: <S> Note: <S> Position originally with company Y, which was purchased by company X on DATE <S> I say put this at the end, because it doesn't need to pollute the basic information of the employment dates, job title, and company name that should dominate the start of the listing. <S> Also, this info should naturally and quickly flow into responsibilities/achievements. <S> Footnotes can go at the end. <A> Do NOT use footnotes for something like this! <S> Add the former company name in brackets. <S> Footnotes force the reader to interrupt his reading and search for a footnote (which is very often also horribly misplaced and consumes a lot of ). <S> Footnotes are there for two purposes: <S> Indicate sources and give additional information which does not fit into the text, is of no importantce to understand the text but is still considered important enough to be mentioned somewhere. <S> Brackets are there for:Information which is important to the reader (and a former company name is such information!) <S> but which does not fit into the intended flow of your text. <S> Note: This answer was supposed to be a comment, but I'm lacking reputation yet... <S> I hope it helps you though.
| So in short: Former company name in brackets behind the current company name. If your role or responsibilities significantly changed between these companies then possibly they should be listed separately or explain the situation in your cover lever if it relates to the position you are applying to.
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Is there a conflict of interest if a close relative works at a competing company to the one I am applying for? I am applying for an internship in a tech-related field. I am applying to Company X, and hopefully will get an internship. One of my parents though works for Company Y, a direct rival to Company X. I am hoping to use this internship to gain experience in the field I am studying. Is this a conflict of interest? I'm a little concerned, because if they ask me this question, I really don't know what to do. <Q> You are arms length from company Y <S> so there should be no percieved conflict of interest. <S> If they ask answer honestly but don't volunteer the information as it isn't to your benefit either. <S> The one exception to this is if your parent is very high up in Company Y (owner, board of directors, CEO) then there is cause to view this as a possible conflict of interest. <A> First of all, Company X is responsible for telling you about their conflict of interest rules. <S> That said, they may not be so prompt about it. <S> I think you have three choices: <S> Ask your parent if Company Y has any rules on hiring someone who has a parent at Company X. <S> (There's a good chance the two companies have similar rules.) <S> Mention that you don't think you have one, but just want to make sure. <S> Don't say anything and assume <S> Company X will bring it up. <A> Generally this is not a problem, except in a couple of situations: <S> If you work for a company as a purchaser, and the relative works for another company in sales: Your company would be concerned that you might agree to overpay so that the relative makes a larger commission. <S> One of you works for the government and the other works for a company that does work for the government. <S> They may be using their influence to get you the job.
| Ask HR after the interview if they have any conflict of interest rules that apply to interns. There is a customer relationship between the two corporations and you or the relative would benefit from a strengthening of that relationship.
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Do internship and part time counts when company says certain number of yrs of experience requirments? I have total of about 2 years of internship and part time job experience. Do these count when companies require a certain number of years of experiences? Also would I still count as entry level or experienced? Thank you. <Q> It's also worth applying to jobs anyway if you're not sure you have enough experience or even if you know that you don't have as much experience as they're asking for. <S> (I know several people who have done this and got the job.) <S> I don't think most people would consider 2 years or less as being very experienced but this may partly depend on your line of work. <S> You're probably not considered entry level anymore <S> but you wouldn't be assumed to be an expert either. <S> I assume that all the jobs you are talking about were in the same field. <A> "Years of experience" is a proxy for "experience and skill with the tools" (which may include the social tools of handling customers, depending on what the job is). <S> If you've been working part time and the parts add up to the asked-for number of years, you've met that criterion. <S> If you can't add it up to the required number of years... <S> a portfolio, if your field uses them, can definitely offset that. <S> It never hurts to submit an honest resume even if you don't meet all the formal requirements. <S> The worst that happens is they throw it out. <S> On the other hand, something in it may catch their eye and makes them think you're worth bringing in... or they may not get any/many applicants more qualified than you and decide they'd better lower the bar. <S> Don't reject yourself prematurely. <S> That's their job. <S> (grin) <A> One thing is to prove your skill, another is to show it on paper in terms of experiences. <S> Only Government companies and some others ask for full-time experiences. <S> In IT/ITeS related jobs internships, part-time and full time jobs are taken into account . <S> But be assured that the companies prefer people with full-time experience over others.
| If you've done things as part of a job in a relevant work environment, then yes I would say that counts as experience.
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Should a software company's "scotch menu" be a red flag to not apply? I've been a big fan of a software company for a couple years now - I've bought their tools, brought them to my employers, developed a couple plug-ins, and recommend them when I can. Recently, I met one of this company's devs at a conference, and she strongly encouraged me to apply there. So, I spent a little time reading up on the company itself, and discovered something that was a bit unsettling. They have a "scotch menu" on their (public) website that advertises more scotch types than I even knew existed... and then they go to say, "if you are thinking about coming by our office for a meeting, please browse through our scotch menu - it can be an important preparation for any meeting at {company}." Although I don't drink, I don't consider myself a prude, either... but this just feels wrong on so many levels. It's one thing to have beer at the occasional office party, but this is just asking for harassment lawsuits. And the fact that they not only publicly post this menu, but encourage you to prepare for drinking in meetings with them, shows really poor judgment. I've been impressed with just about everything else they do -- but this just seems like a huge let down, and a big red flag. Am I over-thinking this? Should I still consider applying to a company that otherwise seems like a great fit for me? <Q> Am I overthinking this? <S> Should I still consider applying to a company that otherwise seems like a great fit for me? <S> While placing "if you are thinking about coming by our office for a meeting, please browse through our scotch menu - it can be an important preparation for any meeting at {company}" on a website <S> says something about the type of culture at this company (or at least something about what they are trying to convey), it may not be as worrisome as you imagine. <S> It's easy to imagine an office of continuous, drunken parties, where everyone who doesn't drink is ostracized, where lawsuits are a regular occurrence, and where poor judgement runs rampant. <S> But that's rather unlikely to be the case. <S> At least in the US, even the most "fun-loving" company cultures usually support individual choice. <S> And most companies attempt to protect themselves against lawsuits. <S> Rather than jumping to a conclusion just by viewing their website, find out for yourself. <S> Apply, get an interview, and determine for yourself the implications of this website statement. <S> Ask pointed questions about what you observe - particularly about anything that would run counter to the culture you desire. <S> It might be a wild and crazy place. <S> It might be a fun place where everyone is free to do what works for them. <S> It might be a very professional place where people work hard during the day and some party hard after hours. <S> Or it might just be a poor website. <S> Only you can decide if this is "wrong" to the extent that you couldn't work there. <S> (From the outside, it seems like a rather cool company to me.) <A> You are way over thinking this in a way <S> but it could still be a deal breaker for you . <S> Unlike many other fields at the moment, software development is an employee's field. <S> What I mean by that is that there are more software dev jobs <S> then there are qualified people to fill those jobs. <S> Recently(ish) <S> there was a big brouhaha about 1.7 million cloud-related jobs that went unfilled in 2012. <S> This means that companies do things to separate themselves from competitors not just to customers(as companies in all fields must do) but also to prospective employees. <S> This leads to things like 'ambassadors' of culture, providing breakfast tacos at all meetings, scotch lists on public websites, scooters for all employees, etc. <S> These things are indicative of a companies culture and the types of people they have working for them. <S> Most companies steer away from public discussions of alcohol being imbibed at the workplace, especially if they offer any sort of ongoing support or service. <S> But not all. <S> I know more than a few start-ups with a tap in the break room. <S> Why could this still be a deal breaker? <S> If a company presenting that they drink alcohol like that bother <S> you(and <S> there is no judgement if it does because it would kind of squick me out as well) <S> then maybe the culture wouldn't be a good fit. <S> A somewhat silly, forcefully casual scotch meeting menu probably shouldn't be enough to discourage you from applying and finding out more about the company. <S> But it should be encouragement to spend some time really understanding the company's culture and whether or not it would be a good fit for you. <A> Alcohol in the workplace is no longer taboo if it's company sponsored <S> If you brought in a bottle of scotch to a traditional workplace and started throwing it back like you were Don Draper <S> you would rightly expect to be fired. <S> This still holds true in the majority of corporate cultures, but many progressive companies have started to adopt work happy hours and allow drinking in the workplace an advertised perk of working for the company. <S> Company Culture should always be compared with (and preferably match up with) your own preferences and beliefs <S> You said you don't have any problem with the act of drinking at work, but maybe you do have a problem being associated with a company that advertises its workplace boozing. <S> Weigh if that association would make you too uncomfortable or not. <S> You said that they make a product you not only use, but recommend to others, their company policy on alcohol is either helping or benign.
| Expectations are the same as they would be at a work party; that you don't drink to excess. Only you can decide whether or not you would ultimately be able to fit in.
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Can it be seen as unprofessional to have an avatar as your LinkedIn profile picture? I have created an identity of myself on the internet, with the following image: I'm using this image on almost every site I use: Twitter, Gravatar, Stack Overflow, blog, ... My question is the following: As a CS engineer, can this image be seen as unprofessional by recruiters and shouldn't be used on a site like LinkedIn? Most of the friends I have have a photo of themselves in a suit, that's why I'm asking this question. So what can or should I do to avoid an unprofessional image when using an avatar as my profile picture on social networking sites? <Q> An avatar is like a signature or a seal, and you are "signing" your profile with an avatar. <S> Especially since you are using the same "signature" or seal everywhere. <S> That's totally legit, according to me. <S> If your avatar functions as your recognition device, so be it. <S> I use my picture for LinkedIn but my avatar for all other activity on the Internet. <S> Back in the Middle Ages, your avatar would have been your heraldric emblem, which you would put on your shield so that others would recognize you, as you using your uncovered face as a recognition device <S> would have been a very bad idea on a battlefield where every single sharp object would have an affinity for your face :) <S> The advantage of using an avatar is that your avatar doesn't need to change over the years as time catches up to you :) <S> Whereas those who use a photo of their faces would have to update it every five to ten years - on every profile that they put out. <S> Look at it this way, if your face got rearranged in an auto accident, you'd have to update your photos from a "before the event" photo to an "after the event" photo :) <S> On the other hand, if you are young, good looking and physically fit, why not flaunt it? <S> You are always free to switch to an avatar as you feel the years adding up:) <A> I also use an avatar. <S> As a developer, in my experience this has not hurt my career (I have a thing for putting my image up in public). <S> The HR people at work don't particularly like it <S> but I don't particularly want my image spread across the internet so hard cheese. <S> One young person in a suit seems particularly indistinguishable from another young person in a suit. <A> My answer would be to use a good photo in the Profile Photo, but take advantage of other LinkedIn features to display your image as if it were a logo. <S> Your abstract photo is essentially a logo, and a blank or a logo in a Profile Photo might strike me as quirky or lazy or other not-good things. <S> It's remotely possible, if you were marketing yourself as an artist, that I might be impressed by your artistic skill and creativity -- it becomes "professional" because its an artifact of your profession -- but you're not marketing yourself that way <S> so it wouldn't cross my mind. <S> You can have it both ways: a personalizing photo where it's expected and your brand/logo where it makes sense and enhances your brand. <S> It's not an either-or decision. <A> Use the social network to your benefit. <S> LinkedIn is about connecting and finding job opportunities. <S> Your outcome depends on your input. <S> Whatever benefit you'll see from LinkedIn depends on your profile description, photo and the quality of your comments. <S> I used to have a professional photo with business-like description and received professional job offers. <S> Then I started tech blogging and teaching online and changed my profile to be more accessible, with the same photo as I have here. <S> The job offers stopped coming and got cooperation offers from founders and startups instead and the number of my followers grew dramatically, people who found my blog connected on LinkedIn, too. <S> So LinkedIn is a tool <S> and you can adjust it to your needs and goals. <S> If you need a new job, you'd better give the signals to recruiters with a polished profile. <S> An easy thing is to have an open mind, try both and see what LinkedIn has to offer.
| A unique avatar servers as a form of signature and helps link your different sites together.
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How a manager should correct himself How should manager a correct himself after giving a wrong advice to a team member, in order to avoid possible loss of trust and confidence in front of the team? And in this particular context, the mistake happened in the first day as a manager of the team and there were just two of the team members around at that time. <Q> Making error is entirely human and should be expected from anyone, including managers at any level. <S> The best way to lose trust is to give the appearance that you never make errors, especially when they get pointed out to you. <S> To avoid losing trust, it is best if you can admit to having made an error as soon as you realize an error has been made. <S> If others, that are not affected, overheard the error, you shouldn't need to specifically seek them out to inform them of the error having been made. <A> You just established that you are capable of making mistakes, because you just made one. <S> Which creates the opportunity for you to establish that you correct your mistakes swiftly and decisively :) <S> Simply notify the people involved that the advice you originally gave was wrong, give them the corrected advice and follow up to make sure that they have received your corrected advice and that you are answering any questions relating to the correct advice. <S> Ideally, you should give a quick run down as to why your original advice was wrong and why your corrected advice is right. <S> I have had the tables turned on me when the recipients of my advice determined from the reasons I gave that my original advice was right, and my corrected advice was wrong :) <S> Of course, you should create a work environment where your subordinates are not shy about pointing out your mistakes, even in front of your group. <S> I am not enthusiastic about subordinates pointing out my heavy duty mistakes in front of my top management and of course, pointing out my mistakes in front of the customer is, dire emergency situations excepted, a no-no. <A> A few weeks ago I made a rather large public mistake. <S> I sent an email to all of my employees calling out a specific action and stated that if anyone else does this then they might as well look for another job. <S> This was a mistake for two reasons. <S> First, even though I didn't identify the employee I had an issue with, it was pretty obvious - <S> this should have been a private conversation. <S> Second, that employee didn't make the mistake. <S> I was basing my information on what a client told me and a misunderstood email. <S> After a bit of further research through call logs, email history etc <S> I found out the client was lying. <S> What I did: <S> After I found out just how wrong I was, I called everyone into a meeting and publicly apologized. <S> When someone makes a mistake here I expect them to own up to it and that includes me. <S> I'm not perfect, nor do I pretend to be <S> and I will absolutely eat crow when I'm in the wrong. <A> Any time I have found myself in that position (and it has happened more than once), they key is to be honest and correct the mistake as soon as possible. <S> It depends on the severity of the mistake and its potential consequences, but in this case I would initially speak to the 2 team members concerned, apologize for the error and discuss with them the best way to address in issues that it may have caused. <S> If the larger team needs to be informed, it can be discussed at a team meeting. <S> I prefer the face-to-face approach over emails for issues such as this.
| The next step is to admit it to the people affected by the error and to take corrective action.
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How do I highlight my portfolio when applying to jobs that just ask for cover letter and CV? Stack Overflow careers for example, has a form for the cover letter and a place to upload my resume. Lots of other job aggregators are the same. I've spent a lot of time developing my portfolio and I feel it's the best and quickest representation of me and my work, as my work history is fairly short but I think what's in my portfolio demonstrates my abilities much better. I'd really like employers to focus on that. <Q> Reference it in your cover letter and put in a short discussion of what they will see there. <S> You cannot however control what employers are going to focus on. <S> All you can do is provide the link to the portfolio; you can't make anyone click on it. <A> I would recommend to have a "Project" or even a "Portfolio" section in your CV just as Linked-in does in your profile. <A> Make your CV outstanding. <S> Try not using a standard (dare I say boring) formats. <S> Chances are all applicants will be using the same. <S> Start with something personal. <S> I tend to include in my CV something like: <S> "As a software developer I am always interested in learning and implementing new technologies both in my personal and professional projects. <S> Exploring as more as possible lets me get a clear view on their benefits when comparing them and allows me to always choose the most effective one. <S> Even though my main expertise are ABC, I have growing interest in XYZ and am looking to apply my skills in creating great applications for a leading company, that demands such." <S> A creative thing to do would be to list all major projects that your developed (yourself or as part of a team) and briefly describe the technologies used, how you dealt with difficulties and so on. <S> In this portfolio section include any additional achievements or activities you're proud of, even if they go outside your professional area (charity events, language courses, online courses via a MOOC platform, etc.) <S> Add a section for you major skills. <S> This is the place to brag a little. <S> Or more :) <S> Depending on the company you are applying for, prioritize them and even emphasize (while still keep an honest view of yourself). <S> When you cover your experience and education, do not include ALL of it. <S> Just the most important events and/or jobs you've worked on or courses you've taken. <S> People don't care about all of them, just the ones that are in any way related to their company and can bring value to the job. <S> So the structure I usually use is: <S> Personal Statement Portfolio and achievements include links wherever possible Key Skills <S> relevant to the job you're applying for; avoid piles here <S> Personal Projects shows you're committed to learn new things and put them in practice in your free time <S> IT Experience brief jobs description Education <S> A CV can really be structured and presented in such a way that would make you stand out. <S> And really, try not to fit the standards - the more creative (yet informative and meaningful) the more HRs will appreciate the time and efforts you've taken to create it.
| You may have links to demonstrate your accomplishment as well or a link to your personal website presenting your portfolio.
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Are salary and benefits usually balanced? I am a contract employee for a multinational manufacturer. I have been here for just over 6 months and have a review scheduled with my supervisor next week. I am trying to work towards a permanent position. When I was hired on contract I didn't get any benefits but my salary was about 25% higher than average for someone with my level of experience in my province. This was a very pleasant surprise as the salary exceeded the salary I requested in my interview. I am in Canada so benefits (dental, flex days, matched retirement savings, education allowance, etc) are very nice but not essential. I am worried that gaining benefits will result in a lower salary which doesn't fit with my life plans right now (paying down debt/building kids college fund). Before I try to sell my boss on the idea of hiring me as permanent I want to know what is normal. In the experience of the community, when going contract to permanent is there usually lowering of salary to balance the gain of benefits? I want to be in a position to accept before I start putting energy into changing my work arrangement. <Q> Yes many companies reduce the salary in the offer. <S> The higher salary as a contract employee was offered so you could buy your own benefits like health insurance, etc. <S> with the company now paying for some things they were not paying for before, they will often offer less. <S> However, not all do and you would have to ask them. <A> Factors for job consideration <S> There are countless things that all factor into the "value" of a job an what it's worth to you. <S> What is important to you isn't necessarily important to others and visa versa. <S> The most common benefits are: Salary Medical Insurance Optical Insurance Dental Insurance Life Insurance Retirement Plan Stock Options Wellness benefit Education / Training Credits Paid Time <S> Off <S> Company Car <S> There are tons of benefit possibilities that range in all sorts of extremes from free drinks on Fridays after 5pm. <S> Paid parking in downtown. <S> Free lunches. <S> etc. <S> Salary tends to be the easiest to consider factor. <S> It's a big number and bigger is always better, but all benefits have a value that should be considered. <S> As a contractor likely salary was the only note worthy factor as your benefits as a contractor tend to be near non-existent. <S> (exceptions apply) <S> The combined total value of the package should be at least a few thousand more, however; the actual salary could be a few thousand less than you got as a contractor. <S> If you're REALLY lucky and a good negotiator they match your salary which is rare, but not unheard of. <A> You will need to consider benefits, but the job market's demand on a limited contract compared to a full-time position is another factor. <S> If two available jobs offer the same salary and benefits, but one is limited to 6 months and the other isn't, which one would you take? <S> For a few, only having to work the next 6 months and then getting a lengthy "vacation" may be a good thing, but most people want continuous employment. <S> I would want more money knowing I have to go <S> find another job and risk missing a paycheck or two.
| What you need to do is consider the total salary you were getting paid vs the new salary + value of the benefits and where you land.
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Should a CV/resume be customised or just the cover letter? Since a cover letter will already include the highlights of the CV that are relevant to that particular company and job advert, is it necessary to tweak the CV as well? <Q> Ideally, yes, you would customize the resume for each position so that it emphasizes the particular skills and experience that best matches up with the job description. <S> In the real world, however, that doesn't always work out so well. <S> Customizing your resume can introduce typos and it can lead people to introduce phrases that aren't as polished as the rest of the document for example which can hurt your chances. <S> And many people aren't particularly good at marketing themselves which may lead them to emphasize the wrong things or to de-emphasize their best attributes just because they didn't show up in the text of the job description. <S> Plus, it's a great deal of work to customize resumes for every job so that necessarily takes away from other things that you can be doing to land a job. <S> You need to balance the costs and the benefits. <S> Commonly, people that expect to apply for different types of jobs will maintain different versions of their resume that are targeted to each type of job. <S> A developer might have one resume that focuses more on their front-end skills and another that focuses on their back-end skills depending on the job. <S> Someone else might have one resume that focuses on their waitressing skills and another that focuses on their front desk experience. <S> That achieves much of the benefit of customizing the resume at much less cost than customizing the resume every time. <S> People that are applying for jobs that hundreds of other people are also going to apply for probably need to send out far more resumes than someone that is applying for a position that relatively few people are qualified for. <S> It probably makes more sense to spend the time customizing the resume in the latter case where you know that a human is going to be reviewing them carefully than in the former case where it's very likely that computers are looking for keywords and humans <S> are applying some gross filters like looking for a degree and a certain number of years of experience. <A> Your CV should be tailored to the job you're applying for, emphasising the skills you possess that the employer is looking for. <S> I maintain several versions of my CV, tailored towards technical roles, leadership, architecture etc. <S> Always keep the version you've sent to an employer, so you can re-check it before and interview to ensure you have the same vision in mind. <A> Most HR systems today use some form of Applicant Tracking System. <S> Cover letters do not get processed in the same way as the resume/CV, so vital information that is only on the cover letter might not be used to qualify you for the position, or it might not be seen by the decision makers (it will be available to be seen, but that is not the same as being seen). <S> As a candidate, you have to assume that the people initially reviewing your application have many resumes/CVs to get through in a short amount of time. <S> If you make their job easier, you move the odds in your favor. <S> If you make their job harder (by spreading important information across multiple documents instead of consolidating it into one - your CV) <S> you lower your odds of getting through the process. <S> So, to your question, if it is vital, put it in the CV and use the cover letter to call attention to it.
| If you're doing it right, that sort of customization can make it more likely that your resume stands out from the crush of resumes the company is reviewing.
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Employer won't accept resignation, demanding that I finish projects outside my duties Question: What are the things that I could do if my current employer does not accept my resignation, simply because he wants me to finish the job which I don't think is really my job? Background: Before I decided to resign to this company we (me and my employer) had a good relationship. As time went by my job description as an associate software engineer becomes dimmer and dimmer to the point that even editing of documents, troubleshooting, fixing network issues becomes my duty also. That is okay, I've managed to do those things for a while, but after a short time, my boss wants me to handle the implementation of ERP to this corporate company. This is the duty that I cannot accept because it cost more than a millions worth, and how can it be that I (associate software engineer) am expected to handle this thing alone ? He even stated that 'if there are problems during implementation, it is only you that should be blamed for them'. I've also been unhappy at work, because I don't want this kind of job, and most of all I applied to this company with the intention of learning more regarding website development. Due to those reasons I came up to the conclusion that I really need to leave this company, but as soon as I passed my resignation letter he suddenly becomes angry at me, and warns me that it is I that should handle the ERP. He will never allow me to leave this company without the ERP being implemented. In my resignation letter I indicated all the reasons why I want to leave the company in a gracious and very careful way, I also included my one-month notice of leave there. I would like to emphasize that I never signed any contract on this company, actually I am almost 8 months here, I have the ID that is the same on the regular employees , but unfortunately I didn't enjoy the benefits of being a regular employee (increase salary, leaves, signing of contract, etc.). The probationary period here should be only 6 months (Article. 281) . So far here is the list of the things that I've done: Ask advice to the HR manager, this concluded in her being the one to talk to my boss regarding this matter. Ask the ex-employees who experienced the same thing before, and their answer is that this is the culture in this company. That's the reason why they left. So far, this are all the information that I can give to you. Thanks! Update as of September 18, 2014 So far most of the answers states that I need to consult a legal or something like that. And yes, I consult someone, and they really proved that I am in the right position. It is based on the code of labor of our DOLE (Department of Labor and Employment). Now that I know that I am in the right position, what should I do? Also, I don't want any troubles. I just want to leave the company. <Q> You've added the "Philippines" tag. <S> While I don't know the specific laws of that country, I'm pretty sure indentured servitude is illegal there. <S> You obviously have a toxic manager if he becomes angry when you mention resignation. <S> Don't let this person get to you, they are yelling because of their own issues, not yours. <S> You've clearly got good reasons for leaving, so future employers shouldn't hold this against you. <S> EDIT : <S> To respond to the additional request for references, the document you pointed out says in article 285 : <S> An employee may terminate without just cause the employee-employer relationship by serving a written notice on the employer at least one (1) month in advance. <S> The employer upon whom no such notice was served may hold the employee liable for damages. <S> So one month is apparently the standard notice in the Philippines. <S> There are other criteria by which you could provide less notice, but if you can hold out a month it would be the least contentious route. <A> You didn't specify your country, but you have stated that you signed no employee agreement and that your HR representative says that you don't have a legal obligation to stay. <S> In this case the question seems to be whether you have a moral or ethical obligation to stay. <S> There is always an implied agreement when you work for a company. <S> It goes something like this: The company will provide a particular type of work, and you will perform that work to the best of your ability. <S> In this case, the company does not appear to be living up to its promises. <S> You're doing work that you were not hired to do, and that isn't in your area of expertise. <S> You're being set up to fail. <S> The implied agreement has been breached. <S> In my mind you're perfectly within your rights to resign and seek other employment, and should not feel guilty in doing so. <S> Don't let an incompetent and abusive supervisor bully you into staying. <S> That's not a good deal for you <S> (you'll be miserable), and it's also not a good deal for the company (you won't deliver good work). <S> A reasonable boss would realize this, but unfortunately that's not the type that you have. <S> Better to move on. <A> As everyone else has pretty much covered you are under no obligation to stay in a job when you have made the decision to leave, and provided you offer the minimum notice period as defined in your contract of employment, or in the event that you haven't technically entered into one (judging from your comments) and they can't evidence one then adhere to your local or national employment legislation. <S> However, you specifically asked What are the things that I could do if my current employer does not accept my resignation? <S> It isn't clear whether you've actually tried to tender your resignation yet or just discuss it. <S> Regardless, when you actually want to submit your notice ensure it is in writing and also that it is submitted to multiple people (to prevent any potential recriminations along the lines of 'I never received it' from your manager). <S> If I were in your position I'd submit it to your manager, their manager and the HR Manager you've already had contact with regarding this matter. <S> It may be overkill <S> but it's perhaps worth considering using registered or signed-for mail so you can evidence receipt or possibly attach it to an email and <S> ensure you get a read receipt. <S> It's perhaps the cynic in me that would want to cover my own back in being able to evidence that I submitted my resignation and offered the necessary notice period as defined by either a signed contract or law. <A> As mentioned in the comments - a signed contract of employment with an employer would protect both parties into the agreement. <S> In the absence of which you could not be bound if you choose to resign. <S> You may want to consult a legal opinion on the subject before taking further actions. <A> I am from the USA, so I might not completely understand. <S> It is very sad that you feel overwhelmed and must do additional work beyond your skills. <S> In some cases a boss knows that a worker has talent and "cracks the whip" simply to make them succeed. <S> But if the boss is not a fair person and you are sure that you cannot do this job <S> well then consider simply not coming to work any more and going to a different company. <S> That said, there are many things to think about. <S> Do you have to pay a penalty for leaving without notice? <S> Are other jobs available? <S> Are there issues of government unemployment benefits to work out? <S> What happens when you tell your next employer what happened? <S> A very difficult choice. <S> Good luck.
| Simply find another job and give the customary amount of notice (2 weeks here in the US).
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Dealing with a senior colleague not pulling his weight I'm fresh out of college working in an IT company. I'm really enjoying myself and am working on a small project with 5 others. However one of the other developers (all senior to me) is really bad at his work, unfocused and does not perform. I know it's really not my direct problem since I'm not in a great position to change this. However I can't help to feel that this reflects on my work, directly or indirectly (ie. the customer expects a certain amount of work to be done by 5 people and the rest of us need to work harder to pickup his slack). It's also harder for me to help him do his work and my work, than to just do his work myself. I've given this problem a bit of thought and I'm not sure how to tackle it. I have a few solutions: Avoid this person, try not to get tasks near him or his work and just ignore him. Tell my boss about my concerns. Be strictly professional. Help him only when asked and do my work to the best of my abilities in the hope that my boss will notice this. Try to educate and improve this employee by being helpful and inspiring. Leave, there's something wrong with a company employing this kind of person. Others? There's no personal conflict involved at all. === Edit === Work is divided into tickets, which are assigned a estimated time to finish. The time estimate is decided by the team together. Tickets are divided among the team members by the team, but with a manager present. The amount of work is by each team member is recorded as well as the actual time a certain task has taken. However, estimates can be wrong and there's a good understanding about this. It's easy to say "we estimated this to 8 hours but it was really hard to do, so we need to change the estimate". This being said, I feel that both the managers and the team members has a good understanding about each others strengths, weaknesses and performance. <Q> Welcome to the working world, which is unfortunately full of relationships like this. <S> If you decide to leave over this, you will probably find yourself in a similar situation down the road. <S> I would opt for a combination of #3 and #4 you've listed above. <S> If you attempt to do his work for him, that will work out badly for you most of all. <S> Keep as good of a record as you can of your interactions. <S> If there's something you need that he is supposed to provide, send an email to him as a reminder. <S> When he asks for help, summarize the help you provided in an email and send it to him. <S> Leave your boss out of it as much as possible -- only escalate to that level if there's no other option. <S> If it comes to the point where you need to involve your boss, then you'll have a documented history of where your co-worker has not performed as expected, and where you've attempted to help. <A> My answer comes from experience with this. <S> I have been in both positions, as the slacker, and as the one dealing with the slacker. <S> When I was the slacker, one of my mentors mentioned it to my boss, and all three of us had a discussion which helped me realize that my time goofing off at work was having an effect on my coworkers. <S> Keep in mind <S> this was when I was an intern at my first job! <S> When I was the one dealing with the slacking, I similarly went to my boss and complained. <S> Sure enough, he was aware, but by my complaining, this allowed my boss to get more information to put together a case for firing the slacking coworker. <S> Eventually, the coworker was fired, after being given numerous chances to change ways. <S> My opinion is to talk it over with your boss. <S> Try to be positive about it (no whining or accusatory tone). <S> Things like "Slacker has asked me to take on some of his/her tasks recently, and it's causing me to have difficulty in finishing my own work. <S> What would you suggest I do?" <A> This is something you bring up in private at a semi-annual or annual performance review. <S> Usually managers will have you rate your team members, or leave comments about their work. <S> Feel free to be honest here (but not insulting), and your manager will appreciate the feedback.
| Be constructive too, so the underperforming employee can learn how to better improve their performance.
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Is mentioning having a disorder in a cover letter a bad idea? I am currently a university student applying to companies for internships. In my first two years at university, I was experiencing symptoms of an autoimmune disorder that went misdiagnosed as something completely different (I was receiving incorrect treatment). I feel like I could have been one of the top students in my class, but the pain and discomfort really held me back. Despite that, I did reasonably well in my first two years (85% average). I am currently in third year and after receiving the correct diagnosis and treatment recently, I feel much better at school. I'm confident I can do a lot better now, but there won't be any numbers to prove it until I finish the fall semester. I am tempted to tell companies about this situation on my cover letter to indicate that my value is higher than what my grades indicate now that I'm healthy, and that I was able to do well despite the setbacks. However, at the same time I am worried some companies might see a chronic disorder as a negative thing. Is it a bad idea to share this on my cover letter? <Q> I am tempted to tell companies about this situation on my cover letter to indicate that my value is higher than what my grades indicate now that I'm healthy, and that I was able to do well despite the setbacks. <S> Is it a bad idea to share this on my cover letter? <S> Are you imagining writing something like "If I hadn't been sick, I would have done better"? <S> I can't see how that would work to your benefit. <S> It's speculation at best, and pleading at worst. <S> And in a cover letter, you only want to accentuate the positive. <S> You never want to draw attention to (potential) negatives. <S> Instead, just finish up with great grades. <S> If, during an interview you are ever asked how your grades improved so dramatically, you'll have a great story to tell. <S> You can express how you overcame adversity to become a great student. <S> You can talk about the fact that you have a chronic disorder, but that it no longer interferes at all with your ability to excel. <A> Abstain from telling it till asked for. <S> If you are asked to fill a form and it asks you to mention any medical condition <S> then you fill it, as not mentioning it there will mean withholding information. <S> Do not mention it proactively on your resume or during interactions. <S> Answered based upon the assumption that the condition does not render you unproductive for prolonged period frequently. <A> Quick Answer: <S> Yes, avoid from mentioning your disorder until they ask you questions that are related to your health. <S> Explanation: <S> Every time you apply for a job / internship your goal should be to sell yourself and land for a position you desired. <S> Never say I feel like I could have been one of the top students in my class, but the pain and discomfort really held me back. <S> because that can make them think that you are just excusing yourself and you are just reasoning. <S> Also, since your disorder is not infectious and you are now under the correct treatment which will not make you unproductive <A> Typically the cover letter is used to highlight your skills,passion and qualification to state <S> you would be the best person for the job. <S> It would not be appropriate to mention reasons for a set back in it as it would not do any help in getting you an interview with the company. <S> Try highlighting the positive traits that would be more constructive towards getting you the interview. <S> Like Amar mentioned you could mention it in the application form or when asked in person during the interview regarding a set back. <S> You could project your confidence and determination to push through the hurdles that you faced during your interview phase <S> I understand what you are going through. <S> But I wish that your medical condition does not stop you from where you are heading to. <S> Wish a quick recovery. <S> Hope this is helpful.
| I see no point in telling it during your interview. Saying that you have a disorder early during your interview can make your interviewer turn off. However, at the same time I am worried some companies might see a chronic disorder as a negative thing.
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Accepted offer at Job A, now got e-mail back from job B I'm in a [potential] pickle here and perhaps SE can give me some good advice on this. These are both IT related jobs. Ok ~ 1.5 months ago I interviewed at company B which was for a remote position. We had several interviews (on video chat) over the course of a month. It came between me and another candidate. They took the other candidate for the remote position but asked if I was interested in a position which involved relocating. I respectfully declined and asked them to consider me for future positions. Fast forward I interview at company A. Based on the description I liked it. I only had two interviews and they were both over the phone (one HR one hiring manager). They gave me a really good offer and I accepted. I have never met the team so I am kind of going to this blind. Based on our discussions this company appears very informal and not really "by the book" so I figured this is potentially their style. There are a few red flags such as they never checked my references and I've never been offered a job after only phone interviews but based on my research they are a legit company and my hiring manager seems to be good. I just don't know what I'm getting into, it could all be a lie or it could be awesome! I am set to start in a week. Now company B comes back to me and says a few other remote opportunities opened up. Company B seemed like a dream job (full time telecommute, my field of interest, and the co-workers seem great since I actually met them over video). I want to talk to company B about this but I don't know how to go about it. Should I just honestly explain the situation that I have an official start date with another employer but since I really am interested in your company for (insert reasons here)? Explain the fact that the job I was presented may differ from reality due to the suspicions I listed above but I still would like to meet them next week to give them the BOTD? Also explain that I do not want to put an undue burden on the new employer so I would need to know fairly quickly? What to do? <Q> I'd say "talk to company B", especially if they decide quickly. <S> A couple of reasons: <S> Company A has a few red flags but until all red flags are resolved in your mind, you might as well not put all your eggs in company A's basket. <S> Company A made you an offer, and you accepted. <S> Chances are pretty good that your offer is probationary, though - Check your contract with them if you signed anything and especially look for the penalty clauses. <S> If you are on probation with them, they might as well be on probation with you. <S> If you end up resigning from company B, you're resigning during the probation period. <S> Company A was quick to make you an offer. <S> But if they are a legit outfit, they may be even quicker to fire, given that they're not bothering to check your references. <S> I am not sure whether your phone interviews were audio/video such as Skype or Google hangout or whether they were just audio. <S> Of course, they are taking a bigger risk with audio, which they may very compensate by being quick to fire. <S> Basically, company A may be taking the attitude that your job performance constitutes your references and your interview, so watch out for yourself - you may be dealing with some very tough customers. <S> On the other side of the coin, I'd say company A has not begun to prove anything to you until you get your first check from them. <S> As for whether your "professionalism" tag applies to my answer, I don't know <S> and I don't care. <S> I am doing business and when I do business, I don't complicate my life with worrying about labels. <A> You have accepted a job at A: If that means you signed a contract, then it would be quite hard to get out of it. <S> If you accepted verbally, it's less problematic. <S> Anyway, if you do nothing, you will start at A. <S> That should be your baseline. <S> No action you take should leave you in a worse position than starting at A (for example leave you in the position of having no job at all). <S> There is an opening at B. <S> You don't know how sincere it is really, how good your chances are to get it, and so on. <S> You can't go through a three months hiring process at B and expect your job at A still to be there if B falls through. <S> So a long drawn-out hiring process cannot be acceptable to you. <S> If that's what they need, stay with A. <S> If they want you and can make that happen, then you can try to delay starting at A and change to B if it happens. <S> Delaying at A probably should be done delicately. <S> If you start at B, the people at A will obviously be annoyed with you, and that job opportunity is probably gone for good, but that's not really your concern. <A> You need to consider what is best for you. <S> No one likes to be a "second choice", "safety belt" etc. <S> You are not obligated to inform A or B companies of you options, they are yours. <S> Given the B company record of being a long term decider, you should start at A, checking contract for any of the road-blocks that can prevent you from switching in case B will come through with remote offer. <S> In any event, you should not come out of this decision worse than you can be with working for company A
| Just make sure that whatever happens, you'll at least have the job at A which in the end you were willing to take. So I'd suggest to inform B about the situation, that you have verbally accepted an offer at A, that you would prefer starting at B, but a decision has to be made quickly for obvious reasons. What you need to do is think about the possible outcomes, which ones you would prefer, and how to get what you prefer.
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Very wary boss keeps the team away from empowerment, how to deal with it? Brief description of me I am in the electronics department of a medium sized engineering business, among my other five co-workers. I've been working for 4 years here in the same position, but the mileage in the team is 8 years average, with no previous experience. Our boss: Brief description of our boss -Our boss joined 12 years ago, and more than 25 years of experience in many different areas inside electronics. -He is a very smart and pragmatic person with a lot of experience, but selfish when it comes to achievements, quite condescending at times and a person who seldom admits its mistakes. -He'll cut off your question/explanation and will propose a solution that is no good because he didn't take the time to listen to the additional details. Stating the problem Even though we put up with the behaviors stated, I am concerned about the way these behaviors affect our morale and our development: During his entire course in that position, he has never given a chance to take responsibilities and duties others than getting done the work he has previously explained you point-by-point. This means, "In order to provide product B, you have to first take AAA, then request quotes from BBB, design CCC and then mix up everything till you get B". And don't ever try straying from those steps too much or taking important decisions behind his back. Due to his wide knowledge and experience in the products we develop, looks like he is able to plan each and every task necessary to create the product, including the details of almost all the tasks. It gives the feeling that he does not trust your decision-taking capabilities. The questions This excessively wary behavior results in us being unable to take responsibilities and design decisions because the boss does not trust in us, and therefore we (it's a general feeling in the team) feel demotivated and deadlocked in our position, while we stare at how another department's boss is empowering little-by-little his team members, to the point that he seldom calls for meetings as they have become almost autonomous! -How can we cope with this situation, provided that he'd be too proud to take on a normal conversation about the situation? Thank you, and feel free to ask for details. My apologies if I wrote too much. Added: Just to clarify, this behavior is present ever since he took the department leader position (as some team members were already before the boss arrived), that is 12 years ago. Just in case somebody states that responsibilities will arrive with experience. <Q> This person clearly has a stong need for control. <S> This has nothing to do with or your co-workers and your performance. <S> This has everything to do with his personality type. <S> You will not be able to change this behavior from below him in the organization. <S> I had a boss like this too early in my career. <S> I learned as much from him as I could (these people are generally very knowlegeable in their field or they wouldn't last long with this management style.) <S> and then moved on to another job elsewhere. <S> I learned a lot from him and so was able to operate at a much higher level than my pay grade when I moved on. <S> So don't take it personally, concentrate on learning what you can from him <S> (even if you are not making the choices, try to understand why he chooses what he does, that will still give you professional development) and move on to a more congenial enviroment (even an internal transfer could do this) when you feel ready. <S> Oh and while you are at it, learn how not to manage others. <A> Yes, he is putting the continuity of the business at risk by keeping everything in his head - he gives you the step-by-step instructions but certainly not their rationale. <S> But the top management doesn't seem to be concerned about business continuity. <S> Their loss. <S> And since there is nothing you can do to change the situation, you might as well not obsess about the things you cannot do anything about <S> - it's a waste of time and energy. <S> He makes no effort to train the staff to the level necessary for them to be able to take over, should he be run over by a truck. <S> Nobody on the staff has the over-all picture of what's going on <S> and it is doubtful that each member of the staff understands their piece of the picture. <S> None of you staff would want to be around and have to take over from him if anything were to happen to him. <S> No way you can look out for the group and for the company with him around, given the way he is hoarding his expertise like a miser. <S> The best you can do is look out for yourself <S> but I doubt that you can even do that given that he is not giving you the knowledge to understand your part of the picture. <S> You are probably better off with another boss whose management practices are progressive rather than reactionary. <S> In particular, a boss who is eager to work himself out of his job so that his can move up the ladder and give you an opportunity to take his current spot. <S> Fact is, you'll be a lot happier with such a boss and you'll learn a lot more in a lot less time than with your current boss. <A> You need to take initiative and start by asking "I want to use technology XY for the new feature Z, is this a good idea?" <S> Train to put it in one short question with all details. <S> Often we derail and take two or three sentences and that's just to much if his mind is focused that much. <S> If he then says no, ask him why. <S> He will probably be right, but it is important you understand the reasons <S> so next time you can come up with a better solution. <S> This can be very frustrating because he will be right a lot <S> , don't take it personally, he just has more expertise and sees the bigger picture, hopefully. <S> Surely he wants to retire one day and not leave a big mess for everyone. <S> With many reports his schedule is probably busy and he is trying to minimize disturbance by all of you, but he needs to understand that there would be less if you had deeper understanding and could work autonomous. <S> If you like the job and your coworkers, that's worth a lot <S> and I would try to change his mind before throwing in the towel and ending up somewhere worse. <S> Not sure if escalating to higher management is a good move, it might block any cooperation from him and he will stay because of his importance. <S> But if you try talk to him and then go to management he will know it was you. <S> That's a difficult decission. <S> Best would be if management saw the problem and talked to him about who has the knowledge, what are the backup/disaster strategies.
| You are in a no-win situation, if your goal is to change his ways: your boss's approach works just too well for him, so he's got no incentive to change. Also it sounds like he might have autism/aspergers and is just not realizing that it comes over rude, so try talking to him and explaining that it is in everyones interest if more people understood the complex programs.
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How to handle interruptions/distractions by colleagues at work? I work in an organization where my job is usually a Desk job. Many a times when I am busy, some of my team members seeks for some help related to work. Being a professional, I always leave my work/task in-between and at once look into their queries. Sometimes I am doing very important tasks which require concentration, but I still can't find a way to say 'NO' to their queries. I have faced NO many times from others when I seek help, they very rudely deny my request. I feel bad but I don't do this to anyone. Sometimes I am distracted by non-work related communication, which has a negative impact on effective time management and productivity? How to handle interruptions/distractions by others at work? <Q> There are a few ways you can approach this problem. <S> First, wear headphones. <S> This can often eliminate the casual non-business related conversation because while people might be able to start chatting, most people won't interrupt you or tap you on the shoulder to say "hey! <S> let's talk about non-work stuff. <S> " If they do, say "hey this really isn't a good time - I'm in the middle of something, want to catch up at lunch?" <S> Second, get in the habit of saying "I'm in the middle of something, can we talk in 10 minutes?" or something similar. <S> Depending on the importance of what's being asked increase the time. <S> Maybe say, "I'm pretty busy until Friday - set something up on our calendars for Friday" (I literally did this yesterday). <S> This has the added benefit of giving the requestor more time to figure out what they really need. <S> You are right that saying "no" without anything else will be poorly received. <S> But almost everyone will react positively to a "no, but" statement here. <S> Whether it's talking a lunch, 10 minutes, or later in the week. <S> Sometimes though you are going to have to deal with these distractions. <S> This is life. <S> The higher your responsibilities <S> the more important it is to interrupt your day for others, especially if you are a key decision maker. <S> It can make for interesting conversations with your boss (my boss allowed me to move to a corner of my office space after talking through how detrimental these sorts of distractions are, this has had a significant effect on the quantity of team member distractions). <S> To, to summarize: <S> Wear headphones to avoid non-work related discussion Get used to pushing back the time <S> Never just say "no" without a "but" suggestion <S> Accept some interruptions are part of work Talk with your boss <A> That's not being professional. <S> That's just being accommodating - and in this case perhaps overly-so. <S> Sometimes I am doing very important tasks which require concentration, <S> but I still can't find a way to say 'NO' to their queries. <S> How to handle interruptions/distractions by others at work? <S> If you truly have very important tasks, you can either say something like " <S> No, I can't help you this time, I have to concentrate on the task I have." <S> or "No, I can't help you right now. <S> Perhaps later, once I have finished my task." <S> Sometimes, you can use your boss as the excuse - "Sorry, [boss] <S> wants me to get this task done, so I can't help you. <S> Depending on personalities, experience, and the work hierarchy, it can often be uncomfortable turning down a request for help. <S> Additionally we sometimes unconsciously want to be known in the office as "the guy or gal who helps everyone". <S> But if doing so gets in the way of completing your tasks, then you are shortchanging both yourself and the company. <S> Try saying "No" a few times. <S> It will be hard at first, but you'll learn that it gets easier with time. <S> And you'll likely also find that your colleagues will understand. <A> Being a professional you interrupt your work? <S> That's not what professional means. <S> What about saying "I have some very important work that I need to concentrate on, can you wait until later"? <S> This has nothing to do with rudeness. <S> You are responsible for your work, not theirs, so its very rude to your employer if you say "Yes" to these people and don't get your own work done. <S> There may be a cultural difference here. <S> I have no problem asking a colleague for an opinion or for help, and I have no problem if they say that they have no time to help me. <S> That's me. <S> That's you. <S> Just like everything works fine as long as all cars drive on the same side of the road, no matter whether they choose the left or right side. <S> But when two different cultures clash, you get into trouble. <S> You then have to be aware of this and act accordingly. <S> If you had a colleague like me, I don't think it's rude if I don't help you, and I don't think it's rude at all if I ask you for help <S> and you refuse. <S> I wouldn't be the slightest offended if you have no time to help me, and it wouldn't even cross my mind that it was rude. <S> That's most likely what happens with your colleagues. <S> So they won't mind and they won't find it rude if you stop giving in to their demands. <S> More likely they will have more respect for you. <A> I can usually handle being interrupted to do something that takes very little time. <S> and I am not doing anything for them until I get the clearance. <S> If the person who gave me the deadline/priority won't budge or I can't reach them, the request will have to wait until I find a suitable time window.
| If the time commitment for the interrupting task is essential and it could affect my deadline, I'll tell them that I have to clear their request with the person who gave me the deadline and the priority for the Task A that I am working on There are other people who would find it very rude to interrupt a colleague, and who would also find it very rude to not help if asked. Being a professional, I always leave my work/task in-between and at once look into their queries. If you think it's important enough, we could go to [boss] and ask if things should be re-prioritized." I suspect you already know this, but you simply have to learn to say "No" when it is warranted. Everything works fine if all the people involved play by the same rules.
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How to offer a good apology This morning I ended up missing a teleconference that I regularly host with two peers on another continent. I was doing research and lost track of time. I rely heavily on my Outlook notifications but I turned them off at some point for this series of occurences. Regardless of the reason this was an obnoxious error on my part. Without a doubt an apology was in order and the below apology has been sent. I am very sorry for missing the meeting today. I just realized that recently my outlook has not given me a reminder notice for our meetings as this feature was turned off. I rely heavily on this feature as I get so engrossed in what I’m doing that I lose track of time. I sincerely value our weekly meeting and appreciate your contributionsto this project. I apologize for wasting your time and have takensteps to ensure that it doesn’t happen again by turning the remindernotification on. This got me thinking. In the workplace effectively acknowleding when you drop the ball is a crucial skill. What are the keys to a good apology? Does it change if the apology is directed to a manager/peer/subordinate? <Q> First, it has passive tense in it: this feature was turned off . <S> Part of apologizing is owning your mistakes. <S> Second, it has too much detail, they don't really care why you missed it. <S> The reason you missed it is it wasn't top priority in your mind <S> and you got caught up with something else. <S> Third, you wait too long to address the emotional aspects of your error, putting it after your detailed technical explanation that implies it wasn't your fault. <S> A good apology: <S> starts with "sorry" or <S> "I apologize" and then immediately states the action and the meaning of that action <S> My apologies for missing our meeting today. <S> I realize I must have wasted your time while you waited for me, and possibly delayed the project. <S> goes on to clarify the emotions involved <S> I sincerely value our weekly meeting and appreciate your contributions to this project. <S> optionally explains how it happened, retaining ownership of your mistakes <S> I was a little too enthusiastic with a new no-interruptions approach, so <S> my technology didn't remind me of the meeting closes by just assuring that it won't happen again, or detailing steps you're taking to prevent it from happening again <S> I will make sure not to suppress reminders about this meeting in future. <S> That said, this is an overapology for missing a meeting. <S> I would not send this email to be filed and referred to later. <S> Instead, I would call each person as soon as I realized what happened and say I've just realized I missed our meeting this morning! <S> I'm so sorry. <S> Is there anything urgent we need to cover before the next meeting? <S> I'll make myself available whenever you need to talk. <S> Generally you will have to work extra to make up for this, and that's as it should be. <A> When it comes to apologies, I tend to call the offended parties instead of emailing. <S> Two reasons - a call is more personal and it (usually) doesn't get recorded. <S> Last thing you want is a reminder somewhere that you, one day, dropped the ball. <A> Your apologies are quick, to the point and leave no room for misunderstanding: just as it is blindingly obvious that you screwed up, it has to be blindingly obvious that you are apologizing. <S> No parsing of the words, no excuses, no escape clauses, no vaseline, no shock absorbers. <S> Go straight to the heart of the matter, and drive that stake into that vampire's heart :) <S> There are exceptions: I have delivered apologies where I made it clear that the fault wasn't mine and apologies that were non-apologies because I sure as hell wasn't going to take the fall for what somebody outside my command chain did and was liable to do it again.
| Your apology needs a little work.
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5 - 10 minutes spent on a "safety topic" before every meeting My company recently started requiring this 5 - 10 minute "safety topic" be performed by an employee before every meeting. It is presented as a way of making our workplace safer. In reality, they are probably getting an insurance price break by doing it. After about 10 meetings all the obvious topics have been done and now it's my turn. What should I do to be creative with this without running the risk of offending more just a few people? It is an Engineering office desk job. <Q> Ask the company for a list of topics and material, otherwise this is just safety theater. <S> Putting the responsibility on the employee to pick a safety topic, prepare for the talk, and present the material shows a lack of seriousness of the requirement. <S> They didn't provide a mechanism to determine if the safety information is even correct or relevant. <A> I'll preface this by saying I'm a Software Engineer who works at a desk. <S> However, we do have a Commissioning Team that goes to client sites to install the hardware/software that we develop, as well as other Electrical/Automation Engineering duties. <S> Topics <S> As far as topics go, we used to not only talk about safety topics that could affect us directly ( ergonomics, washing hands, in/out procedure ), but also other members of our team ( pinch points, 3 point contact, client site in/out <S> procedure, client speed limits, stay alert while driving ). <S> Weather conditions ( falling snow, bears waking up from hibernation ) and accidents reported in the news ( driving according to conditions, safety goggles ) are also good topics, especially since they're current. <S> Using these greatly increases the number of topics, to the point where repetition happens at a point where it is considered a "refresher" instead of "the same thing again". <S> Meeting Format <S> The one thing that surprised me about your post was that the employees were required to come up with and speak on topics. <S> I've normally seen this task reserved for the Health and Safety Rep or a Manager, as it is their primary duty to ensure that their staff are working effectively and safely. <S> This way the person talking about the topic has a vested interest in it, instead of doing it because they were told to. <A> That really depends on what your goal here is. <S> Do you want to Just get it over with Communicate to the company, that this is really a stupid idea <S> Do something that is actually meaningful, productive and helpful <S> For #1 you just google "safety topic" and take the first item that remotely fits the format, fro #2 you google <S> you cover things like "how to not burn your crocth with hot coffee", "how to handle documents to minimize the chance of paper cuts", etc. <S> and for #3 you do some actual research and what type of accidents and/or injuries <S> are leading for your type of work environment and pick one that might have the most impact. <A> To expand a bit on Onion-Knights idea. <S> This likely covers the requirement as you are "working towards prevention of lost time injuries" even if those injuries are not incurred in the workplace.
| If you are out of ideas for workplace safety, maybe look at general life safety like "the importance of carefully using knives", "how and why to inspect a ladder before use", or "call the utility company before you dig".
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Dealing with attire mishaps mid-day Let's say a few minutes before a meeting, you spill coffee on your shirt -- or worse, catsup. In addition to staining, dampness itself can be an issue; even if I only spill water, there's a huge discolored spot until it dries. What's the best way to recover rapidly so you don't look like a total slob when going home to change is impractical? <Q> Some people keep additional emergency clothes in their offices for just such occasions. <S> These are generally people who have to deal with clients inthe course of the day and not just their regular co-workers. <S> If you are a guy, sometimes just having a spare tie is all you need. <S> These can be used to help get the stain out at least somewhat as soon as you do it. <S> You could also refrain from eating things in the office that tend to stain like catsup. <S> Or at least do so on days when you will have important meetings. <S> If you aren't someone who sees people outside your work group in the course of the day and you only do this occasionally, just mention it casually with a self-deprecating laugh at yourself at the start of the meeting. <S> Another thing to try is to dress in layers. <S> If you spill something on the jacket or cardigan sweater or vest, you can take it off. <S> And remember that the problem is likely more noticeable to you than to others. <S> I can really only specifically remember one time in my whole career when I truly noticed a stain on someone else which was after she spilled an entire cup of coffee on the skirt of a white suit just before (less than a minute) <S> we went into a presentation that she was giving to a client we had not yet met. <S> She just took off her jacket and held it in front of the skirt until she sat down and carried on as if nothing was the matter. <S> Self confidence counts in these situations. <A> My advice falls into two categories, Remediation, and Prevention: Remediation : <S> If you can (the mess is small enough and the material allows it), use a little soapy water to dilute it to prevent staining. <S> Pat dry with paper towels. <S> Prevention : <S> Only use coffee mugs with a wide base, and prefer to underfill it with whatever you're drinking at your desk. <S> Be careful to eat over a surface, and put down a napkin to protect your lap. <S> Keep spares nearby. <S> I always kept a spare tie in my desk when I was a financial advisor. <S> Work on your mindfulness, and take your time moving when physically near anything that could damage your clothing. <S> Accidents happen. <A> What's the best way to recover rapidly so you don't look like a total slob when going home to change is impractical? <S> Due to the poor heating/air conditioning in my building, most folks have fleece jackets with the company logo. <S> If you have the same you could always throw one of those over your shirt. <S> If not, you could keep an extra jacket around for just such an occasion, or borrow one from a friend who has one.
| There are also stain remover sticks that you can keep in your desk. If you spill something on the shirt, you can button the outer layer. If you're a mature adult, it should be very infrequent, but if it's not characteristic of you, your coworkers will forgive the faux pas. Carefully blot it up, don't press the mess into your clothes. Blow the remainder dry with a blow dryer if you have one available (and the material allows it).
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How to address a Dr. who I just met, when others address them by first name? I made a new connection for a potential job offer, and let's say is name is Dr. John Smith (he has a PhD). He refers to himself, and others refer to him, as "Dr. John Smith" on his website, blog, and LinkedIn. I made the connection through his son, who is my recent roommate, thus I contacted him to inquire about his job opportunities. We've emailed back and forth 1-2 times, and I always address him as "Hi Dr. Smith, ...etc...", but he does not sign his emails with any name. Thus, out of respect, I've continued to address him as "Dr. Smith". Those who know him refer to him as "John", and in this case, my roommate, obviously calls him "Dad". However, we are planning to meet in person, and I am still referring to him as "Dr. Smith" through email. Will this be awkward, especially if I am with my roommate and "Dr. John Smith" at the same time? I think it would be more comfortable to call him "John", but he has not given me permission nor signed his emails with any name whatsoever*. In my experience with meeting PhD holders, I've respectfully addressed them with the "Dr." title, and they usually tell me to address them by their first name, or they sign their emails with their first name. In this case, I have not received either, but can I refer to him as "John" instead of "Dr. Smith"? *NOTE: Once, he ended his email with a "j" (most likely it was a "j" for "John", but it was subtle and there was no closing salutation). <Q> Simple - first time you are face-to-face, if he introduces himself as John, then that's permission for you to call him John. <S> If you have to introduce yourself, say "Hello Dr Smith, I'm mrNiceGuy". <S> If he then says, "please, call me John", all good - otherwise, call him Dr Smith. <A> I feel there's two things that should be acknowledged here, online and offline courtesy. <S> When approaching someone online that has a title, they may enjoy having the full name included with it. <S> Especially useful in this example, there are likely plenty of Dr. Smiths, but by letting them know you have interest in talking to them personally, it adds a bit more. <S> As long as you show the respect for their earned title, I'd say you've done fine in emails. <S> Especially when he is very informal with his email signature. <S> When meeting in person, I believe you're going to run into a similar scenario. <S> I would personally suggest to just say, "Greetings Dr. Smith. <S> " When in person, you're not having to direct your chat to anyone else. <S> I personally feel like it is more professional to exclude the first name in this situation. <S> Something wants me to say that it is because you would not only be providing their title, but declaring them the 'man of the house'. <S> They have a son, as mentioned, but they are Dr. Smith. <S> I wouldn't be surprised if right away, or early in, that he just has you call him John. <S> As with the online approach, your first impression by acknowledging the title is all it should take to show them that you're respectful. <S> Think of it this way, it'd feel quite... cocky, to get to know them in person <S> and they're <S> closeness resulted in him saying "Feel free to call me Dr. John Smith. <S> " <S> I don't know of anyone personally that enjoys hearing their last name stated over and over throughout the day. <A> I used to address my first boss as "Dr Williams" and when after a few years, he told me to address him as "Ian", I just couldn't handle it and continued to address him as "Dr Williams":) <S> I had and I have a high regard for him anyway, so he is stuck with me addressing him as "Dr Williams" anyway :)
| It's not going to kill you to address him as "Dr. John Smith" until he tells you how he wants you to address him. As long as your initial impression is to show them respect, I wouldn't believe they'd look down on you by including or excluding the first name.
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When (if ever) in the interview process is it appropriate to recommend a colleague? I am early in the interview process with a company, which is hiring for multiple roles. I suggested one role (not the same one I am interviewing for) to a former colleague of mine as I thought he would be a good fit and I know he is looking for new employment. I also told him that I would try to put in a good word for him. When in the interview process (if ever) is it appropriate to recommend a colleague for a position? <Q> Since you are interviewing, I doubt that your recommendations as an outsider to the company would have any weight unless you are a legend or luminary in the field. <A> In my opinion it never hurts to ask, the worst thing that can happen is that you get a no. <S> So, instead of making it look like a forced recommendation, I'd turn it into a question: .. <S> Oh yeah, concerning the x position you're trying to fill in, I happen to know a guy who has great potential <S> , I can give you his contact information or ask him to contact you, if you're interested? <S> So, when? <S> It's appropriate the moment you've finished your first part of the interview process, either before you leave after your first interview or by email, email is less pushy but word by mouth is always more personal and more effective. <S> Also note that you're not only doing your colleague a favor <S> , you might be doing the company a favor, so don't be too shy. <S> Just note that your recommendation doesn't mean much since the company doesn't really know you, yet, but asking should not hurt your position as long as you're not pushy. <A> First - if you are interviewing, keep yourself focused on the fact that you want to make a great impression. <S> Trying to work in a bid for a collegue could potentially distract from the fact that you would be great for the role you are interviewing for. <S> Let that be the primary purpose. <S> Next - even if you work there, most work places will require that your colleague actually submit a resume or application. <S> If your colleague isn't ready to do that, or hasn't done it - stay out of it, there's no point distracting folks with a potential that is unlikely to be realized. <S> I'll say that I believe I have, or would, mention a potentially good recruit, but only in certain cases: 1 - I'm talking to the recruiter <S> and it's going well <S> - the recruiter is most interested in helping get good recruits, so he may be more networked than anyone you interview with. <S> If you see the recruiter at the of the day - mention it there. <S> If not - mention it when you get a chance, if there is time. <S> 2 - I'm talking to a manager who has expressly mentioned the need. <S> I don't try to work it in. <S> Admittedly, because I myself interview for management jobs, it's not unusual for a good conversation with a boss or boss-peer to involve the discussion of the challenge of finding great people. <S> I can remember at least one time where a potential colleague said "yeah, we have so much trouble hiring XYZ". <S> I was able to say "do you need A or B or C, too? <S> " - we clarified the need <S> and I actually knew someone. <S> I gave the info, and then never followed up. <S> It's not my business if I'm not actually working there. <S> This was a good case, in that I was also showing that I have a great network, and I'm interested in helping -- but it would have seemed different if I had done the same thing without the intro from the interviewer. <S> Avoid if it you feel you have to reach for it awkwardly. <S> The awkwardness will show, and won't leave a great impression. <S> Do have the colleague's contact info - business card or resume - that you can give if you actually get some interest. <S> If you don't fit it in, then at least you were prepared, no harm done.
| I'd say that your colleague should initiate contact with the company on his own, and mention in his cover letter that he is interested in applying because you are saying some nice things about the company, from your good experience of interviewing with the company.
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Boss angry about having to review my tickets with me, but doesn't let me communicate in tickets; what to do? We use ticketing software at work to track tasks that need to be completed. My old boss allowed me to enter updates to tickets before they were closed, so that he/she could review my progress on various tickets. My new boss stated that he/she wanted me to quote "Enter the problem, and when the ticket is closed, enter what fixed the problem" . This is an issue, because some tickets take longer than others to complete. Some tickets are put in months in advance, and are not completed until their due date; other tickets have to be put on-hold until some person or resource is freed up, allowing the ticket to be completed. Note that while the ticketing system does have a due date attached to tickets, it does not have any sort of an on-hold or waiting for client field. I've posted about this in the forum for the ticketing software and they told me to use the private notes function of the software; they told me that it would allow me to take notes on a ticket without anyone else in the system being able to see it; when I complete the ticket, I have the ability to then include a response, which my boss will be able to see. Now all this would work out well and good except that my boss comes over to my desk once a week and asks me about the tickets; not unusual behavior for a boss; this is perfectly normal behavior for a boss; but said boss gets annoyed when they have to come see me about the tickets; if they would just read about the progress of the ticket (like I'm not allowed to do) they would not have to come see me about the tickets; rather they would already know the state of the ticket, that it had been worked on, and what had been done in regards to the ticket, and not be annoyed. But since they cannot view the notes taken on the state of the ticket because they requested it, it puts me in an awkward position with my boss. The ticket reviews usually go okay once I explain what is going on in the tickets when they meet me face to face; but I have no control over the number of tickets submitted; the other people who fail to respond to my emails when a resource needs to be freed, or something needs to be done by someone else before I complete my ticket; I also don't have any control over the fact that my boss doesn't like coming to my office to review tickets. There is no policy in place for closing out tickets that the ticket issuer hasn't responded to; And if I close tickets like these, my boss responds by telling me that I shouldn't close tickets that are not completed. Please give me some advice, as I would like to clear up this conflict with my boss. <Q> You should just ask your boss what he wants you to do. <S> Try this: <S> How would you like me to keep you updated on my tickets? <S> You don't like coming by my desk to go over them in person, and you have asked me not to use the ticketing software to track updates. <S> I could send you weekly update emails, if you think that's worth my time. <S> This clearly points out the conflicting messages you've been getting and leaves him in control of finding a resolution. <S> If you go this route, be sure to watch your tone of voice though. <S> Make sure you're coming off as purely inquisitive, and not accusative or angry. <A> If you are able to create your own tickets, you could solve your issue. <S> This is an example: if you have a " Long task " ticket, just create 3 sub-tickets: <S> "Prepare things for Long task and request for a Specific-Resource "; "Wait for Specific-Resource to become free"; <S> "Perform last operations which conclude Long task " <S> Then you will close " Long task " only after the sub-tickets were closed. <S> This way, you will close tickets and show your progress; and when your boss will review your tickets, you'll show him/her that the currently open tickets are a majority of "Waiting for a resource". <A> As Wesley Snipes once observed, "Some [people] are always trying to ice-skate uphill." <S> The next time your boss gets annoyed, you should just mention, "If we used the ticketing software as designed, you wouldn't have to do these reviews with me in person." <S> If he accepts it, then use it. <S> If he doesn't, continue as you have been and don't bring it up again. <S> Is he expressing his annoyance, or is it just body language and tone-of-voice? <S> If he's expressing annoyance at you, you simply remind him, "I've given you the option of not doing the review this way. <S> This is your choice to proceed as we are. <S> I'd appreciate it if you wouldn't take your frustrations out on me." <A> The underlying issue is that your workflow does not match what the ticket tracking system supports. <S> To resolve this conflict you need to do one of three things: <S> Fix your workflow to match the ticket tracking system: <S> This would involve discussing with your boss the ramifications of communicating better via tickets. <S> Fix your ticket tracking system to match your workflow: <S> This would involve either a feature request to whomever developed your ticket tracking system, or migrating to a different ticket tracking system that supports the features that you require. <S> Changing ticket tracking systems is usually a large change as it tends to affect many people at an organization. <S> Be sure to weigh the business needs of this particular decision before even suggesting to head down this path. <S> : You're already doing this with weekly knowledge transfer meetings, but you've expressed that this shim isn't ideal. <S> A new shim would involve a different technique for knowledge transfer. <S> Weekly status emails, a secondary internal ticketing system, a modification of how the ticket tracking system is leveraged, or coded messages via carrier pigeon could all be used to bridge the gap. <S> The important takeaway is that you need to sit down with your boss and have a discussion about the workflow issue . <S> I recommend starting by finding out why he needs the information that he gets at the meetings so that you can streamline that process. <S> Discuss the options, and weigh the relative costs. <A> I think we should start looking at how you would prefer the reviewing to be. <S> In this case it seems that it would be by listing the changes in the ticket, as you are tracking the status there anyway, that's what you were used to, and frankly, it's the right tool for the job. <S> After that, I would wait for your boss to be annoyed at having to review you and suggest keeping track of things on the ticketing system. <S> I don't think you should remind him/her that (s)he didn't want you to do that. <S> You can even phrase it as a new idea, or commenting how it was done before (but beware that for some people it's enough reason to do things differently, you don't want to make it look that you are comparing him with her predecessor). <S> It's possible that he/she doesn't remember that asked you not to do it, or that now -after noticing the current nuisance- has a different idea about it. <S> It may be that your boss rejects it again. <S> It's good to insist on it a bit showing the advantages of that alternative, but don't try to force it. <S> In case of rejection, also try to discover why your boss doesn't want to receive the updates on the ticketing. <S> Maybe your boss isn't against adding the updates to the tickers but eg from receiving one email for each comment (I'm sure your software can disable sending emails for that, in addition of local email filters), in which case you may be able to fix the real reason for not wanting updates there. <S> Look at other suggestions that people may bring up and consider them as backups in case it is rejected, such as the the weekly email suggested by David K (ok, what if I sent you weekly an email updating you on what happened to the tickets?) <S> PS: I'm pretty sure it is possible to make a script that downloads your private notes from last week and redacts them into an email.
| Shim the workflow and the ticket tracking system to meet your needs There may be legitimate business reasons why this is discouraged, particularly if it involves notifying third parties of information that they shouldn't have (such as clients finding out confidential information).
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How to put something on your resume that is hobby-like but is incredibly relevant to positions you're applying for? I saw this question ( How should I show relevant volunteer work on a resume? ) which answers half of my question, but not the other half. I'm a programmer that does some open source work (above), but also has an interest in Linux both professionally and as a hobby. In my work experience, I have zero experience with Linux, but I use it often at home and have built my own Linux From Scratch (LFS) on a computer. According to some contacts of mine in the Linux-focused industry, if a potential employer were aware that I'd made my own LFS it would be, barring hugely negative items, an automatic green-light for an interview with the hiring manager. As my resume currently stands I have a section for past education, past work experience, and then a 'technical tools' section that highlights languages, software packages, etc that I am comfortable with. Due to the importance, I'd like to put it higher up but I'm unsure of how to put it on in a way that shows I didn't do it for work, but is 100% relevant to the work I'm doing <Q> If you feel that you are developing skills and not playing around then you should list your skills and experience. <S> Hobbies do not have an end, they are there to occupy time. <S> That being said, you can divide up your time into two sections on your resume: <S> As suggested by Kathy "Projects" would be anything you do with and end date. <S> List what you did and the end result. <S> Be ready to have your end result available if asked. <S> In your LFS case a lessons learned document might be applicable it is hard to email an operating system. <S> Since you are doing projects expect that knowledge areas from this experience section to be implied under the project section. <S> To show continued activity with your skills make note of maintenance of your tools. <S> It will give the employer a gauge on how long you have been working with each tool. <S> To put it as an example:"I use ubuntu at home" would become "maintained my ubuntu system versions 11.04 through current" or "converted home system to use kernel compilation for versions 3.12 to 3.14" Also as a thing I would personally avoid is trying to put time on the experience section (with start/end being an exception). <S> My hours using linux right now is increasing as I type this response, my knowledge of linux is not. <A> There is an argument it should go in the main section of your resume. <S> I teach that resumes should be oriented toward achievements, e.g. John Smith, Programmer at XYZ <S> * wrote lots of Java code that saved X dollars, architected Y system that took Z less time than expected... <S> If your hobbyist experience includes achievements : <S> open source projects you can quantify by number of downloads, a website by number of visitors, <S> etc. <S> , then I don't care where you put it, but advertise and own your achievements! <S> Do NOT distill a hobby into a list of keywords if it was much more than that. <S> Rest is up to you. <A> Adding hobbies to your resume is a bit of a tricky thing. <S> On one hand, you don’t want to include your love of eating pizza for a software development job. <S> On the other hand, you also don’t want to include a things like your knowledge about proprietary compilers. <S> The former is too loose, and doesn’t relate to the job description (probably), while the latter is something that would be a better fit in a different category. <S> This is where your ‘Technical Tools’ section comes into play. <S> First, it might be better to rename the section to ‘Technical Skills’. <S> This is a hard skill that demonstrates your knowledge of the Linux From Scratch, and an aptitude for programming. <S> Depending on the layout of your resume, you can place the Technical Skills section in an area that will be both eye-catching for potential employers, while also able to be picked up by keyword searches. <S> You may find that your resume doesn’t need a hobbies section after all! <S> Sure, your LFS knowledge did come about from a hobbyist perspective, but the knowledge you’ve gained from it has made it a valuable skillset! <S> Also remember that if you are asked to provide a cover letter, that you’ll be able to expand upon what you’ve learned from your LFS experience, and how you can apply it to the job you’re hoping to get. <S> One of the best things you can do, is research as much about the subject as you can. <S> We’ve created our own articles about this, but we encourage you to read anything you can to become an expert. <S> Knowing the ins and outs of these sort of things will only help your odds!
| Time spent would amount to experience and you should write it up like a part time work experience and list out your milestones and accomplishments in knowledge as they progress. Hobbies with rare exceptions should not go resumes (in my own opinion).
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Prospective employer requests references specifically from current/past managers So I've been fairly passive about job seeking, but recently a recruiter from a company contacted me. Thus far I'm 3 or 4 interviews into the process and I would accept an offer from this company if it was offered and I think I'm 1 more interview away from this. However, in the mean time, they've asked me for references. They asked specifically for at least 1 current/past managers or supervisors. Problem is, my (only) previous job was a very small startup that's disappeared off the planet. The founder/CEO can not be reached as far as I can tell. So, the only manager I could give for a reference is my current one. Although I assume he knows I'd listen to pitches from companies, he does not know that I've been interviewing with this company. I think he would give a positive reference regardless. However, I don't want to deal with the whole lame duck feeling at least until I know I have another offer, and I don't want to deal with that general awkwardness/conflict. Should I just get over it and deal with it, or should I give the prospective employer something like "you can have my manager reference if you can give me a fairly certain offer" or some such? For reference, the reason I'm looking at this prospective employer is because it matches my career goals and would be higher paying and a few other reasons. It's not really that my current employer is bad. I'd be happy working for them if this falls through, hence why I want to be careful not to upset them. <Q> I would explain the situation you are in to the company you are interviewing with. <S> I'm sure they will understand the situation and how job searching can negatively affect a person's current job. <S> See what they say and go from there. <S> Is it possible to get references from current/past colleagues? <S> Offer this to the company and see if they will accept it instead of a manager/supervisor reference. <S> If you really want the reference from your manager then this really depends on your relationship with your manager and his personality. <S> If you feel that you can trust him, I would just ask him and see what he says. <S> There is always the risk that this could negatively affect your current job, but remember that this is a two-way street and that <S> you too have a voice in the professional area that you work in. <S> I highly doubt your manager and/or current company would want a reputation of negatively treating employees who are "found out" to be job searching. <S> ( Note: I'm not suggesting that you go out of your way to bad mouth your manager/company if this does happen!) <S> Lastly, take heart in the fact that you got this far in the interview process with the company you are looking at. <S> Even if you do not get a job offer and things go south with your current company, chances are that you are doing well as a professional and should be able to find another job if needed. <S> Good luck! <A> This really depends on why they want a reference. <S> Usually, references are taken up to prove two things. <S> You are who you say you are. <S> You didn't lie on your CV / resume <S> In my country (UK) it is quite normal for an employer to extend a job offer which you then accept on the basis of satisfactory references. <S> I would suggest that you tell the HR / hiring manager that your reference is for an existing employer and that they must not contact them until after you have accepted a job offer. <A> The reference check is practically the last step before the offer is made. <S> Simply make sure that you have the same positive relationship with your current employer that you always had. <S> If you decide to leave, make sure that yout current employer knows that it is simply a business decision on your part, where you made the determination that because he is not able to offer some of the opportunities that you are looking for. <S> And that your decision to leave in no way is intended to negatively reflect on your current employer because you would have gladly stayed if he could have offered these opportunities. <S> And that you hope to stay in touch after you leave. <A> It's pretty standard to say "I don't want to tell my boss <S> I'm looking" and you can even point out that they called you . <S> You were happy enough to not be looking actively. <S> Offer to do the following:- peer references from your current job- <S> any references you can get from your former job- <S> anyone in a position of leadership in any organizations you are part of - even if they are not paid positions <S> And then offer to furnish a reference from your current manager after they have given an offer. <S> They may make the offer conditional upon checking that reference, but this is a reasonably decent good faith compromise. <S> Before doing this, make sure that company policy does not prohibit giving references. <S> Many people will ignore this, but many won't <S> and you don't want to be left having offered a reference you may not be able to give. <S> Having done 3 interviews - when you were the person originally approached - and then being asked for a reference is a whole lot to ask. <S> At least in my field. <S> If they are this uncertain, I'm not sure you owe them favors.
| Talk to the potential employer.
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How to justify switching research disciplines after Ph.D for a fresh recruit? Consider engineering disciplines A and B. Assume that the mathematical skills required for A and B are same. Let us say I am a fresh Ph.D pass out in A and say I did a reasonable one compared to the standards. My experience in B is limited to some coursework, but I believe I do have the ability to do research in it. I wish to work in a company in B. Now one of them has shown some interest in me and has asked for a telephonic interview. How should I go about justifying my interest in B though I did a Ph.D in A? <Q> You justify your interest in B like you justify your interest in any field, by simply explaining why you like it. <S> They might not ask you to justify your interest though, they might simply ask you to explain why you want that particular job <S> and what skills you can bring to it. <S> If you have a PhD, you have learned how to learn and research independently. <S> Its not unusual for people to end up working in something different to what they were doing in their PhD. <S> I know a professor of computer science whose PhD is in pure mathematics. <S> You should do some reading in B so that you are familiar with both the basic concepts <S> i.e. refresh your coursework if it was completed a while ago. <S> Also, read the latest research in B; if its not an academic job they may not require this but because you have a PhD they may assume you have done it. <A> If you are interested in B, be prepared to expand on why you are interested in B. <S> On the other hand: Why should you ask "how should I justify my interest in B"? <S> Is there anything about your interest in B that you should feel apologetic for and that you thus have to justify? <S> You have the right to your preferences to the same extent that everybody else does. <S> You have the same right to change your mind, adjust your preferences and pivot according to them that everybody else does. <S> Without apology. <A> ("I'm bored to death of A" worries me a bit, though, given how much time and effort you've invested in it.)
| They're more likely to be interested, and to make you an interesting offer, if you can explain how you intend to bring your knowledge of A into B's field and develop something new from the combination.
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Can your Stack Overflow Careers profile be used as an official resume? Like the title says, can your Stack Overflow Careers profile be used as an official resume? Is it professional? <Q> can your Stack Overflow Careers profile be used as an official resume? <S> Yes you can. <S> You can choose to use anything you like as your resume. <S> Is it professional? <S> Not in my mind. <S> Look around and see what kind of information resumes are intended to provide. <S> Remember that readers of resumes generally want straightforward simplicity. <S> They don't want to puzzle through unfamiliar formats. <S> Then ask yourself if your Stack Overflow Career profile presents the experience that you would want a potential boss to go through, and if it puts you in your best light. <A> I'm not sure the word "official" can reasonably be applied to a resume. <S> There's no central authority regulating what a resume should look like. <S> My suspicion is that most won't. <S> Remember that recruiters and employers process large numbers of resumes (perhaps dozens or hundreds for each job). <S> Providing a resume in the format they expect makes their job easier -- and you really want to make their job easier. <S> Failing to do so makes it very easy for them to move on to the next candidate. <S> My own resume includes the URL of a web page that includes a link to my SO profile. <S> A direct link to your profile might also be reasonable. <A> I would say no. <S> Most of recruiters / HR personnal would still expect to see your CV in a traditional printable format. <S> However, it is worth including a link in it to your SO Careers page. <S> That's what I did; it seems that recruiters find it fascinating <S> and it helps me stand out of the crowd. <S> (This is just a feeling though, with no facts to back it up. <S> The length and breadth of my professional experience and the tone of my CV seems to stand out of the crowd by itself - for better or worse -, so it is hard to gauge the effect of the SO Careers link in isolation.) <A> Keep in mind that a certain amount of the resume generation and application process is showing that you care enough and are clued in enough about the position to spend time preparing the material for the reader. <S> Providing it in a way that the reader can receive and comprehend it is the first step. <S> I know of very few application options where you can just paste a web link into the application <S> and you can't easily print out the Careers page and hand it off. <S> If what you are doing is printing the SO Careers page or just saving it as HTML and pasting into the job opportunity application page - be prepared for the formatting to be pretty odd looking, and likely to communicate <S> "I didn't really bother to try hard to make this readable". <S> OTOH, if you've spent a lot of time carefully crafting your experience and job description stuff on Careers, there's no reason you can't reformat <S> all of that into a pretty decent resume <S> - they ask all the normal resume type information and more. <S> Just make sure you go with a standard resume format as you cut/copy <S> /paste the resume together. <S> I generally go the other way - I use my resume to build my Stack Overflow Careers page... not the other way around. <A> If you go to your Careers profile you will see the "create PDF" button. <S> The resulting PDF is actually pretty nice CV, provided your profile is up-to-date and full with relevant data. <S> If you are concerned that the potential employer will think that you are too lazy to create your own CV, but still want to show off your SE profile, just put a link to your profile at the CV header.
| The question isn't whether it's "official", it's whether potential employers will accept it.
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Demonstrating working to a high level with minimal supervision Some job ads ask for something like "Undertake main duties to a high level with minimal supervision". How do I address this in a letter addressing selection criteria? I can describe that I receive minimal supervision, by indicating that my meetings are not too frequent, or too long, that they are well organised, and that they start at the scheduled meeting time, and that there's minimal time spent by my superiors on supervising outside of meetings. But how do I describe that I'm undertaking main duties to a high level? That is, that the minimal amount of supervision isn't reducing my productivity? <Q> In my experience, this is a very informal criteria which I have never been requested to specifically prove neither in a cover letter / CV nor in live interview. <S> Probably the stories I told about my past work experience were generally enough to convince interviewers about this. <S> To me the point of this is whether you are able to solve problems independently, take the initiative when required and be proactive, as opposed to doing only what you were requested to do, then sitting idly until you get the next task, or following orders to the letter without actually understanding the meaning of what you were supposed to do. <S> To show that you belong to the former camp, you may want to include some short and concrete stories from past experience, and/or positive feedback from customers / management on how you went that extra mile or identified / fixed a specific problem proactively. <A> If they talk to me at any length, they learn that I know when to ask for supervision e.g. when the task is mission critical and the cost of failure is high, that I am not shy about asking. <S> and that whenever I ask for something - which is not too often, it's because I require it. <S> As a professional, "undertake main duties to a high level with minimal supervision" is about as redundant to me as telling a US Navy SEAL that he "must be able to get out of tight spots" - What can I say, it's their ads and they can write them any way they wish :) <A> A high level isn't necessarily an optimal level. <S> Give examples of feedback you've received showing high levels of work along with anything indicating your supervisor doesn't have to give additional supervision. <S> Do you require detailed instructions or can you be given the general outcome needed for a task and you work out the details? <S> There is probably more of a bell-shaped curve on getting supervision and the level of productivity. <S> Too much supervision can just as easily lower your productivity. <S> Your previous experiences may never reach the peak, but it sounds like this company would prefer to err on the side of less supervision.
| Most interviewers are able to get a fair idea for themselves of the level of supervision I require for the positions I apply for from my work experience, skills set and how I come across at interviews.
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speculating on applicant's national origin and gender I have noticed colleagues, when reviewing applicant resumes together, sometimes speculate on the national origin and gender of the applicant (usually based on their name). This seems to be harmless curiosity and does not seem to be affecting hiring decisions, but I'm wondering if this is inappropriate enough to mention something. Is it? <Q> Legally? <S> Don't know, but off the record and probably fine at risk per JeffO's answer. <S> Ethically? <S> Definitely inappropriate. <S> You have it backwards. <S> Discrimination is automatic and requires conscious correction . <S> So when you say: does not seem to be affecting hiring decisions <S> my reaction is, "When did they do something specific to make you think that?" <S> Fortunately this is a good learning opportunity. <S> Bringing the subject up (assuming you have the tact and/or sway to do so, tread carefully) is a good way to say, "I know this looks trivial, but we need to be extremely diligent in the hiring process. <S> " Feel free to point to numerous studies and anecdotes on the topic. <S> This 'How to Fight Race and Gender Bias in Science' Editorial in the Oct 2014 issue of Scientic American sums ups the issue quite nicely. <A> If this is N America <S> I would strongly recommend bringing it up. <S> The appearance of bias is just as bad as actual bias. <S> In many other places (eg S Korea) this would be normal and not a big issue at all. <A> It only takes one person who doesn't get hired who happens to have a different ethnicity to turn this into a legal problem. <S> A former or current employee who is aware of these comments could become a whistle-blower if they have a grievance with the company, want to stand up for the person who didn't get hired or they just think it is wrong. <S> It's all fun and games until someone gets hurt.
| The North American perspective would be that nationality/ethnicity is completely out of bounds in the hiring process and this would be a very touchy subject.
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Would it be ok to ask supervisor to help micromanage me? I am currently working as a research assistant in a lab. In my previous work and academic experiences (along with consulting a psychologist), I basically learned that I am most productive when I have accountability, deadlines, and consequences for not meeting deadlines. The manager of the lab (the prof) is very very busy (it is characteristic of him to cancel meetings even with other faculty with little notice), and also very trusting and relaxed, so even if he were not busy, I do not see him as a supervising type. There is another research assistant who is more senior than me and has sort of micromanaged me in the past, though this was for completely different work. Is there any professional way I could ask him to help micromanage me without coming across as lazy, unproductive, unmotivated, immature, etc.? I think it's actually a good thing to be micromanaged, because it's expensive and a huge investment of the more senior worker (basically like an apprenticeship?). The answer to this question seems to agree with my assessment: Asking for help from senior or anyone is it such a big issue and geting fired because of it But then if one has to be micromanaged to be productive, does that not make one a liability in a sense? When I have had accountability, I generally do an efficient job at researching the problem at hand and coming up with a solution within the deadline. I do not think it would be constructive criticism to suggest I change my line of work, unless that is really the issue. <Q> I think it's actually a good thing to be micromanaged, because it's expensive and a huge investment of the more senior worker (basically like an apprenticeship?). <S> A good thing for you. <S> A really bad thing for them, since they're making a huge investment to make you do well; time that could be better spent on their success. <S> But then if one has to be micromanaged to be productive, does that not make one a liability in a sense? <S> Yes, based on your description, you're a fairly large liability. <S> All that said, you can certainly work with your professor and their assistants to find some good middle ground. <S> Someone to help set up structure <S> where you have at least some accountability, but they're not spending too much time doing it. <A> This question is better suited for Academia , but you should really learn to manage your own time. <S> When there are no persons more senior than you, will you stop working completely? <S> Make lists, declare deadlines, invent your own consequences. <S> Try to stick to those that you are used to from previous experience, so worst case threaten to fire yourself! <S> (meaning quit and find a more "productive" environment for you) <S> Usually in the academic sector people are workoholics and driven by something and don't need to be flogged. <S> Have you considered a 9-to-5 job with a pointy-haired boss? <A> Prioritize what needs to be done, which tasks depend on what, and create a deadlines. <S> This would be good practice for when you move into a Management/Supervisory position. <S> And if you need extra help, or want other's perspectives, you can ask to meet with your supervisor ever month or so. <S> But don't ask someone to manage or micromanage (has a negative connotation). <A> However, you can certainly request more interaction with your supervisor. <S> Suggest having brief , regularly-scheduled meetings where you Describe what you've done since the last meeting. <S> Ask for help with any blockers. <S> Get feedback on the completed work so far, and Plan the next chunk of work. <S> This will help keep your work on track, while ensuring that your supervisor is aware of the project's status, so everyone wins! <S> This can also be an opportunity for you to learn about the bigger picture (e.g. <S> , how that experiment fits into a larger theory or a specific manuscript). <S> Even a very busy professor should be able to free up 15 minutes a week, but if not, you might consider having quick stand-up meetings with the others working on your project. <S> You could try doing this by email instead, but I think an interactive format works better (and profs tend to ignore longish emails). <S> [1] <S> To me, micromanaging goes beyond setting tasks and goals and descends into checking exactly when you arrive/leave, whether you're working or goofing off, and critiquing very minor decisions that have minimal outcome on the end result. <A> Consider documenting your schedule along with due dates/times for different tasks. <S> Make sure you communicate those due dates with the people responsible/waiting for it to be completed. <S> This could be a simple email. <S> There are no guarantees they will follow-up or even hold you accountable, but I tend to have more expectations for myself when others know about my plans and would be embarrassed to miss these deadlines regardless of their expectations. <S> Avoid being too specific. <S> No one wants 10 emails regarding the intermediate steps to a larger task. <S> The goal is not to put an additional burden on anyone else. <S> This could be a daily or even a weekly summary of things you need to get done. <S> Because of the time restrictions and management philosophy of this professor, I don't think any formal process or additional input on his part is going to happen. <S> Your other colleague may resent this request and see it as having to baby-sit. <S> You don't want that, so try something less formal. <S> Just keep them in the loop. <A> I have been micromanaged and I have found the experience less than pleasant. <S> On the other hand, I don't view being given deadlines and assigned priorities for the tasks assigned to me as micromanagement. <S> In fact, it is an essential part of the managerial function to allocate tasks and assign deadlines and priorities to them. <S> And shift deadlines and priorities and reallocate tasks as the needs of the organization and the shift in available resources require an adaptive response. <S> In terms of being micromanaged, be careful what you ask for, when all you want is structure in the form of deadlines and priorities for your tasks - a totally legitimate demand, by the way. <A> But then if one has to be micromanaged to be productive, does that not make one a liability in a sense? <S> Bluntly <S> , yes. <S> But, neither of you are at fault. <S> In the case you describe, you work style and the professor's management style simply do not blend well <S> and this is not at all uncommon. <S> The long term problem is that it's highly unlikely either of you will change. <S> When I have had accountability, I generally do an efficient job <S> Why do you think you're not held accountable? <S> Don't interpret the professor's lack of engagement for a lack of expectation. <S> In fact, hands off managers often have much, much higher expectations than micro-managers.
| "Micromanaged" has certain negative connotations[1], so I would not ask for that per se. Instead of asking someone to manage, or micromanage you, you can list tasks and have goals to complete them at a certain time. I would stress that you want to make sure that you're working on the right things to achieve the project's and lab's goals.
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Asking my manager why I was not promoted I have been working with a IT company for 3 years with the same title and salary. This year I was supposed to get a promotion but it did not happen. How can I ask my manager for the reason behind it? <Q> This year I was supposed to get a promotion <S> but it did not happen. <S> How can I ask my manager for the reason behind it? <S> Ask your manager for a quick private discussion. <S> Explain why you feel that you were supposed to get a promotion. <S> If you have any written documentation or emails to that effect, bring them. <S> Then, ask why you haven't yet been promoted and when you might now expect one. <S> Discuss enough so that you understand the answer. <S> If it's something you are doing that you should change, work hard to change it. <S> If it's something that you haven't done that you should, then do it. <S> Recently, you indicated in another post that you don't have enough work and that you have a new manager. <S> Perhaps the facts are all related? <S> Perhaps your new manager wasn't the one who indicated you were "supposed to get a promotion"? <A> This year I was supposed to get a promotion <S> but it did not happen <S> You had regular 1-2-1s with you manager to check your progress/get feedback? <S> You had clear, measurable goals to achieve to get the promotion? <S> You solicited and documented feedback to show you met these goals? <S> You got involved in additional activities/initiatives to make things better and show how important you are to the company/team? <S> You ensured you got visibility across the division/company on successful projects (or help turned unsuccessful ones round)? <S> No? <S> You didn't take ownership of the process, and that's why you didn't get promoted. <S> You don't get promoted for doing your job well, you get it for being bigger than your role. <A> I think you're doing this backwards. <S> You've been in a position for 3 years and never bothered to find out what it takes to get promoted. <S> What did you expect? <S> Since you didn't get the promotion this time, you still need to ask. <S> They may say, you need to do 'blank' and you may feel you did that. <S> I don't think this is a good time to argue your past accomplishments. <S> Start making connections on those goals and you recent accomplishments. <S> Don't wait for some end of year evaluation. <S> Get frequent feedback. <S> You want your supervisor thinking you're doing what you need to do to get promoted. <S> You may find the company just can't afford to promote you at this time. <S> That would be a shame. <S> Make sure you're in a position to get the promotion when the time comes.
| Try to get your manager to set a time to review your progress on the things needed to get promoted. If something in the business environment has changed such that your promotion is no longer viable, then you might need to resign yourself to the fact that you won't be promoted.
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I quit my job and now my boss is threatening me with court (UK) So I left my job on friday. I did so after a lot of thinking and basically I wasn't happy with the working environment and the ethical manner things were being done . I didn't give a notice, I simply just wrote a two page letter detailing why I was leaving and put it on my bosses desk (he wasn't in at the time). I left as though to go to a meeting I had arranged with a client and never returned. Work then called the police to report me missing as my phone also died for the day. When I eventually got my phone working I had to call the police to say I was OK, etc. Anyway this morning I have received a letter from my former boss basically I was a terrible employee but he goes on to say two concerning things which I want to know is true or not. 1) "I will assess and confirm to you any client damage that may have occurred or will occur as a direct result of your walk out, which I am certain you are aware is in total breach of your Terms and Conditions of Employment. We will seek to recover 100% of any damage that has or will occur as a direct result of your actions. 2) Overpayment, as you are aware you have claimed to be paid or hours (lunch Hours since your inception) which you are not entitled, I had intended to waive this, however in light of recent events i am not able to do this. We will also be submitting a legal claim for the recovery of this debt. Can he do these things? Where should I go to for help on this matter? <Q> The UK is not an "at will" country so you will be subject to contractual obligations: Introduction to UK Employment Laws for U.S. Employers <S> This works both ways for the employer and employee, <S> so walking off the job was a bad move. <S> You have signed up to a contract which determines your exit, and you need to stick with it or negotiate it before you leave. <S> You've caused issues if you were due to meet a client and just went AWOL, the client will have got some idea of what's going on, and it may damage the relationship between the company and the client. <S> If it does, I would think (BUT I'M NOT A LAWYER) <S> that they could sue you for damages on this. <S> The overpayment, sounds like you've agreed with the employer that you were overpaid (or at least that's what it looks like from his letter, you need to provide a response if this isn't true - <S> if you don't it'll look like you are accepting this point). <S> Whether the boss was actually going to forgive this sum isn't the point, if you've been overpaid they have a right to recoup their money. <S> So, I think you've made a big miss-step by walking out, especially when you were working out an overpayment. <S> It will probably cost you more now as YOU NEED A LAWYER - NOW. <S> --UPDATE-- <S> You need an employment lawyer to have a look at your contract. <S> Thinking thorough the possibilities, if you're only 6 or 7 months in, you could still be under some kind of probational time ( <S> 6 months to a year isn't unusual in the UK), which could limit the amount of notice required <S> (I've seen it be a week until probation is finished). <S> If you also have accrued holiday leave, it's possible you could have resigned and left straight away <S> (someone I worked with years ago did this, resigned and left same day), so it MAY be possible to shape this, but you still shouldn't have just left a letter and left. <S> But I wouldn't want to get to legal threats across parties (i.e. by trying to bring the employer's bad moves into the negotiation), could easily become M.A.D. <A> When you talk to your lawyer, discuss constructive dismissal . <S> I've included a link to the gov.uk site to help you: https://www.gov.uk/dismissal/unfair-and-constructive-dismissal <S> Within the legislation, there is a line saying you can sue your employer for "let[ting] <S> other employees harass or bully you". <S> Of course your lawyer is best qualified to help you with this and <S> an internet forum can never substitute for those meetings. <S> Best of luck! <A> I am not a lawyer <S> but I think in any situation where you are being threatened with legal action you basically have two options: Get legal advice now, or Wait and see if the threat is followed up on, and <S> then get legal advice. <S> It's possible that your employer goes to a solicitor to try and take some action against you, the solicitor asks to see your contract, your employer admits there isn't one and the solicitor tells your employer not to waste their time and you never hear another thing from them. <S> On the other hand it's possible that you aren't so lucky. <S> If you can afford it and you want to be prepared for the worst, find a solicitor specialising in employment law. <S> If you can't afford that unless you have to, but you want to get an idea where you stand, you could try an advice service like Citizens Advice, or a relevant trade union. <S> If you're feeling confident, you could just wait and see if your boss's threats are real or just bluster, but you'll have less time to act if they turn out to be real.
| If you haven't signed any contract then (as I understand it) there may be a de facto contract of some sort between you and the employer, and it may be your employer is in breach of it due to some of the other problems you've described which might let you off the hook in respect of any breaches you could be accused of, but I'm not qualified to judge that.
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What can I do when another employee is sick? I am in the situation where I am sitting at a cluster of desks. My fellow employee opposite me is sick as a dog (coughing, sneezing and wiping his nose on his hand.) For some reason he never takes his sick leave. I really don't want to catch a cold/flu and I find it terribly stupid to come to the office sick. We do have sick leave and remote logon, so I don't see any reason to be at the office. What can I do in this situation? <Q> Talk to your boss. <S> You are doing your boss, the employee, other employees and yourself a large favor by having that employee sent home to recover. <S> I am actually far more obnoxious to my colleagues and management because I am usually a carrier - not directly affected but spreading death(?) and destruction all around me while looking the picture of health :) <A> Unfortunately, most workplaces are managed in a reactive manner, so your boss may not do anything about it until several employees are sick at the same time and leave. <S> Some people may not have a fever, so they may not be contagious ( <S> As a former school teacher, that was a good rule to send or keep kids home.). <S> Check if your HR department has any guidelines. <S> Also, you have to consider how people who take leave are actually treated in your company or by this person's supervisor. <S> Too many people don't even use all their vacation time in these environments, so they may feel going home with "just a cold" is some sort of sign of weakness or not caring about their job. <S> You could give this person a little encouragement (offer to pick up the slack?) <S> to consider going home, but consider the consequences and the "unwritten rules" of your company culture. <A> It's quite possible your colleague is more afraid of losing his job if he calls in sick than he is of infecting others and/or <S> his health deteriorating further if he doesn't. <S> Blame the job market, but it's not uncommon for people to be afraid to take time off for anything out of a fear of being considered "not pulling your weight" or "slacking", "not being a part of the team" and terminated at your next performance review or not having your contract extended. <S> Talk to him, see why he's not calling in sick, and don't be paranoid about some bugs either. <S> There are many diseases that are not infectious yet have you coughing all day long. <S> Chronic stomach problems for example.
| Your argument should be that it's better for the firm that the boss send that employee home with instructions to take an appointment with a medical provider than to have a situation where several employees will be calling in sick over the next few days.
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Politics - Employer put a sign up in our yard for someone I don't support I work at a small office with about half a dozen people. My employer just put a sign in the yard supporting someone running for City Council. I don't support this person and don't like that the sign is there. I'm thinking about mentioning this to my boss, but I'm not sure how much it matters to me. I don't know what should be done in a case like this. I feel politics shouldn't be invading our office but I don't know what I'm basing that on. What is the best way to approach my boss about taking down the sign? <Q> I'm thinking about mentioning this to my boss, but I'm not sure how much it matters to me. <S> I don't know what should be done in a case like this. <S> I feel politics shouldn't be invading our office <S> but I don't know what I'm basing that on. <S> What is the best way to approach my boss about taking down the sign? <S> In a larger organization, the answer might be different. <S> But in small businesses like these, you are typically subject to the owner's choices. <S> Nobody will assume that you support this candidate just because the company owner does. <S> As long as you aren't forced to contribute to the candidate, stuff envelopes, or make phone calls on the candidate's behalf or such, it doesn't seem like much of an invasion. <S> If you feel strongly enough, and your boss is the company owner, you could bring it up. <S> But don't expect the owner to take the sign down because you don't approve - it's her/his business, not yours. <S> If this is something you simply cannot tolerate, you may to find an employer whose political views match yours. <S> My wife works for a 6-person office. <S> The political views of her boss and my wife are pretty much opposite. <S> She has learned to mostly avoid political talk in the office. <S> When her boss and another co-worker start talking about politics, she just leaves the room. <S> I suppose you can always put an opposing candidate's bumper sticker on your car and park it so that the sticker is visible. <A> I wouldn't specifically ask to have "that" sign removed as that would give the impression <S> it's only an issue because you disagree with the individual candidate or measure and not politics at work conceptually. <S> I would recommend keeping it nice and level and express "concern" that bringing politics into the work place will create a negative effect on productivity. <S> There is also the possibility it could create a hostile work environment for those with opposing views. <S> So <S> yeah, typically politics + office = bad. <S> (unless politics is actually your line of business) <A> Your company probably pays taxes, so the owners of that company have a right to campaign. <S> If I drove by and saw the sign, I wouldn't assume that all employees endorse this person. <S> I've probably held different political views than most of the people I've worked for and would only have a discussion in this area if I had a very strong working relationship and felt the owners were capable of accepting a different opinion. <S> Otherwise, I would not discuss politics with my boss.
| If it's not really that important to you (and that's the way it seems based on what you wrote), you are probably best off by just ignoring it. If the yard is the employer's and there are no city ordinances or lease rules against this then your only real avenue for any change is through your boss.
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Is it appropriate to ask for internal interview tips? I've been working at my current job for 6 months. I was hired on as one of three temps to work through the rest of the year. However management has decided to open up a full-time position that I plan on applying for. I have a pretty good idea of who will be on the hiring team, and I want to know if it is appropriate to ask them for tips on the hiring process. One reason I can think of against it is that one of the other temps is also planning on applying, and it would be unfair to give me tips that he won't know about. I've looked at this question for pointers on the interview process itself, but I want to clarify how it would affect me if I asked other people in the department for help. Edit: In case it is relevant, I'm a software developer. <Q> Of course it's appropriate. <S> You should ask for information on the process or how to best prepare for the interview. <S> Things you may want to learn: number of interviewers materials available (open internet, whiteboard, IDE...) <S> length of each interview types of technical questions covered (coding, architecting, business) <S> technical topics covered (sorting, searching, on and on) Things <S> you will not want to learn: <S> "Should I be on time or try to be early?" <S> "Do you have any tips?" <S> "Are we going to be talking about salary today?" <S> "Will there be soft, HR-type questions?" (every conversation is one. <S> Don't imply you need index cards to talk about your greatest weakness.) <S> "How should I dress?" <S> (if you've never been to the company, maybe ok.) <S> It's nonsense to suggest that this is unfair. <S> (Reminder: Nothing in life is fair.) <S> Excluding race, gender and a few other things, the hiring manager is the sole decider of what is fair and will tell you what s/ <S> he feels is appropriate. <S> You should not worry about what you will learn and the other temp won't. <S> This is also a good time to remind that jobs are won on network and especially as an engineer it's better to stop seeing this as incongruous with proper job-landing sooner than later. <S> Your interviewer and <S> you have a mutual interest in you giving the best interview possible. <S> This should be your framing when asking these questions. <S> e.g., asking for "tips" is merely going to say " <S> so are there any mistakes in your interview and how do I skirt around them? <S> " This is something you ask someone else who had to deal with their snobbish, gnarly interviewer; not the interviewer him/herself. <S> For the record, if I were in your position, and assuming that I'm secure about my job prospects either way, I would freely discuss the interview with the other temp. <S> One, it increase both of your chances of getting the job at all. <S> Two, it's just good business. <S> It's a stronger connection you'll have going forward, and better to form a strong connection and miss certain opportunities (decide whether this is one) than form a dubious one. <A> Rather than asking them specifically for "tips", which might sound like you're asking for special treatment, why not ask someone of the same level for a practice interview? <S> I've done this (on both sides of the table) and found it an invaluable way of seeing the sort of questions and level of answers required. <A> Ask them for "tips" but make it a point to say that you don't want to ask for anything that will give you an unfair edge. <S> In other words, you want the same kind of info hat the interviewers would disclose to anybody who asks as a matter of due diligence in preparation for the interviews..
| Some companies even give you documents on how to prepare for their interviews, because they would like to interview the candidates who are best prepared. You should not be giving them instruction on what is and isn't fair.
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Does it look bad to quit a job after a month? Suppose a person has accepted a job offer thinking that the work would be closely related to what he wanted to do. Instead it is a dull boring job. If he gets another job offer in a field that is closely related to his background, does it look bad for him to quit his current job? <Q> You have the same right to declare that a position is not a good fit for you as your employer has to declare that you are not a good fit for the position. <S> Having said that, it makes no sense to mention in your resume a position that you held for a month, unless you did something spectacularly good there. <S> Having said that, keep track of that position because you most probably would have to mention it if you were applying for a security clearance. <A> Yes it does. <S> That is not to say that he should not do it anyway just that if he lists the position on his resume the short tenure is going to draw attention that will need to be explained. <S> The reason is companies are looking for people who are likely to stick around. <S> It is expensive to hire and more expensive to train someone. <S> That said we do not live in a vacuum and if your friend is working for a company that is known for high turnover, there is a reasonble chance that someone making a hiring decision is aware of that and it will mitigate the issue. <A> It will make you look like a "job hopper" to some people if you list it on your resume. <S> Consider how large of an employment gap will appear on your resume if you leave it out. <S> A short stay at just this one job is not exactly a trend, so if you have several other jobs that you didn't stay long, this could make it look worse. <S> Early in someone's career, I would give some consideration to someone who took a job that didn't work out. <S> You could discuss this in a cover letter. <S> It's a sign of being up front and honest. <S> People always ask in interviews to get some anecdotal information on how you handle problems and what are your areas of weakness. <S> You know it can look bad, but indicate you've learned from the mistake and how you and the former company will be better off in the long run. <S> Basically, you now know what you want in a job. <S> Do you really want to work for people who are going to hold this against you without considering your other strengths?
| If you have a history of short term jobs it is more of a concern than a single short term job, but that single short term job will draw attention.
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Email etiquette, is it appropriate to bold my questions? When I write emails I try to keep them as short as possible. Having said this, to prevent a protracted back and forth exchange I still think it is important to give all relevant context. In some cases I break my email into short sections with headings, however generally I just bold the key question/s. Is it polite or useful to bold questions posed in emails or could it be seen as rude or demanding? <Q> Bolding is unnecessary. <S> There are better ways than bolding to highlight a question. <S> I very frequently write emails with questions where the question is a bullet item. <S> So for example: <S> Hello boss, <S> I am working on answering a question at Stack Exchange and have a few questions. <S> Was hoping you can help me with them. <S> Should I upvote this answer? <S> Should I use bold for questions? <S> Thanks! <S> This highlights the questions in a way which is far better than bolding as it has none of the "LISTEN TO ME NOW" implications. <S> It also flows better, too. <A> If you have vital questions to ask, the best thing you can do is to just put them at the top of the email. <S> This does 2 things: Gets to the point for the readers who already know the context <S> Keeps readers focused on what you need from them if your email goes on toelaborate. <S> However, you really should consider keeping emails short, especially if they require some action from the recipient. <S> When I say short, I literally mean 2, 3, 4, 5 sentences. <S> Going beyond that increasingly risks losing the attention and interest of the reader. <S> An exception would be an email to a short list of engaged participants where you are responding to someone's inquiry for specific information. <S> Things such as using bold text, styling, or html formatting is really dependent on the context. <S> You just have to use good judgement as with any form of writing. <S> If you're using bold, it should be for a good reason and your prose should make it clear that you aren't being rude. <S> I ALWAYS use HTML, because I mix normal sentences with things like code or serial numbers, sometimes tables, sometimes plots, or pictures. <A> Why do you need to bold them, when you can place them on their own line, or in a list format? <S> I'd look at other formatting options. <A> If you were to bold your questions to me the way you bold them in your post, I'd be looking for you and give you a piece of my mind. <S> It's one thing to be asking questions, but the bolding creates the unpleasant perception that you are grabbing me by the lapels and asking the question. <S> And sometimes, that you are getting in my face and asking the question. <S> You will really stand out in my mind, because no one that I know ever bolds anything to me. <S> even in the most urgent case. <S> If the case is really urgent, they'll plant themselves right in front of me and tell me to my face - they won't be sitting down at their desk and wondering what to put in their email to me. <S> Or if they are not in the office, they will be calling my line and let my management know that they are looking for me. <S> Refrain <S> as much as possible from bolding - the question mark "?" is more than adequate in most cases. <A> What nobody mentioned, but is really important, is your mail subject line. <S> Put the question there in a way that the reader can already think about the answer before even opening the mail. <S> Subject: Should I use bold in mails? <S> Body: <S> Hi ... <S> Nobody really cares what you write here :p <S> but you can explain the details <S> , why you are asking and what exactly you mean with bold, ... <S> If the subject line is well chosen, you could most of the time even leave the body empty, unless of course you talk to customers and need to be polite. <S> So you really don't need to use bold. <S> (did it help that I made it bold?) <A> This is an opinion case question, here are some possible answers. <S> And the question also requires information like what sort of email you send and to whom you send, What kind of reply is most probable .. <S> etc. <S> And it is definitely useful to the reader because it makes the email easy to understand, especially in cases where the mail is so long like you have to fragment it. <S> Politeness is mostly an opinion based judgement. <S> In some cases, by bolding a question the reader finds it easy <S> and he/she could think that you are willing to take care of some hassles. <S> So, reader may think the mail format is polite. <S> In some cases when you are asking a question, you bolding <S> it means that you are deliberate about the question. <S> Which could make someone feel uncomfortable because receiver may feel you are forcing the receiver to choose one among set of answers. <S> In some cases when you bold the question <S> and you do with a relatively unimportant question <S> , the receiver may think you are not that much bold in you field. <S> If the receiver answers another unbolded question in the mail not the bolded one and finally you find out receiver didn't answer the intentionally bolded question which demands an answer, you will have to ask her again to answer that bolded question. <S> You will have to draw her/his attention to that question, but not the same way as you do it when the question was not bolded. <S> Because that makes it easy to read. <S> Again, to be fair <S> this is opinion based answer and requires more information from @user to answer.
| In a general case, when you are sending an email and you are segmenting and bolding some parts of it means that you have taken much care when writing the mail. In general communication mails where the politeness of the sender is disregarded the preferred way is bolding and segmenting. A lot of people equate bold text with shouting, so I can see why people might not appreciate it.
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Are plain or attention grabbing résumés more effective? Here are some example résumés. Example 1 , most attention grabbing. Example 2 , styled but subtle. Example 3 , most standard. Is a plain or "attention grabbing" resume more effective? Or perhaps in between? <Q> on average which of these two LaTeX Résumés is going to be more effective for a technical job application? <S> In my personal opinion, these are both rather poor choices. <S> Depending on what you mean by "technical job", you may want to go to a more traditional style. <S> Let your accomplishments grab the reader's attention, rather than the style, formatting, and color in your resume. <S> If by "technical job" you mean something software development related, unusual styles in your resume are unlikely to make a difference - substance matters far more. <S> In my career, I've interviewed candidates for many, many of these positions. <S> A stylistically-unusual resume never helped. <S> Substantial accomplishments always helped. <S> On the other hand if the "technical job" is far more creative, perhaps attention-grabbing might be more worthwhile. <S> I've only interviewed candidates for a few of these positions. <S> Even here, substance matters more than style - although unusuals styles are more common for this sort of creative position. <S> There's more downside than there is upside. <S> To directly answer your question, of these two templates the second (Classicthesis-Styled) <S> is more appealing to my eyes. <A> Recruiters go through 100s of resumes at a time <S> and they scan it for keywords and accomplishments that are relevant to the position. <S> The first one would be a distraction, probably an annoyance (depending on the recruiter). <S> The second one looks cleaner, easier to scan for. <S> However, the font should be at least 10 point <S> so the recruiter doesn't have to squint for 5 seconds before deciding whether to forward your resume. <A> I didn't click on either link. <S> The use of LaTex is immaterial because the ultimate result was a PDF. <S> Some hiring sites do allow you to attach a pdf file or word document. <S> Other sites don't. <S> If they don't allow attachments they expect the resume to be a text document that you paste into a box. <S> Therefore you will need a text only version of the document that is still readable. <S> Some sites expect you to copy all the relevant info into multiple boxes. <S> Five or six fields per job in your history. <S> Again having a text version of the document handy is key. <S> The only time some people at the hiring company will see that fancy looking document is when you hand it to them on interview day. <S> By then you have already made it past several rounds of the process; and they will be scanning it for relevant information. <A> My first reaction to the two was "wth?", because they look like some advertisement or the latest assignment of an arts student. <S> Especially the big black area costs lots of ink if you wanna print it. <S> ;p From your suggested ones, this one looks cleanest to me (without the witty quote): <S> http://www.latextemplates.com/template/moderncv-cv-and-cover-letter <S> But that's only my personal opinion, you could browse the companies online documents (stuff like letters, not ad material) and check what their preferred style is. <S> The important part is that you can find information quickly, so it shows your ability to present data, which is needed on almost any job and like Joe says, that it is information that matters to the job you apply for.
| In my experience, you are far more likely to put off a reader by unusual formatting choices for your resume than you are likely to gain.
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Can boss introduce company handbook and make employees sign? I have a contract with the company i work for and have been with them five years. Recently the boss wrote a company handbook, many of the points in it I have to disagree with - they also contradict my contract. Do I have to sign? <Q> You clarified further that you have the option to sign to indicate either that: you are in agreement with the contents of the handbook, where the fact is that you aren't, or you have read the handbook <S> and you are cognizant of the contents of the handbook. <S> You want to make it clear that you are merely signing that you've read the handbook <S> and you acknowledge being cognizant of the contents, <S> even if you have to scribble the sentence on the signature page - You DON'T want to commit to anything more than that at the moment. <A> Asking about the signature is missing the most important point. <S> If you are being presented with a handbook which describes conditions of employment different from those in your contract, you need to discuss those changes in a serious way with your boss right now. <S> It's completely wrong to wait until the issue comes up to try and argue that the policy doesn't apply to you because you didn't sign it. <S> For example, if your contract says you get 20 days vacation, and the new handbook says everyone gets 15 days, go to your boss and point out that it's a change, and that its hurting you. <S> Be specific and ask what you are going to get for agreeing to go down to 15 days vacation. <S> If he says that the policy won't apply to you, make sure you get that in writing. <S> It is sometimes worthwhile getting a lawyer to look at anything you sign at work. <S> If there are substantial changes to the terms of your employment, this is probably a good time. <S> Get a few colleagues together and hire a lawyer for an hour. <S> Split several ways the cost isn't that much. <A> I agree with Vietnhi's answer , but would qualify it with this: Do not sign the signature page. <S> There may be verbiage there that you don't understand, or do not intend to agree to. <S> Instead, create a document (letter) that has a date, saying that you have received a copy of the handbook (and specify the date of the handbook and its version number, if applicable). <S> Then mention that your contract is what the governing document of your employment has been and will continue to be. <S> Be prepared to discuss the specific conflicts between the handbook and the contract, and also the parts of the handbook you cannot accept the terms of. Be prepared to renegotiate your contract. <S> Be aware, however, that your boss may choose to exercise the exit clause of your contract. <S> I've fought this battle. <S> I won, but in the end, it caused so much acrimony with the VP who wrote the policies <S> it became easier just to leave.
| You should make your boss aware - if possible, before you sign anything at all - that specific passages in the handbook are in contradiction with various terms of your contract, and let's hear what he says about how he intends to resolve or reconcile the discrepancies
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startup etiquette: employee and supervisor meeting without me I am the cofounder / CTO of a very small startup, ~4 people. We recently had to let go 2 people for differing reasons. As a result, we moved one engineer from working mostly on metrics to work on our web server. That employee is a direct report to me but is personal friends with our CEO, as am I; we're a small startup of mostly friends. We have been discussing some technology changes in the wake of the company changes, and have had several meetings in the past week or so about this. Last Saturday, the engineer and our CEO had brunch. They did not tell me that they were doing this ahead of time, and they discussed a number of work items. My employee told me last night that they had met, as well as which items they discussed, which I appreciate. When I asked our CEO afterwards what they discussed, he said that it was "just brunch." I said that the engineer had mentioned that they discussed a few work items and we then reviewed those. We're a small startup, and I don't begrudge anybody their social time with anybody else, but am I wrong for feeling that they should have let me know that they were meeting, particularly if they were planning to discuss work items that I had a vote in? I appreciate that my employee let me know afterwards, but I also am a little wary that I was not included or notified except belatedly. <Q> If no malice is intended, no ill will exists and no foul play is in the works, then I suggest that you take things at face value and go with the flow. <S> As long as the CEO and your report are clear that they can't abrogate your prerogatives and bypass your responsibilities and flout your authority, they can do anything they want including having breakfast, lunch and dinner with each other and go to the movies with each other every day of the week for all you care. <S> If you feel insecure with your authority in the firm, it's a problem. <S> If the company's top management and staff make technological decisions, bypassing their own CTO, then it's a bigger problem because it affects the functioning of the company as a whole. <S> I trust that you were not put into the CTO position so that they could then bypass you. <S> It would make no sense if that happened and the angel investors and the VCs would be up in arms about it. <S> Especially if you are expected to step in as the top dog if the CEO were to get run over by a truck. <A> We're a small startup, and I don't begrudge anybody their social time with anybody else, but am I wrong for feeling that they should have <S> let me know that they were meeting, particularly if they were planning to discuss work items that I had a vote in? <S> Feelings are feelings - they aren't right or wrong. <S> But you may need to work on trust here. <S> Startups need everyone to be working hard on lots of things at the same time. <S> You want your team to get together often, and if work items are discussed - all the better. <S> I've worked in several startups, and as a CTO you simply cannot be present at every discussion. <S> Train your people to understand what conversations and decisions require your approval, and which do not. <S> Hopefully, you have far more of the latter - saving your time for the important discussions and decisions that really matter. <S> As your venture proceeds, your CEO will have many conversations with many people and you will not be present for all of them. <S> If you cannot trust your CEO in that regard, your startup may be in danger. <S> I appreciate that my employee let me know afterwards, but I also am a little wary that I was not included or notified except belatedly. <S> Unless they were deciding company direction without involving you, it's hard to see that discussing "work items" over brunch is something that should bother you. <S> Has something occurred that makes you so suspicious? <S> Hopefully not. <S> I'm assuming that during this brunch nothing major was decided that you can't undo. <S> Trust that your CEO knows how to tell when you must be involved in food and talk going forward. <A> It sounds like this doesn't happen regularly, so I wouldn't worry about it. <S> They are friends, so getting together is no big deal. <S> Working at a startup tends to be a big part of your life, so it is natural that the startup would be discussed, especially since there is a lot going on right now. <S> My point is, it all sounds like it's on the up-and-up, especially since your employee told you about it. <S> If it starts happening regularly I would address it. <A> What you need is a board or forum where such decissions are written down <S> and then you can review them and put in your veto if needed. <S> Maybe they didn't want to annoy you on a weekend <S> , maybe it was easier to discuss it without you. <S> Doesn't really matter. <S> Important part is that you stay in the loop and actively make decissions when needed. <S> If you try to micro-manage two people now, just wait how the world looks when your startup is a full company. <S> You have to trust people and delegate or else you will run crazy and burn out quickly.
| As things stand I wouldn't worry about it. Take the attitude as the CTO, anything that has to do with technology and that affects the firm - that anything has to go through your review and approval. Hopefully you hire people you can trust to discuss things without your presence - otherwise your venture can never scale.
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Is it ethical to know a colleague's salary? Let's start with some clarifications: The colleague in question is at a different company than mine I directly interface with him on a current project, and will likely to continue to for a while His salary (and everyone's at his company) is openly published Is it ethical for me to look up his salary? (I'm not concerned about professionalism at the moment) <Q> Is it ethical for me to look up his salary? <S> (I'm not concerned about professionalism at the moment) <S> If his salary is publicly available knowledge, then looking it up isn't a problem. <S> On the other hand, if "looking it up" means something like running a database query that the general public doesn't have access to, that's a different matter. <S> Learning public information shouldn't raise any ethical concerns, unless your profession or company has a specific "Code of Ethics" that prohibits learning this information. <S> Here's one way to examine your own feelings about this issue - would it ruin your relationship with this colleague, if he learned that you knew his (publicly available) salary? <A> "It is openly published" - for whose consumption? <S> If the info is meant to be published for internal staff consumption only, then you are crossing a line. <S> If the info is openly published on their website, then it's begging to be looked up. <S> If the info is in a printout and your colleague left it on the table and you happened to glance in the direction of the table ... <S> don't tell me anything - I don't want to know what you know. <S> I am not putting blame on you, it is your colleague's responsibility to keep confidential information confidential. <A> Yes. <S> It's in employer's best interest that employees not know each other's salaries. <S> It gives them a leg up in salary negotiation. <A> Your ignorance would make it easier for both companies to cheat and discriminate their employees.
| Not only is it ethical to look up his salary in public records, it may even be unethical to not look it up.
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Does "senior" in a job title like "senior software developer" denote educational attainment? In my performance review, my manager told me that he compared my salary against prevailing market rates by searching salary data for "Software Developer" and "C++ Developer". He said salary results for "Senior Software Developer" run $15-20K higher than results for the first two titles, but he did not use "Senior" because that word means that the title holder has earned a college degree (which I have not). Curiously, HR shows my title as "Senior Software Developer". With 20+ years of professional development experience, seven years at my current position and a successful track record of technical leadership within the company, I think I've earned the designation of "Senior", as well as the extra 15-20K that go with it. Is there a prevailing convention that "Senior" denotes someone with a degree, and is never given to someone who does not have a degree? <Q> Is there a prevailing convention that "Senior" denotes someone with a degree, and is never given to someone who does not have a degree? <S> Not in my experience, no. <S> Pretty much every company creates job descriptions. <S> Each description indicates the minimum requirements for someone holding that position, the number of years experience required, along with job duties and other attributes. <S> In general, it's never that simple. <S> Virtually every job description specifies a mix of degree requirements and experience requirements. <S> In many cases experience can substitute for a degree. <S> It's possible that in your shop the designation "Senior" denotes a degree and nobody who is degree-less could ever become a "Senior". <S> In my part of the world, that would be unusual. <S> In every company where I have ever worked, someone with 20+ years of experience, plus 7 years in the position would almost certainly be at least a "Senior", if not beyond. <S> If management would let you review the written job descriptions for "Software Developer", "C++ Developer" and "Senior Software Developer <S> " you could probably figure it out very quickly. <S> (In my shop you could ask for and receive any job description on file.) <A> Such a convention, if it exists, would exist in your company and most likely not in other places. <S> The definition of the term "senior" is arbitrary and varies from organization to organization - <S> The only thing that we can be certain across the board is that "senior" is more senior than "junior" and that junior is higher than "noob", the lowest of the low :) <S> In your specific case and regarding your specific company: the only reason why your boss is not classifying you as "senior" is because he doesn't want to shell out the money. <S> HR is classifying you as "senior". <S> The perception that I am getting is that the company is classifying you as "senior", except when it comes to paying you. <A> I do not know how it is where you work, but at most companies there is a HR code for the position (which defines the minimum salary + maximum salary and benefits you get), and then there is the job title. <S> Job code is generally numbers or letters, for example C1, C2, A1, etc. <S> Job titles are up to the department, but each job title is linked to one of the job codes. <S> As you go up or down a job code, your title can remain the same. <S> The salary is determined by the job code. <S> The role title is determined from the description. <S> The job description determines the requirements for the position; here is where usually they put any academic requirements. <S> However, this has absolutely no correlation with the title; so just because you don't have a post-graduate degree, doesn't mean you cannot be promoted to a position that has "senior" in the title. <S> I am actually surprised that this was mentioned by your manager.
| I haven't ever seen a job description where the prefix "Senior" meant only "holds a degree".
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Is it okay to recommend a friend as a recently hired employee? I was recently hired in a rather famous company as a senior developer and have been working there for a bit more than 3 weeks now. Even if 3 weeks isn't a lot, I can already say this company is by far the best place I've ever worked at and not a single day has passed that wasn't better than the one before. One of my closest friends is currently looking for another job. His profile is more QA related (so hardly similar with what I've been hired to do) and I've seen positions in my new-current company that would match perfectly his profile and goals. He is really interested. The question is: should I recommend my friend to improve the chances he gets hired ? My main concern is that I don't want to jeopardize my career here would my friend completely mess up the interview. I was told already I was doing really good so far but I'm still on probation obviously - if that's relevant (and I believe it is). I know for sure the guy is impassioned when it comes to work and takes it very seriously. While this is usually a good thing, I obviously can't know for sure he will do okay enough for the company (or for the interview). I didn't work with him and can't honestly speak of him as a coworker: I can only do so as a friend. There is a bonus when you endorse someone and he gets hired. I don't know if that's relevant too and I honestly don't care about the bonus. I'm into it for my friend rather than for some money. Is there a way for me to actually help/endorse him and to prevent any backfire in case it doesn't go well for him ? <Q> Is there a way for me to actually help/endorse him and to prevent any backfire in case it doesn't go well for him ? <S> It depends what you mean by "backfire". <S> If you honestly believe your friend would make a good employee at your company you should go ahead and heartily recommend him. <S> A strong recommendation from a current employee (even a new employee) carries a lot of weight. <S> If you are unsure of his abilities, you could still be a referral, but indicate to the hiring manager something along the lines of that you "know of a guy, but aren't sure how good he is professionally." <S> I wouldn't consider that "backfiring". <A> Have your friend apply and state that he is applying because you went through the interview process, started working at the company and have nothing but nice things to say about the company. <S> Say nice things - if you believe that they accurate - about your friends if your management asks you about him. <S> Don't say anything more than what you know about him, and stick to what you know. <S> I got burned once by an employee who recommended her friend, who turned out to be a bum <S> - She refused to take any responsibility for her recommendation. <S> As the Romans, who were not born yesterday - ok, they were born 2000 years ago :) - used to say: "Caveat emptor" aka "Buyer beware" <A> Respect in the workplace is earned capital, spend it wisely. <S> Frankly, if you have only been there 3 weeks, your recommendation probably won't mean much anyway since you haven't had the chance to really prove yourself. <S> Also, if you recommend this friend, you are now linking your name to them for the journey, including if (s)he gets a job and then messes up. <S> If you can not evaluate him/her as a worker, do you really want to hang your name on that recommendation? <S> The interview process will not be based on how great a friend this person is, and that is the only thing you are qualified to recommend on. <A> You should not. <S> It is too risky, and in case he will turn out to be a bad acquisition, you will not have enough credit in your current position to back you up. <S> If this friend will get too offended, tell him, your company just not hiring new people at the moment. <A> You shouldn't hesitate to recommend your friend. <S> Whenever I refer someone for a position with my company, I do so in one of three ways. <S> If I worked with this person in the past, I will say something to the effect of: "I worked with xxxxx in the past, and I professionally recommend him for the position. <S> " <S> You can then continue on to explain some of the desirable professional qualities that you witnessed from your referral. <S> If I never worked with this person, but I know them personally, I would say something to the effect of: "I never worked with xxxxx in the past, but I can personally recommend him for the position. <S> " <S> After this, you can provide information on the soft skills that you believe make them a good choice for a position. <S> By qualifying your recommendation, you insulate yourself, all while helping your friend.
| If you've worked with someone, and your friends with them, you can recommend them on both a personal and professional level. Unless you are recommending an individual that you know to be a poor performer, this is unlikely to reflect badly on you.
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How to deal with a colleague who is making complaints? I am working as Dev team lead for an US based Organization.The requirements for the project has been written but those have many gaps. And also due to some Organization level decisions the requirements under gone changes and impact of those changes are discussed and not properly documented. Hence my manager gave the responsibility of getting Clarity to the requirements, document those clarifications and help the developers to implement right things .Hence I form a list of questions and send those questions to team who wrote the requirements and project manager setup a daily meeting to discuss those questions on priority basis. After the discussion I am documenting those clarifications in a mail and sending requirement authors for confirmation. This is the process that I have been asked to follow by my manager(Boss). But as team analyzing requirements they come up with more questions. But the requirement authoring team lead is not very comfortable with these questions and the process that we are following and making complaints to Project manager and my boss. Though they(My boss and PM) know that there is some problem with requirements authoring team, they instructed me play diplomatically and handle him make things went smoothly. Hence I went to him personally and appreciated his help and apologized if I caused any uncomfortable and asked his suggestions, how can I make the things amicable. First time he made suggestions and I have explained what kind of problems can occur with only depending on the process that he suggests and why we are following the current and how the current process helps the over all goal. But I also ensure that I will try to consider his suggestions as well. I sincerely implemented his suggestions to a certain extent where ever I can apply. But still I heard from PM that he has some concerns and complaints about myself. I don’t know how to make him feel good about me and make him not feel offend or feel bad about my questions Hence my question is, How to deal with requirements author team lead without feel offend and feel comfortable? <Q> It sounds like you have handled this as well as you can. <S> You expressed appreciation and apologized for discomfort. <S> You may just need to give him time to come around. <S> In the future, you might make sure you ask him questions privately (no one <S> cc'd) if you think the question might make him uncomfortable. <S> try a little self-deprecation (like "Sorry to ask so many questions. <S> I know I can be annoying. <S> " <S> try humor ("I have only asked you 100 questions today, and I didn't want to stop before I got to 110 at least.") <S> At the end of the day, though, I don't think it is you that is making him uncomfortable but the questions themselves. <S> You can't really control his reactions. <A> It sounds like this process has been set up wrong in the first place. <S> Why is the development team lead trying to clarify the requirements when there's a requirements team lead? <S> I'm not surprised that the requirements team lead is unhappy with the process. <S> I would recommend setting up a new meeting with all the people concerned to try to agree what your role should be in all this, and how you should be working with the requirements team lead. <A> I agree with everything MJ6 says, and especially <S> "I don't think it is you that is making him uncomfortable but the questions themselves" . <S> Given the fact that, requirements for the project has been written with many gaps. <S> impact of the changes are discussed and not properly documented. <S> That says a lot about the requirement authoring team lead, who obviously believes that he has done a proper job already, and believed nothing needs to be further improved. <S> Every single question you ask will make him uncomfortable, as each of them is suggesting requirement documentation has been done poorly previously. <S> You can't change this fact so <S> "you can't really control his reactions" . <S> I don't think you taking the "documenting" role will help. <S> In fact I believe it will agitate him more, e.g., documenting that something is unknown and should be addressed by the business or process owners, will sure hurt him if he has a big ego and believe his work has been perfectly done. <S> Thus you need to be extremely careful when wording those questions, never ever use words like, gap, ambiguous, need clarification, etc, etc. <S> You get the idea. <S> Even that might still agitate him. <S> This will be the least confrontational approach, if you can get there. <S> Try your best. <S> Good luck.
| Try not to be confrontational as much as possible. The best outcome is if you can create an atmosphere that you are working with him improving the existing document.
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How does one title a resignation email? I am in a situation where I need to tell my current employer that I am leaving. This will be the first my manager hears of it; for reasons I don't want to discuss here, we have not had a meeting about this. I know what I want to say in the body of the email I am using to do so, and have that written out in full. Problem is, I am not sure of what sort of subject line would be appropriate in this situation. Something like "Letter of resignation" sounds too harsh, but I want to make it clear as well that from the outset, this is not a negotiable thing, but merely me making it clear that I am taking the steps to move on from this place of employment to my next opportunity. What sort of subject line would be appropriate here? <Q> None. <S> This is one of those things that you do in person. <S> " <S> Hey boss, do you have 5-10 minutes?". <S> If you're remote, then a phone call is fine. <S> They'll ask you to eventually write the email <S> so there's a record, but your first step should be less... impersonal. <A> Something like "Letter of resignation" sounds too harsh, but I want to make it clear as well that from the outset, this is not a negotiable thing, but merely me making it clear that I am taking the steps to move on from this place of employment to my next opportunity <S> It may seem harsh, but it is correct, so I'd stick to Letter of Resignation <A> What sort of subject line would be appropriate here? <S> I think you are overthinking this. <S> Something simple like "Resignation letter" works fine. <S> You want to be clear about the content, just like any other email you send. <S> Though, I'm not sure why you are doing so in email vs in-person or phone. <S> See this question for why. <S> It's generally best to communicate bad news in person/phone over email (regardless of what, whether resignation or about a system going down). <A> Title it "Notice of Resignation"( <S> *). <S> You don't want to be rude. <S> You can afford ambiguity as to your intentions even less. <S> Give them the medicine straight up. <S> A clear, concise title defines the setting for the body of your resignation email. <S> I suggest the following content: <S> I am sorry to announce that I am resigning from the company effective [state date] to pursue another opportunity. <S> I very much enjoyed being able to work with you all. <S> I would have stayed but for this irresistible offer. <S> I thank you for the cooperative, helpful and supportive working environment you all contributed to provide <S> and I hope that we remain in touch. <S> You've all made showing up to work something I was looking forward to every business day of the week <S> Wishing you all the best and again, let's stay in touch <S> @Xrylite stylistically prefers "Notice of Resignation" as a smoother formulation of to "Letter of Resignation" - whichever is you prefer :) <A> What sort of subject line would be appropriate here? <S> "Making it clear" isn't accomplished by a Subject Line. <S> You should talk to your manager in person if at all possible and resign face-to-face. <S> That's by far the best way to do this. <S> Follow it up with an email or printed letter, if necessary. <S> Don't worry about the subject line - <S> that's not at all important. <S> Instead, make sure the body of the email conveys your appreciation for the job (if that's appropriate for this situation), as well as conveying your end date, along with any other details that are important. <A> First of all, I would do this in person / over the phone. <S> For the follow up email <S> (if necessary) <S> I would go with "PRIVATE AND CONFIDENTIAL" <S> This indicates the importance to the receiver, but also if someone happens to glance their emails does not expose the fact you are resigning. <A> "2 weeks notice" Everyone knows what it means, and well it might sound less harsh while making you intentions crystal clear. <S> That is what I used and it worked better than expected as I was escorted out of the building right away :) <S> Just kidding - <S> but they didn't need 2 weeks, I was able to leave right away. <S> Next time when I did it in person - it wasn't so easy as they did not want to let me go, so fire up that email & good luck! <A> Two assumptions have been made by other answers. <S> That the line manager is based in the same office or at least that the relationship shared with the manager is one where they converse on a fairly regular basis and that the conversation has certainly extended beyond the brief greeting. <S> The relationship between the colleague resigning and his line manager is not strained or was the sort that discouraged unnecessary conversation. <S> The situation we are experiencing is where the line manager is on a different continent, 5 hours behind us and, due to poor management on the business's part, have made her the manager to whom our research colleagues in London need to report. <S> Needless to say, she has kept her distance from all bar one of them and her relationship with the others is such where she appears indifferent to them and <S> their day to day needs. <S> In this instance I would advise contacting her via email (especially due to the differences in time zones and her already manic if not erratic schedule) and, whilst always displaying professional courtesy, keep the message short and to the point. <S> Notice of resignation , as a subject header, allows the email to stand out from hundreds of others while remaining professional and to the point. <S> In the body of the email I would also advise thanking the business for the opportunity given to work for them and/or polite thanks for the experience gained. <S> Remember, no matter how much you did or did not enjoy working for the company you're leaving, your written words will stay on file long after its context has been forgotten. <S> So always be a good sport.
| Something like "Letter of resignation" sounds too harsh, but I want to make it clear as well that from the outset, this is not a negotiable thing, but merely me making it clear that I am taking the steps to move on from this place of employment to my next opportunity.
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How can I make a CV worse? I am asking this question for somebody else. Anyway, he is 16, and has just started 6th form. He has been looking for jobs all summer and still is, and has not been successful. He has applied to over 100 jobs and has excellent exam results: GCSEs: 2 A*s in Maths and RS 7 As in Geography, History, Biology is Chemistry, Physics, English Literature and Computing. 1 B in English Language 1 C in French And 1 A grade in an AS subject. He has done the Silver Duke of Edinburgh award, and helps out at the local youth club. However, it is still impossible for him to get a job. This is his first job and has only done a week of work experience in a small startup company, so he doesn't really have any experience, and no employment history. Anyway, from my last question , the general consensus of the answers is that the person needs to "Dumb Down" their CV, as for some reason that I simply cannot comprehend, employers often prefer the less smart workers, so then they will not leave and other things. What are the best ways to do this without lying? What is the best level to do this to? TL;DR: How can you turn a CV from a good one to a bog-standard, exceedingly average one, without lying? <Q> Dumbing down is not the problem, and you shouldn't be turning 'good' CV into an 'average' one. <S> To be specific, McDonald's does not care whether you got As in your GCSEs. <S> But there are things they care about. <S> For example: Works well in teams Easy to get on with Friendly with good personal/customer skills <S> Hardworking Reliable <S> So go and rewrite the CV to emphasise those things. <S> If the applicant has worked in customer service, write a paragraph on that. <S> Give details of what they did volunteering at the local youth club, showing how hardworking, reliable and easy-to-work-with they are. <S> If they organized a school club, write that down. <S> My neice, who recently gradated from an MMath programme, successfully got a job stacking shelves in Waitrose while waiting for her government research job to be finalized, so academic achievement is not a barrier in itself. <S> But it took her a couple of tries to figure out what they wanted. <A> Are you sure <S> this is the problem? <S> I don't think that someone hiring a 16 yo for a part time job is going to even look at their scores. <S> I understand Vietnhi's response on your other question, I just don't agree with it as it certainly doesn't match my own experience. <S> It's more about whether they present well <S> , can easily be understood, appear eager and trainable, etc. <S> Honestly, even having a CV at 16 is a bit of over kill. <S> My point is, have you considered that something might be going wrong when s/ <S> he does get an interview? <S> A few examples that would scuttle an opportunity include showing up looking like a thug, being late to the interview, smelling like smoke, visible tattoos (except at a tattoo parlor), etc. <S> In other words, just for presentation they should appear like they are ready to be put in front of customers. <S> Also, depending on your local job market a lot of the lower end jobs can go really fast. <S> it's available. <S> Finally, getting back to the grades aspect. <S> No need to put that they got an A in Biology when applying for a job flipping burgers. <A> From the sounds of this and the previous question, your friend just wants a job - something to make money that won't lead to a career. <S> If that's not the case, then your friend is applying to the wrong jobs. <S> But to answer the question at hand... <S> The first way I can think of to simplify a CV is to just leave off the fluff . <S> They don't need to know that your friend got the Silver Duke of Edinburgh award, and it's not wrong to not bring it up. <S> You can't change your grades, but you can combine them into a single grade point average instead of breaking down every class. <S> But the real question that comes to mind is <S> Are you sure you need a CV at all? <S> When I was applying for summer jobs, I can't think of one that required a CV. <S> All I did was fill out an application form and show up for a 10 minute interview. <S> If your friend is supplying a CV when one isn't asked for, that would certainly make them think you're over qualified. <A> I would echo David K's answer, especially where he asks if you are sure you need a CV at all for this sort of work? <S> I'd also like to add that as your friend just seems to want to make some money over the short-term why not look at recruitment agencies and work as a temp? <S> I did this myself when I was 16 and in between school and college and although the jobs were quite mundane they served their purpose.
| What you need to do is: Write the kind of CV that makes the employer want to hire the person. Having an A does not make you a better McDonald's worker than someone who got a C or an E. Give the minimum amount of information on the things they won't care much about, like grades. This person might want to try and network with his/her friends a bit so they can find out about an opening the moment There is zero point in listing anything other than a GPA.
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How to keep scrum times minimal with a large dev team My company has always used a sort-of-Agile process. We do scrums three times a week. The development manager is basically the Scrum Master(SM), while the Team Lead is the alternate/backup SM. We used to be a small team of about 5 or 6, and the time spent on scrum was never an issue because we kept it to about 15 minutes. We've recently hired a number of new people, and with about a dozen people, our scrum time bumped up to about a half hour. The manager/SM now consider the time to be an issue and a couple changes were implemented. The team has been split into two groups and each group is assigned to either the primary SM or alternate SM. Employees rotate teams each scrum, so everyone will eventually scrum together at least once. This just seems wrong. It makes scrum less effective, since I don't know what half my team is doing. Has anyone else had a problem managing a large scrum? Was there anything you did that seemed to help reduce the amount of time it took? I'm not trying to usurp management, this is just something I've been thinking more about lately. <Q> If there are enough of you to need two scrums, there should be enough of you to need two teams working on separate parts of the product. <S> Swapping staff between the two sometimes to keep skills current is good, but there are too many of you to be agile. <A> <A> Scrums are very useful for getting a quick overview of the project landscape, and the dual-scrum approach defeats this purpose as you've pointed out. <S> Scrums don't have to be used to solve, or even discuss, every issue in detail. <S> If someone has a specific challenge that one person can help them with, those two people can chat afterwards. <S> If there's a technical issue that half the team are spending a long time discussing, have them discuss it afterwards and move on. <S> During scrum, 30s each is a good rule. <S> That's not usurping management to try and help the team be more productive.
| One quick and simple way is to adopt the "30 second standup" template. Also, as an employer, I'd be happy if a staff member spoke up and suggested that a discussion be had outside scrum so that the rest of the team can get to work.
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How do I get a recruiter to stop bothering me? I have a probably 3rd party recruiting for a respected firm who is too disorganized to leave me alone. He sent me six increasingly nagging emails to which I eventually replied saying I wasn't interested. (I get too much recruitment email to not ignore.) Three weeks later he sent me the same initial email for the same opportunity as if we had never met. As of right now I have a call scheduled with him to ask how I may decline opportunities at this time while retaining relations with the firm and not burn bridges even though I really want nothing to do with this person. Meanwhile, he's recruiting me for a job with another company for which I have already worked in the past and is on email #2. What's a good strategy? <Q> Letting him get you onto a call was a tactical mistake... <S> Sometimes a bigger hammer is needed. <S> "I'm not looking at this time. <S> You're allowed one, and only one, cold call a year unless I tell you otherwise -- don't waste my time and patience, and don't waste your time and reputation. <S> If you keep pestering me, I'm going to make sure I do NOT work with your agency when I decide I am ready to look around, and I'm going to suggest to my friends that your agency doesn't respect its clients and should be avoided. <S> Got it? <S> Now let me get back to work." <A> How do I get a recruiter to stop bothering me? <S> What's a good strategy? <S> You are wasting too much time and energy on this. <S> Simply tell him once "Thank you, but I'm not interested in a new position at this time. <S> " If he sends you further emails, just delete them without responding. <S> Eventually, he'll take the hint. <S> If he doesn't, you should put him on your Spam list to dispose of his emails automatically. <S> A recruiter who cannot bother to follow your instructions isn't someone you want to work with in the future anyway. <A> You don't change the way this recruiter works. <S> You'd only help him improve, by giving him some feedback. <S> So try to explain how the things look like from your point of view. <S> He'd either give you something that's works <S> or it would be a loss of time for both of you. <S> If he wants to improve, he'd understand.
| There's no need to schedule a call, or have any further conversations with this recruiter, if you really want him to leave you alone.
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Is leaving career suicide? I've been working for my current employer for over 1.5 years. This is my first role as a UX/UI guy, previously I was a developer. Recently, our team structure and the way we handle new work has changed and I find myself doing a lot of grunt work which I don't enjoy. Further, the team lead, the guy with the skills I look up to has changed focus and isn't really a part of our work, day-to-day. There are other issues as well. I'm fairly fed up with the work I'm doing, and I can feel that this frustration is starting to show, both in my quality of work and my attitude towards my co-workers. I've been thinking about leaving and starting to take on contract roles. They are more dynamic, more lucrative and I can have a little holiday between working hard on projects. I'm OK with the uncertainty. My questions: Do I leave now without a job to go to , before I poison my reputation thanks to belligerence after being worn down by work I simply don't enjoy? If I do this, I plan to have a week or so off, finish a freelance job I have, then look for contract work. But, will this be career suicide because I will have left a company without another role to go to? I have money saved so I'm fine on that front. The alternative is putting up with it until I can get a contract role. I can feel my soul getting slowly crushed and its making me angry. Please give me some advice. I mean the best. I don't want to put my current employer through pain, they're hardworking professionals who don't need more stress. <Q> But, will this be career suicide because I will have left a company without another role to go to? <S> I have money saved <S> so I'm fine on that front. <S> It's not even that unusual - many people make this same choice. <S> On the other hand, it's not a choice I usually recommend. <S> Leaving without another gig in place means you may put yourself under pressure to get another job. <S> You may have some money saved now, but what if it takes you a year to find a job you really want? <S> (That's exactly what happened to a friend of mine) <S> Either you'll find yourself in a tough situation financially, or you'll exhaust much of your saved funds. <S> In that case, you may feel pressured to accept a less-than-satisfactory job, and will find you leave that one after a short while. <S> That can set up an unhealthy pattern of short-term jobs. <S> Leaving without another job waiting may also require you to answer the question of "Why did you do that?" in interviews. <S> That can be an uncomfortable conversation, and one you are in a position to avoid. <S> For some interviewers, it may send a signal (right or wrong) that you value work less than they would prefer. <S> And leaving without a job waiting may send the signal that you are willing to take the easier way out of tough situations. <S> That's not a signal you want to send unless necessary. <S> I always advise my family and friends to suck it up and work hard while you are simultaneously working hard to find the next job. <S> Every situation is different. <S> Your current job may be a physically unsafe situation. <S> You may need to move due to a family situation on short notice and not have time to find the next position. <S> Context matters. <S> But where possible, I'd suggest trying to work hard to find the next job, and trying to put up with some denting of your soul for a while. <S> Here's another take on the subject: http://www.pbs.org/newshour/making-sense/ask-headhunter-ok-quit-job-finding-new-one/ <A> No, its not career suicide. <S> You have worked 1.5 year, which is long enough so that it wont look bad on a resume. <S> Your reasons for quitting would be a change in responsibilities, change in team structure. <S> Basically you feel that you are no longer improving your skills and knowledge and this is an excellent reason for quitting. <S> What it could be, though, is financial suicide. <S> But only you can determine that. <S> How long will it take to find a new job? <S> Whats the worst case? <S> How long can you go without a job? <S> What happens if you end up without a job twice as long as your worst case scenario? <S> Will that mean you have to sell your house? <S> Have an honest look at your financial situation before quitting. <S> Finding a new job always takes longer than expected. <S> Best case scenario means you get an interview the day after you quit. <S> But it will stille take time to go from that to a job offer. <S> Assume it could ake atleast a three weeks between first interview until a contract is written. <S> They will probably want you to start in the beginning of a month aswell, so you could be looking at two months in a good scenario. <S> If I was in your situation, and I have been, I would prioritize your job search. <S> Get references. <S> Write an awesome resume. <S> Make sure you apply to everything that seems even remotely relevant. <S> Even if the job you apply for is something you wouldn't consider, it could lead to other oppurtunities. <S> Quite often a company has an ad for a certain position, but if they like you they could find another position that would suit you better. <A> If you can afford to take time off, want to take time off, and are sure you can get contract work, go ahead and take time off. <S> But it sounds like your situation is tolerable, just not interesting. <S> If you don't have a real desire for time off, why not just float your resume and keep your job until you get a contract? <S> In the US demand for developers is high. <S> Recruiters will call.
| Your financial situation may mean you don't need to worry how long you are without a job. Make sure you spend atleat an hour a day searching all websites and linkedin for possible jobs. No, it's not career suicide.
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Should I request a letter of reference from my employer or manager when I am leaving? I work in a large multi-national. For personal family reasons, I have a need to quit work for 3 - 6 months to deal with a personal matter. At the same time as considering this, a voluntary redundancy program was announced and I applied for it and now I am soon leaving the company. At some point, after the 3 - 6 months, I expect to start seeking normal employment again and I expect I will need references for future interviews etc. I have 2 managers and I get on well with them. Should I be asking for letters of reference from my managers now before I leave? Do I need letters of reference at all? What should I expect or ask to be in them? What is the normal procedure? <Q> Letter of recommendation is quite culture specific but in general it shouldn't be required. <S> Employers who are hiring tend to value a private talk with your previous manager even more. <S> That being said, when leaving a company you should ask your current manager if you can list him as a recommend-er and ask him whether it's okay or not for future employers to contact him. <S> Usually that's not a problem, especially if they value your previous work. <S> You can still list them as recommenders, even if they do not wish to be contacted, just make sure to mention that. <S> If a previous manager does not wish to be contacted (some managers simply manage too many people) <S> then a letter of recommendation would be a sweet backup alternative, but a personal talk between your previous manager and future employer is probably more valuable since it gives your future employer the ability to ask for very specific questions about you and it gives him the implication that you have nothing to hide. <S> Feel free to take advantage of today's social media though, like Linkedin, to request for written recommendation, but having it as the only source of recommendation should be avoided; you never know when media change or dissapear. <A> If you are in education in the US, then yes, that could be useful, either now or when you are trying to get the next job. <S> For many other types of jobs, it is not useful. <S> A better option would be to stay in contact with these managers. <S> Ask to connect to them via LinkedIn, periodically email or call them. <S> That way, when you need them for references, either in the form of a letter of reference, or as a more standard reference, you already have their contact information, and they have not forgotten you. <S> Hiring managers usually want to speak to the references, and get nuances about you that would not be written in a document that you would see. <A> Since it is so location-dependent <S> and you did not say where, I'll add my 2cents from Germany. <S> In Germany you have the right to a letter of reference (Arbeitszeugnis) from the employer you are leaving if you remember to ask for it. <S> It should state what you did at that company and usually includes something along the lines of "they left of their own accord and we wish them all the best for the future". <S> Watch out for phrases like "they made an effort to do X" - that translates to "... <S> but didn't actually do it." <S> In a really good letter it should say "They did X, Y and Z to our great satisfaction." <S> HR usually expect to see such letters from your recent employers or will ask you why you don't have them. <S> However, it never hurts to stay in contact via Xing or similar and having the permission of an ex-boss to give their contact details as reference also helps. <S> Source: <S> Duden Bewerbungsratgeber (= <S> how to write applications by major publisher) plus own experience. <A> I don't see where you say how long you've actually been in your current position. <S> If you've been there long enough to have had your first evaluation & received positive results, I would say that asking for a reference letter would be perfectly fine. <S> I think it would also be helpful if they were to mention that your resignation was beyond your control. <S> Have you asked whether they would consider rehiring you <S> should a position come available? <S> Again, that will more than likely depend on how long you've been there. <S> Oh, & one little tip I've found that helps is, don't have the managers date their letters of reference. <S> I think sometimes that can put-off potential employers depending on how long it is until you are applying. <S> Good luck!
| Having a list of people who recommend you, their position and their contact information will probably benefit you, and your future employer, even more. Whether letters of reference are useful or not depends a lot on where you are and what kind of work you are doing.
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Can I delete all my professional e-mails after resigning my job? I recently resigned from my job where I worked for more than 5 years (we parted on good conditions). What should I do with my professional e-mails (both sent and received)?There are some e-mails that are not for everyone to see (e.g. my paycheck stubs, confidential information regarding projects I worked on etc.). We're a small company and we don't have any rules / instructions on what to do in this situation. Can I create a backup (for my self) and delete all the e-mails. What's the acceptable/responsible thing to do in this situation? <Q> What's the acceptable/responsible thing to do in this situation? <S> The typical thing to do is: <S> Delete your personal mail <S> Do not back up and take mail with you <S> Mail from/to a company's email system is not yours - it belongs to the company (at least in the US). <S> Also remember that even when you delete mail, it likely still exists on the corporate servers and backups. <S> Unless someone specifically purges it, these emails will remain accessible to folks who know how to do it. <S> This is what typically happens in the US, but the privacy rules surrounding emails vary widely by locale. <A> There probably is no general rule, as this depends on circumstances: any official rules you may have (none in your case), the nature of your work, the role of mail in your workflow etc. <S> There are some rules that apply in most cases: <S> Any information required to continue your work should be available for your employer (old and new plans, agreements with customers, reports about problems...). <S> This information is part of the results you were paid to produce, and belongs to your employer. <S> Clearly private mails (note from your partner, paycheck information) is yours, and you can and should delete them. <S> The trick is that the difference between the two is not always clear-cut. <S> That's why most bigger companies have policies about the use of company email. <S> One common policy is (where legally possible) "All mail to the company email addresses must be about work and belongs to the company" - meaning you cannot expect privacy on your company mail account. <S> If there is no clear policy for you, you'll have to discuss this with your HR department and / or your boss. <S> Simply deleting all emails without permission is quite likely to land you in hot water. <A> (otherwise they could get in trouble, and you could catch the blame) <S> If your work email is on a personal account <S> If your company has it's own email <S> you should forward any work relevant emails to your work email address. <S> Then trash all emails that are no longer relevant. <S> If there are any questions on what should and shouldn't be forward, it's better to send stuff they don't need than miss what they do. <S> (again you can ask them) <S> Once the important stuff is all forward you can do house keeping as you see fit. <S> If this is a work email address (not third party) <S> If your company handles your email you can take the time to clean out personal stuff, but honestly I wouldn't make a huge effort of it. <S> Likely immediately after you announced your resignation IT made a full back up of your email "just in case", perhaps as a small operation they might not have, but most companies tend to have these sort of policies, especially in areas where they have a legal obligation to retain email for a period of time. <S> DO <S> NOT COPY EMAILS!!! <S> it's okay to copy a few personal emails, but anything work related is company property that they've paid you for. <S> While being on good terms it's unlikely to be an issue, but if things go sour it can be considered stealing company secrets. <S> (or similar) <S> It's best just to leave on good terms and leave anything you did behind you unless they explicitly give you permission to take something. <S> Not a big deal <S> Honestly as long as you didn't email your Social Security Number, Credit card numbers, or other such dangerous information <S> I really wouldn't put much effort into this. <S> If you DID send such information delete it, and don't send that kind of stuff again. <S> Email is not a secure form of communication by default think of it like a post card, anyone watching as it goes by can see it. <A> Just ask people in your company what they want to do. <S> There should be consideration if they're going to email you pay stubs and then give access to your folder to someone else (admins excluded). <S> Sometimes they'll keep your address open or forward it to another account to handle any customer responses until they get them accustomed to another employee. <S> You'll be doing the person taking over a favor by cleaning it up, so they don't have to search through thousands of emails unrelated to the company. <S> There's probably an archival system in place in many industries <S> so permanent deletion is not an option. <S> It doesn't mater if you delete things on the first day of your job or last. <S> On a side note. <S> This is a great opportunity to suggest to your company to start using other tools than email. <S> Project history, customer communications, should be put into other CRS, document shared sites, project management apps, wiki, etc. <S> Everyone getting copied on everything and then having individual folder/filing system (folder for each client?)is a red flag that something else is needed.
| Talk with whoever handles your corporate email and ask them if you can expect that all your email will be purged from the system or not. In all scenarios it's worth taking a moment to ask your employer what to do with these emails, depending on your location and market the company may have a legal obligation to retain your email for an extended period of time.
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How do I motivate slackers (who are not on my team) to work? I worked at the IT department of a company. This IT department hires 3 university students every 8 months. When I was working, one of the students (sat in the cubicle behind me) used to slack quite a bit - he'd just sit there with his eyes closed in his cubicle. (I'll refer to this student as the slacker). The other student (sat in the cubicle beside me) is hard working but not an amazing programmer so is inefficient. She genuinely tries to work, but in the end, her skills in programming aren't amazing and she is shy and lacks communication skills. (I'll refer to this student as the girl). All three of us are in the same department and sit right beside each other but we work on completely different projects. During the exit interview, my manager said that the one weakness I had was leadership skills. He said that although I myself am an extremely efficient worker, I need to motivate the workers around me and get them to like working as well. I need to motivate them to like their jobs, and help them out. He said that leaders make leaders and it's something I should work on. I'm not sure what I could have done to motivate the students around me. This was my situation: Slacker is 21 years old and just gossips all the time (he's the typical student). I'm a student as well and I know very well how to be good friends with him, but I have no idea how to motivate him to get work done. During lunch, us three would hang out with 4 other students from other departments. We're just a bunch of students hanging out, so no one really motivates each other when it comes to work. The students just tell stories about their lives (nothing wrong with this) but they also laugh about how slacker tries sleeping at work and barely gets work done but still gets paid (this makes a kid 'cool' apparently), so the laughing encourages him. I am really good friends with them, so I know that if I behave the correct way, I can have an influence on them. I just don't know how I should behave to inspire and motivate them to do work, especially considering that at lunch, the group of friends we hang out with laugh with him about how he slacks. Also, we all work on different projects so I can't assign them tasks and give deadlines. My mindset used to be "if they aren't interested in producing work and don't have the skills, they need to help / get themselves motivated first before others can help them". Now this would be an ideal worker: a highly efficient worker who motivates and makes the workers around him more efficient as well. But it's a lot harder than it sounds. Can anyone give me advice as to how I can improve my leadership skills and motivate the workers around me to be overall better workers? In particular, how do I get the slacker to start getting work done and liking his job, and how do I get the hard working girl (but not so great programmer) to be more efficient and improve her communication skills? <Q> Lead by sharing your knowledge and enthusiasm. <S> Lead by helping them figure out what would make them more enthusiastic. <S> Also, turn the "leaders make leaders" around, and -- as @JoeStrazzere said -- ask him to lead you in leading them by suggesting ways you can do this. <S> If he wants you to learn a skill, he should model/mentor it or help you find someone who can. <S> Or seek another mentor on your own. <S> When a manager sets a goal you're not sure how to approach, it's always fair (and often wise) to ask if he can recommend resources that will help you succeed. <A> You have no official authority over these students. <S> You have not been delegated any authority to supervise any of their work nor do you have any accountability for their doing their work. <S> Either your manager is dumping something on you - he is actually the one who is accountable - or he is smoking something, or both. <S> It is the prerogative of management to manage. <S> The countertrade is that it is management's responsibility to make their expectations clear. <S> I would be more than a little peeved if the first I learned that I am supposed to lead a bunch of people who have no accountability to me is at my exit interview. <S> So far as I am concerned, your manager is a poor manager. <A> In the past, when I didn't feel like working, or felt that my contributions were useless, I would look around and see people who worked hard, took pride in their work, and it made a huge impact. <S> Now, I strive to do the same and have been happy at work ever since. <S> Perhaps you can lead by example. <S> People look at actions, not words. <S> And when they see you working hard they will come to YOU and ask for advice. <A> Your manager who complained about your supposed lack of leadership skills should really look at this own skills first. <S> So there are co-workers who are not on your team. <S> They are not on your team, therefore what they do or don't do is none of your business. <S> If your manager thought you should be motivating them, he missed the obvious Step 1: Tell you that you should be motivating them. <S> And the obvious Step 2: Put you into a position where you can tell these people what to do. <S> And then is Step 3: <S> If it is your responsibility to motivate these people, that's work and time spent, which you then cannot spend on other tasks. <S> Quite often we have questions here what you should do when a member of a different team, or even of your own team, behaves in a way that you feel isn't right, and very often the answer is "none of your business". <A> Just two points to add: During student jobs we used to make fun who works less and that we all just sit around and surf facebook (yeah, that wa a thing back in the days ;) and watch videos of kittens all day long. <S> Actually we did nothing of that and worked hard, but it was just making fun of the people who complain all the time about how hard their work and how much they do. <S> Closed eyes means he is visualizing data not on his screen, maybe he is thinking about the whole workflow and comes up with a solution that skips a step in processing, reduces the processing time by a factor of 10 or saves the company 5 million dollars a month. <S> This could even be done in 5 lines of code, so you can't measure productivity this way either. <S> About your question, it is not your job to motivate people, but you can for example involve them when you did something cool " <S> look, I combined a flopXY with a switchRS and now I can do swooshN in 500ms, isn't that cool? <S> " They probably won't know what that means, but they will see how motiviation looks like, and think you're a nerd. <S> :p <S> The other thing is to show interest in their work, ask what they are doing, what tools they use, how it is going, let them explain something. <S> Mention things like " <S> that's nice, <S> I never get to work with technology Z. <S> " Try to connect to them on a business level just like you do in your free/lunch time.
| To lead peers (which is what you're trying to do): Lead by example. Don't chase anyone, let them come to you for guidance. You are not in a management position, so motivating these co-workers is none of your business.
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Can workers be expected to share fleece jackets without laundering between users? My workplace has over 15 people doing the same job. It can be a very cold environment. The management has provided 3 fleece jackets and expects the staff to use these when on duty, without laundering between users. Just take the jacket, wear it and put it back.Is this acceptable practice? <Q> Is this acceptable practice? <S> It's rather cheesy, but I've seen it and similar situations before. <S> I've worked for one. <S> At least in my part of the world, it's considered an acceptable practice. <S> Have you approached management and asked if you could bring your own home-laundered fleece? <S> Have you asked management if they would purchase a fleece for you and you would launder it yourself? <A> Since you are in the UK, not familiar with your rules for employment. <S> In the US, if an employee needs protective equipment, the employer is expected to provide it or make the employee aware they are required to purchase as a part of employment. <S> For example, manufacturing may require steel toe boots, these would be listed as an item the employee must have and wear for work. <S> In healthcare, scrubs are required for many areas; however, in the OR they must be sterile, so hospitals provide these to the employees. <S> If you are working in the Family Practice clinic, you are expected to purchase your own. <S> Suggest doing some research on employment requirements and see if you can find something to support either the purchase for each employee (or daily laundering). <S> Agree with previous commenter, there are many communicable diseases which do not need body fluid or blood and well, just ewwww. <A> But that doesn't mean you shouldn't challenge it. <S> In your position, I think a sensible approach would be... <S> Raise the fact that you feel uncomfortable wearing an unwashed fleece. <S> Be aware that she may not have the power / budget to change it. <S> Talk to your local union rep. <S> If you're not part of a union yet, take a look at one which is relevant to your place of work - http://www.worksmart.org.uk/unionfinder/type.php - the rep should be able to tell you what your options are. <S> Finally, ask your other co-workers if they feel the same. <S> Having several team members push back is likely to be a lot more effective than just having you complain. <S> Good luck!
| It probably is acceptable. Chat to your manager about it.
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Contacted by a Company's Client to do a project - should I inform my company? I work in a small/medium startup with 9 people total.I have been recently asked by a Company's client, asking me to do a small project to him, outside the company (and Android app, and my company does mobile development). He specifically asked it to be outside the company, because he wants it to be cheaper , and even asked for my personal e-mail, so he could send me some requirements. I gave him my "personal company's" e-mail, becauss I don't like mixing personal and professional contacts. I would have no problem at all to do some work outside my company, to earn some extra money, but since I knew this client through my company, I feel like it would be somewhat sketchy working "secretly" for him. My contract does not say anything regarding working to other people, be it company's client or not, so I guess it would be legal. <Q> I would have no problem at all to do some work outside my company, to earn some extra money, but since I knew this client through my company, I feel like it would be somewhat sketchy working "secretly" for him. <S> It is indeed somewhat sketchy - particularly if this is the kind of business your company regularly handles. <S> And pretty much any kind of business that has to be conducted in secret is sketchy. <S> Speak with your boss. <S> Explain what happened with the client. <S> Ask if these sorts of "side jobs" are permitted, or not. <A> For me, the question is less about the "sketchiness" of your own conduct and more about the ramifications. <S> They sound dodgy. <S> How sure are you that you're going to get paid at all ? <S> If they're willing to screw your company over, how can you be certain they won't do the dirty on you as well <S> and can you afford to sue them when their cheque bounces? <S> Are you breaching the letter of your contract and opening yourself up to legal consequences? <S> Are you at risk of being fired for breaching NDA, anti-poaching or anti-moonlighting clauses? <S> Are you breaching the spirit of your contract and opening yourself up to bad faith and the negative consequences of being perceived as having taken business away from your company <S> If it goes horribly wrong, are they likely to want your company (and by extension, you) to work on future projects? <S> What would be the consequences of your company losing them as a client and finding out that it was your fault? <A> No, That is what you should answer. <S> Whether it's ethical or legal you will put yourself in a very difficult position. <S> If you ask your boss, he will probably say no. <S> Now here comes the tricky part: if you do it and don't inform your boss you are now in a position to be blackmailed. <S> Because that company now has information about you, that you don't want your boss to be known. <S> What do you think what will happen after you boss and the client have a business-lunch and the client casually drops: "Hey this Richard made a cool feature for me at half the price you're asking." <S> Unscrupulous businesses can use a lot of tactics to get a better price, even if that means throwing you under the buss later. <A> Why you don't talk to your boss and, if the client wanted a 50% discount from you, you talk to your boss and say you can do a 25%/35% discount (done with the company) to that client not to lose his job? <S> This is the best and safest option, also is gonna make you look loyal to the company where you work. <S> If he won't accept, his problem, if you have a stable job just drop that guy and keep your normal job... <S> Risking for a few money more but losing a stable pay monthly?????? <S> NO THANKS!!!!!!
| All things considered, I'd suggest you take a pass unless the money on offer is sufficient to pay your wage if and when you get fired.
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How to consider a second interview when salary is too low? So, I am in a weird situation. I am currently employed, however the current project I am working on is coming to an end. The current company is promising me a completely different position, however the timeline keeps on getting pushed into the future. I have heard twice that I would transition into a new position, however it seems like it never happens... so I have been looking for other employment to see if there are any other opportunities for me. I ended up going through a referral and nailed an interview for a technical support position. The hiring manager called me and told me up front what that the compensation would be $36,000. That is exactly a 10% decrease compared to the salary I have now. The position seems interesting and it is in the field I would like to stay in, however the salary cut scares me a lot. Also I may have an opportunity to make more at the company I am at now -- if it ever pans out. I ended up going to the first interview and asked if the salary was negotiable. The hiring manager did not say specifically no, but my interpretation of his answer was no. They then invited me to a second interview today. I do not know if I should even consider the second interview or politely decline. I feel terrible because I had two people in the company refer me and I really like the organization as it is much larger and there seems to be more opportunity for advancement. Also I would like to note that the hiring manager is completely aware that I would be taking a 10% salary cut <Q> This is a simple rule: Decline an interview when you are sure that you would not accept the position if offered <S> They probably won't commit to a salary until they have interviewed you, since you might not be good enough for them to offer that salary. <S> But if they can't offer that salary, and you won't take the job without it, there is no point in continuing. <A> Be Honest If I were in the hiring manager's shoes I would want you to just be upfront and honest with me. <S> If you're not interested you're not interested, why waste any of our time further? <S> I would simply say "I'm sorry, but a 36,000 is just too low for me. <S> I appreciate your time and consideration, but I would like to remove myself from consideration of this position." <S> To be fair if I were the manager this wouldn't bother me, but I would be greatly concerned if you willingly took a 10% cut without some major benefit like location or something. <S> I'd assume you were probably going to quit when a better opportunity came along. <S> (unjustified assumption, but it would be there...) <A> I think there are two factors here that indicate you should make this situation an exception besides the fact <S> you think it would be a good job. <S> You don't know if this is the final offer. <S> They're not sure. <S> You may not be dealing with the person who has the final say. <S> You just never know. <S> 10% is not that far off. <S> They know your situation and are willing to offer you another interview, they shouldn't accuse you of wasting their time since they didn't give a definitive answer on the final offer. <S> Just claim you were hoping they could increase the offer. <S> You may find there are other benefits that will make up the 10%. <S> They could offer higher bonus potential, a faster pace for future raises, etc.
| If you are sure that you would not accept the position at $36,000, contact whoever is coordinating your recruitment process and tell them that $36,000 is too low, and you would only be prepared to come to a second interview if there is the possibility of a higher offer.
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How to describe a minimally related consulting position on a resume: Should I list my billable hours percentage? I am trying to strengthen my resume, and I hear it is important to support job descriptions with hard facts or direct results of one's performance. I am listing my experience as a consultant, which I left 1.5 years ago, where I did well in maintaining a high percentage of full-time billable hours (>85%). Typical industry averages are ~70%. Otherwise, I can't think of other hard facts to backup my hard work. Here's my background: I am applying to software engineering positions, and I am trying to describe my 3 years as an environmental consultant in a way that will bolster my application. Since there is not much overlap between the two, and since my consulting position didn't have many hard metrics that represents my performance, I think my billable hours might provide a metric for my work ethic. Other related metrics from my environmental consulting experience are: I acquired a repeat customer, who would call and request me specifically for his jobs A positive email to my manager from another client who was pleased with my work, also requesting me to come out for future jobs a very positive annual review from my manager and co-workers I won 3 "excellence awards" at the company - an internal reward system, which was basically a $50 gift card for doing good work on a project. These were delivered about 4x a month at a 100 person company. While this demonstrates something positive, I think it is too soft and wordy for a resume. Any suggestions on how to describe this experience on a resume for an aspiring software engineer? Right now, I am relying on my 1 year of experience as a software engineering research assistant, although I would like to convey my hard work as an environmental consultant as much as possible. My current resume description of my environmental consulting experience is basically 2 bullets: Maintained over 85% full-time billable hours through processing and interpreting environmental field data for environmental monitoring, subsurface investigations, and chemical exposure assessments Performed quality assurance checks on sample data to ensure strict adherence to regulatory standards I'm filling the rest of my resume with personal projects, skills, relevant coursework, and relevant experience in software engineering. Any feedback would be greatly appreciated. <Q> I think my billable hours might provide a metric for my work ethic. <S> You could list it, but I would see it as neutral. <S> As an employer, I would expect good work-ethics from any applicant. <S> I would try to get an impression on this during interviews. <S> Any suggestions on how to describe this experience on a resume for an aspiring software engineer? <S> Depending on the job you apply for, you might want to add the fact that you acquired a customer who repeatedly requested your services as a success in your job as environmental consultant. <S> More important concerning your job as environmental consultant is what you have done, that is of general importance for jobs or especially for jobs in your target field of software engineering. <S> This could be skills or abilities in communication, coordination, problem solving, concentration, perseverance, and others that you can prove with experiences in this job. <S> The opportunity to convince an employer of these skills is an interview. <S> This is especially true for the customer satisfaction you have achieved in your environment consulting job (if the job you apply for includes customer communication). <S> So, with regard to the environmental consultig job, don't add too much to your resume. <S> Convince with provable skills during interviews! <A> No - your billable hours percentage is not relevant. <S> You need to show what you accomplished business-wise, backed up by your awards, which is then backed up by your skills. <S> For example <S> (not knowing the details of your accomplishment, I'm just making this up): <S> Resolved an issue for a customer resulting in a savings of over $XXXXX per year for that customer. <S> The customer was so impressed with my work that he now calls and specifically asks for only me to do his work. <S> This work involved XYZ skills. <S> The above shows three {3} things: 1. <S> You understand the business impact of what you are doing, 2. <S> You have excellent customer service / interpersonal skills, 3. <S> Your technical execution was so good, that it saved the customer a pile of cash <S> and they want repeat business. <S> If you look at your consulting experience from that perspective, then you can showcase your skills inside of business value, which is what a good manager will be looking for. <A> You may want to look at skills on a broader level to find some overlap. <S> Problem solving of any type should relate well to programming. <S> You may want to indicate the complexity of the problem. <S> Communication in all forms is important in programming. <S> Not all programmers have a positive track-record of working face to face with clients. <S> There are some programming positions where this is a must. <S> Examples of proposals or any other documentation will help as well. <S> I know you want to show some quantification, but don't put too much in non-related areas. <S> Most people in the other fields will not be able to recognize the significance of too many items. <S> You really need to be able to convince people why you want to change fields and that you're capable. <S> Think of a way to indicate you were a programmer doing an environmental consulting job and not an environmental consultant who wants to be a programmer.
| The percentage of billable hours does not prove much. In your resume, a list of tasks and responsibilities as you have stated should be sufficient.
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Does one apply to both an intern and entry level job at the same company for the same kind of work? I'm attending a career fair with several dozen employers. Many of the companies offer entry level jobs and also internships. The description of both of these and their requirements are very similar (sometimes exactly the same, except append "intern" to the position). The biggest difference is that the entry level jobs invariantly require a college degree, while the internships generally do not. My question is, do I inquire about both opportunities when talking with the employer or do I go for the low or high hanging fruit? As a graduate I probably should be seeking an entry level job and not an internship, so would it make an employer think less of me for being interested in the internship opportunity: "Oh, she's interested in the internship because she's not skilled enough for the entry-level job." Here is a very similar question, except in my case these aren't really 2 completely different jobs, but rather a different level of "seniority" so-to-speak (if one considers "entry-level" more senior than "intern"). So perhaps my question could be generalized to how to decide what level of seniority job to apply to if there are multiple openings with various seniority levels. (1) Applying for 2 jobs with the same employer <Q> If you're qualified for the entry-level job, just apply for it. <S> What are you worried about? <S> Salary too high? <S> Not enough time to learn? <S> During the interview you could just ask for probation or the internship job. <S> Personally, I would just call them and ask them which job I should apply for. <S> If they don't answer or don't know, they likely won't notice you applying for both. <S> In my country, it's normal for many fresh graduate jobs to get 300+ applicants per position. <S> Also a surprising number of companies don't even read most of the resumes they get. <S> They'll just dump half of it. <S> So maybe applying to both positions improves your odds. <S> Your best bet is in standing out, not by being timid. <S> Proving that you really want the job doesn't hurt your odds. <A> A note: <S> If you want the entry-level job, and are even remotely qualified, you should apply. <S> The value in employment is that helps you generate career momentum. <S> An internship will get you in the door for you field, but getting a job in that field gets you valuable experience. <S> Now, regarding applying to both, I'd avoid it if you can. <S> A company that will hire an intern over a qualified entry-level employee is either being cheap or can't afford the employee. <S> This happens often. <S> Remember, the goal for every job is to find an employer that values you and your work more than you do. <A> You could consider asking the employer if one makes more sense than the other. <S> Depending on the company, there may be different interpretations of who qualifies for an "internship" as some places may require the applicant be a student while others may want recent graduates to do a different kind of internship as medical doctors can have roles as an intern in some situations for another use of the term where you aren't saying where this is geographically, what level of academic qualification you'd have, e.g. is it Associate's degree, Bachelor's, Master's, Ph.D, or something else? <S> There are some details left out of the question <S> but I'd be tempted to go straight to the horse's mouth to seek clarification and discuss what positions would be a good fit with your background so that you apply where you have a better chance of having a fit. <A> The other major difference between an internship and an entry level position is that internships are typically temporary, whereas entry level positions are meant to be permanent positions. <S> The question then becomes, what are you looking for? <S> You say you are a graduate <S> and you should probably be looking for an entry level position - then go for it! <S> The only reason I would apply to the internship in your position is if you were only looking for a temporary position before you began graduate school.
| In my experience, the difference between an internship and an entry-level job is a piece of paper(the degree) and compensation.
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Recruiters asking me to find candidates for them? I have received a couple of these types of recruiting mails on Linkedin or by email every now and then and I'm just kind of stumped as to what's the point of them. Here's a snippet from the latest: Title: Help with search for POSITION(higher seniority than me) Body: Your assistance would be appreciated on a search we are conducting for a POSITION(higher seniority than me). End: This is an exciting opportunity and your help in identifying qualified candidates would be appreciated. Now doesn't it sound like they are not considering me for the position they're writing me about or am I just being too literal? And why on earth would I help them do their job in that case? There's no mention of referral bonus or anything either. I always found these emails to be kind of rude. <Q> It's basically a fishnet. <S> They are hoping you respond with something like "Hey, I'm qualified!" <S> or forward it on to a friend or whatever. <S> Just ignore them and delete the messages. <A> Of course they're just trying to get as many connections as they can and in a way you are helping them do their job, but think of the person you recommend. <S> They may return the favor. <S> They may refer you to this new company if a position opens. <S> I understand the frustration, but you'll get a lot more out of sites like LinkedIn if you can benefit others instead of waiting for them to do something for you or pay you for your help. <S> Otherwise, it's just a bulletin board for recruiters to try and get you to apply for a position even if you're not qualified. <S> It's a bit of a numbers game for them. <S> Take advantage of it and chances are you may be doing someone else a favor. <A> Imagine if you had a boss that you really liked and passed along the position information to that person. <S> This person applies for the job, gets it and then decides that you should come work for this company as a kind of "Thank you" for mentioning them as well as being a place where you may have a raise in title or pay or something. <S> I've seen in more than a few places where some new executive will come and bring over more than a few people in other leadership roles that could be a benefit to you down the road. <S> At least this would be a couple of possible advantages I'd see.
| The other idea is that if you can pass along some good people then you may become a future recruiter that may be a better job than what you are currently doing or something you do as a side project and collect referral fees or build up a network.
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Would it be possible to work for a client? My client has asked me to work for them. I see there's a clause in my contract like this: The Employee agrees that during the term of the agreement and for a period of three months following the expiry or termination of this agreement for any reason, the employee will not, directly or in directly: (1) solicit or attempt to solicit business from the company's clients (2) induce the company's client to withdraw, cancel or decrease the amount of business such client does with the company Would I be safe moving on to work for the client? <Q> I can think of no way where you would qualify as "safe" if you were to do this. <S> For starters, your employer can sue you. <S> I'm not going to address the legal question as to whether they would win or lose, but don't minimize that win or lose, they can indeed sue you. <S> That will cost you money one way or another, again whether you win or lose. <S> But to me, this isn't a legal question so much as it's an ethical question. <S> Clearly your employer doesn't want you to be poached or they wouldn't have put that clause in your employment contract. <S> You agreed to that contract and now you're considering leaving because of what I see as a potential technicality. <S> But is it ethical? <S> There are also 2 practical matters that you need to consider. <S> If you go to this client, you go there giving them absolute proof that you're not loyal. <S> In my opinion, this increases your expendability. <S> It's like marrying someone who cheated on their husband to be with you. <S> You already know they'll be unfaithful if the opportunity is right. :) <S> Lastly, you're destroying any reputation you may have. <S> I personally don't think it's worth it. <S> EDIT: I just reread it and would like to add that under part 2, your going to work for them could absolutely be seen as inducing them to leave or terminate their relationship with your employer. <S> You're essentially removing a huge reason to use your employer so they can pay you directly. <A> It doesn't sound like you're soliciting if they ask you first. <S> There are situations where the company wants to expand the amount of work needed that you provide, so they hire you as an employee and continue to maintain the billable hours with another contract worker through your former employer. <S> This way they have you to provide continuity on the project and hopefully stay on longer since you're full time. <S> Usually contractors have ways to get bought out of the contract. <S> Other then getting lawyers involved, you could just be upfront with your current employer and let them know you want to pursue the unsolicited offer. <S> My guess is, the company who wants to hire you, isn't aware of your agreement. <S> You'll need to disclose this to them. <S> They may be under the impression they can hire you for less than the contract. <A> "The Employee agrees that during the term of the agreement and for a period of three months following the expiry or termination of this agreement for any reason, the employee will not, directly or in directly: (1) solicit or attempt to solicit business from the company's clients (2) induce the company's client to withdraw, cancel or decrease the amount of business such client does with the company" You are NOT soliciting, attempting to solicit and you haven't done anything to induce - at least, that's what I am gathering from your narrative. <S> You look good so far as the sentence you quoted is concerned because it is the client who is taking the initiative and the client is practically putting their offer in your hand. <S> However, I have no idea what the rest of your employment contract looks like. <S> And I wouldn't make any determination that's final unless I went through your contract as a whole. <S> Best to have a lawyer or paralegal spend one hour over the full contract, and that they give you their expert opinion upon reading the contract as a whole.
| No future employer will see you going to your client as anything but disloyal and indefensible.
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How can I unify a team of people working remotely? I’m currently on a team with people who work in different countries. This question makes the assumption that it is better to have some level of interpersonal connection among team members; we are seeking an increase in camaraderie. There’s nothing any of us can do about the organizational structure (which we can all agree is not ideal) and travel is not on the table. There are 10 of us. Here’s a breakdown of who works where, in case it’s relevant: • 2 in the US – including me • 1 in the UK – the person I work with most • 1 in Germany – works closely with one of the people in France • 6 in France – including two interns and the manager of the team The people in France go out together sometimes and see each other every day, so they are all fairly close with one another. Similarly, the two of us in the US are nicely well acquainted even though we don’t collaborate on many projects. The people in France feel disconnected from the rest of us, and the people in the UK and Germany feel pretty isolated (understandably). Our company has offices in all of these locations—so nobody’s completely alone—we’re just looking to foster a more unified dynamic so that we can understand each other as 3‑dimensional people and feel more directly connected to the benefit we each provide to the team. The idea is that if we’re a little more connected, we can better share in our collective successes and better support one another when things don’t go well for one or some of us. I’m envisioning a technological solution (though I’m open to other types of suggestion). We currently use Outlook, Lync, and Sharepoint, but I don’t find any of these to be conducive to the outcomes we want and the fact that we already use them heavily for business purposes seems like a minus, not a plus. I think it makes sense to think of this as a non-work thing. For the purposes of focusing the discussion, I’ll add that I’m most interested in hearing from people who share my team’s view of feeling more connected in ones work environment. I understand that efforts in this vein will seem distracting or prohibitively awkward to some, but I’d like to reserve debate on the merits of maintaining a baseline level of casual interpersonal connection for another question, another day. <Q> There are a few things I think you should do. <S> For persistent chat (which I agree is good) we use https://slack.com/ <S> (although you can use IRC, HipChat, etc). <S> As well as a main project channel, make sure you have some fun ones. <S> Music Videos, funny pictures, etc. <S> A place where people can blow off a bit of steam. <S> Look at some team bonding exercises. <S> Yes, it will be hard to organise across different time zones. <S> Can you all contribute to, say, a MineCraft project? <S> Or play some old-school Doom over the network? <S> Video chat is great - if you have the bandwidth. <S> And perhaps this should be #1 - ask them. <S> Maybe what people want is to enjoy a beer with their team on a Friday - even if it is still midday in the US. <A> The solution I’m currently planning to propose to my team is for us to use Campfire . <S> It’s a very basic chat program that would give us a persistent digital space in which to commune with one another semi-asynchronously. <S> I like that it’s simple, secure, and separate. <S> We won’t clutter anyone’s inbox when they’re not participating, but we still have the option to throw a document or image into the conversation. <A> If you don't have enough budget then, we'll, you should. <S> Speaking about voice chat, use video . <S> It really helps a lot. <S> Also, I noticed that most people, when having a conference call, sit on their chairs and try to concentrate. <S> If you've ever been to a real conference room then you may have seen that it's a little more productive when some body movement is present. <S> So do the same on video or audio chat! <S> Take a walk! <S> This really helps break psychological boundaries between remote coworkers. <S> People see you are alive and can move, they stop blocking their weird thoughts and become as creative as if you all were in the same room.
| Google Hangouts are really good for multiple people sharing the screen. In addition to answers above, I'd say it's important (not to say necessary) to meet together in person regularly. Set up a wireless microphone and attach it to your shirt, let the sound go through (moderately) loud speakers.
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Rise salary expectation during interview I've recently interviewed with a company, at the end of the interview, they asked me what my expected salary is. I made the mistake of saying a somewhat low range (somewhat bellow average for that location). I'm currently finishing a MSc program and the position is in a different country within the EU. I consider to have relevant experience already in the field. On the interview, we did't discuss any of the actual benefits (bonuses, working hours, vacations etc), or the details of the work itself. How can I avoid to make a bargain of myself in further interviews (same company)? I'm also interviewing with 2 different companies in the same city, can I use this to negotiate a better salary even when I've already set a lower expectation? <Q> Another thing to do is simply to ask them what the salary range is when they call you to set up the interview. <A> I found myself in this situation once. <S> I was working in the UK and interviewed for a job in New York City. <S> When I was asked the question " <S> What are your salary expectations <S> " I answered along the lines of "I'm unsure of the going rate NYC, but I'm sure if I receive an offer, it will be competitive commensurate with my skills and experience". <S> I ended up accepting the position. <S> Another colleague who went through the same process a couple of weeks later, gave a figure in response to that question, and was offered that exact figure - more than 20% below my offer. <A> Any corrections that you want to make, make them as soon as possible after the interview. <S> Dont drag your feet, make it simple and straightforward, no excuses, get to the point: "Re: correction regarding salary expectation <S> I thank you for taking the time to interview me for the position of [state the position] on [state the date] at [state the location]. <S> I'd like to make a correction regarding my salary expectations: it is not [state the original figure] but state the figure you currently have in mind]. <S> I apologize for having mispoken and of course, the responsibility for having mispoken is fully mine. <S> I am really impressed with the way the company introduced itself to me during the interview process <S> and I hope to hear from you going forward"
| Before you go into an interview, research the position to see what the common pay range is.
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Is an unpaid internship for web development at a startup legitimate? I'm a new grad of a web design/development certificate course with very little experience and I've begun applying for jobs. I have received interest mostly from places offering internships. I have an interview set up for one of these internships at a startup but it was stated on the description that it is unpaid and it seems that they advertised for several other unpaid internships at the same time (for other roles in the startup). How can I determine whether it's worth it to pursue this internship and should I continue looking for jobs while participating in the internship if I obtain an internship? <Q> In the US, an unpaid internship must meet the following criteria (from the Department of Labor and FLSA regulations): <S> The training, even though it includes actual operation of the facilities of the employer, is similar to what would be given in a vocational school or academic educational instruction. <S> The training is for the benefit of the trainees <S> The trainees do not displace regular employees, but work under their close observation <S> The employer that provides the training derives no immediate advantage from the activities of the trainees, and on occasion the employer’s operations may actually be impeded The trainees are not necessarily entitled to a job at the conclusion of the training period. <S> The employer and the trainees understand that the trainees are not entitled to wages for the time spent in training. <S> If, after the interview, it seems as though it is a normal (not intern) position, just unpaid, and it doesn't meet the above criteria, then you have an obligation to report them to the Department of Labor, provided that you are under Unites States jurisdiction. <A> I look at those who offer unpaid internships as either bottom feeders or potential bottom feeders. <S> If you decide to apply for an unpaid internship, have a plan B in place even if that plan B is another unpaid internship. <S> That way, if you decide to dump them because you feel you are not learning anything except how to be exploited, you at least have an alternate place to go. <S> Since you're not getting paid, it would behoove them to make a good impression on you quickly - and they won't have all (say) summer to make that impression. <A> In my experience, unpaid internships aren't worth it. <S> I'm based in London and there's a lotta dodgy startups which are trying to do too much with little experience or infrastructure to execute their plans (the whole 4/5 startups fail in their first two years bit -- <S> "we do design, dev, marketing, strategies, management, editing and mire!" <S> type deal), usually with one or two key guys or gals running the show who actually have some idea of what they're doing. <S> Their objective is to build up their company or group with as little cost as possible and the dodgy places will offload work for normal employees onto inexperienced and professionally unseasoned grads who have no idea what they're getting into or what they're worth, usually for the same hours as a full-time employee and unpaid <S> and they'll even be sketchy on reimbursement for travel or lunch. <S> Steer clear of smaller places that offer unpaid internships as a general rule <S> -- there's nothing you can't learn from a book and practise out yourself that you'd be doing for one of these places. <S> Not every startup is like this but its common enough to be a hazard to watch out for. <S> If you really wanna do the unpaid route, get with the biggest names around. <S> Like a prestigious university, brand value is everything and very helpful when you're first getting up the ladder. <S> Seriously, if you're at all ambitious about your career, this should be the only reason you would consider doing unpaid work, like anything else in life. <A> There seems to be a Catch-22 here based on getting paid or not and whether you get to do any meaningful work. <S> I'm not sure what is worse: getting paid to learn nothing or actually doing and learning something for free. <S> Everybody assumes you're being exploited because you're doing work for free. <S> Unfortunately, there are too many internships where there isn't any real work being done at all by the interns. <S> That doesn't mean you can't learn anything, but too often there isn't anyone there who can take the time to supervise. <S> Let's face it, they don't have the money to pay you, they don't have the money to pay people to attend to you either. <S> The most important piece may be whether or not you can get a quality reference from the people at this company based on your experience. <S> They may allow you to contact a previous intern to see if it was worth it or not.
| In the United States, many unpaid internships are not legal!
|
Should I list the bachelor's when I have higher degrees? For someone who has one or more higher degrees than the bachelor's, under what circumstances (if any) should they omit their bachelor's degree from their resume? As a concrete example, I have a master's degree and part of part of a PhD (i.e. it's incomplete). The bachelor's degree is in the same field as the other two, but from a lesser-known institution. It's obvious that I have a bachelor's, so it seems to just be wasting space. <Q> You should list it. <S> It's a big part of your academic career. <S> Yes, it's implied that you have it, but it shows how your focus and objectives have evolved as you matured. <S> A bachelor's in computer science, followed by an MBA in International Business tells me a lot more than just an MBA in International Business (throwing out an example). <S> "Lesser-known" institutions - <S> this tells me <S> you're really still "stuck" in the academic mindset. <S> That bachelor's under a master's and a PhD doesn't look any different coming from Carnegie Mellon or Chadron State College in Nebraska. <S> Remember - your degree doesn't get you the job. <S> The degree should get you the interview. <S> YOU have to get the job. <A> You should list both your bachelor and masters degree in chronological order. <S> Your employer will almost certainly verify your degrees, and will ask you about it anyway. <S> I would also NOT LIST the incomplete Ph.D. <S> Listing an incomplete degree will never help you (no one gets a job by ALMOST having a bachelor degree). <S> It may confuse the interviewer, who assumes they will be hiring a Ph.D. <S> You may be put in a position where you have to correct this during the interview (bad), explain the situation to HR after you start (worst), or have it come to light years after the fact (see Yahoo ex-CEO Scott Thompson ). <S> Never worry that going to a less prestigious school for your BA/BS is going to negatively affect your prospects. <S> I went to a smaller state school to save money for my BS, then got an assistantship to attend a better know university for grad-school. <S> No one has ever asked why I choose to attend the smaller school for undergrad. <S> EDIT <S> While you should not list a ADB Ph.D., you should list every GRA/GTA position, internship, papers published etc. <S> This will fill in the blank left by the Ph.D., and show that you kept yourself busy during the years between your Master and now. <A> whatever it took you) as in some areas it's possible to do an MSc as a single course in this way.
| The only time I perhaps wouldn't list it would be if I did a Bachelors followed immediately by a Masters in the same subject, ie in 4 consecutive years (or I would always list it, even as a single line. The only thing employers (should) care about is whether or not the program and college are accredited, and whether or not you earned the degree.
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