You could get paid to hang out at hotel pools for Hotel.com

You could get paid to hang out at gasthaus pools for Hotel.comYou could get paid to hang out at hotel pools for Hotel.comStock up on flamingo floaties, flip-flops, and yur most fashionable bathing suit Hotels.com wants to send someone to luxuriate in haute hotel swimming pools all over the country.The travel website is hiring someone to pool-hop their way across six hotel properties, take photos to document the experience, and earning $10,000 for their efforts. Hotel properties include the Four Seasons Hualalai in Kona, Hawaii to the Mondrian in Los Angeles to the National Hotel in Miami. The other cities include Brooklyn, Las Vegas, and Colorado Springs.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreThe photos will be featured on Hotels.com, giving travelers planning a trip a taste of what they could experience.There are so many incredible hotel pools to explore across the country, and we wa nt to give travelers a first-hand look at the creme de la creme, said Katie Junod, general manager of the Hotels.com brand in North America. And who better to live the hotel life than our very own Hotels.com Poolhop?Besides the $10,000 stipend, travel and lodging are included.To apply visit www.hotels.com/poolhop by June 25. The application requires your Instagram handle and asks two questions requiring answers of 100 words or less.

Software Engineer Job Description Sample

Software Engineer Job Description SampleSoftware Engineer Job Description SampleSoftware Engineer Job Description SampleThissoftware engineersample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.Software Engineer Job ResponsibilitiesDevelops information systems by designing, developing, and installing software solutions.Software Engineer Job DutiesDetermines operational feasibility by evaluating analysis, problem definition, requirements, solution development, and proposed solutions.Documents and demonstrates solutions by developing documentation, flowcharts, layouts, diagrams, charts, code comments and clear code.Prepares and installs solutions by determining and designing system specifications, standards, and programming.Improves operations by conducting systems analysis recommending changes in policies and pro cedures.Obtains and licenses software by obtaining required information from vendors recommending purchases testing and approving products.Updates job knowledge by studying state-of-the-art development tools, programming techniques, and computing equipment participating in educational opportunities reading professional publications maintaining personal networks participating in professional organizations.Protects operations by keeping information confidential.Provides information by collecting, analyzing, and summarizing development and service issues.Accomplishes engineering and organization mission by completing related results as needed.Develops software solutions by studying information needs conferring with users studying systems flow, data usage, and work processes investigating problem areas following the software development lifecycle.Software Engineer Skills and QualificationsAnalyzing Information , General Programming Skills, Software Design, Software Debugging, Software D ocumentation, Software Testing, Problem Solving, Teamwork, Software Development Fundamentals, Software Development Process, Software RequirementsEmployers Post a job in minutes to reach candidates everywhere. Job Seekers Search Software Engineer Jobs and apply on now. Learn more abouthow to hireRecruiting a New Hire if You Havent Hired in a WhileInterviewing Gaffes and Recruiting DisastersMaintain a Legal Hiring Process

How to Maximize Your Job Search Time

How to Maximize Your Job Search TimeHow to Maximize Your Job Search Time6When youre searching for a job in a new career, thats all it feels like youre doing- every day, all day. And the longer it goes on, the mora you wind up feeling stressed, burnt out, or simply end up applying to any old position so you can end your job search. Below are five ways to maximize your job search time so you can stop wasting time and land the job of your dreams in your newly chosen career field.How to Maximize Your Job Search TimeKnow how to network.With networking, either you love it or hate it. Unfortunately, many people fall in the latter group. But networking is one of the fastest ways to finding a job, so youll need to learn how to do it fast. Attend local networking events (yes, they can work), as well as online group meetings- they can help you connect with key players in your desired industry. You should also let your close friends and family members know about your job search, but be very clea r about the type of job youre interested in. Otherwise, your well-meaning Uncle Pete will recommend you for a banking position, when youre actually interested in teaching high school math.Watch the clock. Many job seekers make the mistake of thinking that if two hours of job searching a day is good, well, then, three is better. Its actually quite the opposite. If you spend too much time in your job search, youll burn out- and be totally miserable in the process. So focus instead on targeting your job search to positions that you really want to apply for. Start your search on niche job boards (like ), particularly if youre looking for a flexible job. And be sure to give yourself breaks, about every half hour or so, simply to get up, stretch, and take your mind off your job search for a few minutes. It will help you become refreshed and more focused.Be proactive.Youve had your heart set on working for this one company for years, even when you were gainfully employed. But they havent l isted any postings for positions that youre interested (or qualified) for. That doesnt mean they dont exist, though. If youve been searching for quite some time, you can reach out to the companys HR department to see if there are any jobs coming up that you can apply for. Conversely, you can ask to submit your job application for future positions.Phone it in. Youre already on your phone all the time, surfing Facebook and scrolling through your own camera roll. Now, let your phone work for you- and help you find a job. You can set up alerts each time a job is posted that you might be interested in applying for. And you can also use your phone to do job search bursts- for about 15 minutes or so- as you wait in line at the grocery store or at the doctors office.Create a template. While its highly advisable to create a customized titelseite letter and resume for each job that youre applying for, you can still automate some of the job application process by having a standard template to work off of. For example, you might want to have a basic resume and cover letter that you can tweak depending on the position. That way, you wont have to start over from scratch for each and every job that piques your interest.Although job searching can certainly be tedious, you can help make the process go much more smoothly when you take control over your time, energy, and effort. Heres to making your job search work for you and getting the job you wantLooking to change careers? Start your job search here

ASMEs Five Strategic Technologies Manufacturing

ASMEs Five Strategic Technologies Manufacturing ASMEs Five Strategic Technologies Manufacturing ASMEs Five Strategic Technologies ManufacturingThis is the first in a series of ASME News articles on the Societys five strategic technology focus areas robotics, bioengineering, clean energy, manufacturing and pressure technology. This article will focus on ASMEs activities related to the topic of manufacturing.A few years ago, ASME volunteers and staff began an effort to identify strategic technologies that could impact future ASME products, programs and technical content. After an extensive process that included gathering market intelligence and input from subject matter experts from both inside and outside the Society, the mainboard of Governors approved five strategic technologies that would be the basis of ASMEs technology portfolio.A $12 trillion industry, manufacturing was selected because of its significance as a key driver of the U.S. and world economies. A promising, emerging se ctor of the industry additive manufacturing, or 3D printing was identified as an entry point for ASME to begin to expand its presence in the manufacturing market, taking into account ASMEs many years of experience in product design and safety, additive manufacturings forecast of projected growth and its anticipated impact on the multinational supply chain.Additive manufacturing was a suitable niche for ASME to begin to expand its role in manufacturing, particularly given the growing digitization of the industry and the dearth of knowledge and experience in design for additive manufacturing, according Raj Manchanda, ASMEs business development director for manufacturing.One area that ASME could explore in additive manufacturing is the qualification of 3D-printed parts, Manchanda continued. As a manufacturer, it is important to know that the part you have printed is exactly what you said it would be, he said. It is also critical to verify that the material properties are what theyre supposed to be. Qualifying that part, particularly if its going to be a production part, is extremely important. There could be an opportunity not only for ASME standards, but also for conformity assessment programs, he said. ASME Standards Certification has undertaken a number of initiatives related to additive manufacturing over the past few years including the publishing of a draft standard for trial use, Y14.46-2017, Product Definition for Additive Manufacturing, which supplements the requirements of Y14.5 for additive manufacturing designs, and the recent introduction of a new standard, Y14.47-2019, Model Organization Practices, intended to be the foundation for design development efforts in a model-based enterprise (MBE) a manufacturing strategy in which an annotated 3D digital model serves as the definitive information source for all stages of a products lifecycle.In addition, several new Standards Certification groups related to manufacturing were recently formed, incl uding the VV-50 Subcommittee on Verification and Validation of Computational Modeling for Advanced Manufacturing the Board on Pressure Technology Codes and Standards/Board on Nuclear Codes and Standards (BPTCS/BNCS) Special Committee on the Use of Additive Manufacturing for Pressure Retaining Equipment and a new Subcommittee on Monitoring, Diagnostic, and Prognostic Guidelines for Manufacturing Operations. Project teams are also currently working on a new B89 metrology standard concerning X-ray Computed Tomography and a supplement to the B46.1 surface texture standard that would address additive manufacturing.On the conferences and events front, the ASME Gas Turbine Segment and the International Gas Turbine Institute (IGTI) Division hosted a new event, the Advanced Manufacturing Repair for Gas Turbines, this past March in Berlin, Germany. Following the success of the inaugural Additive Manufacturing Leadership Summit that ASME held at PTC LiveWorx last June, the Society entered int o a collaboration with PTC LiveWorx in which ASME will sponsor four sessions, including one on additive manufacturing and the digital transformation of the production line, at LiveWorx 2019 in Boston this June. In addition, the Manufacturing Engineering Division continues to program its annual Manufacturing Science and Engineering Conference (MSEC), which will include a track on additive manufacturing. The conference will be held from June 10-14 at Penn State Erie, The Behrend College, in Erie, Pa.ASME Government Relations has hosted several congressional briefings on manufacturing during the past few years, including Manufacturing USA Securing U.S. Global Leadership in Advanced Manufacturing, in partnership with NIST last October, and Strengthening Americas Manufacturing Heartland in partnership with AIChE in December 2017. More recently, ASME and the United Engineering Foundation sponsored two briefings that were hosted by the House Manufacturing Caucus Producing Parts with 3D Pri nting How Innovations in Additive Manufacturing are Being Deployed Across the U.S. Supply Chain, on March 27, and Organs on Demand Whats Stopping Us from Made-to-Order Tissues and Organs, on April 10.Other recent and upcoming manufacturing-related activities at ASME include the publication of Mechanical Engineering magazines Manufacturing Special Report last October and the magazines cover story, The State of American Manufacturing 2019, this month the launch of the magazines annual Emerging Technologies Awards program honoring engineering achievements in each of the five strategic technology areas and the publication of a special issue of the ASME Journal of Medical Devices on the 3D printing of medical devices this fall and a special issue of the ASME Journal of Computing and Information Science in Engineering on machine learning applications in manufacturing next spring.Although the bulk of the Societys recent endeavors related to manufacturing have dealt with additive manufactur ing, that specialty is just one of ASMEs entryways to a larger presence in the manufacturing arena, according to Manchanda, who pointed to smart manufacturing as another area of interest to ASME. In fact, the next meeting of the ASME Manufacturing Technology Advisory Panel the group of thought leaders that provides market insights to ASME regarding its manufacturing endeavors will focus on smart manufacturing and digital transformation. The experts participating in the daylong session, to be held May 30 at ASMEs headquarters in New York, will include representatives from IBM, Boeing, Stryker, Siemens PLM Software, Lockheed Martin, Caterpillar, Intel, HP, TechSolve, Infosys, the Southwest Research Institute and the National Center for Defense Manufacturing and Machining.Other manufacturing-related products and programs are currently in the works at ASME as well. Stay tuned for further updates in future issues of ASME News.

10 Things Managers Should Never Ask an Employee to Do

10 Things Managers Should Never Ask an Employee to Do10 Things Managers Should Never Ask an Employee to DoIn the United States, unless you have an employment contract, a manager can require an employee to do just about anything thats legal. But, should they? Sometimes accidents happen in the workplace- water leaks, copy machines break, infestations occur, theinternet goes down, among otzu sich unexpected messes that can make the office environment unhealthy or interrupt work- and someone has to clean up. So what should a manager do? And, what are ten things that a manager should never do? Anything You Wouldnt Do Lets talk about cleaning up dirty messes. They are unpleasant tasks, and you likely have maintenance services or building staff to take care of them. But what happens when you are stuck with a mess in the middle of the workday and that service or staff cant take care of it? If there is someone who has that duty as parte of their job description, fabulous. If not, you have to assign it. Dont assign work like that out if you arent taking your turn. Sooner or later, in a small business, everyone has to do gross things. The boss gets to do it first, otherwise, dont ask your employees. Cancel a Vacation Sometimes the world comes to an end, and you truly do need all hands on deck. However, most crises are caused by a lack of planning. Dont ask an employee to cancel a pre-planned vacation, especially if there are other friends and family members counting on that person, and they have purchased tickets. Sure, if Bob asked if he could take Tuesday off to clean out his basement, its okay to ask him if he can take Wednesday instead, but otherwise, vacation time is a sacred time. Its part of the compensation package, so dont require an employee to cancel. Work Off the Clock This one should be obvious, but its not. So often managers are required to reach certain payroll targets, and they get punished for authorizing overtime, for instance. It means that a manager can be tempted to tell employees to clock outand then finish mopping up for the night. Dont do this. Not only is it illegal- all of your non-exempt employees must be paid for every hour worked- it makes your employees bitter and angry. Not a good idea. Falsify Records Again, an obvious no-no, but it happens all of the time. Its rarely big things, like falsifying documents to embezzle millions of dollars (although that does happen). Its usually the little things- like the date received on a document, or sending a vendor an email saying that the check is in the mail when its not. You and your employees should strive for 100 percent honesty. Dont ask them to lie for you. They will lose all respect for you. Take the Fall for You You tell your employee to do X, and its a failure. When your boss calls you on it, do you say, Ill speak to Jane about that and make aya that it never happens again. Or, do you say the right thing, which is, It was my idea I take full responsib ility. So many bosses do the former. Its understandable- its a self-preservation reflex- but its wrong. Your mistake, your consequence. And, that goes for a lot of things you didnt specifically authorize or request either. Your department is your responsibility. It is never okay to throw employees under the bus- even if they made the error. Work Crazy Hours Some businesses have crazy hours, especially cyclical ones. Every tax accountant knows that they wont see their families between late February and April 15. But, thats part of the job. Its okay to have a deadline that requires an extra push from time to time, but its not okay to push your employees to the brink by making them work more hours than they had signed on to work. If your department isnt getting things done within 40ish hours (or whatever the standard is for your industry), you either need to get approval for a new employee, or change priorities. Put Up With an Abusive Customer Every manager should familiarize t hemselves with harassment laws that make a business liablefor sexual, racial, or gender discrimination within the workplace. But, those laws dont stop if the perpetrator is a customer. If you have an abusive customer that is either violating the law by harassing your employee or is just a jerk, you shouldnt force your reporting employees to deal with that person. Either allow your employee to turn and walk away, take over the customer yourself, or kick the customer to the curb. If its a business to business relationship, you can often quell the problem by calling your customers boss, but if not, your employees deserve respectfulprofessional treatment. binnensee that they get it. Put Up With a Bully Coworker Bullying isnt illegal in the US, as long as the reason for the bullying isnt race, gender, or some other protected class. But, no manager should allow bullying in her department. Work hard to make your department a place where people act with respect. If your departmental bul ly cant be nice, kick her to the curb- even if she is a top performer. No one deserves to have to work with a jerk, and as the manager, its your job to get rid of the jerks. Work While Truly Sick Yes, if you sent everyone with the sniffles home, everyone would be out of sick daysby January 10, but for illnesses with fevers, vomiting, or other contagious conditions, let your employee recover. This is especially true in food service, which is notorious for not allowing sick days. If you force employees to come into work while sick, they will spread the germs, and everyone else will get sick too. Send them home theyll recover, and the rest of you will avoid the newest plague (hopefully). Good managers let employees use sick time (and provide sick time in the first place). Donate to Charity Yes, charity is fabulous, and many companies want their employees to participate in charitable giving. However, if your employee does not wish to donate part of her salary to the companys cau se (or even United Way, which has many causes), do not force her. When you offered her a salary, the employee was counting on that being her actual pay. Requiring her to donate is docking her salary. You may think her salary is generous, and she should be grateful, but you have no idea what her situation is. And, even if you know that shes buying a brand new sports car every year, its still her money. Do not punish anyone for not supporting the company cause. If you take care of these 10 workplace issues- or better, never let them get started in the first place- you will have taken major steps to create a workplace that employees will appreciate. Youll reduce voluntary turnover and have happier, more satisfied employees. - - - - - - - - - - - - Suzanne Lucas is a freelance journalist specializing in menschengerecht Resources. Suzannes work has been featured on notes publications including Forbes, CBS, Business Insider and Yahoo.

Top Advice on Substitute Teacher Job Description Resume

Top Advice on Substitute Teacher Job Description Resume The job may endure for a day, per week, or a full calendar year. The individual calling is extremely busy and usually has many locations that should be filled that morning. In some instances, you might be in a position to secure a long-term sub position, which can last from 1 week to a year, which will substantially increase your odds of landing a full-time position at any school later on. You are going to have the saatkorn position for a number of weeks, or on occasion, several months at a moment. The activities were quite beneficial. Its also wise to take some time to make some inquiries from some of the greatest schools and educational institutions in your region. In the event the normal teacher has left any instructions, make sure theyre well followed. Ask whether you can send a student to their room, if needed. Do substitute teaching In a bid to understand whether youd be comfortable working in teaching, have a look at substitute teacher jobs. If there isnt a Substitute Teacher job posting, then we arent hiring at that special moment. At times it is not possible to meet up with the teacher but always do so if youve got the chance. You have to be certified Whether youre a certified licensed teacher or a certified substitute teacher, you should have certification to go into a classroom. All substitutes will have to finish the subsequent Annual Staff Trainings. Being a real substitute means you have to continue all duties of the teacher if at all possible. In a couple of locations, substitute teachers should have full teaching qualifications. They are in a unique position in which they may only see a student for a single hour, but must remain in control of the class as if it is a daily job. What Substitute Teacher Job Description Resume Is - and What it Is Not All forms and checks have to be completed as theyre a state of employment for all new employees. You need a satisfactory out come of fingerprinting check before starting employment. Before a last employment decision can be created on your application, all essential information has to be completed. Otherwise, it would be quite hard to submit your resumes in places where there are not any vacancies. The Substitute Teacher Job Description Resume Pitfall Working in teaching require loads of patience since you might need to deal with students coming from other backgrounds together with diverse socio-economic groups. You begin to understand what things to anticipate from the kids. You may be able to fulfill some of your teachers on the way. It is helpful to include students which were helpful and the students that gave you problems. You come to comprehend what kids are likely to be helpful and which kids may make a disruption. Take notes during the day about incidents you would like to share with the classroom teacher. Leave a complete report what you did and did not cover so far as lesson plans are in volved. You dont know when a lesson program wont be available. Substitute Teacher Job Description Resume Ideas It is an impossible task to seek the services of every applicant to be a substitute. You are then going to be able to look at and print your substitute certificate. Being a real substitute may be a daily adventure into the unknown. Be available Yes, the advantages of being a true substitute teacher is you dont need to take an assignment if youre called. Appropriate preparation for substitute teaching is critical. You should intend on investing several hours in preparing to be a substitute teacher. Long term substitutes might even be qualified for health benefits throughout the district.

What to Know When Youre Looking at a Candidates Social Media Profiles - Spark Hire

What to Know When Youre Looking at a Candidates Social Media Profiles - Spark HireSocial media plays a major role in the hiring process today. You may think you have the perfect candidate, but some online research shows you that this person isnt exactly the person they presented themselves as in the interview. As a result, youre suddenly left with some questions about whether theyre actually a good fit for your company. And while its wise to do some social media-related research before making a candidate an offer, its important to do so carefully so as to avoid getting your business into any legal trouble. Here are some tips for toeing that lineNever ask a potential new hire for their passwordsIf you want to check out what this individual is saying on their public Twitter or Facebook profiles, thats fine. Its up to them to make intelligent decisions when it comes to posting content and choosing proper privacy settings. However, you should never ask potential employees for the passwor ds to their social media profiles.Make sure HR is involvedYour HR department should be the ones handling the research. They know what is and isnt acceptable when it comes to factoring a candidates social media presence into the hiring process. Have them brush up on the legality of this issue, and then conduct the research on their own. They can then present their findings to you. Dont go rogue and find out everything you can about this person by doing endless Google searches.Check out social media profiles later on in the hiring processEveryone should come in for an interview with a clean slate. Let the candidate shape their own first impression by what they do and say. Its okay to check out how they present themselves on social media, but make sure you do this after youve already had a conversation with them in person.Know that people can make fake social media accountsIf you discover a social media account thats especially problematic, understand that there are instances where peo ple can make fake social media accounts specifically to damage someone elses professional reputation. If everything else you know about this candidate suggests that they conduct themselves in an ideal manner both in and outside of the office, consider that this may be whats happened. Consider giving the candidate a chance to explain the unsettling profile.Compare apples to applesIf youre looking at all of the social media profiles one candidate has, but only looked at another candidates Twitter account, youre not being fair. Make sure that there is consistency in how you approach social media and the hiring process. If youre going to factor in every profile one potential new hire has created, do this for each of them. No picking and choosing allowed.How do you factor social media into the hiring process? Share with us in the commentsImage Twin design/BigStock.com