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How do I Manage my own Exit Strategy? So I've been interning for a small company the last year and a half while I finish up school. The pay is well below par, but it's flexible, easy, and close to school so it works. I graduate in May of this year, and have accepted a job starting in early July. My supervisor is aware of this, and knows of my schedule (I have a small phase-out period). In any case, I said I would be happy to stay on in full capacity until then, and train my putative replacement. We have several long-term projects I've been trying to wrap up and move the system into a state where it would be easy to take control. My supervisor keeps kicking me new projects, that while I can handle, have no hopes of being complete before I leave. Personally, I dislike the idea of leaving unfinished crap in someone else's lap on both a moral and professional level. My supervisor is certainly aware these won't be completed (I said as much), yet I keep getting these assignments. I did say both in person and in my letter of resignation that I would be happy to work on anything he felt important, but I think some of these cross the line from ambitious to foolhardy. What should I do? <Q> You don't need to manage your exit. <S> That is part of your manager's job. <S> The list should include both what you see as necessary hand-over work, such as writing notes on the current state of each project, and also any new tasks your manager has assigned. <S> If the total estimated time is greater than your remaining work time, discuss the list with your manager to get guidance on priorities. <S> It may be the case that some of the new work is higher priority than cleaning up some of your prior tasks. <A> Yes starting new stuff is probably not the best use of your time compared to closing out existing projects. <S> But all that matters is what your supervisor thinks. <S> If you have communicated that you cannot complete the task before your end date then you have done all you can. <A> It's a good habit to keep projects in a state where someone could take over, for any number of reasons. <S> So an overview of what needs to be done, with some parts stubbed out, is appropriate. <S> As you move to larger teams, business needs and personnel changes will require that people shift projects. <S> This is a great opportunity to focus on that aspect of work.
| You can, and should, make a list of your current tasks and how long you expect them to take.
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Frequent lunch and dinner invitations from a team member make me feel I am getting bribed. How to refuse in positive manner? I am working for US based Organization as Development Team Lead in IT Department. 6 months back we have hired a new person. They come from the same state in India. I am his Boss. Initially I helped them to settle down in this new place as it helps for them to quickly focus on work. Finally they ended up living in the same Apartment community. Below are my observations about them: They are a good, honest and hardworking person and their work etiquette is also good They have some personal family problems They met the expectation with the help of others They are a little slow in learning Everything is working good. Recently they started developing friendship with me beyond work. They invited my family for lunch over weekend. It went well. In return I have invited for lunch same and I feel it is even. Recently my family left for India for a 3 months Trip. But they started offering breakfast, lunch and dinner on every week end. I don't know if they are genuinely trying to make a friendly relationship or bribing me to get work related favors in future. I don't want to be bribed. How to refuse those favors in a positive manner? <Q> I don't want to be bribed. <S> Assume good faith <S> Do not make the assumption that he is trying to "bribe" you, or has any other underhanded or nefarious intentions. <S> You have no proof that these are his intentions, and so, to be completely fair to your coworker, you should not act as if he has those intentions. <S> How to refuse those favors in a positive manner? <S> You are uncomfortable with one-sided, take-only relationship <S> Healthy relationships have certain amounts of give-and-take, and you don't keep careful score. <S> Under the assumptions of good faith, he is simply lonely and views you as one of his only friends. <S> If you are uncomfortable having a close friendship with him, you need to just avoid spending so much time with him. <S> You can claim that you need alone time, or you need to spend time one-on-one with a specific friend, or just state that you have plans. <S> If you are ok with spending further time with him, ensure that it is not one-sided. <S> You need to host, pay for groceries, cook, clean dishes, and/or pick up the food check if you go to any meals out. <S> Treat everyone at work equitably <S> You are a team lead, not necessarily management, but the team probably looks to you for leadership. <S> Protect your own integrity and reputation at work. <S> Let him know that you must hold him accountable like you would anyone else, and actually do it. <S> That doesn't mean you can't coach him or mentor him more than you might others, but if you are skilled at that, you should probably be promoted into a management role where you can do that for everyone you work with. <A> Having just moved to a new country, he's probably just glad to bond with someone. <S> He needs to completely rebuild the social network he left in India - and he's starting with you. <S> I actually don't see any ulterior motive here. <S> If the socializing isn't too frequent, the problem could be entirely in your head. <A> I am going to assume by the context of your question that you are not this person's manager. <S> (If you are it is probably best not to engage any new employee like this.) <S> So in effect it is very very hard to believe this is a bribe in any way because: you do not have adequate power to affect anything the "bribes" in question <S> are terrible. <S> In fact for most people this would annoy them and be an anti-bribe. <S> in the US bribes are not quite common. <S> They happen sure, but they hardly ever happen involving the lower levels of a company. <S> Mainly because people in the US gossip a lot and it would be an easy way to lose your job. <S> Verdict - No Bribe!
| It may reduce the pressure on you if you can introduce him to others outside of work that he can make friends with.
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Giving a recommendation for someone I only know by association Scenario My friend's significant other is moving to town, and is looking for employment in the same field as me. He's applied for a bunch of different jobs, including my place of employment, and I mentioned that I might be able to help out. No guarantees of course. I would like to help him get this job, but I'm unsure of how to word it when recommending someone you don't know personally. I understand that it maybe sounds naive, but I'd be doing this as a favor to my friend, and her significant other by association. Previous experience I've given a couple recommendations before (resulting in permanent employment), but that was for people I went to school with, and I could attest to their character, integrity and to some degree, skill. I obviously don't intend to lie to HR, saying how good this guy is, when I really don't know, but I'd like to help out in whatever way I can. Question Is there an acceptable way of recommending someone you don't know very well? Caveats the company hires continuously, and will accept any number of good candidates (I feel this is important because his employment wouldn't hinder anyone else's) (I repeat) I do not intend to lie to HR by any means - which is why I need advice EDIT: Disputing close votes The other question is indeed related, but I'm not asking how well I need to know someone to recommend them. This question is about how to word it, if I do decide to do it. <Q> If you do not know this person well, do not know whether they match the job requirements or their skills and experience <S> , then you cannot "recommend" them for the job as such- <S> you simply don't know whether they would be any good. <S> Or to be more accurate, you can make such a recommendation <S> but it would not be based on actual knowledge so would be somewhat false. <S> When I do this I obtain their CV and pass it to the hiring manager with some wording along the lines of "Might be worth interviewing this person for the [such and such] job?" <S> - This absolves you from any responsibility about deciding if they are any good and it means you can go back to your friends and say that you passed their CV on to the right person for the job. <S> Win-win! <A> Recommending someone is a gamble. <S> Specifically, you are staking a portion of your reputation on that person's competence and future success, <S> if they do well, then your opinion will be more respected, if they end up being more trouble than they're worth, then your reputation will suffer similarly. <S> My advice would be to be honest, saying something along the lines of "I know this person, and they are good at XXX", where XXX is any skill (work related or not) that you are aware they are good at. <A> If you cannot personally comment on either his work or his character you cannot recommend him to HR without either putting your reputation on the line, and facing consequences if he doesn't work out, or actually damaging his chances of getting hired by literally having nothing good to say about him. <S> HR may consider the latter to be "Damning with faint praise". <S> You can refer him to the company, you can give him tips on how to navigate, but to mention anything internally will either do you no good, or do him no good.
| However you can recommend them for interviewing and that doesn't involve you giving your name to a recommendation for them as a worthy employee.
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How should I deal with a really busy manager? I work in a small company of less than 50 people, and our team is less than 15 people. My manager is usually very busy, because he's sort of the single point of contact for everyone in the company. For the last few months he's been even busier because we are launching a new product. I'm now finding it difficult to get hold of him for anything from holiday requests to a promotion I was promised. He's broken several promises, but the most important to me is the promotion I was promised in January -- it's now March and I haven't heard anything about it, or any reason for the delay. I also asked about another personal matter three weeks ago, and he promised that he will look into it, but I haven't heard anything on that either. How can I inform my manager that I feel like I am being ignored? A month ago, I asked him for a catch-up, and he said he would get back to me. Should I send him an email or ask for a catch-up again? <Q> Schedule a 1:1 meeting with your manager the formal way through your email/scheduling software. <S> 30 minutes, face-to-face, on a day of the week he's unlikely to be out of the office. <S> This is still your manager and someone in a position of authority to deny you a promotion. <S> Being told in January you'd be promoted and still waiting to hear about it in March is not that unusual, especially in small companies where people often have many responsibilities. <S> Remind him of your earlier discussion and reassert how you'd help the company in a more senior role. <S> If time management is repeatedly a problem for this manager, it may be time to ask about hiring a supervisor to deal with day-to-day operational issues to give the manager time to actually manage people and do more strategic work. <A> This is a tactic many managers use. <S> He's not THAT busy, if he's not resolving issues then he's mainly busy with sidestepping them. <S> In a similar situation I just confronted the chap and didn't allow him to fob me off with 'I'll look into it, and get back to you.' <S> garbage. <S> The best way to accomplish this is face to face. <S> As soon as the manager realises that's <S> it's more trouble to NOT look into your issues than it is to resolve them. <S> Their attitude changes. <S> Until then you're low priority and will remain that way. <S> Do it politely but firmly. <S> I'd have done the talk a long time ago, and if I didn't get reasonable action <S> I'd probably be in another job by now. <A> For whatever reason, your boss isn't following up, so you need to change what you're doing. <S> Indicate you don't want to be a pest, but you just wanted to follow-up on a previous request. <S> Do it in email, voice mail, or whatever. <S> Try and schedule a specific meeting time. <S> Many people are busy and unfortunately, they only tend to those who push harder. <S> Your coworkers may be more persistent. <S> If you think you should be able to make a one-time request and a busy boss is going to organize their time to meet your needs, it's just not going to happen. <S> Some bosses under certain circumstances are very organized and cognizant of everyone's needs. <S> Under these circumstances, many bosses are not. <S> Don't read too much into it until you have a definitive answer on your request. <A> I'll throw out an additional tactic I've used: <S> How can I help you help me? <S> Do the items that Diana Tortolini cites, but in avoiding the "I demand" attitude, the really good tone to strike is - " <S> this is really important to me, how I can help you? <S> I know you're super busy - <S> but this can't wait anymore". <S> I have gone so far as to gently propose things like: <S> Would it be reasonable for me to expect a response from you on this by XX date? <S> I need to know by XYZ date or I will assume the following... <S> (this one works better on vacation requests) Or - researching the process and then working to ease the management burden as much as possible - for example <S> ... talk to both your boss and HR about what the steps and requirements are for a promotion. <S> Then be ready and willing to fill out as much of the paperwork as possible assuming you meet the criteria. <S> Also - if your company has an HR rep, both the vacation and the promotion stuff should be OK to loop the HR rep in on - they can facilitate this stuff, and it makes your boss accountable to someone outside of the reporting structure... <S> he how has to answer the HR rep on why he didn't do his job. <S> That's not a strategy I would say out loud to the boss, but it is a viable point.
| Send him a list of agenda items along with the meeting request, that includes topics you want to discuss, such as next steps toward your promotion. Do not go into the meeting with an "I DEMAND" attitude. It does depend on your self-confidence, but I wouldn't wait two months for a promised promotion before doing something about it.
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My company is asking me for information but is not telling why do they need it I've just started working for a very small digital agency. After two weeks there, I've got an email from HR asking me to deliver my updated CV and a list of all projects and courses I've been doing. As this request was a bit ambiguous to me (All projects? All courses? English classes too?) I replied to the email, asking for a bit of clarification. I also asked what they need this info for. I believe I was polite but I got a "We just need it" answer. I asked around, and my colleagues also got that email but none of them knows what is the reason for it. They just plan to send their info and never even question it. I know it's not very sensitive information but I'd have liked a more detailed answer. Should I insist on knowing the exact reason, or should I just give up and send the info as requested? Am I making a big deal about it? Edited: I work in the offices of a client so I don't see my bosses, or HR, in person. Of course, I can go to my agency's offices after work to talk to them. But I don't want to make this look like a big issue. Solved : All the team got an email today explaining why was the company asking for this info. As I didn't press further, I believe some of my "I don't care" colleagues did actually asked some questions. It turned out it was for a public bid and we've been assured that no personal data will be sent. So thank you all for your feedback! <Q> If my suspicions are correct, the HR person you talked and/or emailed with is a low level, low effort person who doesn't really understand why the department wants information about you. <S> They are just getting a check off on a list. <S> Unfortunately, you'll encounter many such people in your career. <S> Many companies want up-to-date information for all employees as part of standard practice. <S> In this way they can keep a database of who has what expertise. <S> For example, with one former employer, I got an unexpected phone call from another department asking for help on a project using a technology they weren't familiar with, but which I had worked with. <S> If you have expertise from a previous job that your current position doesn't use, they may still want to say they have that expertise in-house as they bid for new work. <S> Your concern for privacy is understandable. <S> However, this seems to be the same sort of thing you would be sending out in a job search, so it is not likely to cause problems. <S> FWIW, when a company sends out resumes as part of a bid for new work, they usually remove personal addresses and other private contact information. <A> If I were handing over private information I would sure as heck want to know exactly why I'm doing so, and what's going to be done with it. <S> If HR isn't being forthcoming about this simply call up to your boss and ask them in person. <S> It's a simple and honest question, and no one should be upset with you for wanting to know. <S> I suggest not coming across as not wanting to cooperate, but rather as confused as to what courses or projects you should mention, etc. <S> Good luck! <A> There are times when this information relates to something that cannot be disclosed as yet to employees. <S> It could have to do with bids for new work which are to be held in confidence or it could have to do with ranking employees for a layoff <S> or it could have to do with a potential company <S> buyout and <S> the buyer wants the information. <S> All of those are things that may not be allowed to be discussed before they happen, especially the buyout which is probably even legally constrained from letting the information out ahead of certain milestones. <S> The request is not even unreasonable. <S> Just do it. <A> There can be several reasons for this, but, and this is a combination of opinion and experience, they are probably looking to rank employees. <S> This could be for a lot of reasons, so don't panic and read too much into this, but don't blow it off either. <S> They are not asking for PII (Personally Identifiable Information) <S> like id numbers or addresses it seems, but rather work history and experience level, so you should probably write up the best report you can. <S> Think of it as a job application, so put your best effort into this.
| Another reason is that they want to be able to show they have expertise in the relevant areas when competing for new work.
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Options for an employee with shoulder surgery We have an employee that has recently had shoulder surgery. All of our workstations are all desktop PC's, no laptops, tablets, etc... By the end of the day, this employee has a lot of discomfort in their shoulder from moving around the mouse all day. We have looked at the options of getting a trackball mouse, such as this one here or a USB touch-pad like this one. Having their arm extended out using the PC all day doesn't bother them that much, it's just all the rotation from using the mouse. What other options can I look at to help this user out and ease their discomfort during the work day with their shoulder, specifically when it comes to using the mouse? Also, what other options can I present to management that could accommodate this user in the future? This is a long time employee so they will be here for the long haul. Edit: To answer the question of what role this user performs, they are our Credit Manager for Loan Processing. So they are constantly going through forms, paperwork, switching between different screens, etc... a lot of mouse movement and keyboard usage as well. <Q> Depending on the type of role this user is in, he/she can move into a temporary mentoring position. <S> In a developer's world, this can be paired programming. <S> Not sure what kind of mentoring, but that would be up to the company. <S> There is also a pointer/presenting mice that they could use, although it's just an idea. <A> If using the keyboard is not a problem, I would suggest a keyboard with a built in trackpoint, like those on thinkpads (but also available standalone like this one ), it requires barely any movement from the home row position in order to move the cursor (and no shoulder movement at all). <S> If you are unfamiliar with the trackpoint it is basically a finger operated mini joystick placed between the g and h keys, along with two thumb operated buttons below the space bar (for mouse clicks). <A> What works best for your employee is going to depend on precisely what type of movement causes the pain, and their personal preferences and working style. <S> That said, a trackball or touchpad isn't expensive, so it's worth trying. <S> Even if it doesn't help this employee, chances are someone else in the office will like it, so it probably won't go to waste. <S> You may need to try a few before you find the best one for your employee. <S> I would recommend the trackball over the touchpad, because I think it's easier for a (former) mouse user to become accustomed to. <S> I used that particular trackball (the one you linked to) for years, bought several of them <S> so I would have one for work, home, and a spare in case <S> they became hard to find. <S> It's my favourite of all the pointing devices I've ever used. <S> I eventually gave them up because they seemed to interfere with a special keyboard I had, but chances are you won't have that problem. <A> It would depend a lot on the type of surgery. <S> I tore a rotator cuff and <S> what I did was use a gaming mouse and mouse pad and turn up the sensitivity. <S> It was still painful. <S> For part of the day I would just use my left hand only and turn the sensitivity down. <S> A touch pad was even worse for me. <S> Getting up and shuffle papers is hard even using the other hand as the arm swings. <S> He should ask his Dr. A roller ball may work.
| Use could try a rollerball/trackball mouse, or you can have them use a mouse on their other hand, making a right-handed person use a mouse set up for the left hand. It will be very dependent on the type of surgery.
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What is the most professional way to back out of an interview for another job in the same company? A month ago, I was encouraged by a friend to apply for a different position within our corporation. It's a parallel move to a rather different career track within IT (databases instead of application development), and a little more of a stretch to consider me given my background, but not something that I'm completely unqualified for. I applied and was offered an opportunity to apply, and scheduled for an interview in three days. However, I have given in a great deal of thought and now have changed my mind. (I don't feel that the reasons are really relevant, nor would I be bringing most of them up to either my current management or the hiring team. My manager does already know that I applied for and am seriously considering changing teams.) I would like to back out of the consideration process in the most professional way possible. I'm not sure how to do this. Thank them for their time but decline the interview. Go to the interview, be cheerful and winning, and at the end thank them in person for their time but I don't think I'm the right fit for the job. Go to the interview, be cheerful and winning, and email them a day or so later to thank them for their time (etc.) What are the pros and cons of these approaches? Am I missing another alternative? <Q> If you are certain that you aren't interested and nothing they might say will change your mind, tell them you appreciate their interest but have decided not to pursue this opportunity at this time. <S> No point in wasting anyone's effort. <S> If you are interested, you might ask them if you could just talk to them and learn more about the project at some point. <S> If there's a chance you might be interested after learning more <S> I'd say tell them that you may be making other plans but would still like to talk to them, and give them a chance to change your mind. <S> You might have been right the first time. <A> Give it an honest effort, do your best and carefully and thoughtfully analyze the new position. <S> If you still come to the conclusion, that it's not for you, then let them know either directly after the interview or the very next day, BEFORE they do data integration or starting to get into the offer phase. <S> Be honest and polite and do it face to face with the hiring manager. <S> Somthing like this: "Thank you very much for the opportunity to interview for position XYZ on your team. <S> This has given me much more insight what the role entails and how I would fit in. <S> Unfortunately, I have concluded that this is not a good fit for me at this time, because . <S> Thank you so much for your time <S> and I'm sorry that it didn't work out this time. <S> I hope we can stay in touch" <A> IF you adapted your 3rd option to give your answer after offer of a job then: Do the interview, then withdraw upon offer: <S> Benefits: You will get feedback on your interview technique, your CV, areas where you would need to develop to be good at the job (knowledge gaps) <S> and you are not under a obligation to take the job when offered. <S> This won't lose you respect as you have not told the interviewer of your decision yet, it appears to them you are still deciding. <S> Drawbacks: This is wasting time of the interviewer as you (and only you) know you will not be taking the job regardless. <S> With respect to the other options: Thank them for their time but decline the interview. <S> Benefits: <S> Professional, will draw respect form interviewer. <S> Drawbacks: Not practicing interview technique, no opportunity to identify what skills you would be gaining taking the other job. <S> Go to the interview, be cheerful and winning, and at the end thank them in person for their time <S> but I don't think I'm the right fit for the job. <S> Benefits <S> Drawbacks: Unlikely to receive feedback on interview, could be insulting: they offered you a interview <S> so they think you are suitable and you are disagreeing.
| Once you got the invite to the interview, you should go through with it, otherwise you will come across as indecisive and wishy washy. : Learn more about the job and its requirements so you can fill CV gaps.
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Was it the right thing to disagree/complain to the boss? Recently I was asked to look for an item of furniture for the office (strictly for staff use, not clients) and was given some general specs such as dimensions, style and minimum requirements. After a bit of research and sorting through undesirable or inappropriate options, I sent a small selection to both of the directors (my bosses). This went well until they both decided they had different criteria. The two bosses kept disagreeing on which options satisfy the specs and one of them decided to look at others. After an hour the director came back and said to go with the first option I had presented in my selection as it satisfied the specs best and was a compromise between the two bosses' opinions. I was a little annoyed with my boss for asking me to do the task, disagreeing with my results, and then doing it again. I expressed my frustration and pointed out that I had in fact done the job properly the first time around. My boss was in a good mood and we laughed about the time we'd wasted, but afterwards I felt that maybe I shouldn't have made an issue of it. Did I do the wrong thing? <Q> What I get from your question is that you're annoyed that your boss double-checked your work, and you think it was because he thought you didn't do the job properly. <S> It's actually a good thing to communicate with your boss about things that impact your work. <S> Second, it's just human nature to have your thoughts about what you want get more concrete when you're presented with real options instead of theoretical ones. <S> The information you provided was really useful because once the bosses saw it, they had a better idea of what they actually wanted. <S> Last, if you want to minimize the possibility of something similar happening again, I suggest you add some of the options you rejected as unsuitable with explanations of why you rejected them, especially if there are only a few suitable options. <S> This will make the folks responsible for making the decision more comfortable that they've seen a good selection of choices and will let them make their decision more confidently. <S> It also demonstrates your ability to filter things according to their requirements, and when they see that you've made the same sorts of choices they would have, they will be more confident in your judgment. <A> From what you've described I would see it as the standard negotiation and barter that goes on in offices on a day to day basis, which results in compromise. <S> Reading between the lines the only person out of the three of you who has an issue with what you did and what happened is yourself. <S> You express a frustration at two other people having differing opinions and basically faffing around making a choice. <S> That's normal <S> , that's ordinary <S> that's the basics of making any decision. <S> The outcome appears to be amicable and satisfactory and I feel from what you've said is that the only person who appears to be dwelling on the situation and possibly tuning it into an issue is yourself. <S> So to answer your question <S> it's neither right nor wrong <S> but rather the middle ground between the two. <S> Sorry <S> it's not a binary answer, but there are things that will always be on a spectrum of answers. <S> Finally its always right to have your own opinions and put them forward in a consistent coherent way and arguing your point is OK. <S> I would say that your headline question is it OK to argue is at odds with your context. <A> Did I do the wrong thing? <S> I wouldn't have complained, just done as requested. <S> There is no plus side to complaining. <S> Whether it's your fault or not doesn't really matter. <S> It could have ended worse though. <S> It's really a judgement call on things like this <S> , how well do you know your bosses reactions etc,. <A> If your time is not crucial then let it be wasted. <S> If your boss has you working on things like this and is wasting your time he knows it. <S> He might just want your opinion (which is good) or he might feel this falls into your tasks. <S> If you have crucial tasks that have to be done, and cannot be done because of things like this <S> then this is where you say something, " <S> Hey Bob if I keep looking for furniture those reports are never going to happen." <S> Let boss decide which is important. <S> As it stands the boss had you in for some time wasting fun <S> and they messed up a bit. <S> Nothing wrong with this because the infallibility gives you a little slack when you mess something small up. <S> Verdict: <S> You were wrong, a Serious Susan, play it off as a good laugh from here out.
| First of all, there is nothing wrong with expressing frustration in a professional, constructive way. But so long as it ended well it's ok. It's subjective whether you did the wrong or right thing. Probably shouldn't have argued, as this might put more stress on any hiccups you have.
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Handling difficult client in freelance? I'm doing a freelance project which has a fixed price. First I gave them a time estimation and finalize budget for the app. They don't like to pay for hourly rates. After wireframes were finalized they have added few features as well and changed few times colour themes and UIs. Each time I would be flexible, and make the changes for them. Once the first release was done they again said that they needed to change UI and said that this is the normal way of doing software development.They said that change comes continuously and that these are small changes. They don't have any intention to pay any dime of money for extra work. I tried to explain to the situation to the client. I asked them to finalize app (mobile app) wireframe for me, but they are saying that it cannot be done, as it not what agile iterative process even means. It should keep changing. The App needed to be completed in 2.5 months (the time estimation I gave) and I was ok to go for 3 months (they needed me to stay), but 1.5 months gone its only completed sign in/up screens. There is no way to finish the app within 3 months. The reason why I asked this question is to show to get what other experts would say about this.( I might show this to her ). Plus this might behelpful to anyone who facing the same problem with clients. What would be a better approach that I should follow when dealing with this kind of client? <Q> Your client is right that "agile" means you can keep changing forever. <S> You just have to make it clear to him that "keep changing" requires the developers to be paid, like in money changing hands, and even in "agile" development, payment of the developers is a prerequisite for any change. <S> Clearly you are inexperienced in running a business, and the client is trying to take full advantage of your inexperience. <S> You either convince them to pay up, or you take your contract to a lawyer who will advice you how to get rid of that client without any risk. <S> Worst case I hope you have a limited company, because that's what limited companies are there for. <A> I wouldn't take a contract like that these days, you should always have an agreement to charge for extra work. <S> You need to be careful as a freelancer. <S> But since you already have, you need to look at mitigating the problem. <S> In my case I would put a hold on the work until I had negotiated a resolution which included me getting recompensed, but I can afford to get rid of clients if I have to. <S> You are starting out <S> so might not have that ability. <S> I do this anyway as a matter of course. <S> I always have a paper trail. <S> If they then wanted another change to it <S> I'd send them a quote and see what they do. <S> Then move forwards from that, at the very least it opens a dialogue on the subject, and it also makes them think twice before requesting you to change things for little reason. <S> This is best done early on, but it's never too late. <S> I still get clients who try this sort of stuff on from time to time, sometimes they get the quote and that's the last I hear of that change being made, other times they authorise the payment. <S> Either way I don't lift a finger to action it unless I'm being paid to. <S> I still continue on the other work that was agreed upon, just not that portion. <S> My stock response is pretty simple. <S> "Hello XXXX, this is outside the scope of our original agreement so would incur an extra charge, please let me know if you want a quote on it. <S> Regards Me <S> " <S> It's a judgement call on your part as to whether it is or isn't in the scope. <S> I tend to give the client a break if it is a small easily made change that makes sense. <S> But if it starts costing me, then no. <A> You should definitely write a software requirements specificiation. <S> This defines the scope of work you have to do and that your client expects. <S> If they approved it and you delivered all required features you are no longer legally require to do any bonus work. <S> Regarding the agile development, I do not agree with gnasher729 <S> it does not mean that you keep the project running forever. <S> It means that you have more collaboration and less formal software development process. <S> Still the software should be developed and reach a mature state at some point. <S> It does not mean that your client can change requirements as they wish. <A> When negotiating the terms of a contract, the eventuality of scope creep should be addressed within the terms of the contract. <S> What you've done is put yourself in the unenviable position of being in what amounts to an open-ended contract where the client can put in any amount of change request without having to pay a dime more. <S> In the future, have a clear contract where change requests must be submitted and additional time and costs are addressed.
| Put in a clause which states, that only requirements written in that document are part of your contract and that any changes require and new contract (and thus new payment)This specification has to be signed by you and your client. In your case I would email (so it's in writing) that such and such change has been made to the UI as requested.
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What differences in email politeness exist for India? I have a business contact in India, whom I do not know personally. Let's assume my name is Tobias Smith and my contact is Raj Singh. I initially addressed him by first name, as I was told this is usual (Dear Raj / Hello Raj), and signed with: Regards, Tobias Smith. He now keeps adressing me "Mr. Tobias". Not being a native english speaker I now wonder if I unwittingly insulted him or if he just does not know which is my given name. My questions: Are there any differences in how I should approach emails to those in India (ways to introduce myself, etc)? Assuming it is an error, how to politely make him aware of my given name so he does not refer to me as "Mr. Tobias" We're both techies, at about the same level in our companies, if that makes any difference. <Q> 1) How to politely address him and 2) <S> Assuming it is an error, <S> how to politely make him aware of my given name. <S> As far as I know Indians do not have a problem with being addressed by the first name (I'm not Indian <S> but none have ever said anything). <S> 2) Just ask him to address you by your first name if you want him to. <S> There's nothing wrong with that. <S> " <S> Please call me Tobias." <A> This is fairly common in a lot of Asian countries - this is due to the fact that some places, your Firstname might actually be your 'last name' so to say.. <S> I wouldn't really put anything into it if I were you. <S> Mr. "Firstname" is quite common <S> and I doubt there's an ulterior motive behind it. <S> On the contrary, I'd say it would be inappropriate, you and him being at the same level, correcting him and asking him to call you Mr. "Lastname".. <A> I'm an Indian <S> so I can shed some light on this for you. <S> It is very common here to address superiors as "Sir" or "Ma'am" as it is seen as a sign of respect. <S> I've even seen emails where a superior has been addressed as "Mr. XYZ Sir"! <S> Of course this is reducing and most communication is informal, especially with the younger generation (<35 years). <S> Start ups tend to frown upon such formality, so it also depends on the company culture. <S> Another fact to consider is that your contact may not be familiar with the norms and customs of your country and may be playing it safe. <S> I've been in similar situations where I'm confused about the correct way to address a person. <S> American TV and movie characters have a line "Please, call me First Name". <S> It gives me the impression that I have to call a person "Mr. Last Name" till they feel comfortable enough around me. <S> So this may be a factor if your contact hasn't spent a considerable amount of time in your country. <S> Like @kilisi said, you may want to tell your contact that it's okay to address you by just your first name or ignore it altogether.
| 1) You are already politely addressing him, unless he expresses a preference for another form of address then no need to worry about it. Some older people (yes, older, not necessarily a superior) take offense if they're addressed by just their name or even as "Mr. XYZ".
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Email may have sent twice - is there an etiquette convention for this? For this question, let's assume I needed to send an important email to a potential customer. Because of a problem with my email client, which rarely happens, two copies of the email are in my Sent folder (both there and on my webmail client). It looks like the message has sent twice, although I'm not 100% sure about that because I can't see the recipient's inbox. I am wondering if I need to send another email to apologize for this or if that would just be adding more noise to this person's inbox. Is there a business/workplace etiquette convention for this? <Q> In situations like this do a quick analysis of the benefit of doing/not-doing the activity. <S> Benefit: <S> Clarity on the emails sent, sensitive to client Downside: <S> More emails in inbox, appearing over-apologetic, possibility that the client didn't actually even receive double emails. <S> Then critique the benefits: <S> Clarity on the emails: If I sent two identical emails at the same time I would assume that there was a IT error. <S> Over-apologizing can also come across as self-deprecating, unprofessional, annoying or incompetent where it is unnecessary. <S> You should then be able to arrive at a sensible outcome by weighing up the benefits and the losses. <A> Only send another email to the receiver if it would be something that they would worry about, for example an email saying "thank you for your order, and we will bill $2,345 to your account" - if I received that twice, I would be worried that you might bill me twice. <A> I wouldn't worry about it. <S> They'll clearly realize it's a mistake and ignore one of them. <S> Problems would only arise if some subtle detail was different in one of those messages. <A> As long as you're sure that two e-mails you have sent are verbatim copies , there's no need to apologize. <S> You'll actually waste more of your client's time by writing them an apology. <S> If there's a chance that two messages are even slightly different, you should write a follow-up, telling which message is the right one. <S> Even a small difference (like adding "RE:" to the subject line or changing the signature) can be confusing. <S> It's even worse when an important detail is missing (attachment, approval line) but the messages look identical otherwise. <A> As a recipient, I would prefer to get a notice that the sender was aware of the error <S> so I don't have to worry that there's some difference between the apparently-identical emails which I might need to account for. <S> Something like the following would be great: <S> A quick heads-up: my mail software may have sent you two copies of that last email titled [...]. <S> They should be identical and you can just disregard one of them. <S> Sorry for the noise. <S> Of course it could be adapted to be less/more casual as appropriate for the recipient.
| This happens quite often and any reasonable person should be able to discard the duplicate e-mail quite quickly, if it's not discarded automatically by their server or messenger. No, leave it as-is.
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Do HR reps solicit completed applications for jobs already filled? So about a month ago I had my interview with a financial firm for a compliance position. I thought that the interview went well but since three weeks went by in silence I figured I didn't get the job and moved on. I have applied to other positions, for which I am in the middle of scheduling future interviews. Then, last week, I get an email from the HR department, for the interview I did a month ago, about completing the second part of job application. The funny thing is that position is no longer available and it even states on the company's website that it has been filled. I am curious do firms still require one to complete a job application for a position that might have been filled by someone else? <Q> It's highly possible that they listed the position as filled either because: <S> They did fill it, but the new hire did not work out <S> They simply did not want to receive any more applicants for the position as they were working on interviewing very promising candidates <S> Either way I would suggest not asking them about it. <S> If not, politely reply that you're no longer interested and move on. <S> Good luck! <A> To answer your question, yes. <S> The company may have decided that they have budget for 2 people to be employed instead of 1 and to save money they are doing a second round of interviews with the original set to pick a suitable candidate. <S> If you want the job then the offer is still very much there. <S> If you are still concerned you could raise it as a question in the interview, it will show you have been interested and engaged in your application to them. <S> However this could backfire as the other answers have suggested so consider carefully. <A> Before you spend even one minute filling out an application, confirm that there is actually an opening that they intend to fill -- and be sure to ask if it's going to be filled immediately. <S> Once you get that question answered, you can work accordingly.
| If you're still interested in the job / don't have better prospects simply go in for the interview.
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Salary negotiation for industrial PHD position I want to apply for a PHD position in one of Germanys biggest companies. The position is not only exactly in the field I'm working but I'm actually researching exactly on the same topic for the last six months (and I'm explicitly allowed to use the results commercially), so I'm positive that I'll be a pretty good fit for the job and can show something to stand out other applicants. While not mentioned on the job description nor anywhere else on their website I know the salary other guys get for working on their PHD thesis within this company: simply put, I cannot afford to work for the money they get, because I'm married and have a toddler, so as you can imagine we need a little bit more money to live than the typical PHD student. While I'm aware of the possibility that they are not able to change anything on the salary for this kind of position, I thought I'd give it a try. My Questions are: When to mention it? I fear that mentioning it in the cover letter will make them reject me before they even get to know my expertise. On the other side, this could avoid wasting time if the salary is not negotiable. Should I actively mention it in the first interview? Wait for the interviewer to mention? Note: as far as I know salary negotiation for this kind of position is not common at all! How to support the requested salary? Should I argue with my expertise (downside: other applicants are certainly also experts in this field) or mention my higher living costs due to my family? I'm afraid it will look like begging. Help is greatly appreciated! <Q> This really depends on how much you want the job, and how much time you want to invest in the process, should they bring you in for an interview. <S> Since the decision to apply or not is based largely on your current financial situation, your physical location, and your knowledge of the company, only you can determine if it makes sense. <S> If you believe that there is room to negotiate salary, and you choose to invest your time, you should put off salary discussions as long as you can. <S> Your goal in an interview is to sell yourself and your skills, and give the employer as many reasons to hire you as possible. <S> If you have experience working with the exact same topic as the position calls for, that's a competitive advantage for you. <S> If you interview well, that's another advantage. <S> You want to present your strongest case to the employer before you talk salary. <S> If you mention salary too early, you potentially give your employer a reason not to hire you. <S> From there it depends, again, on how much you want the position, which will determine what your bottom line salary number is, or what is the minimum salary you will accept. <S> It's important to know and believe your minimum salary number -- much better to walk away then accept a number you know won't support your family. <S> It's entirely possible they may call you back if they don't find anyone else who is a better fit than you for the position. <A> A lot depends on how convenient it is for you to interview. <S> If it is a local interview and you can spare a day <S> then address salary when you get an offer. <S> Don't use your cost of living as a basis to support your number. <S> At the end of the interview you pretty much should have demonstrated your value to them. <S> "I am sorry <S> but I would need to decline that number - my minimum salary is X". <S> They may have some really rigid guidelines on salary and cannot do much. <S> Another option would be to ask them a range up front. <S> The problem you have there is if it is not in your range then you can't really take an interview and then ask for a salary above that range. <A> I wouldn't waste my time if I knew the amount would be too low. <S> Even negotiating an increase you wouldn't expect a huge increase. <S> So unless you have nothing better to do, I suggest you look elsewhere. <S> The only time I think it would be wise to go for that job is if you intend to try and get a full time position there after you finish your qualifications. <S> In which case you could look at it as an investment in your own future, rather than just a job. <S> In terms of when to ask, I ask before attending an interview what their range is. <S> But others prefer to wait until they have an offer because by that time the employer has already invested time and resources into you.
| If you've succeeded in selling yourself well, delaying salary discussions until the end, and stating your desired salary range, you have a much better negotiating position.
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Will resigning before internship expires burn bridges? I have recently accepted an internship of 16 months. According to the contract, I join in May and leave in end of August next year. This is after my 3rd year engineering undergrad and I will be returning to 4th year after the job. In the last 4 months of the job, my job will include training/assimilating my replacement, the next intern. Now, I and my family have made major travel plans for late August to early September next year and this is really important. Why I didn't try to negotiate the duration is a whole another story, but I had good reasons. I want bring this up near the end of my work term (14th or 15th month) and leave 3 weeks earlier than I'm supposed to leave. My question is, will this have a negative impact on my future job prospects with this company or getting a referral from my managers later? Update: I did the internship a little over 15 months. I gave notice over a month in advance and neither the team nor my replacement was upset <Q> You accepted an internship with a set duration, knowing beforehand that you would be leaving almost a month early. <S> Speaking as a professional, honestly, this seems very flaky. <S> But, I guess this is what you get when you hire students / interns. <S> They are probably often flaky, and make commitments and then don't see them through (and make excuses about how their travel plans are just too important to meet commitments). <S> So not the end of the world, and the company will probably survive. <S> In answer to your question: Will this have a negative impact on my future job prospects with this company or getting a referral from my managers later Depends on the manager. <S> They know what they're getting when they hire a college intern -- cheap, inexperienced (but eager), short-term labor. <S> If you work hard but leave early, they will probably wish you well, and may even say, "don't worry about it; enjoy your trip!" <S> But, at the same time, depending on if you leave projects unfinished due to your early departure (that you waited until the last minute to mention), or how much this impacts your replacement's ability to get up to speed, if I was your manager it may annoy me and color my overall impression of your suitability for future hire. <S> I have seen interns go full time, but if you want to work for the company in the future, this may not be the best way to start. <A> First of all , the first thing you should do is reflect on this: <S> Why I didn't try to negotiate the duration is a whole another story, but I had good reasons. <S> It sounds like you've known long before you even started the application process that you would be going on a vacation. <S> There is really no excuse for you to hide that information from your employer. <S> But as you said, what's done is done. <S> So what now? <S> First of all, what you're describing sounds awfully similar to the PEY program at my school, so I've been through the experience. <S> Generally in this program you can choose to do 12~16 months. <S> Rarely do companies require you to do 16 months. <S> Even if they did, an internship is still an employment, and according to any reasonable employment contract, you have the right to quit your job. <S> People sign one year work contracts but that doesn't stop you from quitting the job if you're unhappy. <S> So now that we've established that you're ok and your life will not be ruined, the question is: how can you do this and not look bad? <S> The answer to that is similar to the other answers. <S> Bring it up ASAP . <S> PEY end dates are usually flexible so it's very likely that they'll just say "OK" <S> and you're set. <S> No reason should be needed to want to take some time off after 16 + 8 straight months of work and school. <S> Whether or not you get hired back as a full-time really doesn't hinge on this either. <S> That is decided mostly on whether or not you were a good performer, so do a good job. <S> :] <S> To summarize , try to bring it up soon after you start working there, before it becomes "too awkward to bring up since it's been so long". <S> The worst that can happen is that you will need to quit your internship before the time is up. <S> Lastly, I think that it would be ok to say that the vacation was planned by family after you signed, if they ask, and hope they don't see this question ;). <S> Again, next time, be more up-front about this kind of stuff! <A> Not sure what field of engineering you are in but with CS related internships typically end dates are more flexible because schools in the US start at different times. <S> I would pose a hypothetical to the recruiter about changing your ending date. <S> I would not mention the reason unless they ask you, because ending early for a family vacation is not very professional (why didn't you plan vacation around your internships dates?).
| Long story short, yes it will look bad for you to bring this up at the end of your internship. There may be rules such as a two week notice, but it's clear that it's not "illegal" or "BREAKing the contract" to quit the job a month early.
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Unethical Employer force me to file a resignation I've been in a company for 8 months now and I have signed a contract for 1 year and I have finished my project. My contract is not specific to this project; it is a year term of employment for the specific position. This month, the company is trying to place me in another team. HR said I have two options: One is to be in a new team for 18 months for another contract without a raise. Second option is they are forcing me to file a resignation, because my project is completed as of today. The HR representative was being rude when talking to me about my status.She even tried to force me to resign that day when she talked to me about transferring me to another team. She also unethically talked about my performance, that the latest project did not meet its deadline without any performance evidence about this. I asked her where she got that performance based from and she said it was someones gossip. She said that If she were in my position, she would file a resignation and she would help me find another company. She even made me update my resume so that she could give it to another company that she said would be better to maximize my talent. I don't really know what to do. I am having mixed emotions these days, and they want my feedback about my options. My boss also knows these options.I know its unethical for the HR to say all this but I don't want any war to start with. How can I avoid this things in the future to avoid this scenario to happened again? What can I do so that employees will not face the same situation that have happened to me? <Q> What they can do <S> : Move you to another team until your contract runs out, or fire you. <S> If you refuse to move to the other team until your contract runs out (unless that other team is many miles away) they have a reason to fire you, otherwise they have no reason to fire you - may make a difference depending what contract you are in. <S> Being laid off is almost always better for you than resigning. <S> So don't resign. <S> However, there may have been some misunderstanding there. <S> If the HR person offered you help finding a position elsewhere, and even offered you to help with your CV (which could be some very valuable help), that is in conflict with you calling them rude. <S> To clarify this: We have an employer who is said to be unethical and forces an employee to resign yet offers help finding a position elsehwere and help with a CV. <S> These things just don't fit together. <S> Unethical employers wouldn't help you finding a job elsewhere. <S> I would look at the possibility that someone has been completely misunderstanding what they were told by HR. <S> Also, in my experience contracting jobs are often not for a fixed time frame (like one year), but an estimate for the time frame is given. <S> If I enter a contracting position, I expect the company to say "we expect that there will be 2 months / 12 months of work", and won't take a contract position that doesn't fit with my plans. <S> But I can't expect it to take exactly that time. <A> If you had a one-year contract it was presumably for a particular task. <S> If the task is done, you're done, even if you finished it in less than a year. <S> If it has been a year, you're done, even if the task isn't. <S> As a contractor, you now have two choices. <S> You can sign another contract with this company to work on what they want you to work on -- which, yes, may be completely unrelated to what you have been working on -- or <S> you go find a contract elsewhere. <S> In fact, you should have been talking to this company, and to others, right along <S> so you had your next gig ready to go when this one ended. <S> That's part of being a contractor; you have to be your own salesman and manager in addition to your technical duties. <S> If this blindsided you, you weren't paying attention <S> HR has given you an offer to sign up for another contract. <S> They didn't have to do so; they could have just said "thank you, goodbye and good luck. <S> " They also didn't have to offer to write a good reference letter, but they did so. <S> Honestly, I don't see anything for you to complain about here; they've not only been ethical, they've been helpful . <A> You can't be forced to file a resignation, but you can be fired. <S> Depending on local laws you may be able to do something about that. <S> If you have a contract to employ you for a year, then you have every right to continue working for a year until it runs out. <S> But you're in a toxic situation, I read it as you can either leave early, or they will find a way to terminate you. <S> So best to get a good reference and start job hunting or take the job offered.
| They can't force you to resign, and they can't force you to sign another 18 month contract. I'd recommend looking for a job elsewhere as soon as possible in the given situation, unless you move to the new team and it turns out you like it there.
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What to expect when hired during hiring frenzy? I recently accepted a job I'm very excited about. I'll be working for a large company which is expanding some of its consulting services, following several successful contract bids. The large contracts have created a power- and knowledge-vacuum in a relatively small side of the company. As a result of this, the department I'm being hired into is expanding by roughly 50% by the time of my start date. Many of those joining the team will be younger, entry level folks like myself. While I anticipate being slightly better prepared than most due to my previous experience, I hold no delusions about being the absolute best and brightest. My question is: what's the best way to impress? With the large influx of new faces, should I really try to get my head and shoulders above the rest, or get my head down and do good, solid work and let the productivity charts sing my praises (doing both is good, but kissing butt takes time that could be spent learning)? <Q> Solid work is a good start to a career, you're unlikely to be promoted for a while <S> so no need to burn yourself out trying to impress. <S> Don't be lazy though, put in the effort, focus, pay attention to detail, be efficient, stay out of office politics and finger pointing. <S> I have found that that is all it takes to shine amongst a mediocre crowd. <S> The more people there are, especially a younger crowd, the better you will look as a dependable level headed employee. <S> Another thing with a rapid expansion is that sometimes they miscalculate and over hire. <S> In which case a few months down the track when things calm down they start looking for people to let go. <A> If a volunteer is needed to perform a task be the first one to speak up, be well prepared for meetings and participate in them actively, etc. <S> There are many small things you can do that <S> will help you shine without taking up too much time which would otherwise be spent on making sure your work is as solid as it can be. <S> Those small things combined help you leave a positive feeling with both your colleagues and those above you, which is always a good position. <S> If there need to be layoffs, you're a lot less likely to find your head on the chopping block than if you only kept your head down and did solid work without leaving much of an impression. <S> The reverse counts for if a promotion or interesting opportunity is available: someone who's left a good feeling is much more likely to be chosen. <A> The keys are knowledge , accountability , and communication . <S> During hiring booms at companies (and I was hired like this and have hired like this) everyone gets thrown in the pool. <S> There are those who will float around aimlessly. <S> There are those that will swim their way to the other side. <S> There are those who drown. <S> Verdict: <S> Not only swim to the other side but drag other employees with you. <S> If employer sees you are knowledgeable and helpful you are on the fast track. <S> All of these new people will need supervisors/managers soon. <A> I started in the go-go 90's in exactly the same situation, as an internal consultant in a well-known company. <S> It's relatively easy to stand out doing exactly the same things you should do whenever you start a new job: <S> Do something important, do it well, and do it visibly. <S> Your client will be the most important person to impress. <S> Their words back home matter--and their dollars matter even more. <S> Genuinely care that you are doing the right thing for them, especially if it's in a way that is profitable for your company. <S> That contact person needs to sing your praises. <S> Do the big job, the one that matters most on their side. <S> Once you get in and they're comfortable with your work, ask them what keeps them awake at night. <S> Address that. <S> That's the problem they think is both critical and hard. <S> Make sure the work is solid. <S> Don't do what they ask, do what the ask and what they need. <S> Make sure the work is visible. <S> Every job has touch points to the rest of the organization, if you look hard enough. <S> Make sure you know the people ultimately impacted by the work, and what they want from their perspective. <S> Don't assume your client has. <S> Lunches are great for this. <A> I have little experience (just 2 years, working as a full-stack developer), butt I had some experience with that too, like everyone else, that said I think you should work harder than anyone else in your "batch", show your boss that you're willing to sacrifice some of your personal time for your professional growth <S> (don't worry, it's not something out of this world, and it's worth it), don't brag about what you do, but show as much result as possible, and last but certainly not least, be 100% professional, don't show immaturity in business discussions or even on trivial subjects, your boss will spot it if you're a kid trying to look professional, so don't act professional <S> be professional. <S> It's just my two cents though.
| I would prioritize your efforts for the long term by focusing on the quality of your work ("doing good solid work"), while at the same time remaining on the lookout for opportunities to distinguish yourself.
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What are the benefits of being outspoken? I'm a Software Engineer working in an Outsourcing company in Asia. This morning, my boss was talking to me in a private meeting about a coworker: "I like his style, civilized, just like a westerner[EU/US]...What you actually did matters little, as long as everybody think that you did it." By my standard (and any other coworkers') he is a 'big mouth'. Nobody except my boss likes him. By "big mouth" I was referring to overly boastful. He also takes credit for other peoples work. I'm wondering if being a big mouth really gains you that much of an advantage in business? Should I change my style to be similar to his? <Q> There is a vast difference, however, between being a shameless self-promoter, or "Big mouth" as you put it, and effectively selling yourself. <S> Nobody is going to see the value you bring to the company unless you tell them. <S> The idea that one's work speaks for itself is naïve. <S> A mediocre worker who promotes himself will always pass the dedicated, but quiet worker. <S> This is not right. <S> This is not fair. <S> It is, however, how things work. <S> That said, there is a way to self-promote without being phony or a big-mouth. <S> Put everything in the context of "We had a problem", "I noticed the problem and took (X) action", and "When I did that, this was the result". <S> Quantify everything. <S> Also, act quickly when you achieve something, as this will also prevent work-thieves from being able to take advantage of you. <S> There is a book titled "Brag, how to toot your own horn without blowing it", which I would recommend that goes into some detail on the subject. <A> You appear to be introverted when contrasted to your co-worker, lets explore the issues with this: <S> In the modern age where being an extrovert is seen as desirable and seems to open more doors especially in sales and the entertainment industry being an introvert definitely has its disadvantages. <S> Because they are private in nature and guard their thoughts and emotions it can be difficult for them to form friendships with many people, this maybe partly because they are not as socialized as other people having not learnt the necessary skills to be a social butterfly due to being used to having their own personal space and distance. <S> Another disadvantage is the ability to be outspoken or speak their mind, this can be in the workplace situation or in a social setting making them feeling isolated and cause them to withdraw even further than they have already. <S> Though being introvert or enjoying your own company isn't usually the problem, it is the perception of being an introvert which can make people think it is a social deficiency to not want to be constantly around others, this in itself can itself cause people to doubt your character and perceive you differently to other people. <S> Usually people aren't a complete introvert or even completely extroverted, they usually are a balanced between the two depending on how they feel, how their day pans out or maybe the environment they are currently in requires them to be more one than the other. <S> Having a mixture of both is necessary as balance is more beneficial than extremes. <S> Hopefully you can spot the parallels between the issues surrounding being introverted and the behaviours that management expect from high-preforming employees that they consider to be suitable for management. <A> It is important to become comfortable with taking credit for things that are legitimately your achievements... something I have to admit I am still working on after all these years. <S> And to be positive about tracking new challenges. <S> And to be outgoing. <S> Or to learn to fake these well enough to not come across as timid or unwilling. <S> That isn't "boasting", it's just not hiding your light under a basket. <S> What you should not be doing is claiming work done by others, or promising more than you can deliver.
| You should change your style, but change it to one that legitimately promotes your worth without taking credit for the work of others. Self-promotion to some extent is vital.
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Is it safe to send old passport copy to Recruiters? Is it safe to send old passport copy to Recruiter just for interview? he is saying that I just need proof of resident in the State. I don't need your new one I just need a copy of your old DLC or old passport copy. One more question,Is it safe to share last 5 digits of SSN?Thanks <Q> In US, your passport only confirms your citizenship. <S> Passport DOESN'T <S> confirm state of residence. <S> I question the integrity of this recruiter, because s/ <S> he is requesting highly private information and supplying inadequate reasoning for doing so. <A> Don't offer references until after the interview. <S> Never disclose your SSN until you have a written job offer. <S> Some employers may require a pre-employment background check, but that will come after a written offer contingent on passing the background check. <S> Don't talk to recruiters unless they have a specific position they are trying to fill. <S> Recruiters who call without a specific position are hoping to scam some money from you in some way. <A> OP has not given us personal details, but if OP is an immigrant, the recruiter may be checking he has entered the US legally. <S> His passport should have a visa showing legal entry. <S> Having said that, let me address the actual question: How safe is it to give your passport and Social Security information to a recruiter? <S> This is a question better asked on Security Stackexchange than here, but let me give it a shot. <S> Is this a person you basically have exchanged emails or talked on a phone a few times? <S> If so, this is similar to handing over this information to a person on the street. <S> Can you be certain <S> this supposed recruiter isn't going to use this information for identity theft? <S> Or even if this recruiter isn't an identity thief, given the lack of concern this person seems to have about your privacy, can you be sure that this recruiter doesn't just leave this information in some online email account guarded with the password "password"? <S> Note that while a passport number is not usually (at least in the US) used as part of identity verification except by certain governmental agencies, your passport does contain AFAIK the date of birth and possibly other identifying information that is used commonly on the Internet for identification purposes. <S> It is not at all safe to give the last digits of your Social Security Number. <S> It is used as part of identity verification for various government websites and even for some corporate websites, e.g. insurance, banking, or credit cards (see this site for more detailed info ). <S> This is no longer 1995. <S> Most people are aware of identity theft and that SSNs are a security weakness. <S> The recruiter is either ignorant or not very respectful of your privacy. <S> Either way, I would not want to continue working with such a person. <S> The thing that raises suspicion is that this should all be part of the background check later. <S> If the recruiter is legit, then the recruiter doesn't really trust you (or his/her candidates in general). <S> I would not want to continue a working relationship with a person that clearly distrusts me from the start.
| In the US, NEVER send anything besides a resume and references to anyone until you have a written offer of employment. First, the safety of handing over this kind of information is highly contingent on how much you trust this recruiter.
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How best in an interview to say I'm leaving my job because of company reorganization? I'd like to say to the interviewer what the reason of why I leave the company. The reason is that organization of the company changed, especially my team's organization.But I don't have any idea. How to tell this to interviewer?Would you please let me know ?The skills and the better expression. <Q> The "corruption" (the word you used in a previous edit) of a previous company is probably not what you want to bring up in an interview unless you have to. <S> It's negative and makes the company wonder how you will speak of them when you leave. <S> In this case I would just describe it as it is, your role changed so much that it became something different to the position you took in the first place and what it became wasn't something you were interested in. <S> Be positive in explaining changes though. <S> You can perhaps mention that the company changed so much that it wasn't a company you felt motivated working for <S> but again you are walking a thin line between someone with ideals and someone who's fickle. <A> My concern about saying you left just because of a reorganization is that ALL companies reorganize . <S> You don't want to give the impression that you are inflexible and unable to adjust to change or that you somehow believe changes should only be done if they have your specific approval first. <S> That sort of attitude will eventually make you unemployable. <S> It is ok to describe that you were not happy with the new role you were assigned and why. <S> For instance, In a reorganization, you may have been changed from doing Android development to automating QA processes. <S> If your career goals are not in the QA areas, then moving is fine. <S> It is trickier if the reason why you want to leave is because you were assigned to work for a different boss on a new team, doing essentially the same thing. <S> Big deal, happens all the time, I don't want to hire a special snowflake who can't handle it. <S> In this case the old standby about wanting new challenges might serve you better than pointing out that you have difficulty getting along with people. <S> Personally just from your wording about corrupting the company (do not under any circumstances say that in an interview!!) <S> , I suspect you are not even going to give the change a fair try. <S> You should do that though rather than run away. <S> I was once re-organized to work for someone I resented. <S> He turned out to be the best boss I ever had and the one who got me the highest pay raises I ever got. <S> It is a critical job skill to be able to adjust to change <S> and you really should try before seeking out a new job just because the organization is different or you are assigned a new boss or new project responsibilities. <A> Best to say you are looking for a new opportunity because you do not feel professionally satisfied, or adequately challenged in your old/current job. <S> Avoid being negative, especially in regard to previous employers or co-workers. <S> Focus on the future and what you can bring to the new company. <A> I guess the word "corruption" was thrown in there originally, although I don't see it in the current post. <S> When providing reasons why you are leaving or have left the company, you will want to try to couch those reasons in ways that do not make it sound as though you are badmouthing the company. <S> The danger in doing this is that the people you are speaking to might receive the information that you are presenting to them, but they are also receiving a loud and clear message that you are a person who talks badly about other organizations behind their proverbial back. <S> This is an aspect of human nature that you must expect the other party to have, and also gets into the complicated nature of conversation, in which everything you say has 2 or more meanings all at once. <S> It is almost exactly the same reason why the family gossip is nearly always looked down upon. <S> It's not that the rest of the family doesn't necessarily want to hear about all the juicy details, it's that when someone tells us a bad story, we associate them with the bad story, whether they are responsible for it or not. <S> Instead, I would recommend being circumspect about that, even using boring platitudes like "there was a reorganization and I found that I was not a fit for their culture anymore". <S> If word later comes out - or heck, if they already know - that this company was a giant storm of crap, they will likely appreciate you for being tactful.
| Unless you've been fired, or are casting your departure in a negative way (e.g., blaming other people), the truth is that your future employer places less weight in an interview on why you are leaving, and it's best not to dwell on the details.
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What do I do about my manager retracting our agreement about my tentative last day of working for him? I resigned from my current job on 5th Feb, 2016. I have a notice period of 3 months in my contract, but I asked my manager if I could be released early and he came up with 2 dates, saying "Is there a chance you could work till 25th March or 18th March (ideally 25th)? That extra two weeks would give me time this week to vet CVs and interview people as they will have a months’ notice minimum, it will provide vital overlap. We would want a handover with yourself before you leave." To which I replied saying I would prefer to be released by 18th. Based on this conversation I conveyed to my new employer that I can join from 29th March. But now, my current manager has changed his mind, as he is not able to find a replacement. he wants me to work till my notice period saying he never officially replied to my email confirming a date and he mentioned 25th as a tentative date. Is there anything I can do to get the company to honor the 25th as my final day? <Q> The notice period of a contract of employment is legally binding. <S> You cannot cut it short without approval from the company to change those terms. <S> Potentially you could ask your current employer if you could create a handover documentation that would enable you to leave early or, worst case, ask your HR department for 'gardening leave' (dismissed but still paid). <A> There's nothing you can "do" . <S> Your boss clearly wants yo to stick around for the full 3 months, which is his contractual right. <S> You could: <S> Talk To Him <S> Go have a heart to heart conversation and find out what's changed, and why he wants you to stick around. <S> Explain your situation and hope he becomes more understanding. <S> Delay Your Start Date <S> Call your new employer and inform them of the situation: that you're stuck at your old job until May. <S> They will probably be OK with it. <S> Leave <S> Anyway <S> Just because your boss tells you to stick around <S> doesn't mean you have to . <S> You're an adult, and free to make your own decisions. <S> However, you will have to live with the consequences of those decisions, such as being taken to court over a possible breach of contract, or being painted as someone who is not to be trusted. <S> If you end up in court you might be able to argue that your boss agreed to let you leave early based on the e-mails exchanged between you. <S> However, if you're interested in going with that option you may want to contact a lawyer first. <S> You should also consider what your new employers might think of your behavior in this situation. <A> Your boss verbally agreed to the leaving date. <S> Legally, it doesn't matter that he didn't agree in writing. <S> A verbal agreement is just as valid as a written one, just harder to prove in court. <S> Actually, by saying that he never replied to the email he admits that there was a verbal agreement. <S> He now claims that it was "tentative". <S> That's nonsense. <S> A "tentative" date would be completely pointless to you. <S> Anybody with half a brain would know that you are starting elsewhere, and you couldn't do that with a "tentative" date. <S> But worst case, if you leave, then the situation could go to court, and a judge would decide what he or she believes the actual terms were. <S> Do you think your employer would take you to court, <S> lie about the terms of your verbal contract in court <S> (which would make him a criminal), and be believed by the court? <S> If you believe that could happen, consult a lawyer. <S> Ask them what the maximum cost would be, and ask yourself if that would be acceptable. <S> Meanwhile the other company expects you to start work on the 29th. <S> So on Monday morning you first call your old boss that you are going to see a lawyer, unless he agrees there and then to let you go. <S> Then you phone around for a lawyer who can see you urgently. <S> Talk to him to be able to make an informed decision. <S> Lawyers hate to say anything definite, so you have to insist on information that lets you make a decision. <S> Then unless the lawyer told you that you can't start with the new company, you would probably call the old company, tell your boss that his actions put you into an impossible situation, that you gave the new company a start date based on what he told you, tell him that he wouldn't want a new employee to start later if it was the other way round, and that you therefore quit as agreed on the 18th, and that he can talk to your lawyer.
| Your only sensible option is to explain your situation to your new employer and request that your start date is moved forwards.
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When to include links in a resume My comment in another answer sparked a conversation, so I decided to turn it into a question. When, if ever, is it appropriate to include a link in a resume? In particular I'm curious about links to former employer's websites, but I'm interested in hearing about other purposes as well. I have never seen it done before and have always thought that printed URLs look clunky and unprofessional. Other people obviously have used them before and find them useful. Does it matter if the resume is printed or electronic? If someone is going to include a link, how should it be done (hyperlink, tinyurl, full URL, etc.)? <Q> I have seen this on paper resumes. <S> If you work in an industry where URLs are nonobvious (hotels and restaurants often don't have web sites, or have weird things buried under some parent company, and search results are drowned out by review and booking sites) then consider doing it even if your resume is not electronic. <S> Considerations: a human needs to type it, so don't include /index.aspx or /contactus/contact.html if the root web site alone will suffice <S> a human may be suspicious about going to random web sites, so don't use a bitly or the like. <S> Ideally someone just reading the link can verify that it is probably what you say it is because they see the company name in it if you have your own web site, repeat all the links there and include that link as well as the raw ones <S> Don't assume people go to the links because you provide them. <S> Include vital information (what you did; something about the employer such as "5 star hotel in downtown Toronto" or "busy accounting practice" or "nationally-known legal firm") in the description, just as you would without the link. <S> The idea is that if someone wants to really drill in (you say that restaurant is fine dining, but what was on their menu? <S> You say that law firm was known for its defense of celebrities, but let's see some press coverage) as part of a screening process, they can. <S> The confidence you project by including this information is non-trivial, by the way. <A> Assume that any URI will have to be retyped by a human. <S> Keep them visible and keep them short. <S> Tiny may be a bit too short. <S> Better, perhaps: provide Uri of an online version of your resume with links, and say you've done so and where. <A> I agree with keshlam, it is good to make it easy to type. <S> The major question is whether it is of significant important. <S> The thing to realize about a URL is that it is gibberish unless the person goes to the web site. <S> Gibberish is bad. <S> Cases where I would consider an URL relevant and useful: designer or artist showing examples of their work <S> programmer link to their example source code <S> writer link to the text of their published work TV producer or director link to YouTube video of their work <A> When, if ever, is it appropriate to include a link in a resume? <S> It's very appropriate if you are in a field where having a portfolio is important. <S> Like, "Contributed on development of expedia.com". <S> Essentially, anything that supports your application. <S> Does it matter if the resume is printed or electronic? <S> Seems like hiring managers print out resumes anyway, so <S> I'm not sure it makes a difference. <S> I'd keep the information for all resumes consistent, since you don't know what they will do with it when it gets to their office. <S> If someone is going to include a link, how should it be done (hyperlink, tinurl, full URL, etc.)? <S> I think most people are used to websites that don't use "http://" or "www" - domain.com or location.domain.com are pretty common these days. <S> I wouldn't use a tinyurl because it's not easy to remember. <S> In my case, I have the URL to my portfolio at the top of the page, near my name and right under my email address.
| I also think it would be appropriate if the name is useful when discussing your work experience. So, basically if there is a high probability the person would visit the site, then it is good, but if the link is just "ancillary" information, then it is bad, because it could just amount to gibberish.
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Signed a document stating I would inform employer where I was going if I move to another company.....do I really need to? A few years ago (a few years after I was hired my my current employer) we were asked to sign a document stating that we would inform our company of the name of the new company we were moving to if we resigned. This was placed in front of us while we were all gathered together for a sales meeting so we didn't feel we had any choice but to sign for fear of losing our jobs. I am wondering if this document is legally binding? I have heard a few horror stories of people resigning from this company and their offer from the potential company being rescinded and I'm worried they might try to do the same to me when I give my notice. I'd prefer not to tell them, or at least not until after I've begun working for them. My current employer may feel my new prospective employer is a competitor, though I have no non-compete agreement in place. <Q> What were the consequences in the document for failure to comply? <S> If they are not spelled out explicitly in the document then even if it is legally binding there are not consequences for failure to comply. <S> Its possible a judge could order you to comply or face contempt <S> but I find that highly unlikely, as the costs of pursuing you in court over not sharing are going to be prohibitive. <S> Most likely the consequence will be that you are not eligible to be rehired. <S> It is possible that the penalties will be be spelled out, if so then take your copy of that document to a lawyer and get their opinion on the legality of it. <S> Many times these are still not enforceable. <S> Some ways you could get around this would be if you inform them that you intend to pursue freelance work, take some time to off to find yourself, or something else cliche that does not provide them with anything they can bargain against, or create problems for you. <S> Then after you depart the company and start your new job, if necessary by the contract, you can inform them that you have accepted a position with the company. <S> I would probably let your new employer know you have to do this, and wait for a few weeks or even a month before sending the letter. <S> I would only do this if you are required to notify them in writing. <S> Once you have been processed out and they have moved on there no reason for them to try and cause problems with your new position. <S> That will not stand up in court <S> should they bring a case against you since the company will have to prove that you failed to comply, if simply telling them the name of the company verbally fulfills the contract they will not win should they try. <A> You dont have to tell where are you going to work next. <S> And if they insist say any of those. <S> Im going to focus on my study/courses by now to improve my career. <S> I need vacation <S> so Im going to travel and know the world. <S> Im going to explore new opportunities in a different field. <S> Im going to be professional WoW player. <S> And if later you find any of your coworker again just say you just found a new job after you take that time off. <A> What would be their recourse? <S> Sue you for not telling them? <S> What are they going to do, sue you for $1 million? <S> " <S> Your honor, the defendant owes us a million bucks because she refuses to tell us the name of her new company (if any). <S> " Or, better yet, try to get the judge to force you to tell them: "Your honor, will you please issue a court order compelling the defendant on pain of contempt to tell us which company she is now employed by." <S> Somehow I do not see the court receiving such a petition with favor. <A> Legal advice is off topic, but I wouldn't inform them, it's none of their business. <S> If they pressed I still wouldn't tell them but take my time replying non committantly or ignore them until AFTER I had the job and even then I'd probably just ignore them. <S> It's better to ignore than to reply, because anything in writing can work against you.
| If you are not required to notify them in writing, it is your word against theirs whether or not you provided that notification.
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How can I renegotiate my salary with a future employer after a counter offer from my current employer? I am working with organisation A. I got a job offer from organisation B of $X. I accepted it. I gave notice of resignation at A. A gave me counter offer of $X + 10%. How can I use this offer from A to renegotiate my salary with B to say something like $X+20%? <Q> You can try. <S> Though they really don't care what anyone else thinks you're worth; what matters to them is what they think you're worth, and whether they can hire you for that or less. <S> Unless you are willing to walk away if they say no <S> , you have very little leverage. <S> And you do risk their giving the job to someone else who isn't asking for more. <S> But asking "could you increase that a bit, so I'm more certain <S> I'm making the right choice" will usually not cause them to write you off; they're more likely to just say no. <A> Don't damage your reputation by asking B again to revise the last offer that you have already accepted. <S> How can they (B) believe you that you won't ask more than $X+20% when you get a second counter offer from A (or C). <S> At the end you will definitely get bad reputation at both places. <S> My suggestion is to leave A with good terms and join B. See whether you like the new place (B) or not. <S> If not, you can easily come back to A for a decent salary ($X + 10%). <S> Please note that Salary is just one of the factors that make you happy. <S> The other important factors are: 1) people you work with; 2) culture; and 3) projects. <A> You're playing poker. <S> There is no "right" answer to which will work. <S> There is, however, a right answer to preserving your professional reputation. <S> You accepted an offer from B. You now wish to renegotiate. <S> You'll need to be very forthright. <S> Simply admit that you were unaware of your market value, and that it would be irresponsible of you to not accept A's counter offer for you and your family. <S> You would be willing to move forward with B, but they would have to offer $x. <S> Don't give specifics about A's offer. <S> Just state what you need. <S> Be aware that A will likely pass you by for any raises or extra remuneration for the next raise cycle or 3. <S> So if these are long-term plays, look past 10% to your bigger opportunities.
| If you plan on shifting jobs, take what you can get where you find it.
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Reasonable to ask for a different office location than the one originally offered? I am a new graduate engineer and have applied to a company that provides graduate jobs in locations nationwide in UK. I have not reached the interview stage yet, but an internal recruiter asked me by email if I would be willing to work in southern UK, and if so, he would forward my application to that office. Despite the fact that I really want to work for this firm, I prefer another two or three offices in the northern UK because my partner works there. Is it reasonable to ask that the recruiter forward my application to those offices I prefer? Could I mention that I have a special bond with the location because of my partner? <Q> I think it is perfectly reasonable to express that you'd rather stay in some geographical area. <S> However, you have to be prepared to assume the consequences. <S> There might be several reasons why they suggest you to move to that place. <S> For example: the offices over there have more problems to find employees, when the Northern ones are full (relative to the amount of work), each offices have their own speciality, and your qualifications fit better with the Southern ones, <S> recruiting process is geographically separated, so you'd have two separate process instead of only one. <S> In that light, it would be understood that you state that you'd rather stay in one area (and if they don't, you should consider whether you want to be working with them). <S> But they may reject directly your application, or you might have to struggle a bit more. <S> It is up to you to decide what your priorities are. <A> Here's a perspective to think about. <S> You'll have to judge its applicability to your situation. <S> And keep in mind that this may be a U.S.-centric opinion. <S> If, as is often the case, somebody involved in the decision is your senior by 15 or 20 years <S> then be advised that the current cohort of new graduates (millennials) has a reputation for making demands in the workplace for which they are not considered to have earned the privilege. <S> For better or worse, it's a common perception among Gen-X (disclosure: myself included). <S> If you have many options available take the one that best fits your preferences. <S> But if you're either determined to join this organization or don't have a handful of legit offers be aware that hiring managers often consider new graduates - even talented ones - as interchangeable. <S> We'll usually take the one who represents the least degree of hassle. <S> That said, I wish you good luck. <A> It is also reasonable for that company to ask if you would be willing to work at a different location. <S> Your request and/or response may well play a part in your being offered an interview or position or it may not. <S> But if you are unwilling to relocate or commute in a direction away from your partner it does not really matter. <S> Once an offer is made for a specific position in a specific location then chances are the company will be unwilling to allow a change, unless the position/openings allow for it. <S> If the position is offered with out a specific location, it is acceptable to ask the location, or to communicate your preference for a location. <S> The company may or may not be able to accommodate your preference. <S> Asking for this accommodation should not cause problems with the company unless you had previously indicated that you were willing to accept a position at a different location, then when offered asked for a change. <S> That could raise red flags with the hiring team.
| It is reasonable to express a preference for a work location before you are given a written offer.
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When, if ever, is it appropriate to collaborate beyond the "Brainstorming" process? Some companies feel that it's a waste of time to have, for example, one designer or artist at the drawing board (or computer) with another designer/artist sitting next to them providing creative ideas as development of a mock-up progresses. Maybe the two individuals occasionally switch roles (similar to pair programming); the point is that they are collaborating beyond just the vocal "brainstorming" process. Is this a waste of time? When might it be appropriate? <Q> If you have one designer and he/ <S> she is quite good at what he <S> / <S> she does <S> , I don't think you should have a second one at all, if they're working at different projects then it's okay, but if those two are working on the exact same thing that's a big no-no if you're a business owner. <S> but never two producing the same as one <S> 0.5 = 1/2 <S> not worth it <S> $. <S> Of course, this is just my two cents. <A> As with any kind of creative work, this depends on many factors: how well the individuals collaborate, how much their insights differ or overlap, how complex the problem is, how important the problem is, what the budget allows, what the schedule allows, how much additional time/work goes into coordination and communication <S> (read The Mythical Man Month )... <S> I'm not sure anything really useful beyond that can be said briefly enough to be suitable for SE. <A> If they're more productive and you can afford it, why not? <S> That pretty much goes for anything in business. <S> Trying put put a time-clock and billable hours on creativity is a waste. <S> I would never pay an author of a book based on how many pages they write. <S> There are plenty of creative pairs/teams that make more than they both can individually. <S> Movies, books, music, scripts are often created by more than one person. <S> You may find your creative team puts in more productive hours because they enjoy working together. <S> Xtreme programming advocates pair-programming. <S> The quality of their initial work goes up, fixing bugs later costs more, negative effects of turnover are limited, communication is increased. <S> Not all creative people play well with others. <S> If true creativity is what you need, try to avoid everything that gets in the way. <S> That's always possible. <S> No reason you can't try it and measure your results. <S> Please share your results. <A> Its most appropriate if one person is stuck. <S> Sometimes talking it out will break the roadblock. <S> It is also appropriate if the two people work well together and can both afford the time spent. <S> My boss and I once locked ourselves in an office and produced a well received policy manual (that none of the higher ups who reviewed it changed a single word on) of several hundred pages in less than a week. <S> The people who didn't collaborate had spent six months writing the version we completely threw out and rewrote. <S> Some creative workers work better alone and some work better when they have someone to bounce ideas off of, a company should try to allow them the freedom to do whatever is going to work best for them. <S> However, depending on how billing of the customers is done, it may not always be possible to add a second person to the project. <S> A project tight in hours may not have the flexibility of a larger project.
| There are moments where having two or more designers brainstorming and working on the same project is necessary but you need to do some simple math productivity = work/employees , if those two designers are producing the same or more than two designers working on different projects then it's feasible, so productivity = work/employees => 1 = 2/2 or 1.5 = 3/2
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Counter Offer can it ever be good? I have read multiple times about counter offers always being bad? Now to fully explain my situation I have been with a company 2 years now who I have loved working for and would consider the majority of my colleagues in our specific team friends. Now I never expected to be on much money. However they began to employ teenagers within the company on more money and a company car despite the fact I was actually the number on sales person within our region of the company at the time and had been on a fairly regular occasions. Knowing this I made what I felt was a reasonable demand of matching this wage. Once being told I must hit a 3 month target to get this when I had regularly proved myself in the position I must admit I was fairly frustrated and annoyed. However other than that I was happy in my position and still performing well. However after putting my CV online I lined up a number of interviews. Wishing to be honest about the situation I informed my employer of this and stated I did not wish to leave or do this but feel I did deserved what everyone else was no being offered. The target was maintained and so followed a couple of job offers from smaller independant companies (I currently work for a big corporate in real estate). One of which I felt was a major opportunity as it was £7k extra basic per year, more commission and they were very excited for me to join. Thinking that was that and there was no chance of my current employer offering me anywhere near this I accepted the role and wrote up my resignation letter. However as soon as I have done this my regional manager suddenly wants to discuss matching both the wage and progression with me when I return on Monday to work. If I am honest with myself I do love my job and the people I work with and never truly wanted to leave. However this was to big an opportunity to pass up hence accepting it. However after being set on leaving (this is the 1st time I would ever be moving workplace) thinking there was no other way I now have this offer. Amongst all this I also do not want to come across rude or unprofessional to the company who have offered me a role either. I would appreciate any guidance or opinions people would have from former experience. <Q> This is just my experience. <S> Once I have gone as far as resigning, I'm going to leave. <S> If I take a counter offer it never lasts. <S> Within a year I'll be resigning again. <S> Because it doesn't really solve whatever underlying problem I had with working there. <S> And the fact that I have already resigned gives me a different outlook on the company <S> and it's ten times easier the second time. <S> I'll resign over something much smaller than I would have originally. <S> So in view of that a counteroffer is only good for me in a short term monetary gain way. <S> I have only taken a couple of them though early on. <S> Later in my career I wouldn't take them, it seemed a waste of time to me, because I was already focused on my career going in a different direction and didn't want to tread water for a while. <A> In my experience when you have decided to move on - i.e. new CV etc. <S> - it is more than just the money. <S> It is other things as well. <S> I do not know in your case <S> but I can assure you that in the very near future you will be going down the same road. <S> If the new job hits the spot - take it. <S> If it is not quite the ticket - keep looking. <S> But do not look back. <A> This is the time you can go to a new place for more money. <S> There will be a time in the future, you will realize, jumping ship for such an amount you mention is unfathomable. <S> If I were you, age, career and everything wise, I would take this new job and never looked back, provided, the new company is not a fly-by-night operation <S> the old company is not on the brink of a earth-shakingre-organization <S> there are no other fringe benefits that you may not realize from theold employer (like more holidays etc) <S> And why you may ask. <S> Well, I'll be making a freaking more money than any counter offer my old employer can offer. <S> They will understand that I am not just threatening by words <S> but I am a man of action. <S> And if you are as good as you say you are, and they are filled to the brim with inexperienced teenagers, they will feel your absence, painfully. <S> And when they come to their senses, if you want to come back to your old work place, you can more or less dictate the terms.
| Depending on where you are in your career, the answer might be different but looking at the time span you worked at your current employer and comparing your compensation with the newly hired teenagers, I will make the assumption of you are in the early stages of your career and hone my answer on that.
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Ask My boss whether I can use the office over the weekend? I would like to receive feedback on whether I should ask my employer if I can use the office over the weekend. Context includes that this is a very small engineering office of about 5 employees. My intent, as a new hire, is to use this time to do additional reading and pursue software tutorials to improve my productivity at work during the week. I have reason to believe my boss may use the office over the weekend as well. His presence will immediately imply that he can have me do billable work. This will have the opposite effect of what I am trying to achieve since if I am working I cannot be pursuing continuing education. Therefore if I ask his permission, he may say yes but if he is also here that means I will be working over the weekend. If I don't tell him, then I could come in in the weekend, but if he shows up he will be surprised that I am here and may have me do additional work. I would like to ask from an ethical and professional standpoint, given my current dilemma, is it wise to ask permission? Or is it better to not ask permission and run the risk of working over the weekend? The only reason I'm worried is I don't want to work over the weekend. I believe my boss will be favorable to the idea of me coming in in the weekend. <Q> You should definitely ask. <S> If I was your boss though, I wouldn't be too keen on the idea since you'd be using my resources for something I would normally expect people to do on their own. <S> But depending on your relationship with your boss you might be ok. <S> In terms of working on the weekend, this shouldn't be a problem if your boss is aware and has approved what you're doing. <S> But again, that's a judgement call. <S> I don't know your boss so couldn't tell you definitively. <S> It's best to sort out your own personal life without involving your work or boss. <S> I am mostly self-educated and lived in places where you couldn't concentrate and/or didn't want to tell the people I was with that I was studying. <S> I found that libraries were the best solution. <A> With any sane boss, asking should be no problem. <S> After all, you are proposing to do something free of charge that would benefit the company. <S> What would be the outcome? <S> Where I work, there are increasing security obstacles depending on the time. <S> Leaving up to 8pm is just fine, after that you need to operate the alarms in the office. <S> Same if you try to enter on the weekend, so there might be a practical problem. <S> Your boss would know. <S> So possible outcomes: <S> No, the boss doesn't want you to be there on the weekend. <S> No, there are practical difficulties with you coming in on the weekend. <S> Not on the weekend, but you can stay late after you finish work. <S> Or come early before work starts. <S> Or just yes. <S> I would most definitely not turn up unannounced on a weekend. <S> Worst case, you study on your own on a weekend in the office. <S> Then some time in the week it is found that things have gone missing in the office, and then it is found that you were there unsupervised on the weekend. <S> That would be some trouble. <S> Even just being found out would quite possible get you into bad trouble. <S> PS. <S> If you are there on a weekend, and then you are made to work instead of studying, I would expect you to get paid for every hour worked, so it wouldn't quite achieve what you wanted, but at least it should put money in your pocket. <A> This really depends on the company culture. <S> Maybe first ask your colleagues if they have done something like this before. <S> Definitely ask, because some companies have a guard service on weekends that checks if everything is alright. <A> You might even be suspected of using studying as a cover for stealing from the office. <S> Once you take that option off the table, there does not seem to be much downside to asking. <S> Accept refusal graciously. <S> If you do get permission, make a very clear distinction between working and studying. <S> Do not have any work materials out on your desk at the weekend. <S> If your boss pushes you to work at the weekend, find somewhere else to study.
| Using the office without the boss's prior permission would be a mistake. Do not have any of your study materials out during working hours. As a new hire you're basically pushing your luck, until you're settled it's not normally a great idea to be asking for anything like this. Yes, but only on weekends and at the times where someone else is there for security reasons.
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Boss yelling at me after asking about seeking a promotion in the future. How to handle this? I need to use a throwaway since my main SO account is known, so I apologize in advance. This is in the USA if that matters. On Friday, a manager above my current supervisor scheduled a one-on-one with me, and asked if I wanted to discuss any concerns with him. We have a very large turnover rate here, but I still enjoy working with most managers, and with my colleagues who are all excellent. When we began our discussion, I told him I enjoyed working here, and that I'd like to talk about seeking a promotion at the end of the year. I felt confident in asking him this as I've gotten a lot done, and have fixed a lot of security holes. Two other managers have also appreciated what I've done for them. My hope was to discover the best process, in his opinion, to receiving a promotion at the end of one year of employment with the company, and I had to make this clear twice. When I asked, he immediately began yelling at me, "You've only been here... how many months?! seven?! And now you're asking for a promotion!" He began yelling rapidly, and I couldn't understand the majority of his speech. Partly due to his accent (he's a non-native speaker), and mostly due to my hearing impairment. When I kindly asked him if we could just type in the company chat, he didn't want to do that. He kept shouting, stomping his feet, looking at me with disgust and glaring at me. Eventually, he agreed to type because I had trouble understanding what he was trying to say, and he began typing to me. Whenever I tried to answer his questions, he kept interrupting me and wouldn't let me get a word in. This meeting ended with me agreeing that I had no more concerns to share with him... This is a complete 180. We used to get along well until I asked about a promotion. At this point, I am not quite sure what to do. This is the first time anything like this had happened since working there, and I'm finding it very difficult to approach him now. I welcome any advice and suggestions. <Q> Step back a moment. <S> Then answer a simple question. <S> How many red flags do you need to see before you look for a new job? <S> People often worry about how to play social chess in some complex situation. <S> Why? <S> Do yourself a favor and get out. <S> Do you really want a promotion in a company that functions this poorly? <A> I'll take this in two stages, what you did wrong and what he did wrong, then try to resolve it a bit for you. <S> You were asked if you had any concerns, you misread the manager and took the opportunity ask for a promotion. <S> Bad move, he was only expecting you to say no you had no concerns, and then move on. <S> He has a high turnover and he's under pressure, and you have only been there 7 months. <S> You haven't been there long enough to start complaining or pushing for advancement. <S> The manager lost his temper over you asking for a raise. <S> This is indicative of a bad manager under stress. <S> It's totally unprofessional, and it may well cause you issues down the line. <S> Be very careful around this guy, do not give him reasons to start inspecting you closely and eventually make a scapegoat out of you. <S> Lastly, why were you called to see him? <S> Was everyone called up? <S> If it was just you, then chances are he's calling you to ask your concerns because someone has indicated that you are unhappy for some reason, and he wants to find out what the reason is. <S> If he now thinks you're unhappy because you want a promotion, then that may well be what upset him. <S> Think carefully if you have colleagues who may have complained about your attitude. <S> Just because people are friendly and praise you, does not mean they like and respect you. <S> New staff upsetting the pecking order can find themselves stabbed in the back very easily. <S> Best policy in my opinion is to do solid work and keep your head down until you have completed at least a year and solidified your position. <A> I worked for your boss. <S> Or his twin brother :) <S> The same yelling and screaming at my face. <S> I was fresh out of college. <S> I needed experience. <S> After 3-4 years, I was ready to throw in the towel and go look for a job elsewhere, but a carrot has been dangled in front of me <S> and I had to take it. <S> The next 3 years were the years from hell. <S> So, if this is an indicative of the years to come, get out while you have your dignity. <S> Or start sending resumes of this manager to other companies and hope that one will be blind to the warning signs and hire him. <S> It is obvious that, you and this manager in the same business line, will not be a match made in heaven. <S> If he can blow up this quick, without being tactful, this should tell you something. <S> Life is short and you really do not want an aneurysm because of your boss. <S> Cut your losses early and get out. <S> If you are a good worker, those losses will not be for a long term. <S> There are decent workplaces who value good work. <S> And last but not the least, do not quit before you line up your new job.
| You shouldn't have said anything unless it was a minor issue that he could actually fix with little effort and make himself feel like a hero.
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Why do potential employers require a residence (street address) on applications? Most online applications specifically require a street address for residence. I have always been careful about my personal information, and I do not see why it is necessary to ask for my street address. Keeping it private is safer, but it also reduces a 'travel distance bias' a screener might have. There are many other situations where a job seeker may not have a permanent street address. I would prefer to list my PO Box instead on the 'street address' box, but do not want it rejected for not following instructions. Why do potential employers want the applicants (street address) residence? <Q> I need a mailing address so that if you leave the company I can mail you various forms I have a legal obligation to give you. <S> These include tax forms and something called a Record of Employment that is relevant for unemployment insurance. <S> I don't have an application form, but I do ask for this information after a person is hired <S> and I ask them to keep it current. <S> I don't care where you live, I just need to be able to send you stuff. <S> However, since I am human, I may wonder about a long commute and ask you if you're sure you're ok with it. <S> I did interview someone who told me they really hadn't realized how far away we were until that moment, and wasn't ok with it or willing to move. <S> Now, I understand not all employers are me. <S> I doubt anyone checks you live at the address on your application. <S> In fact many places probably have it out of no more than habit and never use it at all. <S> If this is a real issue in your life, look into a mail drop with a an address that doesn't include "PO Box". <S> They are typically for microbusinesses - they use Suite 102 to mean Mailbox 102 but you could put Apt 102 <S> and I'm sure it would work. <S> Online forms can mean huge volume of applications, and dropping you for a PO Box is super easy to do. <A> It's so <S> they know how close you are to the place of work <S> I would suggest it's so they can work out your geographic closeness to the business. <S> Although there is a lot of "noise" about remote working and work from home, the vast majority of employers want staff who are within an hour /hour and a half commutable distance. <S> The main reason being is that your "fresh" in the morning and if there is an emergency work problem, they know roughly how long it will take you to get in. <A> In short, because they can ask, because it has always been that way, and because everyone else does it. <S> Originally, this was needed before the popularity of internet when official communications were sent via mail. <S> This is so they can send interview schedules and offers. <S> In modern times, no one needs it for an applicant. <S> The reason that it is still there is because there has been no demand to change the process. <S> Hiring managers do not have the time; HR figures more data the better and why break something that still works; HRIS needs to making hiring process busy and complex to sell the need to HR departments. <S> Companies are hoarders like people. <S> Companies believe they can re-use the information for future sourcing. <S> In reality, they never do. <S> It is easier for them to post onto a job board and get all fresh data. <S> With the lack of demand from applicants to demand this change, there is no reason for companies to stop this practice. <S> Address may eventually be needed for background check, official job offer, etc. <S> This can always be requested later. <S> Most companies use third-party so in most cases, the applicant has to provide the address again anyways. <S> Do they need it? <S> No. <S> Does it hurt to ask it? <S> No. <S> Applicants can change it, but that will unlikely happen as time has shown. <S> I understand this is an old post. <S> Since it came up first on my search, I hope this may help.
| Also when you join the company, you will likely have to provide the address yet again for tax purposes. The ones demanding this may be using it to hire only those who won't have moving expenses, only those with short commutes, or only those from certain backgrounds.
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How should I interpret a linkedin request from the hiring manager a week after the interview I got a linkedin request from the hiring manager a week after the interview.. How should I interpret this? What are the possible implications of this? Does such contact indicate a good chance at the job, or something else? <Q> What does this mean? <S> It means that he was looking at your application and decided, for whatever reason, to connect with you on LinkedIn. <S> Nothing else. <S> There are any number of reasons he did so. <S> It may be that he thinks you're a good enough candidate to look at further. <S> He may be a LinkedIn LION. <S> You have no way of knowing. <S> Does it mean I have a good chance to land the job??? <S> No, there is no way to tell from this. <A> If they were to decline you right off the bat, they sure wouldn't let you to snoop on them or contact them by LinkedIn messages in the future, by being a contact. <S> On the other side of the coin, since he/she can not see everything on your profile (unless he/she is a premium member) by accepting the request, you are opening up your profile to this person. <S> And if there is anything that will hurt your chances of being offered this position, you are giving the employer to chance to dig it up. <S> If your work history is spotless, I do not see any reason why this may harm your chances. <A> Either that, or it could be a stealth background check. <S> Many companies are checking out people's facebook, linkedin and other social media to see what kind of character the applicant has. <S> Or, he just likes you. <S> we can't know more until you know more.
| It may be that he's decided to reject you but wants a connection to you or your connections. Even though this is not an indication of you getting the job but from what I have seen, it is a good indication.
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Programmer stuck in a rut I am 33, live in Austalia and I'm stuck in a massive rut. I earn a modest salary as a computer programmer programming Delphi. I finished my masters with first class honours 4 years ago and took a job at a financial services company. I've had a good run at the company in terms of learning about their business but my career is going nowhere. Unfortunately this knowledge is about the UK finance industry and not the local industry. I've learnt hardly anything technical in 4 years. The software framework is 10+ years old and no work is being done to it. The software product also isn't very good. There is no room to move at all in the company for the foreseeable future. To make matters worse the company might close down in a few years. There is a very insular culture and there are no training opportunities. The one benefit of my current company is they don't work us too hard and expect quality code over quantity. Most people at work say they feel stuck and have been there an average of 10 years. I look at job advertisements and everything is 5+ years java or .net. There are a few Delphi jobs around but they all want architecture experience and all I've done for 4 years is maintenance business logic programming. Before my masters I used to do video and web design work but I wanted to become a software engineer. All my friends I graduated with are moving on to exciting work and different projects. Delphi work is drying up and I don't really want to extend my use of this language too much if I change roles. I'm also very afraid of not having the technical skills to succeed in another Delphi role. I have started to learn .NET and am considering MSCD certification but this will take 6 months of my spare time. Then I could work on a side project for 6 months to get some experience then hopefully I could take a more junior role elsewhere? This will take up all my spare time. If someone gives me a chance to work in .NET I'll work hard to do a good job. Can anyone suggest any other ideas? I was about my buy my first property this year and can't really afford to take a pay cut. I'm single and houses where I live are very expensive. Should I just consign myself to being stuck in this job for the rest of my career? I also still have a huge university loan to pay off for my masters. I feel sick and am not sleeping I feel so bad. Nothing is working out. I feel like I made a huge career mistake taking this job. Please offer advice if you have software industry knowledge! <Q> You're only 33, too early to be stuck in a rut, the World is your oyster. <S> Study what you can, invest a year in yourself. <S> Don't worry too much about it. <S> Things are never as bad as they seem, and optimism is it's own reward. <S> You have years of solid (hopefully trouble free) experience already, that is a bonus in itself. <S> Employers value it, or at least I do, regardless of what the job was. <S> technical skills can be learnt by anyone. <S> If someone applied for a job here <S> and I saw that they had not only been solid where they were, but also upskilled themselves in other technology, I'd be impressed. <S> I made much more major changes than that slightly older than you <S> and if you work hard, it works out. <S> I'm not there, but from what I see Australia is fast expanding in this industry and there are plenty of opportunities there and there isn't a huge human resource pool like you have in some other countries who peaked long ago. <S> Things are a bit more relaxed and laid back, people more willing to give others a 'break'. <A> First of all, I'd like to point out that: Questions asking for advice on what to do are not practical answerable questions (e.g. "what job should I take?", or "what skills should I learn?"). <S> Questions should get answers explaining why and how to make a decision, not advice on what to do. <S> That being said, yes, you've made a big mistake by being passive for so many years. <S> In the short term you can try changing jobs and doing something slightly different in Delphi <S> (you think you're under-qualified, but you won't know until you apply and interview). <S> In the medium to long term identify any new technologies that you wish to learn (check out the Stack Overflow 2016 Survey if you want some ideas), and get cracking. <S> You know there's a problem, now get working on an action plan to fix it. <A> Obsolescence is an occupational hazard. <S> So consider your personal upgrade cycle, and get ahead of the current market. <S> I wouldn't try to nudge in on .NET <S> and Java jobs--the field is very crowded, and you will be quite far behind. <S> When those begin to cycle out of relevance, you'll live through this again. <S> Those were great decision 10-15 years ago, because they're still paying for those people now. <S> You'll get diminishing returns. <S> Look at some of the newer, fast-growing technologies. <S> NodeJS is very healthy and the basis of many web-based SOA architectures. <S> Go (golang) is also rising in popularity. <S> With these languages and their surrounding ecosystems, you can be far more productive, and still build internet scale, dependable applications that are more secure, and take less time. <S> That business value is what you want to latch onto. <S> Ultimately, Java and .NET won't keep up. <S> Look at how much MS is investing in NodeJS. <S> When job hunting, no one can expect 5 years experience, and there are plenty of useful github projects you can build or contribute to. <S> You'll be competing with 20 somethings who have less experience overall. <S> You'll be able to emphasize more experience in full SDLC and other across-the-board skills, while being on par with the newer tools. <S> Both are poised to take off and pay dividends for 10-15 years and beyond.
| Last but not least, don't panic. Maybe join a site such as Plural Sight (might be better ones out there depending on what you wish to learn), and take on part time projects in order to pad your resume. My rule of thumb is to become wary if I spend more than a year in a position in which I learn nothing new.
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how can we identify that company is legal not a scam? How can we judge/ identify that the company we are apply for a job is legally working in USA. This Company is valid. Is there any web site to check the history of company web site? The Main point is how can we trust this company? <Q> if they have a website, you can go to archive.org and see how far back it goes and what it looked like. <S> A professional company will not have a website, which looks like it was created as a high school computer class project, past mid 90's BBB as mentioned is a good reference but since some companies has no benefit from BBB, they might not be members <S> but if they are in retails or service to public type businesses, they should be and missing membership would be a big red flag. <S> If you know a corporate recruiter with access to Lexis Nexis database, it has invaluable data but since memberships are expensive, I highly doubt you can find anyone with this membership. <S> Maybe a few lucky people reading this, may benefit from it. <S> Last but not the least, type company name followed by words, scam, rip-off, illegal, etc. <S> and make few searches. <S> If there is anything remotely negative about them, will show up. <A> If you think something fishy is going on then be extra careful, because it doesn't cost two cents for a scammer to pretend they represent a legitimate company that does exist. <A> If it's really such a question you should definitely use a combination of circumstances to validate a business. <S> Having a valid phone number and physical address is a good indicator but not the whole picture. <S> If they have a website, you can try to find out who registered the domain and see if it looks reputable enough. <S> At the same time, the website itself should look professional enough. <S> Company reviews like BBB, Google, Yelp or what <S> have you should have some indication that regardless if they're a good corporation or not, they're at least legitimate. <S> If they're registered as a corporation, LLC, etc. <S> the office of the secretary of state should also be able to tell you if they are a properly registered company. <S> If they're publicly traded and file an SEC form 10-K, you can broadly find a tax ID called an EIN, but you should also be able to speak to payroll and obtain this number with a good reason <S> (I don't think a company would want to go ahead and say "we're shady," but they also have to worry about identity theft so this is a long shot!) <S> In some cases just like with taxes, web domain or corp/llc registrations, some businesses will also have to be registered to specific federal bodies based on the type of work they do, and a phone call to said agency may shed some light on the legitimacy of the suspect business (so think FDA, finCEN, etc.). <S> All else fails, you can also go to the physical address for the business and scope them out yourself if it's possible. <A> The standard is to check that they have a DUNS number . <S> It includes all companies in the US and EU, and is used by the United Nations and US federal government. <S> DUNS ensures that the business exists, and for a fee you can get a credit rating that includes active lawsuits in the US against the company--which would show if a vendor has filed suit for non-payment. <S> There are still many ways for a company to be a scam, but the credit report typically goes down quickly if the company isn't paying bills. <S> The Better Business Bureau does not necessarily list all businesses.
| You can check their phone number, website if they have one, physical address, or try and find out if their company is registered.
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How do I emphasise unusual talents in an application or interview? I have Asperger's syndrome and have been blessed with a few Savant skills, one of which is a near photographic memory, another is pattern recognition. These make me both a fast study and an excellent trouble-shooter, as the problems stand out to me, even in programming languages I have never used before. My employers have always been impressed with my skills once I'm hired, but I would like to find a way to express these skills in an interview or a resume, or both. I would like to be able to communicate these strengths without them seeming implausible. What would be a good way to communicate extraordinary abilities in a manner that makes them realistic. <Q> Show, don't tell. <S> In most fields hiring managers don't care about "unusual talents". <S> They want to know why you're the person who can get the job done. <S> The goal of your resume is to highlight relevant and useful experience that makes you a good candidate for the position . <S> The cover letter does most of the same but offers you the opportunity to add a human touch and sell your profile. <S> It's a marketing document but one that should be grounded in reality, which is to say your work experience. <S> It doesn't matter if the talent is unusual, all that matters is if it adds value to your resume. <S> Anyone can claim an excellent memory or good pattern recognition skills. <S> You have to back that claim up. <S> Every mention of an experience or skill in your cover letter should also be linked to your work experience. <S> As an example, if you're trying to sell your excellent memory as a skill, say something along the lines of: " quickly developed working knowledge of multiple new programming languages to achieve [X] " where X is a significant project or accomplishment. <S> Again, the point is to highlight skills that you'll be able to use in the position that you're applying for. <S> Find ways in which you used them in the past that you can also benefit from in the future. <S> As for interviews: anything that makes you a better candidate should have already been contained in your resume or cover letter. <S> Don't ever "save" something for the interview as that will likely have an undesired negative effect as I'm going to wonder why you didn't include it in your application. <S> As a general note, do not ever list a medical condition on a resume, cover letter or anything else. <S> They simply do not belong there and including one is a great way of having your candidacy immediately rejected without so much as a phone screen. <S> Hiring managers and HR are wary of anyone who seems ignorant of workplace norms and are especially reluctant to start a hiring process for someone who disclosed a medical condition (or religion, pregnancy, ...) for fear of appearing to discriminate if they end up rejecting the candidate. <A> What would be a good way to communicate extraordinary abilities in a manner that makes them realistic. <S> Just express these abilities in your cover letter. <S> Try to show how they specifically help in the job you are seeking. <S> If you write something like "I have Asperger's syndrome and have been blessed with a few Savant skills, one of which is a near photographic memory, another is pattern recognition. <S> These make me both a fast study and an excellent trouble-shooter, as the problems stand out to me, even in programming languages I have never used before." <S> that should convey your "unusual talents" sufficiently, for something like a programming job. <A> Step way back. <S> Like any candidate, you have skills, and you want to focus on how you've used those skills to achieve measurable results in the past. <S> It doesn't matter that you've been diagnosed with Asperger's, whether the talents are inborn, or whether the talent is learned from years of practice. <S> The important things to highlight are your achievements. <S> The skills help tell the story on why those achievements predict new achievements in the new position, and pique interest in your personality. <S> Relay that your references will be able to tell stories of how your abilities are uncanny, and let them do that work, so you don't sound arrogant. <S> Focusing on the fact that your skills come from Asperger's isn't helpful, or necessary.
| The way you do that in an application is by referring to specific accomplishments, milestones or praise from your work experience. You won't get much consideration for vague skills that "might" help, you'll get more consideration for having achieved things with past opportunities.
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How to professionally 'dodge' ex girlfriend's/boyfriend's work emails? So my ex girlfriend and I work at the same public organisation. I no longer wish to speak to her and have blocked her on all personal social media etc. However, she can email me at work. Naturally I can't block someone in the same organisation, but I have no wish to talk to her unless it is work related - and our jobs have no overlap: to the extent I would be truly astonished to find that I had to email her at any point in the next 5 years. Equally I don't wish to be unprofessional, rude, or leave myself open to a complain or any suggestion of bullying, which makes it a little delicate... On social media I could block her or state simply that I don't wish to talk to her, but in the work place I'm not sure that's acceptable, or at least desirable, conversation. So considering that her emails are polite, but unwanted, chit chat, that I can't block or hide her emails, and that I wish to remain entirely professional in the work place, what would be the most acceptable way to avoid having to interact (socially) with a colleague I have no desire to interact with? <Q> From your comments, you are afraid of simply blocking or even not responding to her correspondence may be considered workplace bullying. <S> However, if you really want to think about it, her actions may be considered workplace harassment . <S> So I would recommend: <S> Ignore her emails. <S> Do not respond unless there is the very unlikely event of work related content, in which case keep it professional and on topic. <S> Set up a rule so that her emails all go to a separate folder <S> Keep the emails . <S> At the moment, you are accumulating evidence of systemic, unwanted advances using work resources by her , which by definition is workplace harassment. <S> If this is ongoing, I would recommend that you go to HR with the evidence of harassment. <S> But do not engage otherwise; the best thing you can do is to stay professional. <S> That way, if she does try to infer bullying, there will be no evidence of wrongdoing by you. <A> Why just only reply to the emails that are work related (or partially)? <S> Completely ignore any emails that have nothing to do with work. <S> Eventually your ex will get the hint. <S> But why be so negative. <S> You once liked each other. <S> Just because things did not work out you can still end up as friends. <S> At least be civilized to each other. <A> Have you tried directly asking her to stop emailing you? <S> If you haven't explicitly set up boundaries, she can keep crossing the line. <S> Unfortunately, you do work in the same office, so there's potential to interact. <S> At least you're protected by the fact that you are at work, such that a refusal on her part could be going against company policy. <S> If you haven't said, Please do not email me at work, she may not know that her behavior is off limits. <S> It's not in your write-up that this conversation took place. <S> If and when you do have this discussion, it might also be a good idea to mention this privately to your manager, or HR, and just say that you dated this person, but now it's over, and you asked her to refrain from emailing you on personal business on such and such date. <A> It's half workplace, half personal relationship. <S> As far as workplace is concerned, if you get non work-related emails from colleagues that you don't want to get non work-related emails from, reply saying that you don't want to receive such emails at your work email address. <S> That's the same for an ex girlfriend / boyfriend as it is for someone who insists on sending kitten photos, virus hoaxes, pyramid letters and so on to colleagues. <S> It wastes your working time and therefore shouldn't be done. <S> As far as the personal relationship is concerned, it is best to make very, very clear that the relationship is over and will not be restarted. <S> Psychologically, anything that gives the person a hint that you might reconsider and go back to the relationship will make them work harder to get you back (if that is what they want). <A> I would say that the work equivalent of the ignore feature has been around far longer than Facebook or Twitter. <S> Just create a rule (assuming you're using Outlook, though the process is similar for any other email client) that re-routes your ex's email to a different folder and then just never look at that folder. <S> It's pretty simple and easy and you won't even see the header, so if she's in the habit of riling you up with those, that tactic won't work either. <S> If in the unlikely event she actually does have some kind of interaction she needs to you, you'll probably wind up hearing about it from someone else. <S> At that point, fish around in the folder for the email (this is why you don't want to delete them, although you could set a rule to do that too), and if pressed say something like "sorry, I get a lot of emails <S> , I guess I just missed yours". <S> Then, once the situation is at hand, you can go ahead and move forward (you could even set a separate rule that searches for the header used in that particular email chain so that one group of emails is re-routed to your regular inbox). <S> That's really it. <S> You don't particularly need to tell her not to contact you; the email system will do that for you, and best of all, just like the new feature on Twitter that allows you to ignore someone without blocking them, they don't get the satisfaction of knowing that you are bothered by what they are writing to you.
| Anything parts of the email that are not work related just ignore.
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How to deal with a toilet where a coworker constantly leaves urine on the rim? I'm having kind of a silly issue at work, but I'm being 100% serious. I work in a very small business, 11-13 employees in on any given day. We have one single stall restroom for the whole office. Very often there is pee on the toilet bowl, right in the small area where the actual toilet seat does not cover. Like this one . Every Monday we get together and discuss business stuff, project status, etc. Two weeks ago I brought up that we should try to keep the toilet a little cleaner. In an effort to be professional and not get too descriptive, I kept it at that. Then over the week, I noticed there was no change. I brought it up again at the next meeting, when I was actually asked if we were doing better with our toilet hygiene. I said no, and this time I explained that there is a small area not covered by the toilet seat and this is what needs to be wiped up after you go. This next day after this meeting, I go to the bathroom and lo and behold, pee droplets all over this area. This time, however, I did notice who came out of the bathroom right before this. Later, I went to the restroom after this person AGAIN and same thing. This person is a 50-60 year old man, who has a handicap. He can walk, but has a bit of limp. He definitely has less trouble standing up and sitting down than another overweight employee that works with us, so I would not assume that he cannot bend over wipe up his mess. The restroom is basically a handicapped friendly as well, with bars to help you get up and down if needed. Now that I know who it is, what the heck do I do? I have been wiping it up, using copious amounts of toilet paper, but its really gross and should be kept clean, especially if we have high profile clients in the office, which this person probably wouldn't be to aware of. As a note as well, there is a small chance that he is doing it on purpose as I am the one bringing up the issue - he is a software developer and I am the UI designer, and maybe he secretly hates what I do and/or has an issue taking instruction from a much younger person. EDIT : Not pulling the sexist card or anything here, there have been some times where he would not listen to or disagree with what I'm explaining to him, and another employee would have to come over and have to help us communicate. However I doubt this is the issue. It may also be a cultural thing for toilet sanitation to be less important, as this person is from a different country. EDIT: Our restrooms are actually very clean, always except for these little pee incidents. <Q> It's probably that he doesn't have to seat on it to pee, <S> so he's naturally less bothered about the hygiene than you. <S> This said, your claim is totally reasonable and the issue should be dealt with. <S> I wouldn't throw direct accusations, that would be humiliating and a also little creepy. <S> Things I would do: <S> stop cleaning it so that your colleagues realize the issue affects them, too. <S> Try not to go to the restroom after your problematic colleague, let others see the mess. <S> take an actual photo of the toilet before and after, and print a poster " <S> I want to see this but not THIS", which you would put on the wall or door. <S> once you raise awareness and get supporters, go talk to your boss. <S> He may be able to convey the message better than you do (he's certainly in a better position to do so). <A> Very often there is pee on the toilet bowl, right in the small area where the actual toilet seat does not cover. <S> This is a public service announcement. <S> Maybe you're using the toilet seat cover backwards <S> like I used to. <S> The right way to use it: : I have been wiping it up, using copious amounts of toilet paper, but its really gross and should be kept clean, especially if we have high profile clients in the office ... <S> Sadly, this doesn't just happen in unisex restrooms, but also happens in a Men's and Women's rooms. <S> Why? <S> People suck. <S> Since you are the only female in the workplace, I recommend approaching from the hygiene and company image perspective. <S> Every Monday we get together and discuss business stuff, project status, etc. <S> Two weeks ago I brought up that we should try to keep the toilet a little cleaner. <S> In an effort to be professional and not get too descriptive, I kept it at that. <S> Then over the week, I noticed there was no change. <S> I brought it up again at the next meeting, when I was actually asked if we were doing better with our toilet hygiene. <S> I said no, and this time I explained that there is a small area not covered by the toilet seat and this is what needs to be wiped up after you go. <S> This next day after this meeting, I go to the bathroom and lo and behold, pee droplets all over this area. <S> This time, however, I did notice who came out of the bathroom right before this. <S> Later, I went to the restroom after this person AGAIN and same thing. <S> This company doesn't seem like a very healthy environment. <S> You are making a small request and they are not honoring it. <S> This bleeds over to other parts of the company as well. <S> I personally wouldn't stick around. <S> If you have to stay, my guess is the guys are too lazy to put the toilet seat up. <A> Maybe you can bypass the direct approach and go with the indirect. <S> Is there anyway <S> you can get toilet seat covers for your office? <S> If so, maybe it will make you feel better. <S> You might also want to get one of those wet towel packs from the drug store. <S> I'm guessing based on your question that you are the sole woman at this office? <S> Have you spoken with other females at the office to ask their opinion? <S> If two or more individuals arise then it would make a stronger case than you alone <S> but then again I do not know how things are structured there to give good advice. <S> It may be that you are the only person who would be concerned with this. <S> If so, I would avoid talking to the group and instead talk to your manager and explain your concerns. <S> At the very least he sounds somewhat concerned since he asked you the following week on how they did. <S> Since you weren't direct maybe he thought you meant the cleaning person didn't do a good job <S> so he told them to clean up better and thought he resolved the case. <A> Can't you just bring it up in another meeting, <S> "Can you blokes stop peeing all over the toilet seat like drunken monkeys please. <S> My kids learnt how without a problem and quite frankly it's unhealthy and disgusting. <S> I'm happy to bring some spare nappies over for you's if you'd like." <S> Or words to that effect.
| I wouldn't expect any sane person to pee on the toilet seat on purpose. Maybe the solution is to leave the toilet seat up and/or just hover. I agree with the other answer that suggest you to take a picture of the problem to show the team.
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Calling a company for an interview decision I'm involved in a coop program at my school and after receiving a job offer, you must accept it in 24 or it is considered to be declined. I received an offer today from Company A. Previously I'd interviewed at Company B, where I'd much rather work at and they said they would let me know the result of my interview this week. Should I call the student program coordinator at Company B and let them know of this situation and ask them when their decision will be finalized? <Q> You don't have anything to lose especially at this starting time of your career path. <S> What is the worst that can happen. <S> They say they haven't decided yet. <S> If this is the word, are you going to wait for this Company B where you set your heart on or go for the Company A, the sure thing ? <S> Call them and take any answer that doesn't say, "we decided to hire you" as a "NO" and go with company A. Welcome to the big league, where you will have to make so many unfavorable decisions and learn to live with them. <S> Good luck. <A> Yes. <S> It is important to inform Company B that you have an offer deadline and would like them to expedite your job application. <S> If Company B does not expedite your job application, you have to make a hard decision of whether to wait for Company B or accept Company A. <A> You could: <S> Take your chances that Company B lets you know in next 24 hours. <S> Express you would rather work there. <S> Ask Company A if you can have until the end of the week. <S> But then ifCompany B does not get back to you <S> this week you are in the samespot. <S> I see no problem with letting Company B know the situation. <S> Especially given there is student program coordinator to call. <S> If they are interested in you then they would not want to lose you to timing.
| Tell Company B the situation. You do not have to reveal the details of Company A's offer unless you are trying to negotiate a better offer (Since this is a co-op, you probably don't have room to negotiate).
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"Some Familiarity" Skills on Resume and in Portfolio As a graphic designer, I see several job ads saying, "some familiarity with X is a plus." I had used HTML, CSS, JavaScript, Dreamweaver, Adobe Premiere, Adobe Flash, etc. a while ago. I could probably pick some of those skills back up again pretty easily. Others, probably not very easily. Some I was never fully knowledgeable in, but had a basic familiarity with. I am OK with including these technologies on my resume for those types of jobs, but should I include those projects in my portfolio? Would doing so make them think I could just pick it up very easily and they would expect me to use those skills without struggle on day one? Conversely, does leaving it out of my portfolio make it seem like I could be lying on my resume about having some knowledge of those skills? <Q> Your resume is your marketing department. <S> You advertise what you want to sell. <S> I am pretty sure putting on your resume that you did some basic javascript programming back in the day, where when you click a button the web page background changed. <S> It was a pretty impressive thing to make in 1995 but do you really want to sell that skill. <S> I am a UNIX sysadmin <S> and I have 25+ years experience, during which I touched some UNIX flavors that no one remembers anymore. <S> Yet some unlucky people still run those and in need of sysadmins. <S> But do I really put myself out there as the last defender of the proverbial faith ? <S> My answer is a big N-O ! <S> I want to be able to market my skills which are still in demand and progressing every day. <S> So, if this employer vanishes one day, I will still have a marketable skill for more than a handful of companies over the world. <S> My 2 cents. <A> I would say keep it in on job boards, but tweak it for specific jobs you are applying for. <S> I had some obscure technology on my resume that actually got me an interview because so few people even knew about it, much less had ever used it. <S> So never take things OFF of a resume unless you never want to use those technologies again. <S> When applying for a job that requires, say C#, keeping C or C++ on would be a good idea because people can see the progression. <S> If you're going through a recruiter, ask for specifics about the job and fine tune your resume with the recruiter's input. <S> Even if some of your skills are dated, some of them are getting harder to find these days. <S> While you may think that DOS and UNIX, or even COBOL may no longer be relevant, there are still legacy systems out there and employers who are dying for people with that old knowledge as more and more of the older IT folks retire. <S> The one caveat is that everything on your resume is fair game for an interview and they may quiz you on technologies that are not related to the job that you have listed on your resume to see if you are padding or not. <A> On my resume I have a section which reads a bit like this: <S> I used this when I was still fresh out of college and didn't have a lot of experience to write about. <S> I would edit it based on the job I was applying for, since a lot of recruiters don't really have any knowledge of the technologies in question, but simply want to see it listed on your resume before passing your information up the chain to the client. <S> This made it easy for them to identify me as a prospective hire, rather than having to dig through my experience to find the keyword they were looking for. <S> The point behind listing those technologies as simply being familiar with them (and the way I would discuss it in an interview situation) was that I wouldn't be excluded from the candidate pool as lacking skills they are interested in, however I would be able to explain that while I know what the language/program is about, I haven't used it in a while and would need a period of time to reacquaint myself with that technology. <S> As far as Javascript is concerned, it's the fastest growing technology in front and back-end development (check out the Stack Overflow 2016 Developer Survey ). <S> I highly recommend checking it out and learning how to use the top JS libraries out there (such as Note. <S> JS, or AngularJS). <S> You can land great paying jobs simply by knowing HTML5, CSS3, and Javascript and thus being able to build great templates - if you're interested in this, of course. <S> Good Luck!
| If I advertise those skills on my resume, I know I will get some hits from recruiters and probably get hired to support them.
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Using github to showcase code to potential employers; how should I cite the site I get code snippet from? I am just getting into using Github to showcase my code to potential employers. The primary use of my Github is really just to show employers my coding ability. What is the right thing to do when I copy and paste a chunk of code from a site like stackoverflow? Should I add some sort of a comment? Here is an example I am looking for a fast way to calculate the ceiling of an integer division and copy and paste an answer into my code and upload it to Github. Should it look something like this? q = (x + y - 1) / y;//taken from https://stackoverflow.com/questions/2745074/fast-ceiling-of-an-integer-division-in-c-c Or I want a function that compares floats to double /*function found at https://stackoverflow.com/questions/17333/most-effective-way-for-float-and-double-comparison*/bool AreSame(double a, double b){ return fabs(a - b) < EPSILON;} At work I know other people copy from Stack Overflow to solve a problem and I don't consider this immoral. But I do feel unfair if I copy it, put it on my Github and use it to get hired. Considerations: I try to understand the code that I'm copying. I can try to obfuscate that I copied and rename things but this doesn't make it feel fair to me. I can somewhere mention that I get answers from SO The above examples are fairly small but I have seen larger segments of code offered on other sites . I mean I'm not going to copy a full program and make it look like my own, but where is the line crossed from "inspired by someone else's code" to copying it? I don't consider changing around variables to really make it better. So I'm asking 2 questions When should I cite a function that is more or less copied? How should I do it? <Q> Finding a solution that works in 5 minutes is more efficient than writing a solution that works in 5 hours. <S> As long as you understand how the code works (like you mention). <S> Citing the source of where you copied it from is the right thing to do. <S> If you used a source but modified the code, you should still specify that you've used it as an inspiration. <S> Now, about the format of the citation. <S> Really, it doesn't matter, as long as you're consistent across all your code. <S> An employer will like to see that you're thorough, ethical, consistent and can follow a coding standard. <S> (Make sure you also make the code you copied fit in your own coding standard: indentation, casing, braces positions, spaces, etc.) <A> I answered a meta question a while back asking a similar question. <S> Stack Overflow presents knowledge. <S> Just like a book. <S> If you gain knowledge from a book, then using this knowledge doesn't need citation. <S> You don't cite your grammar school book on use of the English language with any word you type either, right? <S> Now if you quote verbatim, you need citations. <S> But only on something that actually has creative value. <S> If I quote Shakespeare, I better do so properly. <S> But somebody has said "good morning" first. <S> And I sure won't mention his name every morning for about 10-20 times. <S> Your examples are things that are really just common knowledge. <S> Comparing floating point values? <S> Calculating something from two integers? <S> That's not things worth attributing. <S> Everybody does that. <S> It is obvious that nobody had programming just implanted. <S> We all learned it somewhere and from somebody. <S> If you actually learn something from Stack Overflow <S> (and I realize not everybody does), you don't need to copy it verbatim. <S> You will adapt it to your needs, even if your needs are just different variable naming or braces. <S> And if you adapt what you learned, you don't need to attribute it to someone. <S> It's your product, even if you had help creating it. <S> We all have help creating things. <S> Nobody can create things out of thin air. <A> Part of being a professional software developer is having a handle on software licenses and how code can be reused. <S> If you abide by these rules, you can easily argue to a hiring manager that you followed standard operating procedure. <S> Each website will have a different license, but this recommendation is provided when pulling code from Stack Overflow (or any Stack Exchange site): <S> But to future-proof your work, we recommend you do one of these 2things, or both: A) <S> Comply with the MIT as it’s typically used, byincluding the full license text in your source <S> You’re doing option Aalready, right? <S> This is just standard operating procedure when itcomes to finding code on the internet – <S> a hyperlink comment ensuresyou’ll be able to debug down the line. <S> But under the new terms ahyperlink comment is more than just pragmatic <S> , it’s a hat-tip, <S> andit’s <S> a tit-for-tat that ensures you’ve complied with a contributor’sterms <S> In general, using code from the internet is fine <S> but I would caution you about overdoing it. <S> If every function in your repository contains a citation to Stack Overflow, I would question your ability to perform on more specific problems.
| Add a comment to your code that links back to the post where youfound it, or B) From my point of view, copying code is a perfectly valid thing to do, as long as it solves the problem at hand, i.e. if you change the issue at hand to have the code fit is not a good approach.
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new candidates being offered much higher salaries for same job, what to do? I am currently a senior .NET developer in the company, working on the most valuable product of the company, and one of the few with web development skills. I have over 5 years of experience and my skill is well appreciated within my company. I have been at the company for almost two years. My company needs more senior web developers, and I am one of the ones interviewing them. I am also cc'ed into emails from recruiters which mention the expected salary of the candidates, to date, none of the candidates has proven much technical skill in the interviews. However my concern is that the salaries wanted by these candidates is anywhere from 8-23k above my salary, for the same role. I have done my own research and find that the rates being asked are the market rates. So I am wanting to ask my manager for a £8k raise to match what the new developers are being offered. Is this reasonable? I do not have any offers from anywhere else as I am not really actively looking at the moment, I fear if I actively look then my managers will be informed by one of the long standing company recruiters, also there is a fear that I will be marked in some negative way. Some have suggested its not worth having the conversation unless you already have an offer on the table. So should I ask for the rise? any advice welcome. <Q> It is more than reasonable to ask for a 'market' raise. <S> You can indicate you have done research and feel your skills rate at the higher salary <S> and you like to be considered for an increase. <S> It is also not unreasonable for your employer to say no. <S> It was bad form for the HR manager to be forwarding salary requirements to someone that should not have been privy to that information. <S> Lastly, give your employer some wiggle room. <S> If you are asking for the bottom end minimum increase you are not going to be happy when you have to mentor or train that new senior developer making 23k more. <S> Shoot for closer to the mid-high range of your market rate. <S> This may be very high but allows your employer to counter somewhere down the spectrum a little and not disappoint you. <S> On the upside they could give you what you are asking for. <S> On the downside, they could say no and you could start sending out CVs with that salary as your expectation. <A> Keep in mind that although market rates may be higher than what you're being paid, the company may not be prepared to offer that amount - to you, or the new hires. <S> These people may be asking for those amounts, yet may have no chance of getting that much within your company. <S> You should wait and see what the new dev is hired at before you start a conversation with management about being underpaid. <S> Whenever discussing this with them be sure to reference the market rate in the area, and also be ready to back your claims up with information from reputable sources. <S> In the end you may find that you will need to jump ship in order to get that well deserved raise (many of us do). <S> Good luck! <A> What you are expecting is reasonable but you sound like someone who in general, is happy with the status-quo. <S> And believe me your supervisors notice that. <S> Knowing that your likelihood of jumping ship is low, they will not be very welcoming to your raise demand. <S> My suggestion is, to look out for other employment possibilities, with the same skills you are using at your present company. <S> .NET is a skill in high demand <S> I know <S> and there should not be any problem if you are a well qualified person. <S> Once you get an offer from a different company, you can really go to your manager and say, pay me this (amount what other company is offering you) or I am gone. <S> If they think you are bluffing and let you go, at least you have another job to fall back on. <S> But once things get serious and all the chips go down, management go above and beyond to keep you if you are valuable to them. <S> If you are one of the many in the organization, not so much.
| I have found through experience that the only way to make market shifts is to apply for other jobs at other companies and ask for the salary you are looking for.
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too many thank you emails this is the process so far: Recruiter "A" emailed me to take an online coding test. I thanked "A". "A" set me up with another recruiter. I thanked "A" for the opportunity. "A" set me up with a developer for another interview. Thanked "A". I just finished the interview, and am debating whether to thank "A" again. It seems even worse because the last email I was talking to her in was something like: "Her: You will now be set up with developer for interview. Me: Thank you, am confirming I will be ready for interview." So the next thank you I send will be right below that last thank you. Is this too much? <Q> This is an opinion-based question. <S> I usually don't write an email to just say thank you, because I assume the recruiter is very busy. <S> I don't clog up his/her inbox unless I have a question or am due for an update on my job application. <S> In this case, I would write: <S> Hi A, <S> I enjoyed interviewing with DEVELOPER on DATE for ROLE. <S> Could you tell me when I will hear back about next steps? <S> Thank you, user3613290 <A> Is this too much? <S> If you didn't have any other contact with A since your last thank you email <S> and she didn't attend the interview then <S> yes, this would be a bit much. <S> It won't hurt to do so <S> but it's entirely unnecessary. <S> A thank you letter is appropriate after having spoken to someone in an interview, but that's presumably not the case here. <S> Since you don't need to thank her, the only time you should send a follow-up is if you truly have something to say. <S> Other than that, it's presumably her job to set up interviews <S> and you already thanked her for it once <S> , that's enough. <A> I often end requests with "thanks in advance" -- so I have thanked the person, but not used an additional/annoying separate email to do so. <A> If you really want to thank the recruiter, consider calling them to give them a little report on how the interview went. <S> My personal experience with recruiters is that they are interested in that information, since it helps them confirm whether or not they accurately matched what the company was looking for with a candidate profile (yours in this case) as well as get an idea of what questions the interviewers were asking which in turn helps the recruiter get a more accurate idea of exactly what the company is looking for. <S> It's much easier to convey this information through a phone conversation though, since it allows them to ask for the details they are interested in directly instead of having to send another mail and wait for the response etc. <S> in which case they probably won't even bother. <S> When calling them, I would do so like this: <S> Hello X, I'm calling to see if you're interested in some details on how the interview went. <S> This gives them the opportunity to decline, start asking about the details they are interested in, or let you give them a general description and leave it at that.
| If you really clicked with the interviewer, discovered some new information or have further questions for A, then you should send her an email and you can include a "thank you for setting this up" as a part of it.
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Appropriate to ask what will be covered in a technical interview? I landed an hour long interview with a senior developer and am pretty nervous. I know it's going to be technical, but is it appropriate at all to ask about what I should expect? <Q> Whether or not it is appropriate to ask what the interview will cover is going to be very dependent on the interviewer's opinion. <S> It could go either way: <S> The interviewer could be bothered by this question. <S> The interviewer could assume you don't know those topics as well as they want you to <S> if you feel the need to ask what will be covered. <S> It's kind of like asking a professor what will be on a comprehensive final exam (the answer is usually, "everything we covered in the course"). <S> Other interviewers will not be bothered by it. <S> They will have an appreciation for how stressful interviews can be for people new to the industry (which I assume you are since you're interviewing for an internship), and may give you some idea of what it will entail. <S> Also note that since you're talking to the HR person, they may not even be able to answer the question. <S> My recommended approach would be to study up on everything that is covered on both the job posting and your resume without asking about it. <S> In my experience, even technical interviews aren't very in-depth, especially in the first round of interviews. <S> They usually understand that even people experienced with a particular technology may not have used it in the particular application used by the company, so some on-the-job learning is to be expected. <S> The interviewers usually just want to confirm a minimum competency. <S> Since you're in the software field, it also may be beneficial (and fun) to look over questions on CodeReview and some of the challenges over at CodeGolf for the languages you'll be working with. <S> They can both reveal some interesting language constructs (and abuses) if the interviewer wants to throw some curveballs at you. <A> The purpose of the interview is to gauge your skills against the job <S> and you asking for the process in advance <S> is like asking about the documents to study and cheat. <S> If you have a friend, or a recruiter, who has been through the process before, it might be appropriate to ask them but not in a way that, you are just trying to circumvent the process. <S> It is more like "what do they focus on" or "any particular interest of the developer that I should be addressing" are proper things to ask. <S> "What problem he/she ask you to solve, so that I will have a ready made answer to it" is not a good question to ask anyone. <A> I think the appropriateness depends on the interviewer. <S> But if you want to play it safe, I would avoid asking. <S> Technical interviews usually cover coding and technical questions related to the position and the language or technology you'd be using on the job. <S> If you want some idea of what this looks like, you could try solving some coding tests that are used for job interviews . <S> I can also recommend the book Cracking the Coding Interview , which aims to help with technical interviews and is a very useful read. <A> Asking the interviewer whether you are expected to prepare anything in advance, should be fine. <S> The response will probably be a 'no', but it might also reveal what the more exact goal with the interview is. <S> Personally, I would not study coding riddles as preparation, as that could just as easily increase anxiety on your part.
| It would be fair to assume that the interview questions will cover whatever skills were listed in the job posting and what you've put on your resume. If you mean asking the interviewer, i.e., the senior developer, it absolutely is inappropriate.
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How to deal with designers who plagiarize copyrighted content when management isn't concerned? I'm a web developer for a small startup working with a team of about 8. Since I am considered a developer, I am typically discouraged from doing design work so I can focus on more technical issues. That said, I do have a strong background in design and, more importantly, can do a reverse image search. One of our designers has been building a lot of logos lately and I started getting suspicious when they couldn't provide me with the raw vectors for their work. After doing a reverse image search, I discovered that the logo was blatantly copied from a major stock image site, but the colors had been changed. I did the same thing with most of their past logos, and sure enough they had all been copied with minor changes. Definitely still recognizable as the original image. I brought this issue up with management, mentioning how this could lead to legal issues and it reflects poorly on my own work (since I am ultimately responsible for the web site). They said they would address the issue, but it's been 2 weeks and the issue has only gotten worse. Given this situation, I have a couple questions: What is the best way to address this issue with either management or the designer themselves. Is there any way I can be held liable for these images? Is it ethically sound to continue working for a company that feels comfortable stealing content? EDIT: Just to clarify, I know that the licenses have not been properly purchased because I manage the certificates for our website. Any licenses would have to go through me for approval. <Q> You have, if you're controlling the deployment of the work, a metaphorical bully pulpit. <S> You can simply reject the logo on copyright grounds, and not put it on the site. <A> Whether you could be legally liable is a legal question, which wouldn't be answered here. <S> But as a workplace question, you have a choice between assuming you can't be held liable, or you can, and I'd recommend the latter: <S> Act as if you could personally be held liable. <S> Especially since you personally know that a license is needed and hasn't been purchased. <S> The first problem is a designer not doing his job. <S> Any halfway competent designer will either give you a design that they created themselves, or take a stock design, maybe modified, obviously in much shorter time, and tell you how to license it and how much it costs . <S> What this designer did is absolutely not acceptable and could have got your company into big trouble. <S> The second problem is what to do about your website. <S> You should first go to the person who can approve the license purchase and who can buy the license. <S> If the license is purchased, that's that problem solved. <S> If the license isn't purchased, the website doesn't get published, and you request a different logo from the designers. <S> I suppose some designer would get into trouble about that, which would be well deserved. <A> If management has not acted then this is a management issue. <S> Do you have legal liability since you manage the web site? <S> That is a legal question. <S> Do you have records the logos came from the designers. <S> If management does not care then I don't see how going to the designer would help. <S> If you refuse to post the content management may fire you or find another reason to fire you. <S> Not saying that is likely just that it is a possibility. <S> Ethically sound is a value question. <S> Do you as a person feel like you can work for a company that would avoid a licensing fee. <S> I just don't see the cost / benefit here as it just does not take that long to generate a logo nor that much money to just pay for it. <S> It seems like the company should want original logos they can copyright.
| Tell the designer that the work failed a copyright check, and they'll need to take it to management to get approval before it can be posted.
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Does a 'written resignation letter' need to be 'handwritten' or simply 'typed & printed with signature'? My employment contract states that my resignation needs to submitted in a 'written communication'. I'm not sure if it means a hand written letter or if it is just a way of saying I need to submit a typed & printed hard copy (i.e no email) Does the term 'written communication' have an accepted legal meaning (U.S or Indian law) in the context of resignation letter, or in any other context? <Q> "Written communication" means you have to leave a paper trail of documentation. <S> While not all jurisdictions have decided whether a fax or email counts as "written", you should use the safe method of actually delivering a real piece of paper. <S> It does not matter whether you type the text or write it by hand, as long as it's perfectly readable. <S> Although not explicitly mentioned, you should sign it. <S> So the normal way would be to type a letter, print it, then sign it and deliver it. <S> Normally, companies have a procedure where you deliver something in writing and if it's a one-sided notice (like a resignation) that does not need to be countersigned, you get a written acknowledgement that it has been received. <S> Make sure you get this, because there is no way to prove you delivered your resignation if the company conveniently "loses" it. <A> If you believe your departing will be in good terms, ask your HR. <S> If not or if you are not sure how your departure will be received by the company, ask a lawyer. <S> They don't want this to be mentioned on the passing to your manager, who might then forget to pass the info to HR or pass it late, that they have to rush the red tapes. <S> Email may suffice for this requirement, and in this case, the HR might not necessarily appreciate a physical copy which can be easily misplaced or searched, especially if they have to scan or retype it to let other people know of the details of your departure. <S> In other cases, "written communication" means they want to archive the physical copy with signature for legal/audit/archival/whatever purpose. <S> In this case, you want to print this out and sign it with a pen and ask your HR what other details/attachments are necessary to be put into the physical copy and who has to countersign if any. <S> This may be described in your employment contract or in employee handbook, but if not, the only way to find out is ask your HR. <S> If you don't trust your employer though, if you think they might try make your departure difficult for whatever reasons, then you want to ask a lawyer how best to deliver your departure. <S> Also, you want to ask for a receipt of any letters that you have delivered to them and anything they said. <S> This kind of precaution may be necessary if you have reason to distrust your employer. <A> Most large companies (or at least large enough to have a HR department) are legally bound to retain all e-mails. <S> So an internal email (from your work e-mail address) should suffice. <S> But, just to be safe, print off a copy of that e-mail, sign it, make a photocopy for yourself, and hand the original to HR.
| Signatures are accepted in handwriting only. In most cases, "written communication" simply means they want clear communication in no uncertain terms, that you have communicated your intended date of departure at a certain date, so the various people that have to then do the various red tapes know when you will leave and can prepare accordingly (payslips, employment record, reassigning work, hiring for replacements, removing access privileges, etc).
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interview format for internship I have a last round interview, and all they told me was that it would be a "1 hour interview with a developer." The last round was technical, and the HR rep didn't give much info besides that. I'm trying to prep in the best way possible, so I was wondering if it'd be appropriate to send an email like: Hi [HR rep], I hope you had a good weekend! I just have a few questions regarding the hangout with [developer]. What is the format of this interview, and should I have anything specific prepared besides technical knowledge? Thanks again. Best regards, [me] <Q> I agree with @jimm101 on this one. <S> In the general sense, asking for an agenda / interview discussion points is a good idea. <S> However , in this case you've made it to the last round of interviews. <S> You've already met with management, and you've already passed the technical reviews. <S> This final test is nothing more than <S> let's put this candidate who claims to be a developer in with one of our developers and see if they get along. <S> It's a chemistry test <S> You don't study for those. <S> Relax, be open, and assume you're meeting someone you will work with daily. <S> With luck, this person may eventually become a very good friend. <A> I disagree with the answers saying it is a mistake to ask. <S> Far from showing weakness, it shows confidence. <S> Timid interviewees <S> don't ask questions (perhaps out of fear of appearing weak?), which means that they sometimes don't know how to answer, may answer the wrong question, or even panic as their minds race and come up dry (I've seen it happen). <S> It stunts the conversation and makes them appear less capable. <S> Or, overconfident people also fail to ask questions, making themselves seem closed off to input and unteachable. <S> Confident (but not overconfident) <S> interviewees ask clarifying questions because they are comfortable in their own skin, and want to give the best answers possible. <S> It starts a more satisfying conversation, and gives good (usually positive) insight. <S> In fact, at the end of the interview, when they interviewer asks, " <S> so, do you have any questions for us? <S> ," I always say, "yes," even if I don't. <S> If nothing more, I just ask, "aside from what we've already talked about, what else can you tell me about the company / job / team / [whatever]?" <S> And then I listen attentively and say it all sounds great. <S> It builds a positive connection, makes you stand out, and gives them a chance to talk about something that's important to them. <S> Also, it reveals things about the company you're considering working for. <S> Your question is a good one. <S> I would ask. <A> Industries have started to agree that the internship is the new entry-level job, the one you use to get in on the 1-3yrs experience jobs. <S> Entry-level means no reasonable expectation of experience, it's your first job in the domain. <S> They're going to expect, IMO, that you're the person that fits this bill. <S> Everything held equal, of course having sound technical knowledge gives you an edge if there are many other candidates, as does having a good-fit personality, schedule, etc. <S> etc. <S> etc. <S> That being said, no one is going to penalize you for being eager, for having questions, and for being forward-thinking. <S> If I'd gotten the same email from an industry senior, of course he should already know what to expect from interviews period. <S> But for an internship, the expectation may very well be: this person has never even held a job! <S> Don't sweat the small stuff, you're interviewing for this internship to <S> learn the do's and dont's, and you don't learn if you don't try! <A> Don't do it. <S> You would be broadcasting your insecurity. <S> You'll also create work on the other side and sound needy and anxious. <S> The point of the interview is to either see how well you program, or how good you are with algorithms. <S> It's not a bad idea to study some common algorithms, to exercise your abilities in both those areas. <S> If the hiring manager or HR person saw your "waste time studying" rationalization, chances are pretty good you'd lose the job.
| I have sat on both sides of hiring panels, and my experience is that if you have an important question, it is usually much better to ask.
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How to avoid becoming unemployable if I want to stay an individual contributor? I work in a mechanical engineering design role in the UK, I love design and I'm not much of a people-person so I would be happy staying in the bottom end of the company which focuses on the applications of engineering to a project rather than roles in management of employees or liaising with other businesses. I have no salary ambitions either so non-manager salary is good for me. I have been told by friends that companies hire the design engineers with the idea that they will progress up to management so if I'm 35 years old and I haven't moved up the corporate ladder then nobody will be interested in hiring me. They say that the junior roles are for young energetic people while the more senior roles are for people with a lot of experience in the industry, as I get older I won't match the jobs I'm looking for. The last thing I have heard supporting this is that if I have 15 years experience and I'm not searching for a very senior role then I'll be overqualified for the jobs I want and a hiring manager may think I'm looking for a temporary job at his company because I'm applying to a job below my worth. How can I ensure that this doesn't make me unemployable if I refuse to move into managerial positions? <Q> It all depends on how you promote yourself and describe yourself. <S> "I never wanted more responsibility than I had when I started my job <S> X years ago" "I am super passionate about mechanical design and want to continue doing this <S> " "I don't want to be a senior ever since it's hard <S> " "I've found that I contribute the best when I am doing design work and want to focus on becoming an expert in it." <S> "I find I really like solving the day to day problems involved in design and am best at that. <S> Getting too involved in management related things causes my overall effectiveness to drop significantly" <S> There are a lot of ways to approach this but the important thing is to show a compelling reason why you are not at where people "expect. <S> " If you do not answer this unspoken question people will fill in their answer with whatever they think the reason is. <S> Pursuing technical excellence can be a good, marketable reason. <S> Keep in mind most technical promotions still have some element of management, perhaps mentoring juniors or leading projects. <S> Now, if you are basically staying at entry level positions because you do not like people and do not want any responsibility that will get more difficult to sell as a reason because... honestly avoiding those are not really good things in general for an employee. <S> Also, assuming you are doing this for a career, you will develop connections from previous coworkers/colleagues. <S> These connections can be invaluable for getting jobs as your career progresses. <S> Keep this in mind - even someone who is a self-claimed "not much of a people-person" might still consider caring about this. <A> You are the Dream Employee . <S> You don't need to do anything but show up and do a good job. <S> When interviewing somewhere else you simply state that money isn't your #1 goal and you love your work. <S> You may have a couple of people scuff at "too good to be true, there must be something wrong with this guy" but any good hiring manager would be giddy after meeting a good prospect with tons of experience that doesn't want to climb the company ladder. <S> I have hired people like you at age 55 to 30 years-old. <S> Your stance is actually quite common with the tech industry. <S> I can say unequivocally that your type is one of the least common and most sought after. <S> However I would note that I really hope money isn't a concern because it is easy to say that if the company that you are working for now truly values you and gives you great raises to keep you on the line <S> but you might not expect the same pay or a raise somewhere else. <S> At larger companies, like mine, it isn't an option for me to pay a tech 1.5 times because he will be twice as fast - even if I could prove it. <S> Note: 20 minutes after writing the answer <S> I talk to a good friend who runs a grant department for a local university. <S> She hired a lady in her early 60s that wanted to do just 1st level work - about 3 months ago. <S> The story she told me is that she told her she was hired 10 minutes into her first interview. <S> Now already her best employee. <S> She said that hiring her was almost instant. <S> The lady simply said she didn't want to manage people, just liked doing the grant work, getting paychecks/benefits. <A> Not wanting to climb the organizational chart is different from not wanting to grow. <S> Make sure you project yourself as someone who is willing to grow and be a leader , even if you're not interested in being a manager. <S> I led a team where we had one or two resources who had not had a single promotion or merit raise during their years with the company. <S> The bar for receiving a small raise was very low, so never getting a raise essentially meant you just didn't care about being mediocre. <S> These resources had a poor attitude toward learning and contributed little to the team's progress. <S> Close to us, however, worked another guy who had no management aspirations but was technically competent and wanted to learn new things. <S> That is a much more valuable resource to the company. <S> Your future potential employers have probably already experienced the former type of employee. <S> Make sure that when others see your lack of promotions, they also see someone who can be a good specialist, not someone who just doesn't care about his job.
| Suggesting you are interested in a technical career path is a reason people will find good.
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Leaving a job shortly after a promotion? I have been working at my company for three years, and in that time they have been great to me. I have received two promotions, one of which really helped me figure out what I want to do with myself and how I want to develop my career. I was starting to feel like I did all the growing I was going to do at this company recently, so I started looking for other jobs. I found one that I think would be great! I set up my resume and cover letter and spent the night and next day thinking it over. Then my boss pulled me into a room and promoted me. I was in complete SHOCK and excitedly and not really thinking, accepted. I have now been in the position for a month and the luster has worn off. I do not think this new promotion is a good fit for me. I truly loved what I used to be doing. So.. my dilemma is, I would like to leave my job, but have only been in this promotion for a month. Is there a way to handle this so that my boss will not despise me entirely and that I won't have to cut the ties? Is this extremely unprofessional? What do I say to my new potential employers in interviews if they ask why I am leaving so quickly after a promotion? Should I bite the bullet and wait it out a few more months? <Q> Is there a way to handle this so that my boss will not despise me entirely and that I won't have to cut the ties? <S> If your boss is a person worth not cutting ties with, a simple "Thanks for all the help and opportunities, but I'm off to new adventures" is enough. <S> Is this extremely unprofessional? <S> It's business. <S> You're leaving because you found something better. <S> It they found someone better than you, they would fire you on the spot. <S> What do I say to my new potential employers in interviews if they ask why I am leaving so quickly after a promotion? <S> Why would they know you've been promoted? <S> In the off chance that they call your current employer and he tells them, just say the obvious: you thought it would be a good thing, but it didn't meet all your expectations. <S> Should I bite the bullet and wait it out a few more months? <S> What do you expect from this? <S> What do you think would change? <S> What random amount of time do you think would make your quitting less unprofessional? <A> Q: Is there a way to handle this so that my boss will not despise me entirely and that I won't have to cut the ties? <S> A: <S> Yes, be perfectly honest <S> (your explanation above makes sense) and offer to stay in the role longer than the minimum, doing the very best job you can, and help find and train your replacement. <S> Q <S> : Is this extremely unprofessional? <S> A: <S> It's not ideal, but you took the new role in good faith and it's not working out. <S> If you weren't working out for the company, they'd be within their rights to make a change. <S> It doesn't sound like the company invested tens of thousands of dollars in a bonus or in training, so finish-up very well, then after a month or two send personal thank <S> you notes to everyone who deserves them. <S> Q: What do I say to my new potential employers in interviews if they ask why I am leaving so quickly after a promotion? <S> A: <S> What you've said makes sense. <S> Emphasize that you took the promotion in hopes that it would address your concerns, explain how it failed, what you learned, and then why the job and company you're interviewing with is a better fit. <S> Practice wording this <S> so it's succinct, but clear. <S> Q: Should I bite the bullet and wait it out a few more months? <S> A: <S> Continue doing a great job in your current role, help them replace you when you go (start grooming 1 or more people on your team who might be great replacements - teach, then delegate) and be very selective about where else you interview, but waiting 3 months won't change the ultimate outcome. <S> Good luck. <A> Is there a way to handle this so that my boss will not despise me entirely and that I won't have to cut the ties? <S> Is this extremely unprofessional? <S> What do I say to my new potential employers in interviews if they ask why I am leaving so quickly after a promotion? <S> Should I bite the bullet and wait it out a few more months? <S> Quitting is purely up to you, so long as you hand in the required notice and soldier on doing solid work until the end, there is no need for anyone to be upset. <S> There is no need to be mentioning that you left after a promotion in an interview, only what your position was. <S> I can't see anything positive coming from stressing that you only held that position for a couple of months. <S> You could always ask for a demotion, or a compromise at work. <S> I refused a couple of promotions because I didn't relish the job and/or wanted to stay in a 'hands on' role.
| Whether you wait a bit longer or not is really up to you, if you have pressing reasons for quitting, then quit, if it's just the job that is your reason for leaving, then make up your mind.
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Do companies keep a network of informants at hand? Those of you who watch Bollywood films might have heard of the movie Corporate. In this movie, there is a sequence of events in which two rival companies are working on their products, and one company's project is valued at INR 3000 crores($600 million). A Vice President level employee is in possession of sensitive research data, but that's leaked when the employee sleeps with some girl and the rival company pays her to help them get said data.The next day, the employee is called and told that the data was leaked. The boss even has a photograph of the girl. Needless to say, the project crashes and the employee is fired. Is this scenario analogous to one in real life? Do companies have a 'spy' network which will be keeping them up to date with recent developments in rival companies? Or do the regular employees themselves do that role? <Q> It's never all that glamorous, but in any industry, keeping company confidential information protected isn't easy and is a big deal. <S> Corporate espionage rarely involves: a good soundtrack great outfits <S> very fit people who may also be able to whip out a song and dance number at a moment's notice <S> It can, however involve: people being fired for disregarding security policy companies losing money because their secrets were disclosed leaks coming both from personal connections between companies, and also overheard conversations that should never have been held off of company property social engineering hacks and other attacks that put intruders inside of company boundaries - both physical and digital <S> Do companies employ a whole separate division or similar of 'spies' to attack other companies? <S> I have yet to see it. <S> I have sat on proposals where we tried to "ghost" the other company (ie, build a proposal that is better than the competition that presupposes the moves that the other company will make) <S> - this can be as clean and above board as simply looking for patterns in previous behavior, or as sneaky as using a collection of knowledge and insights that get into the range of "I don't want to know how you know that". <A> Any strategic planning group will evaluate competitors. <S> A lot of information is available legal in the public domain. <S> Where you get into a bit of spy-craft A company may put out some false information as unofficial <S> Bending the rules to get competitive data is relative. <S> Maybe not tell someone you work for a competitor and just let them talk. <S> A finder's fee is a form informant. <S> An anonymous tip line is form of informant. <S> Group of informants is bit out there. <S> There are companies that (legally) mine competitive data. <S> I guess youcould call them informants. <S> You have like <S> hedge fund managers thatwill pay for an early copy of a report. <S> Hire a girl to get data is way out there. <S> A more common attack would be network security breach. <S> This could bea competitor or just a hacker. <S> This would be more common from acountry where patent laws are not enforced. <A> Do companies keep a network of informants at hand? <S> Not fulltime I would think, but in the tender business all sorts of underhand dealings go on, since a company only has one shot at winning what might be their main project for a while and invests heavily in trying to win or find any edge. <S> This can easily amount to subverting a competitors staff member if possible. <S> So I assume the same could be true in other big companies. <S> The bigger the company and the more money involved, the less morality and playing fair are serious factors.
| Let's say there is a leak of confidential or proprietary data a company may try to track down the source.
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Being asked to implement a feature against third-party terms of service I work for a company as a programmer that builds websites and applications for businesses, one of them being a company who wants to embed content from a third-party review service. The deadline is extremely tight (start to finish in two weeks), but the approved design for the service goes full-bore against the terms of service of the third-party service (generally embedding static content that must be dynamic). I raised concerns about implementing the feature this way reflecting poorly on our company. Management responded by indicating that we would be moving forward with the feature as-is and not bringing it up to the client. I am not in contact with the client in any way. I do understand that I am being paid to do a job, but this may be a major problem that our company is hiding from the client. Is there anything I can do to improve the situation? <Q> It looks like you are in a career-defining situation, where you have to decide whether you are going to do as ordered when you know it is dishonest. <S> Once when I was young, I worked in a business where I was told to tell a client something that wasn't true. <S> I did as I was asked, got very little sleep that night, then quit the job the next day, and called the client and told him what I had done. <S> (Needless to say, I was persona <S> non grata at my previous employer's after that.) <S> Nowadays, I would have worked with management to look for an honest solution to the problem, and would have quit the job if I couldn't convince them to change their proposed solution. <S> If honesty is important to you, you can always find people to work with who it's important to as well. <S> Dishonesty becomes a habit, and a heavy burden to bear. <S> If you do decide to go through with it, I hope you raised your concerns and got your response in writing, so they can't try to blame you for it if things go sideways. <S> If you didn't, then try to get things down in writing; find more reasons for concern to have a reason to email, and email them to your management. <S> If you find down the line that you have behaved dishonestly, please keep in mind that honest people are not people who are never dishonest, but people who own up to it when they are, and do their best not to be dishonest in quite the same way again. <S> Everybody is dishonest sometimes in one way or another, especially with themselves. <S> By the way, when you are working with dishonest management, "reflects poorly on the company" isn't typically something that they much care about. <S> It might be more persuasive if you explain the kind of trouble they can get in if they violate the TOS of the company (especially if it's a big company) who provides the content you describe. <A> Did you check it with Technical Support of the 3rd-party? <S> As a technical supporter, I can say that we used to receive requests of this sort, and sometimes there is a solution, such as "special mode" (probably undocumented one). <S> I don't know if that's applicable to your case, but you always can try. <A> From a legal point of view you personally probably can't be held accountable, although this depends on your jurisdiction. <S> In general individuals can't be held accountable for actions they do in the normal cause of their duties ( respondeat superior ). <S> This is a "great" system that allows corporations to commit all sorts of evils and crimes without anyone actually being hold accountable for this (e.g. Bhopal Disaster, Libor scandal, many more). <S> In the Enron scandal only upper management was held criminally accountable, even though many more employees were involved in the fraud. <S> From a moral point of view, things may be more grey, depending on your personal viewpoints and the precise situation (the post isn't specific enough on this). <S> Things you could possibly do are: Implement it. <S> This is certainly the path of least resistance. <S> Put your foot down and refuse to do it. <S> This may incur long-term damage to your status and may even lead to your firing, depending on your standing and company culture. <S> It may also not be very effective, since another developer can just pick up where you left off. <S> It may work, though. <S> I once did this successfully when asked to grossly plagiarize content. <S> You could contact the client − perhaps anonymously <S> − to make them aware of the problem; <S> or you could "accidentally" drop a hint somehow which leads to "awkward" questions.
| You can make the company whose terms of service are being violated aware of the problem, who may then choose to take action.
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Can I ask for a raise even though my projects didn't made any money? Background: I'm working at a small company (9 employees and 1 intern) as a game developer for almost 10 months and it is my first job. My first project is a mobile app, a pair programming project that took about 2 months which didn't made any money because the owner/manager decided to not add any paid ads. My 2nd project is a solo game project,It is a puzzle maze game consisting of 120 levels and the deadline is clearly rushed(2 months with me and one other artist) as they gave me 1 week to make a level editor which I managed to make by working 12 hours for the whole week and another 2 weeks creating all 120 levels, plus the artist does not have any previous experience in game art which also contributed into not making the deadline. It also didn't made money because again it has no paid ads and only rely on in-app purchases. Now for the question: Can I ask for a raise even though the projects I've worked on didn't made any money when I feel that it is not my fault and I feel very underpaid? If yes, how should I approached them? My salary when I entered the company is 280$ per month, and is raised to 330$ after 6 months when I became a regular employee. The owner told me that the next evaluation is after 1 year from regularity so I will be asking for an early raise. Please note that I'm from a third world country. Edit The company is making money from B2B projects and from what I researched I am 30% below market price in my country. The developer who is working on B2B projects asked and was given 50% raise. <Q> Try putting yourself in the manager's place. <S> First, is there any money to give you? <S> (Are there other projects that are making money?) <S> How much is someone in your country typically making for the job that you are doing? <S> If you aren't being paid fair market value for your services, and they don't want to lose you to someone who will, and they have the money to pay you more, then you have a good negotiating position. <S> If you are, or they don't much care whether they lose you or not, or they don't have much money to go around, then you don't. <S> Whether or not your projects made money isn't as big an issue. <S> For every project that makes money, there are several that don't, typically. <A> Asking for a raise and getting one depends on many factors, as BobRodes explains. <S> But your question focuses on asking a raise when projects didn't bring much profit to your company. <S> For that the answer is quite simple: you are not responsible for the strategic decisions of your company. <S> As an employee, you were given some projects, you achieved them. <S> Whether the company made profit from it or not, is outside your responsabilities. <S> So you can ask for a raise, or maybe should not, but that has nothing to do with whether your projects brought profit. <S> And this particular question isn't something we can answer on this site. <A> When it was an intentional business decision to release your work without any direct monetization scheme, then there got to be some hidden business value in doing so. <S> Otherwise they wouldn't have bothered to release it at all. <S> Maybe they do it to advertise a brand, maybe they just want to grow now and monetize later when they got a userbase. <S> But no matter what's the long-term strategy for your games, they obviously have value for the company. <S> Otherwise they wouldn't have paid your for it and wouldn't have pressured you with a deadline. <S> So while your work might not directly generate any revenue, it very likely indirectly generates revenue or is going to generate direct or indirect revenue in the future. <S> This can be used to justify your value to the company.
| Whether to give you a raise or not isn't so much a question of fairness as a question of business.
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Why IT Web companies looks for people who could use web frameworks? I am Mark, a 25 y/o web developer living in Italy and i am currently working in an electronic company doing a web application for contacts management, i also give some help to marketing office creating landing pages and this kind of simple stuff.Actually this is not the job of my life since this situation is "temporary" (even if i am doing web development from when i started here 10 months ago) and i should do embedded software with C++, but i want to leave and find a place where i can really do web development with other people and have chances to learn more, since here i work alone with no help! But on job listings, one thing that i always read is that, both in Front-End and Back-End development (i am doing both here), companies always look for developers who could use web frameworks.Actually i don't need a web framework for the project i am doing and also for the projects at home, i am self-taught and i prefer to write personal clean code using basic tecnologies (html, css, js, php, mysql) and Jquery. I can't also really understand the difference between one framework and another; it kinda looks like to me that's a choice for the project manager, and there are a lot out there so that i can't really decide what to pick! So i wanted to ask: Why web companies are looking for people that can use frameworks if that's a thing that should be decided depending on the projects? Are them really important if i want to find a new job? I am stuck, since i want to apply as a junior webdev but i look like an entry-level since i don't know frameworks, but for me it makes no-sense to learn a hyped one (like Angular) randomly! I wish i could learn the framework that the company is using rather then random ones, thanks to my actual basic skills, but it's like climbing a smooth wall. ON HOLD: I didin't know where i could have asked this question.I thought in programmers, but this is not a "conceptual thing about programming". The bad thing about these reports is that it is told what "is not ok" without nothing else to improve.I will try to report this in meta. <Q> Project basis <S> If someone is looking for developers who have experience in very specific frameworks or tools, then they have likely already made decisions on what to use for their future projects. <S> Synergistic ideas <S> If a developer is intimately familiar with one type of web framework, then they are most likely capable of learning another one if the need should arise. <S> They have already proven that they are able to delve into a framework which, at some point, was completely new to them, and create results. <S> This is a common idea, and one that a lot of companies adopt during the hiring process. <A> When you write your own home-spun code, you are recreating a lot of the functionality in these frameworks. <S> It may be more efficient for you than learning the framework, but it is rarely more efficient for larger groups. <S> Your code will be harder to maintain and harder to change. <S> Many corner-cases covered by the framework will produce bugs when your code is used in the wild. <S> I'm not a big fan of any of the MVC frameworks myself, and I've moved to a focus around particular tools (ReactJS for instance), but the argument is largely the same. <S> If you are using HTML/CSS/JS/jQuery and PHP/MySQL for a greenfield project in 2016, you are far behind the times for a good reason, and as good as you may be with these tools, you have much, much more work to do. <S> Look forward to endless cycles tweaking your code for every device out there, look forward to endless hours wrestling with your PHP security issues, look forward to maintenance headaches on every database schema change and look forward to headaches when you need to use websockets at scale. <S> Then, look forward to re-building an iOS app and then re-building an Android app, mostly from scratch. <S> People have been here before. <S> They have made better tools. <S> When you consider scaling, security, maintenance/total cost of development, cross-platform compatibility, mobile apps, extensibility, code re-use, bringing new developers on board, automated testing and future proofing. <S> You're weighing all this against a snapshot in time of your personal skills. <S> I'd take where you are now as a starting point, and learn why these new technologies are important, and what they are offering you. <A> A company has to make decisions about what to use on an ongoing basis, because whatever it chooses today it has to maintain tomorrow. <S> These legacy decisions tend to drive the direction of the company in future projects, because it means that they already have experience with a given technology in house - how it works, the pitfalls and strengths, how to update it etc etc etc. <S> A company that picks a brand new framework or technology for each project is one that is going to find it a struggle to thrive - maintaining a disparate group of technologies rapidly takes up a lot more time and effort than maintaining a single technology would. <S> Moving to a new technology is something that should not be taken lightly, and the pro's and con's of such a move should be very carefully weighed up - the wrong decision can remain with a company for years. <S> The problem with foregoing frameworks and writing in vanilla code (eg just HTML, CSS, JavaScript etc) means that you are reinventing the wheel each time you do something - and your wheel has not been checked for bugs and security issues by thousands of other pairs of eyes, you are entirely on your own. <S> Reinventing that wheel also takes you time that you could otherwise be using to move the project closer to its target. <S> You will find that a lot of developers are directly coding in JS for some aspects these days, but they do this to avoid taking a dependency on a large framework to just do some simple things - they will still gladly use a framework where its appropriate.
| It's also possible that they are hiring developers to help maintain and expand existing projects built in these frameworks.
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Hiring company asks for my previous performance reviews and for a recommendation? I had a couple of interviews and people at the company asked me to send them my internal performance reviews and to give them a phone number where they can reach out to a manager with whom I worked in the past. I don't think it is normal to share internal performance reviews with external companies! Even though I have good ones. What are typical ways to handle this type of request? <Q> give them a phone number where they can reach out to a manager with whom I worked in the past. <S> It is not uncommon for a reference to be asked for as part of a interview process. <S> the company asked me to send them my internal performance reviews <S> This is uncommon, these are usually very personal and specific. <S> Could you ask them why they need to see these performance reviews? <S> Your performance should be exemplified in your improving work which would be usually highlighted by yourself in a interview. <A> Getting a recommendation from your previous manager is very normal. <S> Getting to see your performance reviews from previous jobs is absolutely not normal. <S> Performance reviews often contain private and confidential information, both for you and the company you worked for. <A> What are typical ways to handle this type of request? <S> I would tell them I don't have these performance reviews and give them a contact of a manager. <S> They can ask the manager for them (and see how far they get). <S> I would actually be a bit upset if a former manager shared my performance reviews with a third party without my permission.
| You should decline that request, citing that you are forbidden from disclosing information confidential to your previous company.
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Overhearing about a supervisor's plan to retire I work in a small office where it is common to overhear parts of conversations my coworkers are having in a meeting or over the phone. Recently, I overheard my direct supervisor on a phone conversation with one of our suppliers. The supplier said they had heard that he (my supervisor) was retiring. I then heard my supervisor say that he was planning on retiring in a few weeks. My supervisor has made no remark to me of his plans yet. My position is directly linked to his; I would describe it as Assistant/Junior in capacity while he is a Director/Senior Manager. I am concerned that once he retires my position may become obsolete or be replaced when a new manager is hired. Given the potential short time frame for the retirement I would like to know where my fate with company overall lies, but I do not want to be known as an eavesdropper or come off as somehow dishonest. What would be the best approach in this case? I see two major options; 1) Go to my supervisor with the information I overheard, be honest, and ask about any plans for my future, or 2) Wait for my supervisor to approach me with the news. From a personal perspective, I am hurt that I had to overhear this information rather than my supervisor openly disclosing to me when the plans were first made. Update 04/04/2016: I ended up going with Option 1. Everything has turned out fine. The reason I was not told about it is because he is only "retiring" for company status reasons and will continue working for another year. I was probably going to learn the information independently. <Q> Don't panic. <S> Your best bet, really, is option 1: <S> Go to my supervisor with the information I overheard, be honest, and ask about any plans for my future. <S> You don't have to tell where you heard it, just that you heard about it and you were curious of what were the plans for you <S> (unless, off course, he asks where you heard it). <S> Be prepared for a change, and be ready to adapt. <S> I am hurt that I had to overhear this information rather than <S> my supervisor openly disclosing to me when the plans were first made. <S> That's life, and that's the workplace. <S> It might not have been intentional, he might have reasons for it. <S> In any case, you won't certainly change him. <S> But keep in mind that when it'll be your turn to retire, will you do the same? <S> You'll have the chance to pass it on the next generation ;) <A> Unfortunately we can't really tell you what the best approach is because it will be highly dependent on your personal relationship with the man. <S> If he doesn't bring up the implications for your position then simply do it yourself: <S> Perhaps in the next couple of days we could sit down and discuss the implications which your retirement might have on my own position within the company. <S> Be prepared for anything, including having to update your resume and start looking for a new job, but also that he might not have a straight answer for you ("wait and see what happens) <A> It doesn't make sense to me to approach your supervisor, admit you overheard a private conversation , then ask what his plans are for you after he's left. <S> Chances are, his plans don't include you at all. <S> As for being hurt, managers often have to manage when & how information is released. <S> For all you know, his management told him not to tell you. <S> As for what you should do next, it never hurts to update your resume "just in case", but on the other hand it's entirely possible that you are being considered to replace him. <S> In short, pretend you didn't hear him and act accordingly. <S> It may all turn out well in the end.
| Personally, I would go up to him and admit that you've overheard the conversation, and are sorry to hear that you're no longer going to be working together.
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Is it okay to collect geoip/country data with an online job form? Recently we added a few job adverts to our company website. In the form 'please apply' the applicant can enter their name, a cover letter, tick the box to say they can work in the country and upload their CV. As well as the form elements that the applicant sees we also submit a few extra things for improving how our website works - including IP address, time spent filling in the form and the country of the applicant, as worked out from the IP address. As it happens these extra fields - which were just for the IT department - are used by the HR department. They do like to see whether the application was agonised over, what the referer link was and so on. However, I am concerned that having the applicant's country on the form could be seen as wrong, even discriminatory. If someone applies from somewhere far away then we could look at the country field and just go no further, application 'deleted as spam'. Could we get into any legal problems for a) collecting a job applicant's guestimated country and b) putting that information with their cover letter to be read by the HR department? <Q> I would investigate which information HR should not have access to - by law - and inform management that you recommend immediately restricting HR's access to that information (for the good of the company). <S> Be sure to point out that giving this info to HR and then simply trusting them not to "use it" still leaves the company open to potential lawsuits. <S> Explicitly informing applicants that certain information is being collected may, or may not, be legally required at that point, as I'm assuming that there is an implied EULA to them using your job application system anyway <S> (if not, your company should implement one, and you can recommend this as well). <S> HR might still ask to know how long applicants took to fill out certain questions, and that information is not covered by any laws, as far as I know, so you may still have to provide it to them. <S> At the end of the day, however, it's your manager's job to decide what the company's business practices are going to be going forward. <S> If you don't feel comfortable with their practices you may wish to start looking for a new job. <A> "They do like to see whether the application was agonised over..." <S> Based on what? <S> How long the form was up? <S> It could also mean: <S> Aunt Gladys called to tell them her puppy got a new collar. <S> Little Timmy brought home his report card and wanted to show it to Daddy. <S> Supper was eaten while the form was left up. <S> A neighbor knocked on the door. <S> A really good game was on television. <S> Also, geolocation data is pretty spotty. <S> Our company HQ's IP's come back to New York, but the office is in Grand Rapids, MI. <S> I'd fix this problem at the source: By making HR realize what they think they're tracking <S> isn't what they're looking at. <S> But again, this is HR. <S> Making bad decisions by taking dubious information out of context is what they (collectively) do best. <A> These pieces of information can be had without user input beyond going to your website. <S> So you can do whatever you want with them. <S> Many sites routinely gather IP details for many different reasons. <S> The best way to make it clear to the user isn't by an obscure EULA somewhere, but just by displaying their IP address on the page. <A> Your assumption is wrong. <S> I write major apps for a very large company. <S> How do I know? <S> Because I have had to go through Google Analytics regulatory training. <S> It would be illegal to try to gather user information and associate the user with the country but since the user is readily filling out the form you are 100% within your rights to attach that user to an IP address. <S> And once you have the IP address you can do whatever you like with it as long as you keep it to yourself. <S> Perfectly legal to turn IP into geotracking data (whether that is accurate or not) <S> but you cannot sell this information or give it to 3rd parties.
| Gathering IP address is legal in every country.
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Do employers actually hire candidates based off of Github profiles? I've heard much talk about your Github profile being your CV and companies supposedly using Github to find employees. But I've never heard of anyone actually being hired primarily due to their OSS contributions. And then I see something like this , where potential employers still expect the candidate to complete pointless, unpaid assignments, despite the candidate's publicly available OSS contributions being in the relevant problem domain. The refusal of employers to use OSS contributions as a means of gaging competence and the continued insistence on candidates, however impressive their publicly available OSS portfolio, answering CS trivia questions and completing unpaid assignments suggests that if they really value OSS contributions at all, it's probably only because it demonstrates enthusiasm, and enthusiastic employees are easier to manipulate and abuse . That's it. A Github profile will never shorten an interview or spare your from having to write a function to reverse a linked list in-place. Maybe I am being too cynical. Has this actually worked for any of you, whether in getting hired or in hiring someone? <Q> I do ask questions in interviews that with the skillset demonstrated on a github page should be trivial and boring. <S> Why? <S> Because a link to a github page proves exactly nothing. <S> It proves you can take a file and upload it. <S> Yes, testing a candidate is sometimes boring for a candidate. <S> But if you are the interviewer, you sit through countless interviews where candidates cannot answer those pointlessly boring questions. <S> And you wonder how they managed to tie their laces this morning. <S> But they could still have a github profile. <S> Having a github profile is nice. <S> It's a bonus. <S> It won't make me drop any questions. <S> If the candidate is really that smart, the 30 minutes questioning will be done in 5 and we are both better off knowing for sure what his skill level is, instead of taking a guess based on an internet link. <A> I owe my current job in large part to my Github repository. <S> While it didn't make the interview process any shorter, it did nudge me from a chat over the phone to an in-person interview. <S> I hadn't done much with my profile (I still haven't) and didn't advertise that I had one, but it was the only way I could provide a code example in the requested time frame. <S> Thankfully the fits, starts and various abortions that are my Github projects showed consistent naming conventions, formatting, and documentation <S> and I was offered an interview before the end of the call. <S> I once heard someone say on Pete Holmes' podcast that "a comedian without a Twitter is like a 90's rapper without a demo tape"; a presence on Github is such a cheap and easy way of giving folks a sample of your wares that it's silly not to have one. <A> Hiring decisions are not based on just one factor. <S> A Github profile can benefit developers who have little employment experience, certification or education. <S> It can also help if you're looking to change the type of programming you do <S> (e.g. Switch from web to mobile.). <S> If a candidate included their GitHub contribution as part of their CV, I would: <S> Consider the volume of work relative to the history and frequency of contribution. <S> This would be evaluated in the context of this being a full or part-time endeavor. <S> Difficult to hire people that take months to fix a bug. <S> Having a work-ethic is important. <S> Those who want to hire slaves and just let them burn out probably won't take the time to look at a GitHub post. <S> They'll just threaten you once you're hired. <S> How involved were you in the design of the project? <S> Hiring a junior dev on an experienced team may not make this very important, but if I need you to play a major role in the design of an app, you need to show you know <S> how and didn't just add a few features to an existing one or just copy a project. <S> Did you really write the code? <S> We've all had our copy and paste moments, but at some point, you have to prove you can write code, utilize some sort of IDE or various tools to create code that can run. <S> Even the most esteemed CS programs have turned out a few developers who don't know what they're doing, so other factors need to be considered to weed them out. <S> That's not an argument for not getting a degree. <S> There are no guarantees in the workplace.
| I have never been hired or not hired nor have I hired or not hired someone based on their Github profile or other OSS contribution.
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How to manage numerous interruptions? With my job, I often feel unproductive due to having multiple interruptions per day that drain my time. I do not want to seem like I am not doing anything (if my productivity is look at in terms of pure output), but I cannot do many tasks (which require phone calls) due to the interruptions. These include training people on how to use equipment, fixing document errors made by these individuals, answering questions for these individuals, fixing office equipment/replenishing, etc. My boss also spends time training me on specific skills and even more time is drained. These are all on the phone and can take anywhere between 2 - 25 minutes (due to language barriers, repetition, and multiple questions). A lot of these interruptions are unstructured which causes time delays. One of my responsibilities is to assist these individuals, so I cannot "ignore" these people (if I did, other...more severe...problems would arise). My phone is practically glued to my ear during the day. These interruptions often require my entire attention so I am unable to multitask with them. How do I avoid being perceived as being unproductive due to low physical output? How do I achieve showing results (not excuses) if my time is strained? How can I shorten these interruptions to do other tasks? <Q> Document visibly . <S> There are great tools that are often used in agile development, that are free, and really not tied directly to software development or any particular task. <S> You can use this to generate automated reports that show where you time goes by category. <S> This will help you plan better, and will allow others to see what you've done. <S> Agile is divided into different flavors, like scrum and kanban. <S> Kanban is a simple list showing the tasks you have to do, what you're working on, and what you've done. <S> It isn't a big planning exercise, just an effective to-do list that communicates how your time is spent to others and yourself. <S> I would recommend that, and it is often used personally (as opposed to in a group). <S> Scrum and other methods are more overhead than you need. <A> People who like interrupting tend to respect meetings, and this is a way to use the meeting / interruption culture against itself. <S> This helps. <S> The interruptions are clearly an important part of your job so I would not write them off as unproductive, exactly. <S> But they are out of control, and should persist, under control. <A> I don't know how your productivity is measured, but you need to have a conversation with your boss. <S> For a few days, keep track of what you're doing and who you're talking to on the phone and for how long. <S> Any number of things could come out of this: You're handling problems you shouldn't or your boss may be under the impression some of these people should be asking someone else. <S> Taking all of these calls is exactly what you should be doing and if you don't get other things done, so be it. <S> Either they get put off or your boss can have someone else do it. <S> Your boss may think these calls shouldn't take this long. <S> He could be right. <S> You may have to justify why the calls take so long. <S> Don't be surprised if your boss doesn't expect you to perfectly handle all these call all the time. <S> One strategy is to block off some time to not take any calls. <S> Everything can't be an emergency. <S> What do people do when you're on the phone with someone else? <S> Use this time to get focused and be more productive and get some of the other stuff done. <S> Work-around critical times. <S> With the support of your boss, you don't have to worry about complaints from people who expected you to be available. <S> He should stick up for you. <S> The key is to know what your boss expects and work within those constraints. <S> You may be putting more stress on yourself than necessary. <A> Document the frequency and nature of the interruptions. <S> You can actually create two categories for most interruptions: reasonable and unreasonable. <S> Unreasonable interruptions would be those that don't fit your criteria: okay <S> so you have to help people <S> , they ask you a question and you answer it. <S> Then, the same person keeps asking you about the same thing over and over. <S> This is an example of unreasonable! <S> Take the unreasonable interruptions and put together some tutorials/FAQ/manuals either in a server folder or a binder, and get everyone into a team meeting. <S> Tell them exactly what kind of interruptions are unreasonable, and in the aforementioned materials they can find most of their answers without having to come find you. <S> Reasonable interruptions, however, no matter how many you get will still need to be tackled based on their priority. <S> You can also implement a sort of ticket system. <S> Tell people they will need to email you with their questions or issues so that you can make structured time to go out and help them. <S> IMO these are good steps you can take without escalating the issue to management and essentially take control of the issue yourself.
| Reasonable interruptions are those that are defined in the scope of your job but also that a given employee cannot on their own accomplish with their skills, time or effort. Keep a visible record of your time. One suggestion is schedule meetings on your calendar, probably they will say "IMPORTANT - DO NOT SCHEDULE" or possibly the name of your project, where you will devote time to work on your own projects. Also try to work from home as much as possible.
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Can I negotiate a contract extension? I got a 3 month contract. I'm a subcontractor for a company that as an agreement with another company that's won a government bid. My 3 months are done tomorrow and the government company has said they really like me. They put out work for another 175 days which ends up being end of Dec 2016. I'm not happy with the initial rate I accepted and am wondering if it's appropriate to negotiate the rate moving forward before signing the contract extension? <Q> wondering if it's appropriate to negotiate the rate moving forward before signing the contract extension? <S> It's entirely appropriate, this is the only real time you can negotiate in. <S> Be aware that you may price yourself out of a job, but the likelihood is high that you will get a raise if you don't ask for too much more. <S> Reason being is that you have 3 months on the job already, know the people, earned some trust and will hit the ground running. <A> The reason they liked you most probably, along with you producing a good outcome for whatever you are doing but you are doing it for cheaper than other they may hire. <S> They may accept or they may say "good-bye.. <S> nice was knowing you. <S> " If you are ready for that, you can negotiate your contract to your heart's content. <S> It is the best thing about free market economy, unless you are living somewhere in deep Eastern Europe or ( gasp ) <S> China <A> I'm not happy with the initial rate I accepted and am wondering if it's appropriate to negotiate the rate moving forward before signing the contract extension? <S> I assume that you aren't happy with the initial rate, but you took it anyway because you needed the job. <S> And now that you completed the contract, you figure you can get more. <S> It's possible, and probably worth asking for a bit more in a professional way. <S> Be prepared with what you'll do if the reply is "No". <S> Many companies (like the one I work for) assume they can extend a contract pretty much indefinitely without renegotiating the rate. <S> And in my company, if the rate needed to be changed, I'd have to write a new requisition, have it approved up several levels of management, and send it out to the recruiters to fill - even if the original contractor was ready to re-apply. <S> I know this sounds foolish, but it is the way some big companies work. <S> I can extend the period easily, but changing the rate is a big deal. <S> If the answer is <S> "No" you want to be ready to either walk, or accept the current rate.
| By trying to renegotiate your contract, you may be taking yourself out of the market. If you are sure that you are grossly underpaid, we are not talking about a few dollars per hour but 15-20% =, you can go to your company today and tell them that at the end of your initial contract period, you demand this much rate per hour, otherwise you are looking for a new opportunity.
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Minimum staffing for a 24-hour coverage requirement The company I work for has a requirement to provide 24/7/365 coverage for many of its products, and it tries to do so with only three people to cover the particular product to which I'm assigned. Up until a few months ago, they were doing it with just two people. Every other place I've worked has had a minimum of four people to provide round-the-clock coverage, so they can split coverage up into shifts, and no one needs to be woken up to respond to a call. I'd assumed that the four-person minimum was a sort of IT industry standard, and argued for it at my current position, but is that really the case, or was I just spoiled by the excess people at my previous jobs? Is there any standard way for determining minimum manning based on required coverage? Some extra detail:The number of calls/tickets we get is very uneven. Sometimes, we'll go a week without getting a fresh ticket, and will focus on other duties. Other times, the calls are nonstop, and I've personally run into situations where I'll get a call just as I fall asleep at night...then get another call as soon as I finish the first one, and I'll be left with zero sleep before the start of work the following day. These calls can usually be handled from home, but sometimes they require a drive back to the office. The argument against the need for extra people usually centers around the quiet periods. <Q> Where I live, you are supposed to work about 230 days a year, around 8 hours a day. <S> Simple maths shows that you need five employees to have someone present all the time, if they need to be present. <S> You can reduce this if people are paid to be "on call". <S> So someone is at home or anyway reachable by phone, say 16 hours a day, and works when they get a phone call. <S> "Being reachable" is something that the company needs to pay for. <S> For example, you might be at a barbecue and be the only one who can't have a beer, because you are on call; that needs to be paid. <S> Plus you should be paid by the hour of actual work, with a normal working week as the minimum (so if you work 30 hours this week, you should get paid for 40 hours as a full time job, but if you work 60 hours next week, you should get paid for 60). <S> You could try to come to an agreement where night work (including being woken up) has higher pay, and overtime over 10 hours a day has higher pay, and you should discuss that in extreme cases where you didn't get any sleep, you should be able not to leave home without problems. <A> There is no minimum (or maximum), because that depends on how important it is for the coverage to be available. <S> As usual in life, it's a tradeoff, in this case between: more cost (for staff, training and handover), and higher risk of gaps in coverage <S> As the other extreme , you can provide coverage with just a single person. <S> However, that means that if that person is unavailable (sudden illness, accident, stuck in traffic, currently handling a different call, too tired to work...) <S> there will be no coverage - <S> that's just how it is. <S> Your company / your boss must decide where on the scale between these two extremes they want to be. <S> That's a typical decision of resource allocation, and should be handled similarly to other allocation problems. <S> That said, my personal advice to you: Do not allow yourself to be exploited. <S> If the company chooses to only assign one or two employees for coverage, they know there will be gaps. <S> That's their choice, which you should accept, but there's no reason for you to (literally) lose sleep over this. <S> If you had to work during the night, just tell your employer you cannot work that day. <S> That is for your and for your employer's protection (from accidents, mistakes etc.), and probably also required due to laws setting maximum work times. <A> Well, coming from television broadcasting, this is a VERY old problem in my world. <S> Assuming by "coverage" you mean someone at the office, sitting at the desk: 1 Employee = 2000 hours per year (assuming 2 weeks' vacation). <S> 1 Calendar year = 8,760 hours. <S> Division says 4.38 employees. <S> You may need a 6th trained person if the role is not quickly replaceable when you have turnover. <S> If you can train someone to support the product in 2 weeks, you can get by with 5. <S> If you need 3 months' training before you'd put them on the support line alone, then you need a 6th trained person. <A> It is all really company dependent. <S> I have worked places where we rotated among 15 different techs so that you only had to do your 24/7 week once every couple of months, and others were it was me and one other guy <S> and we traded off (then I was part of a company wide down size so it was just him <S> , I hope he survived). <S> Compensation is also variable from a flat $100 a week for on call to a hourly rate based on if the issue was related to a upgrade or a client problem. <S> Either way if you are up all night with calls your boss should understand coming in late to catch up on some sleep. <S> Even with the most insane boss they have always understood that. <S> I guess my answer is, no there is no standard that I have encountered. <S> Good Luck! <A> This depends heavily on how busy the support is. <S> If there needs to be 24/7 support "just in case", then this is likely to be done in the form of an on-call rota, whereby the person "on-call" is free to do their own thing, but may be required to respond to incoming calls if they occur. <S> Typically, there's an "on-call bonus", combined with a rate for out-of-hours work. <S> If the requirement is more fixed (i.e. there needs to be someone actively doing something 24/7), then it gets more complicated. <S> Typically, a person works 8-hours per day, 5 days per week. <S> 2 people can cover 2/3 of the requirement during the week, but nothing at weekends. <S> Technically, a second person can fill in the weekend, but in most places, working for 48 hours straight is not something you can compel. <S> At this point, a 4-man rota would usually switch to a 12-hour 4-day-on/4-day-off schedule. <S> This would give you full coverage, and mean that you don't take all of a certain person's weekends, but with a 4-man rota, it doesn't leave a lot of leeway for absences.
| If you really, absolutely must have someone available , then you probably need at least three persons on call in parallel at any given time (so at least six or seven employees) - after all, one might suddenly fall ill (or have an accident) and the other might already be handling a call. 5 employees will handle it, giving you some "slack" for sick days, etc. 3 people can give you full coverage during the week, and nothing on weekends.
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An employer halved a salary offering after discovering my age, have I been discriminated against? A few months ago I was offered the opportunity to apply for a role at a bigger company than where I currently work. Everything went well, they were impressed from what the recruitment consultant told me, and he also mentioned that they were having trouble finding candidates with the particular skill set they were looking for (it was quite a technical role). They wanted me to travel to their office about 45 miles away for a full formal interview, but about two days before the recruitment consultant called to tell me while they were impressed, they had discovered my age and "couldn't justify" the £45,000 salary they had been so keen to hype about, and that because of my young age they had reduced the offering to £25,000 to do exactly the same role. I exceeded the requirement for length of experience working with the product they wanted me to administer by about a third, and have managed others in large projects involving it before. I politely said that offering was not enough to make me leave my current role to take a job much further away, but thank you for the opportunity. Anyway, recently another recruitment consultancy has been in touch about the same job with the same company. I don't want to start bad-mouthing them to the consultant, but I feel like I have been discriminated against by this employer. It's not as if they retracted their offer altogether, and I am quite young to be classed as experienced in this field. Does what has transpired count under the legal definition of discrimination? They didn't employ me to start with and they didn't retract the offer, but 20k is a heavy amount to reduce a salary by based on age considering they were supposedly impressed. <Q> Call the following: https://www.citizensadvice.org.uk/discrimination/about-discrimination/equality-advisory-support-service-discrimination-helpline/ <S> They will give you sensible and impartial advice and will be able to comment if you have been discriminated against in the interview process <A> Note that it was the "recruitment consultant" that told you what he claims is the reason ("young age"). <S> It could be that the company said "because of lack of experience" and the recruitment consultant translated this. <S> But do you think a 45 year old who moved to a new profession just recently and doesn't have more experience than you would get a higher offer? <S> Probably not. <S> And while a company may be quite willing to discriminate for whatever reason, they will usually be very careful to make any statement that gives you evidence. <S> So I sincerely doubt that the company gave "young age" as the reason. <A> If the deciding factor for the company to reduce the offered pay is your age, then yes, you were discriminated based on your age. <S> The thing however that needs to be taken into account is whether it is truly the age that they are looking at or whether it's your years of experience. <S> Fact is, a 25 year old employee "can" be just as good or maybe have MORE experience than for example a 50 year old employee. <S> There will still be differences however. <S> If this company mentions to you that they wanted an older employee because he will have more experience in working in general (non-related work) then this would result in you "not" being discriminated against based on age. <S> However if they offer a lower salary based on the policy or belief that younger employers should be paid less. <S> Then yes, you are being discriminated against. <S> They gave an offer towards an employee who met and exceeded the criteria they were asking for. <S> To fall back from this based just on a person's age is in my opinion immoral and unethical. <S> Can you actually do something against this? <S> I don't know <S> but I'm leaning towards no. <S> Nevertheless you should look for advice from professionals/experts on this matter as @JJosaur suggested in his answer.
| Unless you can prove that actually the company itself said this, then you don't have any evidence of age discrimination.
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My office is 80 degrees in winter and 90 in summer and HR will not help what can I do? I am a warm person to begin with, so I actually brought in a thermometer to verify. I have been working here for years and never had an issue, but recently we underwent an office renovation and temperatures have since skyrocketed in some offices. I have been told it is the sun beating on the windows/roof, and yes on sunny days it is worse, but that is not that is not the entire issue. I keep my blinds closed, I have a fan. The windows get so hot, you cannot even touch them. HR has moved my office, but the problem is I got a bad one to begin with so all the offices with no temperature issues are already taken. HR has made comments about how as a female I should like it, and really inappropriate things like am I going through menopause (I am not), but I don't think anyone should have to work in 80°F/26°C or 90°F/32°C temperatures. I losing productivity, feeling irritable, suffer from headaches and feel nauseous. How should I approach this situation with HR, or management? <Q> I can take 80° F <S> but I don't know anyone that would think 90 <S> ° F is reasonable for an office. <S> I don't know if you are in the US <S> but OSHA has a temperature guideline of 68-76° F and humidity control in the range of 20% - 60%. <S> But that is just a guideline and is not enforced. <S> 90 <S> ° F in an office is just not reasonable. <A> If they are not helping you or say, sorry we don't have a temperature controlled place to allocate to you <S> , you know what to do: <S> QUIT. <S> I hope you have some intangible skill to let you land another job shortly. <S> No amount of money they are paying you is worth becoming miserable for 8 hours a day on every day of your life. <A> I have no doubt that the renovations could have resulted in the problems you've described. <S> The first step is to document the problem so people can't dismiss you by saying you're imagining or exaggerating the problem. <S> I would get a wall clock with a date, and a thermometer and hang them next to each other on the wall and take a picture whenever the temperature gets unreasonable. <S> The second step is to find out who is responsible for the facilities. <S> HR assigns your office, but who do you talk to when the plumbing is broken, or a light is out? <S> That is who you want to talk to about the HVAC problems, and to show them your documentation of the problem. <S> Maybe they're fighting with the contractor that did the work to get them to fix it, and your documentation will help. <S> OSHA has guidelines, but there is no regulation of office temperatures, other than requiring a business to report if any workers require medical care beyond first aid for heat exhaustion. <S> If your work is something that lends itself to telecommuting, you might explore that option with your manager and reduce the number of days you have to suffer. <S> Maybe you could do some desk sharing with someone that has a cooler office. <S> I have a little monkey fan that makes me smile in addition to making a poorly designed HVAC system a little more tolerable. <A> You have to follow the chain of command, address the issue with your manager. <S> Let them know that this is affecting your health, and that you need reasonable temperature control for your work space. <S> Ask them if there is anything they can do to help. <S> The answer may be no. <S> But if there is anything that can be done they are the ones most likely to be able to get it done. <S> If they can not help you then it is time to make some tough decisions, would you rather work in the uncomfortable temps, or find a new job. <S> If you can hold on to your job until you have a new one that generally works best. <S> If not then can you survive with out your income for several months if needed to secure a new income. <S> If so then quitting outright may be the best option for you. <S> But make sure you are prepared for all the consequences that come with that decision. <A> If you're getting ill, file a Workers Compensation claim. <S> If that doesn't get someone's attention that you are serious about the working conditions, I don't know what else will besides you quitting. <S> They will be required to respond, by law.
| Make sure your complaints are backed up by a log of temperatures in your office(s) and take your complaint to HR. In the meantime, do what you can to make your office more comfortable. I would go to your manager and then his / her manager and if that goes nowhere then you might need to start looking for another job. HVAC is one of the things that is very likely to be screwed up when a building is renovated, particularly if the layout of the rooms within the building are changed. Maybe it is something that they're aware of and working on. If they won't help you, there's not much you can do. A compact fan to move the air around can make a world of difference, and there are options that aren't expensive.
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I'm returning to the workforce after a long-standing medical concern. Do I share this with a potential employer? Some background I was formerly ambitious and driven. I had some great side gigs during university, got an academic scholarship to study for free and after graduating I found a position in the head office of a bank. I hated this job and resigned after 9 months. I communicated that I was grateful for the opportunity and was happy to stick around as long as needed. My manager was understanding, and I left on good terms. I decided to take some time off and used savings to do a lot of travel and moved overseas. I've since been getting by with freelancing work. However, I had a medical issue that resulted in me becoming visually impaired and unable to work for 1.5 years. I've managed to adapt and can now work with magnification. I now have half the sight of a normal person, and you'd probably never notice I'd had any issues if you saw me out and about. My Problem I'm looking for a full-time position that challenges me and pays well, but I feel I'll be overlooked in favour of candidates who have similar experience but no history of medical issues I'll be seen as a potential problem / lawsuit in the future My references are all now 4-5 years old I have a big gap where I was travelling (1 year), struggling with health (1.5 years) and throughout that freelancing and just making ends meet. My Options A friend has informed me to just say I worked for his firm as a developer for four years. I'm not so comfortable with this as while I'm okay at what I do, I don't think I am anywhere near the ability of someone who has worked full-time for four years. He says they will think I'm just looking for work to fill in a down period in my freelancing and will jump ship as soon as I land the next deal. However, I also feel I am above the level of a junior starting out, as I have been managing my work as well as P&L, clients and the occasional freelancer for a few years now. My parents tell me it takes courage to go through what I've gone through and come out a better person and that it shows I'm determined to keep working, even when things are looking bad. They believe I should be honest and tell them about the ways in which I've matured and what I've learned though my experiences. My Question How do I overcome such a large gap in my resume? I'm worried if I'm honest my medical history will hurt my chances, but I'm not completely comfortable making up experience like my friend suggested. <Q> I would advise being honest. <S> Taking your friend's advice of falsifying your job history can unravel easily, e.g. if a potential employer meets one of your supposed ex-colleagues at a conference and asks casually about your time there, they will be surprised and upset to know that you didn't work there at all. <S> This could lead to dismissal (if you are employed) or not receiving a job offer (if you are not employed). <S> Remember that to get a job, you have to sell yourself. <S> Your freelance work has given you experience. <S> In terms of references being 4-5 years' old, can you get a reference from some clients? <S> I would argue a reference from a client is more powerful than one from an employer, as most employer references will just state your job title, length of service, attendance record and disciplinary record. <S> Whereas a client recommendation is much stronger, as they can talk about the benefits you brought to them. <S> Lastly, in terms of addressing ill health, I would advise not mentioning it on your application. <S> You have a way of coping with it (magnification), so it is not worth mentioning unless asked. <A> Keeping track of lies is hard work <S> I am on the honesty side. <S> They may guess that something is wrong but can not come flat out and ask if you are legally blind or any such question. <S> As long as you can perform whatever is expected of you, this is all the employer should be interested in. <S> Won;t there be jerks ? <S> Yes, but it is best to avoid those places anyway. <A> Its your choice to share medical information. <S> Somehow the notion of continuous employment is still prevalent as well as the "job for life". <S> There are many circumstances that take people out of the employment market. <S> Travelling is a legitimate reason for taking time out of work (some people are fortunate enough to turn it into means of income - travel writers for example). <S> Having children, long term illness, return to education even being in prison are all reasons why people are in and out of the labour market. <S> Resumes are presented to employers as a linear timeline to explain how you got your skills and experience. <S> Your references don't necessarily have to be from former employers, but common convention dictates that there should be a continuous timeline and reference from current employer. <S> It also makes it easier to slot someone into a new or existing role if they are currently doing that role somewhere else. <S> For example if an employer has a vacancy for high altitude, deep sea welding its easier for them to take someone if they are currently employed as a mountain top underwater welder. <S> If you choose to be fraudulent on your resume to cover the gap because a friend has recommended you do it because they have a common convention view of traditional resumes, then you may get caught out and have to take the consequences of your choice. <S> Alternatively, embrace the lifestyle choices that occurred and see that it nothing to be ashamed of.
| Thank your friend and ask him to be a character reference if you need one, who can vouch for your work ethic etc, but saying having worked for a company while you actually didn't is a cause that some employers may use to fire you under falsifying the past work history. Aim to highlight the skills you've developed, the achievements you made and how they can benefit the potential employer. About your health condition, if you are in the US, you know you don't have to disclose it. The only issue I could see from presenting a gappy resume is that it may take longer for you to find an employer who is prepared to see past it.
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Should I share referee's details with current line manager? I've recently resigned, having accepted an offer from another employer. The new employer requested references. I gave references that were not my current line manager as I felt he wouldn't give the best reference and I didn't want to risk that he would give a less than favourable one. Since I've resigned, he has now asked me directly who the referees were - should I tell him? I can't see why he would want to know. One of the them is no longer with the company, so I could decline on that basis, but the other is still with the company. I think his nose is a bit out of joint that I didn't ask him, maybe I should just say that I gave referees who have known me longer than him, but that might make it worse. <Q> What is the risk of burning bridges with your line manager? <S> It feels like you've already decided that the bridge isn't a valuable one in the sense that you didn't think your line manager would provide a positive reference, and that you are leaving the business. <A> You should not. <S> It might make matters worse for the referee who is still in the joint. <S> Also there is no value for you in him knowing them. <S> If you have to tell him , bluff him with people who have left the joint <A> No, it is an absolute disservice to the person who gave you references. <S> You can say "colleagues who has known me for a long time" or "colleagues who are no longer here" but throwing someone who is still working for the same company, under the bus, is not nice. <S> Plus, you manager seems like, is om a retaliation path. <S> You are no longer a subject to his retaliation but the people who were left behind might easily be. <S> No need to give him more ammunition he can use. <S> Professionally, your manager should not have asked this. <S> But again, from the writing style, you are from some other country and the rules of workplace might be different.
| On that basis, providing the names of your references is none of your line manager's business, and you shouldn't provide them if you think your line manager may pester them.
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How do i switch to development job after having experience in Software Testing? I am Software Testing Engineer with 2.5 yrs of experience (both manual and automation testing.). I feel like i am stuck in this job and aimless that how to switch to development.Also i cannot just leave the job and go due to financial situation.Each day i feel like i am going in depression.A fear has started to grave inside me that with my years of experience i cannot get development job this is also due to companies are not considering my testing resume for the development vacancies. I am having some good coding skills but in my current company there is no chance i could switch. Please suggest me are there companies which can consider my profile and what skill i should learn for them? <Q> Do development on your own time. <S> Write a few applications and build a code library. <S> If you can do some work for a non-profit or charity, all the better. <S> That gets you real experience that you can put on your resume. <S> A strength that you can emphasize is that as a tester, you learned to be wary of certain coding techniques and pitfalls and how to avoid them. <S> Everything you do is relevant. <S> Remember that. <S> It's how you sell it that counts. <S> I've done desktop support, testing, maintenance coding AND development. <S> I've made the change you want to make. <S> Take a look at a developer's resume and see how what you are doing translates, and transfer your skills over. <S> Add that to the volunteer work, and you should be set. <A> Contribute to open source projects. <S> Many of them are in desperate need of good coders. <S> If you are as good as you think you are, in no time (say in a year or two) you will make a name for yourself with your committed code. <S> Just don't go into game programming if you you want to be taken seriously by corporate america. <A> From what I've seen around me, you will not move up the ladder in the same company. <S> You'll have to prove your skills in another field to another company. <S> If you can work and make demos of what you can achieve as personal projects, you can start at the bottom of the ladder as a developer at companies who seek new employees. <S> The fact that you have experience as a tester will look nice on your CV, but it will be used only to increase your chances of having a job as a dev, it will not help the salary. <S> Aside from a developer's job, you might consider management as well. <S> There are challenges there, and it's not un-common for former testers to get management roles.
| Do something that is going to be useful to businesses to increase your chanhces of getting noticed as a developer.
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Giving different notice periods to your current employer and new employer After 3 years of working at my current company I decided to leave for a new job. My notice period for my current employer is 4 weeks but I told my new employer it was 6 weeks to give me some time off. After giving in my notice to my current employer it turns out he is close friends with my new employer. I am concerned that they will discuss the discrepancy between the 2 different periods and the potential fall out from this. Should I be worried? Is there anything I can do now? <Q> It was rather silly to lie and it was completely unnecessary. <S> Instead, you should have just told your new employer when you would like to start and avoided any lies. <S> Taking just a few weeks off in between jobs is very common. <S> Unless these are two very small companies and you have a very prominent role in both, the two friends are unlikely to bring your name up. <S> That said, avoiding a lie in the first place is almost always the best course of action. <S> Now, you need to be prepared with what you will say in the off chance that your new employer catches your lie. <S> Perhaps something like <S> "I'm embarrassed to admit that I just wanted an extra two weeks off." would work. <A> In the future, instead of talking about 'notice periods' to your new employer, talk about 'time before you're available'; you won't need to 'lie', it'll be generic enough to cover the notice period and the time you want to take to prepare for the new job. <S> I would think that your new employer would be smart enough to understand that you wanted to take a break before starting the new job. <S> It may be different for you <S> but, where I live, vacation time takes time to accumulate <S> and you'll have your next vacation in one year from your first day at the new place. <S> If the subject ever comes between you and him <S> /her, just be frank and tell them you wanted to get some rest in order to be fresh, ready and primed for your new challenges. <S> You can also mention that it had been a while since you had a 'real' vacation, if it's the case . <A> I am sure they are men of the world and understand you want a bit of breathing space. <S> Do not worry about it.
| Now with the issue at hand, I would not worry about it .
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Helping others avoid a nightmare employer I was recently in a situation where I was offered an unpaid but otherwise attractive opportunity for a traveling position. All expenses were to be paid, and I would get to travel all over the world. It ended up that both my husband and I were able to take part, along with 'The Boss' and his girlfriend. At the beginning it went fairly smoothly, but slowly it turned more and more into a total nightmare, ending with my husband and I rage quitting a day before we were supposed to fly to Europe. Since then, he has had two other teammates quit and is now with yet ANOTHER two teammates. There were also many before us. This confirms to me that it wasn't just us who didn't get along, and in fact The Boss specifically is just a horrible person in general and no one can deal with him. How can I help future employees avoid making the same mistake I did?If I were to reach out to some blogs or write my own, could I be in legal trouble if I would write an expose? Is it bad to reach out to the brand new current members and give them a warning for what they could be in for? I should mention this guy is super sue-happy and threatens everyone who doesn't do what he wants with a law suit. If I understand correctly the two members after us are currently being sued (they had a contract, probably to prevent them from rage quitting like we did). <Q> You cannot help future employees. <S> It's their choice to take the employment and their choice to stay or leave. <S> You state that your former employer is litigious ("super sue-happy"), any criticism in a public (and even private) <S> setting could lead you to being litigated against. <S> Put it behind you as a lesson learnt and stop enquiring into the fates and fortunes of any of his employees as all it appears to do is to make you want to do is continue some form of involvement, which by the sounds of what you've said, won't do you any good. <A> Upsides <S> You would get the emotional satisfaction of ranting about your former boss. <S> Someone who is considering working for the guy might read it. <S> Downsides <S> It is improbable that it will have the impact you want. <S> Will anyone considering working for him will actually read it (it's a big internet)? <S> You would have to make it highly specific (naming names) in order for anyone to connect the dots and avoid this guy, and even then, who knows? <S> It makes you look bad and could get you blackballed. <S> that I would hire you. <S> No way. <S> When making hiring decisions, you have to form a picture of a person very quickly based on very limited information. <S> And your one-sided "expose" (rant) would be a big red flag. <S> I would worry that you are a complainer with questionable judgement (who has demonstrated a willingness to write "exposes" (rants) about former bosses online. <S> Would I be next?). <S> It will possibly get you sued for libel / defamation, and damages. <S> You mentioned that the guy is sue happy. <S> Even if he is wrong and you are right, and even if you win in the end, he can ruin your year with an expensive lawsuit. <S> Conclusion <S> In my opinion, the possible benefits do not outweigh the probable consequences. <S> Yes the guy sounds awful. <S> Flood your (offline) diary with rants about your bad experience, and tell friends about your lousy former boss over some dinner and wine. <S> But I would recommend against writing any exposes or open letters or warnings online. <S> The Internet has a long memory, and the consequences can be very real. <A> You mention that other people have quit the job - people resign from a job for a multitude of reasons. <S> How can you be sure that it was due to your bosses personality? <S> Also you mention that he (I am assuming that the boss is a he) likes the law courts. <S> When open up that Pandora box? <S> Why not put it down to a clash of personalities. <S> This happens from time to time. <S> Just move on and look to the future. <S> What is the point of trying to interfere with other peoples judgements? <A> There are sites like Glassdoor.com, if you really feel pressed to get the word out. <S> It has employer reputations. <S> I looked up a potential employer and what I learned there matched 100% with my interview afterward.
| To be perfectly honest: if I was was considering hiring you, and I googled your name and found your "expose" (rant) about your former boss online, there is no way in the world
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How should I use StackOverflow at the workplace? Next month I'm starting my career at a big finance company. This will be my first real job. At the university I used StackOwerflow extensively, It helped a lot, and I learned a lot from it. At the workplace however, these sites are blocked, I could only use them from my cell phone, but I think It would look really bad If people saw me using my cell phone. Do I have to learn to live without StackOverflow? <Q> Do you suspect that StackOverflow.com is blocked, or do you know it for a fact? <S> If it is blocked, then your employer doesn't want you to go to this website while you are at work, so don't visit it. <S> Including from your private phone. <S> You may think it's a stupid policy, and I would agree with that, but don't violate their policy. <S> Obviously you can try to change the policy. <S> Tell your manager that this site is useful and you would like to access it. <S> If this changes the situation, you are fine. <A> If it is then there is a policy in place forbidding it's use, in which case, don't use it at work. <S> If you have only just started it's not a good idea to be asking for things straight away that everyone else is doing without. <S> Stack Exchange is great but it's not necessary, I can at a pinch get through with reference books <S> and I'm not really a developer. <S> They're already experienced with company policies. <S> But check that it's actually blocked first. <A> If you are going for a technical position, I highly doubt that you will be blocked. <S> You may not get access to workplace or area51 at work, but I am pretty sure that stackoverflow, superuser, security, unix, etc. will be open for access. <S> Of course, spending your every work hour on these sites will raise ire, I am sure, but if you are checking a solution for a problem you have a few times a day, it should not be considered wasting time on the Internet. <S> Again, this is your suspicion and it may not come true. <S> If it is, I strongly suggest you get a cell phone plan with unlimited data as well as a 6 inch or larger screen, so that you are able to get the info you need in a pinch. <A> First, check if it is blocked. <S> You want to use it for a valid work purpose, so it should not cause a real problem with your boss even if it hits the filter. <S> So it should not be risky to check it. <S> Next, if it is blocked then talk to your boss about getting IT to unblock it for the developers. <S> Most places, IT will not unblock things for you but need your boss's approval that it is necessary for work. <S> It is a very useful tool to have in your pocket. <S> Likely if it is blocked it was because someone was spending too much time on it. <S> So if you get it unblocked be very sure not to spend all day on it. <S> If your boss needs convincing, show him something you want to find an answer to and then show him the answer on your phone, so he can see for himself how useful it is. <S> It would be weird to have a boss who is not already aware of this, but if it happens it is most likely in a place where the site is blocked. <S> As an aside, using it can be a bet different in the corporate world. <S> It is better to use it as a guideline rather than blindly copying and pasting as many students do. <S> If you think something will solve your problem, but don't understand what they did then ask further questions or dig into the books or other Internet sources such as the technical manuals for the software you are using until you understand. <S> You want to get better for having used <S> it not just keep having to ask or look up the same questions over and over. <S> You are going to have to support that code over time, so you need to make sure you understand it. <S> If you can't find your answer and have to ask a question, then make sure you give enough detail for the potential answers to understand the issue, but disguise things so that there are no corporate confidential pieces of information (actual URLs, database table names, etc.) <S> being given out. <S> And don't ask someone to just code your answer <S> , your company isn't paying us they are paying you.
| First, check that it actually is blocked before anything else. I would ask the other developers for any tips on how to get the information and reference stuff you need. Once you're at home, you can use the site as much as you like, so you don't have to live without it completely.
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How active should I be on the job market if I like my current job? I'm a full time Software Developer. I've been at my current job for around a year, I pretty much like it and I'm well paid. However, I understand that this is not my dream job, and additionally I'm thinking about relocating from where I live right now. My concern is that my previous employment lasted for only 10 months, and leaving another job after a year would certainly be perceived as job hopping. My question is, would it be wise for me to apply for jobs that I find interesting? Should I interview with companies that contact me, in case I find the job description interesting? How does one find the right balance between staying active on the job market and job hopping? <Q> As a software developer, I'd say that the "search" and the "market aren't as important as your Personal Brand . <S> Keep your Resume Up-to-date Keep your Linked-In profile up-to-date <S> Don't do anything "dumb" on social media <S> Participate in sites like StackExchange, and establish yourself as an expert. <S> Participate in other sister sites of StackExchange too - are you an android person? <S> Then android.stackexchange.com (etc) Join Professional Societies <S> Maintain a Website Have a Portfolio of your Work <S> Always Grow and <S> Self-Train Offer Professional Assistance and Advice Be Awesome. <S> When all of the above is true, the "search" gets a whole lot easier, and the "market" still matters, but you'll be able to ride the highs and lows a lot better. <A> If you are at the beginning stages of your career, i.e. less than five years since you graduated college and join the ranks of working class, the year old work history at one place is not really considered job hopping. <S> Also, if you were only employed by two places, people will think you did not find what you expected. <S> After all, it is very easy for a fresh grad to say "yes" to a job offer and get disillusioned after a few weeks. <S> Job hopping starts to become dangerous, if the number of years of experience in your resume is less than the number of positions you held, after 5 or so years. <S> Let me clue you in on one thing: If you are looking to move more than an hour away, or may be two, depending on the employer, they will not consider your really seriously as their first choice. <S> This is especially true if you are not at a senior level in your career. <S> They will look for local, junior developer candidates. <S> So, if you want to relocate, seriously, you may need to quit your job and relocate to the locality before you can be considered equally with the other local candidates. <S> If you are really unhappy, start your job hunt right away. <S> If you are okay but just want to investigate your options, put out confidential resumes on job hunting sites, subscribe to emails from simplyhired and indeed, remembering not to check that email address from your workplace, unless you want someone to get an idea you are looking to get out. <S> At some places, people know or expect that you will leave and don't make a big fuss, if they see you looking at a new job description from monster.com or alike on your screen from time to time, as long as it is not every minute of the working day, while at some other places, doing this is extremely frowned upon and can result in disciplinary action. <S> Tread the waters carefully while you are looking for your next gig. <A> The company is contacting you, it is up to them determine if you're "job hopping" or not. <S> If you don't respond, you're guaranteed not to get the job. <S> Make sure you can clearly articulate your reason(s) for relocating. <S> You're going to be asked why you want to leave your current job. <S> so have a well thought-out answer. <S> If a company needs someone with your skills, they won' be too quick to judge your job experience as excessively short. <S> No one should fault you for making career moves.
| Having a strong reference from your first job can alleviate any concerns that the reason you left was because you couldn't do the job. If the job seems interesting and especially if it is in the new location, send them your CV. Coming to how much active that you need to be depends on how quickly you want to relocate.
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How to re-ask for an interview when the recruiter returns from travelling? The email read: "Please contact me when I return from traveling on [this week]. We will review the internship opportunity at that time." How should I phrase my follow-up email? <Q> As you have requested to be contacted after the date here , I am reaching out to you to schedule my interview for the intern position at department and/or company name . <S> I'm looking forward to working as an intern for project/department/division and contributing to the success of your organization, while gaining invaluable experience. <S> Looking forward to hearing back from you. <S> Regards, <A> "Hey ____, Hope you had a great vacation. <S> At your convenience, I'd like to continue our dialog on the internship opportunity. <S> Please respond with your availability. <S> Thanks!" <S> Simple. <A> I'd suggest going for a level of formality between the other two answers, although you should take your cue from any previous communications, if you can. <S> Also, keep in mind that you don't know the reason for the travel <S> - it could be pleasure (vacation), it could be personal (visiting family for good or bad reasons), it could be business (a conference), or any number of other situations. <S> It's best to not make any assumptions about it. <S> If you would like to reach me by phone, I will be available at these times . <S> I look forward to hearing from you. <S> Thank you for this opportunity, <S> FST94 <S> A slight variation would be to replace the last sentence with something like "I look forward to hearing from you once you've had a chance to get caught up," which implies that you understand he might take a day or two to get through all his email and reply.
| I'd reply to the "please contact me" email with something like this: Bobson , As you requested, I'm reaching back out to you to discuss the internship opportunity with your company .
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Coworker is not making any progress (how to help him?) I work in a university and do my phd there. In our office is another phd student which seems to struggle a lot with essentially everything and I am wondering if there is anything I can do about it without doing everything for him. The workers in our office are from various cultural backgrounds and have different first languages. We thus use English as main language. This is where the problem starts, his English is quite bad and it is not like he is much better in reading/understanding things.If it is programming, writing papers or figuring out conceptual flaws/challenges he makes no progress. By now he has fallen far behind in producing research results not to mention making publications. At a first glance it looks like he doesn't care although I don't quite believe that anymore. His difficulties with programming are surprising though because he studied computer science.So, he does not have just one problem but rather several ones which are all more or less strongly coupled to his poor language ability.Another issue might be that he is coming from a different technical subject and was given the opportunity to do a phd in Europa as a support for this home country (3rd world country). He probably does not even care much about our technical subject and really only came for the "fancy" degree. Conversations with him end quite quickly because he cannot follow you for long when things get abstract i.e. you hit the language barrier and end up all the time adapting to him in the sense of simplifying your language e.g. slowing doing and avoiding complicated words. He has been with us for almost 18 month now and the mood in the office became quite awkward while he is around or you at least notice a huge difference when he is not around. In the end I couldn't care less about him, but I though I ask the crowd bevor I give him up for good. Are there any thoughts or ideas how to do something for him? I think he is very unhappy with his situation, but no help provided seems to help. Thanks for opinions on that. <Q> To be brutally honest, unless he accepts help or seeks to improve, you won't be able to help your coworker. <S> This is why forced drug rehabilitation has low rates of success; if the person will not put forth the effort to change, there is only so much an outsider can do. <S> As outlined in this article : <S> Research tells us that intrinsically motivated addicts will be most successful in rehab. <S> If you have to force your loved one to get help, her odds of success are automatically lowered. <S> As @gnasher729 <S> mentioned in the comments, the first step is an intensive English course. <S> If his communication skills improve, he will have an easier time assimilating information which will help him with his other problems. <S> But how to help him with his language problems? <S> Reach out to him on a ground he is comfortable in. <S> Would you be willing to learn a little of his native language to make him feel comfortable? <S> If you start trying his language, it could help build a connection between you and give him a reason to try harder in learning English. <S> Ask if he wants to watch a TV show. <S> Not only that, see if the TV show has subtitles in his native language. <S> I have friends who use this technique to improve their English comprehension <S> and I find it effective myself when trying to improve my Chinese listening comprehension. <S> Having a ready source of translation helps pair what you hear to what you read in your native language. <S> Recommend the local ESL (English as a second language) group on campus as a place to practice his English. <S> Most universities with a high number of foreign students have an established ESL group. <S> There, your coworker can practice English with other students similarly struggling. <S> Most importantly, it establishes the fact that he is not alone with struggling to learn English. <S> These are the examples I can think of off-hand. <S> Remember, even if you try hard to help him, he needs to intrinsically want to help himself. <A> Maybe someone needs to sit him down and tell him the reality for him to take his job seriously. <S> Once this is done , you might notice a change in his attitude. <S> If this happens , you can guide him in whatever he is lacking in a methodical way. <A> I recommend beeing honest to him. <S> Tell him that he is currently far behind, and failing. <S> Recommend him to take an intensive language course first.
| My recommendation is to have one on one with him and talk frankly with him ( if needed take permission of whoever before talking ). From what it sounds like in your description, the first thing he needs before anything else is an intensive english language course, followed by alot of work on his programming. There is only so much you can do to help him if he is not interested in putting effort in, but you can try anyways.
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When to send the 'goodbye' email? When is the best time to send my team the 'goodbye' email? I've been with the company for 6 months and have built a good professional relationship with a few colleagues on the team. Should it be 1 week prior to the last day? The last day? <Q> Usually you do the whole "Goodbye" spiel on your last day. <S> This also includes any email(s) <S> you send. <S> Doing it before may be awkward, but not exceptionally bad or anything. <S> Keep in mind that sending goodbye emails has fallen out of usage greatly (at least where I live) and may not even be necessary. <S> Your mileage may vary. <A> Since I've already gone around and said goodbye in person to the folks I care most about, I just use the email to publicly say thanks and to make sure everyone has my personal contact information. <S> It also serves to say goodbye to the remote folks I work with, but can't talk to face-to-face. <A> You should send your Good Bye Email on your last day, about 15 minutes before you leave. <S> Why ? <S> It is done to avoid fuss and avoid distracting others. <S> If done at the end of the your day , people do not have the time to react. <S> In the mail , you have specified your contact. <S> So if needed they will contact you. <S> It is just professional to avoid any melodrama/distractions/confrontations. <S> Have seen this done in top 10 financial companies usually
| When I leave, I send a goodbye email on the afternoon of my last day.
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Would it be too risky to ask to reschedule a telephone interview because it's difficult to hear the other party? For a job for which I applied, a telephone interview was arranged because the interviewer had limited availability and was not going to be in the local area any time soon. From the beginning of the interview, it was very difficult for me to hear the interviewer because he was using a cell phone with a bad connection. Adding to the difficulty was lots of background noise; he explained he was calling from a hotel lobby during a break at a conference and other people at the conference were talking. As a result of these issues, I frequently had to ask him to repeat himself, which seemed to annoy him. Obviously, the guy didn't take things well, as I received an email telling me I wasn't suitable for the job almost immediately after the interview. It crossed my mind when I heard the bad connection and background noise that I might ask to re-schedule the interview. However, I feared the interviewer would not agree with my reasoning and just drop considering me. Would making such a request be considered too rude or might it have shown that I could take charge to improve things or something else? <Q> Unless there was a very close deadline, I would not want to conduct an interview during a conference and even less in the hotel lobby, and would encourage/beg the candidate to reschedule. <S> Having a bad phone connection would be a great excuse. <S> I feel like this person was not interested in hiring you anyway. <S> Not much you can do about that. <S> It's rude to expect someone to maintain a phone conversation with you when they repeatedly tell you they can't hear you. <S> I would get tired of repeating myself. <S> Sorry, it just doesn't sound like you were given a fair chance unless you are sure you were not qualified. <A> I see two problems here: 1) <S> The interviewer did not have the professionalism and civility to conduct an interview at a reasonable enough time or place that either of you got anything out of it. <S> he explained he was calling from a hotel lobby during a break at a conference and other people at the conference were talking. <S> This is not acceptable, and then: 2) <S> You were dropped by the company for the issue stated above, meaning you probably dodged a bullet. <S> I would feel relieved to have gotten out of that pipeline ASAP, so I could conduct my job search elsewhere. <A> We had a guy like this, even did Skype calls with lots of annoying birds in background. <S> If this was a future colleague, be happy it went this way, all your meetings would probably have gone this way.
| And ofc, if you feel more comfortable or it makes sense noise-wise, ask if they want to reschedule, maybe later in the evening from their hotel room or sth.
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Is it time for me to ask for a raise? It's been 6 months that I'm working part time as a developer at this company. The developer working in my place before me was working on a project for 1 year and after that 1 year he couldn't continue working with them and left. I accepted the job for, lets say, X$/hour, and the people hiring me thought that I was applying for the full time (180hour/month) job and accepted the pay, but then I told them I was going to work part time(100hour/month). Anyways they accepted me to work for 2 months to see if I'm capable or not. I finished the project in that 2 months (the previous developer couldn't do in 1 year), so they kept me. I was hired as a C# developer, but in this 6 months I've done 4-5 different projects for them in multiple different platforms (I did more and better than they asked), and I'm assuming they need me on their future projects.With the situation described, I felt that X$/hour was not good for me anymore, so I was going to ask for a raise to almost 1.6X$/hour. Is it a good time to do that? And how would you suggest me to do it? And by the way as I pointed out, they accepted to give almost double what they are paying me right now as they thought I was going to work full time. <Q> 6 months is typically quite early to ask for a raise, but if you really feel you are worth more than I would schedule a meeting with your manager - but be prepared to have to fight your case. <S> I would approach from the perspective that you are saving the company money. <S> If you are producing deliverables in a much shorter time frame than your predecessor - provided they are good quality - you may be able to build a good case. <S> Just be prepared that the answer may be no, in which case you'll have to make a decision on whether you're prepared to continue working for your current renumeration. <A> You are basically asking for a 60% raise - and while that might even be fair, it could pose the employer some problems with his full-time staff who might expect similar raises. <S> However, it usually turns out that one never really recovers from having accepted a lower level of pay without switching jobs. <S> Even assuming your bargaining position is good - would you take a 30% increase? <S> All employers would find that generous (if not outrageous) <S> - but it would only be half of your target. <S> Perhaps you could bargain for some additional perks such as flexible hours, more vacation, cellphone and so on. <S> Another path could be to have another offer on the table. <S> This might force your current employers hans - but hey could also resent you for it. <A> Without knowing your contribution to this company, it is hard to say if you deserve a 60% rate increase at a part time capacity. <S> Unless you are converting from an intern to an employee position this is very hard to swallow for most if not all employers. <S> There will be repercussions of this raise and other employees, especially full time ones, will demand higher rates/salaries once your situation is heard. <S> Just for this reason company may reject you, even though they might think it is a fair rate. <S> There are two things you need to consider: 6 months of work history is just a blink of an eye in the lifespan of a company. <S> It might mean long to you but in terms of business it is nothing. <S> So, do not go on that tangent while expecting a raise. <S> Usuallt first couple of years of one's tenure in a company is considered to be "Junior" years. <S> if you are going to ask for a raise, either lower your expectations, way down from the 60% to more like up to 10-15% depending on the $$ figure on your hourly rate. <S> It is easier to ask for 30% raise if you are making $10/hr vs if you are making $40/hr. <S> More preferably wait <S> until you can start working full time, in which case you can renegotiate your contract at a different rate, independent of the percentage of your old rate.
| If you have been as valuable as you think and they acknowledge that they've low-balled you until now, they could give you more or less what you want.
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Specific Situtation on asking to review salary This is my situation: I ended up starting a new job late 2015 so I wouldn't be part of the salary reviews of that year. I took the job in a different city so I was not fully aware of the salary averages for software engineers, so I ended up taking a lower salary than the average. It's about 10k below the city average. My manager is extremely happy with my performance and I have gotten really good reviews from several colleagues. How would I go about discussing a salary review for this job since: I have only been in the company for about 5 months. Missed the performance review period since I joined the company late. This would require me to wait another year for the next one. Changing jobs is not an option for me since I really love the work and I feel like it's what I want to do as a career. Any ideas of how I should bring this conversation up with my manager? Now keep in mind, I can making a living with my current salary but I am on a pretty tight budget when it comes to expenses. <Q> I am assuming 10K is in US Dollars and it is on your yearly salary. <S> Well, as someone once said, experience is the sum of all mistakes we do, that fits your situation very well. <S> When you accepted a job offer, you must have noticed that your workplace is in a different city. <S> There are myriad of resources on the web to help you set your expectations as far as cost of living goes. <S> Probably you did not look any of these places and took the offer on the face value. <S> At this point, it is your error not seeking this information. <S> Probably the best thing is to wait for the next review cycle. <S> On the flipside, I am not sure what percentage of your compensation is thet <S> $10K maps to <S> but if it is something like 15% or so, it is a tall order to get that kind of salary increase in any company I know, unless you get promoted to a higher responsibility position. <S> On the other hand, if you were hired to work in a different city but few days/weeks after you are hired, you were told by the company that you will work from this other city offices of the same company and you had to move for that, then you should ask the person who initiated your transfer about cost of living adjustment. <S> If they say they don't make such adjustments, you can ask to go back to the city where you started initially. <A> You mentioned that you looked at the city average. <S> That's not really a good measure for comparing your salary to others. <S> First off, it's good that you narrowed down your geographic region to city. <S> Depending on where you are, looking at a city or a metro area will give you better ideas than looking at national averages. <S> However, you also need to look at your industry. <S> Some industries pay more or less than other industries. <S> For example, my salary is very much in line with people doing similar work at similar companies in my industry. <S> However, if I were to change industries, my salary becomes significantly below average, even in my geographic area. <S> Something else you need to consider is the complete benefits package. <S> You may have perks not available at other companies - educational and training opportunities, different (and better) insurance plans, corporate discounts (perhaps even on recurring purchases, like cell phone bills), commuter benefits, and so on. <S> If you're going to do a comparison, do a comparison based on all of the factors. <S> However, if you like your work and you're making enough money to live a suitable lifestyle, I don't think you should bring up the compensation concern so early. <S> However, you can bring it up at your next review cycle if it is still out of line with your research. <A> I think that because you have hardy got your feet under the table, I think you will have to wait another year. <S> Companies have these things at fixed times in the calendar.
| You do need to look at least at your region, since salary data can fluctuate throughout the country. Unfortunately, I don't see too much of a positive outcome in your situation, especially since you said you like this place/job and job change is not an option.
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Had job offer before being let go I had a job offer before being let go from a previous company. My question would be in future job interviews, should I tell them that a better opportunity came up or I was let go? It's a tricky question because I want to be truthful the same day I was let go I was going to resign. Just to give you more context, HR said company has a policy where employees are not allowed to give references. I was terminated without cause, it's more of mutual agreement since it was not what I wanted to do as a career and they figured that out. <Q> If I were hiring, and you told me the story that you were let go the same day you got a job offer, and it was not for cause, <S> I'd want you on my team. <S> It demonstrates that you were able to read the situation and take action accordingly. <S> That has a real value in business. <S> Be honest and tell them why you went searching for another opportunity to begin with. <S> If you can articulate how you saw trouble coming for the company, even better. <A> It all depends on the reason for your being let go. <S> Keep in mind this will most likely come out when they contact your references. <S> Either way you should work the event into your explanation. <S> Simply say so. <S> If you were dismissed for cause, and were looking for a new job before the final decision to fire you was made then that's a little trickier. <S> It's very likely that the new place will find out what happened, so you should preempt their queries to your former employer's office with an explanation that takes the edge off of the event. <A> If you were let go, because company was not performing as expected and was in financial trouble, it is not a big deal and happens to the best of us. <S> Companies fold and employees were let go, sometime all of a sudden, sometimes slowly. <S> All employers understand this. <S> On the other hand if you were let go due to something that you did wrong or not do, causing the company some harm <S> , that is a different story. <S> Because, when your old employer gets contacted for past position reference, they might say (in US this is highly unlikely as they are afraid of being sued) <S> you were terminated with cause. <S> If termination with cause is your case, you might want to state that at a future interview, instead of putting it on your resume like the Scarlet Letter, and provide an explanation why it happened, how you addressed the situation etc. <S> It might be taken as a learning experience and some employers may even like your honesty and a lesson learned.
| If the company was down-sizing and, knowing that you might be let go, you went and got a different job then that's fine.
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Everyone at work except me speaks another language I joined a team in London not too long ago and at that time the boss was English, so English was the language always spoken at work. However, the boss recently left and now all my remaining co-workers feel that it is easier to communicate in French. However, I don't speak French and feel excluded from the team. The only time they switch to English is when it is a topic concerning myself. I have pointed out previously that I would like everyone to speak English if it's not a personal conversation, and at that time it was agreed that English would be what we would all speak if it's about business. While this was briefly the case, it has now reverted back to French being the lingua franca of our team (no pun intended). I like the team otherwise and enjoy the work, but it worries me that I might miss out on important developments in the team, or just miss opportunities to contribute. How can I resolve the situation politely? I am unlikely to be able to find time to start learning French. <Q> When you're spoken to they will always speak in English, this is common enough (although uncommon in that you're in the UK <S> and they're speaking French). <S> At the end of the day this doesn't have to impact on your work, I live in a country where they all speak the vernacular, I know the language now, but didn't when I started. <S> And I work with teams in other languages including French. <S> Lots of people are in your situation. <S> There is nothing wrong with politely asking them to speak English if they forget or if you need clarification. <S> It's also an opportunity to do something useful for yourself. <S> When I first came here I didn't speak the language, I'm fluent now though. <S> But, and this is the thing, most people from overseas never learn beyond a few words even those here for decades and married to locals. <S> So I always speak English and overhear a LOT of stuff that is useful to me because they don't realise I understand everything they're saying. <S> It's quite amusing to listen to some of the things they say to foreigners secure in the knowledge that the foreigner doesn't have a clue. <S> It has been very useful for me anyway in many facets of life. <A> You are fighting an uphill battle. <S> Speaking a native language is so much easier that getting them to change is fighting a most basic human impulse. <S> You are in a bilingual workplace; people are going to speak the dominant language. <S> I'm not saying it's impossible, but your options are to either remind them constantly and become the office nag, or start learning French. <S> However, what you consider an aggravation may in fact be a great opportunity to learn a second language, the more so because you have people to practice with. <S> Many people learn a second language, but quickly become rusty because they lack practice. <S> But you are thrust into a situation every day where you have ample opportunity to practice. <S> An easy way to begin learning a conversational language is to start watching TV in that language. <S> At first with subtitles, but over time without. <S> Also, language learning software can be helpful since you have people to practice against. <S> If you are a white-collar / professional, you can probably make the case for spending 15 minutes of work time per day learning the dominant language. <S> Tell you boss it will have a dramatic impact on your ability to work with your coworkers and bring value to the business. <S> Finally, you may find that if you make an effort, your coworkers will reciprocate. <S> It is always endearing to people when outsiders make an effort to learn their language and culture. <S> If you make a little effort to engage them in their language, they may meet you halfway and engage with you in yours. <A> The other members of your team are comfortable conversing in French which is why they chose to use it when talking amongst themselves. <S> They are not trying to exclude you; French is their comfort zone and people like to stay within their comfort zones if possible. <S> In the same way, English is your comfort zone and you prefer using English to converse. <S> Have you considered trying to incorporate activities in your extracurricular activities to learn a new language? <S> This combines activities you already do with learning French to better communicate with your co-workers in a place they are comfortable. <S> For example, my favorite way to improve my listening comprehension and vocabulary in a new language is to find a TV show or movie and watch it in the foreign language with my native language as subtitles. <S> This helps pair the words I hear with the words I read. <S> Another way is to ask your coworkers if they could teach you a little French when you have downtime at work. <S> This builds a relationship between you and your coworker and gives you a different way to connect with them outside of group events and discussions. <S> Why do I ask if you can find a way to learn French? <S> It shows you are willing to bridge the communication gap. <S> People are more willing to assist or agree to a request when they see the other party is reaching out to them on their terms rather than issuing a proposal. <S> @Kilisi also makes a good point, this is an excellent time to start learning French yourself. <S> As our world becomes more diverse, a second language, even at a novice level, is a great tool to have professionally.
| When you ask politely if your coworkers can please use English because your French language skills are not yet on par with the conversation, they will be more understanding and sympathetic to your situation because you are trying .
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How do I promote myself so they will hire me at the end of my internship I'm currently graduating from school and I'm currently on my final internship that will finish my studies. After my studies I'd like to continue working for this company. However I'm not sure how to promote myself towards the company, telling them that they could really use my expertise. At this moment I'm interning as a Business IT specialist in a company that doesn't have any IT employees. I've heard my manager talk about the company wanting to expand in the IT department. Specifically in the area that would be perfect for me and would be close to being my dream-job. I'm very introverted so I tend to be quiet unless I need information for my project. In which case I could talk for days. In other words, I'm not shy. So sucking up the my manager is out of the question. Currently I'm doing a project for the company and at this moment the manager seems impressed at what I've designed/made so far and I intend to show off many more of my skills during this project. Even though my manager has signaled to expand towards IT, it is currently outside the expertise of the company. So even in this regard I feel like I could help to give them information. I know I'm inexperienced, but I feel like I would be able to make great improvements to the company. As for the company culture, it seems to be really open. Always innovating and looking for constructive feedback to improve themselves. So I feel that no matter what I say, as long as it's constructed I cant seem to offend anyone. I'll still tread carefully of course but this is the impression I seem to get. So how can I promote myself towards my manager/company to convince them that they desperately need me? <Q> The best way to get hired from intern/temp/contractor/consultant to full-time is not to promote yourself, but to demonstrate your worth to the company. <S> If you can say "I did 'x' which brought in revenue adding 'y' to the bottom line" or "I improved processes by implementing ' <S> x' which saved the company 'y' annually in labor costs" your chances of getting in are far better than vague <S> "they need me" arguments. <S> Even if they don't hire you, you have that mindset for your next interview and can demonstrate to your next prospective employer, something concrete and what real worth you will bring to their company. <A> Depending on how the manager has been mentioning that they wish to expand IT (specifically to you or to a wider audience), it could be that they are looking/waiting for someone to pick up the ball and run with it. <S> And perhaps hinting that they'd like you to do it. <S> Despite your perceived inexperience, this sounds like a great opportunity to make a real difference quite early in your career. <S> Generally, opportunities such as these do not come all that often - so I suggest you grab it with both hands. <S> Based on your description of the company culture and your own personality, it seems you merely need to present some ideas to the manager and take it from there. <A> If I was you , I would refrain from promoting myself. <S> As you said , they do not have an IT division and you are an intern. <S> You/the company do not objectively know what needs to be done to successfully execute the project. <S> As suggested by others, you probably need to work with an experienced IT team to understand the software processes better. <A> Summarise it into one page (because that's all they'll probably read) and move forwards from there. <S> Vagueish discussions are great to give an idea of things, but an implementable plan is much better. <S> I don't know your bosses but this would impress me, although being in the industry I'd read the whole thing. <S> Because it shows that you've put both thought and effort into it. <S> Can't guarantee I'd give you a job though, but it would boost your chances. <A> Keep in mind that many companies use interns as cheap labor. <S> They like to dangle the prospect of a permanent job in front of them to keep them motivated, but never intend to follow through with it. <S> When an internship is over, they just hire the next intern for the same position. <S> I am not saying that your company is necessarily one of these companies, but the possibility should not be overlooked. <S> You might want to check if there is anyone in your company which got a work contract after an internship. <S> Also look for traces left by any previous interns who disappeared after their internship was over. <S> When you find many ex-interns, but none which are still working at the company, then hiring you after your internship might be against the business practices. <S> In that case you might rather use your energy to start looking for a job in another company to start when your internship is over.
| Always keep in the front of your mind, the value you bring to the table and be able to quantify it. Best way is to come up with a written plan outlining how the IT could be improved and the steps you could take to do so.
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How can I determine if my manager is harassing me? My manager often walks up to my desk when I'm quietly working and says insulting things to me such as: How is your baby? Do you even know? Do you care? Why did you have a baby anyways? In my country a working mother is a protected characteristic it falls under 'family status discrimination'. There appears to be a huge rage of behaviors that fall under bullying/harassment. I was told by the worker's compensation board that it's not bullying or harassment because it's not threatening to my personal safety and it's not in public so it's not humiliating. Other definitions of harassment include any annoying, offending or distressing conduct. This was from other employment standards websites. How can I arrive at an understanding of whether my manager is actually harassing me? <Q> Harassment or bullying is normally a systemic, extended behaviour that causes emotional or physical distress. <S> If it's happened over a period of time, then it's certainly indicative of bullying or harassment. <S> Harassment (for example, sexual harassment) does not need to occur multiple times. <S> Bullying, however, requires evidence of multiple instances of the behaviour. <S> References here : <S> Workplace bullying is repeated, unreasonable and unwelcome behaviour directed towards an employee or group of employees that creates a risk to health and safety. <S> Workplace harassment is unwanted behaviour that offends, humiliates or intimidates a person, and targets them on the basis of a characteristic such as gender, race or ethnicity. <S> Times, places, what was said. <S> Written communication in particular is valuable evidence. <S> If at all possible speak to anyone who may have overheard the comments and is willing to be a witness for you. <S> I would suggest taking it to your HR department. <S> Use the words workplace bullying or workplace harassment . <S> These are very specific terms that carry a legal weight behind them. <S> If you have no joy with your HR department, then it may well be worth consulting a lawyer. <S> This is very definitely a sledgehammer approach, but it may be the only choice you are left with in the end. <S> But really, make sure you have as much evidence as you can. <S> Document, document, document. <A> How can I arrive at an understanding of whether my manager is actually harassing me? <S> That depends on what your goal is in this context. <S> If you just want to feel like others agree with you that you are being harassed, then you can continue to poll folks here and elsewhere. <S> If you want to file a harassment lawsuit, then you should consult a labor law attorney in your locale. <S> If you want to file a case with your worker's compensation board, then you need to contact them and ask what their appeal process is. <S> As you indicated, they already told you "that it's not bullying or harassment because it's not threatening to my personal safety <S> and it's not in public <S> so it's not humiliating". <S> So ask them what you need to do if you disagree with their ruling/answer. <A> How is your baby? <S> Do you even know? <S> Do you care? <S> Entirely inappropriate, and a decent HR department would turn that into a formal reprimand when reported. <S> The rest of the statements as you posted them range from merely none of his business to insulting and harassing. <S> I would definitely report this to HR. <S> Anyways, I feel that this is harassment. <S> You're most likely right. <S> If you ever get something in writing (emails etc) keep that as evidence. <S> Make note (note down) of every time he does this and present specific evidence to HR. <S> A decent HR will see that this is a workplace discrimination lawsuit waiting to happen and take swift corrective action. <S> Also do tell him to stop before. <S> Best done in writing (email) to create a paper trail. <A> I will assume that the manager was told clearly by the OP that his comments were profoundly offensive/unacceptable and that the situation has progressed far beyond anything that could be addressed between manager/employee on their own. <S> Obviously the manager's behavior was egregious but <S> what makes the situation utterly intractable is that going to HR or whatever "worker's compensation board" is, yielded a denial that it was even a problem ( <S> FWIW, I find that implausible and wonder if something more complicated is going on). <S> If the OP can't move laterally within the org, there really is no choice but to update the resume and get out. <S> Legal remedies are "on the table" for folks that want to effectively make it their life's work to force "justice" upon the employer. <S> The fact is, even in best-case scenarios, outcomes are indeterminate and payouts iffy. <S> The precise answer the question " <S> what is harassment?" can be looked up, but does it really matter unless legal action is being seriously considered? <S> All the OP really needs to recognize is that the boss is an asshole and HR is indifferent and/or incompetent.
| It sounds a lot like it is harassment and workplace bullying. Most importantly, if you haven't already done so, document EVERYTHING . Go to HR and lay this out.
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Pay fairness - grades and responsibilities I received a double promotion last year & received a pay raise, let's say for arguments sake I now earn $70,000.00 after this. My grade is now grade G, it was E. I had no opportunity to discuss my requirements. My colleague just applied for a new role which is a grade F, he managed to get $80,000.00 because he was able to discuss terms. How I know is not the problem, my colleague is working a job with less responsibilities, he escalates his programming issues to me and I work with the customer to resolve them - he does the same but is not quite as technical - I am dealing with things he can't for him. We've both been at the company the same time. How do I approach this at pay review? I feel pretty hard done by, I had the opportunity to apply for this new role but didn't because it was a grade below, I feel like I am getting a raw deal! Is this normal and how should I approach it? <Q> This is completely normal, but not well known because of the taboo surrounding salary discussions, at least in the US. <S> You always have an opportunity to discuss requirements, but it comes at the price of perhaps having to leave if your requirements are not met. <S> You can certainly ask for a salary review and increase, but you have less leverage as a current employee versus a new hire. <S> At the same time, you'll need to have reasons why you are worth being paid more -- simply comparing yourself to another employee will not convince your employer. <S> You can certainly call attention to the things you do better than your co-worker, but you'll have to do that without making a direct reference to another person's abilities. <A> Grades often have a salary range. <S> If you jump a grade you would typically come in at the bottom of the range. <S> The good new is there is room to give you a raise in the grade. <S> Grade pay will overlap but a $10,000 overlap between F and G seems high. <S> Yes they are most likely taking advantage of you. <S> Go in with an objective argument of why you think you deserve more. <S> They may have a max raise - so if you were at $63K the max raise may have been 10% but you would get the max raise until you got in the grade range. <S> But more likely they are just taking advantage of you. <A> You had your opportunity when you given the raise and promotion. <S> When presented with the promotion you were probably happy with it <S> I assume given you <S> didn't indicate you had issue with it then. <S> Now you find out that someone with less responsibility is making more. <S> You have several options. <S> Try and renegotiate now, given the information you have. <S> Wait until your next normal review to 'request' the higher amount. <S> Find a new job that pays what you want. <S> You are in a tough spot having found out what your colleague is making. <S> It is highly possibly that he had some leverage of some sort <S> (maybe the lower position is hard to fill etc.). <S> Also going back to the well <S> so soon after the promotion could cause problems. <S> Revealing <S> you know the salary could also be problematic. <A> Ok it sounds like someone from outside came into the role. <S> Typically they have more of an opportunity to negotiate than people do with internal promotions. <S> Get the idea that pay is fair out of your head. <S> Pay is never fair and never will be. <S> People coming in from the outside are subject to different market conditions than people already employed by the company. <S> People may have what you view as a less important or less technical role but how HR sees it may be entirely different. <S> His experience might look better on paper than yours. <S> After all they can;t know his performance until after he accepts the salary can they? <S> Someone coming at the highest level of his pay grade may not get a pay raise at all for several years. <S> Employees who have been there for 5 or more years are likely many thousands below the pay scale of a new employee because they can't get new employees to accept that level. <S> In any organization you can find many people who receive salaries you will not consider fair. <S> The problem is that your list would be different than mine and would be different than any other ten people you asked. <S> Fair is perception. <S> I would imagine there are people in your organization who think you are overpaid. <S> It is literally impossible for HR to set salaries for every person in the organization that every other person would think were fair. <S> You can ask for a pay raise if you want but having gotten a double grade promotion this year, it is highly unlikely they will give you a review. <S> What ever you do, do not base your request on what someone else makes. <S> That is almost a guarantee that you will not get a raise.
| Truth is there's no inherent fairness in how pay is distributed -- it's a combination of how well you sell yourself, how skilled of a negotiator you are, and how valuable your given skills are to your employer at the time you are hired.
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Asking for a pay rise when I don't have a clean employment record, but I've worked at my current organisation for nearly 5 years. An equal level colleague with no more skills and less experience in the industry, and only 2 years for this company is leaving. The job ad for his replacement went out with a salary range between 2 and 4k more than I'm paid annually. Considering I've more experience in the company, and industry in general, I feel this is unfair and I'm due a salary increase. Though my employment record isn't clean, due to some personal issues several months ago, I'm on a written warning for lateness. Is it just, for me to ask for a raise, to be on an equivalent (or higher) salary than that of the newbie that's going to be employed, or can/should/would my tarnished record affect this decision? I'm in the UK if it matters. <Q> You should always argue for a raise on your own merits instead of focusing too much on what your colleagues are doing. <S> In most offices, no two employees have truly equal responsibilities and tasks. <S> It's useful and by most accounts beneficial for employees and employers to be transparent about raises and wages, but the fact that a colleague at the same level is earning more does not by itself justify a raise. <S> Perhaps your (future) colleague will cover different responsibilities. <S> Maybe they want to attract people with certain knowledge or experience that you don't have. <S> They could be (thinking of) redefining the role. <S> When you ask for a raise you should justify it based on the value you've added to the company in the recent past. <S> That can be anything: meeting or exceeding business goals, reducing costs, increasing profits, managing well, obtaining a certification, ... <S> The salary range they advertised for your colleague <S> can be useful part of the information you should collect to judge your market worth and to adjust your salary expectations <S> but you never want to phrase a request for a raise as " He's going to make more than me <S> , that's so unfair! " <S> Even if it is. <S> I don't know your situation or the importance of this written warning in your organisation. <S> In some companies such warnings are used as a gentle reminder that you don't have flexible hours and shouldn't go overboard on coming in late. <S> In others this would be the lead-up to a Performance Improvement Plan or dismissal. <S> It's much easier if you can say that you've acknowledged their feedback, took it to heart and haven't been late since. <A> I would say you can ask for a raise. <S> As I read your question it seems your personal issues are a thing of the past, and you have improved your performance since. <S> However, the argument that you should be paid more just because a similar colleague is paid more than you is a weak one. <S> Instead try to put the focus on your experience, knowledge and performance within the company. <S> But do tread carefully as to not seem frustrated or jealous. <S> If however your current performance still is average at best, I would make it my first priority to impress the boss before asking the raise. <S> This would make you look a lot better during the talk. <A> You have a written warning. <S> Usually they come with a time period when they are expunged. <S> In the meantime you have a red dot on your forehead. <S> I would suggest behave and do not rock the boat. <S> The advertised salary has to take into account the current market conditions. <S> Perhaps there is a shortage at the moment in time - this will raise the salary. <S> It is best not to think too much about what others are earning. <S> If you think that you are receiving enough money for the job and are happy with the job - then things are dandy. <S> If not ask for a raise (but in your current circumstances this is not a viable option) or move on. <S> With a written warning - I would suggest it might be better to move on rather than being pushed.
| You might mention that you've seen the job opening and that you believe your added value to the company is likely higher than the fresh hire who has no experience in the company. If it's serious then yes, arguing for a raise is difficult.
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How to respond if a company disallows discussion of wages? Based on questions like this , what is a good recourse to take if a company handbook does disallow discussing wages? If you start a new job and the company handbook or policy says that you are not to discuss your wages with co-workers, what is the best way to handle that? (US Labor laws explicitly say that is something that can be done.) From this AskAManager question: The National Labor Relations Act says that employers cannot prevent employees from discussing wages and working conditions among themselves. The idea is that employees need to be free to organize, and preventing them from discussing these topics would prevent them from organizing. Is it better to just ignore the handbook? To challenge it? To follow it as long as conditions are ok and you're not considering a union anyway? To point out that the policy goes against labor law? And if it were to be challenged, what is the best way to approach that? I'm pretty sure that doing it as a new hire is not the best time or place. <Q> The lovely thing about employee "guidelines" is that while not officially enforceable, disobedience is punished through scrutiny on other matters. <S> So, while discussing salaries may not be officially punished, your comings and goings, the quality of your work will be put under a microscope and they will find other reasons. <A> Its very interesting that the NLRA states this specifically. <S> Over my career, I've never discussed wages "in the workplace" outside of the manager/employee scope, which has led of some very interesting results. <S> For example, I had one consultant working for me whose company was being paid over $100 an hour for his services. <S> After I left the position, I found out his actual paid hourly rate from his company was less than $30/hour. <S> I bet he wished he discussed it! <S> On to the answer. <S> If you have a legitimate concern, and you feel that unionization is a potential avenue to address the concern, invoking the NLRA is an option. <S> Otherwise, I wouldn't discuss wages in the workplace . <S> While it may benefit you to know if you're being fairly compensated, the discussion almost always leads to animosity in the workplace . <S> Instead, I would have the discussion outside of the office. <S> A company can regulate what it feels is professional conduct in the workplace (dress-codes, not racial epithets, etc). <S> However, you can talk about whatever you want outside of the workplace. <A> Legally you can talk about salary. <S> As a practical point is is usually not in your best interests to do so if the company discourages it. <S> If you want to try to change the policy to be more transparent, you will need to build a business case for why the change is needed. <S> It is highly unlikely that you could do this as a new employee unless you are the CEO or Head of HR. <S> If you feel strongly about this and want to do so after you have some credibility in the the organization, then you need to develop not only a business case, but you need to develop political capital in the organization and work to get allies so that when you make the presentation, you know that you have supporters. <S> Be aware though that in a company where salaries are not currently transparent, it is a very hard sell because there is close to a 100% chance that they are drastically underpaying some people and possibly people of a particular category such as women or minorities who could win a class action suit if this information were to come to light. <S> Government positions tend to have published salaries (of course they are often lower than what a person can negotiate in private industry). <S> The chances of driving change in this area are fairly low, so go where the policy is already in effect.
| If this issue is so important to you, I would suggest that you reduce your own employability by only looking at places where salary can be openly discussed.
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Can an employee refuse a 1-to-1 meeting? A member of my team, reporting to a deputy, is refusing to attend regular 1-to-1 meetings (which otherwise are standard practice across the whole team). The only reason she offers is "my union say I don't have to" - although no specifics are offered (i.e. applicable legislation). The same employee has refused to participate in the last annual professional development exercise. I'm tempted to say that 1-to-1s are a vital part of an employee's work, are necessary to ensure everyone's able to work on the right things, in the right way and ultimately a reasonable management request which will be a disciplinary issue if she continues. Is this approach unreasonable? <Q> I would suggest you ask the union rep and Human resources rep about this in a meeting and ask what might be the basis for making this claim and what you need to do to make it possible for her to attend the meetings. <S> You might need to meet first with your HR rep before inviting the union rep to the meeting. <S> Once you have agreement between the Union and HR, I would invite the rep and the employee to a meeting with HR to discuss what can and can't be required of the employee in terms of meetings and professional development. <S> If the Union rep and HR are in a agreement as to the things the person can refuse to do, then this meeting should make it clear to the employee what her limits are and what will get her in trouble as far as performance. <S> Having the union rep at the meeting already would take away her excuses. <S> If on the other hand, the union rep says this behavior is ok (and please get him or her to cite the relevant contract clauses), get the union rep to tell you what you can do to remove the obstacle. <S> Do you need to have a third person present? <S> Do you need to replace in person meetings with emails? <S> What? <S> Again once you know what you can ask of the employee, have a meeting with all the relevant parties. <S> When you end up meeting with the employee, see if you can find out why she objects to one on one meetings. <S> Is there something you can do to make her more comfortable? <S> Follow up your meeting with a written confirmation of what was said and what the employee will be expected to do to be considered in compliance. <S> Reference this document if she continues to refuse and then use it to start the process of documenting her performance issue (refusing to do valid work related tasks is a performance issue). <S> Just because she is in a union doesn't mean she can't be fired for cause, it means you have to carefully document what you do and don't skip any steps along the way. <S> Your HR should be familiar with the necessary steps that the union has agreed to. <A> When she offers "my union say I don't have to" then ask for the name of the person in the union that told her she does not have to. <S> This sure smells fishy to me. <S> Talk to the rep and ask for the basis for refusing to attend the regular 1-to-1 meeting. <S> If that does not resolve the issue then get HR involved. <S> You don't want to get into a dispute with the union without knowing where you stand. <A> A one-to-one is there to talk about problems either way, in order to improve things. <S> It is quite possible that you don't have to participate in a one-to-one, but unless everything you do is absolutely perfect, you are losing out. <S> It would be quite possible that an employee regularly does something wrong which could be fixed very easily with very little actual effort. <S> Not participating in a one-to-one means that this doesn't get fixed. <S> So the manager can only act on it when things get really bad. <S> What if the salary for the next year is discussed? <S> Imagine a conversation where the employee is told "sorry, no raise for you because your work had certain faults". <S> Employee says "but you should have told me about those faults", and then they are told "that's what you are told in a one-to-one". <S> Edit: Some comment says "this doesn't answer the OP's question, and will attract downvotes". <S> The OP's stated question is "can an employee refuse a 1-to-1 meeting". <S> The OP's real question is "what can I do when I want <S> a 1-to-1 and the employee refuses and says he has the right to refuse". <S> With my answer it is obvious that the OP can tell the employee "If you refuse to have a 1-to-1, it makes my life more difficult, but it may also have considerable disadvantages for you. "
| You should have a union representative (rep). If someone refuses to do one-to-ones, they give up on chances to improve things.
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How can I ask my colleagues to do something? I am 20 and student and I work part-time in a medium-size company. I don't have very specific job there. I am computer guy there and I do everything that somehow relates to computer there. I don't have any problem with jobs assigned to me, but when I have to ask someone for his/her co-operation there comes the problem. For example, one month ago I had to prepare some educational and advertising video clip about our industry for my company and I suggested one of our girls at office to my boss for doing narration on clip and he agreed. I asked her politely to do that. Doesn't work. I told her that I'm gonna be penalized if I don't finish clip in time. Doesn't work. Anytime I ask her to do the narration, she said that I'm tired, I don't have time and things like that. At last I penalized for the delay and then she narrated the clip the next day. She is not evil and she doesn't have any problems with me. She didn't feel responsible for doing the job therefore she doesn't hurry to do the job quickly at time. That was for one month ago. This month I am designing mugs for our office for each one of us with company logo at one side and each one's photo and name on the other side. I asked everyone to give me their photo with high quality just today. But I have the feeling that this job is going to be like the clip one and everyone doesn't care about their photo and don't give me photo at all or sending me their photos late or in best situation low quality photos. Maybe it's because I am the youngest guy there they don't get me serious or maybe because I ask them too politely or etc. What I am asking is how can I ask my co-workers for something that I am responsible for it? Edit: Thanks for your answers. The thing everyone tells me is go to your boss and explain to him the situation. But my boss just told me that it's your own job and you should learn how to handle with your co-workers, how to ask people to do something it's important to you, you have to treat everyone the way they co-operate and things like that. So maybe that's it. I have to learn how to manage negotiating my colleagues. Edit 2: It worked! I had to prepare the photos until Thursday. But I told everyone you can only give your photos to me on Monday and on Monday night I send two images of flowers to anyone who haven't got me their photos yet and asked them which flower do you like on your mug. :) Tuesday was incredible. Each one of them gave me their high quality photo when I get to office as soon as they saw me. <Q> If their boss doesn't agree that they should make your request a priority and get it done by the deadline, then you need to explain to whoever gave you the task that you won't be able to get it done as expected and why. <S> This should be done as soon as it seems <S> like there's a problem, so you can work together to come up with a new plan of how to get the task done. <S> Keep in mind that just because something is your highest priority doesn't make it the highest priority for everyone else. <S> It is good experience to learn how to negotiate deadlines, recognize when you're 'blocked' from being able to progress and adapt to the situation. <S> If you told your friend you would be at their house for dinner at 7 PM, and a tree falls across the road in front of your car, do you just sit there and stare at the tree wishing it would move or do you take another route and call your friend to let them know you will be late? <A> First, don't take it personally. <S> It might be because you're young, but I suspect it's more likely that the task isn't a priority for her manager, so it's not a priority for her. <S> And maybe, in the grand scheme of things, this project isn't as high a priority for the company as the tasks she's been assigned. <S> Here's my recommendation: When you need someone else's co-operation to accomplish something, first go to them, explain what you need and why you need it. <S> Explain why it's important for the company (or at least why it's important to your boss). <S> Ask if they will be able to do it, and when. <S> If they say they can't do it, go to your boss and let them know. <S> Not as a complaint, though. <S> Just explain "X said she's unable to help with this, so what's our backup plan?" <S> Alternatively, if they say they will do it, but after a few reminders it's not getting done, go to your boss. <S> Again not as a complaint. <S> Say something along the lines of "I think X has too much on her plate right now to do this". <S> After that, one of the following should happen: <S> Your boss will decide it's not that high a priority after all. <S> Your boss will speak to her boss, and they will negotiate the priority of the project so that she finds time to do it. <S> Your boss will suggest someone else to do the task. <S> Your boss will tell you to keep trying to get X to do it, but at least he will be aware of the reason for the delay. <S> As for the photo, why don't you just ask if you can take a picture of them there and then with your smartphone? <S> Over and done with. <A> It's best not to involve others in your tasks unless it's absolutely necessary. <S> They don't have much incentive to take time out of their jobs. <S> In the case of the photo's I'd get the company camera and go around taking photo's rather than putting the onus on staff to give you one each. <S> It's your task, not theirs.
| You don't have the authority to get your coworkers to change their priorities, so if they don't respond to your request and the work is important, you need to get someone who does have the authority to alter your coworker's priorities for you.
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How to respond to the interview question, "do you know anyone who works for us?" What are they trying to find out when they ask this? <Q> Quite simply, what they're trying to find out is whether you know anyone who works for the company. <S> But I suspect you're more interested in why they would want to know this. <S> Depending upon your relationship with someone who already works for the company, company rules may prohibit you from working in the same department/group. <S> Think of it as an internal reference check. <S> If that person referred you to the company/position, they may be eligible for a referral bonus. <A> Pretty much what was asked. <S> I don't think there's any manipulation or secret mind game with this one, but the company may have an incentive program for employees who bring on other employees that stay for a period of time. <S> An example: a few years ago, I had a brief stint at a market research firm. <S> If I told a friend about it, the friend was hired, and the friend stayed on for 3 months, I'd get a bonus. <A> Another reason not touched on by the other answers but certainly valid is: to understand more about why they want to join <S> If they have some knowledge of the company culture and working practices and want to join then there is a better chance of them fitting in than a random stranger. <S> Team fit and culture fit are very important concepts when hiring, as they increase retention considerably, and also tend to add positively to team morale. <S> Both of those provide measurable cost savings for most companies I have worked with, and are core team metrics where I currently am at a large multinational financial organisation.
| They may want to ask that person questions about you and how you are as an employee/colleague.
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Giving out unwanted items to colleagues at work When I buy anything new I don't like to just throw away the old item unless it isn't usable. Would it be considered strange or bad mannered to take my unwanted items in to work and ask colleagues if they would like them? An example would be a sugar bowl which was never used but replaced due to it not fitting in with our current scheme. <Q> These are things like programming books etc. <S> that they do not need anymore. <S> Instead find a nice place to donate it around you or a website that specializes it peer to peer local items. <S> Keep your work life professional. <A> In my experience (tech companies of various sizes, US): <S> People either leave it in the lunchroom with a note or keep it at their desks and send email. <S> Items left in the lunchroom usually get removed (if not claimed) in a day or two. <S> Don't let your unwanted items overstay their welcome in public places. <S> Small gadgets <S> that are still useful <S> (e.g. you upgraded your Roku player) can be treated similarly. <S> Large gadgets <S> (e.g. you upgraded your TiVo) are generally offered via email or wiki post or lunch-time conversation and brought in only if someone wants them. <S> Housewares and personal items (like clothing) <S> pretty much aren't offered in most places. <S> A coworker did once bring in a candelabra, accompanied by a note with an entertaining story about how he came to be trying to pass it along to a good home, but it was unusual. <S> And I once brought in a new EFF t-shirt that was the wrong size for me, because the EFF is a widely-supported organization in that workplace. <S> Exception: if your company is small and informal and has lots of people who are just getting established in life (e.g. furnishing their first apartments after graduating), this could be ok. <S> If you don't know, though, I'd wait to see what other people do first. <S> Very occasionally, larger amounts of other items and larger items (like furniture) are offered via email. <S> For example, a coworker once inherited a relative's large collection of SF paperbacks, didn't want them personally, and thought others would be interested because we talked about SF a lot. <S> This was a "you're welcome to come to my house, look through boxes, and take away anything you like" offer. <S> Only offer to pass along things that you can reasonably believe your coworkers would find valuable. <S> Otherwise, there are charities that will be happy to accept donations of usable items and put them to use helping other people. <A> This would not be normal in my experience. <S> If in a conversation it came up that I have a sugar bowl to get rid of, then maybe I'd bring it in on request. <S> But really it's more normal to bring in consumables. <S> So I often bring in avacados or bananas when my trees are ripe, since there is too much for my family to eat. <S> One of the guys here brings in mangoes in season and stuff like that. <S> One chap brings in home smoked fish (smoked with mango wood) on occasion <S> but he sells it to us very cheap and has express permission to do so. <S> But it would be weird if someone bought in knick knacks on the off chance someone wants it. <S> In a small company with a tight team it might be fine, and I have never seen it expressly forbidden. <S> It's just unusual. <S> Normally you would donate it to charity or have a garage sale, or give it to family or something, but not take it to work. <A> You can do it <S> but there us a right way to do it. <S> Something not mentioned in other answers is how you go about advertising the item can make all the difference. <S> Leaving it laying around with a note could be frowned upon in some environments. <S> My work place and a few before have started a Buy and Sell group on what ever convenient communications platform you have. <S> It can be a email group or what ever. <S> The rules are: Opt-in only, No spam to all staff <S> 1 Email advertisement <S> per-item Exchanges are done outside of work hours By joining Buy and Sell group you acknowledge that Company xyz is not responsible for {legal terms} <A> Many companies already have a mechanism for that. <S> Some Slack channel, forum, sharepoint etc. <S> for private employee to employee sales, trades, and give-aways. <S> If your company is big enough I would run this suggestion by HR. <S> It's typically a win-win, and in most cases almost free to implement
| How acceptable this is correlates with how likely those specific coworkers are to be interested in the item. For somewhat work related items, I have seen people put the stuff on a table with a sign that read something like "Free to a good home." However, work is not a thrift store, and I think it would be frowned upon to bring in home goods in that way. Things that are work-related and still useful (books, laptop bags, keyboards, etc) are offered fairly routinely. Items can be brought in but not put on display Leaving a item in a shared space could cause some people to get upset.
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How not to get sucked into a game of 3 managers? I got into a tricky situation at the office. First, let me explain the people's chain:Me -> Manager A (my direct almost-ex-boss) -> Manager B (my manager's manager) -> Manager C (boss of the other two managers). My direct manager(" manager A ") is leaving and his position is open now. When managers A and B announced this news, they said that they've found a replacement and that person will step in soon. He and his manager(" manager B ") are aware of my intention to take on a managerial role. I asked them if I was considered at all and the manager A replied that there's a plan for me in the next 6 months. He encouraged me to talk to manager B and get details from him(since manager A won't be here by that time). I did talk to manager B and he was very vague with his explanations. He said, he knows I am looking forward the new role but he can't promise anything and he has no plan yet. Maybe, next year. Maybe. Now, I had a smalltalk with a boss of manager B - " manager C ". He has an impressive career and I asked him for career advice. He suggested that I apply for my direct manager's position even though I might not get it. IMO there is really no point in doing so because the replacement is found - I said to him. He was surprised that there was no fair competition because "it's not finalized and everyone should have a chance to apply". According to his words, it's worth applying in order to let HR & everybody know that I am interested in that kind of position. Overall, all three of them seem to be on completely different pages. I am concerned that I got involved into their games unintentionally and would like to get out of them. Questions: Should I still apply for the open position? This can bring some misunderstanding and trouble from my managers chain. Should I worry about opening the surprising information to manager C(that somebody got hired without going through the regular process)? Any other advice would be greatly appreciated. Thank you in advance. <Q> A very similar situation happened when I worked in Human Resources at the state university in my city. " <S> Manager A" discouraged a person from applying for the position he was leaving because the "Big Boss" (Manager B) had already chosen someone to replace him. <S> "Biggest Boss" (Manager C) was actually aware of all this (as I suspect your Manager C is actually aware as well--I would be surprised if he really doesn't know what's going on under his nose, meaning that someone has already been chosen to replace Manager A). <S> The person went ahead and applied for the position anyway. <S> She didn't get it (as expected) <S> but Manager C was VERY happy she had applied for it, because it was really the only way to be sure that this person really wanted to move ahead in Human Resources. <S> She received the very next promotion available. <S> You are not actually going behind anybody's back by talking to Manager C, because it's reasonable to assume he knew someone had already been decided upon for the managerial position. <S> All you need to say is, "I'm applying for the job to show Human Resources and high level management that I want to move ahead. <S> And it never hurts to get practice interviewing for a managerial position. <S> " <S> Don't let anybody pull you into gossip mode-stay professional in your verbalizations and you will be fine. <S> If Manger B asks you why you spoke to Manager C, tell him the truth--that Manager C has had a wonderful career and you thought he could give you good advice. <S> Leave it at that. <S> Good luck! <A> Should I still apply for the open position? <S> This can bring some misunderstanding and trouble from my managers chain. <S> Yes, you should apply. <S> There is no harm in showing your interest in taking on a managerial role (and indeed you have already done so informally). <S> The disagreement between managers is not something that you should worry about. <S> You haven't done anything improper. <S> Should I worry about opening the surprising information to manager C(that somebody got hired without going through the regular process)? <S> You did not set out to reveal anything about your bosses: you assumed that Manager C was aware of what was going on, which was a perfectly valid assumption. <S> If the lower level managers were relying on keeping the hiring decisions secret from him, that is dysfunctional. <S> Note that manager C has already given you a good reason for applying, even if it is true that the job is not really available: to register your interest in this type of position. <S> So applying for the job doesn't necessarily contradict what they previously told you. <S> Given that you already discussed this with managers A and B, I would let them know that intend to apply, and give this reason. <S> While it is not impossible that managers A and B will be annoyed at you over this situation, you should not worry about this. <S> The fault is theirs, not yours. <S> And, should this lead to any conflict, you appear to have their boss on your side. <S> Any other advice would be greatly appreciated. <S> You seem to be in a workplace that is somewhat dysfunctional (like most of them!). <S> Don't get sucked into such things. <S> Resist it whether it is to your benefit or your detriment. <A> Should I still apply for the open position? <S> This can bring some misunderstanding and trouble from my managers chain. <S> As far as you should be concerned, there never really was an open position. <S> There's nothing wrong to see if you were being considered to be his successor, but once you found it that you weren't, you should have left it alone. <S> Manager A didn't really expect you to go to his boss - and if he did, he's doing it because he already knows what the answer would be. <S> It only makes you look bad if you push back at this point. <S> Thinking that there is one and voicing your thoughts on this will not only eliminate your chances at a management job at your current company, it may actually get you fired as well. <S> Drop it NOW! <S> Should I worry about opening the surprising information to manager C(that somebody got hired without going through the regular process)? <S> I don't think you understand how companies work. <S> If you were ready for the job or if your boss' boss thought you would be ready within six months, you would have been the one that was selected to replace him. <S> He would not have had you wait six months because he knew by then <S> the job would have already been filled making the whole conversation moot. <S> The fact that the job was already filled is actually how most companies work - it's called "succession planning" - <S> that's how companies normally do it. <S> Any other advice would be greatly appreciated. <S> Yes - if you want a job in management, find another job; this place isn't the one where you will get that chance for the foreseeable future (if ever).
| The best way you can act in this situation is for you to be completely above board in all of your dealings, and assume good faith on everybody else's part.
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Europe - Usage of the T-V distinction (Vous / Usted / Sie) In most western European countries, we have a form of politeness to adress either customer that we have not worked for a long time with or senior management : Vous / Usted / Sie (respectively French, Spanish & German ) also known as T-V distinction . Due to globalization and English as its lingua franca, the Vous / Usted / Sie is slowly getting replaced by the You , which can be translated to Tu / Tú / du . I had this conversation with several colleagues over the years. Some are adamant that we should stick to T–V distinction because it will implicitly makes the customer feels , that we are only acting in a commercial capacity , implcitely shielding us from harassement from the customers by reminding them we are not their "friends", which can be mistaken with Tu / Tú / du and its familiarity. Mine and some others ex-colleagues/friends have evolved, thinking that regardless, of using the T–V distinction, it will make no difference, and that if the customers feels he is right about something, he/she will do what is necessary go what him/her heard, even nagging you the hard way.We'd better make the customers feel heard and respected but keeping a friendly distance nevertheless (e.g Marcus Aurelius) regardless of using Tu / Tú / du or Vous / Usted / Sie . Having dealt with customers, some easy, some just plain terrible, I know I'm right but I have a hard time explaining it in a really short way. If you have in any way something shorter than what I wrote above, to explain it to my current colleagues/junior staff, I'm all ears. <Q> I'm from the Netherlands and we are not the most formal people in the world. <S> Our neighbours in Germany are very attached to the proper use of Du/Sie and also their titles (like Dr.). <S> In Holland, not so much. <S> You start out usually with the 'polite' form, but a lot of times, people actually say: please, use the 'you'-form. <S> I actually agree with you, I think how you address someone doesn't necessarily relate to how professionally you treat them or how they will treat you. <S> But, I do believe that this only works if people think about this the same way as you do. <S> There are some more old-fashioned people who do not like to be you-ed <S> and they might feel uncomfortable. <S> If I know this is the case, I won't force it :) <A> I have to second your opinion, but personally, I would say it also depends on the business culture. <S> Some startup companies may choose to drop the T-V distinction in all their business communication for the sake of sounding more personal or even "modern". <S> At the same time it's a question of the target audience - especially a younger target audience may think it's old fashioned to use any T-V distinction. <S> From a language viewpoint, the usage of the T-V distinction isn't necessarily a sign of politeness or distance. <S> It can even be used the other way to intensify an insult. <S> The most famous example (in Germany) beeing the sentence: " <S> Mit Verlaub, Sie sind ein Arschloch, Herr Präsident! <S> Translated (without T-V): <S> "With all due respect, Mr President, you are an asshole." <S> So I would strongly doubt that it has any other use then <S> the one described in my first paragraph - especially not to keep a distance to aggresive/ annoying customers. <A> As the others have already said, it depends quite a lot on the actual country: there are cultural differences between France, Germany, Spain, etc. <S> I can give you a bit of insight from a French and German point of view, as I work with both these languages. <S> 1: <S> "Vous" and "Sie" are not necessarily polite forms: they're also plural pronouns ("vous" is plural "you", "Sie" is "they"). <S> That can be important depending on context: when you contact a customer, do you speak to them personally, or do you contact one person who is, in fact, just the "face" of the company for you? <S> 2: In doubt, wait for the customer to set the tone. <S> If you use "tu/du" and the customer answers you with "vous/Sie" that means it is the way they wish to be addressed to, and you should listen. <S> Forced "tutoiement/duzen" can seem really unnatural to some people. <S> As a rule of thumb, it is always less awkward to start on a formal basis (vous/Sie) and then evolve to a more informal tone. <S> Finally, don't worry too much about it! <S> It's a grey area even for native speakers, and if really it becomes an issue, best thing left is to ask: "Excusez-moi, pouvons-nous nous tutoyer ? <S> " <S> "Entschuldigen Sie mich bitte, aber könnten wir uns duzen?"
| It's a very culturally dependent thing, I guess. It's perfectly possible to drop the T-V distinction and still maintain a professional working relationship/distance. If you are talking to the whole company through that person, then I would always use "vous" or "Sie".
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How to Represent My Company on my Resume? For 10 years I ran a small SEO company (ABC SEO). I had roughly 100 clients in those 10 years (not all at once). Each client was different ranging from Lawyers, accountants, crafts, plumbers, consultants etc. How do I list my ABC SEO on my resume? Do I simply list it and then bullet point all the things I did for all my clients over 10 years? Should I somehow explain that this company was an SEO company providing SEO services for other clients? Also how do I breakdown the responsibilities? By client or by skill area? Thank you. <Q> Summary: Emphasize how that experience can benefit your next employer. <S> I assume you're not looking for another SEO job. <S> Should I somehow explain that this company was an SEO company providing SEO services for other clients? <S> Yes, that's a good start (as Joe Strazzere already said). <S> Be specific. <S> This is tricky, because it can easily be resume yada-yada: "good communicator," "hard worker," "perfectionist," etc., don't help much. <S> If you managed others, and you're looking for a management position, emphasize what you did to be a good manager. <S> If you're looking for a position as an individual contributor, focus on what made you a good one. <S> If you were a jack of all trades, show off your versatility. <S> the benefits your clients enjoyed. <S> If you can, quantify your clients' financial benefits, in dollars / Euros / whatever, or in percentages of growth. <S> Don't bother with increases in traffic, hits, or page rank. <S> the relevant skills that could be important for your next job. <S> This could be technologies, tools, sales and marketing, business process experience, whatever. <S> Also (stating the obvious): If you had another job while you were doing SEO, say if your business was full time or part time. <S> Specifically, say something like "on nights and weekends," or whatever you did to do both jobs well. <S> Explain what now attracts you to working for someone else, instead of working for yourself again. <S> Be positive, and speak to your next employer's interests. <S> Bad example: "I want a steady paycheck. <S> " <S> Good example: "I want to take on bigger projects than I can handle by myself." <A> How do I list my ABC SEO on my resume? <S> Do I simply list it and then bullet point all the things I did for all my clients over 10 years? <S> You don't list all the things you did for 100 clients over 10 years - that's serious overkill for what a potential employer wants to know. <S> If this company isn't well known, you could also list a one or two-line summary description of the company. <S> Should I somehow explain that this company was an SEO company providing SEO services for other clients? <S> Yes. <S> That would be the one or two-line summary. <S> ("provides SEO services for small-to-medium sized corporations in the metropolitan New York area") <S> Also how do I breakdown the responsibilities? <S> By client or by skill area? <S> No new employer cares about which responsibility went with which of the 100 clients. <S> Just summarize your overall responsibilities. <S> Overall, there's basically nothing different about listing this company than any other company you have worked for in the past. <A> I would break down the responsibilites by skill, or rather your functions: "Analyzed SEO for competitive businesses" , etc. <S> Otherwise you will have duplicate entries where jobs required similar work. <S> And if you did some one-off for a client that isn't very germane it will be easier to leave off. <S> When I read a resume I am looking for all the matches between a set of skills and the demands of the job I am hiring for.
| I recommend you show: the strengths you brought to your SEO work. You list the company, your title, the dates, and a summary list of the kinds of things you did.
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Telling something in a face to face interview which was omitted during a telephonic interview Recently when I had a telephonic interview, the interviewer appreciated me for my knowledge on myriad technical fields that are indirectly related to the job. Shortly after, When he asked about android development I didn't mention that I have some prior experience and was open to learn. However, I think the reason why I didn't tell about my knowledge on android experience is because it is no where related to my education (I learned android all by myself just like many other technologies that I've told him before) and felt it would somehow create an impression that I would be overqualified. Nevertheless, The interviewer called me for another face-to-face interview. And I would like have some inputs on how do I approach this matter without creating an bad impression. PS. I am a student and this would probably be my first job to gain experience in practical scenario. <Q> But I doubt that this is the case. <S> When the interviewer asks you if you have knowledge in some field, this field is probably important for the position you are applying to. <S> So you probably shouldn't have pretended to know nothing about it. <S> I probably wouldn't be so offensive to start the upcomming interview with an akward confession that you do have some experience in android as you just remembered. <S> But if the the interviewer asks you again about this matter you could explain to him that you fiddled a little bit with android in your free time. <S> If he asks why you didn't tell him this before in the phone interview, you could explain that you didn't work professionally with android and that you didn't want to appear pretentious. <S> Portray it as false modesty on your side. <S> Still this part of the interview might get a little akward. <S> But it is most likely in your best interest to make all your skills clear right at the start or else this will lead to akward situations later down the line. <A> Just mention you have a bit of experience if they ask again <S> , it's not something that will lose you a job. <A> When you go in for interview, at some point the word "Android" will come up. <S> You can say, "Yep, like we discussed on the phone, I've not had any formal schooling in it, but I have poked around and experimented with it. <S> Here's what I've got..." at which point you basically whip out your portfolio! <S> Show off whatever apps you've made on your phone and offer to give him links to where (if applicable) on android store or github he can look to download it.
| If you think that your knowledge in android lowers your chances of getting the job you can just continue pretending to know nothing about it. As a student, no one will be expecting a great deal from you, you may have dabbled in a bunch of technologies, but unless you have 'real' experience or certification then it's not really important beyond showing your basic knowledge.
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Will I be terminated if I give notice? I recently received a new job offer, which I would like to accept. However, I feel pretty confident that if I give my two weeks' notice, my current employer will let me go on the spot. I can't afford to lose two weeks of pay. Should I give notice? Could I collect unemployment if they immediately terminate me? I live in Wisconsin. Any advice would be helpful. <Q> I feel pretty confident that if I give my 2 week notice they'll let me go on the spot <S> and I can't afford to lose 2 weeks of pay. <S> I'm not sure if I should choose not give 2 weeks notice <S> You might choose to talk with your new employer ahead of time. <S> Tell them that you are about to give your 2 weeks notice and that you are concerned that your current employer will let you go on the spot. <S> Ask them if you could start sooner, should that happen. <S> Then give your 2 weeks notice and proceed accordingly. <A> Your biggest indicator is what has happened with other people. <S> In my experience in these cases people were walked out on the spot, but still paid the two weeks. <S> Do you have any accrued paid time off or sick leave <S> you will be owed? <S> That might help with the gap. <S> Also, does your company pay to the date or is pay deferred a week, so in other words if Friday was your payday are you paid for this week or is the paycheck for some previous time period. <S> All these may help. <S> I am paid every other Friday for the 2 weeks that ended one week prior. <S> This is more common in hourly shops where it takes time to process timesheets. <S> You can approach the new company, but often times it is a lot of work to set start dates (depends on size of company and bureaucracy) so they may not be able to accommodate, be prepared. <A> Do not give notice unless it is unambiguously clear that the notice will be respected. <S> Simply leave on your last day. <S> You can only claim unemployment if you were "laid off", in other words let go for budgetary reasons, which is not the case here. <S> Also, applying for and receiving unemployment is humiliating and time-consuming. <A> In one case, the manager thought it was "ok", but HR had him escorted out minutes later. <S> Re: Unemployment <S> , I'd think that's not valid <S> "cause" for termination, <S> so you could probably try to apply, but there would be a gap before you could get paid. <S> (IANAL) <S> My experience is for another state, I don't know Wisconsin unemployment policies, but for my industry, the employees have times where there is forced short-term unemployment, and they're able to get a check from the state for about 25% of their lost pay.
| I've witnessed several situations where employees who were going to competing companies were shown the door right when they gave their notice. If you have any reason to even suspect your employer would fire you for giving notice, then do not give notice. Since you have a job lined up, you would probably not qualify for unemployment anyway, but in any event it would probably not be worth it just to try to collect two weeks worth of unemployment.
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Should I mention that I wanted to try freelancing but realised it was too difficult? I have a degree in Business Administration. I have one year and a half of experience as an accounting analyst (where I live -not USA- people who have a degree in business have accounting jobs). I discovered programming and liked it very much. I decided to change careers. My plan was to leave the job I had as an accounting analyst and learn programming on my own to become a freelance web developer. I resigned, started learning programming but realised freelancing was difficult (especially if you have never worked as a programmer). I started studying Computer Science at university and now I am looking for my first programming job (where I live people work full time and study at university at the same time). There's a gap of more than one year where I was self learning programming. I made two websites that I uploaded to my personal website. My question is: How can I describe that gap where I did not work because I was self learning programming? Should I tell my original plan (self learn programming, then start freelancing, realised freelancing was difficult)? What is the best way to tell this? Do you think I should get an accounting job now (because my work experience is related to that and because having no job is bad) now and then, in the future, change to a programming job? I have no expenses, I like with my family. <Q> In your interview you need to portray your original plan as spirited and driven but ultimately naive. <S> You don't want to use the word "hard" in an interview. <S> As you gained more experience from your self-studies, you realized that your original plan was flawed and you would need more formal education in order to meet your end goals. <S> To this end, you have enrolled in a university and are back on track to become a programmer. <S> At this point, you feel you would benefit from more hands-on experience before attempting to again "break out on your own". <S> Hence, the reason you are looking for a new job. <S> A description of what you did during the time as well as an introspective review of your year of unemployment will show that you were not just sitting around during this time frame. <S> More important, it will also show that you learn from your mistakes and adjust plans in order to meet end goals. <S> Self-determination is desirable in the workplace but foolhardiness is not... <S> so you want to attempt to portray yourself as independent and self-reflective rather than idealistic and whimsical. <A> I would never mention anything that wasn't successful. <S> I would say I was studying or just say I was staying home helping a family member during which time I did what I could to learn developing. <S> Your explanation comes across to me as long winded and unproveable (you have no certifications, and two websites is not much) and therefore pretty irrelevant. <S> You're going to be applying for a starter position, this sort of stuff is not as important to the interviewer as what experience you have. <S> So I would push the experience angle. <S> It's generally a good idea to be in constant employment, but if you have no expenses <S> it's up to you. <S> It looks better on a resume, and employers prefer it for many reasons. <S> I'm not sure I would want to employ someone with no expenses, it means that my major hold on them (pay) is less important, so I need to motivate them another way and discipline might become an issue in the future. <S> For this reason I never take on the kids of well connected, wealthy families here (third World) because they don't care about the job in the same way. <A> How can I describe that gap where I did not work because I was self learning programming? <S> You say, "I decided to take time off and focus on learning how to program." <S> Should I tell my original plan (self learn programming, then start freelancing, realised freelancing was difficult)? <S> You say, "I started out wanting to do freelance work. <S> However, I realized that I'd rather focus on the programming side and leave the business side to others while working in a more stable environment." <S> Running a business isn't for everyone. <S> Some people love wearing all the hats, others realize that either they have no talent for it or simply decide it's just too much responsibility to bear for the life they want. <S> Freelancing itself is "feast or famine" - in other words you can go from drowning in all the work you have to not having any work at all. <S> Some people can excel in that environment, others hate the instability of it. <S> There's absolutely no shame in this. <S> Recognizing your desires <S> and/or limitations is a huge plus. <S> Any manager you'd want to work for wouldn't think bad about you because of it. <S> Rather they should applaud the spirit of your attempt. <A> In your interview, it's important to tell the truth about your experience and skills as it relates to the facts. <S> You know language/framework/platform X. <S> You worked Y number of months/years at position Z. <S> You spent a year learning to program. <S> How you present those facts is entirely up to you, and in an interview scenario you want to relate them in a positive way, and in the most favorable light. <S> You may have your own internal interpretation of what these events meant in your life, but they may now take on a new meaning because they've led you to new opportunities you wouldn't have had before. <S> Changing careers is hard -- there's no harm in saying simply that you took a year off in order to retool for a career change. <S> That takes dedication, sacrifice, and passion -- qualities that a potential employer looks for and certainly takes into account.
| You need to be able to show that you had specific goals in mind for self-study with the end purpose of starting your own business.
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What do I do about an untidy engineering school tutor visiting my company soon? I'm currently doing my final-year internship in a relatively big company which has a dress code. My engineering school tutor is required to come once to my workplace, and this is probably going to happen during the next month. He is very untidy and lacks communication skills. I feel that if he shows up in his normal manner, it's going to reflect badly on me and hurt my chances of being hired after my internship. You might ask, "Why did you choose him as his tutor?". Generally, our school assigns tutors without consulting with the students. What might be a reasonable solution to this potential disaster? <Q> Talk to your tutor. <S> It's mandatory." <S> Then just let it go at that. <S> If he's determined to defy it, continuing to "nudge" him will only aggravate things. <A> It won't (shouldn't) impact on you. <S> You should treat both the tutor and everyone else with respect irrespective of mannerisms or appearance. <S> But at the end of the day if I was the director I wouldn't care about the tutors appearance, and it would in no way make a difference to the intern. <S> One thing I will mention is that just because the tutor is untidy in his own environment, does not mean he's happy to go somewhere else like that. <S> I'm heavily tattooed <S> and I tend to stroll around in shorts and a t-shirt. <S> But if I was going somewhere with one of my trainees to meet someone important to the trainee I would make an effort with my appearance and look totally different. <S> Your tutor is more than likely the same. <A> If I'd be your boss, I'd evaluate you only by what you are, what your skills are, how much you know about the job and <S> how quickly you learn what you don't know. <S> I'd never evaluate you based on your tutor, your family background, your gender, your race, your clothes (as long as they are not completely out of the place). <S> You may go ahead and tell your tutor about the few things that are your office's custom, like the dress-code (if there is one). <S> It is your responsibility to inform him about potential things that he may not know of. <S> However, he is an adult himself <S> and it is not your responsibility to ensure that he follows what you told him.
| Simply tell him, "The office has a dress code of (Suit & tie / Oxfords and slacks / Button-up Shirt and Khakis).
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How can I manage my need to take short bathroom breaks in a professional setting? I have a very non-threatening chronic kidney condition. One of the recommended management techniques is to drink a lot of liquids - this keeps my kidneys from retaining more water than they need to. The obvious downside is that I need to visit the bathroom semi-frequently (maybe 4ish times a day, but each visit is short). Even if I am working at my desk and not in a meeting, I'm concerned this may be viewed as unprofessional behavior. I certainly don't want to cause any trouble at my workplace, but this is something recommended as a management technique by my nephrologist. I doubt the viability of carrying around a certificate from my Doctor and displaying it to all my coworkers on my way to the bathroom. Meetings do not generally pose an issue, as longer meetings are usually scheduled in advance and will have a bathroom break at some point. <Q> I'm concerned this may be viewed as unprofessional behavior. <S> Don't be. <S> As long as it's only a short break of a few minutes, nobody cares in the stereotypical office environment. <S> I know this answer is short, but there is really nothing more to say. <S> You are overthinking this. <A> First off, 4 times a day is not excessive. <S> That is not far off normal for most people. <S> Secondly, unless you are holding all day workshops, you have time between meetings to take a break. <S> And even if you are in all day workshops, these must have regular coffee breaks, rest breaks etc (many countries mandate this in employment law) <S> Thirdly, if you have an urgent need to go somewhere <S> it is almost always appropriate to excuse yourself - be polite, and explain you need to take 5 minutes. <S> (Possible exceptions include: being in an interview, presenting on stage etc) <S> If you are in a call centre environment, your break times may be mandated, or at the least closely controlled and monitored, but as commented below, in that scenario you will have a representative to speak to about this. <S> Myself - I try to take a break every hour, just for a walk away from my desk. <S> Sometimes I can't, but it is a healthy thing to build in as part of your daily routine - good for general fitness, keeping you alert, and helping avoid back problems and circulatory issues. <A> The chance is that if you think that going to the bathroom 4 times a day is much, you drink too little water as it is today. <S> For me, going to the bathroom 4 times a day or more is completely normal. <S> So drinking more water in your case would probably be a good idea, having a kidney condition or not. <S> If not otherwise to prevent getting kidney problems ;) <A> I can see how it could be a little awkward for colleagues if you're in the middle of a conversation <S> and then you need to go to the bathroom. <S> But I doubt that's the case. <S> And when it does happen, it's not like you look any less professional. <S> You're human after all. <S> Obviously it has the same side effect that you have. <S> It becomes unprofessional and concerning if you need to go to the bathroom literally every 30 minutes. <S> Not because of the frequent "breaks" you'd be taking, but due to the reduced possibility to talk to you without being interrupted. <S> Which means that @VarunAgw's eye stretching breaks are still fine. <S> Even if that number were to double. <S> TL;DR, Things are fine, just excuse yourself. <S> Going to the bathroom makes you more human, not less professional. <A> I'm concerned this may be viewed as unprofessional behavior By who? <S> The only person who really matters is your boss, and if she has a problem with it she will bring it up to you, and then you can explain the issue. <S> If Joe Blow a few cubes down is keeping tabs on how often you go to the bathroom <S> , that's his problem, not yours. <A> Almost everyone I know in the office goes to have a wee four times per day … or more . <S> I don't know whether it's just because of the constant stream of tea and coffee, or because it honestly doesn't seem like a huge quantity of bathroom breaks anyway. <S> But, either way, I don't think you need to worry about this whatsoever. <S> tl;dr: this is normal
| Whenever I need to go while I'm in the middle of a conversation, I politely interrupt them and ask them to hold their thought as I excuse myself to go to the bathroom. Seeing as you say you go to the bathroom around 4 times a day, you should easily be fine. Personally I drink lots and lots of water throughout the whole day because it cools me down.
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found out ex colleague I don't like is interviewing at my company I discovered that an ex-colleague I worked with within a "toxic" team is now interviewing at the place I work now. What do I do ? Context:So a year ago I joined company A as a contractor to join a team of 5 people, in which the work atmosphere was really toxic, basically everyone was disliking each other and trying to badmouth/blame every one else as soon as they could. For instance : talking badly about other colleagues at lunch when they are not here complaining to my actual employer that the work didn't go fast enough complaining to my actual employer that I didn't do X even I was told to, while I actually was never told to complaining to my actual employer that they had spent a week trying to fix some bug I caused, while they never told me about this during normal work (I was basically sitting next to them so I would probably have directly heard of it if I had broken everything) telling me that if colleague X was being nice to me, he was actually not genuine because he was badly talking about me being my back I jumped ship after 9 months because this was unbearable, just in time when they were trying to fire me for incompetence. Since then they went through 3 contractors that they fired for the same reason. The good news is, my new job is very interesting and the work atmosphere is extremely good. This week while arriving at work I bumped into an old colleague of my previous job who was waiting to be interviewed at my new company. We exchanged a few words, where basically he told me the company/team I used to worked for was falling apart, several people were fired and he was probably going to be next. He also told me that he wasn't one of the person who wanted to fire me (I know it's a lie) and invited me to lunch. I have no part in the recruiting process and I'm not even supposed to be aware he is doing interviews, so I'm not sure how out of line I'd be to go ahead and talk to HR about how I don't like this guy and I think we shouldn't hire him. On the other hand... I do not think that he would be a good long term employee for my employer, and that he could have a toxic effect on the atmosphere in the office. How can I communicate this most effectively to the hiring team? <Q> Should I prevent this guy from being hired at my new job? <S> This is not a good idea, <S> The chap may not be hired anyway, but even if he is, he will come across as the toxic problem if he badmouths you. <S> You have seniority and get on well with your colleagues (hopefully) and have proved your worth. <S> He is a new comer who has yet to make a positive impression. <S> If he lets past animosities ruin his first impressions he's in trouble already. <S> I have seen this more than once. <S> So my advice is stay out of it. <S> Also people can be totally different in different environments, a lot depends on the general morale. <S> Give the guy the benefit of the doubt. <A> So you have a few assumptions going on here: <S> He will get hired He will work on the same team you do <S> The same thing that happened in your previous company will happen here (i.e., it'll go toxic and they'll try to fire you) <S> Unless all three of those things happen, you are wasting your time getting worked up over this person. <S> You mention your solution is to: <S> talk to HR about how I don't like this guy <S> and I think we shouldn't hire him. <S> Your plan will not work. <S> Here is why it will not work: <S> HR isn't really in charge of hiring. <S> The manager is. <S> HR will (typically) run a background / credit check / drug test and nix a candidate who fails any of those. <S> It is up to the manager to determine if the candidate can do the job and if they will be a good fit on the team. <S> Your reason for not wanting to hire the person is invalid because it is YOUR problem. <S> You have offered no solution to "the problem." <S> Instead consider doing this <S> : Save your divination for picking lottery numbers <S> Do what you can to improve your own skill set <S> Worrying about events that have not happened yet, and that are not guaranteed to happen, are a waste of time. <S> Especially if you have no control over them. <A> I predict some down votes, but there is a difference between "bad-mouthing" someone and just stating the facts. <S> If I knew who the hiring manager was, I would give him a heads up on this guy. <S> If this is not someone you can trust, or someone whose work you would trust, or someone who you would want to work with, you should speak up. <S> I have never found HR helpful in a situation like this; in my experience they only go by what's on a resume and leave all judgement calls like this to the hiring manager in order to avoid responsibility. <A> You both worked in a "toxic" work environment. <S> Your new working environment isn't toxic anymore. <S> There's a chance that his behaviour changes in a better environment. <S> There's also a chance that if he repeated his behaviour, it wouldn't be accepted in the new place. <S> On the other hand, if he tries to play the same games again, you now have a good reputation. <S> For example, if he complains that he worked a week to fix a problem that you caused, you would very, very loudly tell everyone that he wasted one week of his time, because if he had told you about a problem that you just created, you would have fixed it in five minutes. <S> He's now the new and unexperienced guy <S> , you can make that kind of complaint blow up in his face. <S> On the other hand again, chances are he is glad to be out of that toxic environment and is going to behave. <S> And there is of course a chance that he doesn't get the job, without you doing anything about it.
| bad mouthing anyone is a bad look and doesn't reflect well on you. I'd recommend that you don't do anything about him being hired (it only makes you look bad if you try). Consider doing the best job you can, and build your reputation as a good worker in your current gig
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What do I with my boss who wants to have a relationship with me? I am a fashion designer student, in the top five of my class. I also work part time at a place that has a good environment and good colleagues. It is just that there is a supervisor who wants to have some kind of relationship with me. A little bit about me: I am also a model (male), 25 years old. So what do I do about this superior of mine? I just don't want my promotion and other things to be in jeopardy due to this. I wouldn't have any problem with having sexual relations with her if I already didn't have a girlfriend. She knows that and still insists. Just wanted to ask professional opinions of you guys here. <Q> She knows that and still insists. <S> That's clear sexual harassment. <S> Be very sure you're not misunderstanding flirting with 'insisting'. <S> Just tell her she's making you uncomfortable and see what happens from there. <S> It's part of the price you pay as a model though, sexual advances are probably more common than in other professions. <S> It's whether you want to take them in good spirit or make an issue out of them which would be a judgement call on your part. <S> My wife is an ex model and deals with it by laughing it off the first time (and probably taking it as a compliment although a bit rude), and mainly by slapping people if they get obnoxious about it. <S> Not advocating you slap your superior though. <S> If neither of those work <S> and it's an ongoing issue she tells me <S> and I deal with it. <S> What she doesn't do, is encourage it or play along. <S> However she is married with kids so slightly different. <A> Dude! <S> Don't dip your pen in the company ink. <S> You need to document the events thus far very carefully. <S> Dates, locations, and what happened. <S> Turn it over to your HR department right away. <S> This really is no laughing matter. <S> If the advances continue, and you don't give in, she is already in a position to flip things around, and accuse you (at worst) or make your job miserable. <S> You're really playing with fire. <S> I wouldn't care if she was model-smoking-hot. <S> Don't let getting some "honey" mess up your money! <A> But you are part of the problem <S> I wouldn't have any problem with having sexual relations with her if I already didn't have a girlfriend. <S> That is not a message to stop asking you to have a relationship . <S> That is an invitation to keep asking as next week you might not have a girlfriend. <S> Sex with a co-worker let alone your boss is just not a good idea. <S> If she continues after you tell her to stop then it is sexual harassment. <S> If you are telling her "you know I can't as I have a girlfriend" then you are part of the problem. <S> Based on your original edit with "jacked and all" I think you like the attention. <A> While codenoire makes a great point, don't be afraid to stand up for yourself and talk to your superior about this, and make it clear that you don't have time for for this mess.
| You should dismiss it and tell your boss straight "no (with no caveats) and please stop asking me".
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When is a start-up no longer considered start-up? I see companies which are almost 10 years old still being called start-ups, so... Are there any metrics to differentiate between a start-up and normal company? <Q> I believe that the term has been diluted a lot in the recent years because of hype. <S> It has to do with what you define as a Startup. <S> One definition, paraphrasing Steve Blank, is that a startup is a "temporary organization in search for a business model", so one you have stabilized your business model, you are no longer a startup. <S> In theory this is irrelevant to time, but if you are searching for a business model for 10 years... <S> People also confuse start-ups (introducing something new) with companies that start-up, like use a traditional bakery as an example. <S> This happens a lot recently that people are more interested in entrepreneurship and also because there is some overlap. <S> In that case I would say that a traditional business leaves the starting-up phase once things have stabilized/matured (establish a presence, clientele etc), let's say when the rate of change drops. <S> Again 10 years are a lot, maybe not for space/pharmaceutical. <S> In any case in order to have a "right" answer, we need to look for how people define "startup". <S> Counter example: try to market your company a startup in order to attract specific talent, while it is not. <S> Additional material: A taxonomy of startups, from Blank mentioned above: Steve Blank: <S> The 6 Types of Startups . <A> This is straight from Wikipedia <S> Wikipedia link <S> But in reality I don't think there's a real definition as such, and this one is self-sourced by whoever put it up. <A> Some countries give benefits to start-up companies. <S> Of course these don't last forever. <S> Some countries can have them last for up to 3 or 5 years. <S> But it's very unlikely that these benefits would ever last for a full 10 years. <S> I remember my brother having set up his company and having his benefits last for around 3 years. <S> Benefits could include things like reduces taxes for company expenses. <S> In the end the definition of a startup company will vary in duration. <S> While people can still call themselves a startup company, it would not always mean it is recognized by their government. <S> But it most certainly can vary.
| A startup company or startup or start-up is an entrepreneurial venture or a new business in the form of a company, a partnership or temporary organization designed to search for a repeatable and scalable business model
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How do I ask the people I work with to write a complimentary note for my team to show appreciation for our efforts? My team has been working very hard to fufil all different types of (IT Application related) requests and urgent requests from this group of users who are very demanding. One day, I received a phone call from one of them to say thank you and that's all. I told him instead of thanking, he should at least write a complimentary email (like an email to say that they appreciate our efforts and highlight what are the things we have done for them and how satisfied they are with our performance, etc) to the team so that we will feel motivated to keep up the good work.I mean, I also have told my manager that this guy sent his heart felt thanks to us through the phone. My manager told me that he would like to see an email from him for his compliments instead, so that we could show the email to the rest of the team or department members as a form of motivation and encouragement to keep up the good work too. Imagine, those who have been working overtime and slogging to get things done, they don't even get to hear or see a thank you from the user himself. They only get to hear it through me a fellow team member.And when I told this guy about sending us a complimentary email, he rejected with a rude joke saying it will become none of his business soon. (what?!?):( <Q> This is for your manager to push if he feels the need. <S> But I see no need for it. <S> You got a thank you phone call, your manager could congratulate the team himself via email or in the next meeting saying something like. <S> "Well done guys, we have a happy client, keep up the excellent work." <S> A thank <S> you is not a requirement. <S> As for the remark from the client, it's not constructive to try and psychoanalyse his issues, it could mean a number of things. <S> Take it in your stride and move forwards. <A> I think you missed the opportunity on the initial phone call. <S> You want something for him, yet you are telling him what he should do, and implying he should be doing more. <S> Asking nicely for the e-mail would have been more likely to succeed. <S> "Thank you for calling to express your appreciation. <S> I'd love to share this with my team, but I think it would be so much nicer as a message from you. <S> Do you think you could possibly send me a quick email with your thoughts that I can share with them?" <A> It's reasonably normal, particularly in customer service, to ask people for a thank-you letter once they give you a compliment. <S> In the pas, businesses would hang those on the wall to help entice new customers, which is the paper and tape equivalent of yelp. <S> Of course, it's possible he misinterpreted your tone. <S> It does take certain sales/people skills to make this palatable to most, and I've personally felt it's always met with a certain resentment in all <S> but the most devoted fans. <S> An effective pitch is to say that it would really help motivate the team, and justify the level of effort to management on your side. <S> In effect, you're saying "If you put these words in an email, you'll continue to get great service". <S> I think there's something else here if you squint, and might be why the caller didn't want to put anything in writing. <S> Saying that "it will become none of his business soon" might mean he is on his way out. <S> If so, the call may have been his way of "apologizing" for the demanding behavior of an employer he doesn't agree with. <S> I've made exactly that phone call to a vendor once I'd decided to leave a position. <S> I couldn't do it earlier, because it would undermine the company on my side, but I felt strongly that I should re-affirm that the treatment the vendors were receiving wasn't acceptable, and that I had done what I could do. <S> It was also a warning that once I left, the firewall would be down, and the treatment would get worse. <S> It's a rare company that treats its vendors like slaves, and its employees well. <A> So you told him he should at least write a complimentary email to share with the team <S> and he did not send an email. <S> You did not ask - you told him what he should at least do. <S> You talked to your boss and he wanted an email. <S> So you called the guy back and told (not asked) him to send a complimentary email. <S> You ask nicely once <S> and if you don't get it then let it go. <S> Thank you for the expressing your appreciation. <S> If you would send an email I can share it with the team.
| You can't force people to compliment your team, a thank you might be appropriate, but at the end of the day you were doing your job.
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How to deal with minor cubicle vandalism Vandalism is a strong word, but I cannot think of a better one. I work in an office of approximately 100 engineers, where a majority of which come from one of two prominent universities. These universities are considered "rivals" and there is often light-hearted banter on the subject generally all around. I have a large magnet representing my alma-matter's logo on the outside of my cubicle facing a frequently used walkway. Almost every morning for the past three months (since I've had this cubicle), the magnet has been moved to the opposite side of my cube wall. Several times, the logo of the other university has been taped up in its place. The first time it happened, me and my nearby coworkers laughed about it, now its getting a bit less amusing. I have no idea who does this. This is not a big deal. I don't really care, but it is slightly frustrating that it happens with such regularity and anonymity. If someone wants me to limit the scope of my university pride, I will happily do so, but I need to be explicitly told this. This is really a minor annoyance and distraction, not worthy of management attention. How do I get a minor annoyance to stop without blowing things out of proportion (ie going to management or having a witch-hunt)? Some actions I've considered: Asking everybody: Makes me look paranoid, overly sensitive, and just takes a lot of time Putting up a sign: Makes me look paranoid, overly sensitive, AND passive-aggressive Talking to a supervisor: Makes me look overly sensitive and wastes his time Getting other coworker to covertly investigate: Avoids making me look bad (potentially), but distracts other people from their jobs <Q> To some people the outside of your cubical facing a frequently used walkway is public space. <S> If you just leave it inside where the 'vandal' is putting it, that should probably end the problem. <A> Some might argue (and I believe they have a point), that you are the perpetrator, not the victim. <S> When you put your magnet "on the outside of my cubicle facing a frequently used walkway", it could come across as you shoving your university in their face. <S> When someone has something in their cubicle that is potentially annoying, that is my problem to deal with when I visit their cubicle. <S> When that same thing is outside their cubicle, especially in frequently used space, that is their problem. <S> We should respect everyone's feelings in this common space. <A> The answer is to either let it go, or to put up a sign/message underneath the magnet <S> so only the perpetrator will see it, which avoids all of the concerns you raised regarding the sign. <S> The message could be something like: "If you see this message someone removed the item covering it, which isn't a nice thing to do. <S> If you're bothered by the item and would like me to remove the item myself, do what any respectful and mature person would do and talk to me." <A> This is an interesting question. <S> Occasional lighthearted pranks often build camraderie. <S> In the past, I have seen pranks like co-op students filling the cubicle of the beloved IT guy with balloons (8' <S> X 10' X 6' high). <S> The IT guy was touched, and we all had a good laugh. <S> But I have also seen pranks like pulling out USB cables from computers, removing mouse batteries, and the like, which have no value in building camraderie but annoy the victim as he searches to fix the problem. <S> And I have seen people repeat the same prank over and over, which is also disruptive without building camraderie. <S> If a prank is done once, recovery is swift, then it can build camraderie. <S> If it happens often, and looks more like sabotage than building camraderie, your co-workers have problems respecting personal boundaries, and that must end. <S> If she responds in a way which is good for you and not unreasonable for the pranksters you have done well. <S> If not, you need to think deeply if you want to work in a place where there is little respect for personal boundaries and no opposition from management.
| If something personal you place outside your cubicle seems to be bothering your co-workers, you should probably bring it back into your cubicle so they aren't motivated to remove it themselves. Describe the prank to your manager, describe how much work it took to fix, tell her how you feel about it, and wait for her reaction.
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Recruitment company technical expert neutrality is not clear - how to proceed? Summary Questions: When I'm concerned about an expert's neutrality, what should I do? ask for another expert? explain my concerns to the company and leave the decision to them? don't mention it and hope for the best? If I do want to mention that, how to express that professionally and leave no impression that I may have some prejudice towards the expert? (or that I may refuse to work with similar people or will have a bad working relationship with them) ? Details: I live in Ukraine and I'm searching for the job opportunities in other European countries. I contacted a recruitment agency in some EU country, all went well, and they requested a sample of my work to assess my technical skills. I've provided the sample, but then it was revealed to me, that the assessment would be done by an expert who's currently living in Russia. I have no problems with that . However, in light of ongoing conflict between our countries and my previous experience from some of the encounters with Russians, I'm afraid that he may have negative feelings towards me because of my nationality/origin and that can reflect badly on the assessment. He may get my name from repository, commit history, etc. etc., and he can easily establish my current country by just googling my name, hence the questions. ( This is a throw-away account for this question to remain anonymous. I would happily provide the login/password to moderators. ) Update: changed "Hiring company" to "Recruitment company" to make clear that this is not about direct hire and company's own in-houseexpert. Update 2: I've got the evaluation result - it's really good anddoes not look like it's biased in any way. ( This update is not relevant to the question, but provides closure for situation described in details - these particular concerns prove to be incorrect after all. ) <Q> Don't raise this, since nothing has actually happened. <S> There may be a risk that an evaluator in Russia will evaluate you unfairly, but you don't really know the level of risk. <S> Consider that for this to harm you, all of the following would have to happen: <S> The expert would have to be biased against Ukrainians . <S> The expert would have to be willing to act on this bias and give you a bad evaluation. <S> This would mean that the expert is not performing their job in a good faith manner, presumably putting their own job at risk. <S> The expert would have to make an effort to discover your nationality. <S> All in all, that would have to be someone who is not just biased but quite motivated to act on this bias in a punitive way. <S> And this seems unlikely, given that in this scenario the expert would be shockingly unprofessional and bad at their job. <S> Even if this is going to happen, there is very little you can do by stating your concern ahead of time <S> --it just makes you look like the unprofessional biased person. <S> If you do get a negative evaluation that doesn't seem justified, I would: <S> Seek more information about the evaluation. <S> Provide a response stating why you think it doesn't reflect on your actual skill level (with as much evidence as possible). <S> Even then, suggesting that it is due to bias is unlikely to be productive. <A> I would go with your third option just don't mention it and hope for the best <S> If the guy is a professional it shouldn't matter, if you display a problem with being assessed by a Russian because you're Ukrainian then that's makes you look bigoted. <S> If in fact you don't get the job, it may or may not be his fault, but life is not fair <S> , you take these things in your stride and move forwards. <S> You don't let someone else's prejudice dictate your own. <A> Don't worry about this, because the neutrality of any technical expert is never clear. <S> Whether it's a face-to-face interview or distant testing, there is always a way to blame the human factor (e.g., race, age, visa status, or gender). <S> Side notes from own experience: Being in your shoes in the past, and now being on the market from within the EU <S> , I would say that the way you are asking the question is incorrect. <S> The recruitment company never cares about evaluating your technical skills. <S> By this I mean a real recruitment company, which can represent your details to the potential employer. <S> This is simply not their job, and no employers will approach their decision based on skills evaluation done by a recruitment company. <S> There may be different reasons why a recruitment company would want to do the technical assessment, but unfortunately none of them will lead to employment. <A> Don't mention it <S> However, I would like to add a different opinion: <S> explaining your concerns is perfectly fine. <S> Explain your concerns <S> The thing is, these are your concerns. <S> Make it clear that this isn't something about the reviewer they chose, it's about your concerns . <S> For example, you could start off by saying "I feel..." or something else to that effect. <S> I'm a bit afraid that my nationality may be taken into account by the person doing my assessment. <S> For this reason, I would prefer it if someone who doesn't live in Russia would do the assessment. <S> Keep in mind that this is a request. <S> For that reason, turning it down is a valid response. <S> However, a recruitment agency not even willing to listen to this, they clearly do not have your best interests at heart. <S> As such, I would say that you shouldn't be afraid of wasting a chance like this, because the chance wasn't worth taking if it does dissolve over this. <S> Conclusion <S> No, I don't think you have to mention it. <S> It is probably not going to be a problem and others have mentioned good reasons for this. <S> However, if phrased correctly, such a request should not scare away any agency that is worth working with.
| I agree with the other answers that it isn't really necessary to do anything with this.
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How to inform my boss about the cheap availability of a software which I think very useful for our department? There is software X, which is not a really well-known software, but it is unique and I find it very useful for our task in our department. I've downloaded a trial version of the software and I have shown it him. He seemed satisfied, but did nothing. The per-workstation (or per-user) license of the software is slightly below $100 (although they have a per-company license as well, which is many thousands of $). I wrote him a mail, around so: Subj: FYI There is this tool which is very useful for our tasks about ... and ... Regards, His answer was essentially this: This is not a free [as in beer - M.S.] software, so delete it from your workstation! I did it so, I deleted even the trial version even on the spot and answered this to him. Now I think, maybe he doesn't know that next to the per-company license (which he probably won't invest for a simple department), there is also a per-workstation license which is far below the typical budget limits of a whole programming department (i.e. its price is around our daily wage). I think I should write him a next mail, simply this: Subject: FYI #2 Hallo, Do you know, the per-workstation (or per-user) license of the ... is priced only around $80, and it can be buyed even from a VAT-capable reseller in our country (link #1, link #2)? Regards, ...but, if I write this to him, maybe he will think I try to command or control him. I think it is a very high danger, because he is the boss and not me. I think the software would be very useful, but from the other side, it absolutely not deserves the risk that maybe he think I want to enforce anything for him. There is also another problem: the department lived without this software since years. If we now buy this software, it would be like admitting that we worked on a highly ineffective way years long. Maybe it can be also a problem, even from the side of the boss, or from the side of my collegues (most of them are working much longer here, as me, and they are also much older, and they are also native in this country while I am a foreigner). What to do? Is it better to let this as it is, or maybe there is a super-polite version of this "FYI #2" mail, which very clearly avoids that it would be seem as a try to control? <Q> Your boss is not interested in this software. <S> He is interested in your productivity. <S> And you have in no way given him anything to think about. <S> Right now, the software would produce costs. <S> Full stop. <S> End of story. <S> So why would he be interested in this software? <S> You need to present him a business case where this software actually has an advantage. <S> This advantage might be obvious to you, but it's not to him. <S> If you do procedure X twice a week for an hour and that software helps you doing it in half an hour, that is one hour gained per week. <S> That's about 50 hours per year. <S> If the license is 80$ per year, that's 50 hours for 80$. <S> That's pretty cheap. <S> That's something he gets for the 80$. <S> This is what you need to present: what he gets from doing it. <S> If you do it by mail or personally is a matter of style. <S> Sometimes, tables and calculations are better provided on paper or email rather then verbally. <S> What matters is that you can produce these numbers. <S> Show him what he gains . <A> When the opportunity presents itself say something like "Regarding software X <S> , I was surprised that the department wouldn't be interested given the per workstation license is $80. <S> It should pay for itself in time savings quite quickly." <S> This allows for the boss to admit not fully reading the costs or that the current tool is politically entrenched or that they are in the process of negotiating a company wide license or... <S> whatever the reality is provided they are willing to share it with you. <S> Email runs risk of tone being misread so face to face is much better. <A> Confusing You showed him the software <S> but then you had inform him <S> "there is a tool"? <S> You installed a commercial version in addition to the trial version? <S> If you installed a non paid commercial version then your boss should be upset. <S> Even trial license may not be good for production use. <S> You should have informed him up front you wanted to do an eval. <S> Confirming <S> I deleted the software <S> It would aid in the following: a) ... b) ... <S> Cost / time saving estimate ... <S> Cost is $/workstation or $ for site license <S> Web site Please consider purchasing the software
| Write up why this software would be worth using. This is the sort of thing that should be brought up face to face with your boss in private. Maybe just let it go unless he gets back to you or try something like this
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Potential client wants to pay in free stuff not money, how should I respond? A potential client wants me to design promotional material for an event. However, in their initial solicitation, they said they would pay me with a free pass to their event which they claim is "$X value". I am only interested in this work if I get compensated adequately in money. Not only does their "$X value" not leave much room for negotiating based on how much work it will take (it's not like they can give me 1.5 passes for instance), but I would not have gone to this event anyway, so to me it is $0 value. I would like to say something like: I'm interested in the offer but I only work for money, not "$X value" items. Also, I will propose you a pricing after we discuss the project and I can gauge how much work it will be for me. How can I say this politely? Or should I just decline the offer outright? How to deal with a company that wants to pay you with items instead of money? is very similar but not very relevant to me, since it concerns a situation where the work has already been done. <Q> I'd respond with something similar to: Thank you for your inquiry. <S> While I'm unable to accept a ticket to your event as payment for services I'm happy to provide a quote for you and a payment plan once we've discussed the project requirements. <S> Let me know when you'd like to meet or call regarding this project. <A> That is polite enough in my opinion. <S> I would make it even shorter. <S> "I'm sorry <S> but I don't do work on those terms, please let me know if you would like me to provide a quote for the job." <S> If they don't answer I haven't wasted much time. <S> It clarifies my position and leaves the ball in their court if they want to negotiate. <A> It's unclear to me why so many people are afraid of negotiation and for asking for what they want/deserve. <S> Quote a price. <S> Either it will be worth it to them or not. <S> You don't need to be polite about not accepting an offer, that doesn't necessarily make you rude. <S> You don't even need to necessarily reference it. <S> Don't let them set the standards or the options for the value of your work. <S> I would say something like: "My price for that work would be $xxx. <S> Let me know if that works for you!" <S> Consider this. <S> If you went to a car dealership and offered a car dealer a few cases of wine for a car, the dealer doesn't have to apologize for not accepting it, they will probably just tell you their price for the car. <A> I agree barter isn't acceptable for every transaction <S> but sometimes it can lead to surprisingly beneficial outcomes. <S> In a book I read recently, The Entrepreneur Mind , one section spoke specifically to working with barter as payment. <S> The gist of that section is this: If you think you can leverage the barter into an outcome that is worth more than the monetary value you would be paid <S> then you should take the barter. <S> You may have little interest in the ticket <S> but you could sell it, give it to another client/perspective client, or trade it for something else. <S> I admit this takes more effort on your part <S> but if you trade well you can come out ahead. <S> You also say ticket is free. <S> People are more willing to part with items like tickets, which can be thought of as a kind of option , than with money since they see them as possible income rather than immediate loss. <S> Look up delay discounting for a better explanation of the phenomenon. <S> Working with this assumption, you may be able to negotiate for more worth than the client would be willing to pay directly. <A> To offer a the other side of the argument, if the event had plenty of potential future clients, I would take the pass, or possibly a cut of the gross, and use the event for grabbing future clients.
| I think you should seriously consider bartering as payment for some jobs.
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Will taking an interview if I'm not currently interested in the position hurt me in the future? A well-known, large software company has recently opened a development office in my hometown. I really like the company, and if I wanted to work for a large software company - this one would be my top choice. However, I am not really looking for a position like this at the moment - I am quite happy with my current work arrangement. I received an email from a technical recruiter at the company inviting me to participate in a "recruiting event" for the company. From the email, I (mis)understood this to be something along the lines of an information session / meet-and-greet with the team, with multiple candidates present at once. They asked for my resume (which I provided), and then asked me to complete a coding question online (I thought this was a bit strange for screening people for a simple info-session, but I did complete it). I now got an invitation for a full interview loop, something that I definitely wasn't expecting. I am torn whether I should take the interview or not. I am pretty sure I won't take the job now if offered (unless the offer is unreasonably good I suppose : ), but I definitely don't want to burn any bridges since, as I said, I really like this company and can definitely see myself wanting the job 6/12/24 months down the road. I am also concerned that I may not be able to dedicate the appropriate time to prepare for a tough technical interview given my current work commitments. So: To maximize my chances with this company in the future, should I take the interview right now or politely decline? If decline, how should I phrase the reason for doing so? If I take the interview, get the offer and then decline it, how will it reflect on me if I'll seek employment with the same company (and specifically the same exact small group within the company) in the future? NOTE: I found a similar question here, but it's not a duplicate. My main question is about how my different courses of actions (take interview/decline offer vs decline interview) will affect my future employability with the very same company (and the very same group within the company) . The other question doesn't address this at all. <Q> I view this exactly opposite to Keshlam because you say unless the offer is unreasonably good I suppose . <S> If you get to the negotiation phase and they are not able to put together an offer that would tempt you away, then so be it. <S> You are no different from any other person they are trying to hire except that you maybe have higher requirements from them. <S> In not ruining future chances with them there is one major risk. <S> If you say/imply that they didn't have a chance at tempting you away <S> then you have wasted everybody's time. <S> Come at this from a "maybe the offer will be awesome" perspective and you can avoid this. <A> A few thoughts: 1 <S> - An interview is just a conversation. <S> Particularly if you listen with an open mind and behave politely. <S> 2 - <S> Some companies (especially big ones) may have a "no reapplication for X months" policy - they don't want to waste time re-interviewing someone who wasn't interested in the past. <S> Usually this isn't a perpetual black ball - the ban persists for maybe a year <S> and then the applicant can reapply. <S> So, if you are absolutely doing this only because you want to take a picture of their famous coffee maker and you have no interest right now, at all, in any way of taking the offer seriously - don't waste their time. <S> But if you could be enticed, if you're legitimately curious - feel free to go. <A> You should go to the interview, but also let them know that you are bound at your current job for a while. <S> This is not unusual in large projects and it shows a certain professionialism (is that a word?) <S> from your side, so I don't think it will harm you. <S> You don't have to tell them the reasons why you are bound there, so if you just don't feel like working at a big company yet, keep it for yourself. <S> ;-)
| Most reasonable people won't get mad that you came an interviewed and then decided it wasn't for you. If there is chance you can be tempted away with an awesome offer, it's worthwhile seeing if what they are offering is awesome.
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