Marine Corps Mess Night Tradition

Marine Corps Mess Night Tradition Marine Corps Mess Night Tradition At the point when individuals from the 1953 third Marine Regiment battle swimming club were welcome to eat with their British opponents amidst a yearly rivalry, they didn't understand the accompanying occasions would prompt one of the Marine Corps most regarded conventions. During the opposition, Marines from the swimming club were welcome to go to what the British Royal Marines call a wreck night. It was a custom that goes back to the times of King Arthur and his Knights of the Round Table. The Tradition As Gunnery Sgt. Johnnie C. Watkins, the Sergeants Course staff noncommissioned official in control at SNCO Academy, Camp Hansen clarified, the occasion has developed into a particular festival extraordinary to U.S. Marines directing it today. The reason mess night is to perceive and honor the Marines who preceded us, the Brunswick, Ga., local clarified. It additionally gives us a possibility as a band of siblings to socialize with each other in our best dress uniform.? The chaos night is designed to fit a formal gathering with a military flavor present. A Marine is doled out to be leader of the wreckage; he is in control and controls the progression of occasions. The VP of the wreckage, or Mr. Bad habit, as the title has come to be referred to, goes about as the implementer of the presidents choices and furthermore manages who may address the president. Welcomed visitors are likewise part of the gathering. Ordinarily, their place is at the head table with the president. The rest of the members makes up the chaos. They are the core of the event and are relied upon to pay fines as the president sees fit for issues raised by the wreckage men. During the proper supper part of the wreckage night, individuals from the chaos have the chance to accuse another chaos man of a fine in the event that he has an authentic motivation to. A wreck part should prepare for action and ask Mr. Indecencies authorization to address the wreckage. Mr. Bad habit has the choice to dismiss the solicitation or to advance it to the president. In the event that the president awards consent, the wreckage part should express his case on why his friend must be fined. In the event that the chaos part puts forth a decent defense, the president fines the liable party a specific sum as dictated by him, or powers the respondent to play out a show for the wreckage, Watkins said. The president additionally forces certain individuals from the chaos to perform diverting ceremonies, Watkins included, everything relies upon how innovative the Marine sitting in as president seems to be. Different systems likewise go into the convention of chaos night. It begins with a social hour where Marines of the wreckage have drinks with each other just as meet and welcome the visitors. The customs of wreckage night start when the chaos walks in, trailed by the head table visitors. At that point the fun of chaos night starts with the feast. Marines of the chaos plunk down to a conventional supper, regularly Prime Rib. During this time, Marines deliver over the top circumstances to be fined, Watkins clarified. In the 25 or more wreckage evenings Ive been to since Ive been a Marine, Ive seen a great deal of crazy circumstances, Watkins reviews, For instance, Ive seen Marines have a pizza conveyed to another individual from the chaos during the dinner. An interlude will at that point sound after the wreckage part of the night, trailed by the toasts given by individuals from the chaos. Tributes are given to fights Marines have battled in the past just as the future, Watkins said. The toasts of the chaos is the thing that mess night is about, Watkins referenced. It offers respect and appreciation to all the crusades the Marine Corps has battled in. The last toast is consistently to the achievement of the Marine Corps, expressed Watkins. Different bits of the wreckage night are incorporated also. Typically a visitor speaker will make an introduction, The Prisoner of War/Missing in real life table is perceived, and the kitchens head culinary specialist will march the meat with respect to the wreckage preferring. For certain Marines, mess night is an uncommon event that all Marines should exploit, said Sgt. Iris M. Feliciano, wire noncommissioned official in control, interchanges company, twelfth Marine Regiment. How frequently do Marines get in their best dress uniform and go through a night like this with the individuals they work with? the Chicago local inquired. Its uncommon to have everybody from a unit, from the boss to the most reduced private, across the board spot to associate with each other, he clarified. Feliciano additionally feels that mess night is something beyond a custom its a learning experience also. Chaos night constructs information on customs and cordialities, just as brotherhood, Feliciano guaranteed. One of its motivations is to manufacture Esprit de Corps, and until youre a piece of one it doesnt mean a lot, clarified Feliciano. For the individuals who have not been a piece of a wreck night, Marines who have been around the Corps quite a long while and went to many chaos evenings suggest that nobody leave behind the chance to take an interest in one. I emphatically urge all Marines to join in and bolster a wreck night in their unit, said Sgt. Maj. Efrem A. Wilson, executive of SNCO Academy. Its everything about teaching, preparing and driving Marines.

Lets Get Physical- Mobile to Motion #mobilerecruit - Workology

“Let’s Get Physical”- Mobile to Motion #mobilerecruit - Workology Mobile to Motion Mobile Recruiting week is sponsored by our friends,  RXInsider and their new mobile app tool,  CEAppCEnter. Learn more about mobile recruiting by registering for our webinar on 5/22 at 11 AM EST.  Click here. Dont forget to follow the Twitter hashtag,  #mobilerecruit. “I’m sayin all the things that I know youll like Making good conversation, I gotta handle you just right, You know what I mean… Theres nothing left to talk about less its horizontally” Too young to know the song? Too old to remember the video? Want to win something? Take out your mobile device because this is a mobile discussion. Click pay attention: http://kaywa.me/dkye9 Turn the volume up real loud Prepare to be amazed Let you MIND…BE…BLOWN!!! Mobile to Motion Mobile devices have become an extension of our physical being, shaping the way we think about interaction. Good or bad, offering candidates the opportunity to interact with you on their terms, when you’re on their mind, is essential in todays mobile world. Period. So how do we tap into this potential? Luckily for you I think in song, which helped me outline my topic for today (Who knew that 80’s pop lyrics could be used to rock a strategy for mobile recruiting?) Take for example the following timeless lyric: “I’m sayin’ all the things I know you like, making good conversation” Olivia is sayin’ in order to get physical you first have to attract someone. Maybe you’ve built mobile optimized career pages with snazzy videos of employees talking about how awesome your organization is to work for (read with a bit of sarcasm), or blasted the Interwebs with your company brand and EVP’s… decent start, but don’t stop there. Just because you’re putting out mobile friendly content aimed at luring in top talent and pushing out taglines you know they like to hear doesn’t mean you’re done. .ai-rotate {position: relative;} .ai-rotate-hidden {visibility: hidden;} .ai-rotate-hidden-2 {position: absolute; top: 0; left: 0; width: 100%; height: 100%;} .ai-list-data, .ai-ip-data, .ai-fallback, .ai-list-block {visibility: hidden; position: absolute; width: 50%; height: 1px; z-index: -9999;} Maybe your mobile prowess is allowing prospective candidates to learn about your organization whenever.they.want. Maybe you even have a “mobile apply” option to capture their information in your ATS before they escape from your influence and move onto whatever they’re supposed to be focusing on in real life. If this is you, bravo on your start toward a mobile attraction strategy…but what’s it for? (hint, the answer is “making good conversation”). So get to it! Consider this lyric: I gotta handle you just right, You know what I mean… Theres nothing left to talk about less its horizontally” Olivia is sayin’ that you gotta put your time in, in order to get personal. Once prospective candidates can access all of your company information, fancy branding, and clever social campaigns via mobile, it’s time to implement your engagement strategy. Regardless of what platform your campaigns are being pushed out on it’s critical to make sure all of your content within your platform (images, links, charts, etc.) are mobile friendly for users to interact and engage with. While all of the above is fine and dandy, we’re missing the personal interaction piece with our mobile users…we need to get horizontal with our candidates and go as far as encouraging them to get horizontal with us too (think mobile device horizontal). We want prospects to interact with us while they’re in their happy place or when they’re in the throws of on-the-job frustration. .ai-rotate {position: relative;} .ai-rotate-hidden {visibility: hidden;} .ai-rotate-hidden-2 {position: absolute; top: 0; left: 0; width: 100%; height: 100%;} .ai-list-data, .ai-ip-data, .ai-fallback, .ai-list-block {visibility: hidden; position: absolute; width: 50%; height: 1px; z-index: -9999;} The idea is to bridge the gap from passive to active, real-time, communication and accessibility. After all, our candidate attraction and engagement strategies are designed to lead up to the actual act of communication and interaction, right? So be accessible..,text, IM, and do this… 3 ways to be accessible Create engaging interactive campaigns that offer an actionable mobile component. Create fun games or raffles at events using mobile, even if your company isn’t on location. Leverage mobile to drive your online community to a physical interaction. OK Remember that video whose images are forever burned into your memory? Contest Time! Text me the answer to this question 651-503-5467 3 lucky winners will win something. What color manties is the guy on the jiggle machine wearing?

A Necessary Part of a Resume Summary For Customer Service Calls

<h1>A Necessary Part of a Resume Summary For Customer Service Calls</h1><p>A continue outline for client care calls is an unquestionable requirement for any activity looking for applicant. The set of working responsibilities ought to be centered around the position, however the activity is just one stage in the organization. To make a fruitful relationship with a customer, the client assistance delegate ought to have the option to exhibit a degree of compassion and expert kindness that set them apart from the other associates.</p><p></p><p>A continue synopsis for client care calls is just compelling if the individual extending to it comprehends what an employment opportunity involves. Having the option to separate between deals arrangements and occupation calls is one approach to do this. Resumes ought to portray the job and occupation obligations of a client support agent. A resume outline for client support calls ought to give the fundament al errands the activity involves, just as portraying the experience, capabilities, and work history of the individual who is being offered the job.</p><p></p><p>One of the most widely recognized missteps continue journalists make is to avoid this part. They start this thing in an undesirable state of mind by covering the expected set of responsibilities and neglect to make reference to any pertinent experience. Specifically, they ought not neglect to specify any preparation or accreditation that was earned before the activity. In the event that conceivable, they ought to incorporate any confirmations that were earned during the activity and those that are related with the company.</p><p></p><p>Another botch is to disregard the segment on instruction. This should come straightforwardly after the set of working responsibilities. Occupation competitors ought to have the option to concentrate their resume outline on the aptitudes, preparin g, or accreditations they have created during their vocation. It can likewise incorporate any distinctions, grants, or uncommon affirmations they have been granted for past work. The instruction area ought to be trailed by a conversation of the obligations of the position.</p><p></p><p>When it goes to a resume synopsis for client care calls, the call itself is the most significant part. The candidate ought to have the option to show demonstrable skill and capacity to tune in to protests and different worries from clients. A fruitful call will be an individual who can pose inquiries, tune in to clients' input, and afterward offer proposals and arrangements. A candidate who doesn't have this expertise will probably be can't and the discussion won't be a positive one. A competitor with a decent comprehension of client assistance will make an association with the callers.</p><p></p><p>Lastly, the individual contribution the resume outline for client support calls ought to have specific relational abilities. They should have the option to disclose the activity to the guests in a language that they comprehend. They additionally need to realize how to persuade guests to go after a job with the company.</p><p></p><p>The most significant part of a resume rundown for client assistance calls is having the option to show somebody who can viably accept call from clients and disclose to them why they are the most ideal possibility for the activity. An applicant ought to have the option to exhibit that they have gotten preparing to build up the relational abilities they should be fruitful in this role.</p>

How to Prepare Your Interview as an Experienced Engineers

How to Prepare Your Interview as an Experienced Engineers If youve been a software engineers for a little while, you will always heard  that new grads performed much better in job interviews than experienced engineers in average. It sounds weird, right? Experienced engineers have years experiences in software industry and have interviewed and been interviewed for many times before, they should always have better performance. However it is not the case.   From anonymous statistics collected by Gainlo, for general technical interviews more than half of new grads performed better than experienced professionals and some engineers with years experience may even failed in the simplest questions. So lets look into this interesting issue and this post will give experienced developer tips on how to prepare for an interview. Strengths and weakness of experienced  engineers To better understand why new grads performed well, its important to be more aware of experienced engineers strengths and weakness. Working experiences is  no doubt the #1 advantage of experienced engineers. from our mock interviewers feedbacks, engineers with more than a year working experiences usually have better understanding of the whole industry and also know more techniques like AWS, NoSQL etc.. In addition, they tend to have better communication skills and describe their ideas much more concise and clear. However, several weaknesses are quite obvious. Most interviewers mentioned that experienced engineers are usually slow to code the solution or even fail to complete. They often came up with a high level idea very quickly, but when they tried to nail down details, it often took more time than a new grad. Besides, although they know a lot of latest techniques, many of them cant describe those techniques clearly or correctly. In other words, many experienced engineers know no more than few fancy terms. So well cover some very practical tips to help experienced engineers better prepare their interviews. Tip 1: Take advantage of your network Most experienced engineers have many friends and connections in this industry and when you are preparing interviews for a specific company, its very likely that you can connect with someone working there, which gives you a lot of advantages. For instance, if you are aiming at software engineer position at Uber, what I suggest you to do first is to go over your Linkedin/Facebook/Twitter/G+ connections and try to reach out someone working at Uber. Sometimes you may ask your friends to refer you with a Uber engineer, but you should always try this approach in the beginning of your preparation. After that, no matter its a phone call, email or coffee chat, Id like you to accomplish the following things: Ask for referral if possible. Most people are willing to do this as many company have referral fee program and they have nothing to lose if you dont pass the interview. Ask as many information about interview process as possible. If they have gone thru the interview process, you can get informations like interview style/rounds, interview focuses like general technical interview or project based interview, things to keep in mind etc.. If they happen to be an interviewer at that company, you may even get to know the hiring process if its not confidential. Materials that are helpful to them. Its likely that these materials have overlaps with the interview. Tip #2: Do enough investigation about the company Many new grads came to interviews without even knowing what the company is doing, which might be fine for students, but its definitely not acceptable for experienced engineers. It wont take you much time to prepare this, however it may make a big difference. Things youd better to investigate including: What the company is mainly about What is its business model What are its competitors and their weakness and strengths What are its tech stack What is its company culture Its very important to prepare the question: why do you want to join XXX. Of course theres no standard answer for this and everyone is quite different. But apparently answers like I dont know or XXX is a better company is not that good. Tip #3: Prepare well for data structures and algorithms This is exactly what new grads excel at and its even more important for large companies like Google, Facebook, Linkedin etc.. I know that it might be years since the last time you took a look at a coding puzzle and those stuffs are never used in real world, however they are the foundation of computer science and one of the best and most efficient ways to evaluate a candidate. First of all, it shouldnt be a problem for you given you have years experiences and had gone thru this process at least once before. All you need is just picking up what you knew before and be more proficient. Experienced engineers generally will spend less time to prepare this well compared to new grads and the point is really about whether you pay attention to this or not. Some people are overconfident about their memories and theyll learn this in the hard way in a real interview. Second, with real industry experiences, its very likely for you to have better understandings of those coding questions. Actually its a great chance for you to refresh what you have learnt while at school and combine them with what you did in industry, which is what new grads wont have. Tip #4: Dont be overconfident about your technical strengths I never worry about the communication skills of an experienced engineer and in fact, its very easy to distinguish them from new grads in interviews as they tend to be much more professional and confident. However, some of them are more good at talking (especially high level ideas) than doing, you should really pay attention if you fall into this category. For instance, you may be working on backend especially database stuffs for many years, which however doesnt necessarily mean that you know everything about database and more likely you only know a small fraction. There are various reasons like you may working on a small components in your team and everything has been abstracted well so that you dont need to know them deeply or database, NoSQL are really a big topic and its almost impossible to know much about it within years. As a result, I would suggest: Tell people what youve been working on over the past X years instead of telling them you are an expert. Be honest about things you know and you dont know because its very easy to tell if you are bragging. Spend enough time to better understand/learn your domain knowledge. If you are working on something highly abstracted, its very likely that you are not aware of many important details and concepts. Conclusion Instead of making a 100 bullet points tips, Id like to suggest these four most important points to experienced engineers as they are very practical and shouldnt be hard to work on. Experienced engineers should at least have equal chance of being hired compared to new grads, and if limited preparation time is a problem, you should always find ways to solve it like night and weekend, or even consider taking a short vacation break. Do you have other ways to help experienced engineers to ace their job interviews? If you have more questions about interview, leave a comment or check Gainlo.

Why mentor programs fail

Why mentor programs fail Are mentor programs failing us? How long did your mentor program relationship last? Are mentor programs failing us? I believe that one of the best things that any of us can do for our careers is to find and work with a mentor. Mentors have been there and done that, and with a mentor by our side, we don’t have to re-invent the wheel. Good mentors will introduce us to people within their network when we want to make new connections. Great mentors can inspire us to consider new approaches when we are trying to solve challenging situations. Mentors can challenge us to grow and I don’t think I would be where I am without the graciousness of the mentorship I have received. I believe in mentors so much, based on personal experience as both a mentor and a mentee, I posted a few tips on why we should seek out a mentor and how to be a gracious mentee here.     Todays post is directed towards the leadership that sets up these programs and is divided into two parts. Part 1: Why formal mentor programs fail. Part 2: How I would set up the mother of all mentor programs. (next week) Why mentor programs fail First, please know I really believe in the benefits of mentors. I have a number of mentors for both my personal and professional life, reach out to them regularly and would be lost without them. Flyfishing etiquette, rowing a drift boat, fly tying, personal career,  leadership, and spey casting  (to name just a few). I have mentors for all the above, and a few more which I know want to remain underground. The point is I have more than one. I have mentors for everything where I am trying to improve my skills and knowledge. Mentors can be our Obi-Wan Kenobi  in our darkest hours. They are friends when I may need a shoulder to cry on and they are the big stick when I need my ass kicked. The right mentorship relationship can be extremely effective, but the trick is finding THE  mentor. As well-intentioned as they are, mentor programs are usually set up for failure from the beginning. Through no fault of their own, most participants never realize the true potential of a mentor relationship. In this week’s post, I share why I think mentor programs fail. Next week, I share my thoughts on how I create the  Mother of All Mentor Programs. We have all seen HR departments set up mentorship programs It has been my experience that the individual relationships rarely work out long-term. The typical model will assemble a number of mentors and the same amount of mentee’s. Everyone on the list is magically paired up. Unfortunately,  not all of these pairs are going to be great matches. Results are like any bell curve. If we start with 10 mentors and 10 mentees, there will be 2 solid connections, 5 6 so-so connections and 2 3 crappy connections. The first two solid connections will realize benefit out of the program long-term. The middle 6 will get some connection out of it, but of those 6, I would bet that most of these connections will only last the requisite 1-year (standard commitment of most  mentorship program) and then fizzle. This group checked the box and made their yearly development goals. Because of the negative experience, the last 2 3 pairs will probably not participate in any future mentorship programs. We just turned 16 out of 20 employees off to future mentorship programs. The HR department at Acme Publishing says: “Lets put together a mentorship program”. They take the following standard steps: HR rounds up 10 mentors and 10 mentees   Maybe mentors and mentees apply for the program, maybe you recruit, or maybe you take any  warm body  that  is interested. Provide a 2-hour class to the mentors Provide a 2-hour class to the mentees Ask them to sign a symbolic 1-year commitment agreement Ask for a minimum of monthly meetings Check-in after 6 months with a group meeting Have a party at the end of the year with both mentors and mentees present, share some cake and fill out a short survey for future programs. 16 of the 20 employees go their separate ways with very little on-going contact. One common trait of mentor programs gone wrong is that mentors apply/join these programs for the wrong reasons. You will have plenty of well-intentioned applicants; there will be a number of folks who apply for the wrong reasons: Mentors want to become a manager. Success or failure aside, the word “mentor” on a bio is a great step towards becoming a manager. The mentor is already a manager and this exercise is a “development helpful” area of improvement for them. The belief is that focusing on mentorship will help someone become a better manager (usually at the sacrifice of the mentee). Ego. Mentor believes they are so good at what they do; they should share their expertise with others. I find that the people who sign up, for this reason, are usually the least qualified. Adding the word “Mentor” as a bullet point on the resume lends credibility and checks the mentorship box. (This is usually only in the mentors mind. The $1M dollar question: can we call your mentee as a reference?) Am I cynical? Absolutely Call me jaded, but I have seen more frustrated mentor/mentee match-ups as the result of formal programs than I have seen long-lasting relationships. Frustrated pairs include match-ups coming from programs within professional HR associations. One  other reason that mentorship programs can be set up for hard times is that the intended goals are relatively short-term. These programs usually have an end date in mind. A typical program would have us sign a 1-year agreement, similar to a lease on an apartment  or a car. Setting the expectation that there is an end date can motivate end date behavior. Participants go into the project with an end date in mind. Ten months into the relationship, participants are thinking one of two things.   1. “Only 2 more meetings with my little rug rat” or 2. “Only 2 more meetings with my egotistical know it all”. They know that if things go badly, they are ONLY committed for one year. I think this attitude should be reconsidered. When was the last time you were easy on a rental car or a short leased apartment? Since we have nothing invested, we generally dont care as much.     Well intentioned, and I am a fan of mentorship programs Again, I am 100% confident that most of the mentor applicants are well-intentioned and in many cases have plenty to offer. They just don’t always have something to offer to any  randomly assigned mentee. Most of us work effectively with a specific demographic of mentee or mentor and we work ineffectively with a much larger demographic. I am the almighty and great HR professional, but even I know my style is only effective for a select few. Not everyone practices a “by the book style of HR”. I practice an “employee guideline” style of HR where we have guidelines vs. rules and regs. Because of this, I probably wouldn’t be the best mentor for someone coming from Fortune 100. I would probably gain more value as a mentee with an HR mentor from a fast-moving technology background.     When filling an open headcount for our departments, the interview and hiring process is usually a rigorous process where the hiring manager is not only looking for a skill set fit, the manager is looking for a  culture AND chemistry fit as well. Mentors and mentees should be looking for that great multi-dimensional fit as well. We shouldn’t just look for a potential fit on paper. That would be like hiring candidates based solely on a resume and a job description match without the two sides having a couple of conversations/interviews. But most match-ups are made by the organizer of the program and mentor and mentee  have no interaction prior to the first meeting. Arranged marriage   I come from a predominantly Asian family and consider myself to be very familiar with the concept of arranged marriages. Two well-intentioned sets of parents compare and contrast notes on their first-born sons and daughters and then strike a dowry deal. They spit into their hands, shake firmly and then the son and daughter destiny is sealed. That might have worked a few hundred years ago, the MadMen-esque style of HR had its heyday, but times are a changing and mentorship programs need to keep with these times. Yes, there are mentor programs that have the applicants on both ends fill-out informational cards so a match can be found for goals and skill sets. Yes, some  mentorship programs will have the  organizers interview potential participants face-to-face for personality. But when was the last time participants were able to interview their potential match for the all-important chemistry fit? Without a face-to-face meeting, we are really just setting up a blind date with the expectation of marriage on that first date. AKA arranged marriage from the mid-evil times, heavy on the mid-evil. Different viewpoint Hopefully, I have shown how  the mentorship program process looks from a different point of view. Maybe we think about how differently about how we set these programs up. Next week, HRNasty outlines how he sets up the Mother of All Mentor Programs and brings these well-intentioned programs to the present day. See you at the after party, HRNasty nasty: an unreal maneuver of incredible technique, something that is ridiculously good, tricky and manipulative but with a result that can’t help but be admired, a phrase used to describe someone who is good at something. “He has a nasty forkball. If you felt this post was valuable please subscribe here. I promise no spam,