Study says people eat unhealthy foods in the office

Study says people eat unhealthy foods in the officeStudy says people eat unhealthy foods in the officeHeres a shocking study.According to a new report fromthe Centers for Disease Control and Prevention,a lot of the food made available to you in theworkplace isnt very healthy. Wait a minute Donuts arent as good for you as broccoli? WHAT?The study looked at data fromU.S. Department of Agriculture survey, specifically looking at the purchases of over 5,000 employees from vending machines or cafeterias and free food available to them in the workplace and found that the average subject welches getting 1,300 calories per week from workplace food and over 70% of it was free. Most of this food fell into the fats and added sugar categories as well as high sodium.Companies offer food over health insuranceWith more and more companies offering not only free snacks (Bloomberg) but also full catered meals every day (Asana, Ancestry.com, Spotify), this isnt surprising news.According toJobvites 2016 Recruiter Nation survey, millennials reported they were more likely to get free snacks at work than to have medical/dental coverage or a 401K plan. Thats right. You are more likely to have access to a Smores Pop-Tart than health coverage at some companies.To our knowledge, this is the first national study to look at the food people get at work, Stephen Onufrak, an epidemiologist in the Division of Nutrition, Physical Activity, and Obesity at the Centers for Disease Control and Prevention, said in a statement.People may not even be realizing how many calories theyre getting, he told The Boston Globe.Mindless eatingPart of the problem is because you are stressed or maybe even a little bored at work, eating is just something to do to pass the time.A studyconducted by Cornell University found that 40 secretaries who participated ate an average of 3.1 Hersheys kisses a day from an office candy bowl if the dish was opaque and covered. But when the candy was put within clear view in a tra nsparent glass bowl, each secretary consumed an average of 2.5 more pieces a day. Slide that dish within reach of their desks, and the secretaries added another 2.1 candies to the daily intake, for a total of 7.7 pieces.Keep that in mind the next time you head to get an office snack.

How to Get the Most Out of a Job Fair

How to Get the Most Out of a Job FairHow to Get the Most Out of a Job FairImprove your job searching options and take some time to attend local job fairs. It may seem daunting- the crowds are big and theres competition for short attention spans, but its worth your effort. Youll have the opportunity to meet with employers that you might not be able to access any other way, plusjob fairs and career expos often offer networking programs, resume reviews, and workshops for job seekers. These tips will help you get ready to attend and maximize your opportunities while youre at a job fair. Dress for Success Attend the job fair dressed for geschftlicher umgang success in your best professionalinterview attire. Carry a portfolio, not a backpack. Your interview attire should err on the side of the conservativea neatly pressed, solid color suit, dark dress shoes, and minimal jewelry, accessorizing and makeup. Make sure that all tattoos are covered. Wear comfortable shoes, because youll be s tanding in line. Practice a Pitch You wont get much time with any one person, so you to make a good impression quickly. Practice aquick pitchthat summarizes your skills and experience so youre ready to promote your candidacy to prospective employers. A quick pitch is also called an elevator speech because it should only be 30 to 60 seconds long, which is about the same amount of time as a typical ride on an elevator. With your quick pitch, youll be able to enthusiastically explain who you are, what your skills are,and describe your career goals. So be ready- write up your pitch and rehearse it over and over. The mora you practice this pitch beforehand, the more confident youll feel delivering it at the job fair. Bring Supplies Bring extra copies of your resume, a few pens, a notepad,and a bunch of geschftsleben cardsthat include your name, your emaille address, and cell phone number. You might also want to consider bringingmini-resume cards as an efficient way to sum up your candidacy. Research Companies Many job fairs and career expos have information on participating companies on the job fair website. Get yourself prepared to talk tohiring managersby checking out the companys website, mission, open positions, and general information before you go. If you demonstrate knowledge about each company or manager youre talking to, youll certainly stand out from the crowd. You may also be able to come up with a couple of questions to ask the hiring managers, which also makes a favorable impression. Arrive Early Keep in mind that lines can be long, so arrive early,before the fair officially opens. Youre better off standing in line outside so you can get in right away than arriving later and walking right in the doors but being stuck with long lines at each table. Attend a Workshop If the job fair has workshops or seminars, attend them. In addition to getting job search advice, youll have more opportunities to network. Be ready to chat up the people you meet and hand out your business cards. Network While youre waiting in line, talk to others and exchange business cards. You never know who might be able to help with your job search. Along the same lines, remember to stay polite and professional. Even if youre feeling discouraged in your job search, dont vent to other fair-goers about your situation or about any specific companies. Stay positive and make the most of the opportunity. Show Initiative Shake hands andintroduce yourself to recruiterswhen you reach the table. Maintain direct eye contact. Demonstrate your interest in the company and their job opportunities. This is where your research in the companies will allow you to shine. Be Enthusiastic Employer surveys identify one of the most important personal attributes candidates can bring to a new position as enthusiasm. This means that employers want to see you smile. Even if youre nervous, stay enthusiastic- after all, great things may come from this job fair, especially if you keep a positive attitude. Ask Questions Have somequestions ready for the company representativesthat illustrate your knowledge of their organization. Employers are not merely looking for the most skilled candidate for the jobthey are looking for candidates who are truly interested in their company. The more you engage them, focusing the discourse upon their companys needs, the better the impression youll make. Collect Business Cards Collect business cardsso you have the contact information for the hiring managers you met at the job fair. Then immediately after you get home, compile this information into a contact list and use it to send Connect requests on LinkedIn. Take Notes Its hard to keep track when youre meeting with multiple employers in a busy environment. Jot down notes on the back of the business cards you have collected or on your notepad, so you have a reminder of whom you spoke to about what. Say Thank You Take the time to send a brief follow-upthank-you noteor email to the company representatives you met at the job fair. This is another reason its crucial to get the hiring managers contact information. Sending a thank-you note is a good way to reiterate your interest in the company and to remind company representatives that youre a strong candidate.

3H0X1 - Historian - AFSC Description

3H0X1 - Historian - AFSC Description3H0X1 - Historian - AFSC DescriptionSpecialty Summary (Note This is not an entry-level job). Performs and manages historical activities, programs, and functions. Provides historical research and reference services. Performs research, interviews personnel, and prepares analytical historical publications. Assembles and maintains historical document repositories for reference and research. Related DoD Occupational Subgroup 570. Duties and Responsibilities Provides historical research and reference services. Receives and assigns priority to historical information queries. Uses reference materials, unit knowledge, and research experience to answer queries. Provides historical information.Plans, organizes, and manages history activities. Drafts revisions, supplements, and annexes for directives. Coordinates involvement in contingency and wartime operations, and readiness exercises. Develops and implements procedures for preparing historical publicat ions. Manages subordinate unit history programs. Conducts periodic visits to assess compliance with policies and directives. Discusses findings and recommends corrective action. Conducts quality assessments of historical products, and rates content, supporting documents, and compliance with security and administrative directives.Performs historical research. Reviews unit files. Systematically collects and organizes historical data from correspondence, messages, staff studies, reports, plans, meeting minutes, and other source documents. Attends meetings and briefings to document important deliberations and decisions. Interviews key unit personnel for unique knowledge and insights.Prepares historical publications, including periodic histories, studies, papers, and monographs. Determines topics of special interest or importance. Evaluates data for accuracy, objectivity, and pertinence. Writes well organized, fully documented, analytical narratives. Prepares charts, tables, graphs, and statistical summaries of significant information. Uses selected photographs to support narrative. Selects, reproduces, and assembles supporting documents. Places proper security markings, downgrading instructions, and administrative caveats on products.Deploys to support operational historical requirements. Assembles and maintains deployment equipment and kit. Participates in unit readiness exercises. Deploys to meet operational requirements, conduct research, secure significant documentation, and prepare historical reports.Maintains historical document repository. Collects, organizes, and indexes historical reference and research publications and documents.Manages historian functions and activities. Advises on historical and museum program matters. Identifies, plans, and maintains facility, equipment, security, and supply requirements. Maintains publications, and administrative and historical files. Specialty Qualifications Knowledge. Knowledge is mandatory of Air Force hist ory, organization, functions, and terminology English composition and grammar interviewing techniques contingency and wartime operational planning historiography methods and procedures USAF history and museum program directives computer systems and word processing, spreadsheet, and database applications and historical repositories and reference services. Education. For entry into this specialty, completion of high school or general educational development equivalency is mandatory. Completion of college-level courses in history, English, speech, technical writing, and political science is desirable.Training. Forawardof AFSC 3H031, completion of a unit historian development course is mandatory.Experience. The following experience is mandatory for award of AFSC indicated (Note SeeExplanation of Air Force Specialty Codes).3H051. Qualification in and possession of AFSC 3H031. Also, experience performing historical research and writing.3H071. Qualification in and possession of AFSC 3H051 . Also, experience performing or supervising functions such as research and preparation of historical documents, or writing historical monographs and special studies.3H091. Qualification in and possession of AFSC 3H071. Also, experience developing, directing, and managing historical programs.Other. The following are mandatory as indicatedFor entry into this specialty 1. Prior qualification in any AFSC at the 5-skill level or higher (3-skill level if no 5-skill level exists). 2. Overall rating of 4 or 5 on last five enlisted performance reports. 3. Outstanding military bearing and conduct. 4. No record of anArticle 15or conviction bycourt-martial.? 5. No record of conviction by a civilian court, except for minor traffic violations or similar infractions. 6. Ability to type 20 words per minute. For award and retention of AFSCs 3H031/51/71/91/00, eligibility for a Top Secretsecurity clearance, according toAFI 31-501,Personnel Security Program Management.? Strength Req G Physical Profil e 333233 CitizenshipYes Required Appitude Score G-72 Technical Training Course M3ABR3H031 Length (Days) 20 Location Max

Study These are the best days, times, months, and seasons to be productive

Study These are the best days, times, months, and seasons to be productiveStudy These are the best days, times, months, and seasons to be productiveTask and project management platform Redboothrecently partnered withdata content firm Priceonomics to look atwhen productivity spikes and slows down durning the work week.The research team reportedly took a look at anonymized data of Redbooth users, numbering in the hundreds of thousands. Here are some of the results that stood out.Youre more likely to get the most work done on MondayBased on Redbooth data from October 2016 to October 2017, the research found that on Monday, people got the highest number of tasks done, at 20.4%.Tuesday welches just shy of tying with Monday at 20.2%, while Wednesday was 19.3%, Thursday was 18.6%, and Friday was the least productive day of the workweek at 16.7%.As for the weekend, Saturday was 2.4% and Sunday was 2.3%, the least productive days by far.Youll probably knock out that big project just before no onBased on Redbooth data from October 2015 to October 2017, the research showed that once things get started in the morning, productivity eventually reaches its highest point before noon.This brings us to the magic productivity time of sorts 11 A.M. At this hour, 9.7% of tasks are finished - the highest amount of any hour of the day.Im actually most productive early in the morning, when the office is quiet and I can stay focused. But I suspect the reason most peoples productivity spikes around 11am is because theyre fully caffeinated, working at full speed, and coworkers are around to collaborate with, Jeff Harrell, VP of Marketing at Redbooth, told Ladders.After that, productivity goes south, then slightly upward again before dipping slightly, and then dropping very drastically again at 5 P.M.Heres a monthly breakdown of users productivityThe research showed how productive users were every month. Based on Redbooth data from October 2013 to October 2017, it found that October was t he highest month for productivity, with users getting 9.5% of annual tasks done at that time.November claimed second distributions-mix in terms of efficiency at 9.0%, while September came in third at 8.8%.January, on the other hand, was the least productive time, with people only getting 7.2% of things done then. February wasnt much better, at 7.6%.When all the months were then put together by season, fall turned out to be the most productive, with 27.3% of tasks getting done. Winter turned out to be the least productive time of the year, at 22.8%.

ASME to Offer MasterClass on Meeting the EU Pressure Equipment...

ASME to Offer MasterClass on Meeting the EU Pressure Equipment... ASME to Offer MasterClass on Meeting the EU Pressure Equipment... ASME to Offer MasterClass on Meeting the EU Pressure Equipment Directive ASME Training Development will offer four MasterClasses, including the two-day course Using ASME Codes to Meet the EU Pressure Equipment Directive (PED), next month in Denmark. The courses will be held from March 14-18 at the IDA Engineering House, headquarters of the Danish Society of Engineers, in Copenhagen.The EU Pressure Equipment Directive 97/23/CE, or PED, which has been mandatory throughout the European Union since 2002, outlines the standards for the design and fabrication of pressure equipment and sets the administrative requirements for the conformity assessment of pressure equipment for the European market without local legislative barriers. Substantial amendments were made to the document two years ago and an updated version, Directive 2014/68/EU, was issued i n May 2014. The Using ASME Codes to Meet the EU PED MasterClass, which will take place March 17 and 18, will provide an in-depth review of the PED, recent changes, and how the use of ASME Codes can satisfy the PED requirements for design and manufacture of pressure equipment. The course, which will be presented by ASME-authorized inspection supervisor and team leader Peter Hanmore, will encompass practical demonstrations for the assessment of hazards and risks and the preparation of particular material appraisals (PMAs) and the technical and quality ordnungsprinzip documentations to meet the optional quality system requirements. Hanmore has been authorized by ASME and the National Board for the assessment of manufacturers of pressure equipment and safety relief devices. Three other MasterClasses will be presented in Copenhagen along with the PED course Design by Analysis Requirements in ASME Boiler and Pressure Vessel Code Section VIII, Division 2 Alternative Rules on March 14 and 15, Techniques and Methods used in API 579-1/ASME FFS-1 for Advanced Fitness-For-Service (FFS) Assessments on March 16, and Bases and Application of Heat Exchanger Mechanical Design Rules in Section VIII of the ASME Boiler and Pressure Vessel Code on March 17 and 18.For more details on the MasterClasses to be offered in Copenhagen, or to register, visit http//go.asme.org/masterclass or contact Murat Dogru at +32-2-743-1543 or e-mail europetrainingasme.org.

Who Else Wants to Learn About How to Make a Resume for a Highschool Student with No Experience?

Who Else Wants to Learn About How to Make a Resume for a Highschool Student with No Experience? Your resume will be split into sections. You might also see Resume Objectives. Career Objectives are excellent for resumes with a particular intent. Additionally, be certain to include your extracurricular pursuits. Your no-experience resume is the sole introduction you have before landing that coveted job interview, therefore its vital that you make a great impression and provide a well-rounded look at your abilities and talents. Adhere to the tips above, and youll have a resume that compensates for the absence of knowledge and gets you the interview. An interview may also be needed to land the job, but a resume is essential to begin the approach. See our guide on the best way to compose a cover letter free of experience. In case you have any part-time work, that will go a ways towards a good experience section. Though you might not have work experience, you are still able to fill out this field with different kinds of experience. When youve been employed as a professional for a couple of years, your Work Experience section will fill many your resume. Different job postings are likely to have different keywords and phrases, different job duties listed, and so forth. As a high school student, employers are not going to expect you to develop into an authority in your work in a week. You need to provide potential future employers a notion of how you will get the job done for them. Of course, when youre searching for truly professional cover letters that may enable you to get noticed, were always here to provide help. Even if one isnt required, its generally a great idea to send a quick cover letter together with your resume. It is going to probably still have some type of work history section, but nevertheless, it will be put at the bottom as opposed to at the peak of the webpage. It is composed of a couple of sentences close to the top of your resume that describe your preferred job. However tempting it may be to stretch the truth, lying on your resume is always a poor idea. The very first thing you ought to do is carefully review the work description and note any particular skills youve got or requirements it is possible to fulfill. This way, its clear what type of experience you gained. To be entirely safe, it is better to delete those images, as you are going to have way less prospect of the recruiter finding something. How to Make a Resume for a Highschool Student with No Experience - What Is It? For more ideas about what to include, have a look at these education section tips. The education section will probably be a crucial quality of yourhigh school student resumeso rack your brain for extracurricular pursuits. The very first section of your resume should incorporate information on the way the employer can contact you. For assistance with your education section, take a look at this write-up. Especially for a f irst resume, utilizing a template is an excellent idea. Concentrate on highlighting relevant coursework to the job youre applying for. While formatting can fluctuate, its common to distributionspolitik this information at the cover of the page, on the appropriate side of the document. An individual can write hobbies that are associated with the work too. Bear in mind, however, that you have skills and individual characteristics in addition to a history of accomplishments beyond the workforce. These resumes have been specially created for students that are still in high school or those that are going to graduate. Think resumes are just for job seekers.

Tips For Better Hiring - Spark Hire

Tips For Better Hiring - Spark HireJust the other day we were discussing how having a high turnover rate can harm your company name. If you have employees coming in and out of your company mora than your local TGI Fridays, you know theres something wrong. There can be multiple reasons as to why this is happening, but poor hiring is at the forefront. If you fail to hire the right person from the get-go, then you are probably going to have to hire again, and again. To avoid that very costly mess, brush up on some of the best hiring techniques.If you have ever lost an employee before and had to hire their replacement, then you know how time-consuming and grueling the hiring process can be. You have to take the time out of your own schedule to create a job post, look through hundreds of resumes and applications, contact employees over the phone or email and finally bewerbungsinterview the most qualified candidates. This can take weeks to complete. In fact, the average amount of time take n out to hire a new employee is 42 days. When you have to run a department or attend to your own heavy workload, thats a lot of time taken out. Plus, if you hire the wrong person you are going to have to do it all over again.That is why you should take the hiring process very seriously, if you dont already, and look for the best candidate- not just the right now candidate. So how can you be sure you are hiring the best and smartest way? Take a look at some of unterstellung hiring tips to ensure you are putting your best hiring foot forward.Smarter, Better Candidate ScreeningYou know the scenario. You have a weeks load of your own work to complete but still have to find the time to look through hundreds of resumes and applications in your inbox. You could ask someone else to help you screen through the resumes to find the qualified candidates, but does that person really know what you are looking for? Do they truly understand the core skills and personality needed to fill this positi on? Looking through paper resumes takes forever and its very tedious. Thats why utilizing Spark Hireand online video interviews into your hiring process is a step towards smarter, better hiring.Once you have weeded out the candidates that definitely wont work, instead of contacting all of the qualified candidates over the phone you can send them one way video interview invitations. On Spark Hire, one way video interviews work like this you send your candidates questions to learn more about their skills, experience and knowledge, and they answer in video format. That way you can create a number of set questions to ask all candidates and assess their answers on your own time. You can play back their answers any time or share them with other managers that are in on the hiring. You can then compare candidates and decipher which ones are truly worthy of going on to the next step of the process. You can screen 10 one way video interviews in the same amount of time it takes to complete one phone screen. Thats a lot of saved time and a lot of saved frustration as well. Video interviews on Spark Hire are a great way to hire better and to hire smarter.Behavioral InterviewsYou may not know it by name, but chances are you have experienced a behavioral interview yourself or have actually given a behavioral interview without even knowing. When you want a really in-depth idea of what kind of skills your candidates have, then utilizing a behavioral interview is perfect. You dont want to know if someone can do a certain task you want to know that they have already done it in the past. Conducting behavioral interviews gives you a lot more insight into a candidates personality and work ethic. If you are having a retention issue, then you definitely want to gain these insights from the job seekers you are assessing.In fact, Inc.com reports that 94 percent of employers already utilize behavioral interviews. Of those that have utilized it, 40 percent intend to use it even more in t he future because it was so successful. Start asking interview questions that force your candidates to give concrete examples of how they utilized their skills in the past and it will be much easier to decipher what candidate is actually qualified and what candidate is not.Culture QuestionsYou need to be sure you are asking your candidates questions that will give you insight into their personality. Why? Because the person you are hiring needs to be able to fit in with your team and your company culture. If a new hire doesnt seem to fit or mesh well with the standards and the employees you already have in place, then they will be much more apt to leave. I was reading up on odd interview questions the other day and came across one of the weirdest ones yet. The question was, How do you feel about garden gnomes. At first read I thought this was absurd and pointless. Who cares? But then I realized the motive behind the question. If your company culture and your employees are a little qu irky, then youd want to be sure to hire someone that would get along with the quirky office vibe.A good fit for your office would answer this question with humor and flair. Theyd get creative with it and not just stare at you blankly like you are an insane weirdo. If you get the latter, then this person probably wont fit in with the odd vibes of your quirky company culture. These things matter, so make sure you are asking interview questions aimed at company culture.