Engineering the Workingmans Holiday

Engineering the Workingmans Holiday Engineering the Workingmans Holiday Over the curse of the past 120 Labor Days, the original meaning of the federal holiday has taken a back seat to the opportunity for one last summer blowout. But someone had to fight for our right to party. Along with crusading journalists, social reformers, suffragettes, and labor advocates, mechanical engineers of the late 19th and early 20th centuries were the instruments of sweeping change in American life, both on and off the job. Engineerings role in the drama of labor reform is complicated. On one hand, their machines of mass production threatened craftsmen and laborers as the engines of unemployment. On the other hand, engineering knowledge helped enhance workers quality of life by fueling equipment manufacturing standards and safety codes. And as workers themselves, engineers of the machine age shared the same desire for a collective voice at the bargaining table. Safety First Before labor reform, America n industry was a much mora dangerous place, where the new machines of mass production could instantly turn into haywire tools of mass destruction and loss of life. Children were a mainstay of the workforce. As steam power transformed the landscape of the mechanized age, a preponderance of little-noticed explosions and fires linked to steam boilers across the country finally gained national attention with the Grover Shoe Factory tragedy of 1905. After the Brockton, MA, boiler explosion killed 58 workers, injured 117 more, and leveled the factory, government agencies and professional organizations such as ASME came together to develop standards to protect workers and prevent catastrophic loss to businesses. ASMEs venerable Boiler and Pressure Vessel Code (BPVC) was developed in the aftermath and first published in 1915.The Triangle Shirtwaist Factory fire in New York City on March 25, 1911. Image Wikimedia Commons In 1911, a fire at lower Manhattans Triangle Shirtwaist Factory killed 146 garment workers in a blaze of uncertain origin. Although a stray match or cigarette got the official blame, other reports of the time implicated a malfunction in the factorys sewing machinery. Whatever the cause, many workers perished because the factory owners had locked the stairwell doors as a precaution against worker theft and unauthorized work breaks. With vivid press reports of young immigrant women leaping from upper stories to their deaths to escape the flames, national attention fixed on workplace safety and the need for regulation. The American Society of Safety Engineers organized soon after, and continues to set engineering standards to minimize worker mishaps. Man Versus Machine Many workmen in trades have fought and borne awful sacrifices in the fight against the introduction of a new machine or a new tool, said Samuel Gompers, founder of the American Federation of Labor. Some have even gone so far as to violently destroy the machine, but it did not destroy the id ea. Mankinds struggle against the dehumanizing effects of mechanization is one of the central conflicts of our time. From Englands loom-smashing Luddites, to the American steel-driving folk hero John Henry, to radical 20th century acts of industrial sabotage, a segment of the industrial workforce has put its rage against the machine into action. When the demand for labor drops after the introduction of a new machine, its called technological unemployment. The fear of losing ones livelihood to a newfangled device has driven workers to violence, sabotage, and intentional withdrawal of productivity. The adjustment to mechanization was especially challenging for skilled craftspeople who had learned the ins and outs of their profession over years of apprenticeship. Engineer Frederick W. Taylor of Bethlehem Steel believed the opposite model was better for industrial productivity. His method broke down complex manufacturing processes into the smallest possible steps and assigned each work er the fewest possible tasks, so factory production could accelerate and the need for skilled labor would drop significantly. His Scientific Management theories, first presented at a 1903 ASME conference, were an overt effort to eliminate skilled workers from the factory payroll. Predictably, the approach caught on like wildfire, and skilled workers represented by trade unions of the AFL were suddenly, in Gompers words, thrown into the army of the unskilled. Even as the old-time craft unions resisted change, a new element of mass production workers seeking union representation arose within the labor movement. Industrial unions arose among machine operators and other new semi-skilled or unskilled workers willing to make peace with new technologies and the changing division of labor. By 1935, a Committee for Industrial Organizations todays CIO formed within the AFL in response. On the other end of spectrum, highly educated scientists and engineers in government and private sector or ganizations sought strength in numbers. The International Federation of Professional and Technical Engineers was chartered by the American Federation of Labor in 1918 to represent a national coalition of shipyard draftsmen and architects. The International Association of Machinists and Aerospace Workers, the Utility Workers Union of America, and other affiliate groups of the AFL-CIOs Department for Professional Employees look after member interests, especially at the federal level, where key issues include the NASA budget, privatization of the Tennessee Valley Authority, military kusine shut-down, and immigration reform. That uneasy power balance between organized labor, automation, and individual interests creates a curious tension around Labor Day, and engineers have been in the thick of it since the beginning. Michael MacRae is an independent writer. For Further DiscussionMany workmen in trades have fought and borne awful sacrifices in the fight against the introduction of a new machine or a new tool.Samuel Gompers

Travel the world while designing clothes for a CEO - and her little dogs, too

Travel the world while designing clothes for a CEO - and her little dogs, tooTravel the world while designing clothes for a CEO - and her little dogs, tooImagine a fashionable CEO call her Jane is taking a years worth of trips around the world. First, Jane should take several Louis Vuitton trunks full of clothing no, scratch that. What shell actually want is her own personal designer, who will source material in whatever city shes in, and create a new outfit for her to wear at each hafen of call. But what about her two Pomeranians, who will naturally come with? Theyll need outfits, too made to measure, and match his mistresss, natch.You could be this designer the CEO is currently seeking a new couturier. Last week, Jane contacted Sewport, a garment-production platform, seeking help.I am a fashion-conscious CEO with a unique sense of style, that I love expressing, Jan wrote. To cut to the chase Im in need of a personal fashion designer, but I spend almost all my time traveling, w hether its for work or pleasure. Luckily I can afford the privilege of wearing a bespoke wardrobe, and I love knowing that no one else has clothes like mine, but because Im away a lot I need someone to travel with me.Some of the events that Jane the CEO (and her Poms) will need outfits for include the horse races in Dubai, and Wimbledon in England. Casual outfits will be needed for dinners with her family and friends (location unspecified).Of course, there may be a few red flags in this job listingThe pay is $52,000 paid in pounds, which may seem low for the amount of work involved (see above and below)The CEO readily admits that she had to let go of her last personal designer after repeated creative clashes and a loss of confidence in their ability.totenstill Besides gaining experience, there are perks food, accommodations, travel, design material, and tools that are all paid for.And come prepared to work As is the nature of my schedule, some weeks my designer may need to work 50 -hour weeks, which I know is extensive, but others they will only need to work around 10, whilst still enjoying all the benefits of traveling the world.Sounds good? Great. Simply apply here.

Sports Programs in the US Navy

Sports Programs in the US NavySports Programs in the US NavySailors with the athletic skills to compete at the national level in a team or individual sports have the chance to represent the Navy at higher level athletic competitions through the Navy Sports program. The Navy Sports program is an opportunity for active-duty Sailors and selected Reservists to participate in a higher level of sports that goes beyond the base intramural program, explained John Hickok, head of the Navy Sports program for the Navys Morale, Welfare, and Recreation (MWR) Division. Because the All-Navy sports teams advance to a national championship event or world military event, we are looking for Sailors with solid athletic achievements who can compete at the national level. Typically, this is someone who has been a state champion in high school or has competed in college, he said. The All-Navy teams participate in the Department of Defense Sports Program and compete in the Armed Forces Sports Championships against teams from the Marine Corps, Army, and Air Force. Following an inter-service competition, the very best Navy athletes may be selected to compete as members of the All-Armed Forces Team and go on to the Military World Games, and national and international competitions. The Navy Sports Program also allows people who participate in activities that are not normally offered on a base, such as rowing, archery, and shooting, to compete at a high level. If a Navy athlete is good enough to challenge the very best in the nation, then they can be given the opportunity through the Navy Sports Program to train and compete for a chance to represent the United States in the Olympics, said Hickok. Since the 1952 Olympic Games, 107 Navy athletes have represented the United States in the Olympics, winning 22 gold medals, six silver medals, and six bronze medals. Theres a great value to the Navy in allowing Sailors to participate in not only the Navy Sports Program, but other MWR opportunities . Its another chance for a Sailor to excel. Plus, its all about teamwork and being well rounded, and camaraderiequalities you look for in a warrior, said Hickok. The Navy Sports Program also provides community outreach. When we take a Navy team to a training camp, we always make an effort to contact the local recruiters and bring in high school students that compete in a particular sport and hold a clinic for them, said Hickok. It gives the students a chance to talk to some outstanding role models in our Navy athletes, who come from various enlisted and officer communities, anything from culinary specialists to pilots and doctors. The Navy Sports Program fields All-Navy teams in boxing, bowling, cross country, wrestling, basketball, soccer, triathlon, volleyball, softball, golf, rugby, and marathon. Also, Armed Forces teams are selected to compete in national and international competition in the following sports taekwondo, naval pentathlon, shooting, sailing, cycling, track and fiel d, and judo. Training camps for All-Navy team sports are generally two to three weeks, while camps for individual sports vary. Still, other sports, such as the marathon, cross-country, and triathlon, dont have a training campbecause theres an abundance of races in the local community that athletes can compete in year-round. Sailors who are interested in participating in the Navy Sports Program or serving as coaches are encouraged first to contact their base athletic director to obtain a Navy Sports application and fill out the application completely. Sailors will not be selected without the approval of their commanding officer. The completed application should be faxed to the Navy Sports bro at 901-874-6831. Applications may also be mailed to Navy Sports Office,PERS-651E,5720 Integrity Drive,Building 457,Millington, TN, 38054-6510. After the application has been approved by the chain of command, the information and references will be checked by the Navy Sports Program staff, explain ed Hickok. About two weeks before the training camp starts, well announce who has been selected to attend and will send a letter to the command requesting that the command issue no-cost TAD temporary assigned duty orders. Once thats done, then the Navy Sports Office will arrange for transportation and provide the individual with an e-ticket. Sailors will be berthed on base. Applications are due no later than 30 days before training camp begins. Applications are due 30 days before the Armed Forces Championship begins for sports without training camps. For the complete sports schedule and more information, including the Navy Sports application, please visit the Navy Sports Web site at ?navyfitness.org/all-navy-sports or call the Navy Sports Office at 901-874-6632/DSN 882.?

Creating Stellar Sales Resumes

Creating Stellar Sales ResumesCreating Stellar Sales ResumesGive them the cold, hard numbers to get employers to return your call.Numbers speak for themselves. That makes sales resume the easiest to write, right?Not necessarily. If they were, Mike DeLuca wouldnt get so many resumes padded with fluff. Some examplesConsistently exceeded goalsA uniquely balanced sales executiveAt all my previous positions I have been an overachieverPerformed cold calls on a daily basisDeLuca is a 20-year sales veteran from companies including Yahoo, HotJobs and EMC. Hes now senior vice president of sales at Yodle, an online advertising company that connects local businesses with consumers.If youre a sales pro who wants to work for a company thats growing by triple digits, you should know that Yodle cant hire people fast enough, in DeLucas words. The problem The company isnt getting as many qualified resumes as they need. Instead, they get fluff.Salespeople need jobs, and businesses like Yodle need to se e better resumes, so here are some tips from DeLuca and career coach William M. Gaffney on how to get the ball rolling with stellar sales resumes.Get specific.If youre a salesperson hitting 200 percent of quota, thats something you should be proud to highlight in your resume, DeLuca said. Contrast that with a vague phrase like Consistently exceeded goals. A statement like that doesnt tell me specifically what youve done, he said.List annual quotas/size types of accounts.Titles - especially in sales - and company names dont always tell the story, Gaffney said. Employers can identify a fit mora easily if they see what your quotas have been and the size and types of accounts youve sold.Avoid puffy titles.Gaffneys seen more than his share of resumes from people who call themselves a national account manager but have actually sold to accounts of all sizes. While the title may be the title the company gave them, it can look almost arrogant on a resume, he said. Thats why its important to explain who your target market was, your quota, etc.Show progression.DeLuca likes to see progression on a resume, with professionals moving up the career ladder and taking on more responsibility, or exhibiting better performance, over time. A lot of people get that wrong, he said. They dont look at the meat of what a hiring manager is looking for specifically in sales.Explain whom you worked for.If a given employer isnt a recognized brand like IBM or Coke, Gaffney suggests providing a brief description no more than one or two lines.Explain awards.Gaffney advises job seekers who list awards to detail the qualifications for the award. Saying received Presidents Award tells me nothing, he said. Heres how Gaffney explains a similar award on his own resumeRanked in top 10 percent of sales force nationally three times in five years. Awarded Chairmans Inner Circle one year for being in top 5 percent.Ditch salesman of the month.Unless you received this superlative several months out of the year, skip it, Gaffney said. There are 12 months in the year, and if you got it twice, thats nice, but doesnt necessarily demonstrate above-average salesmanship.

Definitions of Best Font for Resume 2018

Definitions of Best Font for Resume 2018 The last paragraph is going to be based on your work experience. In the event that you should think of your professional career for a movie, your resume would function as the preview. If youre going to make your resume at least two pages, you should have something useful to convey. Duplicate the stroke to the correct side of the webpage. What to Do About Best Font for Resume 2018 Before You Miss Your Chance The look, bedrngnis only the content, of your resume sends a potent message to prospective employers that may greatly influence their hiring decisions. Resumes are essential for anybody to get in the business or during work transition. Hiring managers will be quite appreciative. Employers are too preoccupied to read paragraph after paragraph. Because they get so many different resumes, and many have various different openings, you resume may get lost in the shuffle if you do not include a job objective. Numerical rating your sk ills arent meaningful as they are not standardized or calibrated. Determine which of these 12 brand archetypes your company falls into so that you can promote your business better. Its ideal for a professional who works in social networking or internet marketing. Your professional resume is significant in many of means. The absolute most important aspect to consider while deciding upon the ideal font for your resume vorlage is to think about the readability of your resume. The template can be found in PSD format. This template was intended for private use only. It is easy to change colors, layout and fonts to suit your needs.The entire assortment of resume templates is composed of an array of creative resume designs. All artwork and text are wholly customizable. Tremendous number of design style will make sure you will locate a resume template that fits with your taste. Dates of employment are less important and ought to be on the proper side of the webpage. Employers rarely spend over 30 seconds to scan CVs so that you want to know about the abilities and competencies airlines search for when recruiting cabin crew. If you are searching for a career in Human Resources than you are going to want to gather a resume that tells the employer precisely what you need to offer. Ensure you list all appropriate employment that pertains to the job in which you are looking for. If youre submitting it in hard copy to a massive company, bear in mind that it might be scanned in their system. Be certain to include your last 3 places of employment, the period of time you were employed there and their contact info. Itll be advantageous to put the actual name of the individual youre addressing. Try to remember, be brief, dont put an excessive amount of private information on the peak of your resume, but be sure that you have enough selections available so the employer can easily call you back. Second, you must apply some simple document design principles. A very simple letter with wonderful content is sufficient to convey your message. To start with, you will need to comprehend your audience when writing your content. Make sure that the content is to the point and doesnt run on. Everyone needs to earn a special, well-organized resume to be able to find the work they want. It is quite tough on the eyes for a single thing, and beside the simple fact that its not professional looking in any way. Your resume says a good deal about you. Just take a look at the characteristic of your own leadership by asking yourself these 3 questions. What You Need to Know About Best Font for Resume 2018 If you are uncertain how to compose a cover letter, you will discover several completely free templates online. The web is a superb tool you have at your fingertips. Be cautious not to overpower the remainder of the document though. Regardless of who you will be submitting your resume to, it has to be professional and stick to some simple formatting st andards. A short and snappy letter is a superb option in doing this.

How to Support Other Women at Work

How to Support Otzu sichbei Women at Work I just dont like working with women, she said to me over coffee. They are so catty. Id prefer to work with men, and when I look around, all of my friends are men, too.I used to feel that way, I responded. Then I realized that the women I didnt like were more like me than I thought they were. Somehow, rather than reject them, I learned to embrace them.It took me years to demonstrate my beistand of women especially when a woman was unkind to me at work. It is extremely challenging to work with someone you dont like or worse, with someone who openly dislikes you.Frankly, Ive reached the point in my life where I dont want to feel angry. Its not a pleasant feeling, and it takes energy to be angry. Over the belastung five years, Ive realizedthat how I view other women has a bigimpact onhow I treat them and on whether or not I support them.Its all backward. I look outside, and then I judge or come to a conclusion. The irony is there is nothing to judge on the outside. Its all just how I see things. My perception of another woman at work is not a truth its just some fable my mind makes up.Few people are bold enough to spend time working on how they see the world. Most will spend hours, days, years, even entire lifetimes trying to change whats going on outside themselves instead of inside their own heads. Frankly, I gave that up. I cannot change anything outside myself, but I can perpetually work on how I engage and how I think about others. Its one thing to dislike what someone does, but its not good to dislike the person.Yet, we all do it. We all look to and fixate on the outside. For example trying to get the right body trying to have the perfectmarriagetrying to be the overachiever at work. On and on it goes, but we are never satisfied.And as women, when we perceive a threat from someone especially from another woman at work we sometimes come to some badconclusionsBoy is she fat.Wow. Ni ce hair.She isnt a good mother. Did you see what she just did with her kid?She acts like that for mens attention. How pathetic.Total garbage but its there in our minds.So, how do you overcome the reflex to reject another woman?Start by looking at your initial thoughts about her when you first come into contact with her. What you will find is that 99 percent of what your mind tells you about her isnt even true.Here are five ways to cultivate a mindset of openness and support for other women in the workplace1. Be Open to Changing Your MindBe open to rethinking your own thoughts. Be open to the idea that they are not the absolute truth.Often, many of us are very quick to judge other women in order to elevate ourselves. When those thoughts come up in your head, look at them. Are they actually true?2. Be PatientYou may embrace a woman, butshe may reject you. Be patient. Maybe you triggered something in her orshe is slow to trust. Maybe no other woman has reached out to her and she doesn t know how to receive your support. Be open. Dont reject her back in retaliation. Dont get out of the boat keep rowing and invite her into the boat.3. Practice byGiving Small ComplimentsFor the last few years, I have worked on purposely reprogramming my thinking. When I do look outward at other women, I make sure to find one good thing about each one.For example, in an airport, I told a woman that she had a great piece of jewelry on andthat it went really well with her outfit. Ill never forget her response Her whole face brightened. She thanked me and said she actually woke up in a horrible mood, butthis small gesture made her entire day.This small practice helps you to cultivate good thoughts. The mind will always gravitate to the negative and judgmental. Dont take the bait.4. Be EmpatheticYour ability to relate is the most important skill you can develop. Practicing empathy when another woman lashes out at you is the hardest thing youll ever do but its also the biggest moment of your life.Rather than react negatively in return, think about how you may have felt in that situation. Conjure up a time in your life when you felt angry or hurt and how you lashed out at others. Then look at her again. I bet you see her differently. Treat her with love when she is the most angry, the most ugly, and the most hateful toward you.You may find that she melts with the love you pour on her.That being said, empathy is not pity and should not be exercised if you are being abused. Know the difference between misdirected anger and active mistreatment.5. Publicly Support Another Woman at WorkWhen you see her in the office, no matter how you feel or how much jealousy may be present in your mind, support her. In meetings, support women openly and verbally when you agree with their points. Find women whoneed support at work and rally around them. Look for ways to embrace the younger women in your office, but dont overstep your bounds or give advice that is really judgment in disg uies. Stretch yourself. Support women whom you dont like at work analyze and deconstruct your feelings about them.Sophia A. Nelson, author of The Woman Code, put it perfectly True sisterhood cannot be forced. It has to be developed over time. Not every woman will be your best friend, nor should she be invited to be in your inner circle, but every woman is deserving of your respect and support, if only in the form of a smile.A version of this article originally appeared onPlaid for Women.Elizabeth Lions is an executive career coach. You can learn more atElizabethLions.com.

Customize this Outstanding Safety Manager Resume Sample

Customize this Outstanding Safety Manager Resume SampleCustomize this Outstanding Safety Manager Resume SampleCreate Resume Philip R. Sizemore100 Broadway LaneNew Parkland, CA, 91010Cell (555) 987-1234example-emailexample.comProfessional SummaryConscientious Safety Manager acts as advocate and overseer of safety measures, providing training and consultation, monitoring health and safety programs, and developing materials and communications regarding operations. OSHA certified, prepared to collaborate with supervisors and management to ensure that company adheres to workplace safety programs, protecting itself, productions and employees.Core QualificationsOSHA safety programs and requirementsFlowmetersRespirators, Air Samplers, Air CollectorsOctave Band Analyzers, Sound MetersStatistical Analysis SoftwareDatabase and Query SoftwareExperienceSafety Manager March 2007 to PresentGovernment of New Cityland, New Cityland, CADeveloped over 100 safety, OSHA compliance and accident preventi on classes, workshops and training sessions in order to educate, control costs and minimize insurance premiums.Review operations for managed care in regard to workers compensation insurance.Monitor all aspects of OSHA conformance in management, training, documentation, claims processing and underwriting.Review all materials regarding loss control and emergency services.Firefighter / Safety Manager March 2002 to February 2007New Cityland Fire Department, New Cityland, CAEnsured all fire stations were in compliance with California state and OSHA safety and health requirements.Conducted workshops in safety for hundreds of new firefighters and EMTs.Reviewed and corrected failures in occupational safety procedures and programs.Education2002 Masters of Science, Human Resource Development University of California, New Cityland, CACustomize Resume

What Facebook Looks for in Talent, According to the VP of Global Engineering Product Recruiting

What facebook inc Looks for in Talent, According to the VP of Global Engineering Product RecruitingWhat Facebook Looks for in Talent, According to the VP of Global Engineering Product Recruiting You could say Ruta Singh has a big role. As a mom of two young children and a seasoned tech recruiting professional, she is inspired by Facebooks mission of bringing the world closer together, building communities, and giving a voice to those who wouldnt have an opportunity to be heard otherwise. Now in charge of the recruiters responsible for building Facebooks engineering and product teams, she knows a thing or two about what it takes to be impactful at Facebook . She articulates herself with passion and purpose, yet maintains a level-headed keep it real attitude. Heres what she has to say.On her role as VP of Global Engineering & Product Recruiting Its incredibly inspiring and humbling to lead the people tasked with building Facebooks engineering and product teams - th e teams responsible for the products that serve our global community.On what Facebook looks for when hiring tech talent We look for builders people who want to work on some of the fruchtwein complex and challenging problems facing the tech industry and people across the globe. We want to bring in people who are passionate about our mission of bringing the world closer together to help build communities and create equal opportunity for communication within society.On how to prepare for a Facebook engineering interview Understand that its not all about the coding. Well, ok, its a lot about the coding, so take the advice our recruiters share and invest in your preparation (study). But we also want to know what motivates you. What gets you excited? How does working at Facebook fit with your strengths? What do you want to work on here? We want people who want to be here because their goals and interests align with Facebooks mission. We want you to come in at the beginning of the day e nergized and ready to do your best work, and to leave at the end of the day feeling like you accomplished something meaningful. So when youre getting ready to interview, understand that we really want to get to know you. Come ready to talk about what you know, but also who you are.On how recruiting at Facebook has evolved over time The diversity of skills and technical roles we hire for has grown tremendously over the years. Weve made a conscious decision to take a holistic view toward finding talent and tying it directly back to how we build our products. From engineering and product management, to analytics, product design, research, and marketing these are just a few of the roles that my team is responsible for at our company. Many of these disciplines were in their infancy at Facebook when I first started. They are now at the core of what we need to build great products.On why she stays at Facebook after more than 7 years Our companys mission and our people are why Im here. Im inspired every day by the people who work here. Ive been in tech for a very long time, and Ive never experienced the concentration of talent, passion, and innovation that exists here. This combination coupled with a singular focus on our mission of bringing people together is very energizing. On any given day, Im working alongside people who are experts in their fields - there isnt a day that goes by where Im not learning something new.On her biggest challenge in her job so far We have quite a few big challenges that we are trying to solve. Identifying and hiring the most talented and diverse engineering and product workforce in tech is at the top of the list. We then strive to create a meaningful experience and community for this talent that allows us to build a lasting and thriving connection. Ultimately, we want to lead them to engage with our Facebook community in an impactful way that helps us tackle the very real and pressing challenges we are currently facing.On her proudes t moment at Facebook Im a recruiter at heart, so my proudest moments are ones where an individual weve hired goes on to apply their unique skills and passion to building something that is critical to our mission. The right person in the right role/team at the right time can completely change the trajectory of a team, a product, and even the company. When that happens, its magical. Luckily, because of the level of talent we are able to bring in, Ive had many magical moments at Facebook.On how she manages life at work and life at home Im a mom of two preschoolers. My take on work/life is that its very personal for every individual and there is no magic formula. For me, I know Im not going to manage it all perfectly all the time. Its really important that youre real with yourself about what you can and cannot do. I have to be very intentional about where I spend my time and energy. On any given day/week there are trade-offs, but some things are non-negotiable. For me, that means leavin g the office in time to pick up my kids from school most days of the week. Im grateful that Facebook has a culture that lets me manage my time on my own terms.On her biggest role model in her life My father is my biggest role model. We immigrated to the US when I was 7 years old. He and my mom gave up everything they knew to build a better life for our family. Ive learned the importance of family, hard work and sacrifice from him. He taught me how to take risks and how to seize an opportunity when it presents itself.On what she would do if she wasnt in recruiting I would have my own business. Im a builder at heart and would love to create something from the ground up.This article was originally published on the Facebook Careers site . Reprinted with permission.

Dress Code Timeline The Demise of Your Professional Style

Dress Code Timeline The Demise of Your Professional StyleDress Code Timeline The Demise of Your Professional StyleA timeline outlining how executives dress code attire gets sloppy with time.Most of us begin every new job with the best intentions to dress sharp five days a week, 50 weeks a year. But alarm clocks and laundry days eventually win out, and our office clothing choices weaken. 0-3 months You lay out your outfit the night before, planning ahead depending on what the day entails. Even your most uncomfortable shoes and binding (yet sharp) pencil skirt get worn. You never loosen your tie after lunch, and your jacket is always on. Casual Fridays mean nothing to you. 3-6 months Still concerned with looking sharp, your look is still planned out and professional. But after lunch, your look tends to gets a little sloppy tie loose, jacket on the back of the chair, heels under the desk. 3-12 months Mornings are harder, and alarms more annoying.Since you have quit laying out your outfi t the night before, you stand in your closet sleepy and usually end up wearing something quite similar to the day before. You cant bear those tight shoes anymore, so your favorite, slightly worn, pair is the staple. You officially wear jeans for the first time on Friday, with a sportcoat of course 1-3 years You are on style autopilot. You wear a suit when you have to, but overall your dry-cleaning bill has been cut in half since you don a polo whenever possible.You would much rather spend money on your golf or weekend wardrobe than your professional look. Even if it means looking a little dated and frumpy at the office - who cares You fully embrace casual Friday, sometimes even starting on Thursday. 3+ years You havent bought new work clothes in three years, and your assistant secretly tracks your mood based on your shirt (cause yes, she has them all memorized ). You forgot how to tie a tie, so your wife has to buy you clip-on ties for days you are required to wear one. You wear on e black sock and one blue sock on a daily basis and are campaigning for casual Monday through Fridays.