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Accepted job below advertised salary, use job posting to negotiate a raise I accepted a job at a small software company as a software developer. The job posting stated the salary was between 40k and 50k depending on experience. After the interview I received a call and an offer. The Owner said he and his partners wanted to start me out at 35k because of my lack of experience and after 6 months bump me up to 40k. Well its been 5 months and I've noticed my company has posted a job for my exact position(They aren't trying to get rid of me, they are growing and need more people like me).. The salary posted was 40k to 55k depending on experience. Well now I believe when its time to get my review for being here 6 months I feel I should ask for the 55k. Since I now have experience with this company and their products. Some key info is I'm the only developer at the moment because their salary they offer is still well below the average for the area we are in and no one as responded to their ads. Am I right to use their job posting as a point for my raise? EDIT: Something I don't think people realize is this is an entry level position. Any person with 1 or 2 years experience makes much more than 55k in my area. The average starting, entry level salary in my area with a B.S in CS based on glassdoor, indeed is in between 60k -70k..So based one the job description they posted and requirements and preferred experience, I don't think asking for something closer to 55k is out of line <Q> You can ask for what you want, but you're still "light" on experience. <S> 5 years' experience is what's considered "top-end" or "expert." <S> You may have heard of the 10,000 hour rule, basically stating it takes 10,000 hours of practice to become an expert at something. <S> Well, there are 2,000 work hours in a man-year ( <S> 50 weeks, 40 hours ea.). <S> You've got 1,000 in, so far. <S> You're probably safe asking for 45K, but you're going to have to put a very strong case together for why you deserve the top-end of the range. <S> And by that, I mean outlining the value you bring to the company. <S> Look at it this way: <S> I'm a business owner. <S> I can have $65 K (adding payroll taxes, overhead, equipment, office rent, etc. <S> as wild guesses) in my pocket at the end of the year, or I can have your work product at the end of the year. <S> Which one is more valuable to me? <S> I know your answer. <S> Now you have to prove it to me. <A> I don't think you're using the 5 months of experience to your advantage. <S> Try to be more specific about what your capabilities are and what you've accomplished. <S> Consider the following: <S> Did you get up to speed faster than they anticipated? <S> I had a job and they estimated 3 months before I would touch production code <S> and I was doing it in about 3 weeks. <S> Are you working unsupervised? <S> This is advantageous to your manager and the company. <S> Did you offer any new strategies or suggestions that improved the projects? <S> All of these are things many consider beyond an entry-level position. <S> Make them understand you've achieved in 5 months what may take others 5 years. <S> Don't get punished for being a fast learning. <S> I don't know if you can honestly defend yourself in any of these ways. <S> If you are able to show great progress in 5 months, hopefully, they'll see you progress faster than average, so they'll want to keep you. <S> Indicate you see this as what the market offers. <S> Once they think you're using hardball tactics like, "I can make more somewhere else. <S> " <S> the negotiation usually stops. <S> I don't think the problem with your salary offering isn't your company's lack of knowledge. <S> It just seems like money is tight at this stage. <A> No, I don't believe you are right to use their job posting regarding your raise <S> and I'll tell you why. <S> You accepted the 35k to 40k wages and they hired you in good faith. <S> But more importantly, you don't have more experience than the 5 months you've gained working there <S> and they are already aware of that (which is why you'll be getting the 5k raise in another month. <S> But there's another possibility that makes asking for a higher wage (especially using their own posting) a bad idea. <S> You risk making yourself look greedy. <S> Were I your manager and you came to me with what you're suggesting, I would have to give serious consideration to letting you go over keeping you long term. <S> It makes you seem greedy and also could make them wonder if you're going to be a complainer in the future. <S> Bottom line is that you agreed to 40k after 6 months and you should stick with it unless you want to at best leave a bad taste in their mouth (and you probably won't get the raise you want anyway) and at worst find yourself looking for new work. <S> Alternatively, you could look for a different job but again, since you agreed to work for 6 months and get your raise, you'd be burning a bridge which is rarely a good idea. <S> EDIT: <S> Having said all that, if you do decide to ask anyway I would have something other than the job listing as justification. <S> You need to make it about you. <S> If you can say something like "I've completed x projects, done y amount of work which certainly should have exceeded expectations. <S> I may be junior <S> but I feel I've proven myself to be a stronger asset than was originally projected. <S> My talent and progress, I feel, is exceeding my wages." <S> In other words, you need to sell yourself that you deserve it, but not bring up how they aren't getting any bites on their listing.
| Knowing you can get better paying jobs should be used in your mind to come up with an offer.
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After paid internship ends, employer keeps asking for help - how to ask for compensation/say no? After I finished my paid internship for the summer, my supervisor keeps asking me to help with small tasks here and there, but it'll end up becoming a lot of time. I don't want to burn bridges, but I also have school and other commitments and I really don't want to continue doing this. How do I say no without burning bridges? On the other hand, if I do continue with it, I definitely don't want to do it for free. How would I ask to be paid? Thanks in advance. <Q> Saying no is a task necessary to learn for all professions. <S> The key is to be polite but crystal clear that you are saying no. <S> People try all the time to avoid outright saying no <S> but then they wonder why the other person thinks they might mean yes. <S> Remember it is kinder to say no clearly right awy than let someonthink <S> it might really be yes. <S> So what to say. <S> In this case I would simply say:"That's sound's like it would be interesting <S> but I cannot help out due to my workload at school. <S> " <S> If you don't want to, you don't need to give an explanation at all. <S> Don't say "I can't help at this time", because then he may want to know when would be a better time. <S> If you do want to help but want to be paid. <S> Then @WesleyLong's comment below should work just fine: <S> Joe, I'm glad to hear the project is still evolving. <S> I'd love to keep participating. <S> I'm done with my internship requirements, but I could sure use some part-time / contract work to help pay for my schoolbooks. <S> Do you want to talk about it over coffee this Thursday? <S> If he agrees to meet, decide before the meeting how much per hour you would want to be paid and how many hours per week you are willing to work. <S> Make sure this is clear and in writing before you do any work. <A> First, decide if you want to continue doing these tasks. <S> If you can't afford the time, asking for compensation won't solve your problem. <S> Nobody works for free (unless you're an intern or a volunteer). <S> Even most interns are compensated for their time/effort in one way or another. <S> Ask your supervisor how he thinks about your effort and whether it is worthy of compensation. <S> If it is, work out the details. <S> If it isn't, you should stop doing it if there's nothing in it for you. <S> NOTE: <S> Having a good time can be seen as compensation. <S> You'll have to decide for yourself if you consider it as such. <A> Say that you are sorry but at this point in your life, these considerations must take priority, you wish him the best of luck <S> and you'll be glad to help him when you get some relief from the pressure that you are under - <S> if you so choose, you will never get relief from the pressure you are under as far as he is concerned :) <S> The number of ways of saying no without saying no is limited only by your imagination and creativity. <S> And of course, you learn how to avoid burning bridges by practicing the various ways of saying no without saying no and coming up with new ones :)
| Don't get into a long involved explanation of why you don't have time. Then just as casually mention that: you have school commitments; you can't afford to work for free; the limited amount of time that you have available must be allocated to paying engagements as a matter of financial priority
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Including High School work experience in graduate Resume/CV? Back in year 10 of (UK) high-school I carried out "work experience" as part of my schools curriculum. I worked for my uncles electrical Services company as an electrician's assistant. This was back in 2008 when I was 15. I'm now 22, in my 4th and final year of an electrical engineering masters course, and I'm applying for graduate schemes starting after my graduation in july 2015. Is it is worth putting my high school work experience on my CV/Resume? It is (loosely) relevant for the jobs I am applying for, but it was only for a week, and it was 6 years ago. The only other work experience I have is waiting on for 3 years at a hotel, labouring for a month with a civil engineering company, and a week long industrial project with a (big) truck company. The industrial project was part of my university curriculum. I'm also wondering, do I put this in my "Work Experience" section or my "Education" section? <Q> If what you have is relevant to what you're going to be doing after you graduate, then absolutely include it. <S> The key is to ask yourself, "is this going to make me look better? <S> " If an being an electrician's assistant is pertinent to your becoming an electrical engineer <S> (I can't say, I write software), then I would certainly include it. <S> Another benefit is that it shows that this isn't something you just decided half way through university <S> but something you've been interested in (and possibly had a passion) for a long time. <S> What I might not necessarily put (unless one simply wants to make their CV more full) are working at the hotel during high school and the like. <S> Even so, a case can be easily be made to include even those (to demonstrate that the person actually wants to work and isn't a prima donna). <S> Were it me <S> , I'd probably include both now that I think about it. <S> It shows a good work ethic. <A> Your hotel experience demonstrates that you have experience with customer service/customer relations, and that you're likely to stick with a job rather than bouncing immediately to another company. <S> You should come up with some stories to illustrate what you learned from that job about being a good worker, dealing with frustrated customers, and so on; having those ready when the interviewer asks will be helpful. <S> The others may be too brief to be worth mentioning, unless there's something specific that you say you learned from them which will make you a better employee. <S> (As Christopher points out, the electrician's assistant is probably the most interesting of those.) <A> "Is it is worth putting my high school work experience on my CV/Resume? <S> It is (loosely) relevant for the jobs I am applying for, but it was only for a week, and it was 6 years ago." <S> One week, six years ago? <S> By all means,include it if you can remember anything at all that you did during that one week and if you think that a prospective employer will take seriously that one-week work experience of yours :) <S> Personally, I'd include a one-week work experience only if I can claim that I saved the world in that one week. <S> Or I was a lifeguard <S> and I saved a child from drowning during that one week. <S> I'll just note that there are additions that could actually detract from the impressions that you are trying to give. <S> There additions that convey that you are meticulous and detail oriented. <S> And there are those additions that could create the impression that you are clueless. <S> Less is more more often than than you think. <A> I'd tend to include it if you're a recent graduate, as its potentially evidence of teamwork, willingness to improve yourself etc <S> Remove it once you've got a couple of actual jobs under your belt, as it becomes superfluous detail and distracts attention from the more relevant experience. <S> You could also remove it if you've got some non-graduate jobs (bar/shop work etc?) <S> which show the same teamwork etc, in which case you're probably starting to need the space anyway.
| The more real experience and skill you have, the less anyone will care about your high school work experience (or grades) unless there's something about it which is relevant to them.
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Should I quit my job if the company needs me more than ever? I am a software and database developer in a small team. We used to be four of us in the team (four and my boss). I had plans to find another job at the beginning of 2015, I'm thinking about this since May or Jun of this year. The thing is that, two of my co-workers went out of the company in the lapse of May to now, the work is not balanced now, and I want to keep the plan of find another job but if I move to another job, there will be just one developer in the team. My boss is looking for new developers to hire, but for my experience about the company, takes too long to hire. Should I stay until the team goes back to 3 - 4 developers or should I keep my plans for 2015 of find another job? <Q> My boss is looking for new developers to hire, but for my experience about the company, takes too long to hire. <S> I've been in a very similar situation just lately. <S> It's great that you feel concern for your current company, but in the end, you should look at your own interests first of all, as the company is doing the same (supposedly). <S> If your boss knows since May that they need new developers and still hasn't hired anyone, that's your problem only inasmuch as it's keeping your workload high too; however, the problem is theirs to solve, not yours. <S> I suggest either of these two options: <S> accept a better job offer when you get one according to your original plan, or talk to your boss about this situation and offer a deal that you stay till, say, Spring 2015 to give them more time to fill up the vacancies, in exchange for extra compensation (higher pay, bonus, ...). <S> If your workload is higher and you have more responsibilities due to your boss not having arranged new team members to help you, it's only fair for the company to give back more in exchange. <S> Who knows, that may even help motivate them to get new hires faster? <A> It should only be relevant in terms of remuneration (although, I wouldn't exactly go in and say "hey, you need me so pay me more or I walk"). <S> Unless whatever reason(s) you had for deciding to leave before have gone away, you should probably still think about leaving. <S> I realise that you're probably concerned over bridge-burning <S> (and I have been in a similar situation), and leaving your current organisation at a time of need will cause some ill-will with your boss and/or employer. <S> However, if you have already started to plan to leave in the next year, you will likely end up resenting that you "had" to stay and this will end up being worse for you and everyone else. <A> You are not a social worker and neither is your company a social work organization. <S> Look out for yourself and let your company's management solve their own problems. <S> They are old enough to take care of themselves and if they need someone, the worst that happens to them is that they pay extra to get that person. <S> Not the end of the world if that happens.
| Whether your company needs you or not should be irrelevant in your considerations for leaving.
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How to explain to my team why they shouldn't interfere when other managers or teams talk to me? If a supervisor, another teams' manager or a different team member comes to my desk/area and asks questions or wants to discuss an issue, some of my more enthusiastic team members jump in and start going into useless details, talking about minor issues and sometimes also alarming external people about things that only my team should worry about. I have always encouraged and supported an open communication, feedback-oriented and participative culture within my team, but this may not work when it comes to other teams or managers in the company, as there are so many conflicting interests and "agendas" I need to deal with. For example, I may want to keep a discussion short and simple, just to be able to carry on with our teams' work. Instead my subordinates will get into the discussion and auto-commit themselves to new tasks. Another example is that I am trying to negotiate some help or approval by another team manager or my own supervisor, but to do that I need to present the information in a very specific order and way. If my subordinates come and share the whole discussion, that will be difficult to achieve. What can I do to keep my team happy and participative within the team, but stay low profile externally - and most importantly, to stop interfering when I am leading a discussion? <Q> Two scenarios: You can walk away from your area: Have the other party and you walk away from your area and continue your discussion there. <S> Your final destination could be their desk, the coffee machine, the restroom, the hallway, an empty conference room nearby - whatever you can think of. <S> Ideally, choose an area that's permanently available and that you can easily walk to and have your discussion there. <S> Make it a habit of walking from your desk if you can. <S> You are nailed to your desk and your desk is in the middle of your staff. <S> Be firm. <S> Be authoritative. <S> Like a parent shooing away their child who is tugging at their pants in the middle of a conversation. <S> After the discussion with the other party is over and they have left, call in the subordinate who interrupted and ask them what's on their mind. <S> (cont) <S> 90% of the time, you can thank them for their input and tell them that the team can deal internally with the issues that the subordinate raised. <S> And that the rule is that we,as a team, don't trouble others with those issues we can deal with by ourselves. <S> Just as we, as a team, don't expect and don't want other teams to raise issues with us that they can deal with on their own. <S> The two approaches are not mutually exclusive and you may end up using both approaches, as circumstances dictate. <A> I've been that guy, so so many times. <S> Mostly, as you're probably aware, it comes from ambition - a drive to push into higher levels. <S> Also, in me, it indicated a desire to be more "client facing" and integrating with the company as a whole. <S> So, uh, you might use that info to help the developers under you hit some personal career goals. <S> As to dissuading - just ask them not to. <S> My old boss would throw a small fit, or pull me aside (or, eventually, give up. <S> But i toned down too) and explain the situation. <S> Because of an excellent working relationship, that got the message across. <S> The fact that you're asking this then indicates you're unsure about the working relationship you have with the devs under you. <S> Maybe a few beers after work, milestone drinks and the like would resolve that? <S> Don't do "lunch time pizzas", that just insults everyone. <S> When you talk to them, well, you could indicate you're assuming it is a desire for promotion/client facing roles, and how the developer could best go about that (by giving you free reign), but how you will also endeavour to include the devs in question in discussions going forward. <S> For visibility! <S> No need to include them all at once - just one or two every so often (rotating amongst them). <S> Actually, another thought - why didn't you escalate this with your manager? <S> They'd probably like to give advice, and then see you execute it. <S> Hell, you could even take this advice, and present it to your manager as a solution, and then they'll see you as proactive, and executing solutions, and then solving problems. <S> That's the kind of go-getting attitude that gets a feller promoted, don't you think? <A> Make clear to your developers that to get certain things done you have to act in certain ways, like for example lying to the client/manager. <S> Sounds nasty, but if it is part of the game "office politics", it is perfectly fine. <S> Developers love to cheat to solve a puzzle/game. <S> You also might be surprised with which solutions analytically trained minds will come up to help you. <S> Don't treat them as kids that annoy while the parents are talking, treat them as adults who you work together with to achieve a common goal.
| Tell the subordinate "Not now!" and wave them off before they have a chance to open their mouth.
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Graduation year on resume for older candidate I wouldn't say I'm old, but I'll certainly be getting there soon enough. I was reviewing my resume today, is there ever a point where a job candidate should not list their college years or graduation dates because it is so far back? I've got 4 jobs listed on my resume (spanning 10 years), and it does not include the two jobs before that after college anymore. I've got a top university 4 year degree in my field, but at this point it is at the bottom of the resume after experience. It's dates will forever indicate my age, and I find increasingly speak to initial HR people and colleagues that are several years younger than me these days. Should I remove the years on my college experience or is that inappropriate for a resume? This is not an age discrimination issue as much as it is an appropriateness or normality of excluding years as one gets older. They'll obviously know my age when interviewing me, within a range. <Q> is there ever a point where a job candidate should not list their college years or graduation dates because it is so far back? <S> Yes. <S> There are no rules saying that you must put graduation dates on your resume. <S> Thus, at whatever point you personally feel this might be hindering you - that's the point at which you should remove the dates from your education items. <S> As I got older, I removed the graduation dates from my resume for the same reasons you are expressing. <S> These dates typically add no value. <S> Once you have a few jobs under your belt, the year you graduated is pretty much meaningless. <A> I would put everything. <S> They're already going to find out you're older when they interview you <S> so be proud of it and list everything. <S> I'm 47 and my resume goes back to 1986 with relevant experience. <S> College is certainly relevant and even though I've been writing software for over 25 years, I still get asked "where did you go to school? <S> " when I actually don't have a degree. <S> It's likely you'll start getting questions like I get if you leave it out. <S> I would add that you probably don't want to work for someone who would discriminate based on age anyway. <S> I know I wouldn't. <S> We're not older, we're experienced. <A> There's rarely any upside to including graduation dates on your resume. <S> A recruiter or hiring manger doing a quick scan might see fairly old dates and think "that's a while ago - could it be obsolete?". <S> If the degree type and school are prestigious and appropriate for your industry, leave that on the resume, but the dates are rarely going to help.
| Resume readers almost never care when you attended college and graduated - just that you did.
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New seating arrangement - male got a cube, female got the bench I am female. I was hired at exactly the same time another employee who is a man (and we started on the same day). I have significantly more experience than he does. We are the newest hires. We are in the same general group but on different teams. Currently, we both sit in (seperate) bench-like areas. Everyone is moving to a new building so there's a new seating arrangement. I am in a bench area. The rest of the group , which includes the team I am on and the other team (including the man I was hired with) all have dedicated cubicles. No one else from the group will be in the bench area with me. Now... to be honest, I really don't care where I work from. However, it does bother me that he got his own cube and I am in the bench area but in no way do I want to take his cube or anyone else's. Although I feel that no one did this intentionally because I am female, I also believe that it would definitely be different if we were both males. It does kind of affect the way I feel that the company sees me. No one got to make any requests on the new seating arrangement. Am I allowed to ask how the seating arrangement was made? (meaning, I also don't know how it was made) I have very good work relationships with my direct supervisor and the man I was hired with. How should I handle this? I asked my direct supervisor. He asked someone else (unknown). Turns out, the guy technically started sooner... down to the timestamp. Then he kept trying to figure out how I could get a cube or would be in line next for a cube... I really don't care about the actual cube. I just wanted to know that there was some acceptable, rational reason behind all of it. He also said I was welcome to join him or kick him out of his cube on occasion if I wanted. I also gave the guy I was hired with a heads up that I had this conversation and made note that in no way do I want or was trying to take his cube (just in case if something comes of this later). So... all is well. <Q> This is a tough issue. <S> On one hand, there's no overt discrimination. <S> Other women have gotten cubicles, all of them but you. <S> And yet there must have been some criteria to determine who didn't get one, especially since it's not a seniority question either. <S> I think you need to tread lightly. <S> Obviously, you don't want to have anyone thinking that you believe it's because you're a woman (regardless of whether or not that is actually the case). <S> There are a number of ways you can handle it but the gentlest (and least likely to cause friction, in my opinion) <S> is to approach your direct supervisor informally and say something like, <S> "So when do I get my cubicle?" <S> If you can frame it as an issue of equality among peers rather than even giving a hint as far as gender suspicions (again, whether you have them or not) then I think you'll go further toward getting what you want, which I assume is actual equality rather than just lip-service. <S> I would make sure that you ask it as a serious question, with expectation. <S> Asking "when" before "why me" gives them the benefit of the doubt. <S> " <S> Well, of course you meant to get us all cubicles, because I know you're fair" and can lead into the possible discussion about how the others were selected and not you. <A> Am I allowed to ask how the seating arrangement was made? <S> (meaning, I also don't know how it was made) <S> Certainly. <S> In almost every company, you are allowed to ask anything. <S> I have very good work relationships with my direct supervisor and the man I was hired with. <S> How should I handle this? <S> You should just have a friendly chat with your direct supervisor. <S> One phrase that has stood me well over the years - Assume positive intent. <A> I would ask. <S> This doesn't have to be confrontational. <S> This doesn't have to be a big deal. <S> This just needs to be a laid back conversations that occurs when you're having your regular one-on-ones with your supervisor. <S> (You are having those right? <S> If not I would recommend starting.) <S> During that conversation just bring it up casually. <S> " <S> Hey, I noticed that was moved into a cubical <S> and I'm out on a bench. <S> Was there a specific reason for that?" <S> I totally understand the focus that turns this into a gender issue. <S> Women, perhaps especially in tech jobs, are often discriminated(even unintentionally) in ways that are very subtle. <S> It can be as simple as expecting the woman on the team to make everyone else cupcakes on their birthday(or expecting a woman on the team to take meeting minutes). <S> That's not a big, bad discrimination but it stings. <S> But, if I were you, I would be more miffed that two employees that started on the same day(fairly recently) were being treated differently. <S> At least unless there are other subtle differences in how you are treated. <A> I would most likely not take this as discrimination as they had to chose someone if there weren't enough cubes to go around. <S> What I would take it as is a signal that I need to do a better job of learning how to influence decisions so that I get what I want. <S> Did you ask for a cube? <S> Did you express any interest one way or the other about work space? <S> The squeaky wheel gets the grease. <S> When they came up one cube short, they probably picked out the person they thought least likely to complain. <S> I would observe how your co-worker who got the cube handles his interactions and expresses his needs and desires and see if you are being less assertive than you should be to get what you want. <S> Sure a cube seems relatively unimportant, but these types of things are what you can practice assertiveness on so that you are skilled when it comes times for the really big things. <S> And a cube may be a bigger deal than you think. <S> Seating is a highly political thing and it indicates who has influence and who does not. <S> Not so big a deal at the lowest levels, a problem for anyone above a trainee to be viewed as not having influence. <S> This really can affect how others see you and how well they listen to your input. <S> Women have trouble being heard anyway (I'd be rich if I had a dollar for every time my words were ignored in a meeting and then accepted when a man said the same thing minutes later. <S> They don't do that any more though because I have learned to play politics.) <S> , you don't need to add looking like the least important person to that.
| Rather than assuming you are being singled out, or going in with an attitude of "gender bias", just assume there was an innocent reason for your being left out of a cubical until you know for sure that harm was intended.
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what to do when being excluded from interesting work and then at last resort being asked to fix their mess Context : I'm in a team where I'm not the highest grade. But on the technology we use I'm by far the most experienced (I know it because everyone on the team told me that my knowledge on the subject is huge).What usually happens is my manager gives interesting work to other people on the team and leave me work that nobody wants to do (maintenance of very old legacy code).What's bothering me is usually they screw up their tasks and are literally stuck with no ideas of what to do and asks me to come help them.While I try to resist helping them (because I have work to do myself) at one point they winand I find myself rewriting most of their code (did I say they screwed up ?).After that, manager and colleagues asks me to send them the code and take credits for my work.You could say that is normal but colleagues have promotions and pay raises bigger than me ! My questions:- Am I being being too emotional ?- I feel "trapped". What should I do next time this situation occurs ?- Is it acceptable to refuse to help and say : "you should have asked my help from the start now it's too late and I can't help you".- How to leverage this situation to get the pay raise I deserve ? <Q> Actually, this is a really easy thing to fix: "Joe, I can't figure this out. <S> Can you fix it?" <S> "Sure, Steve, <S> but I have to ask you to go through my manager, Bill, with that request. <S> Happy to help out, <S> but he's gotta say OK, first. <S> " <S> Now your manager knows EXACTLY what you're doing, for whom, and you haven't said no to anybody. <S> Eventually, your manager will see that you really need to be doing that primarily, and will give you the interesting work. <A> Am I being being too emotional? <S> Not at all. <S> You're being taken advantage of. <S> I feel "trapped". <S> Why? <S> Assuming you work somewhere that is even remotely at will - then you hold all of the leverage. <S> You can leave whenever you like and let them fall under their own inability. <S> How to leverage this situation to get the pay raise I deserve? <S> First, by not letting people take credit for your work. <S> Since you're making software, this is easy: stop giving people code. <S> Check your changes into source control ( which I hope you use ). <S> Wallah! <S> Now the work is properly attributed to you and you can stand up and claim as much (though doing so in private first may be better politically). <S> And when your review comes around, you can point to all the good things you've done over the year/quarter/whatever, with the implication of "what would it cost you to find someone else who could reliably do that?" <A> I don't have an axe to grind on you <S> but if I were your manager, I'd still assign you the task of fixing the very old legacy code simply because I don't think that the young ones are in any kind of shape to do any good work on that code. <S> And I'd be more than a little worried about them screwing up the code maintenance. <S> The difference your manager and myself would be that I'd make sure that you are the highest paid member of the team, and I'd make sure that you know why I am assigning you to the task of maintaining the very old code. <S> I don't know how legit your dissatisfaction is because I am not privy to your manager's view of the big picture but you have every right to voice to your manager your perception that both your work and your value to the team are under appreciated and undervalued and your consequent frustration. <S> And I suggest that you voice your frustration way before it boils over. <S> In general, voice your concerns before they become frustrations, and voice your frustrations before you explode. <S> If you don't say anything until you explode, the responsibility for the unpleasant situation is at least partially yours. <S> Your manager may make a cogent argument that your frustration is unjustified <S> but it's all to the good: your lines of communication are open and both of you are communicating. <A> but in order to free up your time you'll need someone to take "xyz mundane stuff" off you. <S> And that as this has happened a few times, does he agree it would make sense for you to be in a more central role in similar projects in future, to avoid you having to get up to speed and perhaps catch some of the issues earlier? <S> It's perhaps dropping a not-too-subtle hint that you'd like to be more involved in future, but is diplomatic enough that it leaves it as your boss's decision and doesn't make it into an issue or introduce any awkwardness. <S> In essence, it's a suggestion rather than a demand or complaint. <A> Since your manager knows you're the one fixing/writing the code <S> (He's taking credit for it.), you need to exchange tasks with someone else. <S> I don't know if he'll ever give you the preferable jobs from the beginning, but you shouldn't have to do twice as much work. <S> Next time you're asked to help, ask who is going to take over your other project. <S> That seems fair to me. <S> Keep all this extra work and the fact you can do things no one else can in mind during your next evaluation. <S> You need to make some demands. <S> Your boss is taking credit for your work, so he should know how important you are even if he want acknowledge it. <S> He needs to understand how important this is to you.
| If this really bothers you, ask your boss why you're not given this type of work in the first place. If your manager pushes it, say that you'd be happy to help out.... Point out that you're very busy with the old legacy code and while you're certainly competent with the technology, you're not up to speed with their project. You may want to ask for an increase in salary, bonus, etc.
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Is it ethical to send a text to an unknown girl in my office by getting her mobile number through employee portal? I am working in a multinational software company in India. Here in my office I am really interested in making a friendly relationship with a girl who doesn't know anything about me. Meaning she's from another one team. Now at this context I got her mobile number through the employee portal of my company. and now I am planning to introduce myself to her by means of sending texts. Will it be a right move? , Using company's data in personal way would cause any problem to my career here? And additionally, It is natural that a men can be attracted towards a women and vice versa. If my move is unethical, then why companies are displaying those sensitive data like mobile number publicly among the employees? Instead of displaying personal mobile numbers they could have displayed the official extension number publicly, right? What is the use of displaying personal mobile number over official extension number, to discuss office matters? <Q> If someone did that to me, I'd ask him not to do so again. <S> (In writing, on the company email system.) <S> And if he did it a second time, I'd complain to HR. <S> There's a difference between having lunch with a colleague and having someone you don't even know ask you out at work. <S> And I would view a text as intrusive. <S> There could be legitimate business uses of that data like resiliency or emergency use. <S> For example, what if the company phone system goes down. <S> How do you know you like her? <S> Why not have lunch in a group and get a feel for if she is even interested. <A> I am a woman and I have been sexually harrassed at work <S> and I have had someone physically attack me at work and try to rape me. <S> If you sent me an unsolicted text message when I don't know you <S> and I did not give you my phone number <S> , I would immediately report you to HR if I knew you worked for the same company and do my best to get get you fired. <S> You have to understand that this is a safety issue for women. <S> Women seriously do get attacked at work or just outside of work and women do not ever want to be hit on from strangers through their private phone number . <S> This is not some cute, flirty thing. <S> This is so frightening I almost threw up just reading about it. <S> Not only would this likely get you in trouble at work, the chances that a woman would like you for doing this or want further contact are less than 1%. <S> If you want to meet the woman, find someone to introduce you. <S> Then ask for her number and if she gives it to you , then you can text her. <S> If she doesn't, then that is her right <S> and you need to respect that she does not have feelings for you. <A> Then it is up to her to decide if she wants to give it to you. <S> Also you seem to have little experience with social stuff, so a quick tip: Even if she acts nice towards you, it doesn't mean she loves you and wants to marry you. <S> If it goes wrong, it will be awkward for the rest of your time there. <A> Your multinational software company most assuredly has a company policy regarding use of company and personnel data, such as phone numbers, as well as what type of behavior is considered appropriate. <S> I suggest you first review that information before doing anything else. <S> Even if your company doesn't have any specific policy, this information has published by the company, explicitly for company and work-related use. <S> Someone probably asked her to include her personal mobile number on the corporate database for reasons related to her job. <S> That's the only capacity that number should be used, unless she gives you explicit permission to contact her. <S> Like all the other employees, she is trusting that by sharing her personal data, it will not be misused. <S> now I am planning to introduce myself to her by means of sending texts. <S> Based on what I just wrote, this mostly likely against your company policy and could lead to you getting immediately fired. <S> This is a clear misuse of her personal information, given that you do not work with her and your intentions of using this information is not related to your or her jobs. <S> No one has asked you to contact her for work so you should not use this information to contact her for personal reasons. <S> As for your personal feelings about her... <S> It's true that we cannot really help who we are attracted to, but your plans are very passive-aggressive and manipulative, and will not lead to any type of positive outcome. <S> Respect her privacy. <S> If you want to meet her, just walk over and say hello, or get a friend to introduce you. <S> This isn't really the place for relationship advice, but if you cannot get over your fears of talking to her, you might want to find someone you feel more comfortable talking to — preferably someone you DON'T work with. <S> And if she says NO <S> or she's not interested, respect that and leave her alone. <A> BAD. <S> (1) <S> In most western cultures (not sure about India, but probably the same), it is barely acceptable to start a relationship with a co-worker. <S> It is acceptable if the relationship is (or at least planed to be) serious enough to end up in marriage (or having kids in places where people do it in the reverse order). <S> If such a relationship fails, it is highly likely to disturb the whole team and a reasonable manager <S> will probably fire both of you (or in rare cases keep more valuable employee). <S> (2) Getting the girl's phone number from any other source except the girl herself is generally a bad idea for starting a communication. <S> Other answers explained it pretty well.
| Another good idea is to not date people where you work. The correct protocol is to talk to her first (maybe a few times) and then if you get along great you can ask her if she wants to go to lunch with you and later if you can have her mobile number. No it's not ethical.
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How to react to someone who publishes your code when you told them not to? I'm looking for advice on this as this happened to me recently. A co-worker needed a portion of my code to work on his project so I gladly assisted this co-worker but insisted that my code was not complete and was NOT to be distributed to anyone else due to it being incomplete, and I would potentially be blamed for possible errors that occur due to the code not being ready for distribution. This co-worker took my code and made edits to suit his/her project and immediately took ownership of the entire project including my code saying s/he made this easy-to-use group of functions that will improve the company by all having the same code base. This was topped off with me being emailed saying "Okay, I set up this project that you can insert your code into. Let me know if I can help you." I wasn't sure how to react to this betrayal and stomping on I feel. I worked a good long time on this code base to help the company out and help improve our coding process making custom functions and all that in C , C++ , and other languages the company uses all with very well (at least I think) commented code that told you exactly what each thing did. I just feel betrayed and stabbed in the back. I feel I worked so long on this project just so this co-worker could come in and make a few edits ignore my request to NOT send it to entire company until I finished it and had the nerve to call it theirs. Question: What would be a good way to react to this and future situations in my career? I've been working at this company for almost 5 years and this is the first time something like this has happened. I thought I could trust this co-worker. Maybe my manager will ask "Well, what have you done in the last x months?" <Q> You made a mistake - you did not follow the procedure to release your code. <S> You need to tell everybody what your code does and potential bugs and the documentation if available. <S> Had you done all these, you would not need to ask a question here. <S> Instead, your manager/supervisor can handle this matter. <S> Now, you are upset and don't know what to do. <S> You learned the painful lesson. <S> What would be a good way to react to this and future situations in your career? <S> You should have the records which indicate that you had done the code, such as version history (you do have CM control, don't you?). <S> Let the managers handle the matter. <S> It's their job. <S> From now on, always remember, procedures are there for reasons. <S> Please follow them. <S> If your company don't have the procedures such as how to release the code. <S> Propose to the manager/company to have them in place in case similar things happen again. <S> Why those procedures are important are complicated matters and are out of scope of this question. <A> By forming attachments to pieces of software you're mentally setting up boundaries of what is acceptable, when someone is touching 'your stuff' or impacting you. <S> Sure, you might well be the best equipped to modify a specific class, function, etc <S> but it's not your responsibility to do so, it's down to resourcing decisions by your manager. <S> By surrendering that possessive mindset you become, in my experience, a much happier, more productive team member who is capable of taking on a far wider variety of tasks across the whole range of software that we, as a team, support. <S> From that point of view the idea of 'my bit' of code is alien and seems petty in some ways, and almost guaranteed to lead to situations where the coder is hurt or upset by someone else writing, modifying or using something that which is viewed (incorrectly) as their personal possession. <S> So my answer is: Thank them for the edits and look over those to see if you learn something. <S> In future, develop code recognizing <S> it is not yours nor are you personally responsible for doing anything other than writing great quality code for your employer. <S> Try to contribute to your team as the superb coder you presumably are, rather than risking coming across as jealous or precious. <S> Hope <S> you get this resolved to where it doesn't bother you <A> As scaaahu said, follow a procedure (even if it is your own suited to your own needs) and make it a habit. <S> Keep all correspondence regarding your work and be very clear in wordings, especially on restrictions of use by others. <S> For it to be "your code <S> " you need to prove in case of legal disputes that you not only did it in your spare time, but also didn't use any company property. <S> Working on own projects by employees of a company should be done using own equipment, licenses and on non company premises (i.e. public space or at home) to make this as easy and airtight as possible.
| Normally, you need to follow the code release procedure and notify your manager/supervisor/tech lead when you release the code. Talk to your manager/supervisor/tech lead. Tell them the story and present the evidence. From 20+ years in software engineering, I feel the answer to your questions is 'Change your attitude' - try to stop viewing things as 'your code' and think of it as through you are contributing to the 'Organisations code' - it's a group ownership thing and the code you create is indeed not lawfully yours (in most cases!).
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Performance review with a manager who doesn't know me? Six months ago, I was reorganized under a different manager. My former manager (who has resigned) and I spoke almost daily, and as such, reviews flowed easily and were very effective. However, I have almost no contact with my new manager. We're located half a mile from each other, we only see each other in large monthly meetings, and he never responds to my emails - for all intents and purposes, he does not know me, nor does he know what I do. He missed HR's deadline for a performance review, and now suddenly scheduled one two days in advance. I want to make the best out of this situation, but I don't know what to expect. On what basis can my manager evaluate my performance when he knows nothing about it, especially with only two days to prepare? <Q> While the other answers are good, I like to take a different approach to performance reviews. <S> This situation used to happen all the time when I was in the military. <S> Performance review time would be up, and boom, supervisor is on remote temporary duty for 6 months or you get assigned a new supervisor because of an organizational restructure (happens all the time). <S> The only constant in the entire process is you, <S> so you are the only one who can be depended upon to make sure that your review is conducted properly, fairly and timely . <S> I've said this in other postings, but I'll never get tired of saying it. <S> You should always keep an "I love me" folder somewhere. <S> I prefer a hard copy file most of the time, but in my current consultant role I've transferred my file to digital and uploaded it to a shared drive <S> so I can get to it anywhere/anytime. <S> In this folder should be emails, memoranda, and recorded metrics about all of the good stuff you've done. <S> This should include any benchmarks on projects, deliveries, anything you would put on a resume or on a project completion report. <S> Keep track of the stuff that you haven't done well with as well, but include this as more of a personal improvement plan. <S> Identify problems you had with projects, places you feel improvements can be made. <S> Include a plan for making those improvements. <S> Provide citations for when you sought feedback and assistance. <S> In a nutshell, you want to be able to provide this folder to your new supervisor in a meeting to identify all the good things you've done, the places you feel can be improved and anything that shows you are a team worker and asset to the organization. <S> Coming to your performance review prepared in this fashion will only impress your supervisor more. <S> In the next two days I would suggest you use some time to track down every bit of this kind of information that you can and prepare at least a hurried version of such a folder. <A> Even though you don't know your new manager that well, you can still go in as prepared as possible, even though it may not have any effect on the evaluation when all is said and done. <S> Go over and bring in any information regarding any projects you've worked on and in particular any projects that you're still involved in. <S> Review and make notes of what your previous manager has said to you and about you (that you are aware) Be prepared to list some things you can improve on. <S> Bring with you some quantifiable and reachable goals. <S> Have some questions ready to ask your manager to show you are engaged in your job and want to constantly improve, as well as demonstrating (whether it's actually the case or not) that your manager's input is important to you. <S> These are all items that are typically part of many employee reviews. <S> Having this information ahead of time will make you appear prepared and ready to participate in your review, as well as to potentially defend yourself if you find yourself blindsided. <S> In many ways you're going to have to treat it like an interview. <S> Since he doesn't know you well, you're going to need to have a positive attitude and no your subject matter (i.e. your job) and can explain anything that is asked. <S> Aside from these things, you are pretty much at the mercy of your new manager since he's not communicative, but I think this can help you minimize any negatives and may help him evaluate you positively. <A> On what basis can my manager evaluate my performance when he knows nothing about it, especially with only two days to prepare? <S> There's no way to know for sure on what basis your manager will evaluate your performance, until the review is completed. <S> So there's no real way to know what to expect, since you and your manager have no history upon which you can draw. <S> But he could : <S> Survey those who work with you closely, and use that as the basis for his evaluation Have you evaluate yourself, and use that as the basis for his evaluation Use only whatever actual accomplishments he has knowledge of, and use that as the basis for his evaluation Use whatever limited contact, emails, etc he has, and use that as the basis for his evaluation <S> Some combination of these factors <S> You can best prepare for your evaluation by gathering your planned and unplanned accomplishments, writing them up, and sending them to him ahead of time. <S> That way, you have a chance to get your evaluation done under your terms, backed by whatever facts you know (including facts that he doesn't know). <A> This is the most common type of scenario in today's industry. <S> I would like to present what happened in my case. <S> The outgoing manager was quite friendly with the boss and had left notes on his favorite employees, luckily I was in his good books too. <S> When things like this happen, part of the responsibility stands with the outgoing manager too, as no one would be able to replace his years of dedication and supervision. <S> But yes, don't go too much overboard with the old manager's achievements, as some might take it in the wrong way, thinking "I'm here for 6 months <S> and he hasn't noticed anything good yet in me". <S> Overall, present a balanced summary of what you have achieved and everything you plan to under the new manager's tenure. <S> That way , you are thankful about the past experience and also excited about the upcoming challenges.
| What you can do is point out your good milestones to the new manager and show him how you are committed to the future of the company.
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Is it advisable to have a detailed intoduction of yourself on your homepage for the purpose of PASSIVE job search? I'd like an opinion from those on the hiring side. I'm considering writing a description of myself and publishing it on my personal website. Things like what I do, why I do it, how I approach things, what tasks I prefer, my attitude to the process, organization, quality etc. Nothing arrogant, just a detailed introduction of myself, how I've come to be what I am. Not in place of a CV, but an optional read which will always be there for someone to study, if that someone develops an interest in hiring me. Basically I think it will answer most of the questions (and beyond) that people may try to bring up in a personal interview. I thus will gain some points in the eyes of those looking for exactly my type and also prevent the wrong people (as in with wrong roles for me) from offering me a position I will not like. UPDATE: I think I may have missed an important moment. Basically I'm in a passive job search. I don't currently send out resumes or apply to positions. I thought of putting my introduction there for those who develop a specific concrete interest in me through knowing what I do. It's not a question of putting something in a cover letter or omitting it. Besides, the introduction is going to be lengthy, far longer that could be deemed reasonable for typical application documents. So this is going to be an entirely optional read which I expect to be looked into only by those who already sort of interested in me. <Q> On the other hand, if the website is just a one-off vanity site, I don't think you'll get much out of that. <S> No one wants to read a long article about a stranger without much context. <S> The best way for professionals to put themselves out there for the purpose of a passive job search is through a well-maintained LinkedIn profile. <S> These are actually searched by potential employers and headhunters. <S> Your contacts are also vitally important as these connections are a way for people to share second or third contacts. <A> Personally I'd put such relevant info in a cover letter. <S> A website is better for additional stuff such as personal projects which may indeed demonstrate other qualities you possess, but which is entirely optional and that potential employers can skip if they're not interested. <S> On the other hand, use a cover letter to supplement your CV with concrete reasons why you are a good fit for the job. <A> I don't know what your expectations are for a passive job search, so you may want to decide what you want to get out of it. <S> Then you can decide on the content. <S> Like many things on the internet, it takes some work to direct people to any site. <S> If you plan on getting a great job in the near future this way, You'll need more self-promotion. <S> You could create a LinkedIn profile or even a Facebook page if you want. <S> Other than showing your ability to build a website and possibly demonstrate online marketing capabilities, I'd hate to think anyone would hire you or choose not to hire you based on the content. <S> " <S> Can't hire this person. <S> They like to sky dive which is very dangerous. <S> What would be do if there was an accident? <S> " The imaginations are going to run wild. <S> You would be better off doing some sort of job related blog. <S> Written communication skills, technical know-how, and the willingness to take the time to put it out there will impress more people IMHO.
| If you're already a blogger and you have a history of relevant, updated content and actual readership, it won't hurt to have an entry about yourself and details about your working style, skills and aspirations.
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If I quit an internship can I still put in on my resume? I'm currently working at an unpaid internship and I'm absolutely miserable. My coworkers are rude and they don't let me help. I feel useless and asking for more work is futile. It's costing me money to be here and I'm starting to feel like it isn't worth it. At this point it makes more sense financially to go back home. If I quit though, can I still include it on my resume and ask for a reference? <Q> If I quit though, can I still include it on my resume and ask for a reference? <S> You could, but you need to consider what kind of reference this would actually provide. <S> Would this be a reference you would really want? <S> If you quit on me, I'd have a hard time giving you a strong reference. <S> If someone called to check on that reference, at best I'd say "user29236 worked for me for x months". <S> At worst I'd say "user29236 worked for me for x months, <S> seemed unhappy, couldn't get along with the coworkers, then quit. <S> " <S> If I were the intern, I'd skip the reference part, as that wouldn't be the kind of reference I want. <A> Yes you can and should put it on your resume. <S> Don't mention on your resume you quit, just the start and end date, work done, expertise gained etc. <S> Make it look positive, any experience gained is a good thing. <S> It is up to you what to answer when asked in an interview about why or how it ended (often they don't ask). <S> There is always a way to spin it into something positive. <S> Also you can ask for a reference and most managers will give you one, even though you quit. <S> Quitting is part of this whole "game". <S> It's in their best interest to give a good reference, it reflects bad on them as well if they wouldn't. <S> And it's a small world, you never know how a bad reference can some day hit back. <S> It may be a good idea to clearly explain why you quit, in an email or written letter. <S> In a form that would provide feedback so they (hopefully) could improve things. <S> Sound positive, don't sound bitter or angry. <S> Thank them for the opportunity, that you learned a lot, such things. <S> Leaving a bad situation isn't necessarily a bad thing and can be seen as a sign of strength. <S> Especially if you do it gracefully. <S> As an aside this sounds like a bad situation to get out of asap <S> and it sounds like they are (ab)using an intern position as a real job. <S> I know in California an employer is not allowed to (ab)use an intern position for regular work tasks, this also means an intern has more freedom with regards to work times and all that. <A> Internships are supposed to help you learn how to navigate the workplace not just teach technical skills. <S> Quitting when things get tough is a bad choice. <S> Show some grit and go talk to your manager about the problem and try to work things out. <S> Find out why people are treating you like this. <S> What can you change about how you deal with them that might improve things? <S> Ask you boss specifically what you can do to do a better job and then listen to what he says and follow his advice. <S> People don't just act rude and not want to give you work for no reason. <S> Find out the reason before you quit so <S> at least you can fix it in the next job. <A> If in the US. <S> There are well defined boundaries on what an unpaid intern is allowed to do. <S> You really need to talk to the person that you report to and get some direction. <S> See this for some info: <S> http://www.sba.gov/blogs/truth-behind-unpaid-internships-0 and http://www.forbes.com/sites/theyec/2013/04/19/6-legal-requirements-for-unpaid-internship-programs/ <S> U.S. Legal Requirements: <S> The training, even though it includes actual operation of the facilities of the employer, is similar to that which would be given in a vocational school <S> The training is for the benefit of the trainee <S> The trainees do not displace regular employees, but work under 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 completion of the training period <S> The employer and the trainee understand that the trainees are not entitled to wages for the time spent in training Reading between the lines on that, essentially you can't perform a job that a paid employee should be doing. <S> This is going to greatly limit your ability to "help" out on existing projects - basically you'll watch and see how things work <S> but you won't be able to contribute much to it. <S> However before you leave you should discuss what's going on with your manager and make sure your expectations of the job are inline with their's and inline with legal requirements of your area. <S> If those expectations are out of whack then do what you can to leave on good terms with them such that they'll provide a positive reference.
| Now, back to the question: yes, you can put it on your resume. There are laws against it.
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Forced to take sick leave This appears to be the opposite of the usual situation... Can my California employer require me to use accrued sick leave rather than work remotely while I am recuperating? I was working full-time remotely until my employer told me it would no longer be allowed. If I am able to work, just not able to commute into the office, and am only not working on my employer's order, should that come out of my sick time? <Q> Can my California employer require me to use accrued sick leave rather than work remotely while I am recuperating? <S> I am not a lawyer, nor do I play one on television. <S> But, barring something to the contrary contained in your contract, it is my understanding that your California employer can require indeed you to work in the office, rather than remotely. <S> Yahoo (headquartered in Sunnyvale, CA) reversed their remote work policy not too long ago. <S> If I am able to work, just not able to commute into the office, and am only not working on my employer's order, should that come out of my sick time? <S> Should is a personal opinion. <S> Some companies have blanket PTO days, where accrued days off cover vacation, personal time, and sick time. <S> If your company has such a policy, and doesn't permit working remotely, I feel that is where your "unable to work" days should come from. <S> I am happy that my company fosters flexible work arrangements, and ad-hoc remote work. <S> I personally believe that for trusted knowledge/office workers, this is a proper policy - one that works out well for both the company and for the workers. <S> I'm sad to hear that your company's policies have changed. <A> I did not verify with the California code, but have read it in the past. <S> My answer is from what I remember. <S> If you wish to keep being employed and receive wages then you obviously have to do what your employer tells you, within reason and <S> what is lawful. <S> If they say you can no longer work from home then you have to work from the designated place of work, of course you can refuse, and they can fire you for no reason any time <S> (you can also quit for no reason, any time). <S> Considering they changed the rule and you are no longer allowed to work from home, and you still do work from home, they can regard this as being absent without leave. <S> Since you are not present at your workplace doing your job. <S> They offer you to use up your sick leave during your stay at home <S> (I assume it's a medical reason preventing you from going to work). <S> If you do that then make sure to not work, because you're having paid time off, or sick leave in this case. <S> Take time to recover and rest. <S> It is silly, to say the least, to work when on (sick) leave (I know many a fool does, and many people get stressed and burn outs, how surprising). <S> You can of course refuse to use the sick leave, and your employer can then consider this as being absent without leave, stop paying you for the days you are not at work, ignore the fact you could be working from home (since that is against the rules now) and eventually decide to fire you because you are not at work. <S> Don't think that just because you are working from home that it is by default considered work. <S> It is only considered work as long as your employer thinks it is and since they decided to not allow work from home they would not consider it work, I would think. <A> ... <S> while I am recuperating? <S> I imagine it depends on what exactly you're recuperating from... <S> and you don't need to tell us what that is. <S> In general when people are sick they might not be able to think clearly <S> and so their work could be negatively impacted and that may be of concern. <S> As a manager, I'd rather have someone take sick leave and recover so when they return to the office they can be productive.
| And if you cannot come into the office for some reason, and aren't permitted to work remotely, it's my understanding that your employer can indeed force you to take a day off - using up accrued vacation time, personal time, or sick time as dictated by the rules in your company.
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How to cut off helping an old job, colleague, friend? So I just recently resigned from my position as an IT manager. I will be starting my new position tomorrow. I believe I left on good terms with the president of the company. And I do not want to burn any bridges, as I would like to use them as a reference in the future. When I resigned I offered to help out the next IT manager on evenings or weekends, as there is a lot to learn and he/she would not be hired before I left. Unfortunately, the president hired my assistant to replace me. I was not consulted and I believe it was a bad idea. He is a smart guy, but he does not have the knowledge or experience to do the position. I believe she hired him because he can be paid a cheap salary. They are a very cheap company. But that's irrelevant. The day after I resigned, a pipe burst in the server room and destroyed several important servers. Fortunately, I have the data backed up remotely, but they are down for now. He has been calling my asking for advice for the last two days and I know its going to happen some more until they get this resolved. I'm so glad I was out of there before this happened. I want to help out, since I said I would. But I don't want to do it forever. I want to keep a positive relationship with the old company. I also want to keep a positive relationship with my old assistant, as I consider him a friend. The problem is, how do I maintain these relationships? I have a bad feeling that they/he will continue to call me asking for help and advice. <Q> One should never ever work for free. <A> If they're just asking your advice and it's not taking up a lot of your time, then continue to respond - after <S> at least 24 hours have elapsed. <S> Since they're not paying you, they can't really complain if you don't respond on the same day. <S> A next-business-day response is still more than generous on your part. <S> (Set your phone so that their calls automatically go to voicemail without ringing). <S> Giving them a day to think about it will likely mean that they've started to solve the problem before they hear back from you, so it'll wean them off contacting you every time they have a problem. <S> If they actually ask you to go in to the office (or log in remotely) and do the work, as opposed to merely offering advice, then it's time to tell them you'll do it, but at your hourly/daily consulting rate (this should be at least double what they were paying you before). <A> You really should have qualified how much you would help and for how long before you left. <S> You will know this for next time. <S> If I were in your position, I would offer the help <S> I said I would with this current issue they have, and then once it's been resolved <S> I would just explain that you realise they're new to the position so for the next X period (days, weeks or months; whatever you decide is enough) you'll give a hand when you can, but your hands are tied as you only have so much time free after work and personal responsibilities. <S> If they need you after this time, you might be able to work something out on a contract (i.e. paid) basis. <A> This is not your problem. <S> You made a big mistake by telling them you would help them even after you left. <S> That's basically working for free. <S> Your company is about to get a nice hard lesson about being cheap in the IT world.
| If that is something you would consider, tell them that you will be glad to help for a fee and name your price.
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Difference between being contacted by a recruiter, or the prospective employer I am currently looking for jobs that start after May (when I graduate, its early, I know), getting my resume out there, and I am finding that most of the entities that call are recruiters for some other firm, and not the company itself. Does this have any meaning? As background, I am getting my BS in Computer Science now, and am looking for programming related jobs if it makes a difference. <Q> A lot of companies tend to offer contract to permanent positions, especially in technical fields. <S> This allows a company to essentially test the candidate to see if they are a good fit, etc before converting them to an employee. <S> It's can be more cost effective to do this. <S> And in most companies, it's easier to end a contract for a position early than to terminate an employee. <A> There are a few different situations when getting hired through another company, which makes it important that you read the ads correctly, and if needed ask questions. <S> This is important to look for: <S> Are you recruited by the recruiting-company to be hired by the company where you are going to work, or <S> are you hired by the recruiting-company to be placed at that other company? <S> If it's the first, the company has only outsourced the recruiting process to that other company as recruiting people is expensive (and in some fields a recruitment process may end up fruitless) but hiring someone else to do it for you can be cheaper. <S> If it's the later, you may want to think twice about it. <S> When you are recruited by a man-power company you will earn less money than if you had been hired by the client directly. <S> The man-power company charges the client (the company where you will be working) the wage you should be getting, but they cut a certain percentage off of that money for themselves, leaving you a smaller wage. <S> My advice is to cut out the middle man, if you can. <S> Sometimes working for a man-power company can be beneficial though as it can serve as an introduction to workplaces where you can lobby for them to hire you directly; sometimes hiring you can be beneficial for the client company and yourself. <A> Finding good quality candidates is a lot of work. <S> Many companies choose not to have full time recruiters / recruitment teams in house and instead use recruiters. <S> It's perfectly normal to be contacted by the recruiter. <S> They will have typically been given details on specific roles that the company is looking to fill. <A> This may vary from location to location. <S> I am in software development in the UK. <S> As an experienced software developer, I would estimate perhaps around 5% or less of the contacts I receive for recruitment purposes are from in-house recruitment teams. <S> The balance will be a little different earlier in your career and in-house recruitment teams may make up a slightly larger proportion for you, but external recruiters contacting you is entirely normal. <S> In the UK, contract software development roles often tend to be reserved for people with a substantial technical background. <S> Training people to know enough about the existing development to be useful takes time, and having also to train people to understand <S> the basic technology stack doesn't make a lot of sense unless they're permanent staff. <S> I would be surprised if many of your contacts come from "agencies" rather than recruiters, and I would be surprised if most of the roles on offer were not explicitly permanent roles (though many may have probation periods). <S> Training graduates to be developers is initially a cost to a company, and the companies which do train graduates are generally keen to keep them to the point that they start to be valuable.
| The vast majority of jobs in this field are recruited for by external recruiters, and most of the companies that do have in-house recruitment teams are large companies.
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Salary offered is different to advert Paygrade on the application says it's band E, on their website this is £24,000-28,000 and when I spoke on the phone when I was confirming I was preliminary accepting the position I was told £26,000 but when the offer has come through it says £20,340. Is it rude to email them and ask them? I cannot turn down the job and really need it but was just curious about the pay as that's a massive difference. <Q> I received the paperwork for the offer today. <S> I'm a bit confused because it says the pay is £20,340, but in the phone call I was told it would be £26,000. <S> Then wait for their response. <S> It's possible that they're including something else (bonuses, perhaps, or possibly free insurance or stock options) in the total value, which brings the total value of the offer up to 26k, which they had earlier lumped together and represented as the "salary". <S> It's also possible there's been a company-wide pay cut, so their offer has been lowered accordingly. <S> There are a number of other different possibilities as well <S> - you can't know what's happened until you ask. <S> That doesn't mean that you have to accept the new offer <S> - they made you one offer, which you accepted, but now they're showing you something different, which you're free to turn down or negotiate further. <S> (Side note: you say I cannot turn down the job , which makes me wonder if the company knows or suspects that, and is attempting to lowball you into accepting less.) <A> Aware that I'm a few days late to the party, but felt compelled to add my thoughts to this. <S> As others have said, it certainly isn't rude to ask for an explanation of a discrepancy like this, as long as you do it in the right manner. <S> I wonder whether it could be that this is the salary you will receive for a period of time, rising to the full £26,000 after a period of time (probation/training/a years service). <S> Or it could simply be that some harangued junior HR person has put the wrong amount down, given that the role is on a different pay-scale to the norm. <S> I think, as a British person, I'm quite worried that my actions could be deemed rude, <S> but when you're talking about job terms and conditions, asking firm questions is fair. <S> Aside, I have a reasonable idea of the organisation in question (and possibly the position, although the advert for the one I'm thinking of explicitly stated £26,000) and I'm not necessarily that surprised. <S> I had to break through my fears of being rude to chase them for an interview result and soon have to chase for my promised feedback as well. <A> The difference from the phone call is worth enquiring about, but the verbal offer (or acceptance) is unenforcable, and it isn't uncommon for numbers to change between the two as different parts of the company get involved in the hiring process. <S> Nothing is real until it's on paper. <S> If they confirm that they're now offering only the lower number, you need to decide whether the job is worth taking anyway, <S> and/or whether you want to make a counter-request and risk losing the offer to someone who's willing to work cheap. <S> If you do accept the lower salary, you might consider (gently!) <S> reminding your manager of the original estimate after a year or two with the company (after you've proven your value to them) and see whether that helps justify a raise. <S> It might. <S> It might not. <A> Maybe 26K was before taxes and 20.34K is after taxes. <S> So there's a reasonable chance that they didn't lie to you. <S> I recommend proceeding with caution: don't go in there with accusations and finger pointing. <S> Instead, state your concern about this in a polite and calm manner.
| The best thing to do is to treat it as a mistake on their part, and contact them to verify it.
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Does a performance review mean you are getting fired? I have mostly worked for startups/small comapnies or been left alone doing special projects 'off the org chart' in larger companies. Somehow none of my managers ever "got round to" doing any sort of review. After 3 years at this company I suddenly have a performance review with the CEO. I assumed I was doing OK here. The product I invented is just going out to customer demos, most of my patents got granted, and there are lots of improvements to be made. But now I have to list all the things I did and didn't do, invent some key performance indicators and show which I achieved. So is a review always a signal to hit the job search again ? <Q> So is a review always a signal to hit the job search again ? <S> Not at all. <S> Many, many companies have a standard policy to do performance reviews on a regular basis. <S> That can be a post-mortem on a project or simply periodically such as every 6 months or year. <A> There are many possible triggers for a performance review. <S> One set of triggers is process driven with no correlation to your performance. <S> Your employer may have long intended to do regular performance reviews but never got round to it, or have recently read something that advocates the advantages of performance reviews. <S> A manager might be looking to build justification to get a pay rise for you into their next budget or a CEO might want to clear it with other board members. <S> Setting out clearly what you've achieved helps them do this. <S> Minor niggles might spawn a performance review with the intention of pointing them out in a context where you can also be given praise and encouragement for all the things you're doing well. <S> It is also possible that the person calling the performance review is deeply unhappy with the performance in question. <S> Considering all these possibilities, the only thing that's clear is that it's hard to determine why a performance review has been scheduled until you have it, and it may not be apparent even then. <S> I don't think there is any reason to be concerned in advance. <S> Wait and see how it plays out. <A> Absolutely not. <S> A performance review is just that, a review to determine how you are performing. <S> Perhaps your "organization" actually got organized and figured out you haven't been reviewed in awhile and decided to change that. <S> I actually love performance reviews, because I learn what I need to work on, as well as can ask for a raise! <S> I would be concerned if I wasn't getting reviewed, actually. <A> A performance review could mean anything from "you're about to be fired" or "you're about to be promoted, or at least offered a payrise" to "your CEO has finally reached the letter P in their ' A to Z of how to be a CEO' book". <S> Without further context its impossible to say; performance reviews should be a normal part of feedback from your employer. <S> Unless there are particular reasons to think otherwise related to employment law in your country or something else equally intractable, I would suggest that an employer sociopathic enough to use performance reviews out of the blue just to fire people is sociopathic enough to just fire those people and save its managers the effort of doing a performance review first. <S> Are you the only person getting a performance review (note that simply being first isn't quite the same thing)? <S> What makes you hear "performance review" and equate that to being fired in the first place? <S> Is there some context for that you've not shared with us all? <A> Performance Reviews are OK and should be welcome. <S> Now if you go through this and they have issues with your work and throw you on a period of performance or some sort of "performance plan" then you can worry. <S> But for now - don't sweat it
| Good performance might result in a performance review.
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How to tell sender they forgot the attachment without embarrassing them? So I got an email from someone reading "blah blah, X is attached". However the email has no attachments. Obviously they just forgot to attach X before hitting the send button. How should I hint at this without being too blunt and possibly embarrassing the person? Something like "Oops, I don't see an attachment, maybe my mail client blocked it?" <Q> Hey, is it possible <S> you can resend this? <S> I didn't get any attachments. <S> Thanks! <S> Don't overthink this. <S> No one's perfect. <S> and you'll be fine. <S> Also, don't reply all if others were copied, just back to the sender. <A> This is very culture dependent. <S> And dependent on the person as well. <S> The obvious thing is that you don't embarrass the sender in front of others unless you want to start a confrontation, so send whatever message you send only to the original sender and not anyone else. <S> From my point of view, I make mistakes, and if you find them, you tell me <S> and I fix them. <S> I'm happy if you tell me because that way the mistake gets fixed. <S> Sometimes mistakes are embarrassing, but you are not embarrassing me by telling me, I am embarrassing myself by making stupid mistakes. <S> And if you make mistakes, I will tell you and expect you to fix them. <S> But that's just me. <S> Other people will be different. <S> On the other hand, if you sent a message "Oops! <S> Looks like you forgot the attachment (we've all been there!)" as suggested, I would take it as condescending and annoying. <S> Again, that's just me. <S> gnack who suggested it would obviously be quite happy receiving this message. <S> So the same message to different people will be received differently. <S> For a sender whom you don't know personally, a neutral message like "I didn't get the attachment, can you resend it? <S> " should be fine - if someone takes offense with that, it's their problem. <A> Oops! <S> Looks like you forgot the attachment (we've all been there!) <S> Something like that is always nice. <S> It's informal <S> so it's human-to-human and it fails to offend as you are admitting that it's something common that we've all done. <A> There's no need for finesse here. <S> In situations where it's possible that somebody else could be responsible for the failure of the attachment to arrive (especially if that's you), the email should be phrased in a way that acknowledges that. <S> In situations where the subject is embarrassing, delicacy is required. <S> In this situation, the overwhelmingly most likely cause of the problem is that the sender of the original email simply forgot to attach the document. <S> Forgetting to attach a document is not remotely embarrassing: it's not like forgetting to put your trousers on. <S> There is no need to avoid being direct: just reply to that one person saying matter-of-factly that they forgot the attachment. <S> It's not like you're accusing them of some heinous crime. <S> The worst possible case is that they did include the attachment but your spam filter ate it, in which case, they'll most likely reply matter-of-factly saying exactly that. <A> A great response would be: Good afternoon, Hi (sender), thanks for sending me this however, the attachment appears to be missing. <S> Would you be able to resend it? <S> Thanks. <S> Best Regards,(your name) <A> I like to say "Looks like the attachment got lost in the mail, can you please resend? <S> " It's vaguely humorous, non-accusatory, and very clear.
| Don't say "you forgot the attachment" but just let them know. Word it in a way which isn't accusational
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I had a good offer I declined, is it appropriate to let my employer know in a performance review? I had a good offer in another company. It was like a 20% higher the money I´m making now. I declined it since I was happy in my current company but I´ve always had the feeling I was underpaid. I´m expecting my current company to offer me a ,more or less, 8-10% increase in the next performance review. I want to ask for an increase of 20% since I think that´s the price the market would pay for me. Can I play the "I had an offer of X€€" card? Is that appropriate? How can I approach this situation? I find difficult to prove that I´m underpaid without playing that card In this country (spain), we don´t have any website tracking salaries per areas or something like that Thanks a lot! <Q> If you bring up the fact that you have interviewed elsewhere, you may potentially seriously undermine your employer's trust in your commitment to the company in the longer term. <S> You could strongly insist you are being paid less than the market rate for your abilities, to the point that your employer suspects that you may have interviewed elsewhere. <S> This is more likely to be successful, but it could still potentially land you in an awkward situation. <S> Consider also that from the company's point of view the question is not how much you're worth on the market, but how much value you represent to them, and what proportion of that they get to keep. <S> Even if the company agreed with your assessment of your market rate they might still feel unable to offer you that salary. <S> You have to decide for yourself how much risk you're willing to take. <A> Personally, I would not say this in a performance review. <S> The only reason your employer should pay you more money after a performance review is if you have learned skills and responsibilities on the job that makes you worth more to them than you did when you were hired. <S> Justifications like " <S> well xx makes more money than me and xx company would pay me more" is not a valid reason for a company to pay you more money. <A> It is common for your market price to be higher than your current employment offers you; most (but not all) wage-systems are built in that manner. <S> Which also proves the point of why should they pay you more when all you have is your market price as your argument? <S> All your colleagues would probably get a raise too if they got another job. <S> If you feel that you are underpaid, you must emphasise on your actual work and performance. <S> If your work and performance isn't anything special - or worse, bad - they might even make a better deal out of you moving elsewhere as they can take in someone younger and cheaper. <S> Perhaps someone more ignorant of its own worth. <S> Hinting or leaking the fact that you've had other offers does give the impression that you are glancing at the greener grass. <S> That you turned down the offer does not mean you are worth that money, not any more. <S> There's a possibnility that you may not find another company willing to pay that money for you again. <S> Not to mention you have to be aware of that <S> unless it's on paper, the figures for your salary are fictional; "The grass is only greener on the other side because it's fertilized with bullsh*t". <S> If that is your case, only you know given that we don't know how you were presented the offer. <S> So all that leaves your employer is the impression that you may soon actually jump the fence for some greener grass, and why pay you more just to lose you? <S> What little you have as your advantage is that depending on your occupation title, it may or may not be hard to find a replacement as hiring a new guy with your exact credentials <S> will probably cost them about what you ask anyway, and then the cost of the recruitment on top of it. <S> Though as I mentioned, it may still be cost efficient for them to hire a younger guy and train him themselves. <A> What you are worth to another company, and what you are worth to your current company, are two different things. <S> Your current employer may be well-staffed and you may be average among their staff; the other company may be desperate for your particular skillset and willing to pay more (initially, at least) to recruit someone to meet that need. <S> So I wouldn't try to use this as leverage; it just isn't very convincing. <S> If you know that you're being paid below the industry average for your skillset, that's a stronger argument. <S> But even then I would just cite it as an interesting observation that may affect the longer-term plans of folks in your department, rather than expecting it to have any immediate effect on your salary. <S> The best way to get a raise is by exceeding expectations so they feel enthusiastic about keeping/encouraging you in particular. <S> If you're just another average employee, they're going to give you just another average salary. <A> If you want to ask for a decent raise, you need to be able to explain why you are worth that raise. <S> You can show how, through your work, you have become more valuable to the company. <S> Or you can play the card you mentioned and show that others are willing to pay you more. <S> That might hurt the company's trust in you, as others have said, or it may cause them to invest more in you if they really consider you valuable. <S> But even so, you have declined the offer, and you also don't want to leave the company. <S> There is absolutely no reason why your company would need to pay you more, since you have no means to take a stand, and thus have no bargaining power whatsoever.
| Any negotiation for a higher salary comes with a risk attached.
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Rescheduling a Coveted Interview I am a senior in college and I've just landed a very coveted job interview with a well known company. I shared those details to paint a picture of how careful I want to be when handling this situation. I have been through the first interview with no problem, and it was during that interview that I scheduled when my second interview will take place. That was 3 weeks ago, and my second interview is in 1.5 weeks. The company was very clear about their desire to work with my schedule, since they are well versed with working with and hiring college seniors, given their tight schedules. This is the kind of interview which requires a lot of brushing-up of skills I already know in order to succeed. If I only prepare a little or not at all, I'm guaranteed to not do well. However, I had a very major academic project which came up, and is due the day before the interview. Given the large scale of this project, no matter how much I have worked, or will work on it, I can't both complete the project and put in the appropriate amount of brush-up time into the interview. The project's due-date is non-negotiable. The following week is very open for me and will provide the necessary time I will need to polish up my skills. I'm considering asking my recruiter if the interview could be moved to the following week. Given the situation, should I consider asking to reschedule this interview, and if so, how should I do it? I know my recruiter will not need the details of why, but do I risk coming into the interview not fully prepared or, perhaps, look as though I can't manage my time effectively? After all, this project did appear between now and the time we last spoke. What are your recommendations? Thank you. P.S.: If the name of the company would help anyone target their answers, I will edit my question to include it. <Q> Given the situation, should I consider asking to reschedule this interview, and if so, how should I do it? <S> I know my recruiter will not need the details of why, but do I risk coming into the interview not fully prepared or, perhaps, look as though I can't manage my time effectively? <S> After all, this project did appear between now and the time we last spoke. <S> Something to keep in mind is moving the interview will seem a much bigger deal to you than them. <S> Someone might have to rearrange a few meetings, but that's the extent the company has to change things. <S> Maybe adjust some travel plans. <S> It's not a big deal at all for the interviewer to move the interview in most cases. <S> But for you? <S> It's a large event requiring potentially several days of your time. <S> This will naturally make you feel moving the interview is a bigger deal than it will for the company. <S> Something like: <S> Hi, I just got a project assigned due right before this interview which will take up a considerable amount of my time - is it possible <S> we could move this back a week? <S> The next week is much more open and would work much better for me. <S> Let me know if this is possible! <S> is fine. <A> You mention two things in your question that support asking to reschedule: You said they're very willing to work with students' schedules. <S> You're working through a recruiter (so you don't have the awkwardness of having to approach them directly). <S> Unless at this company it's normal for candidates to spend lots of time preparing, I would not add the "I'd like more time to prepare" angle; it can make you sound like somebody who's cramming for the test, so to speak, when they want to hire somebody who'll be good at the job every day, not just on one day. <S> There's nothing wrong with what you're doing, but why raise the question in anybody's mind when you already have a good reason to make the request without adding that? <S> At my company (US, high-tech) we are currently in the midst of interviewing college seniors, and we've had some shuffling because of academic demands. <S> As far as I can tell this has not caused any of the interviewers to think less of the candidate -- this sort of thing happens. <A> Your thought process seems pretty reasonable. <S> I would call or send an e-mail to your contact in the company and explain the situation as you have here: <S> I've been assigned an unexpected project with a deadline just before the interview. <S> I'm afraid I won't have enough time to be well prepared for the interview. <S> Would it be possible to reschedule it? <S> I'm available on days X, Y and Z. <S> If they say no, then you just have to deal with it.
| Given that, I would contact the recruiter, explain that a major assignment has been given since you scheduled this, and ask if it would be possible to move it to the following week. This sort of thing happens all the time for meetings/interviews/lunch/etc.
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Should both points of contact reply to an email addressed to us? I am one of 2 points of contact for a team. If someone addresses an email or question to both of us, and my other colleague replies to it, but I don't, then does it look like I am irresponsible? The email was not an urgent or important. <Q> The whole point of having two points of contact is that only one of you needs to reply to the email. <S> If your colleague has sufficiently addressed the questions in the email, then you don't need to do anything. <S> Often times I'll include multiple people just so they all know what's going on, not because I need action from each one of them. <S> Maybe you just don't get to your email as often as your colleague, or maybe your colleague is the type of person who responds the instant they receive an email. <S> Either way, it's good to have your voice heard regularly, but it doesn't need to be every single time. <S> So relax, you're probably overthinking things. <S> As long as you are doing some of the communicating, you shouldn't have anything to worry about. <A> This calls for official process <S> Either task management system (could be bit overkill), but it should be oficially known to everyone that: Response time is X <S> If not, then person Y is escalation point <S> Also, my question is: What is the ratio? <S> If you are only two people in team, then logically the ratio of answered e-mails should logically be 50:50 To me, it sounds like "one last drop" - your colleague might feel like he is answering all the e-mails, while you do nothing. <S> So if someone tries to judge you for not answering low prio <S> non urgent e-mail, their motive could be " <S> I had it enough" <S> So next steps: <S> Get hard data from at least 3 months in the past. <S> And see what is the ratio of answered e-mails which have been addressed to both of you. <S> If the ratio is 80-20 to your colleague, you have problem. <S> If it is around 50-50 <S> then you are pobably ok. <S> Get reasons. <S> I am already expecting the rate of answered e-mails will be around 60-40 to 80-20 in favour of your colleague. <S> Get good, real answer why is it happening like that. <S> Obviously, skip this step if rate is 50-50 Talk to your colleague <S> You have to be prepared for both variants. <S> Either (if the ratio is 50-50) be like "whats going on?" and assume some misunderstanding, or be like: " <S> I thought my main task is X while your task is answering e-mails. <S> Lets set up a process on this, shall we?" <S> Talk to person who raised this as an issue. <S> And assure them about the process and how you as team are aware about priotity of each e-mail Again, assume misunderstanding, assume best intentions and act as willing to change, willing to take over, willing to step up (proactive, active, happy to do more work) <A> Better answer: <S> You should, if possible, set up a team group account or distribution group. <S> All project communication should go through this group. <S> Reasons for this: Late-joining team members have access to communications from before their coming on-board, and can catch up on context. <S> You don't have to communicate additions / deletions from the team to external parties. <S> This is especially important if any of those are clients. <S> This is a personal peeve of mine: <S> I get tired of "Clown-Car" emails. <S> There should not be a dozen people on a message. <S> They should be from one team to another. <S> Admittedly, this is a bigger deal to me than to others, but take a good look at the vendors you deal with: How many are sending and cc'ing half a dozen people in their own company, or does it come from a "team" or "department" account?
| However, if your colleague is always the person replying to emails and you are not, that could look bad.
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What's a subtle and non-desperate way of saying that I'm looking for a new job on LinkedIn? I have a job, and have neither resigned nor been given notice. I'd like to let potential new employers on LinkedIn know that I'm looking for a new job, without sounding like I've resigned or been given notice. I'd also like some plausible deniability with my current employer. "Open to new opportunities" sounds mildly desperate, and definitely obvious. Update: This is more for inbound opportunities than outbound. I've received lots of inbound opportunities the last few months, but have replied that I was not looking, so would like to signal that I am indeed now looking. <Q> You're on LinkedIn, so recruiters can find you. <S> Many will approach you whether you're actively looking or not. <S> They'll try and persuade you regardless. <S> If you want to attract more attention, update your profile. <S> Post some new things you're doing. <S> Connect to more people. <S> Join some groups. <A> Just apply to jobs through LinkedIn. <S> I get solicited for jobs all the time <S> and I have no such status. <S> Most recruiters know people are always looking for better opportunities. <A> If your company actually notices status switches like that, then it would raise a flag. <S> I wouldn't change the status on linked in (recruiters don't seem to care one way or the other). <S> Instead, just start your job search normally. <S> When you land the new job, switch the status and keep your resume open on the job sites. <S> That way if you decide to jump again there is no change to notice. <A> Make your profile public and visible on the usual outlets (Monster etc) and shake your profile on LinkedIn. <S> That causes triggers all over the place and recruiters get notice and start contacting you. <S> You never look for a job, rather a job looks for you. <S> You don't necessarily need to be explicit about, they'll know.
| Don't update your status to say you're looking for a new job. You could reply to former requests by recruiters to see if they have anything new.
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Dangling Career with high quit frequency from PHP Developer Jobs - Need help I'm really worried about the way things went with my career. I've started computer science study by switching from a different field. I was so much into programming that I got my first job after my first semester. I was offered 120$ per month only. The boss was a really hard person. The money was even hardly covering the fuel expenses to reach office. So, I quit after 1 month. Boss was angry. Second job I got after some months, and I was offered about 250$ per month. I worked for 3 months and I was suddenly offered 900$/month from another company. The 250$ was covering only 10 days of month and remaining 20 days, I had to live on loan. The boss was good person but other job offer was only for immediate joining, I told boss and he said me that he can raise my salary to 400$/month. Other job salary was more than double and even the position was a lot better with a bit large team, so I quit, and the boss was angry as he had planned many other things for me to work on already. I joined the third company. Things were good but the bosses on top were not even IT guys, so they kept saying to do more and I really worked to keep them happy. Still I was happy. There were a couple of complaints from this company. First, there was no arrangement of food. There was so dirty and even toxic street food available in day time (and we had to pay our self, I was cool with it but bad food and hard work really?). Company was in a really bad location that there was no Govt control over food quality. I still kept going with constant complaint about food. It was summer and temperature started to raise up-to 40-45 degree Celsius. My office was on top of building say hello to sun all the time. I kept working sweat in heat under only a fan. But it became too much with time as they kept promising that air-conditioner will be installed next Monday. So, 4 Mondays passed, and no Air Conditioner. Bosses stopped to attend office because of heat, we started to receive instructions in email from bosses, but me and few more guy (Those also quit before me) had to keep working because of deadlines. So, after 4 Mondays I quit. I was becoming so much physically sick, that I had to quit suddenly, even I didn't go to receive my last month salary as they had said to work for 1 week more before leaving and there was no way I was going to sit in that hell for a another single moment.One more thing, they had promised to pay double for extra hour/day. They never paid a single peny for extra hour, even though there were always extra days and hours. Now I work as freelance developer for a nice small company in Canada. I make good money. My aim was always to go to Europe/US/Canada to work as developer after finishing my study. Last month my degree completed and I got 2 Gold Medals in Computer Science and I already had won few small medals in past. The current company I work for as freelancer, is a small one and they can't offer me to join their office. Even though they like my work a lot. They even said me that they are looking into possibilities of taking me to their office but I don't they will be able to do so, as there are expenses and a lot of paperwork. So, now I'm able to see a lot of vacancies in countries I want that match my skills and offer relocation. But problem is experience. I worked:1 month in first company, 3 months in second,4 months in third,and for about 6 months I have been working as freelance. One more strange thing, I was the best in all companies, they loved my work, and the way I quit, they just hate me now. So I can't expect any feedback from past companies. How will I explain to new company recruiters the high quit frequency I had in past? I can't tell them stories like I did here, do I? Should I skip this in my experience section of CV/resume? Is it me who is bad? Any advice will be appreciated. <Q> Write "10 months PHP experience in different student jobs", if it wasn't fulltime calculate it down. <S> Nobody really cares for the details <S> and it's usual in that sector to have short term contracts. <S> If they really ask about it in an interview, tell them the companies made promises they didn't keep, working conditions were unhealthy, so you left as soon as it was clear it will not improve. <S> The one month gig i would forget about completely. <S> And nothing wrong with working freelance for a while longer if you think lack of experience is a problem. <A> Since you asked specifically about your resume, I assume you are worried both about the interview stage as well as trying to land an interview in the first place. <S> Landing an interview: You will be looking to start as a junior developer somewhere, and will be competing against those with similar experience levels. <S> Demonstrate your skill through personal projects if you are able. <S> The market in Canada, at least where I am located is loaded with "Full Stack Developer" roles, which of course means something different for each company. <S> You will want to investigate each role you apply for, and invest the time to learn the basics of their technology stack. <S> I love when a developer takes the initiative to find out what technologies we use, and then builds a sample project demonstrating they can come up to speed very quickly. <S> In the interview: The best advice I can give you is to be honest and open about your experience and skill level . <S> As someone who regularly interviews developers for junior positions in Canada, I can say at least personally that I'd be more interested in learning your attitude rather than knowing why these prior companies were hard to work for. <S> I want to know that you will fit in with our team, and that you will contribute to a positive culture, making everyone around you enjoy having you on the team (both through your contributions and your attitude). <S> Show true excitement in wanting to be part of a team. <A> It's fairly common for student workers to switch jobs frequently during studies, or have minimal work experience at all. <S> List your education and medals first on your CV, and leave your work experience at the bottom, starting with the most recent. <S> 6 months, 4 and 3 will not look so out of the ordinary. <S> You can drop the 1 month employment, and possibly even the 4 and 3 months assignment. <S> Don't list why you left or even bring it up in interviews or cover letters. <S> If someone asks, just say "I received an opportunity that was more in line with my skill sets and interests" or <S> "The assignment ended and I decided to focus on my studies. <S> " <S> Lots of people leave jobs for poor working conditions and just gloss over it when applying for new jobs, so that they don't come off as a 'complainer'. <S> You may want to consider reaching out to your freelance client and ask them if they can refer more work or contacts to you. <S> Let them know it's because you have more time on your hands now that you've completed your studies. <S> They will either refer you to more clients that might be in position to help you with your long term goal, or they'll take the hint and connect you to someone who can offer you sponsorship.
| Don't skip past jobs on your resume, but highlight the best aspects of what you learned there, and what is relevant to the position you are applying to. There is no need to speak of negative experiences at prior jobs unless asked. A great attitude can get you a long way here.
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How do I handle a co-worker stealing company time? My co-worker and I started at the same time, mid-summer, so we each have 9 days of vacation time through the end of the year. Our new boss works remotely and there is very little accountability. My co-worker has started missing a lot of work lately. Sometimes he'll email the team and give some medical excuse (sometimes telling me a different excuse--like just being tired or out with friends), but most of the time, he doesn't send out an email at all, just hopes nobody notices. He's up to 23 days off, but he's not reporting all those days. I talked to my manager about it a couple weeks ago and he said that he was trying to give leniency to this employee because of his medical issues, because he doesn't know that they aren't as valid as he thinks. I feel like I've done all I can do by talking to the manager about it, but it's getting out of hand. He hasn't been to work in a couple weeks, and my manager doesn't seem to care at all. Is there anything else I can do about it? <Q> I talked to my manager about it a couple weeks ago <S> and he said that he was trying to give leniency to this employee because of his medical issues <S> That obviously is your first step and you've done it. <S> You're not a manager and more specifically, you're not his manager . <S> For you to do more would be stepping on your manager's toes, big time. <S> I feel like I've done all I can do by talking to the manager about it, but it's getting out of hand. <S> You're right <S> , you have done all you can do since that's really the only thing you should do. <S> So having said that, they only thing you have left that you can actually do is approach your manager one more time and let him know the specifics of your concerns. <S> Be aware though that this may annoy your manager and may backfire, but if you're determined to do something , there's really not much else you should do. <S> Anything more than this (such as going over his head) could well up with you ending up looking like a great big troublemaker, and looking worse than your coworker, possibly even looking jealous because he's "getting away" with something. <S> If you do decide to approach your manager, I'd start out by saying that you feel really strongly about it and felt you had to say something else but <S> that this is the last you'll say on the subject. <S> Think about what you're saying though and be careful. <S> You're essentially saying that you're manager is incompetent and that you would be a better manager than he is because you would handle it. <S> If we can make that assessment, I'm sure your manager will too. <S> Tread very lightly. <A> If you feel that you still need to approach your boss about this, then you need to talk about how this is affecting you . <S> Is the absence of your coworker making it difficult for you to do your own work? <S> How is this impacting the team and project? <S> This might mean redistributing your coworker's tasks, or maybe hiring someone to fill in the gaps. <S> If your boss determines that your coworker needs to come into the office more, then that is management's decision, not yours. <S> If your coworker's absence is not affecting your work, and really just bothers you for the principle of it <S> , then let it go . <S> You have alerted management that there might be something up, and you are still able to do your job, so the ball isn't in your court anymore. <A> Is this worker causing you to miss deadlines? <S> If not, just let it go.
| Don't say that the coworker needs to be punished or investigated - just talk about how to improve your ability to do your job.
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Is it fair to apply for jobs where the interest with the service/product niche isn't a good match? I've recently started to look for a new job in my web development career, applying to several places. Not wanting to be very picky, I applied to a lot of jobs where the required set of responsibilities fits my experience, without putting much consideration as to what their primary product or service is. I only took some consideration the age of the company and how reputable they are in their industry. IT jobs are common in almost every organization. Some do business making X and others are non-profits contributing Y and Z. Naturally some industries interest me more than others, and others not so much. As an example there is a web developer job available for a fashion magazine publisher. The job fits the description of what I am looking for, which is web software development with a possible opportunity to learn new languages. The industry that the company participates in, however is not really a great fit with my interests. So I may show passion in the work that I do, but not so much the end product (if they offer me a complimentary magazine I take it simply as a good gesture). Is it fair to the employer to apply for work if you cannot see yourself fitting in with what they are producing, or would it be a waste of my time and theirs? To me, it seems like a more intimate relationship with corporate interests is needed, since it's not like taking a fast food cook job. Because of that I feel like the passion and interest in the end product could mean the difference between being able to move up to a significant role in the company and just going through the motions. <Q> In my view, in a professional job we develop software not because we like or need the end result, but to solve our customers' problems. <S> (So there is a notable difference compared to open source development where we are typically solving our own problems, being among the users of the software.) <S> In my career up to now, I have been working on software handling car rentals, SGML/XML document management, mobile network design, airline checkin, telecom data processing etc. <S> - hardly anything I myself could even indirectly use in my normal life. <S> And that's just fine. <S> I found my motivation in delivering working software which solved our users' problems, thus making them satisfied and happy. <S> I was gratified by the smiles on users' or coworkers' face - or oftentimes, when we couldn't even meet face to face, by their emails thanking for the good job I did, and telling how it made their life easier. <S> And even without such feedback, often it was enough to just know that I did a good job, I gave my best, and I produced something I am happy to put my name on, and to think back to later. <S> You can find the motivation within if you look for it. <S> Actually, one aspect of being a professional is the ability to find and keep up your inner motivation of the good craftsman, which ensures you produce consistently good results. <S> (This is not to say you should do just any work you are offered - naturally there are limits to our skills and interests, not to mention ethical considerations like not wanting to work for shady businesses, companies producing stuff harmful for people's health or the environment etc. <S> My point is just that IMHO you may be limiting your sphere of interest too much.) <S> Note also that it is acceptable to apply for jobs you aren't that much interested in, simply to get experience in interviewing, improve your presentation / negotiation skills etc. <S> And while talking to them in an interview, who knows - you might actually get interested in working with them! <S> However, if you are absolutely sure you would never take that job, you shouldn't apply indeed. <A> Is it fair to the employer to apply for work if you cannot see yourself fitting in with what they are producing, or would it be a waste of my time and theirs? <S> To me, it seems like a more intimate relationship with corporate interests is needed, since it's not like taking a fast food cook job. <S> From the hiring company's point of view, while excitement about the end product is nice, full engagement and full effort are really what is required. <S> Great web developers can work for web-development-centric companies. <S> But great web developers can also work for companies where the company's core strength is elsewhere. <S> Many of us can generate sufficient passion about our specific profession and about our individual roles within an organization without needing to feel the same passion about the company's end product. <S> Perhaps you cannot. <S> You are wasting their time, and more importantly wasting your time. <S> But if you are able to be more invested in your individual role such that your intimate relationship with corporate interests isn't paramount to your drive for achievement, then apply for these jobs and succeed anyway. <A> There's more to a business than just an end product. <S> Consider the people both the customers and everyone involved that makes everything work. <S> You may find there's more to it than you think. <S> I worked as a programmer on a team that was dedicated to a law firm's accounting department. <S> The team leader was great and so were all the other people, but we had nothing to do with the practice of law except sending bills. <S> No courtroom drama or sitting on the balcony drinking 25 year old scotch and smoking cigars. <S> You're doing them a favor if you don't feel you'll be motivated. <S> I've been fortunate to work in different industries and found all of them fascinating in their own way. <S> I always make it a point to talk to people about their role in the company and to learn about the product and industry even if I'll never be a customer. <S> I guess I'd rather work for good people regardless of the product or service.
| If you think interest in the end product is critical for you to give your full efforts in your job (rather than just going through the motions), then you should be very picky and avoid applying for these types of jobs. Although it certainly helps, you don't need to be profoundly interested in the domain, or the end product, of the software you are working on.
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Is it ok to have a reference who recommended me for one job be a reference for another job? A senior scientist at a research company recommended me for a position in both his research group and another research group. I am also applying at other companies, and these require references. Would it be disingenuous to ask for him to be a reference for positions at different companies? <Q> You absolutely can and should use both . <A> If you are not sure, it's a matter of common courtesy to ask your senior scientist instead of asking us, who are totally irrelevant to your situation. <S> I don't know why it's so challenging to you to ask your scientist <S> "Will you act as my reference?" <A> Not a problem and it's pretty standard. <S> Make sure you let your reference know though, so they aren't surprised when they suddenly get a call from company X when they only knew about company Y. <S> "Hey, just so you know, I'm also applying for a job at company Y. <S> I hope you don't mind if I use you as reference for this aswell? <S> The job description is here . <S> Pretty similar as the first one, but this includes project management as well, so if they call, I'd appreciate if you mentioned the time I worked as scrum master."
| It is not only appropriate it is also what is to be expected.
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Job offer contingent on references from current position I recently received a job offer contingent upon professional references being verified. The offer is good I am very interested in taking the job. There is one issue, the HR person is insisting that I use references from my present employer. This may be a reasonable request since this my current position is my first position since graduating from college. I provided her with two academic references but she said that was not sufficient. We now have a chicken and egg problem. I want to accept the position but don't feel comfortable putting in my notice until I have a concrete offer. The HR rep says that she can't make me a concrete offer until she has verified my references which requires me putting in my notice. I am hesitant to leave my current position, before securing something else but I am not really sure how to proceed. So far I have mentioned that I feel uncomfortable with the arrangement but haven't really dug in my heels. I don't have anything to hide but this seems like a situation where I could get screwed. What happens if my boss is angry at me for leaving and doesn't want to give me a good reference? What happens if my boss gives me a great reference but the job offer disappears for reasons not transparent to me? Just to make sure there is a concrete question here that can be properly answered using the Stackexchange format, my question is: How should I handle a job offer that is conditional upon references from my present position? <Q> I suggest you talk to your boss (or some senior employee who can give you a reference) and discuss with him that you're currently looking at an opportunity, but don't hand in your notice right away. <S> The new opportunity might not work out so you don't want to let go of your current position. <S> Talking to your boss is the way to go. <S> Depending on why you want to change jobs and your rapport with your boss, several things might happen. <S> You might receive a counteroffer that might make you decide to stay. <S> Your manager might support you and give you the reference you need, along with some good advice. <S> Good managers know very well that staff turnover is a reality and that people aren't there to stay. <S> If you have a good rapport with him, he may assist you in taking the right decisions - which is especially important if he has a lot of experience and <S> you are just starting out. <S> Remember that your manager is also an employee - he too might jump ship if the conditions are right. <S> Your manager might open your eyes to problems with the job change that you don't yet see, and you might decide against changing. <S> Your manager might go ballistic. <S> Yes, I believe it's very rare, but it can happen. <S> In this case your manager is probably not a good manager and you don't want to be working for him anyway. <S> So as you can see, you don't really have much to lose by talking to your boss. <S> He might actually appreciate you being frank about the whole matter - as The Wandering Dev Manager says, you don't want to suddenly drop a bomb on him. <S> Now, what do you do if your manager is a complete jerk and doesn't want to give you a good reference? <S> It's always a good idea to maintain a good rapport with fellow colleagues, and this is one of the situations where it pays off. <A> This happens a lot, many requests for reference will insist on your current employer. <S> You need to decide how commited you are to this new role, and how well your current job has been going (so what they will say). <S> But there are two things to investigate: <S> What kind of reference your HR department gives by default. <S> It's common these days to only provide employment dates/ job titles etc due to fear of being sued. <S> In this case you don't need to worry. <S> Is there a superior who you could get to be a reference? <S> We've all been there, so you may be able to get someone instead of your line manager (if you have a concern about the line manager doing it). <S> So the answer is evaluate the risk, and if the chances can work, roll the dice. <S> Unless things are really bad where you are, you're unlikely to have anything to worry about. <S> If they are, pre-warn the new job before they ask, or don't proceed and try and turn things around at current work first. <S> But if you do put your manager down, have a private chat with them BEFORE you put them on the form. <S> Talk to them about why you want to make this move, so they understand and you should avoid suffering from their anger. <S> Nothing is more likely to cause a bad feedback than a call out of the blue for a reference for someone a couple of desks away who you were planning to promote in 6 months. <A> You need to look at your own situation and assess if there will be repercussions from the background check that are specific to your situation. <S> For example, if your firm's culture is not territorial and not retaliatory, you have little to lose by cooperating. <S> In addition, reference checks are not usually done until the candidate has passed all interviews. <S> Which means that the reference check will act more like a shot across the bow to your current employer that your employer is in imminent danger of losing you. <S> I've worked in bullying work cultures where the bullying management tried very hard to be nice to an employee who gave notice in a last ditch effort to convince the employee not to leave. <S> Some firms such as the big name outfits on Wall Street are extremely territorial about their employees leaving. <S> They view your leaving as an act of premeditated murder, and you don't commit premeditated murdered unless you're damn sure you're getting away with it. <S> Yet, their employees do get recruited. <S> Because the recruiters have learned to operate successfully in such an environment. <S> What you do next, whether you comply, depends on how much you trust the HR of your prospective employer not to mess it up and on what you know and understand of your company culture. <S> The answer is really case by case and in this case, you are much closer to the facts and circumstances than we are.
| Turn to other colleagues of yours, especially more experienced ones.
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Trusting new IT personnel I work in a small software house. We are all developers and we do servers/network management required for our software (many servers per customer). We are expanding with more customers; and the overhead of server management is increasing and now we plan to hire server(s) administrator. Normally the servers/networks will monitor/manage dozen of VPSs, couple of vpn/domain servers, some database and email servers. My main concern is trust . How can I trust someone with all these credentials just because he passed technical/hr interviews? EDIT: By trust I mean trust as in malice, not incompetence. Impact of dishonest developer is lower. We have code reviews and testing. The worst thing to do is to take the code. But server admin can delete servers, delete backups, ...etc. I read many times about server admin who took server control and asked for ransom (after conflict with management). <Q> I'd take into account a few things. <S> First and foremost , that you're going to have to spend some time getting your new employees used to the way your company does things, and that period is the perfect time to get to know them. <S> I'd suggest pairing them up with experienced, trusted employees, and well, to put it bluntly, very politely spy on them to get to know them better while training them. <S> Secondly, good security fundamentals. <S> A good system would log access accurately, ensure your employees don't log in as someone else, so if one of your new employees does turn out to be a bad apple, you can work out the damage done and mitigate it. <S> Likewise have a good system for managing access to systems so you can minimise access to a system. <S> In short, make sure they have the access they need and no more . <S> At the end of the day though, you can't watch everything your new hires are doing. <S> If you feel something is off, act on it. <A> While Journeyman Geek's answer is probably ideal for a normal threat profile for a small company, you can look to elements of what larger organisations carry out for some guidance. <S> I have long worked with financial services companies, FTSE 100 and Fortune 50 companies, and key to hiring is carrying out criminal checks, residency checks and credit scoring in order to be able to assess the risk a new employee may bring. <S> For those in sensitive roles (think security, server admins etc) high levels of checks may be required, and in fact many banks require you to have a current account with the bank in order to monitor finances at a level which would indicate risk. <S> Malicious activity requires motivation and opportunity. <S> So for server admins there is only so much you can do to reduce opportunity <S> (admins use normal accounts for most purposes and get break glass access for additional permissions), so being able to assess motivation (mortgage in arrears, gambling debts etc) is a useful way to protect your organisation. <S> While a full package of assessment may be out of the reach of a small organisation, the basics can be quite cheap/easy, so worth having a look at. <A> Part of a sysadmins job is to maintain system backups in the event of total failure. <S> When they are hired in, make sure they understand this. <S> Those backups should include ones that are offsite. <S> For a small office, this can be as simple as having the sysadmin deliver a copy to the manager/owner on a weekly basis. <S> To make sure the backups are good, the manager/owner should have random "surprise" restore tests where those offsite copies are used. <S> This does two things. <S> First, it ensures your backup system is working - which is pretty critical. <S> Second, management has physical access to them and can easily keep them away from the sysadmin. <S> As off site backups are pretty common you don't have to let them know that fear or lack of trust is a driver here. <A> I think it is important that employees trust the company. <S> Some people are never satisfied, but if your devs didn't corrupt the system when acting as admins, there's not reason to believe someone whose main role is admin is any less trustworthy. <S> Since your devs have some admin experience, you can have some redundancy with your backups. <S> The admin may set them up, but make other's responsible for the tape backups or other off-site storage. <S> You may need more than one. <S> The other programmers may be less productive/hindered if some of their privileges are removed, but you need to show the new admin your trust by giving them more control in some areas. <A> Which is the same reason you trusted the previous employees, so the fact that there are a few new kids shouldn't significantly change your level of trust (though you may want to more actively verify their work to make sure they did exactly what you asked for, until you're sure they have settled in). <S> In a small company... well, you still have to trust that their management is managing them. <S> If you have actual reason for concern, you need to take that up with management so the company can act on it... <S> usually YOUR management, so this goes through appropriate channels. <S> If you don't have evidence they aren't trustworthy, then either trust them or consider changing jobs, because that's what the company is providing. <A> The abuse of a system by a privileged user is an inherent risk that you can minimize through good management, but this risk can never be completely eliminated. <S> @JourneyMan Geek has made great points regarding least privilege and segregation of duties. <S> You can increase your trust but ensuring that incompatible duties such as system administration / security administration or system administration / change management are done bytwo or more different persons. <S> I will add on the following: <S> Establish policy that spell out what the consequences of misuse are and <S> make sure your users acknowledge the policy. <S> This is a directive control Routinely review access and confirm all existing access rights to ensure they are still proper to the employee's role. <S> This is a detective control. <S> Follow the principle of trust but verify. <S> Nonetheless, it is imperative you <S> verify that they are by maintaining adult logging of all activities by privileged users. <S> Information to log include at a minimum: <S> Time of transaction <S> Unique identity of privileged users who made transaction - nonrepudiation Description of transaction <S> Whether transaction was successful
| You should trust that privileged users (ex: domain admins) are competent with good intent . In a midsize to large company, you aren't just trusting the individuals -- you're trusting that their management chain vetted them before hiring them, and is actively educating them to be good at their jobs. Make sure this person is truly given the responsibility of maintaining and protecting your system.
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How to prepare for a client visit? I work as an application engineer in a small (~20 people) multimedia software company and I have remote clients and our Asian re-seller coming from South Korea for a business visit. I am junior and I am heavily involved in some features that particular client uses or request. I don't know the exact client schedule but the CEO told me that they will have one or two hour window to meet the engineering team at the office. I only have rare opportunities to meet remote clients, and I would like to take full advantage of their presence to understand them as customers of our software product. Furthermore I want to display a good level of professionalism. How should I proceed to prepare for this visit? <Q> Client visits in which you aren't given an exact meeting time and agenda are not the time to "take full advantage of their presence to understand them as customers of our software product" . <S> These are generally meet and greet. <S> They simply want to put a name/voice to a face, shake a few hands and ask, in general, how things are going. <S> In short they are just looking around your company to get a "good feeling". <S> Often the only real meeting they'll have is with management while simply walking through the office. <S> In other words: be seen and not heard. <S> The managers/CEO are going to drive the conversations. <S> That said, take this opportunity to discuss with your manager exactly what it is they expect out of you. <S> They will likely tell you to just be ready, which basically means follow their lead and don't interrupt. <A> I am junior and <S> I am heavily involved in some features that particular client uses or request <S> There's the key right there. <S> Since you're junior, follow the lead of the more senior staff and let them do the talking, because that's what will be expected. <S> The best way you can prepare is to know your subject and know the features that concern them and be prepared to answer any questions that might be directed at you. <S> Dress <S> well (but not overdressed) and look professional. <S> Smile often. <S> Do these without being creepy though. <S> Relaxed implies confidence and confidence is what your clients need to see. <S> If you're confident in your team, they will be too. <A> The other answers here are generally right <S> - I just thought i'd add that you're probably not going to get a real chance to <S> do anything with the clients. <S> After all, the CEO is going to be trying to sell them something. <S> I know he said you'd all have a chat, but typically the sell-side goes overlong, and then the chat gets cut back. <S> So in the office, it is unlikely they will talk to you much more than "hello". <S> If you are brought into any meetings, as @ChristopherEstep & @ChrisLively have noted, your absolute goal in the meetings is to not rock the boat. <S> If you have any good questions or suggestions, then I would encourage you to bring them up during whatever meeting you're in, as long as they're pertinent to the meeting at hand. <S> Now, this might change depending on the involvement you have with these guys - when you say you are heavily involved, are you client facing? <S> ie are you chatting to them determining requirements? <S> Or are you given the requirements by someone else in the company? <S> If you're client-facing then some member of the client party may know who you are, in which case... <S> You might get invited to some sort of after-hours drinks thing. <S> The important thing here is to not assume familiarity with the clients and get <S> v. drunk <S> don't get v. drunk <S> just don't. <S> You're trying to make your company look good, not yourself here (because it is unlikely you will get too much gain from it). <S> Also, keep politics out of it too. <S> Pretty much, just have a nice time with them talking to them about stuff that might be interesting. <S> And don't get v. drunk.
| As the junior person, your job is to look nice, appear interested in whatever they have to say, smile a lot and be quiet unless you are asked a direct question. Also, don't mention any issues you might have with your company, or disagreements you've had with anyone about anything in the company. You need to look relaxed.
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Bringing up extreme-sport activities during interviews without being viewed as irresponsible When interviewing for a position, one common question is what you prefer doing during your spare time. Would it be a bad idea to bring up activities that some people might consider irresponsible due to their extreme nature? Think parachuting, sport motorcycles etc. Making the interviewer believe that I'm irresponsible is bad. Should one just exclude such activities to be "safe"? <Q> Skydivers are safety nuts. <S> So are skin divers. <S> When I was doing martial arts, the people I feared most were the white belts because they had no control over their movements and some of them were super strong and could do a lot of physical damage <S> - shall we say, football/rugby players? <S> My job as a higher belt was to look out and be mindful for my safety AND theirs, even as they were coming at me - Life sucks. <S> Mention anything you want <S> but if you think it's going to give a bad perception, it's incumbent on you to IMMMEDIATELY set that perception straight <S> and it would be irresponsible of you not to do it. <S> However, that will lengthen your interview, and you want to use the precious interview time to say how great a fit you are for the job not justifying what you do in your spare time. <A> There's no easy answer because all interviewers are different and will view a particular activity in a different light. <S> That said - they're asking in order to get to know you. <S> With questions like this, I think honesty should be the policy. <S> If they sincerely believe a particular activity is super irresponsible then they're going to find out and think that eventually and I'd suggest it's perhaps not the kind of place that would fit you. <S> On the other hand, I think most would see it as somewhat interesting <S> and it could spark a nice conversation. <S> Ultimately, I'd expect the number of people who think less of you would be small compared to the number would will at least recall the fact, and therefore you. <S> There's a limit though - I think most extreme activities have become borderline mainstream ( <S> Motorcycles, parachute jumps, bungee jumping) <S> but I'd perhaps keep your illegal lift surfing to yourself <S> As an aside - when asked I deliberately mention my hobbies because they're not usual for an IT Engineer and I at least like to think it shows me as a bit more rounded. <A> I'm an active Skydiver in the UK (> <S> 100 jumps a year) <S> and I always bring it up. <S> There are lots of reasons to bring it up. <S> It can be used to show that you properly understand and can appreciate risk and risk/reward. <S> It shows that you have a passion outside of work, which will help you not burn out or live just to work. <S> If I was an employer, I'd want to employ people with active lifestyles and pass times they love <S> and I want to work for a company that values this aspect of a person's life; if my passion is a deal breaker then I'm not sure I'd have wanted to work for that company anyway. <S> Things like skiing that are high risk too, especially if you are pushing your boundaries and doing advanced things. <S> Skiing however is more socially acceptable as more people go on skiing holidays every year <S> and it would always be acceptable to be talked about at interview. <S> I once had an hour long interview with the owner of a company, which was 75% skydiving talk and 25% technical ability, because he wanted interesting, dynamic people to work for him, not just someone with good technical skills. <S> I got the job offer. <S> Having interesting hobbies helps you stand out and stick in employers minds, on paper and at interview. <S> However, if I start BASE jumping I'm not sure I would bring that up as it can be illegal depending where you do it and how you go about doing it. <S> Plus, I wouldn't want to whole world to know that I did it, as it would make you easier to identify and lead to other complications. <S> I'd have to play that decision by ear at interview. <S> If you feel you have to hide then would you ever be able to talk at work about how you spent your weekend? <S> If I couldn't talk about the jumps <S> I did <S> then I'd start to resent my work place as I'd have to suppress a huge side of my life. <A> I would just go right ahead and bring it up but in the process use the words "safely" and "precautions" and "responsibly" throughout. <S> It's usually a good idea to relate everything to how good of a job you'll do for them <S> and you can use extreme sports (again, don't mention the truly risky ones) as an example of how you find that it's your way of maintaining a work-life balance and gives you a way to completely let go of the stresses of work for a while <S> so when you are focusing at work you have a clearer mind. <S> Some people do the same things with going to the gym. " <S> For me, it's like going to the gym but outside".
| Bring up an example of something that you've done that anyone would find thrilling but not necessarily dangerous, relatively speaking to something like base jumping for instance. In summary, mention it and be proud!
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Returning to an old job after 2 months I left my old job in sales after 18 months. I loved the job, felt valued and did some great work. My reason for leaving was that I was offered a position on a basic of double the money and the opportunity to build a team which I relished. The new job is an hour and half commute (the old job was local) and I am working 12-15 hours every day which is affecting my family life. There is also a very heavy drinking culture (I am 2 years sober). My old company has gotten in touch and offered me the opportunity to go back on more money (which, when you take into account travel expenses, works out the same as the new job). However my boss at my new job has invested heavily in recruitment and infrastructure for the process of setting up my new team. I really do want to go back to my old job but I feel that morally I can't. My new boss is also extremely unapproachable and volatile and even breaking this news seems an impossible task anyway. I also have the old adage 'you should never go back' in the back of mind. Any advice would be hugely appreciated. <Q> The new job is an hour and half commute (the old job was local) <S> and I am working 12-15 hours every day which is affecting my family life. <S> There is also a very heavy drinking culture (I am 2 years sober). <S> The training and infrastructure costs are part of business and the boss would have done the same for whoever was in your role, you successor will still get most of the benefits. <S> It won't be easy talking to the current boss, but focus on how good you'll feel after it's done and the dust is settled. <S> I'd normally advise against going back to an old employer/job, but it can work well (an old employer of mine had a number of people leave for multiple years, then return in promoted roles and love being back), <S> the fact the offer seems to indicate a willingness to have you back rather than just acceptance is good. <S> Just make sure you aren't <S> leap-frogging someone that you'll need to work with day-to-day by doing this <S> , that may cause issues, but even that can be handled if you know the person well enough. <A> There is also a very heavy drinking culture <S> My new boss is also extremely unapproachable and volatile and even breaking this news seems an impossible task anyway. <S> That, in and of itself, is as good a reason as any to leave your current job, if you have the option to. <S> How do you think your current work environment will be in 6 months? <S> In one year? <S> In 5 years? <S> Do you see your boss improving, or a new boss in the picture? <S> Be realistic and harsh with yourself, then make your decisions accordingly. <S> From the phrasing of your question, I would surmise that you are not only a recovering alcoholic, but a child of an alcoholic (and if you are, you know how I'd recognize that). <S> It comes across that you are concerned about pleasing, and if not that, sating an abusive authority figure, rather than meeting your responsibilities to yourself. <S> You may want to speak with a professional about that, separately from your career management. <A> I do not work in sales, so i do not know the different culture there. <S> Also, i have never heard of any adage about going back. <S> I am a big proponent of not bothering with morality when dealing with a company (to a limit). <S> After all, the business of business is business. <S> If we're doing old adages, i mean. <S> If this was an IT role, i would think you should go back to the old job. <S> I hate long commutes myself, and 12 to 15 hour days! <S> But those on their own are not great reasons - <S> the reason that stands out is the heavy drinking culture and your abstinance. <S> Your boss being a volatile heavy drinker, well, you probably will not bond so well, and over the long term this might cause problems. <S> You just do not sound happy at the new place, and you are working to support a happy life. <S> If you have a similar offer from the old place, why not take it and be happier? <S> You should work out how to tell your boss - in a public meeting room (glass and visible) or at a one on one lunch. <S> This is only because he is volatile, which might save you some hassle. <A> If you decide to leave, it's no longer about the money, it's about the commute, the family priorities and the health - you need to keep away from the drinking environment. <S> If you decide to break the news and you can't approach your boss to give notice, give the notice by e-mail, assuming that there is nothing in the employee handbook that says that it's not valid to give notice by email or by note on desk. <S> If he is unapproachable, you're giving that notice by hook or by crook and the only thing you really care about is that HR is not saying that the way you gave notice is invalid. <S> If you decide to give notice, the sooner you give notice, the sooner you're outta here and the sooner the episode is behind you. <S> I don't know where you've got that guilt about leaving if you did the best job you could while you were on their payroll. <S> It's nice that your boss invests in the team <S> but it's always understood that some investments go dry <S> - that's the nature of business. <S> There is no guarantee in life. <S> No need to get sentimental about it.
| Your old job looks like a better fit for you than your current job. Go back, the new job isn't right (even if it was only the drinking I'd say the same, there will become a pressure to fall off the wagon given the hours and environment, nothing is worth that).
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Would it be considered acceptable to ask for a 2nd try on a technical interview exam? Last week, I was scheduled for an interview at a mid-size company for a programmer position. I believe I performed well on the verbal interview but not on the technical test which was a typical programmer "stress" exam, with questions ranging from design pattern definitions up to math brain-teasers, with a 30 mins time limit. I have a feeling I didn't do well on it and mostly because I was in a serious crunch period for the delivery of a project at one of my current employers. ( I work 2 jobs) My mind was split between the interview & trying to figure out how I was going to squeeze 2-weeks worth of dev time into 3 days. I know I shouldn't have accepted an interview during crunch time but I didn't want to miss the opportunity. So I'm wondering, would be a bad practice to ask for a 2nd chance on the technical exam if I get refused the position for the reason of a mediocre performance on the programming test? I know I could have done way better, if I had presence of mind & less stress overhead. I'm usually a very bi-polar test taker, I get top scores or I fail epically. Also, give me the same problems & definitions to answer in a verbal or interactive context, I can answer & recall almost everything on the spot. But put me in a room with a pen & paper with a timer...then it becomes a struggle of epic proportions ^_^ ** As an update, I finally got a reply from the recruiter that referred me and she confirmed I was refused the position because of my poor performance on the exam and she didn't seem interested by my circumstances. But ironically, I got an offer for a similar position by another company, almost the same day. So you win some & you lose some! <Q> Yes, you can ask. <S> I've done this before - actually, in my case the reason was much worse than yours. <S> The electricity had gone out in the neighbourhood i was living in the night before, in the middle of summer. <S> I didn't get much sleep before the interview. <S> I went in, went out, and knew, as you do, that I hadn't quite done as well as I should have. <S> The next day, when I was told I hadn't quite met expectations technically, I explained with pretty much the same story I just wrote, ridiculous as it seems. <S> She agreed, and rescheduled for the next week. <S> From this, I think you have an excellent chance of them rescheduling as long as you didn't draw pretty pretty pictures of dinosaurs all over the interview page. <S> Take it from me, people don't like it when you do that. <S> Alternatively, you can just phone them up now and say "hey, blah blah stress work etc, <S> can I re-take the interview, I don't feel I displayed my full aptitude and really want to work with you". <S> On mulling over this, I think it sounds better if you ask before you find out how you went. <S> If you ask after you get told you weren't what they wanted, then it looks like you're making excuses. <S> If you ask before hand, it looks more proactive. <S> EDIT <S> I don't know if they told me <S> or I asked for a re-interview before I heard back - this story is from 7 years ago now. <S> Were I in your shoes <S> I'd contact them sooner than hearing back from them. <A> No. <S> If you're turned down for the position, it's likely because some other candidate performed better. <S> The company would be hesitant to make that other candidate wait and risk losing them. <S> Also, personally, I don't care if you're in crunch time in your other job. <S> If anything, I need you to answer questions and solve problems better when we're nearing a release. <A> You may certainly ask, the chances are though that it will not matter. <S> If you were upfront about your crunch time then you can point to what you have already told them whereas if you didn't tell them you were under a fair amount of stress walking in it will be harder as you will need to retroactively explain your performance. <S> Honestly though, most of the time "why" does not matter, only results. <S> The fact is, the expectation was that you knew the material well enough to simply have it on hand, stressed or not. <S> Now, hope is not lost, you may not have performed as poorly as you believed, or if you told them about your crunch time they may have taken your stress into account in judging your score. <S> But, if you are denied the job it may or may not have the slightest thing to do with your technical interview, and in any case asking to retake it will probably not have any effect. <S> However, I personally would ask if the interview giver had any suggestions for me, I have found some useful information by doing that and it shows a willingness to improve. <A> It's certainly worth a try <S> and I would explain it (if you get eliminated as a result of the test) just as you've done here. <S> In my current position I thought I absolutely bombed it but come to find out, I scored extremely well. <S> I have no idea how that happened, but it did. <S> Regardless, it never hurts to ask and it is automatically "no" if you don't. <A> If you know that you did not do well <S> then you should ask since if they have decided to reject you you are not losing anything. <S> If you did manage to show some potential then unless they are looking for someone asap most likely they will accept but not on a high priority <S> e.g. <S> In a couple of months. <S> The interview process you described does not sound that good. <S> Brain math teasers? <S> Seriously?
| I don't see the harm in waiting or asking them now (before you know if you need to). It may turn out that you did well on the test even though you think you did poorly.
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Should I ask for a raise if I save my company money by not staying at hotels when travelling for work? I immigrated from Hong Kong to Netherlands several years ago.Now my employer sends me to Hong Kong for work trips every couple of months.While I am there, I am staying at my relatives' places, thus saving my company a lot of money since it is not paying for a hotel room (~$200/night).Would it be okay if I asked for a raise given these circumstances? EDIT: Thanks a lot to everyone who answered.I do share the same concerns as most of you expressed here.I will most likely ask for %50 compensation in lodging costs to pass on to my relatives. <Q> Would it be okay if I asked for a raise given these circumstances? <S> This would be a bit out of the ordinary. <S> Most companies want their employees to participate in cost savings. <S> How to get what you want? <S> What I would do is ask if your company can do a per diem type arrangement instead of reimbursement. <S> This is when a company gives you a set amount of money for your expenses, based on location, and allows each employee to choose how they spend the amount. <S> In your case you could basically keep all of it. <S> For example, for the United States, you can look up charts <S> describing how much money is associated with a nights lodging in Washington DC. <A> A raise is, by design, a permanent change to your compensation. <S> Staying with relatives when you travel is a temporary cost savings; it's only a factor so long as (a) they continue sending you there and <S> (b) your relatives continue to offer you accommodations. <S> Asking for a permanent increase in compensation for a temporary reason is almost always a bad idea in my experience. <S> What you can do is to ask for small one-time "bonuses", not necessarily cash. <S> I once stayed with friends during a conference and asked for a couple extra vacation days (treated as comp time, not a permanent increase in PTO) in exchange, pointing out that I'd saved them $X and the "cost" (daily salary) of the vacation days <S> was <$X. <S> They went along with that, and because we didn't have to submit timesheets my manager was able to just say "do it" and not do any paperwork. <S> You'll note the use of "<" in "<$X" above. <S> I've found it a good practice, when asking for informal compensation, to always ask for a little less than what the strict number-crunching suggests. <S> If you seem to be accounting for things down to the penny, it can raise concerns about what else you're being that precise about -- for example, are you leaving when you've logged exactly 40 hours for the week, even if another hour or two would make a big difference to somebody? <S> Don't raise those doubts if you're salaried (rather than paid by the hour). <A> One way to possible way to phrase the question would be to ask if the company could help compensate a portion of hotel price so that you could pass it on to your relatives, help pay for stuff, etc. <S> While not strictly the truth, I don't think it would be an unreasonable request if your relative asked for some compensation from you, so I doubt the company will find it offensive, at the very least. <A> I don't suggest it. <S> Costs for doing business fluctuate all the time. <S> Yes, you're saving on hotels, but what if other costs of travel increase? <S> Are you going to take a pay reduction? <S> Travel costs compared to employee payroll have other taxes involved, so the money may not be a 1 to 1 match. <S> You're going to have to do the math. <S> Maybe your relatives could charge you? <S> Don't forget to keep the receipts ;) <A> Most likely not, but you can always ask. <S> If you are a consultant, your hotel costs are probably billed straight through to the client so you would be saving the client money and not your company. <S> If your travel schedule stops, then the company saves 100% of your travel costs but still continues to have to pay you a higher salary if they give you a raise. <S> Similarly, if your circumstances in Hong Kong change and you need to stay in a hotel, the company still has to pay those costs while paying you your higher salary. <A> In most companies I've worked at where I've had to do travelling, there's been a flat rate of around £25 ( <S> ~ $40US) per night <S> if you are staying with friends rather than at a hotel. <S> This is in addition to the per diem, did not require a receipt, and is up to the employee how it's split between them and their host. <S> I would not think it appropriate to ask for a raise, but I would ask to see if there is a similar payment in your company, and make a case for one if there is not. <S> (I'm in the UK)
| If you are an employee, giving you a raise equivalent to the amount you are saving the company in hotel costs would cost the company more than that amount.
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Is it okay to take free swag from the office? Sometimes some outside companies come to my company to discuss whatever they discuss, and they have huge meetings with lots of swag. As someone who works close to the team that handles these, there is often plenty of leftover swag from the meetings, such as merchandise (t-shirts, water bottles, keychains, lanyards, etc), food, drinks, etc. The other day I brought a few t-shirts and water bottles back to my family, since it had been nearly 1 week since the meeting with the company was held, but my wife told me it'd be a bad idea to take them, since it would look bad on my part. I had asked my managers before whether or not it was okay to take one (as they handled the meeting) and they said it would be fine. So I'm not too sure on this. Is it acceptable to take free swag from the office? Is it better to be modest and not take anything? <Q> So I'm not too sure on this. <S> Is it acceptable to take free swag from the office? <S> Is it better to be modest and not take anything? <S> Make sure you check your company policies. <S> Smaller companies are more likely to be looser but larger companies may have very specific policies related to receiving free gifts. <S> These may be instituted to avoid bribery/conflicts of interest. <S> At my company, I would likely not be allowed to receive any of these gifts from outside vendors. <S> We have a relatively low limit on the dollar value of the gifts. <S> Recently someone from an outside company went out for lunch with myself and some coworkers - we are not allowed for them to buy us lunch, for example. <S> I suggest a conversation with your boss like "hey boss <S> , does Acme Co have a policy regarding gifts? <S> If no one wants these leftovers <S> I'd love to give them to my kids. <S> " <S> You'll get your answer pretty quickly and also make sure your boss at least knows about why you are taking all the free stuff. <S> Both are good. <S> You could potentially also start a "for the family" pile for others to also do this, then you won't come across as hoarding it all. <A> If your managers approved, then it should be fine with the following caveats: 1) <S> If you give (or are perceived to give) favorable treatment to the companies who provide the swag, that could be construed as bribery 2) <S> Many companies have an upper limit on the value of merchandise that can be accepted by employees to avoid the perception of impropriety. <A> If I wanted to take more than one, I'll put on my cheesiest smile and ask point-blank "is it OK if I scavenge a few so that I don't look like a cheapskate(*) to friends and family? :) <S> " And make it clear through body language and whatnot that you'll graciously "no" for an answer. <S> In summary, you're not afraid to ask, you're not afraid to take "no" for an answer <S> and you'll say "thank you" either way. <S> It's really not complicated. <S> Even if the company policy allows you to take it, it always looks better to make a show of courtesy and restraint and ask ... and start looting the town the minute they say " <S> yes" : (*) friends, family, colleagues and acquaintances <S> all know I am a cheapskate <S> - I just don't want to look like one :) <A> You ask "is it ok", which implies ethical considerations. <S> What you really mean, I think, is "will people look down on me for this", probably in the sense of "being cheap". <S> Are other people in your office taking stuff home? <S> If so, as long as you're not taking shopping carts of it off, you should be ok. <S> If people aren't taking it, then ask your manager if he/she minds if you take what ever you plan to take. <S> You indicate you asked about "one tshirt", but you appear to have brought enough for the family. <S> If you're going to bring 3 t-shirts and 2 water bottles back, ask if it is ok to bring 3 t-shirts and 2 water bottles back. <S> Don't ask for "one" and take "many". <S> At the end of the day, asking your managers if you can take many t-shirts and water bottles might come across as being a bit cheap, but this is only in my opinion. <S> However, I think your wife might be onto something here. <S> It's not about modesty and ethics and whatnot, it's about the image you're projecting in the office, and how that bears on you. <S> I don't think appearing cheap is a good look.
| Some companies have very specific policies related to gifts. If you were only taking one piece, then I don't think you'd even need to ask a manager (but it would be a good idea to do so). It's always better to make a point of asking for permission to take, if in doubt. That depends on the culture of your office, primarily. Note that if many other non-swag related people are taking arm loads of swag back, then I don't think it is an issue at all (because everybody is going to appear cheap).
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Unable to perform over the phone interviews due to anxiety I am asking this question on behalf of my girlfriend. She recently applied for a job at Macy's (a department store). After about a week, they wanted to schedule an over-the-phone interview, before doing an in-person interview. So they scheduled it, and she was nervous but I told her it would be fine. It wasn't. When they called the first time, they asked to clarify on how to spell her name. She spent about 15 seconds not saying anything, and then hung up the phone. After about a minute, they called her back, and I told her to say that the line got disconnected, in an attempt to recover the interview. They answered and proceeded on to the interview. Then they asked (and I'm paraphrasing here) if she uses technology. Again, she got real quiet, was like that for about 15 seconds, and then hung up the phone. They did not call back at that point. We spent a couple of weeks training for the phone interview. I would call her from a random number at different points during the day, and ask some normal interview questions, and she was fine. It was only when it came to an interview that mattered that she wasn't able to do it. So my question is, how can I help her get over this social/over-the-phone anxiety that she's experiencing? <Q> I believe most people who have suffered from any form of social anxiety will agree that the only thing that will really help is more exposure to social situations. <S> The anxiety perhaps is more specific to an interview scenario. <S> In that case I think it's even more important to just get more interview experience. <S> I know from experience that it only really gets better with practice. <S> (I can't really seriously recommend this but a time or two I've taken a couple shots before phone interviews) <S> She needs to keep in mind that these are just normal people <S> she's talking to! <A> <A> There is no way you can help her <S> get her over-the-phone anxiety if you are not digging any deeper into why she is having it: <S> Do you know what went on through her mind before she decided to hang up? <S> Did her mind shut down? <S> Was she experiencing a panic attack? <S> What is the SPECIFIC event that triggered the panic attack, assuming that she was having a panic attack? <S> Does she have issues with her self-confidence? <S> People with a low level of confidence cope more poorly with the unexpected. <S> Is she a perfectionist? <S> People with perfectionism issues would be the bane of my life as a professional - I need them to get their tasks done regardless of what goes wrong and have the good sense to escalate to me in a timely way if what goes wrong is serious enough that they need reinforcements. <S> Perfectionists tend to shut down when the unexpected happens. <S> Very few things go 100% smoothly. <S> Does she have issues initiating communication with strangers? <S> Her slamming of the phone could be not just one personal issues but several related or unrelated personal issues converging on her at once in fractions of a second. <S> Without taking the time to understand what makes her tick, I very much doubt that your attempts to help will have any result. <S> She certainly needs to develop the appropriate coping skills, but these skills must be customized for her issues and they must fit enough of her personality that she is comfortable applying them and even better, these coping skills become part of her. <S> I surmise that neither you nor her are independently wealthy enough to pay out of pocket for professional help. <S> I suggest that you start googling for "interview anxiety" and look up for non-profits that may help her practice interviewing. <S> Look for participation in such activities as Toastmaster that may help her develop confidence. <S> Some non-profits may conduct free out-of-door boot camp activities that may help her develop better coping skills and higher confidence. <S> Even if she gets professional help, much of her salvation will lie in her own hands. <S> Professional help makes it easier and can be invaluable <S> but it's just that - help. <S> The rest of it is hers.
| Aside from going to a professional to help with the social anxiety, I think the only thing that will really help her to improve is more experience. If the role she is applying for does not deal with much phone communication, she could just explain that she is not comfortable speaking on the phone and ask if she could do the initial screen in person.
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How can I handle a potential employer who is taking too long to definitively hire me? I have been searching for a new job for about three months. I had a fantastic interview about a month ago with a place that I really, really would like to work for. It all went very well. But they seem to move incredibly slowly when it comes to this kind of thing. I've communicated with them since then, and the selection/hiring process is moving along as it ought to be. They're just taking their sweet time. Meanwhile, I've gone through the entire process of two other companies, one of which is going to give me the final interview next week and (assuming all goes well) make me an offer. A very good and attractive offer, too, one that would be a big step forward for my career. I really want to work for the first place. They have the environment that I want, the culture that I want to be a part of, and some fringe benefits that I can't get many other places. But I can't just blow off every other opportunity and assume they're going to give me the job. I followed up with them once again today, and they simply said: I should be able to give you more information next week. Thanks! They're genuinely not trying to be rude or impolite. But how I can impress upon them that I actually need an answer without being rude, impolite, or improper in return? I already mentioned in an email to them two weeks ago that I had to know because I was pursuing other opportunities: I just wanted to follow up on the position that I interviewed for two weeks ago. I've got a couple other applications and interviews in the works, so the status of your position greatly affects how I move forward at this point. I'm not sure what to do in this situation. I'm about 80-90% certain that if I just wait it out they will offer me the job. But I can't just stop looking and shoot down other potential opportunities without the certainty. What else can I do? I really want to say something along the lines of, "Look, I genuinely want to work for you, but I can't wait around forever and you're about to lose me." But obviously I can't, and I wouldn't want to deliver that kind of threat/ultimatum to them since they're not just another option or a leverage point for me; they're where I'd like to end up, if all goes right in the world. I've got nothin'. <Q> Based on your response, you are still being indirect. <S> If you really like the first place, you should put your cards clearly on the table: <S> You have another offer and need to respond within a week. <S> You would prefer working for them instead of taking that offer but are not in a position to turn them down without a counter offer. <S> This is information I appreciate having when considering a candidate. <S> A slow recruiting process can be for any number of reasons. <S> Knowing that the window to hire you is closing can help them accelerate it if you really are their top candidate. <S> If you are not, they may encourage you to take the other offer and shift their attention elsewhere. <A> Are you certain they agree that you "had a fantastic interview"? <S> Have they told you that? <S> If they really want you, they would be doing something about it. <S> You don't indicate here, but has anyone in the process actually told you they are interested in hiring you? <S> Might not be in the form of an offer yet, because of internal procedures, but they should have at least said something. <S> In my experience, as a candidate and as a hiring manager, <S> "I should be able to give you more information next week. <S> Thanks!" <S> is HR speak for you haven't been eliminated yet, but we are still looking for a better candidate. <A> Contact the company of your first choice and ask if there is <S> anyway you can get an answer on or before a given date. <S> Unless they ask, don't tell them you have another offer. <S> They may assume it. <S> You're not trying to give an ultimatum. <S> If they can't, just thank them and hope to hear from them as soon as possible. <S> You never know until you have an offer, so keep your options open. <A> The rule is that you continue looking for other positions, sending in CVs, going to interviews, and evaluating any offers that you get, until you have a signed contract. <S> That's when you find out if they really wanted you, or if they were dragging things out because maybe you were the second choice and they were waiting for the first choice to respond, or maybe because someone really wants to hire you but has no funding. <S> Obviously until you get other offers there is no need to do anything.
| If you have another offer then it is time to contact the first company, see how interested they really are, and tell them that you need an offer or you will start elsewhere.
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Interviewing and work from home topic, as well as existing employers I work in a field and industry where telecommuting is a feasible option for my role, and it is usually a matter of whether an employer will support it as a company policy. I've worked for both types: some that openly support it on a part-time basis (2 days a week usually), and some that don't support the idea at all. I usually find part time good, as opposed to 4/5 days, as it allows for in-person time to resync with employees or get face-to-face meetings done on those days. At this point in my life I have a family and a young infant in daycare near our home. My wife and I both work, and commute 1-2 hr to our jobs in the NYC area. My wife is able to work from home and only needs to commute in a couple days a week. On those days, I need to be home to manage the child drop off and pickup, as well as any occasional problem that might occur. My question is how do I work with potential employers in interviews or even an existing employer and express that this is not just a work preference, an occasional "cable guy coming by" event, but an actual family planning thing that is needed on a highly predictable 2-day a week basis? For the interview:- I frequently bring up the question as one of company culture on working from home. This is usually met with, "we allow it occasionally for one off appointments, but we prefer everyone to be in the office". They usually back it up with management's opinion that this is best for cooperation, on a company level. Even at the end of a strong interview, it is very difficult for me to pose that it is a strong requirement for me. Even to the point where I might need to be an exception to the rule for a while. How can I express this need without disqualifying myself due to a blanket policy? Should I express this need before even interviewing? Some people have advised to start with a company, and gradually try to work it in as an option. Prove yourself, start occasionally, and maybe they'll come around. I've not found this passive approach very effective. For an existing employer:The topic can be challenging. It can be that several employees in the office do have a WFH arrangement, but new arrangements are generally rejected. As an employee, I end up with the conflict that I need this arrangement or I need to find a new job to accommodate the family schedule. Overall, what can be done to express this to an employer that you otherwise mutually value and wish to stay with? <Q> If you don't tell them, you can't hold it against them later if they say no. <S> Don't hold out that you might be the exception, especially as a new employee. <S> Ask about their policy and let them know that this is a must have for you. <S> There is no point in wasting time for both sides if this is a deal breaker. <S> You wouldn't want them to withhold critical information from you, and that is a two way street. <A> Do you really want to get into a position where you "feel" you can do this and just think that it is easier to get forgiveness than permission? <S> You should be upfront about it, but like other aspects of the interview process, you should wait until later. <S> This is part of the salary and other benefits negotiation. <S> Some employers may bring this stuff up earlier and some will wait until they are closer to or making an offer. <S> There are millions of people working remotely from part to full-time. <S> As long as the company has the technology in place, you and the team should work around it. <A> You can always hire a nanny to take care of the kids in the morning or to run errands, so most employers won't understand that argument. <S> Stil, if it's a no-go requirement for you, you have to mention it during the interview. <S> Tell them you would really love to work for them, but you have to take care of your kids and if there is a way to work around it. <S> Maybe more hours each time you are there or just taking off the mornings and working afternoons. <S> Show interest in resolving the situation somehow and they will see how important it is to you.
| If this is a hard requirement for you, there is nothing you can do beyond express that fact. A salary adjustment could be offered during a trial period. Focus on your prior experience with this practice and how you were able to make it work.
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I accepted a position for after I graduate (6 months away), and then Google calls? I've been interning at my current workplace for a year and they offered me a full time position after I graduate, which is 6 months away. I weighed the pros and cons, and even though it's not exactly the job I want I thought that at least I will have a job secured after I graduate so I can comfortably figure out exactly where I want to go and what I want to do. Then a few weeks after accepting I get an e-mail from Google saying they saw my profile and have a phone interview with them. I will be a comsci grad so working at Google would be a dream come true, and something I never expected. But during the interview they said they may not be able to continue because I have accepted the other position already. But the position I accepted, although it is in writing,(I always read what I sign) and it is not a promised contract, it basically stipulates either end can cancel the offer at any time. My question is, what would you do in this situation? Have you been in a similar situation? Do you think it's wrong for me to look for another job after accepting an offer 6 months away? I never thought I was doing something wrong and thought it was common to continue looking if the job is so far in the future, especially with the job market today.Overall if I had known I wouldn't be able to apply for other jobs after accepting this job after graduation then I don't think I would have accepted the position.. <Q> I interviewed with Google several times. <S> The first three interviews are tough because that's what they use to screen away the candidates, so I suggest that you go through the experience so that you know what's in store for you. <S> I have to say that I improved as a systems engineer as a result of this experience. <S> If man bites dog and you get an offer from Google ... <S> well, we'll worry about that bridge when we are close enough to cross it. <S> I'd say, give it your best shot because the odds of passing are not high - shall we say, 5% or less - and if you don't pass, your dilemma takes care of itself. <S> Right? <A> The company you signed with is obviously not going to be happy, but you should act in your best interest. <S> If Google is what you want, then you should probably go after them. <S> Even if there is some clause in the contract that states that you have to pay some fine (or something) for breaking the contract, if you can handle it, then why not pursue your dreams? <S> Also, I seem to understand that you currently don't have a job offer from Google. <S> Then why the dilemma? <S> There's always a chance that they don't accept you. <S> I'd worry about it when I actually have something concrete in hand. <A> Since it says in your contract that either party can cancel at any time, you can leave the offer for your current job with no problem, if Google hired you. <S> Do not do anything right now. <S> I personally plan to work as an engineer for a few years until I understand programming much more before I even attempt it.
| The Google interviews are brain surgery hard, and the chances of you getting in are not likely unless you are a genius pretty much.
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What can be done if I'm below my company's salary tier? My boss called me into his office and happened to have his computer screen on showing the other supervisors salaries (4 total). I have the most supervisor seniority, but I am paid the 3rd lowest. I talked to the HR manager today, he looked up my salary and stated that I was a level 2 and was about $5000-6000 below the minimum for my level. That being said, he is going to try to bring me up "closer" to the level's minimum. Guess my question would be is there anything else I can do to have my salary up to the level's minimum? I don't think in the legal sense there is anything (back pay, etc..) but it just seems a little unethical to me; especially after I was told (by HR) that they know my old boss went out of his way to screw me over and give me bad reviews. My old boss has since been moved. Any insight would be appreciated. <Q> He's mentioned to you what your level's minimum is. <S> You can do your own research to try to understand what the average market rate is for someone with your profile. <S> If there is a big gap, you could use this, combined with any motivating highlights from your time at the company, to suggest closing more of the gap. <A> Guess my question would be is there anything else I can do to have my salary up to the level's minimum? <S> I don't think in the legal sense there is anything (back pay, etc..) <S> but it just seems a little unethical to me <S> You should handle this situation like any other raise negotiation; You tell your manager that you want an interview to discuss your salary. <S> You explain that you have gained achievements y <S> and you've reflected experience <S> x at work and that you wish to receive a raise of z% <S> which is u% from the market's average, based on a research which you should always do before a interview as such. <S> There's nothing unethical about you having a lower salary than someone else since you haven't requested a raise before; you wouldn't find it unethical for someone else to have a lower salary than you if that individual never asked for a higher salary. <S> Don't concentrate too much on your coworkers, focus on your skills and use them to get the raise you're looking for, just remember that you have to ask for it , no one is going to give you a raise just because . <S> Recommended reading material . <A> What can be done will depend on your company's policies, practices, current financial situation, current sales situation, and whether the CEO's dropped toast lands butter-side-up or butter-side-down tomorrow. <S> (Several years ago I was about 5% below where I should have been according to the company's mapping of job and performance to salary. <S> My manager told me he'd try to correct that, but he couldn't push me up by more than 1% a year. <S> Unfortunately, after the first 1% the recession hit, and I've had multiple managers since then, and the other 4% never materialized. <S> I've chosen not to make a big deal about it. <S> I basically like my job <S> and I'm being paid enough for real needs (current and future); I'd just like to have the company show it appreciates my work by giving me the financial acknowledgement thereof. <S> Next time my manager's being particularly complementary about something I've done <S> I may bring it up just to see whether we can get something done, but I wouldn't make a stink over it right now. <S> Your situation may be completely different, but I figure it can't hurt to provide another way of looking at it... for the next reader, if not for yourself.)
| There isn't really any general advice we can give you other than "work with your manager" and "if you really think you're underpaid, and really think you can do better elsewhere, it may -- or may not -- be time to do some exploratory job-hunting and see what folks actually offer you."
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Is it a bad idea to point a security risk to a potential employer? I am in contact with a potential employer via email, my application is still "under process", but while browsing their website, i found a very critical security risk and also a terrible issue with the online website that is probably costing them customers. Should i inform them about it? Should i mail the hr persons directly, because only they know me yet and i only know that email address. The problems that i think this will cause are: They may consider me too "cheesy" It may cause some problems to the original developer that is working on this production website (or worse they may start hating me lol ) Need suggestions. <Q> You're better off not revealing this kind of information to HR. <S> Wait until either during the technical interview or after the application process to reveal this information. <S> It is best to wait to discuss these issues with someone technical. <S> A technical person is in a better position to exactly understand the ramifications of what what you are pointing out and do something about them. <S> In the interview: Depending on how you broach the subject in the interview, you could come out looking very good to your potential employer by pointing out areas you see that need improvement. <S> It shows that you have done your research into the company and taken the time to analyze their methodologies. <S> It is important that you let the interview progress to this subject naturally so that you don't come off as accusing your potential employer of having poor security or design practices. <S> If you don't get a chance in the interview and don't get the job: Send the company an e-mail through the "Contact us" part of their website. <S> You could identify yourself if you wanted to do so. <S> If you do, you could say something along the lines of "Hey, I'm shaheer, I just applied [and/or interviewed] here, while I was exploring the company website I noticed that there was a flaw at this location (hyperlink). <S> This could potentially be dangerous because of XYZ reasons." <A> Is this a risk or is this an improvement ? <S> If this is a risk , then how severe is it? <S> Could a an attacker use this to bring the service down, or otherwise access confidential data? <S> If so, I would try contacting the company directly. <S> If you do so, don't even mention that you're currently interviewing for the company. <S> I would approach this as if you had no affiliation with the company, so be just as respectful and professional as if you were speaking to them face-to-face. <S> If what you're proposing is an improvement , then save it for the interview or possibly afterwards. <S> By improvement I mean an actual change to the behavior of the website, not just a simple fix. <S> An example would be missing form validation or a script that crashes under certain circumstances. <S> While it would probably be nice to have these things fixed, it's certainly not critical that they get fixed. <S> It would show a level of understanding and research that could boost you past other potential candidates. <S> If the job you're applying for is unrelated to the job that you're applying for, save it for when you get hired. <S> You also don't want to come across as threatening. <S> However if you're working for the company, then you should be able to find out the right people to contact regarding your concern. <S> Also keep in mind that many companies operate on a limited budget. <S> Some companies will outsource their web or IT work out to save on costs. <S> Others will have a small team (sometimes it's just one person) that have to work on a huge number of projects. <S> It's very well possible that someone is already aware of the problem or group of problems with the website, but other items take priority. <S> Therefore if it's not going to be your priority if you land the job, then waiting until after you're hired will help all parties involved. <S> Whatever you do, don't bring the HR person into this. <S> Nobody wants to be the guy saying "hey some person we've considered hiring has a problem with our work". <A> Save it for the follow up to the technical interview once you have the emails of the management that's interviewing you. <S> Start by thanking the interviewing management for giving you the interview. <S> The thanks establish to those who did not interview you how the company got to know about you. <S> "I browsed the site" is a b.s. <S> explanation - tons of people browsed through the site without discovering anything. <S> You certainly don't want to raise the suspicion that you did something improper to discover the security flaw. <S> Discovering the security flaw is nice but how you went about to discover the security flaw could kill your candidacy if they think you did something unethical to find it. <S> Make sure to include links to any published info on that security flaw in your communication that confirms your allegation and offers diagnostics methodology and corrective action. <S> Include a paragraph about your credentials with respect to security. <S> It is important for the target of the communication to know that you yourself are an authoritative i.e. reliable and credible source. <S> And end your communication by stating that you can be reached for any further qestions and you prefer to be reached.
| If the job you're applying for is related to the issue that you've found, then you might bring this up during the interview. You don't want to bring up what you see as a "problem" during a time that they are trying to assess you. Be careful to explain how you discovered the security flaw.
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How to turn personal relationships to official ones? I got a job offer to work with a company where I know 90% of the people by name, and 60% of they employees are my close friends. The job is a network engineer. Since the relationships I have built with them are personal, trust is already there. But that puts my expectation of mutual trust between colleagues little bit higher than what I should expect, in my opinion. We have shared all the messy things we did in school and in working places. I shared my bad experiences during previous employments, too. They know that I was not entertained by the job (Current job and its scope is out of my career) and I did quite unethical things on the job (sometimes together with them). We all were very comfortable sharing things. As friends we accept each other. Their boss banned me, and outsiders in general, from visiting their work place, in order to improve their employee productivity. Recently, he caught us violating his command. He is the one who interviewed me and hired me. How can I turn these relationships into work relationships? My previous employers have connections to the company I'm going to work at. Both are competitors. I don't know how that would affect this offer. <Q> One quick thought: <S> Remember that during the work day, you're working . <S> Nothing that says you can't chat and so on, but make sure your focus stays on getting the work done well and quickly. <S> Socialize on your own time, NOT on the company's time -- distracting folks from their work is probably what got you declared persona non grata last time. <A> It sounds a bit like the boss at your prospective place of employment has taken an "if you can't beat 'em, join em" stance. <S> He or she has clearly identified in the past that you get along well with everyone <S> and you all enjoy spending time together. <S> Since asking you all to stay separate during work time hasn't worked, the boss has decided that you might as well be working if you're hanging around! <S> As such, your new boss is probably the best person to have a chat with, to establish some ground rules. <S> They know the situation and they hired you anyway, so they must be prepared to cope with it. <A> You have to learn to compartmentalize. <S> You are not friends when you are at work. <S> You may be called on to do things that will make some of these people unhappy such as monitor their Internet usage. <S> You may be called on to provide information that may lead to disciplinary action or even firing. <S> AsS a network admin that is part of your responsibilities. <S> If these people are friends first and co-workers second, you cannot effectively do your job when they two come into conflict. <S> At work, you must be willing to choose your work responsibilites over your friends. <S> If you can't do that, you are quite frankly in the wrong line of work. <S> Real friends will understand. <S> I have had close friends whose work I have had to criticize or get corrected and vice versa. <S> We are still friends though because we are adults who understand that at work, work needs come first. <S> Note <S> this doesn't mean that you can't be friendly in your manner or even have personal conversations. <S> It means that you can't interfere with their work (through spending too much time fooling around, through practical jokes causing work stoppages, etc.) <S> and you can't let the friendship stand in the way of your own job performance. <S> BTW as a network admin, you are supposed to be inherently trustworthy. <S> Do not ever do something illegal or unethical at work (or somewhere that you repesent your company as well as your self.). <S> This will result in a loss of trust and that is the one thing you cannot afford in your field. <S> Not only will it get you fired, it will get you blacklisted and rightly so. <S> The ability of your company to stay in business is largely affected by your ability to behave in a trustworthy manner.
| Talk to your friends and tell them that you need to behave more professionally at work and that you need to distance yourself from them at work and why.
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Managers constantly reminding me how to do my job, yet let my coworkers slip..Why? I work at a grocery store where I bag groceries. After we're done bagging, we offer to carry the groceries out for customers. I always do it the way my managers want, and one manager even said he thinks I do a wonderful job. Once, our district manager took me to the side and said "Wonderful carry-out service. Thank you." In my 6 month review, I was ranked a 8 out of 9 for carry out and was told that they normally don't rank this high. Yet, everyday they walk by me and say "Remember the 2+2 and don't ask if you can help, ask which way to the car" Yet half my co-workers don't even offer carry-out service at all. It seems like my managers like me, they're always giving me good reviews. I'm so confused. What does everyone else think? Edit: That may be. But I don't understand how district wouldn't get mad that they skip the other employees. Of course I just ignore it, I was just curious what everyone's opinions were on the matter. I always listen to my managers, and I try very hard to do best for my store. <Q> Yet, everyday they walk by me and say "Remember the 2+2 and don't ask if you can help, ask which way to the car" Yet half my co-workers don't even offer carry-out service at all. <S> It seems like my managers like me, they're always giving me good reviews. <S> I'm so confused. <S> What does everyone else think? <S> I used to work in a grocery store. <S> I did my fair share of bagging groceries. <S> Managers there needed to find ways to feel "useful". <S> Constantly reminding workers about this sort of thing tends to make them feel good. <S> Don't worry about it, just nod and say "Yup, thanks." <A> You take this general admonition way too personally, as targeting you specifically. <S> Your managers including the district manager think highly of you and they have told you so explicitly. <S> Leave it at that. <S> If they had said "Remember the 2+2 rule, except for Springfairy556 who does not need to be reminded", you'd know within minutes what it's like to walk around with a huge target on your back with your pissed off fellow workers taking potshots at you for being an outlier whenever management is not looking in their direction. <S> Don't tell us you'd be happier this way. <A> I strongly suspect that your management is being beaten upon to repeat this mantra to all employees on a daily basis. <S> The fact that the other employees aren't delivering the service management expects explains why they think the reminder is necessary. <S> If it's really driving you crazy, you could try finding a private moment to talk about this with your manager(s), calmly remind them that you're already following these practices, and ask whether there's any way they could quietly skip over you when walking down the line unless there's something that you actually need to correct or something new you need to know. <S> But they're likely to say "sorry, but the district manager will be unhappy with me <S> if I skip you", in which case you're back to "ignore it." <S> (@VietnhiPhuvan insists that I include a warning that trying to discuss this may make you "look like a bit of a prima donna. <S> " I disagree, if it's handled properly. <S> If it's expressed, in private, as "I'm sorry, is there something else I should be doing?", it is extremely unlikely to do any harm.) <S> But the best answer really is to just let it slide. <S> It isn't about you; it's a required ritual. <S> Try not to take it personally. <A> I suspect that they are telling everybody the same thing (as other have said) you just aren't noticing when the others are reminded. <S> It could be that others are being told more than once a day. <S> Have you talked to other co-workers about this? <S> Can you verify they are being talked to as well? <S> Would that make you feel better about the situation?
| The fact that they're reminding you may just be because it's easier than remembering who to pester, or may be a deliberate attempt not to single you out and risk disturbing your relationship with the other register staff. If you can simply ignore it and continue doing what you're doing, that's probably the best solution.
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How to politely tell my boss that I want to take on a different role? I was hired by a small company few months back. Though I applied for a dev position, my boss got me on a different role which is not really the field I want to get into but since I was unemployed for almost months, I accepted the offer. My boss recently started to interact with the employees to improve work environment little bit more & he will be individually meeting everyone. It's not that I hate the current role but there are times it gets boring for me. I want to specialize in FullStack Web Development and build my portfolio around that. But I want to let him know politely in a way that he doesn't feel I hate my job. I like the office and culture but just I want to take on a different role and show my worth. <Q> This is best done in the context of a regular one-on-one meeting, performance review, or goal-setting meeting. <S> I've successfully asked for changes in my work by saying something like this: <S> I enjoy (X, Y, Z aspects of current job), but I'd also like to be able to grow in (area A). <S> I see that Project Such-and-Such <S> (that uses area A) is coming up. <S> Is there an opportunity for me to be part of that? <S> Your manager might respond in one of the following ways: <S> The timeframe doesn't work (I need you on Project Somethng Else at the same time). <S> Ok, no Project Such-and-Such for you, but you're now on his radar. <S> From time to time you can ask him about other opportunities to grow in A that fit the schedule better. <S> You're not good enough at A for their needs. <S> Ok, you can say, what can I be doing now so that when the next project that uses A comes along I'll be ready? <S> This leads to a discussion of individual development (and make sure you get a related performance goal in the next round). <S> Area A isn't important to us; that's just a one-time thing on Project Such-and-Such. <S> In that case, if you really want to do A you may need to look elsewhere. <S> Or you can explore the possibilities of B and C instead. <S> Finally, be prepared for it to take a while from the first time you have a conversation about your interest in A to when you're actually doing A. <S> Even if he's willing to give you up, even if a project comes along that calls for your level of experience, and even if everybody's on-board with you making a career shift, he has to make sure your current assignment still gets done, that your successor is hired and taught the position, that you are properly mentored in the new role, that budgets align, that HR processes align... it probably won't happen quickly. <S> Use your regular one-on-one meetings to talk about progress toward the goal. <A> I'd ask him politely whether I can take part in a project with the particular stack I want to work in / learn. <S> Just make sure you emphasize that you like the company, the culture and the boss man himself :-), but you want to develop yourself in that area. <S> It's worked for me on more than one occasion. <A> Try to see the scenario from your boss's view. <S> He hired you because he needed you to do THIS job, not another one. <S> That doesn't mean he doesn't want you to do another job, but he needs the job he gave to you to be done first. <S> If he gives you other tasks, those you're working on now would not be done. <S> In your situation I would tell him in confidence that you applied for the job you got because you needed a job and also are able to handle it, but you would prefer that other one. <S> Tell him that you like what you are doing now <S> but sometimes you experience boredom. <S> He should not think that you are unhappy with your current position, since a unhappy employee doesn't work well. <S> Make clear that you would perform better on that other role. <S> Sure, he won't give you another position if there's no need for it. <S> Don't expect a new role when the company doesn't need it - but if your boss about your desire to move, he can react to it. <S> Maybe in near future he will need someone for the job that you want to do. <S> If he doesn't know about your intent, he will hire just another person to do this. <S> But if he knows you want it, he will give the position to you and hire another person for the job you are doing right now, which would be better for everyone. <A> Depending on how important the human component is, and how important it is to the company to keep you, you might be able to get what you want by expressing your personal desire, but if you're able to convince your employer that the company will be more profitable, that his project will be more successful, or that you will be better able to serve the company in some way by taking on different responsibilities, that's going to the most likely path to success.
| If it's at all possible, don't phrase it in terms of giving you what you want, phrase it in terms of how you can best serve the company (and him of course, since your good performance will reflect well on him).
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Working overtime - should I embrace it or try to avert it by all cost? In my company, I, along with some senior developers, were compelled to work overtime during a certain outsourcing project, and it's well beyond office time. Our office time ends at 6 pm, but we were made to work late until 10-10:30 pm. We were also told to work on weekends like Saturday. But after the project ended, we didn't get any bonus or extra salary due to working overtime and in weekends. Instead, our project manager stated, "It is your fault you worked overtime and on weekends. Had you worked more efficiently, you'd never have worked extra time. Now you can't expect anything from us." I found it really, to be precise, extremely rude. I've already mentioned in a previous post of mine that I have weakness in coding. My superiors told me that in order to improve my coding skills, they want me to work on all Saturdays. Based on the above circumstances, how should I handle such situations in future? Should I embrace it, given my coding skill's not up to the mark so I need extra time to meet the deadline, or simply tell them flatly that I won't work overtime under any circumstances? Country: Bangladesh, Unionization : NIL <Q> The possible answers to your question will come down to: 1) How good are your coding skills (hence how marketable are they)? <S> 2) <S> What is the general environment like in your company <S> (e.g. opportunities to acquire more skills, build a network of helpful colleagues, organize your own work, get promoted if you do good work, earn more money)? <S> 3) <S> What is the demand elsewhere in Bangladesh (or wherever else you would consider working) for people with your skills, and would working somewhere else benefit you more? <S> Ultimately, it comes down to the balance between your negotiating leverage, the opportunities you have in your current position, and the availability of better alternatives to staying where you are. <S> My feeling so far is that if, as you say, you have limited coding skills, it might be better for you to make it your priority to improve those as fast as you can, even though you feel your project manager has been taking advantage of you. <S> Your PM will be a lot more worried about upsetting or losing you if the loss of your improved skills means that you'll be difficult or inconvenient to replace. <A> Start looking for a new job. <S> Managers have no way to measure "slow" or "fast" developers, it is always relative to their expectations, which is based on your previous performance. <S> So if the time was not enough for you to finish the job, your manager did his job wrong. <S> It could also be on purpose to squeeze out more work out of you, some managers are like that. <S> The following is not legal advice, always get a lawyer to confirm it will work, but I would handle it like this: Calculate how many hours you worked overtime <S> Find out if there are laws about overtime counting more, like 20% in the evening, 50% at night, then adjust the calculated overtime <S> accordingly Put in your two weeks notice, or whatever notice period applies for you <S> Calculate <S> the two weeks minus the adjusted overtime minus any vacation time you have left <S> If you can afford it, never work for free! <S> Companies are not charities where you spend your time and money to benefit a good cause, they are solely there to make profit for the company owner. <S> Would you give a stranger on the street $1000? <S> Considering your bad performance or skills mentioned in other questions and comments, this is still a problem of management, they hired you without assessing your skills and they kept you around although you didn't live up to their expectations. <S> Back to your question, here are my 50 cent: <S> Otherwise you will end in a vicious circle where every slowdown will be argumented as your fault and overtime expected as compensation. <A> It's up to you which way you want to go. <S> We have no idea how badly you want to hang on to your job - you know yourself, your preferences and your individual circumstances. <S> We don't. <S> From your narrative, it doesn't look like you can have it both ways e.g. hang on to your job and not doing the overtime. <S> It's one or the other but not both. <S> Choose your poison. <A> Should I embrace it, given my coding skill's not up to the mark <S> so I need extra time to meet the deadline, or simply tell them flatly that I won't work overtime under any circumstances? <S> Here's the kicker - you don't need to be at work to improve your coding skill. <S> As for working overtime, it depends. <S> If you committed to a deadline, and needed to work overtime to hit it, then work the overtime. <S> If you had a deadline thrust upon you (despite your pushback), then I wouldn't work overtime to account for other people's inability to schedule appropriately. <S> And of course, if you can't get another job, you're likely going to need to work overtime. <S> If the overtime is paid, because it's important to the company to get stuff done quickly rather than well (instead of an inability to schedule their project) <S> then I'd weigh the money/favor versus quality of life. <S> Regardless, if your coding skills are weak, you'd benefit greatly from working on improving them. <S> Personally, I think that improving them is easier on your own time, in your own way. <A> I've already mentioned in a previous post of mine that I have weakness in coding. <S> My superiors told me that in order to improve my coding skills, they want me to work on all Saturdays. <S> The issue is that you work for people of monumental stupidity. <S> Let's change that up a little to illustrate: <S> My horse has a bruised hoof. <S> The vet said that in order to improve its hoof, he should be ridden an extra 3 hours per day. <S> My car has bad brakes. <S> The mechanic told me that in order to improve braking performance, I should race up on stop signs and brake as hard as possible. <S> My saw has dull teeth. <S> The foreman said that in order to make it cut wood more efficiently, I should use it to cut oak instead of pine to "toughen it up." <S> Your manager knew (or should have known) the strengths and weaknesses of his team members, and planned accordingly. <S> The only "fault" with you would be if you were deliberately sandbagging on the project. <S> If you put your best efforts in, and you didn't misrepresent your skills to your manager when you were hired, the fault is not yours. <S> Your manager is either inept or malevolent. <S> You'll have to figure out which.
| You should embrace overtime when it is neccessary and gets paid, but you should avoid unpaid overtime at all cost.
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Team communication - what to use instead of emails? Suppose I have a very important remark on some kind of technical convention or a rude bug in the code that everybody copy all over the place, how can I notify my colleagues on subject? Although we have very little organization mails, still the mail channel feels inconvenient for technical remarks because One cannot track whether all the receivers actually read the mail. With (once again, relatively little, yet existing) mails like "Congratulation on our success" or "WFH today", "BD cake in the kitchen" and so on, the email messages have much less priority in the sub-consciousness. That means important mails become not that important. Lack of source code formatting. Is there some kind of technical alternative for work communication? <Q> If it is really that important and you really want to reach all people and make sure they understand it, do it at your next meeting. <S> Every other technical solution can simply be ignored or physically acknowledged, but mentally ignored. <S> People just hit okay buttons without reading the message. <A> Do you have anything set up specifically for tech reporting, like a wiki or a Bug Traq? <S> If not, you'll have to escalate to your management and get one set up. <S> You're right about emails - I get 200 a day <S> and it's way too easy to miss anyone of them. <S> The mail part of Outlook allows you to set a requirement that the recipient acknowledges receipt but applying that feature may be problematic for your mailbox input if you have 200 recipients. <S> I am not sure that you are eager to take time out of your life and chase down those recipients who didn't acknowledge receipt either. <S> This issue is clearly a management issue, and you'll need to escalate it to your management so that they work out a solution that is to their liking. <S> I'll note that JIRA has a reporting facility that automatically notifies users whenever a JIRA report is updated - I used JIRA <S> but I can't say I liked it. <S> It works, though, and maybe that's the only thing that matters - that it works. <A> Suppose I have a very important remark on some kind of technical convention or a rude bug in the code that everybody copy all over the place, how can I notify my colleagues on subject? <S> Don't use email. <S> You are thinking inside a very small box currently if you limit it to email. <S> Some options: "Standup" types of meetings every morning (or week, whatever, something regular) where people report out on their daily activities. <S> If you don't have one, start having them. <S> Create a "best practices" document somewhere. <S> This could be a wiki, SharePoint site, or even an ugly word document. <S> Something though. <S> You could mention at your next team meeting something about how hard it is to communicate about technical things via email. <S> Make sure to take meeting notes at these meetings and also communicate/document this somewhere. <S> Hey guys, I have been thinking about how we can better communicate on technical things - right now we seem to want to use email <S> but we're all overloaded with email <S> and it's not good. <S> Do you all have any ideas? <S> I was thinking we could have a weekly discussion to share what works, what doesn't work, and what we should do differently. <S> You also want to ensure your team is on board with this sort of share. <S> If it's you telling them, "you suck get better" and everyone else thinks "why is yevgeniy complaining about how we all suck again " you will have to work through different strategies. <S> Also, when using read receipt, be careful relying on it too heavily. <S> I read my emails nearly exclusively in the reading pane. <S> This has the interesting side effect of not ever triggering the "read receipt" message. <S> If I read/delete the message it will send a "deleted without read" message back. <S> It's less reliable than people think. <S> And, frankly obnoxious to boot. <A> Slack is working for us - and seems to be The Cool Thing To Have™. <S> At my work we have a channel per project, and a couple of random channels ( #the-bar , #library , #general ), each with it's own conventions - anything in <S> #general is an official communication, you just post technical/interesting readings in #library , do what you want 'cause a pirate is free at #the-bar . <S> It's not yet a 100% polished software, but the idea is great, the tool is really nice, and they seem to work really well. <S> PS - I don't have any kind of relationship with them other that happy user . <A> There are the benefits from convenience and access to information, but things become important when they are made important. <S> I don't know about your email system, but where I've worked, no one uses the excuse " <S> I didn't get that." <S> because someone will reproduce the sent copy. <S> Email is always on (not a great thing), so it should pop up with every message. <S> If anything, check your spam folder. <S> There have to be consequences and there are no excuses. <S> Email is a horrible archival system. <S> Employees get replaced, so much of the old email is lost. <S> I think the better solutions are highly accessible (web, mobile, desktop, etc), offer notifications, great search tools and have buy in from upper management all the way down. <S> Integration with other data stores (CRM, reporting, etc.) is a big benefit as well. <S> People use and rely on good tools. <S> People rarely choose the dull knife over the sharp ones when they're in the same drawer. <S> For code format, you can attach files that can be opened with a code editor. <S> Do non programmers need access to the code anyway? <S> There are too many products out there and some are better for different situations. <S> You'll just have to do some research. <S> Hopefully, the rest of your team recognizes the problem and will help you in this search.
| Discuss at your team meeting.
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How to utilize the free time during office hours? I am a software developer and most of the times when I find free time I read few news or technical websites like Techcrunch, Gizmodo, etc or read Twitter. How do I utilize this time to the maximum, instead of wasting on browsing unnecessary things so that it will help me grow professionally? <Q> What I do is identify a technology that I'm interested in and then research it in my brief (and rare) moments of free time. <S> For instance, there may be a new technology or framework that I've been hearing about <S> and I think it'll become useful to me in the future. <S> For me, a key is to stick with one subject until I'm ready to move on. <S> I'm rather ADD and keeping things to a single subject <S> helps me maximize the time I spend as well as my typically limited attention span. <S> I try to keep the subject matter limited to technologies that I can pick up and put down at a moment's notice without having to get myself into a mode of deep thought. <S> For example, some hot new javascript framework versus quantum physics. <S> :) <S> I do try to keep my searching for new topics off of work machines because I don't want to be perceived as "that guy" who is always browsing, even if the searching is technology related and worthy of my time. <A> You also might want to take one of those breaks and walk outside or even around the office for a few minutes. <S> Doing focused research like @ChristopherEstep suggested is also a great idea. <A> I will usually read books. <S> In my down time I am reading "Effective Java" to improve my Java skills and "Code Complete 2nd Edition" to become a better engineer.
| Giving your mind and eyes a rest from a computer can do wonders and allow you to focus better on your work. What I do is get a book (an ebook usually) and then read up on it.
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Going from one company to another, to fill a similar spot This is a hypothetical scenario, but one that I feel I need to know. I've recently finished my BSc in Computer Science, and gotten an entry-level software developer position at a respectable, international firm. Let's say that in two years, my salary has gone up since I started, but I feel the need to quit. I'm not yet suited for any higher-level positions such as senior developer or project leader. However, I would not be keen on recieving a lower salary than what I had worked to achieve. How should I take this up with a prospective new employer? How would he react to me not being experienced enough for a higher-level position, but still wanting equal or higher salary than what I had in the previous firm? Would it be fair of me to expect another entry-level position, but with a higher salary than other applicants, given my superior experience? <Q> I actually had this situation happen to me. <S> I got a job right out of university, but lost it after a year and a half at the company b/c of lack of work coming in. <S> I ended up taking a job below my previous salary. <S> You might have some negotiation room, but you'll have to make the choice on if you'll take the job or not. <S> Is it fair to expect getting paid more for your experience, yes. <S> Is it fair for the company to low ball you, no. <S> Will it happen anyway, probably. <S> But, there is more to a job than it's salary. <S> I took my next job at a lower salary, but loved it more than my previous job. <S> The hours were better, the work was more interesting, and the people I worked with were awesome. <S> And when it was time to negotiate my raise, I was able to get right back up to where I had been at my previous company. <S> So, I feel you should just wait and cross that bridge if you ever get to it. <S> You don't know what you're needs will be 2 years from now, or what the job market will look like. <A> You might still be a junior developer, but you already have 2 years of experience, thus you'll be more productive than a college grad and thus deserve money. <S> Most companies want someone with at least some experience so the new person is less of a drag to the more senior people. <S> The fact that you kept your job for 2 years shows that you are reliable and at least somewhat proficient at what you do. <S> Companies like that, it tells them they are not going to waste time trying to train you and ending up firing you. <S> I jumped jobs after 2.5 years with my first company after college and got paid significantly more at my new job. <A> It doesn't matter what you earned before. <S> Pay is not about fairness to the employer, or somehow universal. <S> Pay is how much a company needs to pay you to get and retain your services. <S> If you find a new job after 2 years, great. <S> During the hiring process you will negotiate salary with the new employer; if they don't offer enough, you won't take up their offer. <S> It is unimportant what your salary is before, unless that is your entire personal rationale for changing jobs. <S> The new job could be further away, have longer hours, be less flexible, and you will negotiate on the basis of what you will accept. <S> There is no way to convince an employer to pay you more because of a salary you once got but have since quit. <S> That doesn't matter to them. <S> What matters is how much they need to offer you for you to accept. <A> After 2-3 years of working as a Junior Developer, you should really be looking to drop the Junior from your title. <S> Junior implies that you need someone else to set your tasks for you, that you are still grappling with the basics, and a whole bunch of other things. <S> I would hope that you will have progressed beyond this and can work a lot more independently after 2-3 years. <S> This is basic career progression for developers. <S> So why would you think about looking for an "entry-level" position again after 2 years of learning the job?
| At the end of the day, you can say how much you expect salary wise but the company will offer you what they wish to pay you. Either your current employer will recognise your work and effort, and give you a promotion to Developer (with commensurate salary increase) or you go and find a Developer position somewhere else that is looking for someone with 2-3 years experience.
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How to communicate assertively with cocky coworkers (especially business/sales-people)? I am very social and extroverted, however, maybe because I have been a bully victim at school, I am easily sensitive to behaviors that reek of pushy and superior. There are a number of situations where someone with a huge "stage" presence and air of superiority appears to talk down on you, laugh at you with a loud voice, try to sell to you something you know is wrong but they use body language to stop you from even answering. The majority of people with this attitude are in the sales and business development departments of our company and of our supplier companies. Within my company, it's especially people who yell instead of talking, or laugh and say things without even giving me space to think of an answer. They say "Hey, set up a room for our meeting, I'm quite busy." and then walk away, without waiting for me, or forcing me to follow them. How do I talk back to these people? How do I stand up to anyone who acts superior in business (even if they are not)? Note none of these people are my formal superiors, but mostly lateral colleagues, seniors from other departments (especially sales and bizdev...) and external professionals trying to sell something or convince that their product didn't fail when indeed I had the evidence... <Q> Ask your manager how you should respond to these demands. <S> If they say you can do so, the best response would be to simply ignore the request and let the boor deal with the room not being set up. <S> If they walk away before getting an answer from you, it isn't your fault that they didn't hear you say "no". <A> I simply ignore them. <S> They want me to fix a room? <S> Just ignore it. <S> They ask you again? <S> If they speak to you just imagine them dancing naked in that corridor, smile and get back to work. <S> It is not that difficult to cross spades with them (quite entertaining sometimes) <S> but why getting stressed? <S> Just ignore them in a bored way. <A> I am busy, too!" <S> Personally, I'd look at him and tell him "You want something from me, you ASK! <S> You don't order me around". <S> And if he asks, of course, I say no. <S> And I don't care what body language he uses to stop any discussion. <S> You seem to be intimidated by their act, which is exactly what they are counting on. <S> It's OK to feel intimidated, it's not OK to let the fact that you are getting intimidated stop you from telling them off. <S> I expect that if you are frustrated enough, you'll stand up to them on your own without needing any advice from us. <S> You haven't reached that point yet <S> but you are getting there.
| When they start to talk I turn around or start to chat with someone once they went though the first sentence, and slowly turn my back to them. Just look at them as if they asked if they can strip naked and dance in the corridor and get back to what you were doing. If you can't say anything, immediately yell back "HEY!
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Standard for paying an employee when the last two days of notice are a holiday We have a salaried employee that has been with the company for 8 months. The employee gave two weeks notice and the last two days of that notice are typically a paid holiday (US Thanksgiving, Thursday/Friday). The employee has already used their automatic vacation days. Is there a precedent or advice on paying that employee for those holiday days? We're a small company that has never experienced this before, and this is our first employee that hasn't stayed at least 3 years. Update: Thanks all, we're paying for the two days. In the future, we may institute a policy for employees that fit this very rare scenario. <Q> Advice : Pay the two days. <S> The amount of money that represents is likely to be trivial compared to any bad feedback your other employees hear about. <S> Every interaction you have with your employees is a way to show exactly what you think of them. <S> If you are going to try and nickel and dime <S> a paycheck <S> then that sets a very bad precedent. <S> Do you have to legally pay for it? <S> That answer is going to depend on your employee handbook and state laws. <S> So you'll have to consult a lawyer on it. <S> However, from a good employer perspective you really don't want to quibble over something so small. <A> The time to argue this is when the resignation letter was submitted and the date agreed on. <S> As it happens this is exactly what happened when I resigned from a job once. <S> They didn't notice at the time I submitted my resignation that my last day was a holiday and their HR insisted they pay me for it. <S> State laws and country laws may vary on what is legal, but if you accept the resignation letter without changing the final date, I think you have a moral obligation to pay up until that date. <S> Two days pay may be trivial to a senior manager, but at lower levels of the organization, you could be materially harming this person. <S> Do the right thing and pay him. <S> Next time don't accept the resignation date on a holiday if it bothers you. <A> You may have a contract or union regulations that might require keeping them for the two weeks, but in an at-will work situation you can stop paying them the moment they tell you they are leaving. <S> Generally companies allow the employee to stay so that they can turn over their knowledge to their replacement. <S> They also like to keep paying them to foster good will. <S> Both sides are generally not interested in burning bridges. <S> An experienced employee would realize that vacations, holidays, insurance, sick leave and floating holidays can be an issue and would want to understand the rules prior to resigning. <S> As an employer you need to set these guidelines in writing in an employee handbook for the next time. <S> The two days labor for this one employee may be the price of learning for the company. <S> You need to decide if the bad feelings from this employee are worth the risk. <S> You need your HR team to start the process of documenting these types of events, so that the employee handbook can be updated.
| If you did not change the date to the day before the holiday at that time, you should pay for those days. In the United States you generally as an employer are not required to keep an employee during their notice period.
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Do you keep your suit jacket on during an interview? What is the consensus - during an interview, do you keep your suit jacket on or off? What is the impression it gives if the suit jacket is taken off during the interview? <Q> I will assume that you've determined already that a suit jacket is appropriate for the type of interview in which you find yourself. <S> The only times I ever remove my jacket during an interview is if it is insanely hot and <S> I expect to be in there more than 15 minutes longer than I've already been there. <S> I can suffer through just about anything for 15 minutes. <S> There are some exceptions I would make though: <S> If you're in danger of sweating. <S> Sweating is bad and makes you look nervous and unsure of yourself. <S> If you go into the interview and it's very hot and you are asked if you would like to remove your jacket. <S> If it isn't that hot <S> and I'm asked, I almost always decline. <S> Remember though, 1 overrides just about everything. <S> Also, realistically it probably doesn't affect your interview as long as you still look confident and professional without the jacket on, but I always opt for more formal, at least in the very first interview, and it's never served me wrong. <S> edit: As for the impression it gives, suit jackets say "I'm a professional" which is why I always leave mine on. <A> If you come in and see everyone's much less dressed up than you, you're probably safe to take it off. <S> You could also say in this situation, "I'm getting a little warm. <S> Do you mind if I take off my suit jacket? <S> " <S> If it's more formal, like everyone's obviously wearing business-casual or even more formal <S> , it's probably safer to leave it on. <S> I think a good rule of thumb is at least one step more formal than the interviewers. <S> I might make an exception though if you're overwhelmingly uncomfortable in the suit jacket. <S> You won't make a good impression if you choose to keep it on, and end up being really uncomfortable as a result. <A> I keep it on unless I think there are some situations where it is appropriate to take it off: <S> Other people are extremely casually dressed <S> Some sort of performance or test is required, roll-up-your-sleeves kind of things or you don't want to get dry erase/chalk on your jacket. <S> The interviewer asks, suggests or offers. <S> Maybe the room we're in is very hot or she is not comfortable having someone formally dressed when they're casual. <S> Otherwise, there's a reason you wore it to the interview in the first place, so be safe and keep it on. <A> Assuming the interview and employment offered is in an office setting, I wouldn't ever take my jacket off. <S> In an interview it would show the interviewer that I was uncomfortable wearing one. <S> Also, in today's very competitive world where we're not with the same employer for our entire career <S> I'd suggest always having the jacket on. <S> I do everyday regardless of season because I think my professional brand image is important. <S> You really never know who you'll meet at work, on your way to or from work or anyplace you go on company time. <S> You don't want to be seen scrambling to put on your jacket or be seen looking uncomfortable introducing yourself to someone who just popped by while your jacket is on your chair instead of on you. <S> Otherwise, it's more important to fit in with the boss than coworkers. <S> Perhaps paying more attention to how attire is worn will promote you faster because you fit the look of someone who can be in a leadership position. <S> Either way, if you're like me and prefer to just keep your jacket on all throughout the day that should be perfectly fine. <S> Just be consistent from day 1 of your interaction with people at the company and people will accept you for who you are. <S> My rule of thumb is that there's no problem with looking too classy <S> and there's no such thing as overdressed in an office setting. <S> You want to consistently show, without saying a word about it, that there's a minimum standard you always wish to stay very high above regardless of employer. <S> In short, always tailor your suits to fit and have an investment in lighter weight suits for spring and summer. <S> That way you don't get hot.
| If you're a contractor with the business or a consultant who's working alongside employees but isn't one themselves I would definitely never be seen without my jacket on.
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Disturbed frequently during interview. How can I deal with it? I have applied for senior developer position in a small organization. My resume was shortlisted and I got an interview call. After the interview started, it was disturbed multiple times. The interview panel contained 2 interviewers. After we started, a person came inside the room and served coffee to all of us. A bit later, another person comes and had quick chat with one of the interviewers, the went. A couple of other similar disturbances occurred during the interview process. I do not feel good about this interview process. Luckily I have been shortlisted for second round. I am expecting these kind of disturbances in the second round also. How can I deal with these disturbances and keep concentrating on selling myself during this interview process? <Q> Relax. <S> Just let the distractions happen like water off a duck's back. <S> Handle it professionally, just as you would handle interruptions on the job. <S> Consider it part of the background noise unless someone is speaking, and then take that opportunity to pay attention and respond if you're spoken to, in a way that demonstrates your people skills vs. your technical skills. <S> I.e. consider it an opportunity to show your warmth as well as your competence. <A> More than anything, this is your opportunity to sell yourself and you should consider it as one. <S> Second interviews, in my experience, focus less on the technical screening and more on "how will this guy fit into our company" and this is actually where interruptions can help. <S> show how unflappable you are and that an interruption isn't a distraction. <S> you're someone who expects interruptions and you'll deal with them on the job as smoothly as you are in this interview. <S> show how you don't lose your train of thought by getting back on topic when the interruption is over. <S> Above all do not look annoyed or the least bit put off by the interruption. <S> You're a flexible and adaptable guy who won't let something silly bother you. <S> And when the interruption happens, smile. <S> Genuinely smile. <A> There are two possibilities here: a) <S> this is how the office works on a daily basis b) <S> it's a subtle test to see how well you handle interruptions <S> If you don't work well that way maybe now is a good time to withdraw your application. <S> When I first read the question I thought it was the interviewER not liking the interruptions. <S> If you make it to the HR department your options can then extend to a sign on the door and "GTFO" to anyone who doesn't read it. <S> Pointing weapons at the intruder is, unfortunately, usually discouraged in today's workplace.
| You want even the people doing the interrupting feel like they are welcome around you. Either way, if you want the job your only option is take it in stride.
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Do interview brainteaser questions predict performance? In a 2013 NYT interview , some Google guy said: On the hiring side, we found that brainteasers are a complete waste of time. How many golf balls can you fit into an airplane? How many gas stations in Manhattan? A complete waste of time. They don’t predict anything. They serve primarily to make the interviewer feel smart. It seems that many companies still continue asking such brainteaser questions, so is the above quote correct? What research is there on this matter? Should companies continue this practice? Edit: I'm hoping to get more general answers, and not just for interviews for programming or tech jobs. E.g. I hear that i-banks like Goldman Sachs like these puzzles too. So do some college admissions interviewers. Do they work? <Q> It seems that many companies still continue asking such brainteaser questions, so is the above quote correct? <S> What research is there on this matter? <S> I examined this practice years ago. <S> (Please - someone post reputable research results which prove me wrong! <S> I could never find any.) <S> This practice is like many in the corporate world - a fad, popularized in some large companies (Microsoft famously), then followed unquestioningly by others who decided to follow the popular fad, or what some considered a "best practice". <S> I worked at one company where one of the principal developers used to ask candidates how they would go about finding a needle in a haystack. <S> He claimed it "gave insight into how the candidate thought". <S> When I questioned him a bit it turned out that he was asked this question during an interview once and thought it was clever - thus he decided to be clever and repeat it. <S> When pressed, he admitted that it gave him no real insight. <S> And of course he had no data that indicated it had any predictive value. <S> Many interviewers will rationalize their approach to interviewing. <S> "It's for testing the candidate under stress conditions." <S> "It's for insight into how they think." <S> "It tells me if they are good at approaching ambiguity." <S> But I agree with Google's conclusion - the actual primary purpose is to make the interviewer feel smart. <S> It has no predictive value. <A> The whole point behind this type of exercise is that they wanted developers who are good at estimating how much in terms of resources it takes to perform any task - You probably always want to be estimating how long a task will take because you don't want to be caught trying to do something in a way that take 10000 as much time as some other procedure. <S> Having said that, Google dumped this kind of question for interviews. <S> Most likely because this kind of question is no predictor of performance on critical tasks like working out how to implement the specifics of virtualization as a way to get systems quickly on their feet and in particular, implementing the coding necessary to implement systems reliability. <S> Google is VERY data driven and if Google is dumping it, Google is not saying so casually. <S> They want problem solvers not puzzle addicts. <S> And that's to their credit. <A> Well, yes and no. <S> If you go for a management consulting job as a junior/no management consulting experience, then this is a nice way to gauge your thought process. <S> Also, to tell how well you've prepared for the interview. <S> It won't quite be "golf balls in an airplane", more "How many passengers fly through JFK in a calendar year?" <S> It can also be used as a stress test - how fast can you think on your feet, are you capable of coming up with something coherent on the spot, or do you struggle? <S> While Google might not do the particular brand of puzzle question indicated, it is hardly accurate to say they don't do those questions at all. <S> Google programming questions are just as "unfair" as any puzzler question you might be asked. <S> As ever, prepping for the interview you're going to get is required. <S> Don't expect "what is the difference between finally, finalize and final?" <S> Even Google non-programming questions still fall into the same "puzzler" style, just more in Google's style. <S> Think "how would you work out which are the only two people in a room of people who can speak Spanish, when nobody has the same language as you (and you don't know Spanish) <S> " stuff. <S> It can be used to gauge abstract thought, stress handling, interview preparedness - it is still a "good" interview question for what it says about you, the candidate, in terms of non-technical knowledge. <A> When chatting with one Googler about a year ago (might be more already) on their hiring policy he was sharing how Google at some point ran a crazy huge survey with lots of different questions through all of Google (or at least those who had been in their ranks for awhile). <S> Next they had people fill out the same survey and they started systematically figuring out using raw statistics which questions most distinctly defined a Googler a Googler. <S> Why? <S> Because they figured that their current employees fit best in their company and thus questions that where answered by all the same where worthless to ask. <S> Now, assuming that this statement was a consequence of that research then we can conclude that at least brainteasers are worthless to differentiate between high level employees. <S> I assume that it does allow differentiation between just any and a truly bad candidate, but the same could be observed in a million easier ways as well.
| Google is probably better off asking the kind of questions that probe how a candidate approaches and solves problems rather than (unwittingly) play puzzle games. There has never been any research which indicates that these sorts of brainteaser questions can predict performance on the job.
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Should I be honest about why I quit a job I really liked? I took a job directly out of school 18 months ago with an employer I'd done an internship with and because we had mutual "good feelings" about each other. When I was offered the position, the salary was much higher than I'd expected, and I decided to leave a job behind that I'd been at for almost 10 years for this new position. At the time I was hired, my boss and HR informed me I'd have 12 months to sit for a certification exam for this job in order to keep my position. This test is only offered twice a year, and the test was to be offered a month after my start date, and again in 10 months from my start date. Because I was new to the field, my new boss encouraged me to wait until 10 months to take the exam and even had that approved through HR. We'll call new job "Job A", old job "Job B" and the upcoming job I'm about to describe "job C". Flash forward 6 months into Job A---things are going swimmingly, I'm about to buy a house (was pre approved, found one I liked, etc etc) when my boss and her boss have a meeting with me telling me HR made a mistake at my time of hiring and I actually only had 6 months to sit for this exam. They apologize profusely and then tell me the bad news-I get a 20% pay cut until I'm certified. I schedule my exam and start studying, and also call the mortgage company to see how this affects my upcoming home loan. They call my employer flakey, ask for something in writing from HR about my salary returning to the previous amount, and HR says no. I lose the mortgage (no, not planning on telling future employers the house drama, but it seems as though a few people are confused as to why I wouldn't trust HR through this whole ordeal and somehow I'm at fault for deciding to leave this job). So I start applying for new jobs. I have several interviews and people keep asking me why I'm leaving Job A, as I sound like I really enjoy it (in hindsight, I was probably over-doing the enthusiasm as I didn't want to sound as bitter as I truly felt towards Job A). At first I gave potential future employers the abbreviated truth-my salary was cut due to an issue with certification, but when I didn't get called back by those folks, I just started telling interviewers that I was ready to move on from Job A. And I get a job-Job C-and it's been 7 months and it's not challenging, nor do I have a great team, nor is it interesting in the slightest (tbh, I settled, and have learned my lesson, but the disaster of HR at Job A really had me burned out by the time I left). I'm ready to throw a few hats in the ring but don't want to look like I'm a job-hopper (I was at Job B for 10 years prior to this) and would like to have a way of explaining this whole mess in a way that won't be a turn-off to employers. I also don't want to throw Job A under the bus. So what do I say? (And yes, I have learned so much throughout this process about getting things in writing and not jumping into something else just for the sake of leaving and not being tempted by larger salaries and anything else sinister that could potentially be extrapolated from this whole mess) <Q> Yes, be honest - but be careful not to come across as too whiny. <S> If asked what happened, just say that the job became different to what was originally promised (true, but no details), and just that you could see it wasn't going to work out. <S> A short stint at one place after holding 10-years <S> somewhere will not make you look like a job-hopper. <S> Whatever you do - do not mention the pay cut or the HR shenanigans, and just take it as a learning experience, which is: Any part of your hiring agreement must be in writing - that 12 months to certify should have been in writing and signed as part of your joining paperwork. <A> Let's recap: <S> Your employer hired you and gave you a salary that is earned by people with a certain certification which you didn't have. <S> You took 10 months to receive that certification <S> This was your 'dream' job. <S> Those three alone start to sound questionable. <S> You knew you were being overpaid for your skill set(lack of a certification) <S> but you took 10 months to get around to getting certified. <S> You state that the tests happen twice a year <S> , so you should have been able to get certified sooner. <S> If this really is your 'dream' job, then I(as a prospective employer) would expect you to at least do the bare minimum to ensure you meet the requirements of the role. <S> The employer stuck their neck out by paying you more than you're worth <S> and you repaid that kindness by sitting on your hands for the better part of a year. <S> The bit about your personal finance woes with a house is irrelevant, and smells of poor decision making skills - you knew you were overpaid, you knew a pay cut was coming, and yet you bought a house before getting your certification. <S> You should leave that out entirely. <S> Also, about getting the pay cut at 6 months rather than 1 year, I'd say you need to chalk that up to 'get it in writing' experience. <S> Verbal agreements don't mean anything. <S> Who verbally agreed with you? <S> Did they have the authority to make the agreement? <S> Did they write it down? <S> (There's a lot that can go wrong...) <S> Next time, get it in writing. <S> Make sure it's signed, and make sure that both you and your employer have a copy. <S> People who land in their dream job usually bend over backwards to keep it, and you didn't even do the bare minimum. <S> I'm sorry to be so blunt about it, but it just doesn't look good with the information you've provided so far. <S> There may be better ways to say it, but something like "I had a disagreement with the terms of my employment that lead to a pay cut about 6 months in. <S> Trying to resolve the issue didn't lead to an acceptable solution on my side, so I left. <S> I guess next time I'll make sure to get it in writing. <S> Lesson learned." <A> IMO, you should not be too honest. <S> You never know what damage it could have on your career to be honest to say that you didn't like the way your manager managed you, or you were bored of doing the same tasks over and over again for instance. <S> As a general rule, you should have a pre-formatted speech and say that you loved working at that company, you enjoyed the challenges you faced with your work etc... <S> If you lack ideas, you can just refer to these emails people send to everyone when they resign. <S> They are all exactly the same. <S> The corporate world is very much hypocrite. <S> Even if you hate hypocrisy as much as I do, you should use the emails I mention as a template when questioned about you quitting.
| State that you liked the look of the job, but developing conditions there have caused you to re-evaluate the position and move on. You should be honest, yes, but I'm not sure you should give 100% of the details in this case. You can say you are quitting for personal reasons and without going into details when questioned too much.
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Should I ask why a recruiter connected to me on LinkedIn? About a week ago a recruiter connected to me on LinkedIn. He never sent me a message, which I thought was odd, since usually recruiters connect and send a message asking if I'm interested in employment opportunities. He should be able to see all of my information even without connecting to me too, so it's not like he needed to connect to see my full profile. Normally I wouldn't care about this, but this time the company which he represents at the moment is actually a very interesting one, and I would be interested in at least having an interview. My questions are: Why did he connect? Is this normal from recruiters? Should I send him a message asking why he connected or expressing my interest in the company he's representing? <Q> Unless it's very obvious that there's nothing to be gained by responding, I send the following reply via InMail: <S> Hi NAME, I received your invitation to connection. <S> I normally don't connect with people whom I haven't met or at least spoken with previously. <S> Do you mind <S> if I ask what brought you to my profile? <S> Thanks. <S> Sometimes I get a favorable response, sometimes I get nothing at all. <S> This helps to separate the people trying to just fill their contact database/expand their network from those with whom I might be able to engage in a mutually beneficial relationship. <S> I'm not interested in being just another node in someone's network. <A> Why did he connect? <S> Is this normal from recruiters? <S> Recruiters often reach out to people on LinkedIn. <S> It allows them to search and contact potential candidates easily, and is usually less time consuming than E-mail and phone calls. <S> The recruiter also does not have to maintain a database of candidates - LinkedIn does that for him and keeps it up to date. <S> Should I send him a message asking why he connected or expressing my interest in the company he's representing? <S> Feel free to reach out to the recruiter. <S> However, most recruiters often specialize in a particular area or type of role. <S> Chances are your LinkedIn profile appeared in a search for that area. <S> For example, if the recruiter specializes in C++ roles, he probably searched for C++ developers, found your profile and wants to connect with you in case you will fit future roles. <A> It extends their network and allows them to search LinkedIn more efficiently. <S> When your connections then appear in their search results, they can easily send connect requests to those people, which they couldn't do before without those connections' emails. <S> They may not actually care at all about your profile.
| There's actually no reason for a recruiter to not want to connect to you, which is why a great deal will just spam people with connection requests.
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How do I stop awkward questions after maternity leave? I went on maternity leave for 3 months with my first baby. I know I'm entitled to a year off but at only 50% of your pay with no top-ups and being the breadwinner makes that an impossible dream. I came back exactly when I said I would and while they were glad I came back (lightened their workload) I had to deal with all kinds of assumptions and stereotypes. They asked nosy questions about my childcare options (assumed the childcare was 100% on me and not on my husband too) and thought I should be at home with the baby instead of working. While I'd love to stay home with the baby, I make more money than my husband does right now so I need to work to pay bills! They also made massive assumptions such as: my husband works a 9-5 same as me(there are other jobs in the world), we own a house (nope -renters), my husband wouldn't want to look after baby (he loves being home with her), we own a car (nope), we've been married and settled for years (nope just 2), and they talk to me like I'm 45 or something (I'm 26!). The act a little awkward around me and I've been branded MOMMY. Some are even nervous. I find this all very annoying. They followed the laws surrounding maternity leave and didn't do anything illegal so I can't do anything. How can I put an end to the awkward and invasive questions/comments? <Q> You handle it by acknowledging the question, giving a minimal response, and then refocusing the conversation. <S> For example: Coworker: How can you be back already? <S> Shouldn't you be home taking care of your baby? <S> You: <S> Oh, we've got that covered. <S> My husband is a great stay-at-home dad. <S> Now about that design review, do you think you'll be able to have your part ready tomorrow? <S> (If the conversation is in a social context -- you weren't discussing work in the first place -- then you can refocus on something else instead. <S> "So I hear you went white-water rafting last weekend; how was that?", etc.) <S> If the questions are really invasive and persistent, well beyond what most would consider the normal level of discussion around a new situation, then you can ask your manager for advice. <S> I once had a coworker who had been out a lot for unspecified medical reasons, and I guess she got some nosy questions because eventually someone higher up the chain sent out a note saying "thanks for your concern but please respect her privacy; the people who need to be involved are". <S> That took care of it. <A> Sometimes people think they are friendly and caring by asking you these kind of questions. <S> It seems that 2 things are bothering you: <S> The way you think you are perceived <S> The nosy questions <S> You can't win them both. <S> If you'd like to change the way you are perceived you'll need to answer nosy questions. <S> Remember that you are not obliged to answer these questions as this is your personal life. <S> People will understand if you give very little information. <S> However, if you wish to fix #1 you'll have to give great detail about your husband, his work, his hours, how much he loves your daughter, etc. <S> Think what's more important for you. <S> You can't have them both. <A> Nosy questions aren't a problem in themselves, only if you let them rattle you. <S> Some questions aren't even worthy of a response, but before you take that tack it may be worth probing to make sure you understood the motivation behind the question: Them <S> : Shouldn't you be at home taking care of the baby? <S> You: Why do you ask? <S> When they come up with some weak justification, just say something like, "I have got everything under control, like a super-mom!" <S> ;)
| I would suggest you don't aim to change the way people perceive you and simply gently challenge nosy questions like this. I've worked with people who are private about their families, it's not offensive and absolutely understood even if it's not explicitly said. Remember, you don't owe anyone an explanation for anything that's not work related.
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What differentiates a manager from a team leader? What differentiates a manager from a team leader (TL)? What is expected of a manager as opposed to a team leader? <Q> This is probably impossible to answer because it generally depends heavily on the specifics of the organization. <S> What one company calls a "team lead" <S> another company might call a "manager" while other organizations may not make any sort of distinction between the two. <S> A "team lead" probably doesn't have HR responsibility for the members of the team (so the "team lead" <S> probably doesn't do annual performance reviews, doesn't have responsibility for hiring and firing, etc.) <S> while a "manager" probably does. <S> As I said initially, though, the exact parameters are likely to vary from one organization to another. <S> There is no guarantee that one organization's "manager" isn't going to be spending a significant amount of time doing the same work their team is responsible for. <S> And it's entirely possible that another organization's "team lead" is going to be responsible for hiring and firing. <A> Team leader tends to be hands on, supervisory and is generally given a task (whether that's micro or macro) for his team to achieve in x time. <S> They tend to do some of the work themselves, delegate the rest to others, then keep track of the team to ensure the work gets done by reallocating resource as needed. <S> A manager tends to be more hands off and strategic - they will usually delegate the tasks to teams rather than parcelling out the work individually. <S> They tend to be less involved in the day to day activities of the individuals they are managing, and focus more on the bigger picture Of course as with anything there's a huge amount of fuzziness here - some companies use one or other term exclusively, and all managers get involved to some extent, while all team leaders have to be strategic to some extent <S> If you think of team leader as another name for a low end manager (as an attempt to delineate between supervisory and strategic management) that can sometimes help - and allows you to remember that high and low level managers tend to have a lot of crossover in role, scope and behaviour. <A> Both are titles, so they can mean anything. <S> The same title can even mean different things within the same company. <S> That aside, usually a team lead is primus inter pares. <S> The team lead is the title of someone leading a team while being part of the team. <S> A manager just manages something. <S> A manager doesn't need to manage people (e.g. office manager). <S> A manager that leads a team doesn't need to be part of that team. <S> A manager can manage people that are in different teams. <S> A team lead can almost always be considered to be a manager, but the same is not true the other way around.
| Broadly, though, if an organization makes a distinction between the two roles, it is likely that a "team lead" would be someone that spends part of their time doing the same thing that members of the team are doing and part of their time doing management tasks while a "manager" would be someone that no longer spends a significant fraction of their time doing the same things that the members of their team are doing in order to focus almost exclusively on management tasks.
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Should I admit to a potential employer that I didn't get in touch because I'm ashamed of my grades? I applied for a job to a few companies. One place I particularly like. We had an interview that seemed to go well and the interviewer said he was impressed with me. He then sent me an email asking me for my grades from university. I told him that my mother was dying when I was at university and my grades were affected, so I would prefer if he assessed my skills by looking at my portfolio, giving me a test assignment or talking to me. He said he wanted to see my grades anyway, so I did a stupid thing and didn't reply because I'm ashamed of my grades. A couple weeks later, I got another email from him asking why I hadn't replied. Should I tell him the reason, as stupid as it looks? <Q> First of all this is behavior you should stop doing. <S> You might be ashamed of your grades, but worst case is they turn you down. <S> By not replying you are forcing them to turn you down. <S> Stop caring about their decision, just send the grades when they ask. <S> You have already explained why you grades are not as good as they might have been, and that explanation seems to have been acknowledged. <S> Simply reply with: "My grades are attached, sorry for the delay." <S> If you start saying that you are ashamed and that is why you didn't respond timely, they will think this is behavior that will be reflected in the job. <S> I.e. that you will stick you head in the ground when faced with situations that you are not proud of (and there will probably be several of those), instead of handling the situation to the best of your abilities. <S> This is not a good trait. <A> I would forward my grades and apologize for the delay. <S> No need to provide a reason unless he pushes for it. <S> Also, unless someone questions you about your low grades you should not offer unsolicited reasons for your grades when you provide them. <S> Offering an unprovoked explanation can signal desperation to cover something up on your part. <A> I think this is actually the best answer you can give in terms of trying to make up any ground that you've lost due to your slow response. <S> You're going to have to get used to people asking for the grades, and explaining them, at least until you've been in your field long enough that the grades are irrelevant. <S> Shame does you no good. <S> Focus on how much you've learned/improved since then.
| You've already told them that your grades were low, and why, so all you have to apologize for is the delay. Second to answer your question, I don't think you can gain anything from offering an explanation.
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What is the importance of mentioning start/end dates for projects? I have seen a number of resumes mentioning a list of significant projects worked on, which also mention the start and end dates, like so: McCool Project (Jan 2009 - Jul 2009) Achieved this, achieved that, achieved some more cool stuff, and then some more, etc. etc. I am wondering if mentioning the start and end dates of projects, or even the project duration is really necessary. After all, wouldn't the recruiter be more interested in what your achieved than whether you started in January or March, or even how long the project lasted? Is there any good reason at all to mention this? Note: I am referring to projects done while being a full-time permanent employee. For a contract-based job, I can totally understand why this information is necessary. (Thanks to JeffO's comment below. ) <Q> After all, wouldn't the recruiter be more interested in what your achieved than whether you started in January or March, or even how long the project lasted? <S> Is there any good reason at all to mention this? <S> Knowing someone worked on a project with a multi-year lifespan is a huge difference than a project of a few months! <S> You have to deal with the outcomes of your decisions a lot more when you have a project for 3 years than you do for six months. <S> This is beneficial (especially when applying to more senior roles). <S> For those who have many years experience with one company it can help separate out into a more readable fashion the project work one did during their time with that company. <S> For example, having five years with one company might be a single "wall of text" without some delineation, especially if you never got promoted/etc. <S> If I worked on a project five years ago in many fields this also may mean my skills are somewhat outdated. <S> Clarifying this is helpful. <S> Additionally, for people who worked primarily contract work that is largely how a resume will appear. <A> Not all project experiences are created equally, but I don't think giving date ranges is important. <S> Overlapping projects can look confusing. <S> I would be more concerned knowing the following: <S> What are you currently working on? <S> What part(s) of the project were you involved in? <S> What was the amount of completion of the project? <S> There's no guarantee a 3 year project was seen through completion or if you were involved during the initial planning stage. <S> Usually dates of employment are given to help identify gaps along with the amount of time spent there. <S> The dates of individual projects within a given job doesn't tell me what I would really want to know. <A> I would hesitate in adding project dates to my resume. <S> I'm involved in the recruiting process and project dates are not useful to me. <S> To determine the size and scope of a project would require much more than just the project start and end dates. <S> The dates would take up valuable real estate on the resume that is better used to highlight your accomplishments.
| If I am looking for someone to work on a large project I almost assuredly will prefer people with experience on longer projects.
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My boss saw me doing personal thing in desk Yesterday, my usually cool and supportive boss came to my desk for asking something and he saw me doing unofficial non-work activities at my desk. He did not react much but he asked what I was doing. I panicked a bit at first and I told him that this is not office work. After that I came to normal and answered his queries which he wanted to ask. This happened on the backdrop of my company not having many projects and I had no work for the past 2 weeks but I have something lined up for the month December and January. I have not earned a very good reputation for the past 1.3 years of my journey here. I have successfully done the jobs assigned to me and quickly learnt in the job. But I am having some chronic personal problems like forgetfulness which got me a bad name. My performance and motivation is getting affected as I feel like everyone is watching me like a bad performer. My question: is it a good idea to have a frank discussion with my manager regarding what is the future plan and projects they have for me, and regarding my performance? NOTE: I am in Asia. The personal thing I was doing is for a volunteer organization I am involved in. <Q> My performance and motivation is getting affected as I feel like everyone is watching me like a bad performer <S> They probably are watching you, as you say: I have not earned a very good reputation for the past 1.3 years of my journey here <S> Whether it is due to outside issues (memory), you need to stop compounding the problem by doing outside things, even if they are altruistic. <S> Don't ask the boss if it's ok <S> , just don't do it at work, you aren't in a position to do anything on the side. <S> You've admitted that you weren't doing work to the boss, so move on, but don't get into that position again, the achievers are allowed to digress from work, strugglers are just building up the evidence to justify firing. <S> UPDATE <S> You need to be proactive in this, not reactive. <S> Asking your boss about his plan for you may just lead to you finding out you're about to be shown the door, so you need to be in control. <S> If you have work coming up, but nothing on just now, think about what you can do for the new project NOW, to give you a head start. <S> Think of the other things you can do to improve (diary/notebook sounds like a start), make a list of steps and timescales to see an improvement. <S> Now go talk to your boss, tell him what you have observed about yourself, how you will fix it and how you can help the upcoming project, then ask if he has any other suggestions. <S> Then try and make the meet with your manager a regular event, and get feedback to provide evidence of your improvement. <S> How you react to a situation like this can have long term affects, sit back <S> and you'll end up marked for firing, own it <S> and it can actually make you look good, someone who learns and improves. <A> It is almost always a good idea, when you aren't sure what you should be doing for the company or when you think you need to improve your performance, to ask your manager for guidance. <S> You should definitely ask whether "incidental personal use" of the company's computers is permitted, and what the limits are. <S> Doing an occasional quick check of your personal e-mail when you're expecting something important is usually OK; spending all your time chatting with friends definitely isn't. <S> Whether the volunteer work is OK, and how much is OK, will depend on local policies and practices. <S> And since your manager is the one who's going to evaluate your performance, you should know and confirm to his definition of what's acceptable on company time. <S> Volunteer work is a fine thing, but unless the company actively supports it you should be doing it on your own time, not on hours they're paying you for. <A> I think it depends on corporate culture of your company and type of work. <S> For instance in some places where work depends on your creativity people are allowed to have some time off, because tired people do not come up with good ideas, so companies accommodate for that. <S> "Do whatever you want as long as the job is done well". <S> That within limits obviously, downloading torrents and jeopardizing your company's security by doing so is not a good idea at all. <S> On the other hand if your work is more of repetitive type or time-sensitive, like data entry, call center, customer support, no time off and personal stuff is allowed, because person has to do as much as possible as fast as possible. <S> Finally, as a rule of thumb if clients or partners (someone outside the company) can see you - you have to look professional at all times: no cell phones, no personal business, always dressed up. <S> Example of such would be personal banker or finance adviser. <S> In my case company allows to ask for time off at any time if you have problems. <S> To fix your reputation just put everything aside for now and focus. <S> Deliver fast ans high quality work and people will forget your mistakes pretty fast. <S> If you forget things - get notebook and write everything down, be organized. <S> That way you prevent misunderstandings rather than hope for him not to notice.
| If you have personal issues that affect your work drastically - notify your boss or rather take time off and solve them.
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Declining a job offer and added to blacklist Company A extended me a job offer verbally two days ago (Monday). They promised to provide me a written job offer letter to review and consult with my parents, but they failed to do so because they're waiting for a start date from their client. What I received from Company A is only a list of pre-employment requirements and it doesn't state anything about job offers. I have also a job interview the next day (Tuesday) with Company B and passed the exam. On that same day, Company B also extended a job offer and I much preferred to work with Company B, so I accepted it. The time was end-of-business of Company B when I accepted the job offer. The next day (Wednesday), Company A called me to come over to their office and sign the contract on that same day. I then informed Company A that I have already accepted a job offer, since I was already waiting for Company A's job letter for me to respond within one day, and he also said that they called me yesterday (Tuesday) where in fact they haven't. Now, Company A told me that they will add me to the blacklisted applicants since I did not inform them immediately if I did not sign the contract on that day. I do admit my mistake of not informing them ASAP. In the end, I didn't proceed to the contract signing and turned down the job offer. My concern is, will it affect my next employer's application status? Do I really need to worry about its damaging costs in my career? <Q> Firstly, it won't affect your application to other unrelated companies - it's on their personnel files, not some centralized system. <S> Second, it sounds like you've dodged the bullet - <S> anyone willing to bully and threaten a candidate for their own personal decision isn't worth working for. <S> They wouldn't have hesitated to hire someone else who they considered better/cheaper than you, why on earth should you be tied to them from the second they make a non-binding verbal offer? <S> Personally I'd still apply to that company in future if you need a job and want to work for them - chances <S> are you aren't blacklisted anyway, and if you are you've only wasted the price of one printed resume. <S> If it's a recruitment agency, simply use another in future - they need candidates more than candidates need them... <S> most likely the job will be advertised elsewhere anyway, or you can see the post on their website and apply direct. <A> If it is a recruitment firm then you will not be blacklisted. <S> They make their money by finding people accepting jobs. <S> If they have a job, and you are the right applicant, will they say "we will ask ju-chan to do the job and get our commission" or will they say "no, we don't want that commission because we blacklisted ju-chan"? <S> Of course they will take the commission. <S> A verbal offer isn't worth the paper it is written on. <S> When you were at company B, you had the choice of accepting their offer and have a job you prefer, or to reject it for a verbal offer from A, which was not in writing, so A could have dropped your offer, and you would have had nothing. <S> Even if you hadn't had accepted B's offer yet, it is quite possible that you hadn't accepted A's offer or at least you would have delayed accepting it until you heard from B. <S> All that is really happening is that a lowly employee at a recruitment company is angry about losing their commission, which is none of your concern - that employee doesn't deserve the commission because they didn't find the job that you have been accepting. <S> And because that lowly employee is angry, they are lashing out. <S> Which is unprofessional, and probably against the guidelines of the recruitment company he or she is working for. <S> That recruitment company will gladly find you another job some time in the future when you are looking for a new job, with better qualifications than today, with a higher salary than today, and therefore a bigger commission for them than today. <S> The lowly employee lost a commission and therefore tried to make you feel bad. <S> You could always take revenge by writing to his supervisor and asking whether you are indeed blacklisted; I bet that will get him into trouble. <A> To answer your unasked question: you did nothing wrong here. <S> That the first company happened to call you before you had a chance to call them to withdraw is hardly your fault, especially considering that not even a day had passed. <S> Company A never actually made you an offer, they just said they'd make you one soon. <S> If you had stayed in the running you likely wouldn't even see their offer until you saw the actual contract, at which point they'd expect you to sign it. <S> This is a crappy tactic but is still used by some companies. <S> You would likely have received an equal amount of abuse for requesting time to consider after seeing the contract and refusing to sign on the spot. <S> Caveat: legitimate companies can rush candidates through the process in cases like these were a project is nearing its start date. <S> But this is more common for short-term employment or contract work and the reason is that HR or whoever handles the legal aspects is still processing the offer. <S> If that were the case however you'd already have discussed most of the (preliminary) details with the recruiting manager. <S> When that is not the case, consider this to be a big red flag. <S> As the other answers mention, the blacklisting they threatened you with is limited to that company. <S> That they suggested doing so as punishment if you didn't renege on an accepted(!) offer and accept their unknown offer instead is another huge red flag. <A> How big is the company? <S> If it's one of a few zillion employers of similar size, then you'll just have to apply to that other zillion in the future. <S> They don't seem a good employer to work for, because if they are that generous with threats with you when you're just an applicant, I don't think that it's going to get any better once you start working for them. <S> Stay well away from companies where the management manages by making threats.
| What you did was exactly the right thing.
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Giving Notice to a hard to track-down employer I currently work in a small office, just me and my direct supervisor. I'm expecting a job offer from another organization in the next few days and wanted to prepare myself in case I have to give notice. However, my boss has been out of the office for a month now on vacation and with health concerns and has not communicated with me much during his absence, just a few text messages here and there with no specific information. I have no idea when he'll return, and even before his time away he tended to show up and work very random hours. I really have no idea how to approach this. <Q> If your boss is the owner of the company, and therefore there is no one above them, then you send the notice to the person running things in their absence. <S> If there is no one running the company while the boss is absent then you just email / text the boss. <A> Worst case: If it is impossible to reach anyone, you send your notice by registered mail to the company address. <S> If the company isn't able to receive the notice, that's their problem, not yours. <S> Imagine the Inland Revenue asks the company for a payment, or the boss is asked to appear in court for some reason. <S> Do you think they'll wait just because your boss decided to go on holiday? <S> They won't. <A> Send him an email giving him the notice. <S> Tell him him that you are available for a conversation on the subject any time. <S> If he wants to contact you and talk to you, he knows where and how to find you. <S> At least, until you're gone. <S> Follow up your email with a voice mail in case your email gets snagged by the spam filter of his Inbox. <S> If you have an address for your boss, send him your notice by snail mail, too, by registered mail. <S> The whole point of this exercise is that you are not taking any chances on him not getting the message you're giving him. <S> If your company has an HR and/or the company has produced an employee manual, review the way you're giving notice, which right now is by email, against their accepted procedures - You don't want anything to stand in the way of your exit. <S> And since your exit is your last official act at the firm, you might as well make sure that you're handling it properly.
| If your boss is unavailable, then you send your notice to their boss, cc'ing yours.
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Is it typical that applicants are not notified when their application is rejected? Is it common that when sending an application through the company's website, they simply don't respond? Should I consider this a sign of rejection, or that something went wrong and my application got lost? The application was through their website and there was an automated confirmation email that contained no contact details where I could inquire. Consider a case when there was an ad for the position, and I believe I'm clearly qualified for it, so I don't see any obvious reasons for rejection, and I'd expect to at least be notified if I'm rejected. I haven't worked in industry before and I'm not very familiar with the North American workplace culture. <Q> Yes it is quite common. <S> the company may not be immediately interested in you but after a search may decide they want to speak with you. <S> If they send you a rejection letter outright then they are in a worse position. <S> Also rejections seem personal to the applicant when often they really just mean you didnt make the cut this time. <S> The easiest way to handle an application is to consider it rejected until you get a call back asking for an interview. <S> Always remember that the rejection is only until they decide they are interested. <S> So treat the companies respectfully and don't let it get you down. <A> It is rare for an online system to even auto-notify you that your submission was successfully received. <S> You will also notice there is almost never any contact info, if you wished to follow up. <S> This is by design. <A> Is silence normal or a sign of rejection? <S> It can be either... <S> Some companies never send rejections ever. <S> Others send rejections only to those they've decided they never plan to hire. <S> Some will send rejections to everyone who they don't hire "right now" and might even call you back on a later date to "see if you're still looking" <S> So what do I do? <S> Opinions may vary here, but generally speaking you shouldn't just wait for a response before you continue your search. <S> When I'm pursuing work I don't stop looking until I have an offer in writing. <S> Simply put until you have it in writing there is no guarantee you'll get the job, waiting to find out you didn't get a job <S> is time wasted. <A> The few companies which do send an explicit letter declining your services (I hate the word "rejection") run a significant risk in doing so. <S> Not just because they may want to call you back in, but because the office which sends the "no thanks" letter may not communicate well with the office which sends the "yes, we want you!" letter. <S> I received my "sorry" letter from IBM two days after I received my offer letter. <S> It could just as easily have been the other way around. <S> I did have the verbal offer, but I'd have had to call them back to make sure... <S> and if I didn't realize that, I might have wound up accepting someone else's offer instead. <S> The hiring process is just plain messy. <S> Always.
| HR departments see zero benefit in sending you a rejection letter, particularly when there has been no human interaction, therefore the majority of them will not do it. Yes, it is extremely common.
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Is a resignation letter always needed? I recently put in my two-weeks notice and prepared a resignation letter as is generally expected. It was short, to the point, and did not provide much more than "I'm leaving, you've been a great boss, let me know how I can help transition." I see my boss every day and we get along well, so it was my intention to get across most of my points verbally. When I walked into his office to talk, that's exactly what happened. We talked, he didn't do much more than glance at the letter before putting it in his desk. I provided the letter as more of a formality, but the formal way to resign at our company is to submit an online form. I felt like the letter didn't do much besides pass between hands. I've always thought of a resignation letter as something mandatory you have to do when you leave a job, but is this always true? Is it ever acceptable (particularly in my situation) to just not prepare a letter? <Q> A written communication will trigger their taking the steps to terminate your presence on their payroll plus whatever steps they take to disable your login accounts plus <S> whatever remote access you have to their systems, etc. <S> I hardly imagine that HR will trigger all these housekeeping activities on someone's verbal say-so that they resigned, given that verbal communication gets lost, misinterpreted, etc. <S> Never mind the possibility of someone doing a bit of social engineering and impersonating someone else and calling HR to claim that this someone else is resigning. <S> Or the simpler possibility of someone announcing their resignation verbally, only to change their minds. <S> Even if a letter is not mandatory - and I can't imagine why it should not be mandatory, I believe that you should still, as a matter of prudence, hand in a written communication whether it's an email or a handwritten letter. <S> You don't want to be in a situation where you are arguing that you resigned while they assert that you didn't - That dispute would have an immediate impact on you if agreements that were in force when you were employed are supposed to sunset once you are out the door. <A> I've always thought of a resignation letter as something mandatory you have to do when you leave a job, but is this always true? <S> Is it ever acceptable (particularly in my situation) to just not prepare a letter? <S> In my part of the world (US), I've never worked at a company where a written resignation letter was mandatory, or added any value at all. <S> As most businesses these days are far more casual than in the past, this is sort of an antiquated nicety. <S> Particularly since you see your boss face to face every day, just talking makes perfect sense. <S> More typically, after your conversation your boss will simply call or email HR, letting them know that you are leaving, and arranging any necessary exit interview. <S> That will usually also start the appropriate actions for HR, Payroll, Security, etc. <S> Note: as @RSmith points out, in other countries, Germany for instance, a written letter is indeed mandatory (by law even), and your resignation is not official until the signed letter is turned in. <A> Otherwise, what is to stop them from running down to the unemployment office claiming they've been let go by the company? <S> Offering the letter on your own just makes things easier for all parties involved and is another way to try and leave on good terms.
| If you simply talk with your boss and indicate your resignation, she/he will certainly tell you if there are any additional formalities required - perhaps an online form, an email to HR, a phone call or personal visit to HR, or even perhaps a written resignation letter. I don't know about a resignation letter, but if I owned a company, I would want something with a signature on it indicating the employee left on their own.
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Should I give the interviewer a resume? I have a interview coming up very soon for a position as a Legal Secretary in a Law Firm. I am 19 years old. Freshman College student, just taking basic general ed. classes. NO experience as a secretary, personal assistant or anything related. Very minimal work history, all related to being a cashier. And I'm not an expert in Law. The primary reasons why I even got an interview scheduled is because of recommendations, my willingness to learn and my career interest to pursue an A.S. degree in Paralegal Studies. BTW The interviewer already knows all of this. Overall should make a resume? I feel it will be appropriate since it's a great position and opportunity for me, but I also feel I don't have much else to share. What should I do?! <Q> Yes, you should make a résumé. <S> It will be short, but it will have your contact information on it, as well as the skills you purport to have. <S> This is an issue if, years down the line, you're still working for this lawfirm and someone accuses you of lying on your application. <S> HR (should) would have your original résumé on file and you would be able to show what you claimed at the time. <S> Kind of far-fetched, but as you'll soon learn in paralegal school (my wife is one), covering all the details pays off more often than not. <A> @WesleyLong has it right. <S> Make a resume, even if in your case, it is super short. <S> Think of your resume as a blank canvas. <S> Over time, you will look at it periodically, reflect on where your career is going and review your goals for relevance to your life. <S> And depending on what your goals are, you will fill up your resume with the skills and work experience you want to have. <S> The very fact that you are writing it should create in you a desire for stronger work experience and skills set. <S> I remember how pathetic my first resume was :) <S> In terms of managing your career, you are running a marathon not a sprint athough you will be surging forward at keys points of the race. <A> First I would suggest a more positive outlook on this wonderful opportunity as a student. <S> As you say the personal already knows .... <S> but you still need it in writing for your file and other people consulted for many and various reasons. <S> You stated it perfectly ... ' .. <S> my willingness to learn and my career interest to pursue an A.S. degree in Paralegal Studies. ' <S> Be positive, try to approach them and your writing as this <S> is what I've done in school and will do <S> and this is what I can do for you while I'm doing all that. <S> I hope that helps. <S> Congrats.
| Short term, you should write your resume even if you have very little to show.
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What can i tell as a reason to the interviewer about being unemployed Most freshers/recent graduates and job seekers face a question of why were you idle for so many days after completing the studies. What answer can he give as a reply? Here are a few cases: Done a certification course Got placed and seeking for better opportunity Went through course and yet to take up certification In a job, but applied as fresher because of acceptance bond in other company got offer and rejected for bad CTC How best does one answer this question in a job interview? <Q> Tell the truth - Employers aren't usually worried about a few weeks of unemployment/inactivity after graduation. <S> Chances are you didn't have a break for 6 months or so, you've earned a rest! <S> If it starts to stretch beyond a month, I'd be looking to see what the person was doing - were they applying for jobs? <S> Were they busy moving home? <S> I'd only be concerned if my job had been advertised for two months and they hadn't bothered applying while idle - if they're so keen to work for me, surely they've been keeping tabs on my company? <S> If you've been travelling, tell them that - it shows you've got a bit more to you than textbooks. <S> If you'd been working part time while studying and wanted to spend some time in the countryside after several years of your degree, tell them that too. <S> And finally, stop worrying about it - chances <S> are they understand. <S> Even if you just weren't sure about what you wanted to do next and took a while to think about it, that's probably fine too - I'd rather have someone apply after deciding what they want to do for their career, rather than before <A> The answer is always to tell the truth. <S> Of you say you were doing a course <S> and I find out that you weren't, you're going to be out of a job really quickly. <A> You're asking us which lie to tell. <S> This is not ideal. <S> And the examples you mention are ridiculous. <S> Why would you claim to have taken a course, when there's a good chance it's going to be checked out by your potential employer? <S> Tell the truth. <S> If you were idle because you simply needed some time to yourself, say so. <A> I handed in my thesis on Feb 28th. <S> These are my "excuses" why I didn't send out all my applications on March 1st: <S> First, I took some days off as a way to relieve from the stress of the last weeks finishing my thesis; and catching up some sleep. <S> Then, finding work starts with searching and asking and preparation - finding my strengths, writing my resume, and esp. <S> finding companies to send it to. <S> I had personal reasons to go slow: I visited my grandmother fairly often because she had stumbled on the stairs and needed some help around the house while recovering. <S> I took the time since I could. <S> I was waiting for my certificate <S> (the day after I I got my certificate, I sent out the first applications) After that, I was never completely idle - <S> but I can't send the applications before I have found suitable open positions. <S> The most important thing is: this is the truth, although I must admit that I had a good time searching for open positions. <S> If I had wanted, I could have sped up the process. <S> ;)
| They recognize that the last year of the course can be pretty intense and you may want a while to yourself to relax, unwind and focus on where you go next.
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How do I ask my colleagues to pay up for lunch? So here's the situation, my office had a few interns who ended their stint and we had a farewell lunch. After the lunch, I made payment first because I was the person who ordered the lunch (as per my boss's request) and now I find myself caught in a dilemma of how I would ask my colleagues to fork out money for a meal they have already eaten. Note: they knew there was a lunch going on but it is safe to hazard a guess that they didn't think they needed to fork out any money for it. How should I go about collecting the money? <Q> I don't know why your boss is being such a scumbag about taking ownership of the situation <S> but if he isn't then I would sent a group email CCing him explaining that you hope everyone enjoyed their time and so forth and ask if they can drop off to you their share of the expenses the next few days. <S> If you suspect they thought this was a free meal then clarify that as well. <S> Any negative backlash will be and should be dealt with by your manager for the confusion around the situation and the fact he is avoiding it makes me think you should keep a careful eye on this guy in the future. <A> There is no good way to ask your co-workers after leaving the table. <S> At the time, asking them how they wanted to handle it - seperate checks, checks or cash later would have been appropriate. <S> If your supervisor told you to pay, I would suggest sending him a copy of the receipt with a request for instructions on asking reimbursement. <S> Something along the lines of "Here is the reciept for the lunch <S> you told me to pay for, is there a form I need to fill out to request reimbursement? <S> Do you handle this or do I need to send it to someone else? <S> " <S> If you simply took it upon yourself to pay the whole bill, then I would suggest that you simply chalk it up as lessons learned -- everyone, including your supervisor, have quite reasonably concluded that you were feeling generous and treated them all to lunch. <S> Asking any of them to pay after the fact is almost inevitably going to lower their opinion of you -- about the only way around that is if you are from a different culture and can plead justifiable ignorance. <S> Asking after the fact seems like you have changed your mind about treating them -- same as if you had handed out Christmas gifts and then went around asking for the gift back. <S> I suggest that in the future, you either tell the resturant to use seperate checks, or break down everyones portion in advance. <A> The best thing you can do is to try to get reimbursement from your employer, if that fails then just eat the cost yourself and let the boss know you've done that. <S> Asking for money after the fact could reflect badly on you and/or your boss. <S> Presumably the people going to lunch were not expecting to pay. <S> This is totally reasonable in most places because the business rule is that subordinates who are asked to attend a meal that is part of a work activity/function/celebration are not expected to pay. <A> but since he doesn't want to give you the money, you don't have many other alternatives, and this is a middle ground which he may accept. <S> I'm not sure any of this matters to your boss since he's making employees pay for a company lunch, but it doesn't hurt him financially to send that e-mail <S> so he might do it. <S> There's also the chance he doesn't want to deal with employees being surprised that the company isn't covering it, so maybe he won't even do this, because he wants the subconscious emotional blame to be on you. <S> In this case evaluate the amount of money and depending on the kind of workplace, you could just eat it <S> (I doubt it's feasible given that you weren't just 2 people). <S> If your colleagues are understanding and you're on good terms <S> , I'd ask rather than eat it.
| Write down an e-mail explaining that they need to get the money to you and ask your boss to send it to everybody from his address, since it was a company lunch and it should ultimately be his responsibility, holding your money hostage by explicitly ordering you to pay isn't ethical either Asking everybody for the money yourself would be weird and put pressure on your relations, which isn't good.
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why there are so many formats for single resume? I've searched all over Google, and there are so many types of resume. Why there are so many different formats? Also, could someone tell me which format is the correct one? <Q> Choose the format you like and just get your resume written up. <S> Having said that: The one incorrect format is the format where you don't include your skills, work experience and education. <S> If you are new on the job market, then your education gets listed first. <S> Eventually, as you gain more experience and a more extensive skills set, you may tweak the order in which you list education, skills set and work experience. <S> Your resume should be scannable - this means plain white paper and no fancy graphics because these fancy graphics will throw the OCR (Optical Character Recognition) off-track Use the chronological format not the functional format for your resume. <S> Sending functional resumes could be justifiable in the days before resumes were entered in databases but no more. <S> You won't be making friends with HR if they have a hard time linking your achievements with for whom you worked and when you worked. <S> You can present copies of your resume in the functional format at interviews but you should have on file your resume in the chronological format. <S> Your resume should be designed to be read through in 30 seconds or less. <S> This means no fancy words, no convoluted phrase construction, no sentences with double meaning. <S> Get into the habit of putting your resume on a USB stick. <S> That way, if you need to execute an instant update or you need to email a resume on the fly from some other computer, you can get it done. <A> There are many different types of resume because there are many different types of job.... <S> a resume suitable for a CEO of a multinational corporation would be entirely unsuitable when applying to an educational course or position with a small local non-profit organisation. <S> The correct resume depends on what you're applying for, but roughly An academic CV for education courses or research positions (emphasizing previous education) <S> A skills based CV for skills based jobs - eg Software Developer and similar (emphasizing the skills you have) <S> An experience based CV (emphasizing your previous work experience) for jobs that rely on personal experience, not directly on skills <A> Resumes are personal reflections of you, as a person, and the skills and experience you have to offer. <S> Just like your clothes, choose a format that you are comfortable with and that you think will show you off in the best (realistic) light possible. <S> They were probably successful for a reason.
| A good rule of thumb for choosing a format is to find a resume from someone successful in a role that is similar to the roles you'd like to apply for, and use their resume as a guideline. There could no more be a single format for a resume than a single format for the clothes you wear!
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Is it good to put experience if the job is for fresher (entry-level)? Is it good to put experience if the job is for fresher (entry-level), I am little confused about this, I am thinking that if they mention that the job is for fresher then they will be looking for fresher so that they can train them on a their required technology and will put us into that. So if I mention my experience then to whom they prefer,me or to a fresher for selecting? I am a fresher 2014 graduate but having 9 months of experience in an IT company (Software Development). <Q> If your 9 months of Software Development experience is at all relevant for the position you are seeking, then you should include it in your resume. <S> Your experience is something you have that few other freshers will have. <S> You already know how to work, presumably in a corporate setting. <S> That may make it valuable for your potential employer. <S> Employers are seldom worried that they can only train someone who has never worked before. <S> If you can learn one technology stack, it's not a stretch to imagine you could learn another. <S> And during your interview, if it should come up, you can easily stress how happy you would be to learn their technology. <A> Yes, you should mention your experience. <S> Remember that you are competing with students who have 3-9 months of summer internship experience. <S> And part time jobs. <S> This is a "nice to have" when employers are looking for an entry level job. <A> Employers see unexplained holes of non-activity (and that's not just not working, that's not working and not doing anything productive to fill the time either) as red flags. <S> And lying over something like this (you weren't in prison or anything) isn't worth it. <S> Long-term unemployment is perceived much worse than slight overqualification. <S> I mean, 9 months could just have been an internship. <S> So I think it is better to just write it down. <S> They may not hire you because you're overqualified and they want to pay the employee a low wage, so they wouldn't want someone with more experience who will fly away from the job <S> he's overqualified for as soon as he can. <S> Whether they would prefer a fresh graduate over you depends on their reason for looking for a fresh graduate, but I think it's possible. <S> There's also the issue of why your previous employment lasted only 9 months though, just hope you can get to the point where they ask you that question (unless you were fired). <S> Disregard this if it was an internship.
| If you're applying to internships they may not hire you because of this, but otherwise I don't see a problem. Yes, you should include all of your relevant experience. I don't think the fact that you have 9 months of experience would be considered as something that makes you too hard to train (as opposed to a 50 years old programmer who didn't keep his knowledge up-to-date).
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Colleague angry at me and I have no idea why Yesterday I had an awkward encounter with a colleague. I just greeted him as I passed by him in the hallway and in return he accused me of not wanting to fix my algorithm for a report I have developed for their department. I told him I wasn't made aware of any bug and he accused me of putting the blame on them for not knowing what they needed. He left visibly angry at me and told me "It's fine don't fix it" in a very irritated tone. I honestly have no clue at all what he was referring to. His coworker even commended me last month for my work. Now my question : how do I defuse this situation? Obviously, if something is wrong with the report then I want to fix it but I'm not sure how to approach this. I feel contacting him only might not work so well as he's angry at me and will only lead to confrontation. I thought about contacting his boss but that may only aggravate the situation as he might think that I'm trying to make him look bad to his boss. <Q> Don't go to anyone else except your manager. <S> Relay to him/her everything about the above encounter. <S> My "Developer Spidey-Sense (TM)" is telling me that your manager probably headed off an unfocused complaint from that department, and sent them back to document the details of their complaint. <S> Your manager is probably 3 steps ahead of you on this one. <S> Check with them, first. <A> So it seems there's a bug in the algorithm. <S> Find a person who can confirm it and give you the information you need to debug and correct it. <S> Send an email to the team in charge of validating your work <S> (sounds like the department of said colleague), politely and professionally asking for information. <S> No need to hint where you heard from about the bug, and no need to mention the colleague and your unfortunate encounter with him. <S> Focus on the potential problem that needs solving. <S> Once you have authoritative confirmation that the job was done, or some correction is needed and you handle it, you can put this behind you. <S> It's the colleague who has a problem with you, let him come to you, no need to cater for him. <S> In fact you can probably do no help from your side right now. <S> Take it easy, be cool. <A> Your first task is to get at the facts. <S> Ask his coworker. <S> If the coworker has no clue what's going on, you'll have to talk to his boss. <S> If the boss doesn't know, ask the boss to refer you to someone who knows about the situation. <S> If the unfortunate fact is that your colleague is the only one who knows what's bothering him, contact him first by email saying that you were referred to him by his boss and that you expect him to cooperate with you. <S> Follow up with a phone call. <S> If he barks at you instead of talking to you, hang up immediately and tell his boss that your attempts to reach out to him were cut off by his hostility. <S> Let his boss talk some sense into him. <S> If that's not happening, wash your hands off the whole affair. <S> Your colleague may or may not look bad to his boss <S> but it's collateral damage in your search for the truth and the collateral damage is not your problem. <S> Accept the fact that he is responsible for his own actions and that at the end of the day, the burden is on him to reach out to you for help and to tell you what happened. <S> No need to obsess over those who would rather lash out at those around them than take the time to make a coherent request for help. <S> People have the right to make their own choices no matter how poor those choices are, as long as no one else gets hurt.
| Sometimes, you need to let people act like adults and worry about their own bosses instead of you worrying about their bosses. Focus on the job that you're supposed to get done.
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Why great companies have different set of rules for different set of nations? I had worked in an organization for three years and had to quit and stay away for personal issues. After 1.5 years of gap I wanted to start my career over. But this time I had a very hard time explaining my situation and the gap. Somehow I managed to find a job in a great organization. The sad part is that the employer wants me to relocate to a different country. I accepted the offer without any second thought. They started my visa processing and other stuffs. Later, my google search and the advise from my highschool friends who worked in that nation troubled me a lot. This famous company has a completely different set of rules for the employees at that nation. Very rigid. One example: in my nation I need to work 8 hours a day. In that nation I will need to work 10 hours a day. Here it is two week notice, there it is 3 months notice. The list just goes on and on. I don't know how I can reject the offer at this time. This HR may blacklist me if I deny it at the last minute. I really wonder why the same company has a different set of rigid rules for different set of nations. Why this happens only to me <Q> Ask your company whether you will be working under your nation's rules with respect to working hours or the other nation's. <S> Since you will be an expat in that other nation, ask whether you will be getting any expat benefits from working there. <S> Determine <S> ASAP whether your new working conditions are acceptable to you. <S> If not, pull out all the stops to get another job <S> - it's a lot easier for you to find yourself another job <S> and here and now in your country than to try finding a job in your country when you are stuck in the other country. <S> "Why this happens to me" is what happens to those who say "yes" first and check later for gotchas :) <S> Nothing personal. <A> I really wonder why the same company has a different set of rigid rules for different set of nations. <S> What is legal in one nation might not be legal in another. <S> Additionally, locales have their own norms. <S> What is typical in one locale might not be typical in another. <S> What is necessary to attract and keep a pool of talent in one locale could be insufficient in another. <S> In your instance, one locale might permit and expect workers to spend 10 hours per day on the job, while another might prohibit it entirely. <S> Why this happens only to me <S> I'm sure you know this doesn't happen only to you. <S> It happens to anyone who chooses to move to another locale. <S> Even within some larger nations the norms are different in different parts of the country. <S> Moving requires that you adjust to local norms. <A> There may be legal restrictions. <S> Beyond that, each company has to make its own decisions about how much they follow local practices versus establishing their own practices as much as possible across the entire company. <S> (Reminder: <S> The question as posed was indeed "why", not "what" or "how can I get an exception made" or "will rejecting the offer at the last minute hurt me". <S> If you want answers to those, make them questions rather than statements.)
| If you want to know why any differences exist, you'll have to ask your employer. Nations themselves have rules (laws) within which companies must operate.
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To what extent can my volunteering and social responsibility experiences damage my career, if the causes are debatable/political? Volunteering and social responsibility/charity work is widely encouraged here in the UK as part of ones' professional development - and recruiters/firms/career advisers expect people to list this experience on ones' CV/Resume and even online profiles like Linkedin. My only concern is if the causes might be in conflict with general neutralism, or could be debatable (i.e. the majority of people do not agree with the cause). For example, I volunteer with an organization that helps immigrants/refugees from a country that is war-torn (Many people in the country are against immigration). I also volunteer with an organization that advocates strong reforms in health policy e.g. abolish alcoholism, smoking, prostitution etc.(Many people in the country favor freedom of booze and, well, you know what). At what point could listing these things in ones' resume/CV and online profiles damage ones' career? <Q> I think there is a risk - but it should be possible to mitigate it. <S> For example, if you volunteer at a cat shelter and your job is feeding the animals - that's probably not going to help you get a job in accountancy! <S> So, what are the aspects of your volunteering which will help get a job? <S> Fund-raising Negotiating <S> Working with large teams <S> Applying for Government grants <S> etc <S> If you can show the hiring manager that your skills are relevant, they're less likely to care that they don't personally support your charity. <S> If the skills you use are not relevant to that specific job, leave it off your CV. <S> Now, on to the tricky part - what to do if the employer is opposed to the particular charity? <S> Firstly, unless your charity has a really bad reputation, they're unlikely to care much. <S> The majority of people aren't anti-immigration and - to be blunt - you probably don't want to work for someone like that. <S> Secondly, show that it is a legitimate charity and briefly explain its mission. <S> Froggy-Feet (Registered Charity <S> #123456) is a voluntary organisation dedicated to keeping frogs healthy. <S> Its patron is the Earl of Downton. <S> Finally, remember, your CV is an advert for you . <S> If you think that your quest to abolish alcohol is going to make it harder for you to get a job at a pub - leave it off. <A> Your question is way too broad. " <S> Damage your career" with whom? <S> No matter who you volunteer for, someone is going to take it badly, act on it and occasionally make you pay a price for it. <S> If you choose to do good, there will be an actual cost and a potential cost associated with it. <S> It's up to you to decide whether you find these costs acceptable to you. <S> I agreed to work with a highly talented professor to fight human trafficking - <S> Neither him nor I expect to be making friends in the human trafficking community. <S> And sometimes, really bad things can happen to you when you get in between someone and what they think is "their" money. <S> At what point could there be damage to your career? <S> Anything is possible. <S> You could get totally involved in a noncontroversial cause. <S> But your prospective employer - say a management consultant - has a policy of keeping a low profile when interacting with their clientele, and your volunteer involvement is high profile. <S> Or your next employer might be concerned that you are not as available after hours as other candidates. <S> If you choose to let your fears dictate who you want to volunteer with, the number and variety of fears is practically infinite. <S> You are asking what can go wrong. <S> This is life, anything can go wrong. <S> I don't think any less of you for having fears. <S> Fear has been with me all my life, and Fear has been the best friend I ever had. <S> I always listen to Fear but often enough, I forge on ahead and do what I think needs to be done :) <A> Personally, I don't think it matters much which cause you volunteer for, unless it's something very politically or religiously motivated. <S> And even then it should be very radical for someone to outright ignore your work application. <S> For example (and this is a bit of an extreme case), if you volunteer for a communist party by raising funds and picketing, you should be discrete about it, unless you know that the recruiter who will interview you, also supports this cause. <S> Spending your time to help those in need (like immigrants or homeless), should definitely be a positive point on your résumé. <S> If you feel like it might be an issue, you could consider re-writing it without lying. <S> For instance, instead of "helping immigrants", you could rephrase it to "helping homeless" or "helping children". <S> What goes on your public profiles, can end up being important these days, so you might want to do the same rephrasing there as well.
| The key is to emphasise why the skills you use in volunteering are useful to the business.
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Recruiter doesn't respond to my e-mail for a week. What should I do? Sorry, my English is poor, but I'm a bit frustrated, so I need a piece of advice. I am from Russia, and last Tuesday I got an e-mail from a large company's recruiter, who lives in another country, - she wrote that I could be a match for one of their teams. We had an informal chat, and then she asked me to suggest a couple of days suitable for a phone screen. She said that I can take as much time as I need to be prepared properly, but she suggested about 2 weeks for preparations. Unfortunately, we have a lot of exams in December, so last Wednesday I sent an e-mail asking if there is a possibility to be interviewed in January. She hasn't responded yet, and I am very nervous about that. Should I write to her again? What actually should I ask? <Q> It never hurts to send an email as long as you don't do so frequently. <S> I would send an email and if you don't get a response in about 2 days, call them on the phone. <S> If nothing else, you need closure to determine if this is still something you're even in contention for. <A> Hiring companies don't call back when they say they will, for all sorts of reasons: They get busy with other priorities <S> Someone they need to talk to goes on vacation or holiday <S> They go on vacation or holiday <S> They need someone soon, so since you can't interview quickly, they move on to someone else <S> The need for the job changed and they're stepping back to re-evaluate <S> The money dried up and they won't be hiring after all <S> They found an ideal candidate already <S> They're about to call, but haven't yet <S> There are lots more reasons they may not have called. <S> And you have no way to know which reason it is. <S> Most of them have nothing to do with you. <S> You can contact her once, asking her what the next steps might be and a general idea of the timing. <S> After that, it's up to her to respond or not. <S> If you contact her several times, you risk annoying her and having her decide not to move on with you. <S> Once you have made that one contact, even before then, move on mentally. <S> Apply for other jobs. <S> If they want to hire you, they won't forget that. <S> But it's better to think that you are not being considered and being pleasantly surprised when they call, than to anxiously wait and be disappointed when they decide against you. <A> last Wednesday I sent an e-mail asking if there is a possibility to be interviewed in January. <S> She hasn't responded yet, and I am very nervous about that. <S> Should I write to her again? <S> What actually should I ask? <S> Since you haven't even waited a full week, and January is a long way away <S> , you don't need to be too frustrated. <S> Wait at least one complete week. <S> If you still haven't heard any response, call her and say something like "I haven't heard from you yet, and just wanted to make sure you had my correct email address. <S> Then, repeat you question about the possibility of waiting until January (or not)."
| It's best to wait on that contact until at least several days after you expected to hear from her.
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How to bring up a tuition-related signing bonus? My current company pays for my education, and I'm currently pursuing my master's. However, some parts of my job (which are non-negotiable required functions) require me to travel which has taken a toll on my grades, and is getting worse as time goes on. That being said, I'm looking for a new job. Part of the deal with my employer paying for tuition is that if I leave within a year of when they've paid money for school, I have to pay them back. Unfortunately right now that's about $12K, money I don't just have readily available. One of my requirements for a new company is that they also offer tuition assistance. That being said, I'm not sure how to bring up that I need financial assistance in order to leave my current job and join a new company, and especially because it's related to tuition (which the new company will reimburse). <Q> The calculus when looking for a new job includes salary, benefits, commuting time and costs, and the transition costs. <S> These transition costs for include insurance deductibles, sick and vacation balances, moving expenses,and tuition repayment. <S> You need to decide what salary, benefits, and bonus levels you need to cover your requirements. <S> If you have a limited number of weeks to payback 12,000 then you need to let them know. <S> Because if they can't come up with enough bonus you may have to wait a year for the waiting period to expire. <A> One of my requirements for a new company is that they also offer tuition assistance. <S> That being said, I'm not sure how to bring up that I need financial assistance in order to leave my current job and join a new company <S> So apparently you actually have two related "requirements for a new company" here: <S> Reimburse tuition on new courses <S> Help you pay back prior tuition reimbursement to your current company <S> When discussing salary and benefits you can either bring up the second requirement specifically, or make sure your new salary and benefits covers you without the need for a special allocation for paying your current company back. <S> It's possible that your next company will give you the money you indicate you need to "break free" of your current company if they want you badly enough. <S> In my experience this would be rather unusual (at least these days in my part of the world). <S> Be prepared for the case where they say "No" to your special request. <S> Decide ahead of time if this is a deal breaker for you or not. <A> I was once in a similar situation. <S> I worked for a large company that had a no-strings-attached tuition assistance policy. <S> That changed right before the last semester of my Master's program (they used the whole 2008 financial crisis as an excuse) to a requirement to repay if you leave the company within 2 years. <S> So I ended up being on the hook for one semester's tuition. <S> Not long after this, a good portion of the office received 60-day layoff warning notices (economy, etc). <S> Some folks were able to transfer within the company and some took the layoff, got severance, etc. <S> I shrugged and began looking for a new job assuming that the impending layoff would absolve me from my payback obligation and if I timed things right, maybe I'd get some severance too. <S> Well, my own layoff was cancelled about the time I received an offer (a manager was trying to help me out, or something... <S> gee thanks). <S> Anyway, did the company now expect me to pay back my tuition assistance? <S> Yes, they did. <S> Fortunately I hadn't accepted the new offer yet, but I was now less than happy with my current employer and wanted to leave. <S> So I called up the new employer and laid out the situation: <S> "Sorry, I got un-laid off <S> and now I owe my current employer money", and asked for a signing bonus to cover the tuition assistance repayment. <S> They said, "Sorry, don't have the budget for that, however, we can bump up your salary (which was already higher than my current pay) by a few thousand." <S> So I took it. <S> Worked out <S> ok, I was back to even after a few months at the higher salary.
| When they ask about salary you need to address all aspects.
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How to best point out possible improvements in something done by your boss/supervisor? Situation is as follows: I'm a developer in some small IT company in Germany - started the job about 6 months ago.Work climate is great, everyone gets along very well with each other and behaviour among colleagues is very casual. Now I've come by some presentation my boss made for one of our English-speaking customers - while it wasn't terrible,there were some noticeable mistakes that a native speaker might take as lack of professionalism/competence. The question is now how do I best tell him that I want to proof-read those things to make the company as a whole look better?My main problems are firstly that it's, well, not my job but that of a consultant and secondlythat I'm relatively new at the company and that he's twice my age and will probably doubt that I have a better grasp on the English language than he does. So how do I point things like these out without sounding like a smart-ass? <Q> If you are a native English speaker or have some experience living in an English-speaking country, it may be easy for him to accept that you have a better command of English. <S> Or you might ask him questions in a neutral way <S> , "I thought I was fluent, but I have not seen "[some odd usage from him]" before. <S> But if he erroneously believes that he has a strong command of English, it would probably be better for you to say nothing. <S> He probably won't be convinced until he hears from an educated native speaker. <S> If he is a native speaker, but a poor one, then he's probably beyond help. <A> There are a lot of nuances to this question which may or may not have a big impact on the answer. <S> So upfront a disclaimer: no one here knows your boss better than you do and therefore his reaction can not be accurately predicted. <S> Nonetheless, in general I would see this as a great opportunity to start a positive relationship with your boss. <S> How I would approach this depends heavily on the way in which you "came by" this presentation of his. <S> If it is in a place you can be expected to look, (eg. <S> email sent to numerous people, network drive for a specific project). <S> I would probably just send an email saying "hey i took the liberty to improve xyz, hope that is ok" and just send the corrections. <S> Your boss is a busy man, he'll appreciate someone grabbing the opportunity to support him. <S> If it was just a casual glance while in his office on his screen you need to be a little more tactful in the approach. <S> Generally your motivations sound reasonable and ernest so I would wager that any logically and business minded individual will receive feedback well. <S> Not sounding like a smartass usually comes from how you say something and not particularly what you say. <S> So think about your delivery and how you can initiate the conversation. <S> Giving negative feedback well (especially if it was not asked for) is an invaluable skill and you might as well start learning it today! <S> If you went through some unwarranted effort to get a classified document; like hacking his network account, or gaining access to his office after hours: don't do it again, and never mention it. <S> Hope it helps. <A> I'm relatively new at the company <S> Always take this factor into consideration. <S> Wait and see how others interact with this person. <S> Regardless of the age/experience gap he may or may not like even constructive criticism. <S> Your concerns may not make a difference in this case. <S> The boss may indicate some short-comings and look for assistance. <S> Personally, I think it is a good habit to have an editor/reviewer for presentations to clients. <S> You don't always have the time or the resources. <S> You could offer a second set of eyes. <S> Just because you may spot an error doesn't mean your skills are that much better. <S> I'm sure your boss is very busy and has a lot on his plate and may not be able to put in the time and effort that you could provide. <S> Ask around to see if it is a common practice for people to ask for presentations to be proof-read. <S> The word may get around that you would be a good candidate for those in English.
| See if you can get some feedback on how his presentation went.
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What should I do when a female colleague hits on me? I am a fresh college graduate who has just joined work. My team lead is a female and she is hitting on me. In the beginning it was just eye-signals and facial expressions which she used to give me but recently she has started touching me sensuously on my shoulder and back whenever she is in my cubicle standing behind me while I am working on my computer. The problem is she is my team lead, she does all this during work hours and she is married, all of which makes me very uncomfortable. How should I deal with this situation so that it does not affect my career, but communicates to my lead that I am not comfortable with the interactions? <Q> "Please don't do that, it makes me uncomfortable when you grab my shoulders." <S> If it continues after you have asked her to stop and told her that she's making you uncomfortable, speak with HR Record (on paper) when & where these incidents occur <S> The important part here is that you must make it clear to her that the contact and advances are making you uncomfortable and are unwelcome. <S> Once you have done that, any continuation is improper and may constitute harassment. <S> If you don't speak up, it won't stop. <A> Suggestion: Tell her flat-out that you're not sure whether she's flirting, or whether she's just more comfortable with touch than you are, but either way it's making you uncomfortable <S> and you'd rather <S> she back off. <S> But give her a chance to clear the air -- the problem may be in how you're interpreting her actions rather than (or in addition to) <S> the actions themselves. <S> Eye-signals and facial expressions, unless they are EXTREMELY blatent, are easy to misread. <S> Different people draw the touch line at different points; a hand on the shoulder may mean no more from her than it would from one of your buddies. <S> That doesn't mean you're wrong in deciding that touch is over the line for you , but it means you need to communicate clearly about where that line is. <A> How hard can it be to signal you're not interested? <S> Pull back from her touch as soon as she touches you. <S> If that does not work, simply say - quietly so <S> the other coworkers can't hear it too well - "sorry, I feel a bit uncomfortable with your hand on my shoulder". <S> Just ignore her whenever she flirts; that should make it stop quickly.
| Pull away/politely break the physical contact State clearly (polite, firm) that the way she's touching you is making you uncomfortable. If she doesn't seem to be making an effort to stop after you have clearly said no, you can take it to the next stage of protest.
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What is "3 years commercial Python"? It is not the first time I read something like "3 years commercial Python development" on a job offer. [Company] is seeking a python developer for a large client of ours based in dublin City Centre. At least 3+ years commercial python Development experience in recent years. Excellent understanding of Object Orientated Programming – OOP. The ideal person will have a proven background in thinking “outside the box” and likes coming up with new and innovative ideas. Experience of dealing with and solving highly technical issues based around python and it’s platform technologies. Do they require any experience as a commercial role? Usually a Python developer has enough to do not to worry about anything commercial. Similarly, the job description doesn't ask for any commercial skills. So what does "3 years commercial development experience" exactly mean? <Q> So what does "3 years commercial" <S> exactly mean? <S> That distinguishes you from someone who played with python for 3 years at home, went to school and learned about python for 3 years, or worked on an open-source project involving python for 3 years. <S> Often, the company wants to see someone with experience when under deadline pressure, when driven by real customer need, using python to solve real-world problems, etc. <S> As @Murphy correctly points out - don't take 3 years as a hard and fast boundary. <S> If you have 2.5 years of commercial experience, you may still be qualified. <S> Or if you have 3 years combined experience between commercial and non-commercial work, you may qualify. <S> The "3 years commercial" just gives you insight into the flavor of experience they are seeking. <A> I assume that in most cases commercial would be interchangeable with professional which boils down to being paid for your work. <S> Having such an employment history signals both that you have an established work ethic and that you are familiar with how real software development works. <S> It's not so much the nature of the company or product but the nature of your role that matters: <S> paid open-source positions (for instance at a staffed Apache project) or working for non-profits would typically qualify as well. <S> But as Joe mentions tinkering or volunteer work would not. <S> EDIT: <S> To clarify "real" software development, this is to draw a broad line between a few different types of programming: recreational (tinkering), voluntary (open source), educational ("hello world"), academic (research) and what you might call professional, commercial or industrial software development. <S> Each type has its own quirks. <S> Commercial software development has some typical features: product-driven, focused on deliverables, timeboxed or planned, often resistent to change, working with proven instead of revolutionary technologies, et cetera. <S> It also implies the existence of a whole bureaucracy surrounding the developers which has its own advantages and disadvantages. <S> This is just a quick overview of my interpretation, if you'd like to know more consider asking it as a new questions on Programmers. <S> SE <A> Open Source can still be "commercial" if your Enterprise fits a mold. <S> (IBM,HP,Canonical). <S> They want to see that some sort of SDLC was involved, and with any luck, also standards, code review, configuration management, peer involvement. <S> From a people point of view, it validates you can cope with your work being rejected, de-scoped, or "re-worked in another way" without fuss. <S> The commercial space is full of people with "varying abilities", and like college for IT, as a hirer I am interested in people who can "put up with crap" for a sustained period without quitting. <S> The downside of this in a commercial environment is that 3 years may just have been 12 x the same three months. <A> Joe's answer is very good, but I would like to add the following, which should help explain the reason for such clauses. <S> In most cases these clauses are added to job ads to try and help candidates self-select out of a position. <S> Most employers get inundated with tens or hundreds of resumes per job offering. <S> By HR filtering out those with less than X years commercial experience in Y technology, they are hoping to cut down on the number of resumes they have to filter through to find the three or four stand-outs that they wish to interview. <S> Generally speaking, there are two types of people who look at resumes:1) <S> HR drones who know nothing about the actual job requirements <S> ; and2) Managers (particularly at smaller companies) who need someone to lighten their burden or expand their team. <S> In the case of type 1, you are unlikely to be able to get past a filter like this if you don't have the prerequisite experience. <S> However, in the case of type 2, you may be able to get past this filter if you can provide good justification as to why you want the job and why you'll be a good fit. <S> Many times demonstrating an understanding of the business you are applying to is the best thing you can do to move to the interview stage, even if you don't exactly meet the experience laundry list. <S> The cover letter is the best place for this explanation, but you can still pad your resume if you have done something to make you stand out from the crowd (like made open source contributions). <S> In any case, always assume that the person reading this is a type 2 person, just in case they are. <S> If your resume stands out you still have a very good chance of getting a job even if you haven't completed the laundry list.
| A clause like this acts as short-hand to say "don't apply if you don't have any experience". Typically, it means you have worked in that role professionally for 3 years, for a company that is trying to sell a product and make money.
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My former employer is still paying me. What do I do? I recently ended employment as a salaried worker with a large corporation. I have just received one more paycheck as if I was still an employee of that corporation, for the full amount that I would normally receive. While I think I may be owed some money for vacation days I didn't use, it's certainly nowhere near a full paycheck. I think the corporation has overpaid me, and possibly may have not taken me off the payroll. I sent an email to my boss asking him about the paycheck. What kind of a result should I expect? Normally in this situation your overpaid wages would be taken from your future wages, but I'm not going to have any future wages. Will I be writing the company a check? I definitely don't want to get sued. Update: Although it took them until April of next year, they finally got around to agreeing that I had been overpaid. They are requesting that I pay them back, which I can do in stages if it is not possible for me to pay it all at once. Situation resolved. Thank you for your assistance. <Q> Large corporation always create fairly detailed pay statements, although they may only be available online. <S> These checks or statements clearly state the "pay period", i.e. the dates of work for which you are being compensated. <S> Carefully check this date. <S> If it reads later than your last day of work, then they did indeed overpay you. <S> The statement should also indicate if you got compensated for vacation not taken. <S> In any case create a paper trail. <S> State also: "If you don't hear anything from you until such-and-such date I will assume that the payment is actually correct and will keep and spend the money". <S> If you are really paranoid, you can have this letter drafted by a lawyer, but that's probably overkill. <S> The letter clearly shows that you have demonstrated reasonable effort to remedy the situation and if the company doesn't act or respond it's their fault and there is nothing more you can do. <A> You should consult the payroll department (possibly HR if they are the same for your organization) immediately. <S> Make sure you don't spend the money until you can account for all of it as either payment for unused vacation, sick time, etc. <S> Your former payroll department should be able either to identify the source of the payment and whether the payment was made in error. <S> If the payment was made in error, they will likely want that money back, but they will also determine the amount of the overpayment. <A> If it's just one paycheck, you shouldn't worry. <S> When you started, you probably didn't receive your first paycheck until having worked there for three or four weeks, so this is just balancing that out. <S> Most of the time the way payroll works, you work two weeks, then it takes a week or two for your paycheck to process, then you receive a deposit. <S> The money you just received was most likely for your last week or two of work. <A> The sneaky method would be to inform them by a letter to their HR department that your last payment was incorrect and that they should fix it. <S> With just the right amount of indignation that they feel accused of underpaying you. <S> A good company will investigate and possibly find that you were overpaid and ask for the money back (which you then pay back). <S> A bad company will not investigate but assume that you complain about an underpayment and send you a harshly worded letter that their payment was correct and if you don't agree, you can sue them. <A> First, never admit you are wrong. <S> That is a very dangerous position to get into because they might in fact assume you are wrong just because you say you are wrong. <S> You notified your boss that you believe you gotten an extra paycheck. <S> I would have simply said, "I got another check for the amount of X <S> but I was not expecting it. <S> Do you mind explaining what this is? <S> " <S> Then let them figure it out. <A> i'm not sure why this particular answer hasn't been said already (other than some would disagree), but i'll say it anyways because this is the real world. <S> put it in the bank, it's probably for money owed; last paycheck, vacation pay, severence pay, who knows. <S> if the previous employer asks for it/explains why give it back. <S> if not, move on! <S> it's not rocket science and this doesn't need to be such a big issue.
| Send a registered letter to the company that states that you believe you have been overpaid, what you think the right amount is and that you are happy to refund any overpay if they give you a corrected pay statement with a repay amount within 30 days of receipt of this letter.
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What would be the best reason to take leave for attending an interview? I work in a start up company and I am not happy with the working atmosphere here. This is my 7th month in this company and I need to quit. By the time I have to find another job for myself. Here we have a tight schedule that its not easy to get leave. So what would be best reason to take leave for one week so that I can attend interviews. <Q> You aren't going to be interviewing all day every day for a week <S> so skip taking a week. <S> Fill in individual 2 hour blocks at the beginning or end of days (I recommend end) labeled personal appointment. <S> If you have the time accrued, they have no business asking the nature of the appointment so long as you identify it as personal. <S> Don't make up excuses or lies because eventually something will catch up to you. <S> Simply leave it unidentified. <S> Job interviews could stretch out for a month or more, so plan ahead and make the time count. <A> Your reason: "Personal business". <S> At most employers I'm familiar with, that's sufficient. <S> You may not be paid for that time (which is entirely reasonable), but they don't have any need to know what you're using it for, and not saying is always better than lying. <A> Yes I agree that you should just take an extended lunch hour or something. <S> Say that you have to take an extra lunch break because of personal matters. <S> If they ask what, just say you have to take care of some business. <S> That isn't really "lying" per se. <S> If they continue to press, then at that time you'd probably need to say something. <S> Now the worst thing you can do, in my opinion, is use company property to conduct the interview or setting up interviews. <S> You should do that on your own time, not on company's time. <S> However, if you come to work in a suit and all dressed up, you're going to draw suspicion. <S> The thing is in any professional environment, they shouldn't get that upset that you are going to interviews <S> and they should view you updating your resume/portfolio as a common thing. <S> You may be surprised to learn that they might counter offer you to stay or even attempt to give you a raise if they know you are trying to leave and they like you.
| Many companies are willing to work with your schedule so that you can do some interviews over an extended lunch, after hours, early in the morning before your regular job starts.
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What computer science related positions would be appropriate for an ABD Ph.D. student? In the past 8.5 years I have been working towards a computer science Ph.D focusing on Human-Computer Interaction. I am all but dissertation (ABD) and took a one year sabbatical as a professor. I'm now intending to leave the program as I no longer find the passion I need to complete my research. More specifically: I have many years of development experience on a large software project related to my research, presented many talks to academic and non-academic audiences, taught a wide variety of computer science courses, and engaged heavily in project planning and student talent mentorship. The problem I find is identifying what positions are appropriate for my experience. Granted, my interests should and do drive what I will apply for, but I want the perspective from the hiring end. I see a lot of general terms for positions (Senior Software Developer, Principal Software Developer), but even with position descriptions most sound generally very similar. I feel insider knowledge could provide insight to expectations with these terms. Would my type of experience qualify me for roles that are asking for significant industry experience? Would my experience qualify me for roles that differ from the norm in the software industry? Are there general terms/positions that make sense to search for to help find appropriate roles? <Q> Would my type of experience qualify me for roles that are asking for significant industry experience? <S> Generally, no. <S> In my experience, going towards a PhD involves a lot of research and little coding. <S> And the little coding involved usually does not meet the bar for professional experience - especially when it comes to the processes involved in producing quality code in a predictable manner. <S> Would my experience qualify me for roles that differ from the norm in the software industry? <S> Sure, depending on your HCI specialty, that sort of formal training is uncommon amongst programmers, and thus valuable. <S> Also, having your teaching background is useful working on software for the education industry, and teaching/training in general. <S> Few programmers are really skilled at public speaking. <A> Coming from a similar background (also ABD >10 years ago), I've been through your dilemma. <S> I would generally disregard advice about what you are or are not "qualified" for in terms of industry experience. <S> What constitutes qualified in one place is a novice in another. <S> There is NO "ground truth" in computer-based industries-- its not a professional field with real credentials like you would have for a doctor or lawyer. <S> The only way to find out where you belong is by trial and error. <S> This is true for software engineering and especially true for emergent fields like HCI. <S> This usually means going after "niche" jobs rather than jobs where the competition is wide. <S> I think you'll find that the most compatible employers are going to be smallish companies. <S> Large companies tend to focus on candidates with "straight story" continuous career progression, although there are exceptions. <S> Alternatively, a consulting company may be the ticket for your first position. <S> I found working for a consulting company useful after I left my PHD program. <S> It was an opportunity to see a lot of different workplaces (as clients), and I was able to bring a fresh viewpoint to the projects. <S> I left that job after less than 2 years, but the experience was valuable in helping to chart future career decisions. <A> It took me 8 years to complete my PhD work and just submitted a revised dissertation. <S> I too ran out of motivation and passion and wanted to ABD. <S> The feedback I got was : <S> Academic expertise is viewed with considerable disdain in industry. <S> Not completing shows a lack of commitment and work ethic. <S> Your teaching experience will have minimal relevance even in academia, yet alone industry. <S> The late Steve Jobs said: "Artists ship!" <S> So you can either walk away and consider 8.5 years as "sunk cost"; or Spend a considerable amount of time in your future justifying your ABD or complete forget <S> telling anybody about it - but how to cover the "gaping hole" in your CV. <S> Could you sit down and write up your dissertation in 6 months and have the satisfaction of completing something you have started? <S> If you are still searching for answers, perhaps you could read Steve Pressfield's "The War of Art" (yup, not the other way around, that's Sun Tzu's work.)
| I think the key thing is to match up what you want to do with what your talents are and then target very specific jobs.
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Should one put future employment on one's resume? Should one put future employment on one's resume, e.g. a job one will start in a month or two months? <Q> Should one put future employment on one's resume <S> No. <S> Your resume should reflect your knowledge and your experience. <S> You should avoid including anything that you haven't yet experienced. <S> It should include actual jobs you have held - not jobs you expect to hold, jobs you hope you will hold, or jobs you wish you held. <S> You can always revise it in a month or two once your potential job actually comes to fruition. <A> The answer is maybe. <S> Why do people have resumes? <S> To find jobs, and to help their company win contracts. <S> Every company I have worked for has required me to maintain a resume that they can submit to potential customers to prove the quality of their employees. <S> Some examples: Selected for a graduate school. <S> Awaiting graduation date for a completed set of courses. <S> Having been selected for an internship or training program. <S> Having been awarded a grant for a research project. <S> Having been selected for a program that only takes place a few times a year or requires a long training period. <A> I do think there needs to be some clarification here as to why you'd need to put your resume out if you have a job that is upcoming? <S> Now should you put a job that you'll have in the future? <S> No. <S> Since you never acquire any skills since the job is upcoming, it wouldn't make sense to include it. <A> Short answer: <S> No. <S> If you have a job that will start in a month or two, why are you looking for a job? <S> If you are looking for a job, how do you think that would look on your resume? <S> In the best case it will confuse the company you're applying to, and at best they will think you will only be staying with them for a month or two. <S> Either way, your resume would be passed up. <S> If you're not looking for a new job, then why are you updating your resume right now? <S> I could see updating it after you start, but right now you don't even know what you'll be doing really.
| Your resume should be about skills that you already have that relate to the position you're applying for. If you have an item that is in the future, it may make sense to include it.
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Is it okay to reply "Will do. Thanks."? I recently accepted an offer to work at another location. There is a person in contact with me and they sent me a first week preparation email. I replied that I got the email and would read it over and comply and prepare with anything. They then replied thanking me that I replied and if I had any further questions or concerns to contact them. I then replied, "Will do. Thanks." Now I'm not sure if that is considered professional? Would that be considered rude or sarcastic in any way or if I am just overreacting? <Q> I then replied, "Will do. <S> Thanks." <S> Now I'm not sure if that is considered professional? <S> Would that be considered rude or sarcastic in any way or if I am just overreacting? <S> At least in the US, and in most companies, that is perfectly acceptable casual conversation and perfectly professional. <S> I think you are over-thinking this one. <S> I wouldn't be worried. <A> It's clear, succinct and concise. <S> There's absolutely nothing wrong with that phrase. <S> Take a moment, and consider the fact that whoever is receiving the message, is just a person. <S> Just because they're a recruiter doesn't mean they no longer understand normal human language. <S> They've probably responded with the exact same phrase themselves on numerous occasions. <S> Imagine yourself in their spot, receiving that message. <S> Would you think "hey, that's not formal enough. <S> He's out."? <A> It's considered rude or sarcastic only if you take being informal as being unprofessional. <S> Unfortunately, I have no doubt that there are some workplaces that are uptight enough to make exactly that equivalency. <S> You are the one who is best positioned to determine how uptight your workplace is and thus, you are the one best positioned to answer your question. <A> As an email answer that is fine. <S> If you sound neutral or upbeat and eager, it is fine. <S> If you sound annoyed it isn't. <S> If you roll your eyes while saying it, it wil be interpreted as rude. <A> I just went throught the same chain of thought and used "please" instead. <S> The person replied with " will do". <S> Sinse ime the begger i optes for the submisive term than the demanding one. 2cents
| It sounds neither rude nor sarcastic to my ears. If you say this out loud though, it could be considered rude depending on the tone of voice and body language you use.
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Negotiating salary after joining Job I have joined a new job in US a week ago and as I look at the cost of living where I am employed now and the high deductible medical insurance, I think the salary I accepted is lower than my old job. It will become difficult to support a family. Can I ask for a better salary after a week joining, and whom should I contact, the team lead or HR? I am concerned that if I ask for it they might think I am not reliable any more. Please let me know what you think. <Q> No, typically you can't ask for a raise within a week. <S> Generally, the only exceptions to that rule would be: 1) <S> If you're promoted Promotions typically come with increased compensation. <S> 2) If you're given significantly increased responsibilities from when you first started This can easily lead to the conversation of "with the new responsibility, does it make sense to adjust my compensation?" <S> 3) <S> If the job otherwise changes significantly (such as a 40-hours-per-week job becoming a 60-hours-per-week job, or changing from a day shift to a night shift) <S> Here I'm grouping lots of changes within the company where they may just expect you to understand "this is how things will be now", and not offer compensation as a result. <S> You can still raise the point, but I would caution you not to expect a positive outcome. <S> 4) <S> If the company has a standard raise period (usually around the end of the year) <S> You can ask, especially if you're just outside the window; depending on the company, the rules may be more or less strict. <S> However... <S> None of these apply to you <S> - you're essentially feeling "buyer's remorse" at having accepted a position that turns out not to be as great a deal as you originally thought. <S> From the company's perspective, nothing has changed from last week to this week, so a discussion about "can I get an increase in pay" will seem to come from nowhere, and it's likely the company will both turn you down and gain a negative reputation of you as a result. <A> Can I ask for change of Salary after a week joining. <S> While you can ask, I cannot imagine any person reacting at all positively to that. <S> The company made you the offer, you took your time, considered it and said "yes, that's fine.". <S> You knew where you'd be working... <S> cost of living metrics are trivial to find these days. <S> As an employer, if I didn't fire you on the spot, I would definitely be concerned about your ability to make good decisions. <A> Can I ask for change of Salary after a week joining. <S> You can always ask, just don't expect an increase. <S> Although anything is possible. <S> I'd be surprised if you get one. <S> Unfortunately, the time to negotiate salary is before accepting, not after joining. <S> And certainly not 1 week after joining. <S> Next time, learn the cost of living in the area you wish to settle in, and factor that into your negotiations before accepting. <S> I am concern that if I ask for it then they should not think I am not reliable any more. <S> I'm not sure I'd use the word "reliable" here. <S> But I could imagine your employer thinking that you might be inexperienced or just immature. <A> I don't think it will hurt you too badly to ask. <S> But checking whether the salary would be adequate for your needs before agreeing upon it was your responsibility, not theirs, so asking is somewhat unlikely to help you. <S> At this point it's almost as cheap for them to say "if you don't want the job, we'll replace you with the next-best candidate." <S> You will probably have to either live with it and hope for a raise during the next review cycle, or agree with the company that you shouldn't have signed on with them and go back to job hunting.
| In fact, usually asking for a raise within the first several months is considered a no-no. Some companies have rules about how long you've had to be with the company before you're included in the raise conversation; often if you've been there less than 3-6 months or so, you'll be excluded.
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Social drinking at networking events I am a graduate student and recently my school held a networking event for the students to meet with companies and expand their professional network. I am studying finance and will be looking for work in the financial services industry, where professionalism is held with high regard. At this event, alcohol (beer + wine) plus light refreshments were available as a method to lighten / loosen the atmosphere and the students. Many of my fellow peers and even some employers were drinking but due to reasons of professionalism, I choose to abstain. My question is would employers have any negative reactions from me not drinking as a sign of not fitting the environment or would they be impressed by the professionalism shown by abstaining? Although this was an informal event right before the holidays, I still want to remain professional to the highest degree. Thanks for any feedback. <Q> Most likely it wouldn't be noticed at all <S> so it is neither a positive or a negative. <S> If you drank so much and caused a scene then you would be seen in a negative light though avoiding this doesn't automatically count as positive points as behaving oneself is generally presumed to be done all the time. <A> would employers have any negative reactions from me not drinking as a sign of not fitting the environment or would they be impressed by the professionalism shown by abstaining? <S> Neither. <S> Assuming you weren't drinking to excess or loudly criticizing others for drinking, it's extremely unlikely that potential employers would notice or care either way. <S> It you are very concerned, hold a glass of ice water. <A> Your question is unclear - or, rather, you don't seem to have a question to answer <S> but: You should accept that there's nothing inherently unprofessional with drinking while on the clock - in most cultures, <S> eating and drinking is a key part of socialising and socialising is a key part of building relationships and therefore business. <S> Alcohol is absolutely part of that <S> and, as you go through your career, you should expect to see professional people drinking. <S> Let me be clear - I'm in no way saying it's ALWAYS acceptable to drink <S> and I've certainly worked places where nobody would dream of a lunch time pint. <S> And, of course, there's a judgement to be called for - if you're not the one in a position of 'power' (I.e., you're the interviewee, or the salesman rather than the interviewer or the customer) <S> then I'd not recommend drinking if the other person doesn't. <S> Likewise, it's rare that getting drunk is acceptable - but, then again, I've been on serious nights out with work <S> and I don't feel I ever acted 'unprofessionally' - even if we did get a little silly. <S> It's all about context. <S> However, there's also nothing wrong with not drinking alcoholic drinks, either. <S> It's (sadly) natural for people to add a little bit of peer pressure and, if they do, feel free to explain that you don't drink at work or whatever. <S> I'm a contractor and occasionally get invited for Friday Lunchtime drinks with people <S> I'm working with - I always go to be sociable, but I never drink because I know it'll affect my productivity in the afternoon. <S> That may not matter for them, but it does to me as a contractor <S> - I just smile and say "Oh, man - if I had a pint now I'd be asleep this afternoon". <A> When people go too far out of their way to be: professional, smart or cool, people notice and frown upon it. <S> It's seen as phony. <S> If you can have one or two drinks and not make a fool out of yourself, what's the problem? <S> Nobody from across the room is going to be able to tell if you put any rum in your Coke. <S> Being professional comes from knowing the rules and you do that from experience. <S> I had a career change to a health/athletic related profession where drinking wasn't common, so it was awkward being the only person at the beer keg; I was use to fighting to get in line. <S> That was my last drink of the evening. <S> Pay more attention to what everyone else is doing and fit it into your personality. <S> It's a lot easier to maintain in the long-run. <A> They won't notice that you are not drinking unless you make it clear to them that you are trying to say that your act of not drinking makes you "professional" and conversely they, including your prospective employers, are "unprofessional" for drinking socially. <S> At which point you will stand out. <S> As someone who presumes to know what professionalism and who passes judgement on others based on his notion of professionalism. <S> Don't ask "How do I pass judgement on others and still fit in with them" <S> - it won't work. <S> To "know" is to "teach". <S> Be careful what you are teaching.
| If your not drinking comes down to others as merely a matter of personal choice, then they'll be too busy nursing their drinks and chatting away to notice let alone care that you are not drinking.
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How to write a professional notice to paste in conference room I work as an admin in a company. My colleagues leave the conference room unorganized. I want to paste a notice asking them to keep the chairs back in their places before they leave the conference room. So what should I write so that it should look professional? <Q> Focus on no more than three things you'd like people to do, for instance: Remove glasses, cups and paper from the table <S> Close the window <S> Move the chairs back under the table <S> Your top three items may differ (perhaps you want people to wipe the whiteboard, or something else). <S> However, people won't take more than three items seriously. <S> Next, write a short email. <S> ( Short , because no one will read a long one.) <S> Focus on what's in it for everyone. <S> If you frequently have customers, write about projecting a professional image. <S> If you only have internal meetings, draw attention to how the next meeting's participants don't need to clean up everyone's trash. <S> For instance: <S> SUBJ: Please leave the conference room in order Hi all, we would like to make an effort to organize the conference room a bit better. <S> After meetings, please: Remove glasses, cups and paper from the table <S> Close <S> the window <S> Move the chairs back under the table <S> This will only take a minute and make the life of the next meeting's participants much easier. <S> Thank you, XXX <S> Why do you want to write an email? <S> Because few people will read a notice that suddenly appeared in the conference room. <S> A (short) email will have a better chance of actually being read. <S> While that email is being sent, post a note on the inside of the conference room door: <S> After meetings, please: Remove glasses, cups and paper from the table <S> Close <S> the window <S> Move the chairs back under the table <S> This will only take a minute and make the life of the next meeting's participants much easier. <S> Thank you! <S> Finally, if you see someone cleaning up later on, remember to thank him or her. <S> Conversely, if someone doesn't do this, ask him gently and politely to do one of the three things (not all three things, this will come across as nagging). <S> There will likely be a couple of people who will never change. <S> Don't focus on those. <S> Focus on the (hopefully) 80% of your colleagues who actually will make an effort. <S> (I may be a bit optimistic there.) <S> Smile frequently. <S> It does help in changing people. <A> So what should I write so that it should look professional? <S> I'd much rather you sent an email asking them to please help out by keeping the room clean for others, than to post something in the room. <S> But if you must, how about "Please help keep this shared conference room clean." <S> Creating a list of "Do this" and "Don't do that" seems rather like first grade to me. <S> And treating colleagues like first graders but expecting them to act like professionals seems silly. <A> You should consider whether or not outsiders (business partners, vendors, clients or board members) will be visiting your office. <S> If they do, I would not put up a sign, it makes your company look bad. <S> As a customer at a restaurant, I don't feel very confident when I see a sign in the bathroom reminding employees to wash their hands. <S> Cleanliness is as much ha part of their job as putting things away at your company especially if outsiders will see it. <S> Try some other options: <S> Send an email <S> Go into the room before the meeting starts and remind everyone to put away things. <S> Get buy-in from management <S> and they need to set the example. <S> If they put chairs away, others will follow. <S> Make sure everyone knows why putting chairs away is important. <S> This could be a symptom of people not caring in general. <S> I don't think you can address that, but at least get them to do something.
| Go in the room after the meeting and ask people to put away chairs and help out. If possible, get someone from management to send that email around, it may carry greater weight. Show that you notice and that you appreciate the effort.
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What can I do to prepare for working remotely? Background info:I currently work on site (database developer) but will be moving to another state in a month. My boss has given me the okay to work remotely. I'll be the first remote worker in my office, and I've never worked remotely before. I've been in my position for a year, and this is my first job out of college. We are working on getting all the equipment I need. I'm more concerned about setting up expectations. What do I need to discuss with my boss before moving to make the transition as smooth as possible and alleviate any concerns he may have? Here's what I've come up with so far: Communication expectations Working hours and availability Overtime Travel expectations Reimbursement for business expenses Time frame for reviewing the remote arrangement to make sure it's working out for me and him. <Q> I was in your boat about 8 years ago. <S> I decided I did not want to live in the city my company moved to, so I moved back to where it started. <S> They allowed me to do so. <S> However, the dynamic is different. <S> Here's a list of everything you will need to be proactive about:1: EVERYTHING <S> This is the biggest thing you may not be prepared for. <S> If you have no physical presence, your battles are harder to win, and you will have to give way more effort to get the information you need. <S> In short, basically assume that nobody will go out of their way to get you the information you need. <S> You will have to become a squeaky wheel. <S> In my experience, certain things I thought needed to be done <S> didn't get done, as I was the main advocate, and I was on the other side of the planet. <S> It does tie in a bit with what I previously stated. <S> Not sure if your group has regular meetings. <S> If not, I highly recommend them. <S> If not a quick 15 minute one per day, then a longer one a couple of times a week. <S> Combining availability with communication <S> : Make sure everyone knows when you start, when you go to lunch, when you're back, and when you're done for the day. <S> If an issue happens and you're unavailable, it looks twice as bad as if you work in the office, but are away from your desk. <S> Again, these are based on my experience. <S> Your mileage may vary, of course. <A> I've been doing the same for a few years with various companies. <S> One of the main things I've struggled with is getting connected. <S> There's nothing wrong with my Internet access, but some companies are trying to increase their network security and remote workers get hit the hardest. <S> Here are potential policies to be concerned with: Must use company hardware to access network. <S> You may have a company PC but enjoy using your laptop occasionally. <S> You could lose that. <S> Two-Factor Authentication. <S> You can use a cell phone for some of these, but there could be a connection issue or message expense. <S> Some have a key-fob with the security numbers generated. <S> All of this is great when it works, but if things fail, being away from the office can limit your support option. <S> If you go a week without access, that could be a problem. <S> Other security issues accessing servers and databases. <S> It could be some strange think like working with linked servers and the credentials don't carry-over. <S> I know these examples could all be resolved, but it could take time or hinder your ability to perform. <S> Early on, you're going to be very paranoid that others will think you've slacked off since the move. <S> Keep positive and always communicate. <S> Pick the phone up and call more than you did at the office. <S> You don't have as much face to face as you use to. <S> There will be little jokes about how you're not working or sitting there in your underwear, etc. <S> Laugh them off initially, but make sure your supervisor knows you're getting things done and as many others as possible. <S> Don't let the haters who are back at the office take it out on you. <S> Let them know you're setting the standard and if everyone believes this worked out, it could lead to more people working from home even if it is just a day or two a week. <A> Be proactive about communication. <S> It's easy to assume you're not doing anything if the person you're reporting to doesn't understand what you do, and isn't getting updates. <S> Make sure that these meetings actually happen. <S> Often they'll be pushed off, forgotten, and eventually ignored. <S> See the first point. <S> Also, talk to your family. <S> When you're working, you're working. <S> It took a very long time for my wife to get this.
| Your list is good, and communication expectations is the most important one. Talk to people at the company on a regular basis.
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Is it professional to ask about compensation when offered relocation and training to a foreign country? If one is verbally offered relocation for a job in a foreign country, is it appropriate to ask about the terms of compensation (i.e. salary, medical benefits, etc.?) before moving forward, e.g. the company is getting ready to find housing, etc. <Q> If one is verbally offered relocation for a job in a foreign country, is it appropriate to ask about the terms of compensation <S> Yes, it's appropriate. <S> Any time you are offered what is essentially a new job, I think you are entitled to learn about all the components of that job, before accepting that offer. <S> To me, compensation changes, currency, relocation assistance, training, etc - these are all completely relevant. <A> Of course. <S> This is especially important when a potential international relocation is involved, as the costs for going back if the compensation isn't sufficient would be far higher that with, say, a position in your current location. <A> I think, absolutely! <S> Just focus before on your awesome technical skills, and then introduce the subject, politely but firmly. <S> saying that, as it looks like we are seriously talking about that,and the relocation to another country is obviously a complicated process involving all kinds of everything, you'd need to know the details of your contract to make an informed decision. <S> I'd just present myself as a happy worker, happy in your country, but also happy to move if the conditions are right. <S> They should get the impression you are an excellent hire, but not an experiment or an adventurer.
| It is normal to discuss all aspects of compensation before moving forward, to verify that they are acceptable to you.
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How to resign when your boss is impossible to reach? This isn't my first time resigning a job, just the first from such a strange place . . . My workplace is highly disorganized and the leadership not very clear-cut. My group has a couple "task masters" who are functionally on the same level as our actual supervisors without actually being titled such. The supervisors are in turn under a manager. None of these people are ever very accessible and whenever a work-related question arises it's not only not clear whose attention it should be brought to, but typically takes multiple requests to get any assistance from them. I want to give my 2-week notice with the most professional and favorable impression possible, but given how hard it is to find anyone to talk to and never knowing who is going to be on-site when, doing so in person would be basically impossible. Would a well-written notice by email suffice? And is it enough to inform just my immediate supervisor, or should it be copied to the other "supervisors" as well? Thank you for any help . . . <Q> In some jurisdictions, the physical copy is the required document to show you've fulfilled your contract, so make sure you provide this ASAP. <S> Note that the notice is in effect the date that your notice is delivered to the company or placed on your manager's desk, not the date your line manager reads it. <S> Make the contents of the email the same as a physical copy (minus addresses/headings etc), and note in the email that you've put a physical copy of the same on their desk. <S> In the physical copy, note that you've also sent the same document via email, that way there's no confusion. <S> By sending the same document via email and physical copy, you continue the same level of professionalism (if not more, as you've shown you're both continuing to do things "by the book", while assisting the company by getting the information to them ASAP) <S> An email to your line manager (this should be stated in your contract, but that doesn't mean it is ) may be the only way possible to get your notice in quick enough to move on in 2 weeks, if you have a new role lined up. <S> Your line manager is your direct superior and may be your supervisor, manager, or the CEO/Managing Director, depending on the company - it's likely to be the first person above you who has the authority to summon you to a meeting, fire you, discuss pay etc... <A> Since you can't get hold of any of them, a well-written email should suffice. <S> Make sure you spell out when your last day of work will be, if you are meeting your notice period, and get them to acknowledge it, through a follow-up email or badgering them in person (whenever you see them) until they do. <S> If they are typically unreliable in responding to emails, a read-receipt on your resignation email will be useful to have in case anyone asks. <S> Your immediate supervisor should be enough, but if you are concerned about their availability or them ignoring your email, it is acceptable to cc in other supervisors, particularly if you work closely with them, or your supervisor's manager. <S> Edit: Also, although it's admirable that you want to leave a favourable impression, they're clearly not extending the same courtesy to you. <S> Don't worry too much about leaving a particularly amazing impression - just leave a professional one. <A> Regarding sending an email, one thing to bear in mind is that in some jurisdictions, the resignation letter must be signed and dated to be valid. <S> You could scan in a signed letter and send a PDF or similar via email to get around this, rather than just copying-and-pasting the contents of a letter into an email.
| If you can't get a physical copy of your notice to the manager quickly, send the email now stating when your notice period ends (2 weeks from the date the email is sent).
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Received verbal offer, waiting on offer letter, but I know there are a few questions about verbal offers vs. written offers but my conundrum is unique in that I received a verbal offer and have not yet received my written offer, but I totally jumped the gun by declining other potential interviews because of my verbal offer. I realize now that I was really stupid to not accept any more interviews, instead telling potential interviews/employers that I received another offer and I'm currently off the job market. Now, I'm paranoid that something will go wrong and my offer will be rescinded. I received the verbal offer on Monday, accepted (verbally) on Tuesday, and was told that once they pinned down my start date, I would receive a written offer letter in the mail. It's Saturday now and I haven't heard anything from the company since Tuesday. How common is it that offers are rescinded? And, in the worst case scenario, if my offer is rescinded for whatever reason -- how do I go about contacting potential employers that I previously notified that I would not be able to continue the hiring process with them because I received another offer? Should I even do that at all, or will I look incredibly dim? I apologize in advance if any of these questions have glaringly obvious answers. I am a recent grad and very new to the professional world. EDIT: Got the offer letter today! I was, indeed, overthinking the situation. Thanks a lot everyone for your help and advice. <Q> How common is it that offers are rescinded? <S> While nothing is certain in this world, it's exceedingly unusual that a verbal offer given and accepted is then rescinded. <S> I've hired a lot of people and have never rescinded an offer. <S> I've never had an offer I accepted rescinded. <S> And I don't know anyone personally who has ever had that happen to them. <S> I suppose it happens, but I've never personally encountered it. <S> And, in the worst case scenario, if my offer is rescinded for whatever reason -- how do I go about contacting potential employers that I previously notified that I would not be able to continue the hiring process with them because I received another offer? <S> Should I even do that at all, or will I look incredibly dim? <S> Things happen. <S> Offers can sometimes fall through for several reasons. <S> Hiring managers can understand that. <S> If you go back to hiring managers in a timely manner, you might be able to pick up where you left off. <S> Even if you can't, the fact that you have gotten this interest from some potential employers almost certainly means that you could do so with others as well. <S> If you are really that concerned, or perhaps have some other (undisclosed) reasons for believing that your verbal offer will fall through, then keep interviewing at new companies. <S> Just don't accept another offer until you have heard from the one you already accepted. <S> If you do get a second offer, call the current company and tell them you need the written offer quickly. <S> But I suspect you are over-thinking this one, and worrying unnecessarily. <S> Written offers take time. <S> Try to be patient for a while. <S> (Note: As @WesleyLong's tale suggests, never give notice at your current company until your new offer is completely tied up - in writing. <S> Although it seems in your case you are new to the professional world and don't have a current company that needs a notice, this is good advice for others.) <A> You did the wrong thing. <S> You should never stop looking, and never tell people you have a job until you've signed the contract and sent it back, and everyone has confirmed your start date. <S> Even then, there is nothing to lose by keeping on looking at other jobs, maybe a really cool one will turn up? <S> You're thinking in terms of failing by creating a situation that forces failure. <S> By this I mean your scenario: "if i ask i will look dim and they won't want to hire me, so I won't ask". <S> Please never do this in the future - <S> once you've created that situation, you won't ask, so you're forcing an outcome you don't want on yourself. <S> Who cares if you look dim to a bunch of people if the action that caused it also results in you getting a job? <S> If you don't ask, you won't get a job, and then where will you be? <S> I think you're ok though , confirming new hires takes time. <S> It can take a month or more, depending on the size of the company and how rubbish their HR systems are. <S> That is a long time! <S> But it also doesn't mean you get to be lazy. <S> Next week - say Tuesday, <S> if that was your last correspondence with them - ask them what is up, politely. <S> If I were you - young and with nothing really to lose, I would also contact a few of the companies you rejected when you got this particular offer, and tell them you're interested in resuming the hiring process again just to see what happens and to get you used to challenging assumptions . <S> I think you have the job, but why squander the chance for experience in negotiating and looking "dim"? <S> Especially when you just might learn something that will help you in a year or two? <A> There is no offer to be rescinded, because until the offer is in writing there is no offer. <S> Your verbal acceptance is not binding because there is so much that needs to be reviewed in the written offer. <S> You will want to know about Salary, benefits, vacation, sick leave... <S> Some of these items taker a whole book to describe. <S> If the other companies have websites that you use to apply for the other positions, it may not be possible to resurrect your original application. <S> But you should go back to the site to see what can be done. <S> If you either talked to a person via phone or email, you can try to contact them again. <S> How likely is it that there is no offer? <S> There is no way to guess. <S> I would contact them at the start of the week, and then restart the application process at either the other companies or new companies.
| I would personally hesitate to take this step until I was sure the verbal offer isn't going to work out, otherwise you could be calling them the next day to say never mind take me off the list again.
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How to put education on your resume that you have not yet completed? Currently on my resume for education I have the following: University I went to Graduation date: Month, yearBachelor of Science in Subject I studied GPA: 4.0 (note: the above has one line break for a total of two lines. If you're on mobile you might see it as multiple lines) I'm currently about to start classes next term that will be pre requisites for a Master's program. I have not yet taken the GRE, or applied to the actual program (as without the pre-requisites I am ineligible flat out). How should I put that I'm pursuing the MS? Currently I added to the last line Master of Science in subject I will study - in progress The chief reasons I want the MS to be on the resume in the first place are: So employers know that I am taking classes, and may need some slight flexibility in scheduling (a 9-6 won't quite be feasible) The jobs I'm looking at are Software development positions. My BS is in Industrial engineering (nothing to do with software) but the Master's is in Computer science. This should indicate that I know more than my education alone might give away (though relevant work experience listed elsewhere should also give that away). <Q> I would put it as: <S> University I am attending Expected graduation date: Month, year(planned) <S> Master of Science in Subject Current GPA: 4.0 <S> Normally you don't put things you haven't earned on your resume. <S> This is a notable exception because the job may not even consider you without you listing a degree in a specific field on your resume. <S> Putting that may be enough to get you past HR who would otherwise ignore your application. <S> Similarly, you may want to do this if you were looking for a job just before graduation. <S> In that case you have pretty much already earned the credentials, but you cannot say that you have yet, so you use the above as a "placeholder" of sorts to get a hiring manager's attention. <S> You should probably wait until you actually get into the program to do this. <S> To an employer "Part of the program, but not yet graduated" may carry some value, but "Haven't started the program but trying to get into it" would likely seem pretty valueless. <A> It's pretty common to list an expected degree on a resume. <S> The usual way to do this is to put your expected graduation date in parentheses and use words like "expected" to convey that you haven't completed the degree yet. <S> However, until you've at least taken a few useful and relevant classes, it may be too early to add it. <S> You haven't really accomplished anything yet, <S> so there's no merit to it from the potential employer's point of view. <S> Especially before you've been accepted to the program. <S> That could easily be viewed as exaggerating your qualifications. <A> You don't. <S> Resumes are summaries of what you've accomplished. <S> You haven't accomplished this, yet. <A> You can indicate the program you're currently in if it is relevant to the jobs you're applying for, but don't assume <S> because you're in a graduate program, everyone will think you can't work 9-6. <S> Many CS Degrees are done online and at night to accommodate people still working in the field full-time. <S> Address your availability in a cover letter. <S> Many jobs post that they require a CS Degree, something close to it or experience. <S> There are jobs that will be impressed with a Masters in CS, but don't expect that to be typical. <S> It is all going to come to whether you know how to code or can demonstrate your ability to learn quickly. <S> Make sure you don't give the impression that you can't take graduate classes and work full-time. <S> Focus on needing some time flexibility until you graduate.
| Once you've made some real progress in the master's program, you can list your expected degree, as well as your GPA if it's good and any classes that are specifically relevant to the job.
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4 months into position found out my salary is below the minimum for position, how should I handle this? I've been with with a large bank for 4 years, same line of work 3 years, my new position 4 months and I saw a posting for my same position showing the minimum salary about $2000 higher than mine. My past years evaluations have been above average and I am doing well in my new department. I want to discuss this with my manager, but don't want to sound greedy. Any tips or advice on how I should handle this? <Q> As Bruce Hornsby said, that's just the way it is. <S> You've moved into the new role internally, hr have possibly moved you to the top end of salary for your grade, or maybe moved you up a grade (I'm assuming the new role paid some more). <S> What that has to do with what they would need to pay someone on the open market to come in, frankly nothing. <S> They will offer what they need to compete with other companies vying for candidates. <S> What can you do, you can ask, but unless you have a unique selling point, it is unlikely to do much. <S> I've had my people in my teams hit this before, different rules apply I'm afraid. <A> It probably means that the salary was lower when you started, and the market rate has increased faster than your wages. <S> Basically, they don't feel they would be able to hire someone for your salary. <S> The best you can do is approach it with your manager. <A> It's sometimes already in progress, or you may just need to given him/ <S> her a bit more ammunition to take forward when the year-end evaluations are done. <S> If you aren't given some productive route to achieve that, you have only two choices. <S> One is to decide that it isn't worth worrying about (you're being paid "enough" or you wouldn't have taken the job). <S> I much prefer to try to work with my employer rather than playing power games against them, not least because they have most of the power. <S> But others feel otherwise. <S> Your mileage will vary.
| Or you can decide that it's something you're willing to quit over... because trying to insist on a raise that they aren't ready to give you is likely to result in your being offered that alternative .., and start a job hunt to find out whether you really can get the additional money. The best approach is usually to ask your manager what you'd need to do in order to get a raise to that level.
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How does a web developer showcase their work in a portfolio? I am a coder and I'm encountering a challenge: To show a portfolio. If you are a designer you can show visual designs, a graphic designer can have a paper portfolio. Could a developer have a portfolio of code? Code might not mean much to an recruiter who has too little coding experience to evaluate the skill in the code, but if I can't show the code, what can I do? <Q> However, the following could be: <S> Indicate your years experience <S> This does not necessarily say something about your coding skills, but it does say something about management, decision making skills, ability to work with other people, etcetera. <S> Show the projects you've worked on, and your role in them <S> You might not be able to show the code, but you can explain that "I did this like this, so that it's futureproof" or "I did some research and found that method X, which I implemented, was the best for the case". <S> This does not show actual code, but it does show a bit of your train of thought. <S> Talk about your skills <S> I like speed in websites <S> , so I could make a section on my approaches to achieving that. <S> You can think of two or three things you are good at, and then use that to start a paragraph ( like this one ;) ) about something that you know a fair amount about. <S> Don't forget to add examples (e.g. "speed: <S> check out the speed of the flow in example.com"). <S> Sharing code you've made (but isn't yours) <S> We all have that piece of code, shining in its brilliance, that we'd like to share. <S> You MUST ask your employer <S> *, otherwise it might result in nasty nasty situations. <S> An option to make it less 'stealable' is to take a screenshot of it and post that, or only show it upon request. <S> Don't forget, you don't have to show everything, just some smart/good functions should do. <S> * <S> "Even if you're self employed, the code may not necessarily belong to you - e.g. if you're contracting/consulting." <S> - Jon Story Certificates or diplomas If you have any, obviously, add them. <S> This, again, might not really reflect your actual code, but it does help paint a picture of your overall skillset. <A> They can, but the way to do it depends on what you have available. <S> Some options <S> A blog, outlining technical challenges and how you've overcome then (doubles up as proof of documentation, problem solving, gives you a resource for when you come across the same problem again AND helps others) Open source. <S> Either contribute to a project or release a small utility/program etc for free: put the source up on Github or similar and you can talk about it as "Other experience" in your CV, or simply provide it as a reference in it's own right Non-open source, but do the same as the above and provide the source on request or included with applications etc <S> My preferred would be a combination of 1 and 2... make an application and document the build in a blog, and then later start adding other articles with issues you find elsewhere or while maintaining it. <S> This will give you a single set of source code to show your coding ability (+ ability to document and organise code), along with proof of your ability to plan, project manage and problem solve. <A> Could a developer have a portfolio of code? <S> Code might not mean much to an recruiter who has too little coding experience to evaluate the skill in the code, but if I can't show the code, what can I do? <S> This is a good question. <S> Because all of this stuff is essentially, “invisible” so explaining what you do and what you have done is quite difficult. <S> My experience in coding and systems administration is deep, my resume is solid, and I have code examples but <S> the actual interview process where this gets explained still becomes stressful due to the fact that initial conversations are often with non-techs who become confused quite quickly when hearing about this stuff. <S> What I have found to be helpful is having GitHub public repositories for projects. <S> The projects do not necessary have to be connected to a job directly, but perhaps you have coded a library or tool for a task you had and you posted that tool generically to your GitHub account <S> so others can benefit from that work. <S> That said recruiters might not have the ability to assess you coding skills by looking at code, so you still need to create some “high level” narrative of your work. <S> Such as, “Worked on this website and created a JSON API which enabled this site to be used in new, creative ways by staff and contractors…” <S> And then that could dovetail to code examples in your repository. <S> But another good tool is the tool we are using right now: Stack Exchange. <S> If you build up your reputation and have some solid activity on the site <S> it’s valuable to share that with a recruiter who might pass that info onto the actual techs you would be working with. <S> You might be nervous about exposing the casual tone of many interactions one has on this site to a potential recruiter, but the reality is unless you a complete jerk, modern tech-savvy recruiters completely understand that forums are forums.
| You can show some of the projects you've participated in and say what your role was in those projects. In my case, I'm not even allowed to show my code, because it belongs to my company, so that's not an option at all for me.
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(How) do I mention related mainstream software package on my resume? I'm applying for engineering jobs which for the most part have extensive experience in Solidworks as an essential requirement. However, the package I have experience in is SolidEdge . Now, I know that the two are extremely similar, and I wouldn't need any extra training to start using Solidworks straight away. Any mechanical engineer would also know this as would the manager obviously. I have no idea if the very first person (the recruiter) who looks at my cover letter knows, or would it go straight in the bin if they don't see the exact name? Do I have to write something like "SolidEdge (similar/comparable to Solidworks)"? Small point I know, but I'm just trying to streamline my cover letters and avoid insulting the reader's intelligence. <Q> Odds are, they know nothing : there are plenty of recruiters out there who can't tell Java apart from JavaScript, much less SolidEdge from Metal Gear Solid. <S> In particular, if you're applying "cold" to jobs where you have no inside connections, your resume is likely to get binned immediately if it doesn't match the exact keywords the recruiter has been told to look for. <S> In your shoes, I'd probably list something like "SolidEdge/SolidWorks" in the Technologies/Skills section on my resume, brush up enough on SolidWorks <S> so that's not a bald-faced lie (surely you can download and play around with a demo version or something?), and then explain that you've primarily used SolidEdge when you get a live interview stage with somebody who does know the difference. <S> Also, if your resume covers specific projects, make sure you note that you did them with SolidEdge, not Works. <A> Have you ever done anything with SolidWorks? <S> Are you in a position to authoritatively state that having reviewed SolidWorks, you find thaT <S> SolidWorks is very similar in look and feel to SolidEdge? <S> If you are in such a position to say it, say it and say that you are saying it from first-hand knowledge. <S> If you have never been exposed to SolidWorks, find a way to get yourself exposed to SolidWorks so that you can claim that you have been exposed to SolidWorks. <S> Good engineers are hard to find, and it just makes no sense for an employer to X-out a talented engineer over the piece of software that they are using. <S> Especially if that piece of software can be learned relatively quickly and easily. <S> As for your question "How much do engineering recruiters know about individual software <S> packages?",the answers are all over the map. <S> No one among us has any way of knowing whether a random recruiter comes from a mechanical engineering background. <S> Instead, your question should be "What should I say to convince a recruiter <S> that the fact that I am using SolidWprks instead of SolidEdge - that's not a technology deal breaker?" <S> You are not in a position to sell the product i.e. your expertise in it. <S> Instead, you need to sell yourself i.e. your ability to learn the product quickly and make effective use of it. <A> You must include the name of the desired product in a line on your resume or cover letter or you risk having an automated system reject your application before a human even reads it. <S> In some companies the recruiting staff knows nothing about the actual position being filled, they are applying the business rules (requirements) provided by the team that needs the position filled and the corporate requirements. <S> Many times I have had to provide synonyms for the technologies so that nothing that might be related is missed. <S> Because you don't have an exact match for a required technology you will have to show either a depth of knowledge on the topic or a breadth of tool experience related to the topic. <S> You should also make it clear that on other occasions you have been a quick learner when a new tool was needed for a project. <S> If the job positing has the software as desired instead of required, you are in much better shape. <S> You can easily describe experience in a way to show you meet the qualification.
| If the job posting includes the must have requirement that you have used a specific product, you will have an uphill battle if you only have experience in using a related product.
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Starting/moving to a new office: how to make team feel their input is taken into account without turning it into design by committee? I manage a team of 10 engineers, and after 3 years we are finally moving our engineering office outside the plant. Everybody is looking forward to it, and I have opened the process by putting all my planning/decision-making into our corporate wiki, however, I'm not sure this is enough of an open forum to have everybody have a say. At the same time, I believe it may turn into "design by committee" or have the "too many cooks in the kitchen"/"bike shedding" problem if I start asking what people like best, leading to not being able to meet everybody's wishes. So, to what degree it is healthy to open up the process and decision-making?, what ground rules are absolutely essential to not turning this kind of situation into the previous problems?, and most importantly: How to have everybody feel they have input into the process? <Q> It becomes a "design by committee" issue if an actual committee or a de facto committer makes the design decisions. <S> There is no actual committee in your case, so the only risk comes from the team and you acting as a de facto committee: <S> The second step is making sure that your stylistic decisions are consistent with each other and that they add up to some recognizable stylistic theme. <S> A pot pourri of inconsistent stylistic decisions i.e. that look that they have been randomly strung together - that pot pourri will inevitably raise the suspicion that the design choices were made through some committee wheeling and dealing and general politicking that led to inglorious compromises in terms of design choices. <A> Short answer: take their input into account. <S> Also don't turn it into design by committee <S> Longer answer: 1. <S> How to make them feel like their input is taken into account. <S> I'm assuming that you're actually willing to take their input into account, otherwise you will not achieve this. <S> Then it's just a matter of having a clear and open process of how you are taking their input into account. <S> For example not only informing them about the decisions, but which factors you weighed into these decisions. <S> Not only can they see that their input was taken into consideration, but also the bigger picture of other factors that came into play 2. <S> How not to turn it into design by committee. <S> Somewhat related to the first point. <S> Perhaps based on the input, and other factors, you could decide some general guidelines. <S> These could then be a stronger factor in individual decisions that just the specific input for that specific questions. <A> Try to select furniture and office layouts that allow each occupant the maximum possible opportunity to adjust and customize their own workarea. <S> For example, some people work best with back to the hallway, for less distraction as people walk by. <S> Others feel very uncomfortable that way, and prefer to face the hallway. <S> On move-in day, and for a day or so afterwards, there will be a lot of furniture arranging, as people work out designs that suit them and copy designs others have devised. <S> Some time will be wasted, but less than in a series of meetings or votes. <S> After that, everyone will be in a space over which they had real control. <S> Everyone will be a winner, getting a layout they like, with no losers. <A> I recommend asking each staff member to give you their input confidentially. <S> This may be in addition to or instead of open meetings and open wiki editing. <S> For one thing, when your staff member expresses an opinion to you confidentially, it may be easier to show that you appreciate their opinion even when you don't agree with their recommendation. <S> For another, this ensures that everyone participates rather than only those most vocal at meetings or prolific at wiki. <A> My recommended approach would be to start by setting expectations. <S> As Vietnhi said , make it clear you are in charge and you will make the decisions. <S> One valid approach is to "ration" their input. <S> Ask each team member to send you 3 things they really would like to have in the new office, and 3 things they would rather not be at the new office. <S> Have them each send their items to you privately. <S> If someone sends more than 3 in a category, discount everything after 3. <S> Then, in your Wiki, a bulletin board, or wherever, put all the items from each submission up. <S> Don't attach names to them, just the items. <S> Some will be incompatible with each other. <S> Some won't be possible due to resource constraints, and make it clear which ones aren't sticking around for those reasons. <S> Let the team, as a team, weigh in on how to rank the ideas, and then go with it, as time and resources allow. <S> Give them this window into the planning, and handle everything else yourself. <S> It will make life a lot simpler.
| The first step toward mitigating this issue is that while you accept inputs from the team in term of ideas, you make it clear to everyone including yourself that the final decision on whether any of the ideas suggested are implemented and how these ideas are implemented - that decision belongs to you and you alone. Take their input into account but don't let that be the only factor!
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List very basic language skills, or not at all? Say I'm applying for a job which has some global scope and in which foreign language skills might occasionally come in handy. If I took 1 semester of Portuguese, 1 semester of Spanish, 1 semester of Italian, 1 semester of Japanese, but have an extremely basic ability to speak, understand, write, or read any of them, should I bother listing them at all (in my resume or CV)? On the one hand I'd be suggesting that if necessary, I can do some very basic work in these languages, when the occasion arises. It might also suggest that I have some experience learning languages and I might be able to ramp up my level of proficiency very quickly, if the need arises. On the other hand it sounds stupid - like listing the ability to use a web browser or Microsoft Word. <Q> The question to ask is, "does this add value to the resume?" <S> If you are applying for a job where you are expected to work with other cultures, it can be a positive. <S> It shows you have exposure at least to different cultures. <S> If putting that on your resume causes you to leave other useful information off then don't put them on. <S> In your case: Say I'm applying for a job which has some global scope and in which foreign language skills might occasionally come in handy. <S> I would definitely put it on your resume! <S> It's experience which can be useful. <S> Here's a great question with answers which are also helpful for how to do so. <A> You already gave pretty good reasons to mention your basic language skills in your CV: <S> I can do some very basic work in these languages, when the occasion arises. <S> It might also suggest that I have some experience learning languages and I might be able to ramp up my level of proficiency very quickly, if the need arises. <S> All of these are certainly valid in a job with a global scope. <S> Then again, most non-native speakers of English will likely have a better command of English than you do of their native language, so you will likely communicate in English most of the time. <S> So I would say that the key point why you should mention your language skill is that they show a certain openness to foreign cultures on your part, which can be a very valuable "soft skill", indeed. <S> Of course, you should make sure to convey that your skills are pretty basic. <S> The Common European Framework of Reference for Languages is pretty much Europe-focused, but using some such classification scheme would be helpful in parsing your CV. <A> It depends: are they relevant to the job? <S> For example, if the job is as a tourist guide or as a retail vendor in an area with many foreign visitors, knowing basic phrases such as “the bathroom is this way” and “the price is seventeen dollars” is a definite plus. <S> You should list any language where you are able to express simple concepts. <S> Of course, be honest about your abilities. <S> If the job involves traveling internationally and having significant interactions with local people, for example as a business-to-business salesperson or support engineer, then fluency is only relevant if you can hold a professional conversation in your field. <S> One semester isn't worth mentioning. <S> For example, if the job is located in Brazil, indicate your fluency in Portuguese, even if it isn't a job requirement. <S> (Similarly, the ability to use Microsoft Word is relevant for some jobs and not for othes. <S> For instance you should mention it for a secretary position, but not for a programming position.) <A> Put it on carefully , but do put it on. <S> As in be careful not to over-state it too much, or to pretend to more knowledge than you have: this could bite you in the behind. <S> Think of it as adding value, but only a small amount of value <S> : as long as you reflect that in how you include it, it will be exactly what it should be - a "soft" bonus on top of your "hard" skills and experience.
| If the job is located in an area where a specific language is relevant, mention your fluency in this language or lackthereof.
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Recruitment agencies calling me on the work phone! Earlier today something ridiculous has happened and I wanted to share and ask for an advice. Some recruitment agency called the company I work for official phone number and asked for me. I didn't expect a call nor did I advertise anywhere recently (over a year ago I posted on a few jobsites) but someone identified themselves as a recruitment agency and said that based on my SO activity they have a job offer at a really cool company etc. Just imagine how stumped I was when I took the call while at work.... I asked how the hell they knew I work here, etc - they said from my CV... well OK but the company phone number wasn't on the CV but my direct phone number was as well as my email address. I asked why didn't he email me instead and I told him I can't have such a conversation while I am at work surrounded by other employees specially sitting near by the boss... I basically didn't want to be rude but told him nicely to just email me etc. I am taking down my old CVs from any websites I remember posting it to.. What else can I do to stop them from calling me on my work phone (not personal cell)? That agency behaviour is unacceptable, should I try to report that somewhere? <Q> I get this quite frequently and the culprit is LinkedIn. <S> Recruiters look for candidates (perhaps ones they have previously worked with) see where they currently work and phone the office number. <S> Normally the first clue is when I get a "personal call".. <S> any family or friends would simply call my mobile. <S> What I normally do is to ask, how they got my number and politely tell them I am not currently looking for a new position. <S> After a few calls I don't seem to get them any more. <A> Recruiters get paid when they find someone to fill a job opening for their clients. <S> The good ones will go find people and that may require a direct phone call. <S> It's easy for people to ignore email, but often they may entertain a job opening when spoken to directly. <S> Like you said, you didn't want to be rude. <S> Nothing more you can do but ask them to stop and possibly use another means to contact you. <S> The good ones won't waste a lot of time talking to people who aren't interested. <S> They know when to move to the next person. <S> I hope people at your company recognize that his happens often and you didn't do anything wrong. <S> Just tell recruiters to not call you at work. <S> This shouldn't be any different than a telemarketer, bill collector, etc. <S> Keeping an up to date CV online is one way to find better opportunities. <S> And everyone should be looking for better opportunities; nothing lasts forever including your current job. <A> Exactly as you would with any other annoying marketing type who calls you at the office.
| Either tell them not to call you at work and give them your home number, or tell them that you won't work with any recruiter who has the effrontery to call someone at their current place of business and that they should take you off their call list.
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What does it mean to "cut code"? I was looking at a job offer : [...]I am looking for a Developer who hacks code for pleasure, takes pridein their works and displays a keen interest in learning newtechnologies (boys toys). My client doesn’t care what language you usethey pick the best tools for the job. Day to day work will be highlyvaried and across the entire stack. The Java / Scala / Rubydeveloper will: Cut code (a big surprise to many) Release Management Core software Development [...] What does it mean to "cut code"? And why would that be a big surprise ? Edit : as I can read from the comments, it looks like being quite a negative term, so why would they employ it in a job offer? <Q> The post is from a recruiter, and they chose their words poorly on multiple parts and in a variety of ways. <S> First of all, "cut code" is slang for "writing code" in the same way that some people refer to "cutting a check" (or "cheque" for the Brits). <S> It is often considered a derisive term for a complex task, such as with this top Google search result . <S> Basically it reduces the work of a software engineer to being comparable to cutting a vegetable. <S> A chef might be similarly insulted if they were told their job was food slicing, or for that matter telling a Certified Public Accountant that their job is cutting checks. <S> I'll also add that this ad is supposedly by a HR recruiting professional who should know better, and yet referred to technology as "boys toys". <S> Maybe the author didn't intend sexist sentiment, but a professional should know better than to indicate gender for a job that doesn't specifically require it - and if it does require/prefer it on part of the company, that casts the employer in a very bad light indeed. <S> They intended to say - I HOPE - that the job involves actually writing new code and developing solutions, working with cool cutting edge technologies <S> (I know it says it's heavily a Java position and most of the tech is old Java enterprise stuff <S> : can't blame a salesman for trying to sizzle things up a bit, I suppose, though they really probably shouldn't in this case - <S> if you know Java you know what it's reputation is). <S> Also, the last section is terribly worded, where strict requirements are mixed in with descriptions of the ideal candidate. <S> If I was the writers boss, I'd give them some heavy coaching and instruction. <S> If I was the company who hired the recruiter, I'd just fire them. <A> Maybe they mean negative code ? <S> The idea would be that removing unnecessary lines of code (cutting code) is just as important as writing code. <S> Poor choice of words though if that is the intent. <A> I have a different background (coming from audio/video production and broadcasting, originally), and to me "Cut code" sounds like they're trying to borrow a phrase from the music recording industry, "Cut a track," which was jargon/slang for a recording session. <S> I took it to mean that the position actually writes code. <S> The fact that readers' backgrounds changes the impression of the post so dramatically goes to show how important it is to eliminate slang and euphemisms in written communication. <S> However, the jocular and sexist nature of the rest of the post makes this seem like it came from a bunch of immature frat boys (Male college fraternity members, for our international members), and @HLGEM pretty much covered that in her comment. <S> Besides, when being misogynistic, they should really have their grammar correct. <S> It should be: "... <S> (boys' toys). <S> " <S> I wouldn't even respond to this advertisement. <A> What does it mean to "cut code"? <S> And why would that be a big surprise? <S> Very old-fashioned... <S> here's a corresponding entry in the Jargon File: <S> cut a tape: <S> vi <S> To write a software or document distribution on magnetic tape for shipment. <S> Has nothing to do with physically cutting the medium! <S> Early versions of this lexicon claimed that one never analogously speaks of ‘cutting a disk’, but this has since been reported as live usage. <S> Related slang usages are mainstream business's ‘cut a check’, the recording industry's ‘cut a record’, and the military's ‘cut an order’. <S> All of these usages reflect physical processes in obsolete recording and duplication technologies. <S> The first stage in manufacturing an old-style vinyl record involved cutting grooves in a stamping die with a precision lathe. <S> More mundanely, the dominant technology for mass duplication of paper documents in pre-photocopying days involved “cutting a stencil”, punching away portions of the wax overlay on a silk screen. <S> More directly, paper tape with holes punched in it was an important early storage medium. <S> See also burn a CD. <S> Edit: as I can read from the comments, it looks like being quite a negative term, so why would they employ it in a job offer? <S> Writing lines-of-code is seen (by some) as a drudge job for junior programmers. <S> According to SOME people, "seniors" don't do that: they do release management, product management, customer management, project management... <S> anything except write code. <S> If (or because) the job requires coding as perhaps its main or sine qua non activity, I suppose they feel they must say so explicitly in the job offer: to try to weed out people who aren't willing and/or able to. <S> And reading the rest of the ad it's not really a big surprise at all. <S> Saying "big surprise" is meant to be 'ironic' or something. <S> They have to say "writing code" (because it's the main requirement). <S> They're embarrassed to say it, or trying to say it as if it's cool. <S> So they're adding that statement as a kind of "inside joke" (i.e. "you and me, we know about coding: unlike MANY, to whom the need for CODING may come as a BIG SURPRISE"). <A> My guess as a developer is that they mean they want you to refactor code. <S> This means that you'll be rewriting existing code. <S> The code they have probably has a lot of technical debt <S> (ie sloppily written, not <S> well thought-out or no longer suitable for business needs) <S> and they want you to clean it up. <S> Not a fun job but pretty common in all honesty.
| 'Cutting' code is old-fashioned slang for 'writing' code.
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Why do interviewers ask algorithmic questions that are hard to remember? So I'm graduating soon from my CS master and I will apply for software engineering jobs. After a lot of Googling I became aware of the kinds of questions they tend to ask. But I really found them exceptionally stupid. I mean why to ask a question that a person CAN answer but can't because it was a longtime ago since he learned the stuff? Seriously why? I have learned all of those time complexities questions 4 years ago. Like what is the difference between LinkedList and Vector. Or what is the time complexity of adding/removing to/from a data structure X. At the time I learned them I knew everything, but now, heck no. Of course if I review them I can remember all of them, but it would require me couple days to do so. But even then, I might win the job interview, but then forget them afterwards during my work since I'll probably don't need those information, because I know the differences by experience. So when I code I know what is the most appropriate data structure to use, because I feel the difference from experience, but sometimes I can't just remember the time complexities for those. So again, I might do well in the job interview if i remember them, but after the interview I will definitely forget them! So what is the point?!!! So if anyone can review them, so I don't really see the point of asking about them. So if I really really need to remember something about them during my job, I can just google it and know the answer in 10 secs! <Q> I have learned all of those time complexities questions 4 years ago. <S> Like what is the difference between LinkedList and Vector. <S> Or what is the time complexity of adding/removing to/from a data structure X. <S> At the time I learned them <S> I knew everything, but now, heck no... <S> The interviewers ask these questions because they want to know: <S> Can you to make an informed choice of data structures? <S> How do you choose between LinkedList or Vector or HashSet or TreeSet or maybe HashMap or TreeMap or MultiMap? <S> When given a programming task, can you recognize whether the computation should take linear time, super-linear time, quadratic time, cubic time, exponential time? <S> Having written the code, do you know the time complexity of the code you have produced? <S> The interviewers aren't asking you these questions just to have an excuse to reject you, or to show off their superior knowledge. <S> They ask you about algorithms and data structures because they are looking for people who can independently produce reasonably efficient solutions to problems of some complexity, and who can contribute ideas in fairly high-level technical discussions. <S> You are going to have a hard time convincing them you can do this if you can't answer basic questions about fundamental data structures. <S> Some candidates are able to answer these questions without difficulty. <S> They get hired. <A> ... most of the things you are asking really aren't super complex to explain <S> and not what I would consider trivia. <S> I don't even have a formal comp sci background and understand enough about what you are using as examples to explain both 1) <S> why is this important and 2) <S> what is the answer. <S> At the very least talk through the ideas <S> the questions are getting at. <S> There is a huge difference between trivia questions and algorithm questions. <S> Using a different example, it's the difference between asking "what gear ratio does F150 use?" <S> vs "what is the importance of a gear ratio in a car?" <S> Answers to the first are lookups. <S> But the second can be meaningful because it shows a deeper understanding of how cars work. <S> So when I code I know what is the most appropriate data structure to use, because I feel the difference from experience, but sometimes I can't just remember the time complexities for those. <S> So again, I might do well in the job interview if i remember them, but after the interview I will definitely forget them! <S> So what is the point?!!! <S> You feel the difference ? <S> Really? <S> This... strikes me as an attitude which is rightly getting you disqualified. <A> There are differing opinions, but here's how I see things. <S> First a little background. <S> I've been a professional software developer since 1987 and on one level , I agree with you completely. <S> Those type of hyper-specific questions are stupid (in my experience and opinion). <S> I'm the type of person who can't remember algorithms and a whole bunch of other very specific things that come up in interviews. <S> But they still keep asking them. <S> What this means to me is that even though I think they're stupid, I still try to memorize the crap because I'm still going to get asked. <S> I have no doubt though that such questions have cost me numerous jobs because it's simply not how I think. <S> I'm not a reference source <S> and I don't have rapid recall on hyper-technical details. <S> But that doesn't make me a bad developer, by any stretch. <S> It just makes me different. <S> As I said though, it costs me jobs because not everyone understands that fully capable developers may indeed have a different thought process. <S> It is what it is. <S> "But Chris, you said 'on one level' so what does that mean?" <S> It means that I have over 25 years of experience <S> and that's what gets me jobs. <S> As I said, I'm hurt by not being able to answer what I call "gotcha questions" focusing on specific detailed recall, but my experience makes up for that. <S> Here's the other level. <S> You have no experience that lets people forgive a lack of detailed recall. <S> Ultimately, they have to evaluate you on something and <S> while the concepts might be rusty for you, you're simply going to have to suck it up and memorize, memorize, memorize. <S> You'll fail some interviews. <S> We all do. <S> But I promise you that you'll get better. <S> We all do that too. <S> So just do your best and have the best attitude that you can. <A> The point is to get the job, assuming that's why you are interviewing with them. <S> Nobody is forcing you to go through the interview process let alone review the material that you forgot. <S> You could keep an open mind and ask them why they are testing you on Data Structures and Algorithms. <S> Data Structures and Algorithms is what separates someone who got themselves a CS degree from those who never did. <S> I forgot about algorithms and data structures shortly after I had passed my final exams on them - <S> That was close to twenty years ago. <S> Today, I find myself refreshing and expanding on my knowledge of data and algorithms and taking a serious stab at Machine Learning, formerly known as Artificial Intelligence. <S> Life does take strange turns and the turn I am taking is taking me away from web programming and into something that I find more exciting.
| Interview questions that can be answered by everyone, or by no one, are of no value in making hiring decisions. I'd say that the lack of exposure to Data and Algorithms, Machine Learning and Theoretical Computer Science can, in at least some circumstances, be crippling to a software engineer's effectiveness.
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How would I politely decline a request to carpool? I work with someone that I've heard is thinking about asking to carpool with me and one other colleague (who I live with). The issue is, essentially, that we don't like the guy for various reasons which aren't really relevant. Both of us are polite to him at work, reasonably happy to talk to him if we see him at lunch, however being locked in a box with him for an hour each day wouldn't get each day off to the best start. I don't think it would be particularly out of our way, and if we actually got on well, its something that I'd be happy to do, as I believe he lives nearby. How do I go about resolving this in a professional and kind manner, if he does ask? <Q> First, you don't actually have to have any kind of explanation. <S> "No. <S> " <S> is a complete sentence. <S> To be polite, you can expand a little - "Sorry, that won't work for me/us." <S> He can ask you to explain why it doesn't work, and you can repeat "sorry, we can't do that" . <S> He may be upset <S> but there's literally not a single word he can take offense with. <S> However, if you do want to give a reason, make it a personal one about your preferences. <S> Again, this limits his ability to argue with you. <S> "I'm sorry, I find it hard to have too many people around me early in the morning <S> - one is my limit." <S> This does give him a small opening; he may say that he'll be very quiet and won't be intrusive or talk - in which case, you fall back on "sorry, it just doesn't work for me" . <S> Should you come up with any practical reason - too far out of your way, not wanting to go at the same time, whatever - he'll have something to argue against, and if he can come up with a way to remove that reason ( <S> e.g. <S> "but I'll walk to your house/suitable place <S> so it won't be out of your way" ), then he'll expect you to accede to his request. <S> Giving him reasons is giving him something to bargain with, and will make him resentful when you don't fulfill what he considers to be your part of the bargain. <A> What about " <S> No, I'd rather drive on my own"? <S> That's polite enough. <A> Whatever you do is going to lead to some awkwardness, the trick would be to make it into "Yann is a bit odd or fussy" rather than "Yann doesn't like me" As such, I'd just make out like it's going to be too much hassle - if your colleague doesn't know exactly where you live you could fudge it slightly so that you seem further away, and possibly even that it would involve doubling back on yourself slightly. <S> Alternately suggest that the two of you who currently car pool regularly do something else together which means it's not a simple commute-work-commute arrangement: if you played Squash after work 3 nights a week, for example, on an irregular schedule, it would be pointless to car pool with someone else as they'd be sitting waiting for you for 6 hours a week. <S> I don't advocate lying in the workplace on work related issues, but to save someone's feelings and avoid excessive awkwardness, I think a bit of a white lie may not go amiss here. <A> You might try to tell him that you have a specific routine you like to go through in your car to give your day a good start. <S> Maybe a certain piece of music, or listening to audio books. <S> I use this example, because that's what I'd say, and it would be true. <S> Maybe explain that you simply like to start your day with a bit of privacy? <A> The guy hasn't asked you yet - use that! <S> People will rarely ask unless they feel there is at least small possibility for hearing yes. <S> Don't do anything that could encourage him. <S> Try making travelling with you seem unappealing. <S> Like saying that you leave an hour early because you're a super slow driver. <S> Or how you were so distracted that you didn't see that red traffic light... again. <S> Find out what music he doesn't like and just mention how you play it loud every morning. <S> The point is to prevent him from asking and you from being impolite. <S> Just be careful so that whatever you say doesn't make you look bad in an unprofessional way.
| There is no need to give him any reasons why you don't want to carpool with him, giving him the true reason might offend him (you said you don't want to carpool because you don't like him), and you should not make up any fake reasons, because lying has the tendency to come back and bite you. By not giving a reason, you're not giving him anything to argue against.
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Can non contributors attend Pot Luck lunches We are having a Pot Luck lunch with people bringing in food. I did not bring any food. But our office assistant has emailed everyone saying lunch will start promptly at Noon. What is the usual etiquette here? Is it normal for people to come even if they didn't bring food, or is it expected that only contributors will come? <Q> In my experience (US technology companies, some small and some large), these gatherings are primarily social events organized by the attendees (not by corporate higher-ups). <S> In that regard, you should think of it as similar to any other casual pot-luck, like one organized by friends. <S> This one takes place in the workplace, so there is an additional expectation to attend -- <S> you're already in the office, after all, so if you don't show up you risk being seen as anti-social. <S> (How much of a problem that is depends on the nature of your relationship with your peers.) <S> Unless the pot-luck was organized by management, don't read too much into the email from the office assistant; most likely somebody asked her to send out a message with the time <S> and she's just being helpful. <S> Unless there's been some other communication about this, don't read her email as signifying mandatory attendance. <S> If you want to attend you have a couple options. <S> First, if there's a store nearby, run out before lunch and pick up something -- chips, cookies, soft drinks, <S> whatever's practical. <S> If you can't do that, you can show up and mingle; you don't have to heap food on a plate right away. <S> Or if it looks like you need a plate of food to fit in, take something small to satisfy the social convention. <S> Toward the end of the gathering, if there's plenty of food (usually true in my experience), you can take more then. <S> Finally, if the gathering is official in some way -- management told you they expect everybody to come <S> but they want you to bring the food -- then you should show up even if you don't bring anything. <S> Whether and how much you eat is something you should then figure out based on the mood in the room; if you're with a bunch of grumpy coworkers who feel they've been ordered to buy lunch then maybe you want to skip eating, but if people are enthusiastic, brought too much food anyway, and are encouraging you to eat, go ahead and do so. <A> I always attend. <S> Sometimes I bring food. <S> Sometimes not. <S> It all evens out in the end. <S> In fact usually it does not even out. <S> Usually there is too much food. <A> Most places don't check to see if you brought something, but people kind of know as people take credit for the delicous things they brought. <S> If you don't bring something once and eat, it is usually not a problem. <S> I fonly the women in your office are bringing things, they will decide you are a bigger jerk.
| If you never bring anything, they may still let you eat, but the people who are bringing the food will decide that you are a jerk.
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