Monthly Archives: June 2010

Whose Life Have You Touched?

We are reaching out to the masses for stories, anecdotes, and true moments of inspiration.
Share your story. Whether you have touched family, friends, co-workers or strangers, share your story.

This is an opportunity to really provide inspiration to others.

Share your story and in hopes it will bring a true feeling of value to others.

Now is your chance: Whose Life Have Your Touched?


Soar Like A Hawk – The Key to Workplace Happiness

Provided by Stephanie Clark, BA, CRS, CIS, http://www.newleafresumes.ca. An award-winning and published Resume Strategist, dedicated to advancing your career goals, proudly serving clients from around the globe.

One Sunday, my husband and I were treated to a rare sight while biking along the trails crisscrossing a local park – two hawks entertained us with close fly-bys. We stopped, mesmerized by their incredible beauty, captivated by their ability to ride unseen wind currents, and hoped to catch a rare spectacle – prey spotted and caught. The experience got me thinking: These birds make the most of their natural talents to get the job done.

Such a contrast to humans who seem fixated on improving faults rather than harnessing the immense potential of natural talents. Think about your last performance review. Did your boss ask what you really enjoy about your position, so that he could harness a natural ability and increase productivity? Did she notice that “special something” you contributed to your team’s successful delivery of a corporate goal? Or, rather, did she suggest you could pull up your socks and perform better? Studies actually prove that most workplaces do not care about, or take advantage of, their employees’ strengths. And that 87% of people agree that “finding your weaknesses and fixing them is the best way to achieve outstanding performance.” But consider that on high performance teams, members say that their talents are utilized 75% of the time, not that they contribute great ideas because they focus on fixing faults. It seems to me that fixating on weaknesses to achieve outstanding performance is misguided thinking.

If you want to flourish in your worklife, you must take control. Refocus your energies from fixing weaknesses to expressing your natural talents, and like the hawks achieve your goals with a seemingly effortless grace. Take responsibility for your career, explore your talents and motivations, and find a position that makes the most of your strengths.

Although hawks are spared the need to wrestle with options, humans have to figure it out for themselves. And some find it easier to figure out what they don’t enjoy doing, and struggle to determine where their talents might lead. But there are indeed processes that can help you discover your natural talents, strengths and abilities.

The key to finding a job you truly enjoy, according to Alan Kearns, includes five variables: Talents + Passions + Values + Lifestyle + Ecosystem = the Right Job. In his recent book, “Get the Right Job Right Now!” Kearns offers a step-by-step process gleaned from over 15 years’ experience helping clients get their jobs right. He also provides a list of useful websites that generate career ideas and offer clear job descriptions.

Other useful books are “What Colour is Your Parachute?” by Richard Bolles, and “Go Put Your Strengths to Work,” by Marcus Buckingham. And if you are interested in commiserating with others who have struggled with career change, Po Bronson’s “What Should I Do with My Life?” is a thought-provoking read. One of these may just resonate with you and give you a gentle shove in the right direction.

Not into reading books? The website http://www.assessment.com offers variously priced packages for unearthing your talents and pointing you in the right direction. Straightforward, and not too expensive.

Learn from the majestic hawk: don’t worry so much about your weaknesses, and start maximizing your talents.


What Comes After the Internet?

Provided by: Megan May Personal Cargo

Last night I asked google, “is the internet over?” This was the response (be warned if you have little tolerance for internet gore do not click). The result was both ironic and nostalgic, like a last stand for the unkempt wilderness the internet has been.

As I mentioned on Olena’s post, it occurred to me the other night that lawlessness can be extremely beneficial to intelligence and the rapid growth of culture, particularly when it comes to the vast databases of music and movies we’ve stolen for our edification and enjoyment. It also struck me that those who’ve directly benefited from this lawlessness are simultaneously the most marketed to generation in history and a generation that’s probably stolen more merchandise on a whole than any other group of people living in a semi-functional society.

But I’ve had a distinct sense for the past few months that the internet is no longer the frontier, that it’s well on the way to becoming as practical and depoliticized as the telephone. While cyberwarfare may be making appearances in the newspaper for months or even years to come, it’ll more likely be evidence of governmental meddling than radical uprising.

While I don’t get off on illuminati flavored conspiracy theories, the use of Facebook friend photos to generate advertisements, in combination with the Supreme court decision, and Google deleting music blogs without warning has made me extremely aware how easily we can sleep through what promises to be (or already is) a corporate chokehold.

While this all seems a little bleak, it’s actually rather refreshing to realize. I’ve been feeling a little coddled by the neverending stream of utopian rhetoric surrounding the internet, which I myself am guilty of propagating, and with good reason! But it seems about time we set our sites on a new frontier.

So…what comes after the Internet?


Wavin’ Flag by K’Naan – The Official Song of the 2010 World Cup (via Recruiterpoet’s Blog)

If you have not heard this song, you need to listen and let the meaning penetrate.  It defines the true struggle we have all experienced and through the love of others and the courage within ourselves, we have achieved greatness. Enjoy this live performance from the Austin City Limits show and just feel the song. Official Lyrics When i get older, they'll call me freedom Just like a Waving Flag. [Chorus] When I get older, I will be stronger, They' … Read More

via Recruiterpoet's Blog


How Not to Get a Job – Actual Events and Comments made in interviews (This should be a reality show)

How Not To Get A Job

Provided by Meyerweb.com

Vice presidents and Personnel Directors of the one hundred largest corporations were asked to describe their most unusual experience interviewing prospective employees:

A job applicant challenged the interviewer to an arm wrestle.
Interviewee wore a Walkman, explaining that she could listen to the interviewer and the music at the same time.
Candidate announced she hadn’t had lunch and proceeded to eat a hamburger and french fries in the interviewer’s office.
Candidate explained that her long-term goal was to replace the interviewer.
Candidate said he never finished high school because he was kidnapped and kept in a closet in Mexico.
Balding candidate excused himself and returned to the office a few minutes later wearing a headpiece.
Applicant said if he was hired he would demonstrate his loyalty by having the corporate logo tattooed on his forearm.
Applicant interrupted interview to phone her therapist for advice on how to answer specific interview questions.
Candidate brought large dog to interview.
Applicant refused to sit down and insisted on being interviewed standing up.
Candidate dozed off during interview.
The employers were also asked to list the “most unusual” questions that have been asked by job candidates:

“What is it that you people do at this company?”
“What is the company motto?”
“Why aren’t you in a more interesting business?”
“What are the zodiac signs of all the board members?”
“Why do you want references?”
“Do I have to dress for the next interview?”
“I know this is off the subject, but will you marry me?”
“Will the company move my rock collection from California to Maryland?”
“Will the company pay to relocate my horse?”
“Does your health insurance cover pets?”
“Would it be a problem if I’m angry most of the time?”
“Does your company have a policy regarding concealed weapons?”
“Do you think the company would be willing to lower my pay?”
“Why am I here?”
Also included are a number of unusual statements made by candidates during the interview process:

“I have no difficulty in starting or holding my bowel movement.”
“At times I have the strong urge to do something harmful or shocking.”
“I feel uneasy indoors.”
“Sometimes I feel like smashing things.”
“Women should not be allowed to drink in cocktail bars.”
“I think that Lincoln was greater than Washington.”
“I get excited very easily.”
“Once a week, I usually feel hot all over.”
“I am fascinated by fire.”
“I like tall women.”
“Whenever a man is with a woman, he is usually thinking about sex.”
“People are always watching me.”
“If I get too much change in a store, I always give it back.”
“Almost everyone is guilty of bad sexual conduct.”
“I must admit that I am a pretty fair talker.”
“I never get hungry.”
“I know who is responsible for most of my troubles.”
“If the pay was right, I’d travel with the carnival.”
“I would have been more successful if nobody would have snitched on me.”
“My legs are really hairy.”
“I think I’m going to throw up.”

——————————————————————————–

These quotes are taken from real résumés and cover letters and were printed in the July 21, 1997 issue of Fortune Magazine. (Note: all typographical errors, etc., are as intended.)

“I demand a salary commiserate with my extensive experience.”
“I have lurnt Word Perfect 6.0 computor and spreadsheet progroms.”
“Received a plague for Salesperson of the Year.”
“Reason for leaving last job: maturity leave.”
“Wholly responsible for two (2) failed financial instutions.”
“Failed bar exam with relatively high grades.”
“It’s best for employers that I not work with people.”
“Let’s meet, so you can ‘ooh’ and ‘aah’ over my experience.”
“You will want me to be Head Honcho in no time.”
“Am a perfectionist and rarely if if ever forget details.”
“I was working for my mom until she decided to move.”
“Marital Status: single. Unmarried. Unengaged. Uninvolved. No commitments.”
“I have an excellent track record, although I am not a horse.”
“I am loyal to my employer at all costs….Please feel free to respond to my resume on my office voice mail.”
“I have become completely paranoid, trusting completely no one and absolutely nothing.”
“My goal is be a meteorologist. But since I possess no training in meteorology, I suppose I should try stock brokeridge.”
“I procrastinate, especally when the task is unpleasant.”
“Personal interests: donating blood. Fourteen gallons so far.”
“As indicted, I have over five years of analyzing investments.”
“Instrumental is ruining entire organization for a Midwest Chain store.”
“Note: Please don’t misconstrue my 14 jobs as ‘job-hopping’. I have never quit a job.”
“Marital Status: often. Children: various.”
“Reason for leaving last job: They insisted that all employess get to work by 8:45 am every morning. I couldn’t work under those conditions.”
“The company made me a scapegoat, just like my three previous employers.”
“Finished eighth in my class of ten.”
“References: none. I’ve left a path of descruction behind me.”


Google introduces Caffeine: A complete redesign of Google’s Search Index

Provided by Black Web 2.0

Caffeine is a complete redesign of Google’s search index. While they reign as the #1 search engine, they have never been known to stop innovating. The web has changed and we have come to expect things to happen immediately. When we search, we want the most relevant and freshest results. When we publish things on the web, we want them to show up right now. Google has taken steps to make their search more realtime by integrating with the social web, but they have decided to go much further than that.

The results you see when you search Google come from their search index, which is a representation of the web as they see it stored in a database somewhere. Every so often, Google’s web crawlers go out and try to figure out what has changed. The web is now a rich ecosystem of data, going way beyond simple text and images, so this strategy doesn’t quite fit. It’s also slow to update. If you’ve ever published something and then waited and waited for it to show up in Google, you know how annoying that can be.

Caffeine lets us index web pages on an enormous scale. In fact, every second Caffeine processes hundreds of thousands of pages in parallel. If this were a pile of paper it would grow three miles taller every second. Caffeine takes up nearly 100 million gigabytes of storage in one database and adds new information at a rate of hundreds of thousands of gigabytes per day. You would need 625,000 of the largest iPods to store that much information; if these were stacked end-to-end they would go for more than 40 miles.

Caffeine is a fresh take on an old idea and should go a long way in keeping Google at the top of their search game. It’s also an investment in the future, providing a strong, scalable, and faster base for future developments in search. It seems that this is just the beginning. This back-end change should bring users some nice benefits on the front-end, making search more useful and relevant in the months ahead.

Official Google Blog Post:

Our new search index: Caffeine
6/08/2010 05:00:00 PM
(Cross-posted on the Webmaster Central Blog)

Today, we’re announcing the completion of a new web indexing system called Caffeine. Caffeine provides 50 percent fresher results for web searches than our last index, and it’s the largest collection of web content we’ve offered. Whether it’s a news story, a blog or a forum post, you can now find links to relevant content much sooner after it is published than was possible ever before.

Some background for those of you who don’t build search engines for a living like us: when you search Google, you’re not searching the live web. Instead you’re searching Google’s index of the web which, like the list in the back of a book, helps you pinpoint exactly the information you need. (Here’s a good explanation of how it all works.)

So why did we build a new search indexing system? Content on the web is blossoming. It’s growing not just in size and numbers but with the advent of video, images, news and real-time updates, the average webpage is richer and more complex. In addition, people’s expectations for search are higher than they used to be. Searchers want to find the latest relevant content and publishers expect to be found the instant they publish.

To keep up with the evolution of the web and to meet rising user expectations, we’ve built Caffeine. The image below illustrates how our old indexing system worked compared to Caffeine:

Our old index had several layers, some of which were refreshed at a faster rate than others; the main layer would update every couple of weeks. To refresh a layer of the old index, we would analyze the entire web, which meant there was a significant delay between when we found a page and made it available to you.

With Caffeine, we analyze the web in small portions and update our search index on a continuous basis, globally. As we find new pages, or new information on existing pages, we can add these straight to the index. That means you can find fresher information than ever before—no matter when or where it was published.

Caffeine lets us index web pages on an enormous scale. In fact, every second Caffeine processes hundreds of thousands of pages in parallel. If this were a pile of paper it would grow three miles taller every second. Caffeine takes up nearly 100 million gigabytes of storage in one database and adds new information at a rate of hundreds of thousands of gigabytes per day. You would need 625,000 of the largest iPods to store that much information; if these were stacked end-to-end they would go for more than 40 miles.

We’ve built Caffeine with the future in mind. Not only is it fresher, it’s a robust foundation that makes it possible for us to build an even faster and comprehensive search engine that scales with the growth of information online, and delivers even more relevant search results to you. So stay tuned, and look for more improvements in the months to come.


Hewitt One-to-One: Interview with Diversity Expert Andrés Tapia

Provided by Hewitt Associates

This edition of Hewitt One-to-One features an interview with Andrés Tapia, Hewitt’s Chief Diversity Officer/Emerging Workforce Solutions Leader and one one of the leading authorities on diversity in the workplace. In this interview, Tapia speaks with Hewitt’s Bob Gandossy about his new book called The Inclusion Paradox; the important differences between diversity and inclusion; why this should be a focus for HR leaders; and how companies are dealing with generational differences in the workplace.

Listen to the One-to-One with Andrés Tapia now. Running time for this podcast is 32 minutes, 22 seconds; file size is 7.6 MB.

Link to Podcast



Farmville has surpassed 86 Million Users

With approximately 400 million profile users on Facebook, Zynga’s application for Facebook Farmville has approximately 23% of the users entrenched in this worldwide phenomenon (86 Million).

On a daily average, 29.7 million users are on Farmville daily.

At current 2010 rates, there are nearly 10 million new users per month.
What makes this interactive farming community a wave of interest and intrigue?
Whether you have put on your overalls and boots or not, this app is hear to stay.

Yesterday, Steve Jobs announced that Farmville will be the first Facebook app on the IPhone.

Last year Zynga saw company revenue in excess of one billion dollars.

Watch out New York, London and Paris….The new metro is Farmville!


Childhood Dreams and Technology Become One

In three weeks, B3ta.com Forum member Fantasysquirral built a printer from scratch with legos, three motors and a felt tip pen.

Anything is possible…..

Enjoy the wonder of childhood with a splash of business sense….


Why Google is the Best: Talent Acquisition Strategy

Provided by:  Social Machinery

One factor that made possible the great development of Google as a hub for innovation is their recruitment methodology used when hiring employees. That methodology has been able to built Google’s most important asset: Human capital.

To identify and select these workers, Google use a very tough and comprehensive recruitment process:

1. Detect talents in its infancy

Companies like Microsoft try to hunt talents on their last University year and recruit them in an early stage. On the contrary, Google identify those talents in an early stage but allow them to complete their studies, complemented with masters and doctorates.

Also, Google runs contests and mathematical problems placed in technology magazine or universities campus. These types of aptitude tests encourage engineers and hardcore geeks to submit their answers along with their resumes.

As Google vice president of engineering, Alan Eustace mentioned when it comes to hiring engineers, the strategy is to get engineers that “worth 300 times more than average”. The deputy director also added that he would rather lose an entire group of engineering graduates before an exceptional technologist. Actually, many Google services like Google News and Gmail were initiated by one person. Google plans to continue maintaining such criteria for finding, identifying and incorporating exceptionally bright talents.

2. Challenging interviews and selection process

Interviews and selections methods used by Google are unconventional. The recruitment process can last several weeks and could include up to 12 candidates meetings. Candidates need to sign confidentiality agreements and any negative opinion about the process could disqualify them. During this selection process technical questions are alternated with “brain teasers” as curious as how many golf balls fit in a school bus? Or how much you would charge for cleaning all windows in Seattle?

3. Speed up the on boarding process

The group that selects the candidates is usually formed by a high number of company workers who know deeply Google’s operation and could decide on the level of training for candidates during on boarding stage. New employees are placed in small working groups to speed up their interaction and absorb Google’s culture faster.

It also interesting to notice that Google distributes the time of its employees, allowing 20% to be spend on personal projects. This motivates employees, spread innovative ideas and improve their products driven by employees’ entrepreneurial spirit.


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